Ruehie Jaiya Karri

As a recruiter, you know how painful it is to hire the wrong candidate (or who is not suitable for the job role). Hiring the right candidate is a challenging job. Nevertheless, we are in 2023, and plenty of tools and techniques available online will enable you to transform your hiring process into data-driven decisions. Data analytics in recruitment plays a significant role since it provides insights and information to help make hiring decisions. Analyzing resumes and job applications, tracking the efficacy of recruitment initiatives, and discovering patterns and trends in candidate behavior are all examples of this. Furthermore, recruiting analytics is used to optimize the recruiting process, such as finding the most effective sourcing channels and determining which individuals are most likely to succeed in a specific post. Organizations may increase the efficiency and effectiveness of their recruiting activities by employing data analytics, resulting in hiring better-suited individuals. Any advantage is welcome, especially in today’s competitive job market where the skilled talent shortage is at an all-time high. In this article, let’s look at how data analytics can help the recruitment process be more effective.

What is recruitment analytics?

Recruitment analytics is statistical data of candidates that a company might hire. To put it simply, finding, analyzing, and condensing significant trends for identifying, choosing, and recruiting are the goals of recruitment analytics. In addition, recruitment analytics provides you with a clear picture of these doubts:

• How candidates are reacting to the job profile (or job description)
• Why candidates are dropping out in between the interview
• How long is the interview process happening?
• What is the cost of hiring?
• What do suitable candidates have in common?

Data analytics in recruitment will streamline your entire hiring process and provide a better applicant experience. You can identify barriers and potential improvement areas in the whole process.

Benefits of recruitment data analytics

You can benefit from recruitment analysis in a variety of ways, including

• Improved efficiency and cost-effectiveness: When inefficiencies in the recruitment process are identified, adjustments can be made to improve efficiency and reduce expenses.
• Improved alignment with business needs: Data-driven talent acquisition can provide insights into the skills and qualities that are most in demand in your organization, helping recruiters better match their efforts with the needs of the business.
• Improved sourcing and recruitment strategies: You can increase the chances of attracting top talent by discovering the most effective techniques for sourcing and recruiting applicants.
• Better decision-making: Recruitment analysis provides valuable data and insights that can be utilized to inform decision-making at all organizational levels, from recruitment strategy to employee development.

Also, read: The Role of Talent Intelligence in Optimizing Recruitment

How to get started with data analytics in recruitment?

Data analytics in recruitment has great potential to up your hiring game. Let’s see how you can use data-driven power to efficiently meet your hiring goals.

Recruitment analytics tool:

The first thing you will need to get started with recruitment data analysis is a tool suitable to your specific hiring needs. As you know, there are multiple options for good recruitment automation software in the market, and finding the perfect fit can be time-consuming. To help simplify the process for you, we did our research and came up with the following list of features that you should keep in mind:

• Common data sources for recruitment analytics include applicant tracking systems (ATS), candidate relationship management (CRM) tools, information from human resources information systems (HRIS), and satisfaction polls
• Data reports from branding and advertising channels used for posting jobs
• Automation of repetitive tasks
• A straightforward interface with easy software integration
• A user-friendly platform for reporting and recruitment statistics

Also, read: Complete guide to technical recruitment software

Create a recruitment matrix:

The next step is to map out a recruitment matrix. You need to set your goal; what data do you need to get the most out of your hiring process? Knowing what data to gather and how to use it is necessary to revamp your hiring strategies. For instance, keeping track of the duration between interviews and hiring will help you cut down on your time-to-hire metric. Then, you can specify KPIs with high, medium, and low priorities by comparing the significance of specific measures with one another. A recruiting matrix is a valuable tool for visualizing your team’s preferences.

Apply predictive analytics:

Establish KPIs and have your recruitment matrix ready. Then you can use a relevant predictive analytics model and assess the results. It comprises handling data, choosing an analytic method, making performance predictions, and acting on insights. What is predictive analytics?: HR teams employ predictive analytics to examine previous and current data and predict future results. It digitally examines data to extract, separate, and classify information before spotting trends, anomalies, and correlations.

