Hiring top engineer talent out of college and/or university is expensive, competitive, and a major drain of resources. After establishing brand visibility among other companies suiting up for the same talent war, hiring managers face the next battle: how exactly do they differentiate between hundreds of similar-looking resumes? And how are they certain they’re not missing out on rockstar engineers due to volume limitation, resume-flipping fatigue, and outdated processes? 

When asked about these challenges, Gagandeep Bhatia from BakerHughes answered: “That’s where we were struggling; to be very honest, as a person who’s been trying to optimize that process, I was struggling with the fact that we didn’t really have a true technical assessment.” Gagan went on to explain that, historically, their team would create and send internal questions but ran into many trials, one of which included developing appropriate difficulty levels. “It was essentially a google form that would fill up and constantly need to be evaluated.”

With the university hiring cycle in full swing, Gagan’s team tried a new approach: using standardized technical assessments from Triplebyte to test the next wave of graduates. Choosing from an expansive library of skill blocks, they created an assessment that covered timed coding, algorithms & data structures, and general coding logic. After establishing a scoring threshold that appropriately aligned with skill expectations, they sent the test to 60 candidates. Because not every candidate met said threshold, Gagan could now easily shortlist those he was most excited about and move them forward. “We could immediately see a difference in the quality of candidates.

The fact that someone was technically sound from the screening evaluation gave us a lot more confidence to move them forward to a group discussion. The difference was clearly visible; the correlation between candidates’ scores and performance in interviews was very, very high.” So high that Gagan extended an offer to 5 engineer superstars looking to pave a path at Baker Hughes! By replacing the former process with Screen, the team is excited to see similar results as they gear up for another round of hiring mid September. 

While Triplebyte is hard at work to create the most predictive assessment for hiring teams, Screen is designed to ensure, first and foremost, the candidate experience is as friendly and fair as possible. Gagan claims “The candidates loved it; they were very happy to take a test that’s not the traditional, irrelevant coding challenge. They appreciated that the questions covered actual skills for the role so they knew what to expect when joining our team.” These skills will be put to the ultimate test as engineers hired at Baker Hughes step into a unique opportunity to launch their career. These engineers will support the entire organization across HR, Data Analytics, and Digital Customer Experience teams. Sounds like the possibilities to grow at BakerHughes are limitless! 

Gagan wears many hats, but improving engineer hiring has been something he’s been especially passionate about over the last 2.5 years. Here’s three key tips he kindly shared to finding success:

  1. Hire people that are much smarter than you!
  2. You can always train someone to be more technically sound; a lot of hiring is also finding the balance between attitude and aptitude. Dedicate time and thought into how their value system meshes with your team’s culture. BakerHughes achieves this through intentional  group discussions and accessibility to leadership. 
  3. When hiring globally, be sure to implement some sort of comprehension test alongside the technical assessment so both your team and the engineer can communicate effectively in the workplace. Triplebyte agrees and is excited to launch a brand new English Comprehension test this week! Get started for free here!

Hiring engineers is tough, but it doesn’t have to be. Give time back to your team and let Triplebyte’s predictive power do the work. Now, more than ever, companies understand the importance of cultivating culture and retaining it; screen enables customers to place a heavier focus on culture fit by covering foundational tech skills upfront. BakerHughes let Screen do the heavy lifting and hasn’t looked back. To learn more about Gagan’s team, head over to BH to peek at their open roles and stay current on their mission to make energy safer, cleaner, and more efficient for people and the planet.


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