In the last decade, the demand for jobs in the tech sector has skyrocketed. Especially at the level of the search for programmers. In addition, the profiles are becoming increasingly specialized and complex. And all this poses a challenge for recruiting, which needs to keep evolving to meet the new requirements and the new demand.
In this article we will review some insights extracted from the analysis of code tests performed by our partner brand, Rviewer, and other companies in the sector such as Devskiller, which can be useful to improve recruiting and personnel selection processes.
Finding a worker in a low-supply environment
Stack Overflow is clear in its data: only about 5% of developers are unemployed and actively looking for work, which is significantly lower than in other employment areas. It is clear that the sector is on the rise.
From the analysis of more than one hundred thousand technical tests in more than 121 countries developed by Devskiller, added to our own knowledge and insights, there are several elements that we can infer.
It takes three days to perform code tests
Once the challenge of code testing is accepted, it has been statistically proven that developers take 2.88 days to get down to work. Apparently, Tuesdays are the day when developers perform technical tests the fastest (perhaps because they are fresher, after a difficult Monday).
These data allow us to guess that the weekend is not usually spent actively looking for work. This helps us to decide when to send our communications to candidates. Friday: always a bad day.
However, Devskiller indicates that Java is the most evaluated language on its platform, a fact that Rviewer does not corroborate.
The technical tests suggested by recruiters do take place
If you think about it a priori, you may come to the wrong conclusions. It may seem that having to tell a candidate that he or she has to take a technical test would be a major obstacle. But this is not the case. When a recruiter approaches a candidate and suggests if theywould take a technical test to assess themselves, the success rate of the response is over 70%.
So, if you are a recruiter, don’t be afraid to talk about a technical test, if it is necessary for a job or for a better projection of the developer. In some cases, such as Rviewer, taking a technical test means that the candidate can apply for more than one offer at the same time. This is undoubtedly a decisive advantage over the traditional model (each company has its own technical test).
Once the technical test has started, it is usually completed
Another relevant fact: once a candidate has started a technical test, it is very difficult for him to stop taking it. Statistically, according to Devskiller, the completion rate is 90%. In our Rviewer department, we have found a similar completion rate.
Other interesting statistics
From the sample, other interesting statistical data can also be obtained.
For example, the countries that hire the most internationally (outside their borders) are, in this order, the United States, Poland and the United Kingdom.
In the global test set evaluated, candidates from New Zealand have the highest average score.
In turn, at the company level, we see that Singapore is the most selective and demanding when it comes to hiring.
In conclusion, as we can see, the world of technical tests is in good health and, in the eyes of candidates, it has a better image than it might seem at first glance. They are willing to take them, even if they are long and cumbersome.
For this reason, when a Getwith or Rviewer candidate is offered one of our technical tests, they are always well received. Not only because statistics had already tipped us off that this would be the case, but also because we offer them a bonus: with just one test, they will have access to dozens of job offers.