Bandai Namco Studios Inc.
By visualizing not only programming test results but also candidates’ personalities, we can make hiring decisions that are a better fit for our team.
Bandai Namco Studios, which has produced numerous hit titles across various game genres, considers a genuine passion for games its top hiring requirement. Rather than focusing solely on technical skills during the selection process, the company looks for candidates with the potential to solve real-world challenges after they join the team.
The Challenge
Before implementing Track Test, our in-house written technical tests couldn’t fully assess the type of thinking we were looking for, and they placed a heavy burden on our engineers.
As a game company, our top hiring requirement is a genuine passion for games. We also look for candidates who enjoy programming, have solid academic abilities, and show strong potential to master programming through our new graduate training program.
Previously, we used written technical tests created by our engineers. However, these tests mostly consisted of fill-in-the-blank questions without requiring candidates to write and run code. As a result, it was difficult to accurately measure practical skills. Creating and updating these tests was also time-consuming, since developers had to design questions that reflected the technologies used on the job, which inevitably impacted development work.
“Track Test allows candidates to choose their preferred programming language and showcase their skills, while enabling us to evaluate them online, which is why we decided to implement it.”
We had been searching for a tool that would help us accurately evaluate the real-world skills we need, while reducing the time developers spend on screening.
Our new graduate hiring covers a wide range of positions, server, game programmer, R&D, tools, and QA, each requiring different technical skills. So it was essential to have a solution where candidates can choose their programming language to best demonstrate their strengths. We also wanted to provide equal opportunities to candidates applying from different regions. While interviews were already online, Track Test enabled us to move the technical assessments online as well.
The Solution
Candidates complete a programming test in advance, and we assess their thought process and personality through a code review during the interview.
In our new graduate recruitment, we evaluate both technical skills and motivation. Because multiple interviewers are involved, we align in advance on our ideal candidate profile and coordinate interview questions for consistency. We also decide together on the Track Test content to ensure it reflects what we want to evaluate.
After passing the document screening, candidates take a coding test on Track Test. Unlike the paper tests we used to run in batches, Track Test delivers results as they’re ready, helping us move qualified candidates to the first interview stage more quickly. During the first interview, we review the score, code solutions, and application form. Those who seem like a good fit progress to the next round and then to an executive interview.
“In the source code review, we check whether candidates can clearly explain how they reached their solution, and where they got stuck.”
Because the coding test is done online beforehand, our interviewers can review the source code in advance. This lets us see who writes clean code, who ran out of time, and where candidates struggled. It gives us valuable insight into how they approach problems and overcome challenges.
During the interview, we go through the results together and check whether candidates can explain any gaps or mistakes. This has significantly improved the overall quality of our interviews.
The Impact
Candidates complete a programming test in advance, and we assess their thought process and personality through a code review during the interview.
In our new graduate recruitment, we evaluate both technical skills and motivation. Because multiple interviewers are involved, we align in advance on our ideal candidate profile and coordinate interview questions for consistency. We also decide together on the Track Test content to ensure it reflects what we want to evaluate.
After passing the document screening, candidates take a coding test on Track Test. Unlike the paper tests we used to run in batches, Track Test delivers results as they’re ready, helping us move qualified candidates to the first interview stage more quickly. During the first interview, we review the score, code solutions, and application form. Those who seem like a good fit progress to the next round and then to an executive interview.
“In the source code review, we check whether candidates can clearly explain how they reached their solution, and where they got stuck.”
Because the coding test is done online beforehand, our interviewers can review the source code in advance. This lets us see who writes clean code, who ran out of time, and where candidates struggled. It gives us valuable insight into how they approach problems and overcome challenges.
During the interview, we go through the results together and check whether candidates can explain any gaps or mistakes. This has significantly improved the overall quality of our interviews.
“Being able to glimpse a candidate’s personality through their test results has proven to be even more valuable than we expected when we introduced Track Test.”
