Data makes the world go round. From communication providers to insurance companies, data is a new form of currency and can be a valuable resource for your business. For a tech recruiter, data is just as valuable as for any other professional. Using data properly, we can define trends, patterns, and new opportunities. Data gives us a lot of valuable insights.

When it comes to human resources, learning about insights of other HR recruiters can give you the upper hand. You can see how other recruiters source the best talent to hire, how they screen that talent, and where those come from. And that’s exactly what the Devskiller Technical Hiring & Skills Report 2019 offers you.

In 2018, recruiters like you used skills tests over 112,000 times. In this article, you’ll see some of the insights gathered from this report.

1 – JavaScript developers are always in demand

70% of companies that created recruitment tests, tested JavaScript skills of their applicants. Interestingly, while Java is by far the most tested language, it is not in the top two technical skills that most companies are looking for.

SQL was the second desirable skill that was tested. These two points show that database skills are important. This makes sense as SQL is used by both back and front-end developers.

It’s not surprising that this data backs up the Stack Overflow Developer Survey 2018, and that the top 4 technologies here are the ones most advertised on Hacker News.

2 – Most developers have their database technical skills assessed, regardless of their main focus

Again, JavaScript is the leading technology here. Of the 8 top technologies that are tested together, 5 of them involve JavaScript.

JavaScript, CSS, and HTML are the fundamentals of a solid front-end stack. But according to Devskiller data, JavaScript is also regularly paired with .NET, PHP and Java. This shows JavaScript’s importance in both front-end and back-end roles.

SQL is the next most co-tested stack, with 4 mentions. The main takeaway here is that database technical skills are also tested regularly, in addition to the main skill set needed for a position.

3 – Tech recruiters are taking some extra time to inform themselves by getting certified

As a tech recruiter, you can be more successful when you know the industry benchmarks, skills, and technologies used by developers. Many recruiters are starting to realize this, and are taking action to further their own knowledge of the industry they recruit in.

There’s a wide range of methods out there for technical recruiters of any skill level who want to enhance their hiring skills. Devskiller’s specific certification has given some interesting insights about the way recruiters teach themselves about coding and development.

Candidates are spending almost 3 weeks (18 days) studying the materials before passing the test. This shows that tech recruiters are taking their time to educate themselves as thoroughly as possible before sitting on the final qualification test. Naturally, they don’t spend all this time revising, but typically have trouble fitting it into their busy schedules. A lot of certification tests are passed during the weekend, which means self-development often happens when the work week comes to an end. Candidates that need 2 takes to pass the exam typically spend another week studying.

4 – Coding tests sent on Tuesdays get the fastest response

Amongst the data, we were able to find some patterns and trends that weren’t skill-specific, but are still relevant for the tech recruiter.

One of these stats was the average amount of time it takes applicants to complete their given tests. And it turns out that Tuesday is the day to send your coding test. Tests sent on Tuesdays are usually completed by the end of the week. Interestingly, tests sent on Wednesdays take the longest to come back.

5 – 90% of the coding tests sent are completed

Devskiller tests sent to potential candidates consisted of tasks that are common and problems that are regularly encountered. Developers perform best when they know there will be no massive, unexpected surprises and this holds true for a coding test scenario, too.  

Sending tests that consist of real-life coding problems means your candidates test better, and you can analyze their best performance.

Side note: Central American and sub-Saharan Africa have lower completion rates, possibly due to connectivity issues.

6 – The US gets busy and stays busy

It’s no surprise that Silicone Valley, San Francisco, and other digital epicenters create and foster a lot of talent. This helps make the US home to both the most exported developers, as well as the biggest hirers of international talent. This is thanks to one fact – the sheer number of developers that the US creates.

7 – New Zealand developers are technically the best

New Zealand developers, on average, rank the highest on coding tests. The Dutch come in a close 2nd position. New Zealand’s score of 54% is most impressive when you consider that the average score of candidates is just over 40%.

New Zealand and the Netherlands ’ quality of education, access to the internet, and quality of life can be attributed to these consistently high scores. Alternatively, it’s possible that the test sent to these developers are easier than those sent elsewhere.

Looking for more facts and stats?

Jobvite’s recent study shows that 2 out of 3 recruiters struggle to find talent when recruiting. When hiring for a tech role, this lack of skill is exacerbated. Tech recruiters need to leverage trends and habits of their peers to make sure a skill shortage doesn’t cripple their talent pool.

If you want to take a deeper look at the skills and trends that were found in over 112,000 coding tests, and see how they can help your own recruitment process, check out the full report here: Devskiller Global Technical Hiring & Skills Report 2019.