Hiring entry-tests

Developing homemade entry-tests for new applicants saved us thousands of hours of work 💎💎💎

I believe that an automated test is the best way to be efficient and objective at the beginning of the recruitment process. That’s why, at Stockly, we’ve implemented them for ALL positions (not only tech).

Based on the volume of inbound applications for a position, we send it either before or just after the screening interview.

It’s a 100% win-win process

🏠  for the company:

• Filters applicants, with extremely high time-efficiency ⏳
• Helps presenting only super relevant candidate to the hiring team leader, evaluation doesn’t depend on which side on the bed the recruiter woke up 🎯
• Checks the applicants motivation and humility, it takes 30 min to 1 hour depending on the job which proves they are ready to take the process seriously and are not afraid of proving their skills 🧗

👩🏻‍💼 for candidates:

• Provides a preview of their challenges 👀
• Allows them to learn about the company 🧠
• Allows them to prove their skills at home without the stress of a new environment 🧘🏼‍♀️
• We never stop making our entry-tests evolve overtime, thanks to candidates’ feedbacks + adjustments with team leaders on the demanded level.

⏰ Test are expected to be done within 10 days ⏰ To respect a reasonable timeline, we always communicate a CLEAR deadline to the candidate and set reminders.

I know some recruiters are reluctant to ask candidates for automated test, and this process was often challenged by external firms, but it turns out the results are amazing for us.