Mid-level developers are the most in-demand experience level. Across the board in organizations of all sizes. Mid-level candidates typically have 2-5 years of experience. The below visual shows a standard mid-level hiring process flow. In the following sections, we will go over these key differences.
Phase 1: Plan
Since mid-level talent is a more in-demand role, this also means - they will have more opportunities available to them and therefore you may not have as many candidates. The planning phase is important because you will take on a slightly more calculated approach to the Interview process and the process should be a bit more hands-on than early talent.
Subject matter experts will play a lesser role in the mid-level hires, although you may still want to engage 1 or 2 hiring managers to play the SME role. You will also want to have a pool of validators for the screening assessments in order to create a timeline for how long the validation and test process will take.
Additionally, the planning phase is the time to:
- Decide what is a must-have, nice to have, and what is not necessary.
- Narrow down the role and skills to more specifics than you would with early talent.
- Take the time needed to customize emails and communication steps.
Phase 2: Screen
Unlike early talent, you may want to consider having a phone screen with your recruitment team, prior to sending out a screen challenge. Since the candidate pool will be smaller this is a great time to further refine the candidate list. It also allows the recruiter to explain the process.
Points to consider:
- Incorporate more real-world projects from the Library.
- Have fewer multiple-choice questions and include questions that show more advanced problem-solving skills that show off their work experience.
- Typically these questions will be more in-depth and take the candidate 90-120 minutes to complete.
Next, you will want to evaluate the candidate’s scores in order to analyze the candidate performance trends. This step will help you understand which candidates to further evaluate in a virtual onsite Interview session.
The video below shows you how to send your test invitations, and how to evaluate results and feedback to move a candidate forward to the next stage.
Phase 3: Interview
Once you have identified the top performers, it's time to start the interview round. With HackerRank Interview, you can keep the interview collaborative and interactive with video and chat capabilities. The fully functioning IDE allows candidates to show off their code or dive deeper into the thought process.
- During the Interview, you can pull in the previous advanced question type or Project and use this time to discuss their approach to finding the answer or problem.
- Doing this also shows the candidate that they actually had their submission reviewed and you are excited to review it with them.
Watch this short video to see how to use HackerRank Interview functionality.
Phase 4: Rank
For a hiring manager, it is crucial to make hiring decisions that can be backed by data. Because some interviewers are more lenient, benchmarking can help make the final decision easier across multiple interviews.
HackerRank's Benchmarking compares a candidate's scores on specific skills against a cohort of candidates who have been assessed on the same set of skills. Access real-time data on a candidate’s performance on the test and in the interview. If you haven't already, it's a good time to discuss the protocol of where you want to review the candidate’s interview information. It can be reviewed in the HackerRank platform or ATS if you have the integration.
The below video shows you how to use review candidates information within HackerRank