Need help finding the right tech talent? You’re not alone—86% of recruiters agree that technical screening is crucial for the proper evaluation of a candidate’s technical skills.
Around 33% of organizations miss out on a solid technical screening process. This directly invites bad hires, and you risk wasting time on unqualified candidates. Efficient technical screening will help you find those rare gems (candidates) who match your job description perfectly.
But what exactly is the technical screening, and how can platforms like Testlify help streamline the process?
This guide will break down the importance of technical screening, its role in improving the interview process, and practical strategies to make your hiring faster and more effective.
What is technical screening?
Technical screening is the process of testing a candidate’s technical skills and problem-solving abilities during hiring. This screening helps recruiters ensure that candidates hold the required technical skills outlined in the job description.
It is a rigorous process that must provide an unbiased and reliable assessment of coding skills, IT security knowledge, programming abilities, problem-solving approach, and other essential qualifications for the job.
Typically, the hiring process consists of several stages for candidates to go through. Most of the time, the technical screening process is conducted early on, followed by cultural fit interviews for further shortlisting.
Technical screening can include a structured test or a real-time interview, where candidates get a chance to demonstrate their skills on the spot. This allows a fair and accurate evaluation.
Technical interview vs Technical screening
While hiring for tech positions, both technical interviews and technical screenings play essential roles, but they serve different purposes throughout the hiring process.
Think of technical screening as a filter designed to quickly identify candidates who meet the basic technical requirements for the role. The process is generally automated, using assessments like coding tests that score candidates quantitatively. It’s a straightforward way to evaluate technical knowledge.
Technical interviews, on the other hand, dig much more deeply. Technical interviews are more interactive and personal, often involving live coding exercises, system design challenges, and discussions around real-world scenarios.
These interviews allow candidates to showcase their thought processes, creativity, and approach to complex challenges. As a result, they are usually reserved for later stages of the hiring process.
In some hiring processes, there can be an overlap between the two. For example, a technical interview might include elements of a technical screen, such as a coding challenge, as part of a broader conversation.
The combination of technical screenings and technical interviews offers a balanced and thorough evaluation process. Below is a table to help clarify the differences between technical interviews and screenings.
Technical Screening | Technical Interview |
Filters out candidates who lack basic technical skills early in the hiring process. | Provides an in-depth assessment of a candidate’s technical abilities and cultural fit. |
Tests broad technical knowledge (e.g., programming languages, tools, frameworks). | Focuses on practical expertise, problem-solving skills, and real-world application. |
Often automated with coding tests, quizzes, or multiple-choice questions. | Involves interactive methods like live coding, whiteboarding, and in-depth discussions. |
Conducted early to quickly filter the candidate pool. | Takes place later, after initial screening stages have been completed. |
Quantitative scoring to assess whether a candidate meets minimum skill requirements. | Qualitative evaluation, assessing depth of understanding and communication skills. |
Typically quicker and less time-consuming for both candidates and recruiters. | More time-intensive, requiring one-on-one interaction with candidates. |
Can be fully automated using testing platforms for quick evaluations. | Requires manual effort from interviewers, making it more personalized. |
More structured and less personalized, but offers flexibility to complete remotely. | Provides a chance for candidates to showcase their thought process and ask questions. |
Helps eliminate unqualified candidates early, saving time and resources. | Crucial in making the final hiring decision, offering a deeper insight into the candidate. |
Ideal for high-volume hiring where many candidates need initial evaluation. | Best for roles where in-depth technical and cultural fit are critical. |
Importance of technical screening in hiring
Ever wondered why technical screening is such a game-changer in hiring?
A resume might highlight impressive experience, but how can you be sure a candidate truly has the skills they claim?
That’s where technical screening comes in, acting as a reliable tool for recruiters and HR to verify candidates’ expertise.
Let’s dive into why this step is so crucial, especially when you’re on the hunt for top tech talent.
1. Validates skills beyond the resume
A resume provides a glimpse into a candidate’s experiences and professed skills, but technical screening takes things a step further by verifying those claims.
The screening process clarifies whether a candidate genuinely possesses the technical skills they’ve listed. This validation process helps avoid hiring based solely on resume embellishments and guarantees that the skills on paper translate to real-world abilities.
2. Improves efficiency in the hiring process
Time is often the biggest challenge in tech recruitment. Technical screening serves as an initial filter, allowing recruiters to focus their efforts on qualified candidates from the start.
When you filter out candidates who don’t meet the baseline skill requirements can significantly reduce the number of interviews.
This way, HR and hiring managers can spend more time with candidates who are genuinely a good fit rather than those who fall short technically.
