Software Engineer – Fresher/Entry Level

Software Engineer – Fresher/Entry Level

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Entry-level software engineers form the bulk of hiring for any IT services company. The hired candidates are generally taken through a 3-5 months training by the companies before putting on the job. To get the right candidate, one needs to use smart shortlisting criteria. Traditionally, companies have used English, Logical Ability and Quantitative Ability as parameters to hire these candidates. Whereas English is needed for comprehension and communication, quantitative and logical ability are required to be successful in technical training.

Software Engineer - Fresher/Entry Level
Software Engineer – Fresher/Entry Level

Our recent research shows that using computer programming assessment besides English skills, quantitative ability and logical skills may yield significantly better quality of candidates without affecting and actually improving the supply. What does this mean? Even though more candidates will pass the recruitment test, you will have lesser training rejects!

Counter-intuitive as it may seem, using computer programming as one of the assessments to shortlist candidates actually increases the supply of employable candidates when compared to using aptitude test only. This is so because basic capability in Computer Programming is a much better predictor of training success as opposed to logical or quantitative ability. And this basic capability in programming is available far in abundance than very high logical/quantitative ability. Recent research has shown that assessing just English, Logical and Quantitative skills during hiring restricts the employable supply of candidates. Introducing a computer programming test allows us to lower cut-offs on logical ability as we are using a better predictor now. Our database of close to 250,000 candidates who have taken these modules shows that keeping consistent hiring criteria, actually increases the supply of candidates if we introduce a computer programming module.

For example, keeping consistent hiring criteria to exclude 30% of average and poor performers within an organization, the test shortlist ratio goes up from 27% to 37% when we include a computer programming module. Thus the supply of candidates in fact goes up as against going down if a computer programming module is introduced. The following graph and table illustrate the same. The supply further goes up if we consider candidates from non-circuit branches as well on the inclusion of computer programming module.
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