While working in technology in biz ops and strategy roles, I found that it is generally difficult to screen candidates for non-technical roles using just a resume. Degrees don't necessarily correlate with on-the-job skills.
Instead, I found actual take-home assignments to be a much better predictor of a candidate's on-the-job performance and hence a better method of screening.
This was the inspiration for building this tool. It's free to use. Welcome all feedback and suggestions.
3 comments
[ 1.0 ms ] story [ 14.0 ms ] threadInstead, I found actual take-home assignments to be a much better predictor of a candidate's on-the-job performance and hence a better method of screening.
This was the inspiration for building this tool. It's free to use. Welcome all feedback and suggestions.
- what % of candidates would be willing to do a take-home assignment before speaking with a real human at the company?
- check the landing page copy for typos (itmes —> items)