All of us who work in technology know that the deficit of professionals in technology is and will be a serious problem for the next few years in Latin America. It is no longer possible to think of talent as something infinite; on the contrary, senior people who know about technology are finite, as they are constantly repositioning themselves and changing jobs. The problem is that the future of the generations that are learning about technology is blocked because they have little feedback and opportunities to grow. From that perspective, tech recruiting has a lot to say.
Recruitment processes in technology are painful and inefficient.
Here's the thing: not only do recruiters know if the right person will or won't arrive, but those of us who apply often don't know what happens to our information or what stage of the process we are at, let alone where we went wrong if we were disqualified.
A very frequent situation that we have seen firsthand is that the effort invested in screening tests is rarely reused. On the applicants' side, test after test must be performed for different processes at the same time, and on the recruiting side, the data from the evaluations is not reused (because of course, what is the use of a test that was done 2 years ago?)
The low efficiency of the assessments brings problems in the whole ecosystem. First, it implies investing twice the effort to identify talent, the effort translates into burnout of those who recruit and that burnout returns poor feedback for those who apply, in addition to a lousy application experience.
And the truth is that, at the end of the day, people rarely leave a process with clear information about what they need to improve. Thus, this circle that we call the "selection process" ends up being unsustainable for the tech ecosystem, as it has become unscalable, un-personalized, and does not enhance the talent of future generations.
- The assessment steps are uncertain
- The effort invested in each test is not reused.
- There is little feedback for applicants
- They are not scalable (and if they do scale, they are not personalized).
- The application filters are obsolete or abuse Artificial Intelligence.
Our proposal: The way to find talent has to change.
At Get on Board, we aim to improve the technological ecosystem. We have the opportunity to create a better application experience, not only in the submission (and moderation) of a job but also in the preparation, training, and professional growth of those who apply.
We believe that an application process should be:
- 🤝 Transparent: that people always know what and why they are being evaluated.
- 🌎 Scalable: use technological tools intelligently and strategically to have time to make good decisions. The idea of being scalable is to save time and devote energy to what is really worthwhile: promoting a good experience for people who apply, without losing quality and accuracy.
- 🧠 Rational: to have reliable, unbiased results and go beyond a screening by resume or a simple call.
We believe that knowledge - well, knowledge and talent - should take priority over any other screening or selection variable.
Get on Board Tests
This is how Get on Board Tests was born: a recruitment and selection experience that aims to unlock the potential of Latino talent, because we understand evaluations in a holistic approach. Our tests aim to add value to the entire ecosystem because they are independent tests to a selection process, that is, people can take tests without having the need to apply.
The premise is that, at the end of an evaluation process, you should always leave with more information about yourself than when you started.
What are our current tests?
Cultural Fit Test
The cultural fit test is an x-ray of your ideal work culture. This test provides information about the organizational context in which you feel more comfortable, allowing you to choose an organization that has a form of work culture that makes sense to you.
Hiring for cultural fit is very complex, it is not advisable to look for clones of the culture, but to understand the culture from the diversity and from the strategy. Not everyone needs to have the same work culture in the same team and this test provides the precise information to be able to understand them in a neutral way, without any cultural profile being better than another.
The adaptability test was developed thinking about which are the factors that make us adaptable to changes in the workplace, understanding that adaptability is a skill highly demanded by technology companies. This test measures adaptability based on 4 factors that we researched in-depth: interpersonal skills, tolerance to change, problem-solving, and learning management.
Coming soon: Get on Board Technical Tests ⚙️
And since not everything can be soft skills -it's an important part, we know, but it's not the only one- we are about to launch Get on Board Technical Tests: standardized tests to evaluate technical skills based on evidence, created by industry leaders and validated by the technology community.
This year we will be launching technical tests for Python, Ruby, React, Logic, Algorithms, and more 🚀.
If you would like to participate as an expert in the creation of tests or would like to sign up as an early user to help us in the validation of these, we will be happy to receive your registration.
If you have any questions or comments, you can write us at firstname.lastname@example.org.
Let's keep contributing to the Latin American tech ecosystem and improve together with the tech recruitment in the region 💪🏼.