sdlc-partners-lp-case-study-how-to-improve-interview-to-hire-ratio

How SDLC Partners LLP balanced their decision-making process and hired 100% of the interviewed candidates

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“Overall, we are very happy. It’s been really helpful and successful. Features provided by iMocha have been really easy to use and we’re appreciative of the partnership.”

Samantha Bussard Talent Acquisition Architect

SDLC Partners, LLP
SDLC Partners at a glance

SDLC Partners is an American consulting company headquartered at Pittsburgh, PA. They essentially deal with Management, Scientific, and Technical Consulting Services for businesses and the IT industry. Since 2004, SDLC Partners has been thriving to provide high-quality execution services to its clients to realize realistic business values along with tangible customer outcomes. They aim to align the right people, processes, and technologies for specific needs of their clients.

Headquarters: Pittsburgh, United States

Global Presence: 1 location

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Employees:

300+

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Established:

2004

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Industry:

Information Technology Services and Consulting

iMocha products used:

Talent Acquisition

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the challenges
SDLC Partners wanted a solution that would help to solve the difficulty in testifying potential in junior level candidates, a time consuming vetting process, multiple interview cycles to arrive at job-fit candidates, and biases in hiring decisions.
The challenge

Running candidates through relevant assessments is one thing, while pitching their potential to clients is another. SDLC Partners was struggling in both these areas while shortlisting job-ready Junior Java Developers. Creating apt assessments that not only capture the right fit, but also eliminate biases in selection procedures that follow, seemed rather bothersome.

Difficulty in testifying potential in junior level candidates

After scooping out potential candidates based on former assessments, SDLC Partners felt short of reliable data and insights to support why they had selected certain candidates. Data which could mirror true potential of shortlisted candidates was a much-needed testament.

A time consuming vetting process

In addition to the process of creating suitable assessments, time was involuntarily being expended in filtering candidates through each selection round.

Multiple interview cycles to arrive at job-fit candidates

In order to be able to lock their confidence on a candidate, SDLC Partners was having to run assessed candidates through multiple interview rounds.

In their search for skilled Junior Java Developers, SDLC Partners maneuvered their decisions based on the following solutions provided by iMocha:

Developer Skill Assessment

iMocha’s developer test meant a big sigh of relief for SDLC Partners since their recruitment team did not already possess such assets.

Customizable time limit settings

Executing tests with desired time limits was made possible with iMocha’s offering of customizing tests to the most minute details. Assessments could be rolled out with intended level of difficulty not just in level of questions but also the time allotted to those questions. This helped SDLC Partners capture the exact grade of competency that they were looking for as customization was executed easily given iMocha’s user-friendliness.

Pre-set tests for variegated skillsets

iMocha's pre-set tests enveloping a variety of skills stood out for SDLC Partners. These tests enabled them to screen candidates across multiple skills without having to assign a different test for every skill. Consequently, the process of sending out tests became very convenient. The Full Stack Developer test proved to be a particular favorite because of its ability to reflect the overall potential of a candidate as a developer.

Unbiased metrics in test reports

No matter where a candidate came from, SDLC Partners could rely on his/her job readiness based on unbiased metrics presented in the iMocha generated test reports. These metrics provided important insights to the interview panel and eventually saved the time which their developer team expended on interviewing.

  • 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

100% of the interviewed candidates were extended an offer letter. SDLC Partners saved time equivalent to that of 20 interviews. Instilling confidence across all stakeholders involved in the hiring process was a major advantage that iMocha was able to create for SDLC Partners. Moreover, developers who attempted the assessment also indicated positive feedback. SDLC Partners made well-informed and balanced hiring decisions.

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