how-to-reduce-interview-time-by-50-percent-with-Coding-simulator

A software company leveraged iMocha’s coding simulator to reduce interview time by 50%

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Brewing together with iMocha
No. of tech roles targeted
07
Candidates assessed
692
Candidates hired
5
Interview time reduced
50%
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The Company at a glance

This company specializes in Outsourced Product Development. Delivering successful software products with an amalgamation of great ideas and cutting-edge technology is their forte, including good planning, remarkable design, disciplined execution, and a highly committed team with a sense of ownership.

Headquarters: India

Global Presence: 1 location

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Employees:

200

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Established:

-

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Industry:

Computer Software

iMocha products used:

World’s largest coding skills library

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Coding Simulator and Code Replay

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the challenges
To specialize in outsourcing product development, the company wanted to ensure the availability of high-quality technical resources to ensure fast software deliveries.
The challenge
  • Lack of a recruitment platform
  • Interview time wasted on irrelevant candidates

Before using iMocha, the recruitment team relied solely on technical interviews. In the absence of an automated coding skills evaluation assessment, the hiring managers were spending a lot of their time conducting interviews. Each candidate was given a manual coding assessment, and the evaluation was done manually. This was time intensive and impacted the project deliverables.

The company evaluated multiple platforms and decided to go ahead with iMocha. Since their requirement was for technical and development roles, iMocha’s extensive coding skills and features, such as ‘Code Replay’, were a deal clincher. The company created assessments for:

  • Angular Developer
  • Java Developer
  • Full-stack Developer
  • Node.js Developer
  • QA Tester
  • React.js Developer
  • .Net Developer

The recruitment team selected the questions for each assessment from a pool of easy, medium, and hard difficulty levels. The assessments were sent to the candidates with proctoring measures in place to ensure cheating prevention. The candidates who performed well were called for interviews, and hiring managers reported that it saved almost 50% of their interview time. Hiring managers could refer to the coding reports and use the code replay feature – a video of the candidate’s coding solution that gives more profound insights into their analytical thinking. This helped them highlight the best candidates.

  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.

Step by step explanation of the workflow:

  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
  • However, more important was the lack of technical resources to evaluate candidates who applied for this role.
  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
The result
the result

The company reduced their interview time by 50%. Their hiring managers now only interview candidates that performed well in the assessments.

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