3. Reduces unconscious bias
Unconscious biases like the halo effect or intuition bias can influence hiring decisions, often without recruiters even realizing it.
Technical screening helps counter this by offering a standardized, objective evaluation of candidates’ skills.
Since many assessments are automated or follow a strict scoring system, they ensure that every candidate is judged on their technical merits rather than on personal impressions.
4. Enhances the candidate experience
A positive candidate experience is crucial for attracting top talent. Technical screening contributes to this by offering candidates a chance to demonstrate their skills in a structured manner.
Candidates can complete various assessments remotely at their convenience, making the process less stressful and more flexible.
Moreover, when candidates receive meaningful feedback on their performance, such as scores or constructive feedback, they feel respected and valued, even if they don’t make it to the next round.
5. Boosts the quality of hires
Technical screening is not just about filtering out unqualified candidates; it’s also about identifying those with the strongest potential. It ensures that the candidates who make it to later stages are the ones who can truly excel in the role.
6. Identifies gaps for future development
Sometimes, you may come across candidates who are a great cultural fit and have most of the skills you’re looking for but fall short in one or two areas. Technical screenings can highlight these gaps, allowing you to decide whether you’re willing to invest in their training and development post-hire.
7. Saves time and money
The hiring process becomes costly, mainly when mistakes occur. A study reveals that filling an information technology job (time to fill) takes an average of 44 days.
By minimizing the time spent on unsuitable candidates, you can significantly cut down on costs and make more efficient use of resources. It’s a win-win for both the company and the candidates.
How to conduct a technical screening?
Hiring the right tech talent can feel like searching for a needle in a haystack. But with a solid technical screening process, you can quickly find those needles without sifting through endless resumes.
Let’s review a practical guide for conducting a technical screening that’s both efficient and engaging.
Step-by-step process
1. Start with the role requirements
Before you design the technical screening, take time to understand what the role truly needs. What skills are non-negotiable? What frameworks should the candidate be familiar with?
Meet with the hiring manager to create a list of must-have skills and translate that list into your job description.
Start with a broad technical screening to filter out candidates who meet your basic criteria. As the pool narrows, you can customize the following steps to dive deeper into their expertise.
For highly specialized positions, follow up with technical interviews or pair programming exercises, which can give you a closer look at how candidates solve problems in real-time.
2. Start with automated assessments
Most companies begin with pre-interview online assessments to evaluate a candidate’s baseline technical skills. These could be timed coding challenges or multiple-choice tests that take less than an hour.
It’s a quick way to narrow down the candidate pool and focus on those who meet the basic technical requirements.
Platforms like Testlify makes this process seamless, providing automated scoring and analytics. This way, candidates can take the tests at their convenience while you get the results instantly.
3. Phone interview/screening for a personal touch
Once candidates pass the initial assessment, a phone screening is a great way to get to know them beyond their test scores. Here, you can ask general background questions about their experience, education, and projects.
If needed, you can also include a practical element by asking candidates to solve a simple problem in a shared editor or Google Doc. This helps you evaluate their thought process and communication style without the need for a full-blown technical interview.
Types of assessments
1. Pre-Interview online assessments: These are your first filter, designed to test core technical knowledge like coding skills, algorithms, and problem-solving abilities.
2. Technical Interviews for deep insights: Technical interviews are where you dig deeper. These sessions go beyond what’s on the resume and assess practical knowledge. For example, if you’re hiring a JavaScript developer, you might ask questions like:
- How do you handle exceptions in JavaScript?
- What are JavaScript’s common data types?
- What is a pure function?
In addition to technical questions, you might have candidates work through a coding problem live or present their approach to solving a specific challenge. It’s a way to see how they think and how they communicate their solutions.
3. Pair programming for real-time collaboration: Pair programming allows you to see a candidate’s coding style, how they approach problem-solving, and how they adapt to feedback—all in one session. Plus, it’s more interactive and engaging than traditional coding tests, making it a favorite among candidates.
One big advantage? It’s a faster way to zero in on top talent. After a successful pair programming session, you might only need one more round before making an offer. This saves time compared to multi-stage interviews.
Whether it’s through a coding test, a thoughtful technical interview, or a collaborative pair programming session, you’ll be able to uncover the talent that truly fits your team’s needs.
Best practices for fair evaluation
- Match the assessment to the role
- Use standardized tests for consistency
- Balance technical skills with real-world scenarios
- Give feedback and create a positive experience
- Combine automation with human insight
Challenges in technical screening and how to overcome them?
Let’s face it—technical screening can be a tricky process. It’s not just about finding the right candidate; it’s also about creating a fair and engaging experience for everyone involved. But don’t worry; every challenge has a solution.
