There are a few ways traditional coding interviews are conducted. The candidates are made to submit the code before the interview via a portal; they are given a system on the premises where they are made to code in isolation; and, the most popular, they are made to code live on a whiteboard while the interviewers assess as they go.
We’ve seen technology change a number of things over the last couple of decades. This year, especially, it accelerated as a result of the pandemic.
Over the last decade, we’ve seen recruitment shifting in numerous ways, be it the way recruiters source their candidates or the way recruiters speak to their candidates. A lot of this, though not all, can be credited to Digital Transformation and its catapulting affects; there have been a number of macroshifts in the domain of talent acquisition, which have made the trusted and widely-followed practices obsolete.
“Can’t hack it: Tech’s diversity efforts are ‘a failure’.” — CNN
For decades, an ideal job has been considered to be a full-time, 9 to 5 job with benefits. But this ideal is now being deconstructed to fit the new skill economy with new expectations.
Artificial Intelligence is depicted in the popular media as a bad thing. It is the thing that ‘takes over’; it is the thing that becomes sentient and ruins humanity; it is the thing that renders humans obsolete.
In our recent webinar on the do’s and don’ts of the technical hiring with Valerie Rothlin-Fenton, Fujitsu’s Senior Technical Recruiter, we ran a quick poll.