Hiring Maturity Assessment
The HackerRank Innovator Index has been anonymously aggregated to include the top 10% of assessment respondents.
YOUR LEVEL: MANAGED
At the managed level, basic standardizations across people, processes, and technology begin to take hold. The presence of technical recruiters simplifies sourcing, and the addition of technical hiring tools helps teams to access a wider swath of the tech talent pool. Candidate performance data is collected from across tools and interviews to inform decision-making, but decision-making is still largely subjective at late stages.
YOUR LEVEL: INTEGRATED
At the integrated level, increased use of technical hiring tools facilitates early candidate benchmarking. The stages of the hiring process become progressive (vs. managed), meaning that candidates are evaluated using multiple methodologies and/or technologies then overlaid until a full picture of their strengths and weaknesses can be developed. Integrated hiring allows interviewers to share an abstract to align on the expectations of candidate skills and conduct subjective and coordinated evaluations. There is no global standard for role mapped to skills across the entire organization.
YOUR LEVEL: Standardized
At the standardized level, widespread use of hiring technology enables the organization to define a set of necessary skills for each role. Expected skills and means of evaluation are uniform across the organization, and all interviewers are trained to conduct structured interviews to ensure decisions are made objectively. Technical advisory councils made up of seasoned interviewers help to guide the evaluation standards and processes best suited to the organization, based on their understanding of the existing process and the requirements of the engineering org. Talent science experts (I/O Psychologists) are employed to develop a methodology that is compliant, fair and non-discriminatory.
YOUR LEVEL: OPTIMIZED
At the optimized level, hiring is a key function used strategically to drive business vision and innovation. Technical hiring tools actively guide interviewers to evaluate against a predefined skill rubric using specified criteria. A wealth of data based on candidate interview performance—combined with developer lifecycle data, and developer talent pool insights—allows the organization to create an end-to-end feedback loop that continually informs hiring best practices through insights into what skills are required from the outset. Using that collection of data in each step of the hiring process to accurately predict candidate fit as early as the first stage of the process. Measuring candidate performance alongside lifecycle data (e.g. performance on the job after hire) creates a system of data-driven checks and balances that continually refine hiring practices.
LEVEL PROGRESSION: MANAGED > INTEGRATED
To move from managed to integrated companies will start to adopt more technical tools to manage the hiring process, assessments will start to be used with more frequency, and documentation becomes more important. Hiring teams start to converge at this stage and hiring decisions will have more information to back them up.
LEVEL PROGRESSION: INTEGRATED > Standardized
Once your hiring processes are standardized companies will really start to scale. Interviews are more structured and more information about candidates is being collected and shared with the hiring committee to make more informed decisions. This step in the process also allows companies to be compliant with national, local laws, and regulations while weeding out known or unknown biases.
LEVEL PROGRESSION: STANDARDIZED > OPTIMIZED
From standardized to optimized, at this stage, companies will start to rely on automation to help them scale their hiring process. Relying on technology and benchmarking, once a data-driven approach is adopted and integrated into the process, companies can be even more confident that the hiring decisions they make are more likely to yield positive results.
Ready to take remote hiring to the next level?
Tips to improve your technical hiring process every
step of the way
Plan is the stage where teams determine which specific technical skills the new role requires, and how to assess them throughout the hiring process. The most advanced companies derive required skills from company-wide and global standards, map which skills to assess at each stage, and continually optimize the planning process by comparing previous applicant's performance.
Resources to help you Plan:
Source is the stage where teams find and/or invite a compelling pool of candidates to consider for the open role. Sourcing is typically part of the recruiting function performed by a Talent Acquisition professional, but it may also be conducted by managers within the company. Sourcing can identify either candidates who are not actively looking for job opportunities (passive job seekers) or candidates who are actively searching for jobs (active job seekers).
Resources to help you Source:
Screen is the stage where teams conduct an early verification of the candidates' role fit in an efficient, candidate-friendly way. Screening challenges are role-specific and focus on replicating real-world problems that are applicable to the role and aligned to a standardized skills rubric. The most advanced companies engage a talent science expert, and a tech advisory council to ensure consistency and compliance. Actual job performance is fed back into the hiring system to better predict candidate success in the job.
Resources to help you Screen:
Interview is the stage where hiring teams and candidates are able to assess mutual fit. This takes place through in-depth explorations of skills fit, values fit, and feedback from the interview panel. The most advanced companies use an integrated platform that guides interviewers through standardized evaluations via suggested questions, candidate hints, and solution pseudo-code. Interviewer scoring is normalized to ensure fairness and consistency.
Resources to help you Interview:
Rank is the stage where teams determine which candidates are best suited for the job. The most advanced companies evaluate candidate skills at each step in the process against all other candidates, a global talent pool, and existing employees within your organization. Actual job performance is fed back into the hiring system to better predict candidate success in the job.