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Exploring 'Potential' in Engineering Recruitment

In a recent event hosted by HireRoo, a platform dedicated to enhancing engineering organizations, in collaboration with Findy, industry experts addressed the evolving landscape of engineering recruitment in the age of artificial intelligence. With the participation of Mitsuhiro Suemoto, head of B2B marketing and sales at Findy, the discussion shed light on the critical theme of determining a candidate's potential.

1. Shifts in Recruitment Criteria in the AI Era

The introduction of AI coding tools has significantly changed the yardsticks for evaluating engineering candidates. No longer is coding ability the sole criterion; modern assessments require an amalgamation of skills including project management, product management, and people management. Notably, proficiency in AI has transitioned from being a desirable trait to an almost essential condition for candidates, pushing employers to emphasize candidates' AI literacy and adaptability during interviews.

2. The Polarization of Candidate Psychology and Response Strategies

As AI continues to advance, candidates are increasingly divided into two camps: those who are excited about the possibilities AI offers and those who harbor fears regarding their future. To attract the former group, showcasing proactive AI use cases proves beneficial. Conversely, excessive emphasis on AI might deter the latter group. During the initial interviews in the selection process, probing candidates’ motivations for changing jobs and their current concerns with sensitivity offers crucial insights tailored to their psychological state.

3. Assessing Hard and Soft Skills

Despite the rise of AI, the evaluation of fundamental computer science knowledge and problem-solving abilities remains indispensable. Three main evaluation methods stand out:

• - Work Simulation Evaluations (1-2 day hands-on simulations)
• - Live Coding (monitoring real-time problem-solving processes)
• - Pre-interview Assignments + In-depth Interviews (confirming reasoning behind implementations and thought processes)

Companies like Google have effectively integrated these techniques, enhancing candidate experiences alongside the assessment process, which helps in attracting suitable talent.

4. Key Points in Designing the Recruitment Process

Having more rounds of interviews does not automatically yield better outcomes; instead, maintaining a candidate-friendly experience during 3-4 interview rounds is crucial. Early stages of the process should be designed to bolster candidates' interest, which helps mitigate withdrawal despite increased demands in later stages. Standardizing judgment criteria among current team members and upper management during the final interview is vital. For potential-based hiring, focusing on thirst for learning, absorption rate, and growth potential beyond mere experience is paramount.

Future Events by HireRoo

Moving forward, HireRoo plans to host numerous events aimed at contemplating the future of engineering recruitment in partnership with various companies.

Upcoming events:

• - 2025/08/26: [HONDA・SHIFT・Timee登壇決定！] Engineer Recruitment Update Day
• - 2025/08/27: ReTechTalk#13 - What does it mean to design architecture (2025 Edition)
• - 2025/09/05: Which database qualification to aim for? A thorough comparison of Database Specialist and ORACLE MASTER
• - 2025/09/25: Aspiring to reach new heights as an engineer through profitable design thinking

Promoting Skill Interviews

'HireRoo' is a service that realizes skills assessments in the AI age. With a focus on making large-scale tech recruitment accessible to all, it visualizes engineers' skills, thereby preventing mismatches in recruitment and standardizing the interview process, eliminating biases among interviewers. Currently, it has been adopted by over 200 companies including M3, freee, SmartHR, surpassing 50,000 evaluations. Integration with the recruitment management system sonar ATS is further expanding the user base.

For more details, refer to PIVOT’s video on skill interviews.

About HireRoo

Founded on December 10, 2020, HireRoo aims to bolster the recruitment capabilities and technical skills of engineering organizations through its dedicated platform. Its mission encapsulates bringing back Japan's prominence in manufacturing innovation, ensuring a robust technological culture within Japanese companies.

• - Company Address: 2F-C, Shibuya Dogenzaka Tokyu Building, 1-10-8 Dogenzaka, Shibuya, Tokyo
• - Representative: Kouki Katsumura, CEO
• - Business Content: Internet service planning and development
• - Website: https://hireroo.io