Choosing an IT Solutions Provider is no joke, whether you’re a big company (and your every move is being watched), or a small company (where every seemingly invisible move can cost a fortune).
There is no dearth of literature on the factors to consider when choosing an IT solutions provider, but most of these focus on the company as whole. Hidden under the reputation and performance history however, is a team of developers who are currently employed to satisfy every individual client’s needs. You may know everything you need to about the company itself- but how much do you know about the team of talent working on your project? How can you predict how effective a solution will be provided, if you don’t know the quality of developers providing it? Read more ›
Using Skill Tests- either online or offline- to screen coders and programmers and shortlist them for interviews is hardly a new practice. Technical recruiters all over the globe use them in some form or the other, never relying entirely on resumes and interviews for such a skill-based role. A large number of them- especially in startups, as we’ve discovered- still depend on in-house tools, which begs the question, is that really the right move?
Related: What Good Is A Coder Who Can’t Code?
As recruiters, we use Screening Tests to test the coding and programming skills of a potential employee, to save us the immense cost of a bad hire. It seems smarter to test a candidate’s competencies before you invest time and money training them.
Related: Employee Training with Online Skill Assessment Tools
If you are creating such a tool in house, it usually suffers from one, few or all of the 10 shortcomings listed below. Our Online Skill Assessment Tool, that is smartly priced to suit the needs of any and all organisations, thus has the following 10 solutions to offer:
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Jack is going through the Java test scores of the 100 or so job applicants who took the online screening test he created with Potknox. 30 candidates scored above 80%, 12 above 90, and 2, a whopping 100%. He is tempted to call in those two- Drake and Josh- for interviews, immediately. But then he sees something strange. At the 33rd minute of the test, a generated screenshot shows Jack that Drake was looking at Wikipedia to answer an MCQ question. At the 47th minute, he notices Drake is having a telephone conversation with someone and noting down what he is being told. At the 56th minute, Drake opens Skype on his computer and pastes the 2nd full length coding question into the window. He notices similar patterns in Josh’s behavior. Jack feels smarter than before, and his eyesight is clearer- it was probably the wool being wrenched off. He just saved himself a very very misguided screening decision, and a whole lot of resources spent on getting Josh and Drake achieve that fictitious 100% again.
Without these anti-cheating mechanisms built in, Jack would have had no idea what Travis was up to during the test on which he apparently scored 100%.
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Cloud computing has revolutionized the way people store and access data, making life unimaginably simpler for a large number of us. People can now store their data on an offshore server and access it from anywhere at any time, which means there is no need to carry bulky storage devices around to make sure you have the data you need. Cloud computing is all about accessing data at the exact moment you need it, and not a moment later. But for many of us, the transition is too big to stomach up so soon, and there are still some gaps in our understanding. Well, let’s jump on the knowledge train and clear up the haze:
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Hiring experienced professionals is an incredibly demanding task for any recruiter. The most important thing when making an impactful decision such as this, is: Am I missing out on Talent? So how can you reduce the risk of making a bad hire, or worse, missing out on a good one? Can a Skill Assessment Tool like Potknox really capture the essence of an experienced candidate’s abilities- not just the possession of a faculty, but the ability to productively apply it?
Yes, and here’s how:
1. Multi-Competency Assessments
Tests created with Potknox test technical, aptitude, communication, database query and even behavioral skills in a single assessment test. It can consist of MCQs, Full Length Coding Questions, Fill in the Blanks, Comprehension Tests, and various other types of assessments, thus allowing the various aspects of a professional’s competencies to come under the radar. For managerial or leadership roles, psychometric testing, as explained below, can offer deep insights.
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I hear you’re looking to hire coders. A Python Pro, perhaps? How are you going to go about it?
Stage 1: You start by publicizing the job opening
First come the job boards, then some social networking, and maybe even some internal references; you need to get the word out about your vacancy. The right developer might be lurking around the corner and you don’t want to miss them.
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Employee Training at regular intervals has a number of tangible benefits across organisations of all sizes that makes it an integral part of any good HR manager’s list of initiatives. Given the rapidity of advancements in HR Technology, it is no surprise that Training and Development too, has evolved. Online Skills Assessment tools allow Training Managers more flexibility, deeper insights and a number of other very real benefits that makes their immediate adoption, imperative.
Online Skills Assessment Tools, an introduction to which can be found here and the best of which we’re going to be telling you about, allow recruiters to conduct large scale training tests for employees using nothing more than an internet connection. The most important benefit of the tool we are telling you about, Potknox, is that it enables immense flexibility in training schedules that means employees can take these training tests absolutely anywhere they want, with no requirement of coordinating a common training center or even any personnel to monitor their conduct.
How does an Online Skills Assessment Tool enable more effective Employee Training?
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Modern Family won the Emmy for Best Comedy Series for the 5th time in a row this year, but award winning comedy and incredible acting isn’t the only thing we can get from this incredible show. Not only is it a healthy of real fiction, but each of the adult characters- Jay, Gloria, Phil, Claire, Mitchell, Cam and even Haley- can each teach us a quintessential and very valuable lesson about choosing a career, dealing with it, and making the most out of it, no matter how modern our family:
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If we dwell deeper into recruitment, we’ll find that there are instances where a recruiter faces situations similar to the one’s faced by a sales person. Recruiting is about finding the right person to fill a vacancy and is a time consuming task. Whenever a firm launches a recruitment drive, they receive a huge load of resumes which need to be filtered for interviews. Even after filtering the resumes, there are generally a large number of candidates left to deal with. These candidates need to be sent through another filtration process (for IT requirements, this can be done easily by online assessment tools but let’s not get into that right now).
Now, where does the sales person aspect kick in? Wait for it. After going through so many resumes it is natural for the recruiter to be exhausted and have reduced patience levels for every hire. These little implosions can lead to recruitment blunders like hiring the wrong candidate, giving out false aspirations in order to bag the candidate, poor salary negotiation etc, and it’s in this pickle of a situation that a sales person might find the right way to navigate to success.
A sales person goes through all of this almost on a day to day basis. Giving out false aspirations in his case would mean giving incorrect or exaggerated product details, and poor salary negotiation would mean selling at a loss. There are some key points that every sales person keeps in his or her mind before going after a potential client, and since some situations faced by recruiters have similar characteristic to the ones faced by salespeople, these key points can certainly be useful to recruiters. Here are 3 business lessons recruiters can learn from a sales person:
A Seller should always make his product look better
When a sales person approaches a prospect, he must make his product look better than anything else. The same thing goes for recruiter too. The common scenario that every one imagines is that there are a hundred candidates and the employer has the luxury and liberty to choose anyone. Well, this is not entirely true. Yes it does happen, but when we talk about middle level to higher level jobs, recruiters always want the best. And the candidates, who apply for middle level to upper level jobs, want to work with the best. So, it is essential that the interviewer presents his company as one of the best. The recruiter should make the candidate think that his company is the one that he should be working for. Otherwise, the recruiting firm might risk losing good talent to other companies.
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A lot of the advice about “how to hire better” asks recruiters to spend more time on each candidate and discover as much as they possibly can, all so they can reduce the risk of a bad hire, and save themselves a lot of trouble. But the one thing this advice doesn’t take into account is: where are recruiters going to find the extra time to put in this extra effort? Isn’t there a better way to assess what’s important, in a time and cost effective manner?
Here are the 10 things all recruiters- under worked, overworked or remarkably efficient- need to know about online skills assessment, before it’s too late:
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