We decided to start with Maki because they have a wide variety of tests, which adapts to our needs, based on what we are looking for our candidates. Using the tool has been super easy, it is very intuitive and the assessment results are very helpful to quickly identify the best candidates. The Maki team is always ready to help us if we need anything!
Maki changed the way we recruit. We are now able to judge any candidate on a literate equivalent base. Set up is easy and fast. We have a common culture test for the whole company and we use ad hoc technical test depending on the campaign we're leading.
A very large test library that allows us to test hard and soft skills. Tests are really on point and so far our candidates appreciate them and find this way of testing much more reliable and unbiased.
Custom-build your assessment in 5 minutes to understand candidates’ culture fit, soft & hard skills - thanks to our library with 150+ tests, made by leading experts. Simple.
Simply add the test link to your job description. Using an ATS? Use our 20+ ATS integrations so that every applicant automatically receives their assessment. Efficient.
One single view to compare candidates to each other and to our entire database. Deep dive on interesting candidates if needed. Automate decisions and send candidates their personalized test feedback to build the best experience of hiring. Bias-free.
It can be hard to know who the best candidate for a position is until you see them in action. The notion is especially true when referring to coding and programming positions.
The first step is to assign the test to the candidates that have made it far enough in the hiring process. When you assign, you can give them a deadline, testing their ability to follow timing instructions.
You also want to give them an idea of what you expect, such as speed over accuracy or preferred knowledge in one section.
The easiest part is giving candidates the test! Most tests have time limits, but you can customize them to suit your desires. You can have them complete the test in-house or allow them to do it on their own time, depending on the kind of work you expect for the position.
A low score in this area is likely a deal-breaker, so this should be the first section you evaluate before making further decisions.
For example, if your project will require Boolean type coding and development, someone that excels in BigInt type or String type may not be the best candidate.
Likewise, if someone has experience with the Boolean type, but lacks expertise in other data types, you can overlook their other gaps in knowledge.
Asynchronous programming is an essential skill for all developers. A candidate that does poorly in this test section may slow down the production of your project. Asynchronous programming allows projects to be completed faster.
A junior programmer that can’t accomplish asynchronous programming regularly may not have enough experience to complete the work you need to be done.
If this is a slow-moving project and you want everything closely monitored, you may not want someone that emphatically performs asynchronous programming.
Familiarity with object-oriented methodologies is a useful skill, as it facilitates the reuse of software components.
The ability to reuse software components can help save time on labor and programming. You want a crafty programmer who will be able to incorporate software components into new code that otherwise may have gone to waste.
Larger companies typically don’t usually care about this, but small projects and businesses can benefit greatly from a thrifty programmer with object-oriented methodologies.
Unfamiliarity with the newest, lesser-known features may not be a deal-breaker, but understanding the new aspects can be the push that makes one candidate stand out over another.
Some people are self-taught, which is impressive but can also mean there are gaps in their coding knowledge because there are simply corners of the program they never ventured to.
But someone with a degree in computer science may have a better understanding of the nitty-gritty aspects.
Where they were educated isn’t everything and should not disqualify one from the position. But it’s worth considering when comparing applicants.
Nevertheless, here are some hard skills questions to ask in the interview to give you a baseline:
Soft Skills: Soft skills are more difficult to quantify but are equally important to consider when hiring a candidate. Soft skills are a candidate’s cognitive abilities and personal traits that will factor into their work as an employee.
Ask the questions listed below to get a sense of someone’s soft skills:
Behavioral Skills: Behavioral skills are how someone handles a specific situation. To get answers about one’s behavioral skills, you’ll need to ask questions about past situations encountered and how they chose to handle them. You can also pose hypothetical scenarios and ask the interviewee how they think they would handle this circumstance.
You can always schedule a second round of interviews if you decide you want to ask more probing questions.
Follow the steps detailed in the first section: assign, administer, and evaluate to ensure you use the test to its full potential. Remember, the highest score does not always coincide with the best candidate. The test is excellent for differentiating two or more strong candidates.
The test results can show how quickly and accurately someone can work and how they do under pressure in a professional situation. Some people may second guess themselves too much or work too slowly to meet your company or project’s needs.
As mentioned, the highest score does not always mean the best candidate. When reviewing applications, test scores, and interview answers, consider the following aspects of your project and needs for the position.
You should also consider these aspects when designing your interview questions to ensure you’re asking pertinent questions and getting the most information you can out of a single interview.
Consider if you’re hiring this individual for a specific project or to be an open-ended developer for your company or project. If you hire someone for a very specific and niche assignment, they don’t need to have immense coding flexibility or be a jack of all trades.
The project length can mean two things: when the deadline for the project is, and how long the project is expected to take.
An applicant that only has experience with open-ended projects or short, quick projects may not suit your needs. And if it's not a permanent position, but a temporary one until they complete the project, ensure you mention this in the job posting and interviews before agreeing to hire someone.
A great way to gauge an applicant’s capabilities is to ask them how long they expect the project to take, as this can indicate their knowledge and efficiency.
Consider how advanced the project you’re asking them to take on is, and try to design interview questions to determine how comfortable they are with in-depth coding and programming.
Some people can perform as well as you would expect, and the test shows you their skills in action rather than on a resume.