In software development, test coverage denotes how much of the given code is generally covered by Unit Tests and Functional, End to End tests.
Median Score = 1
For this particular metric, the median score is the lowest, and there is a long tail. Very few candidates actually bother to write tests, let alone good tests. We, at Indorse, feel that writing tests demonstrates that you have thought through the entire specification for a project. While we cannot possibly expect a 100% test coverage for an assignment which has to be done within 48 hours, the least we should be able to see is an attempt to test the important functions of the application least.
HR Pro-tip — While giving out assignments, it is important to first talk with the head of the engineering team and understand how much importance they want to place on test coverage. It is OK not to focus on this while hiring, but if your tech team espouses practices like TDD or BDD, then you cannot really ignore this parameter while hiring.
This is a graph of the probability distribution for the weighted average of the scores across the different parameters. The area under the curve shows the density of the score in each of these ranges.
Median Score = 2.6
As you can see, on a range of 1–5, the median score ranges around 2.5, which is ok, but according to the curve, the highest number of candidates receive an average rating of either 2 or 3. Very few candidates receive 4 or 5 ratings. This follows the general hypothesis that the skills of most of the job applicants for any given job are in the median range and a very few are really top notch.
HR Pro-tip — Expect most of the job applicants to be somewhere in the median range, and adjust your filters accordingly.
What we have learned from our research is that the candidates and the experts are not always aligned on the parameters of the assessment or of the relative weighting of those parameters.
Our results indicate that responders focus on Code Quality, Readability and Design Patterns, but code less well for Extensibility and actually often neglect Test Coverage.
This may be an indication of candidates ‘coding for the assessment’ rather than coding as they would actually do if they were in the production environment.
It is the responsibility of the employer to make it clear how the code will be assessed when communicating the assessment requirement, otherwise, employers run the risk of losing out on great talent because of these subtle communication errors!
Here’s an example guidance message you can use:
While completing this assignment and submitting your code, please note that your code would be judged on these parameters.
Knowledge of Design Patterns
In this post written in collaboration with Hung Lee, curator of the popular newsletter Recruiting Brainfood, the insights remind us that for a developer to showcase his / her skills, we need the right environment to communicate and evaluate.
We believe that skills matter, beyond degrees and certificates. Offering the right platform and means for the tech candidates is crucial. As an employer, you can either compete with other companies for a saturated pool of developers or else you can use innovative strategies to identify top talents.
That is what Indorse is all about, allowing businesses to spot great tech talents that might not otherwise be within reach through traditional approaches. How? By assessing tech candidates skills objectively on our platform & communicating with our clients reliable and actionable insights about the candidates.
We would love to hear from you on how you assess your candidates for software developer positions!