In 2017, I presented at the Future Technology Conference, which features all of the up and coming technologies. The conference was held in Vancouver, B.C. Here I learned about the strides of quantum computing and the future of smart cities. I also chaired a session on software developers and presented a paper. My paper took about 12 years of longitudinal data and looked at how Herbert was being used for hiring software developers and whether there were any important markers that could help with assessing and hiring top talent. The current methods rely on resume, psychology tests and interviews. This process can be time consuming and at the end, there is no clear way to assess a candidate's ability to problem-solve or their understanding of algorithmic thinking. Here enters Herbert. Fast Track Team used Herbert as one of their assessment tools and the results are in. The study found that those who scored higher on the Herbert test were more likely to be offered a position and for those who accepted, the higher their score, the more productive they were in their first year. This resulted in higher bonuses at the end of the year, which was reflective of the employees receiving better annual managerial performance assessments.
One of the most impressive significant factors was the candidate offers. Herbert not only helped to quickly assess and select top candidates, but Fast Track Team needed to hire candidates who could problem-solve and think in complex ways. In a study conducted by Hewner and Guzdial (2010), "What game developers look for in a graduate: interviews and surveys at one game company," they found that the top factors for hiring included personality, knowledge of coding, but most importantly, solving challenging algorithms. Technical companies are not interested in whether you know a specific computing language because once you've learned one, it's easy to learn another. What cannot be learned is how to see the forest and the trees, handling complexities, adjusting to changing technologies, which was cited as important hiring markers by the 2015 study, "What Makes a Great Software Engineer?" by Li, Ko Zhu. What companies are looking for are divergent thinkers. These are software engineers who think outside the box. So, I am excited to introduce the results of my study and share with your this exciting news about the changing future of hiring technical talent. Please find my paper here.