“The path to more diverse technical talent” report by Harvard Business Review Analytic Services and sponsored by Karat is now available. Read it here.
How Karat supports leading technical recruiting processes.
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What developer candidates need to know about the Karat interview.
University recruiting season is a stress test for your recruiting and hiring engine. Your recruiting team and software engineers will need to conduct hundreds or even thousands of technical interviews in just a few short months. Right now you might be optimistic, but still wondering: are we going to reach our recruiting targets?
According to Karat data, 55% of technical interviews should be complete by the end of October in order to reach your fall recruiting targets.
Karat data shows clients have completed 55% of fall technical interviews by Oct. 31st.
Leading tech firms like Intuit are reaching their university recruiting goals by assessing candidates from more schools, skipping the resume screen, and enabling students to schedule directly with their interviewer.
In the past, their university recruiting teams relied solely on their senior software engineers to do the first-round technical interviews and onsite interviews. By partnering with Karat and a network of professional interview engineers, they have been able to reduce the burden on their senior software engineers and ensure a much larger percentage of their new hires are recent grads from a variety of schools. Read on to explore three best practices for reaching your recruiting targets this fall.
Making these changes to your university recruiting process can help you achieve more of your recruiting targets this year. It will also help you gain a competitive advantage next year by being prepared to start early with an efficient process that can interview students from more schools, reduce strain on internal resources, move at a much faster pace, and provide an exceptional experience for candidates.
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