Helping You Identify Productive Candidates
TechOut is an adjunct to your human resources department. We’ve streamlined and standardized the technical interviewing process in a scientific way so that your technologists have the best chance at meeting your minimal level of productivity once hired.
Job Description Consulting
Problem
Typical job descriptions are written too broadly and include so many requirements, skills, and experience that the client ends up getting too many unqualified resumes that don’t zero in on the most important aspects of what’s required.
TechOut Service
We work with clients to create a targeted job description written in a way that is more focused on the critical aspects of the job/role. Our job descriptions help reduce the number of resumes received and attract resumes that contain the skills and experience more in line with what the client needs for the role.
Resume
Screening
Problem
Within an enterprise, resumes are screened by individuals that are not subject matter experts and are not experienced in scrutinizing technical resumes. Inevitably, some candidates who are truly qualified are omitted and some candidates that are not qualified are included in moving to the next round in the process.
Techout Service
We have years of experience analyzing resumes and quickly detect resumes that have been embellished. Additionally, we are adept at detecting resumes that would normally be dismissed because the candidate does possess very similar (but not 100%) matching skills and experience for the role. We prevent good candidates from slipping through the cracks.
Technical Assessments
Problems
Initial Assessment Process
Many enterprises select a bunch of resumes and immediately begin the interviewing process without executing a valid, initial, technical interview. Unqualified candidates slip through the process and are moved along. This causes disruption as your subject matter experts invest time interviewing unqualified candidates.
Subject Matter Experts may not be good at interviewing.
The evaluation process does not align with the job/role description
Typically your technical team is responsible for performing technical interviews. Perhaps five or six customer employees conduct technical interviews. Although these employees are technical experts, they may not be adept at conducting an interview. At times, these employees are very focused on “Gotcha” tactics and like to “Trip up” a candidate as opposed to determining the actual level of productivity the candidate can provide.
Most of the time technical interviews are conducted in a way that does not adequately assess the candidate’s competency in the tasks that he/she will be asked to do. This results in losing candidates that ultimately would be productive. It also results in hiring candidates that may never reach the level of competency required for the role, which can be costly in many ways.
Interviewers do not interview candidates consistently
Most of your employees will conduct interviews in an inconsistent manner. These inconsistencies muddy the decision-making process. This results in losing candidates that ultimately would be productive. It also results in hiring candidates that may never reach the level of competency required for the role, costing you valuable time and money.
Does Your Company Have a New Opportunity?
Let us show you how we can help.