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iRecruit: What are we upto?

We have not really been inspired by Apple to name our product iRecruit, for the time-being, lets refer to it like that. Agreed, the name of a product does matter, but lets first see what the product is all about.
Recruitment is a key aspect for almost all companies looking to expand. In terms of increasing it’s employee strength, there are different types of companies – some companies deliberately want to have a small team, few startups look to aggressively hire after having reached a certain benchmark, and of course there are product MNC’s and services companies that have started hiring in large numbers.
A common thread that runs through amongst these different types of companies is, every company always looks to expend minimal resources (money, employee’s time, etc.) but get the best available talent. While there exists a number of portals wherein you could reach out to people looking for jobs, there isn’t a place where you could assess the real value of a candidate before filtering him. A candidate gets selected for the initial round of an interview based on what’s present on his resume, but we know the truth – a resume is not really a reflection of his real capabilities and strengths, he could be a much bigger stud than what the resume conveys (or) vice-versa. In either of the cases, either the employee’s time ( who conducts the initial phone-screen ) is wasted or you miss out on a really talented guy because his resume wasn’t flashy enough. Of course, I am not denying that there would be some perfect matches, but lets try to save resources wherever possible.
As you might have guessed, iRecruit solves both the problems stated above. We have built a web-interface where you could create a customized test, add your own set of questions (multiple-choice-questions/text-answer/programming) (or) you could choose it from our task pool also and let the candidates attempt the test on a particular time slot suitable to you. All you need to do now is to just glance through our report indicating the performance of the candidates, which helps you to easily choose the best guys for your initial rounds of interview!
This acts like a pre-phone-screen, just that you are completely sure about the candidate’s potential before spending your precious time with him/her. This also ensures that you don’t need to filter candidates by mere brand names but test his real skill which enables you to look at a wider sample set – after all it’s a one-time effort to create a test and invite as many candidates as you want to attempt the test.
Every cake has a cherry and iRecruit also has something special. The key skill to look for when you are hiring a developer is his ability to code – in most of the phone interviews, the candidate gets away with a pseudo-code (or) worse just the overall approach to it, primarily because of technology constraints. Similar to a startup scenario, the tougher part is not the approach/strategy, but the execution/implementation and he needs to be a good coder once he gets in. To ensure this, we have built a codechecker which evaluates the candidate’s code against a set of test cases and tells you how optimally he has coded compared to the benchmark. This would help you screen the right set of developers initially. Ofcourse this is an add-on and we have built the interface in such a way that it’s generic enough to create any kind of test.
If you are interested, please leave a comment (or) e-mail to hi@interviewstreet.com we would love to come over and show you a demo on how easy it’s going to be to use the product. You could try out the product here. Please let us know your feedback – it surely should act as a big time saver for companies.
PS: You could get in touch with us very quickly by just hitting these 10 digits on your mobile : 98408 80633

Comments (16)

  • The concept is cool. But, I am wondering how can you assure that, the same candidate is going to give the test. It can *not* be similar to the online tests what we have currently (ex: GRE, etc.,).

    • Bala
    • June 24, 2010 at 7:52 am
    • Reply
  • @Bala Thanks for your comment. Let me tell you this – things like piracy,forgery, etc. are in-built in our ecosystem and fighting against that is going to be futile.
    Couple of things
    > The same scenario can happen in a phone interview too – someone else could attend, the true colors of the person would be revealed in face-to-face interview
    > Over 50-55% of resumes are bloated up to unimaginable amounts, unfortunately they are filtered.
    We have built a system wherein you get the reports at your table immediately as soon as your test gets over – you could pick random candidates to have a short 10 minute chat to know whether *he* is the one who really attempted it.
    Ultimately, the net equation works out to be a time saver for companies and better than the existing process šŸ™‚

    • admin
    • June 24, 2010 at 8:40 am
    • Reply
  • Hah! That first line is a black lie! šŸ™‚
    Good luck with the new product!

    • Aditya
    • June 24, 2010 at 9:10 am
    • Reply
  • Great site. A lot of useful information here. Iā€™m sending it to some friends!

  • I am a big fan of the work you are doing and an admirer of your guts and your entrepreneurial spirit.
    I would like to offer some constructive criticism. Please take it in the right spirit.
    You make many references to real skill and key skill, which you claim is nothing but coding skill. I have an opinion on this – coding skill is a function of three things. 1. your innate intelligence 2. the amount of time you spent coding 3. the kind of mentors you had.
    I am inclined to believe that good companies will be inclined to recruit employees not necessarily with the best coding skills but those who have the first of the three attributes viz. innate intelligence. The other two can ofcourse come over time. Your brand that you have is to large extent indicative of this intelligence. So, I believe branding matters.
    Pushing the constructive criticism up another level. It is about the ethics of the service you are offering. What kind of companies would be interested in your service ? Like you yourself said “companies looking to expand at minimal resources”. Doesnt this also indicate that the company is really not interested in the employee’s welfare ? That they are not willing to train the employee to their max potential. Ofcourse there will be exceptions to this rule. But there might be a serious compromise in quality on both sides (employer and employee)
    Again this is just constructive criticism, please take it in the right spirit.

    • Subho
    • June 24, 2010 at 4:40 pm
    • Reply
  • @Subho Thanks for your comments. You are right – this framework is built to test coding skills *also* and acts as just a primary filter – the other skills could be tested in subsequent rounds of interviews and coding/programming would be one of them – so might as well test it in the early stage with full automation.
    Point #2 The minimal resources I mentioned has got nothing to do with the quality – the irony is, they want the best talent with spending least effort. For instance, a company might think, “Let me go to IIT and finish the 10 vacant positions I have” – the effort is minimal in this case but the quality is not compromised – hope you understand the analogy.
    And by training, I personally would like the candidate to be quick enough to grasp stuff from internal wiki pages/src code than me allocating resources to train him for 1-2 months – again this only improves his sharpness. Ofcourse, every company would have allotted a little time to train people on their framework, but dedicating 2-3 months for training – a bad idea and a non-scalable solution

    • admin
    • June 25, 2010 at 9:26 am
    • Reply
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    • Rishav Sharma
    • May 11, 2016 at 7:18 pm
    • Reply
  • Great Thought!! All the best with your venture!!

  • Amazing Initiative.Kudos for the great work!!!

  • this’s my first time of visiting this blog, nice Thought

  • i really like your idea, keep it up

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