So your organization is looking for a C# programmer and has a huge pile of resumés to sort through. Half of the candidates claim they have the requisite C# training, but you have your doubts. You need another filter to find the right candidate. Selection of the right candidate can be one of the most important and challenging issues facing organizations today. What services are there to help you find and validate the right technical resources for the job and save you time in the selection process?
We chose the Tests for Geeks, an online screening service designed for software developers.
What we like most about the C# test is that the questions are represented as samples of C# code. And every code sample checks a concrete area in C# — for example, polymorphism or inheritance.
We also like the questions about the difference between Reference and Value types (represented in code samples, too). Many other topics are covered within this C# test: OOP, Try-Catch, Generic, Extensions, Expressions, LINQ, etc.
How to Use Tests for Geeks
It’s very simple:
1. Find the needed test (C#, for example), then click the green button that says “Create Test for Job Candidate”
2. Send the applicant a generated link to the test, branded with your company name or not.
3. Check your email for the report, automatically sent when the applicant finishes testing.
4. If the result is unsatisfactory, you have saved a significant amount of time and money for your organization. Otherwise, let the interview process commence!
All results will be sent via email and can be viewed by logging in to your account.
Of course, the interview is the main part of the screening process. You cannot hire someone without inviting that person to an interview; an online test is not a replacement for the interview. But it’s a very helpful thing when we are talking about the optimization of the hiring process. It’s like a filter. Don’t waste your time!
Cost of a Bad Hire
According to CareerBuilder.com, more than half of employers in the 10 largest world economies report that a bad hire has negatively impacted their business. In most cases, they point to a significant loss in revenue or challenges with co-worker morale and client retention. The cost of the hiring process is significant; even the hire of an $8-an-hour worker can potentially incur upward of $3,500 in direct and indirect costs. In the U.S., 27% of those reporting a bad hire stated that a single bad hire cost their organization upward of $50,000. If you hire a C# developer without the requisite experience, costs could include training to bypass the missing experience, delays in project timelines or even the loss of a significant client contract. Needless to say, as an employer, you want to avoid this expense on a recurring basis by hiring and retaining the right person for the job the first time.