Technical recruitment has improved substantially in recent years with the inclusion of code reviews (or technical challenges). Many companies can benefit from this more accurate method of finding technically validated candidates.
In this article we will review the best practices that companies of different sizes carry out when implementing code reviews in their recruitment processes. To make it easier for you to understand their implementation and usefulness depending on the type of company you have.
Code reviews in the case of startups or newly created companies
In startups things move fast, so fast recruitment processes are needed. The goal is clear for a startup: to hire the best in the shortest possible time. With zero friction in the technical interview process, of course.
What advantages will you get from using code reviews in startups?
The approach of the code review can be designed so that candidates show their knowledge in the specific skills required in the job. Startups are usually focused on simple code tests that allow understanding of the candidate’s capabilities.
Code reviews in medium sized companies
Both the recruitment teams and the tech teams must go hand in hand in a medium sized company to hire the best candidates. In the industry, although the size seems bigger and the company may be doing well, speed is also a requirement that is sought in the recruitment process. In addition, sometimes it is necessary to carry out processes with several open positions. That is to say, scaled processes.
With the use of code reviews in medium sized companies
- It is possible to quickly scale up the evaluation of candidates, thus obtaining many more possible references that come already pre-evaluated. The recruitment process is objectified and, moreover, expanded.
- Specific benefits can be offered to candidates: one technical test can be used for several open or future positions. Therefore, performing the technical test ensures that the profile will be taken into account later on, and that the profile will have objective data.
Code reviews in large companies
In this case, where companies are large and usually have many departments and even several locations, the scaling of the recruitment process is critical.
For this reason, code reviews allow us to obtain a first objective and clear filter of a wide number of candidates that can occupy the different positions. In these cases, the technical tests usually have some particularities:
- Most of the code reviews are fixed, but there is a customized part according to the position. This way, from the analysis of the fixed part, we can know if a candidate has options to participate in other open positions.
- The personalized part is focused on objectively demonstrating the skills for a specific position.
Code reviews in recruitment companies
The aim of this type of company is to find the best programmers and match them with companies that require them. In essence, intermediaries that improve the hiring process. This would be the case of Getwith.
With the implementation of code tests or code reviews, this type of company can have a wide base of candidates who, in addition, have already demonstrated their level and capabilities in their test. In addition, soft skills interviews can be implemented to complement them.
In short, code reviews allow a leap in quality in the search for candidates, saving steps in the process and, above all, disappointments. Because the candidates have been specifically evaluated and have responded with a quantifiable test. In addition, technical tests already done can be reused for other positions in the future, so that the whole process becomes automatically scalable.