There's something that has always annoyed me in the tech industry.
Most of the time, the first step for tech candidates is to fill a boring form. First name, last name, CV, Linkedin, Github profile, a few usual questions, etc. Then the classical : "We'll be in touch soon if your profile interest us" final sentence 😐.
It does not matter which software is used by the Human Resource team, it's most of the time the same kind of form and same questions for everyone.
Being an engineer, I don't remember how many job forms I've filled...
Recently I had to work as a CTO and decided to do things slightly differently. The Human Resource team did not want to change the job ads software, so I was kinda locked. But at the end I simply added to the workflow a small "secret" API that I developed.
This API would simply "pre-screen" the public accounts given by the candidates. By screening the profiles sent by the candidate, the API would detect things like : high activity on public Github repositories, answers on Stackoverflow, etc.
Then the system would send an email to the candidate thanking him or her for the contributions and engaging a small discussion about those.
Of course this kind of system works better for senior or experienced developers with public contributions. But at the end, it was mostly a success for both us and the candidates 👏🏼.
First, this system helped us filter the spam and the agencies. Secondly, most senior engineers were quite happy to discuss about their public contributions and we had more engagement. This lead us to more quality discussions with good and motivated candidates 🚀.
I've decided to release the API on https://wisedev.io. You can try it on your own profiles if you want to see what could be your scoring.
What's your opinion on this kind of technique? What are your biggest pains during the traditional tech hiring process? What would you disrupt?