The Technical Recruiting Challenge

Technical recruiting is tough. It’s a continual scramble to find the best candidates, truly assess their abilities, and once you determine they are a fit, convince them to join your client’s company and ensure they are retained.

Wild Noodle’s services help streamline all phases of the technical process allowing technical recruiters to be more efficient and effective.

 

Sourcing Candidates

In most cases, recruiters rely on job board searches or ads, job fairs, or personal networks of job seekers, to source candidates. The problem with this is that this largely limits the pool to those actively looking for a job – who in many cases may not be the best qualified.

Wild Noodle solves this by running regular technical competitions that attracts the best talent, whether or not they are currently on the job market. Participants in contests tend to be those engineers looking to challenge their abilities against their peers – exactly the profile most hiring companies prefer.

 

Assessing Candidates

According to a recent LinkedIn study, the two most important characteristics for a technical candidate and general problem-solving capabilities and the ability to learn new things. Unfortunately, neither of these can be determined from a resume or application. Instead, recruiters tend to screen based on secondary characteristics like projects worked on and languages already used.

Wild Noodle provides the only language-independent problem-solving test for technical candidates. Wild Noodle tests are based on a simplistic programming language that contains all the important concepts of industry programming languages, yet can be learned in minutes. In order to pass the test, you need to understand basic programming concepts, be able to learn a new language quickly, and have excellent programming problem-solving skills.

 

Attracting Candidates

The best candidates will get multiple job offers. Now the challenge is making your company stand out in the crowd.

Wild Noodle helps companies do that by running branded competitions for them (For example, the Amazon Coding Challenge) and offering other sponsorship opportunities. This gets your company’s brand in front of your candidates early and often and associates your brand with technical excellence.

 

Retaining New Hires

Bad hiring decisions can cost companies tens of thousands of dollars, in terms of harm to its brand, product quality or timeline, in impact to a high-functioning team, and ultimately in the cost to replace poor performers. That’s why it’s essential that the decisions you make are sound.

Making decisions based on assessment tests like Wild Noodle’s have been shown to be 36% more effective than decision based on the gut feel of the hiring manager. And a 12 year-study found a strong correlation between the Wild Noodle assessment score of a candidate and their subsequent job performance.

 

Ready to Improve your Technical Recruiting?

 

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