Ness, is a global provider of Digital Transformation solutions and a portfolio company of The Rohatyn Group (TRG). Being a full lifecycle digital engineering firm offering digital advisory through scaled engineering services, Ness seamlessly manages Digital Transformation journeys from strategy through execution to help businesses thrive in the digital economy.
Eliminating bias and removing stereotypes in technical hiring is a problem being faced across the industries. Technical Hiring has proven better results when candidates are benchmarked on hands-on skills. Ness had an ‘aha moment’ when WeCP got into its hiring process. Let’s go to the details.
Before WeCP’s, Ness struggled to scale its university and lateral hiring while maintaining the manual process of vetting candidates by going through the candidate’s resume one by one. As the talent procurement team needed more and more people to hire, the sustainability of the current process was in question. The mounting pressure on the recruiting team was to hire quality engineers faster and reduce the overall per hire cost.
First in the hand was to standardise separate screening processes each for Freshers and Lateral Hiring. For freshers screening tests were designed to hire graduates who are quick learners and have solid foundation and for laterals screening tests were aimed to gauge debugging and complex project handling experience. A process was sketched to automate and streamline the progress of candidates from Sourcing -> Screening -> Interviewing -> Onboarding. This resulted in following key benefits for –
Complete elimination of manual labour to find viable candidates: As more of screening happened without manual intervention, Ness recruiting teams leveraged the saved time in doing more productive things such as widening their reach to candidates. Moreover, engineers screening happened without any involvement of engineering teams.
Improved branding of Ness’s Engineering culture among talent pool: Underlying theme of WeCP screening assessment was to judge the way a potential candidate thinks and approaches toward solving real-world problems. The problem statements reflected engineering culture at Ness. Candidates highly rated the screening process leading to improved tech image of Ness.
Though other alternatives were available such as HackerRank, Codility etc., Ness found WeCP to be a better and a complete solution. Until Q3 FY2021-22 our team has hired more than 300 candidates using WeCP.
WeCP tool has helped Ness to ease and speed up the hiring. Previously entire recruiting team spent all day reviewing candidates profile manually and interviewing even those who aren’t really qualified for the role, with the WeCP tool we fixed those bottlenecks and happily scaled our recruiting.