Here’s a look at some common hurdles in technical screening and how you can tackle them head-on.
1. Balancing speed and quality
- The problem: You want to fill the role quickly, but you don’t want to compromise on quality. Rushing through technical screenings might mean missing out on key skills, or worse, letting less qualified candidates slip through.
- How to overcome it: Use tools like Testlify or HackerRank to automate the first round of coding challenges. This way, you can quickly filter out those who don’t meet the basics. Follow it up with a quick technical interview or a pair programming session for top candidates. This combo keeps things moving without cutting corners.
2. Unconscious bias in evaluations
- The Problem: It’s easy for unconscious biases to sneak in during evaluations—maybe it’s the school a candidate went to, or how confidently they speak. But this can cause you to miss out on hidden gems who might think differently.
- How to Overcome It: Standardize your assessments and use automated scoring wherever possible. That way, everyone gets judged by the same criteria. Plus, training interviewers to recognize their own biases can make a big difference. Bringing in a diverse interview panel is another great way to keep things balanced and fair.
3. Keeping candidates engaged
- The Problem: Let’s be honest—technical screenings can be nerve-wracking, especially if they’re long and dry. If candidates feel like they’re just jumping through hoops, they might lose interest and drop out.
- How to Overcome It: Make it fun and relevant! Keep assessments under an hour, and make sure they reflect real-world tasks. Add an interactive twist, like a pair programming session where they get a taste of your team’s work culture. And remember—candidates love feedback! Even a few pointers can make a huge difference in how they feel about the experience.
4. Finding the right difficulty level
- The Problem: If the tests are too easy, you end up with a lot of candidates who breeze through. Too hard, and you scare off great candidates who need a bit of guidance.
- How to Overcome It: Think of it like Goldilocks—you want the challenge to be just right. Work with hiring managers to design tests that match the role’s level. Mix it up with some easy, moderate, and a couple of tricky questions to see how candidates handle different scenarios. This way, you can spot those who can solve the basics and think outside the box.
5. Balancing technical skills with soft skills
- The Problem: Sure, you need someone who can code, but what about their communication skills or how they work in a team? It’s easy to miss out on these softer skills when you’re laser-focused on technical abilities.
- How to Overcome It: Combine technical tests with a bit of real-time interaction. Pair programming is perfect for this—you get to see how they explain their solutions, adapt to feedback, and work with others. It’s a great way to get a feel for their personality and see if they’d fit into your team’s dynamic.
6. High drop-off rates
- The Problem: Sometimes, candidates just bail out in the middle of the process, especially if the assessment feels too long or disconnected from what they’d actually be doing on the job.
- How to Overcome It: Keep things transparent! Let candidates know what to expect and how long it’ll take. Use platforms that let them complete assessments at their own pace so they don’t feel rushed. And keep the focus on real, practical problems they’d face in the role—nobody wants to solve puzzles that don’t relate to the job.
7. Making sure your assessments are effective
- The Problem: How do you know if your test is really working? If your assessment is too easy, you might end up with false positives. Too hard, and you risk turning away great talent.
- How to Overcome It: Regularly review your tests and get feedback from current team members who’ve taken them. This helps ensure your questions are hitting the mark. Platforms with analytics can show you where candidates struggle, so you can tweak the questions and improve your process over time.
8. Challenge: Managing volume and maintaining consistency
- The problem: When you have hundreds of applicants, it’s tough to keep the process consistent. Different interviewers might evaluate differently, and that’s not fair to candidates.
- How to overcome it: Create a playbook! Standardize your process with a set of core questions and a scoring rubric. Use digital tools that record results for transparency. This way, no matter who’s doing the interview, every candidate gets a fair shake.
How to accelerate your technical screening process with Testlify?
Testlify helps you speed up technical screening without compromising on quality. Its automated coding challenges and instant scoring let you quickly identify top candidates. This saves you time on manual reviews. Real-time insights make it easy to see who has the skills to move forward, all from a single platform.
You can customize the assessments to match job-specific requirements. This makes you focus only on relevant skills.
Need a deeper look? Testlify’s live coding sessions let you observe problem-solving in real time. This makes it easier to assess a candidate’s practical abilities.
Integration is seamless, syncing directly with your Applicant Tracking System (ATS) and keeping the candidate experience smooth. Testlify turns a time-consuming process into a streamlined, efficient experience, helping you hire the best talent faster.
Final Thoughts
A strong technical screening process is very important to find out top talent quickly and efficiently. Automating assessments, customizing tests according to the job requirements, and providing real-time insights can save time.
Now is the time for recruiters to refine their approach. Consider using tools like Testlify to make your screening faster and more effective. Start improving your process today and see the impact on your hiring success.