Recruitment is a chaotic process, which is now being simplified by technology. There are skill assessment tools, websites, job portals and many other things to assist the hiring process. The purpose of using technology for assessment and the interview process is to obtain useful information from the applications and find the perfect candidate for a job. Especially in cloud computing which is all about use of hardware and software to deliver services over network.
According to a study by indeed.com, cloud engineering is among the top 10 most in-demand jobs. Almost all businesses have migrated their workload to cloud and require employees that can handle this transformation. So how do we find a cloud engineer best suitable for your company?
Candidates who are seeking a job as a cloud engineer invests a lot in their careers. Starting from getting a job to enhancing their skills and getting ahead of the competition, a cloud engineer has a lot to do. During the hiring process, a candidate is exposed to many aspects of recruitment. Hence, candidate experience is thing to be highly focused upon for better recruitment. Here are few things a recruiter needs to think of while creating cloud computing tests:
In order to hire a good cloud engineer, you need to have a fair idea about the cloud computing skills that are required in your organization. Cloud engineers, just like software engineers, know how to design software applications, and they should also know how to make use of cloud infrastructure, services, and tools available at their disposal. Cloud engineers know how to make the best use of cloud service to build a specific software. They write and design code that works best with cloud components.
The work of a cloud engineer is a mix of software, architecture, designing, and operations. Hence, while hiring cloud experts, recruiters want to ensure that their candidates have the right combination of skills. Some of these skills include:
In the recruitment of any cloud engineer or cloud computing expert, the first step is to conduct an effective assessment. A professional with experience is always preferred as they bring with them expertise and efficiency, which is required for vital roles like cloud computing.
To conduct an assessment, the best solution for a recruiter is to use an online skill assessment platform like imocha. It has one of the largest skill library and recruiters can customize their own tests using the skill tests that are available or by adding your own set of questions.
Image and video proctoring help in remote assessment and recruiters can get a systematic and detailed statistical analysis of the assessment, which aids in the decision-making process.
Another concern that many recruiters are facing is of addressing the cloud skills gap. This can be best resolved with skill assessment tools. The skill tests also have an option wherein a recruiter can decide the level of difficulty. Not all candidates can easily answer difficult questions, and this makes it easy for recruiters to see if the candidate can adjust with the demanding nature and the pace of digitalization.
The next step in recruitment is the interview. Although skill assessment gives a fair idea of the candidature, it is important to conduct an interview to validate the assessment and assess other important but non-technical aspects of the role. Here are few questions that interviewers normally ask a cloud computing professional:
Cloud computing can be tailored for different verticals, work-flow processes, and other structural components of any organization. It is necessary to keep the goals ambitious so you’re able to achieve the best out the process.