There are many standardization and scaling issues with this approach. A consistent grading scale is needed. Once different interviewers become involved in the process, a sliding scale develops. It is very difficult, if not impossible, to compare candidates evaluations side-by-side with this approach. See Genesis of the Idea for more details about how this affects hiring in real organizations both big and small.
All technology skill sets actively hired for in todays current market can be evaluated. This includes programming languages (JAVA, .NET, PHP, Python, Perl, Ruby, Javascript, Shell), databases (MySQL, Oracle, PostgreSQL, Mongo, Couch), operating systems (Linux, Windows), mobile (Android, iOS), web servers (Apache, Nginx, Lighttpd, IIS), and many more. Skill Set can work with customers to implement custom testing banks specialized to their technology and business initiatives.
Traditionally it would take weeks or months to fill a single position, and this would affect the time of both the hiring manager and the engineering team. Because of this bottle neck, the best candidate out of only 5 or 10 total candidates would have to be selected. With Skill Set, a hiring manager can now direct their referral network directly to the Skill Set platform and evaluate hundreds of potential candidates without any interaction by the hiring manager or engineering team. The hiring manager can then bring in for cultural-fit interviews the best candidates evaluated by the Skill Set platform, once the referral networks have submitted all available candidates. The evaluation time of the process has now been virtually eliminated, and the only remaining time variable is the submission period of the referral network.
The Skill Set technology platform is very different from the competition. The competition relies on indirect measures of technical ability - i.e. games, puzzles, multiple choice questionaires, and source code evaluation. The first segment - games and puzzles - have never been found to directly correlate with technical aptitude or ability to perform in the work place. The second segment - multiple choice - we all know what's wrong with those. And finally - source code evaluation - that's like someone drawing the picture of a car and calling themselves an auto mechanic. Skill Set is the only vendor on the market providing a comprehensive solution that includes source code evaluation, video recording, AND review by human beings to certify source of attribution, problem solving, and diagnostic skills.
Yes, Skill Set is a full-service organizitions and can assist firms with development of custom test banks for high priority initiatives.
Yes, Skill Set has been designed from the beginning for teams. The hiring manager, engineering department, human resource department, and referral networks can all collaborate on the technical candidate hiring process.
Skill Set will archive and store your candidate date for the life time of your account.
Yes, this is a great task for Skill Set. Skill Set can in real-time rank your referral networks based on quality of candidates.
Just like anything else, when there is a will there is a way. However, Skill Set is by far the most reliable source of assessment data available on technical candidates. What sets Skill Set apart from the competition in this regard is the human element. Because Skill Sets employs real humans in the review process, cheating can easily be uncovered via a number of internal methods employed by the platform. When all else fails, we will contact the candidate and discuss a problem set with them in real-time to assess their knowledge of the subject matter. The competition that relies solely on source code evaluation and games falls very short in this regard.
Yes, Skill Set allows you to create cost effective compensation packages by gauging where a candidate falls in relation to market pricing. No longer do you have to rely on unreliable sources of information such as past compensation history or background checks to create a compensation package. Now you can compensate a candidate according to what they would make in the regional market based on their skill set today.