Organize measurement and reporting:

Understanding what KPIs to track is a big step toward better data analysis. Identify those recruitment KPIs that you want to measure and create a dashboard for tracking your progress. Many recruitment analytics tools provide customizable dashboards to understand reports with ease. You can also share these reports with hiring managers and keep them in the loop.

Also, read: 5 Steps To Creating A Recruiting Dashboard (+ Free Template)

Continually monitor and measure success:

Lastly, you have to periodically monitor the whole process to get the results you need. Every step is equally important, be it mentioning inputs and predictive data, hiring managers’ feedback, or taking action based on the predictive data outcomes. In addition, you can also measure progress by the below methods:

• Benchmarking: you can compare your recruitment statistics to industry norms and historical data. It can help discover areas for improvement and track progress over time and build a data-driven talent acquisition system
• Surveys: Conduct regular surveys for hiring managers and new hires to gather input on the hiring process and find areas for improvement.
• A/B testing: You can use A/B testing to compare different recruitment techniques and methods.

Key points from HR analytics

Data analytics gives meaning to information on resumes

Resume analysis qualifies candidates based on their education, experience, and other relevant information. Recruitment analysis helps to filter out resumes that fit your job descriptions. It helps you find candidates with the required skillset and saves time and money. In addition, data analytics allows you to shortlist the right candidates for the job role.

Data improves feedback from hiring managers to recruiters

Recruitment analysis can improve feedback from hiring managers to recruiters by identifying patterns and areas for improvement in the recruitment process. It could involve examining the time it takes to fill a position, the caliber of candidates given, and the communication and coordination between hiring managers and recruiters. Based on this data, you can improve recruitment by simplifying communication, offering training for hiring managers or recruiters, or deploying new technologies. It can lead to more efficient and effective recruitment, resulting in better prospects and more successful hires.

Data analytics helps retain employees

Yes, you read that right! Recruitment analysis can help retain employees. It provides you with actionable insights into employee satisfaction and engagement. For example, recruitment analysis can analyze employee turnover rates, why employees leave, and the characteristics of individuals who tend to stay with the organization. With this information, you can take actions to promote employee retention, such as:

• Offering competitive compensation and perks
• Providing possibilities for professional development and advancement
• Creating a positive and supportive work environment
• Regular and effective performance feedback
• Enhancing team communication and collaboration

Once you identify areas for improvement, recruitment analysis can assist you in creating a more engaging and supportive culture that aids in long-term employee retention.

Also, read: Data-Driven Recruiting: All You Need To Know

What are the three important examples of recruitment analytics?

• Applicant Tracking: It assists in tracking the progress of job applicants throughout the recruitment process, including the number of resumes received, candidates interviewed, and candidates employed.
• Source tracking: It enables you to see where your job applicants are coming from, such as job boards, employee recommendations, or recruitment events.
• Time-to-Hire: This metric evaluates how long it takes to fill a job vacancy, from posting the position to hiring an applicant.

These three data sources in recruiting analytics are significant because they provide insights into the recruitment process, indicate areas for development, and assist in making data-driven decisions. But it is equally important to track quality, speed, and costs.

How to utilize recruitment analytics in your hiring process

Recruitment analytics, while helpful, can only help if you have a well though-out process surrounding the numbers. To do so, begin by defining what you aim to achieve. Whether it’s reducing the time-to-hire, attracting higher-quality candidates, or improving the offer acceptance rate, clarity in goals guides data interpretation.

Once you have defined your aim, you can work backwards and create a list of the data you need to fulfil these goals. Ensure that the recruitment software and tools you use automatically collect relevant data at every stage–from job postings to final onboarding.

Next comes analysis and interpretation. Employ statistical tools to analyze the collected data. This could mean discerning patterns, comparing performance against industry benchmarks, or predicting future recruitment trends.Based on the analysis, your team is now better prepared to make informed changes like revising job descriptions, altering interview processes, or redefining candidate engagement strategies.

Keep calm and repeat. Data analytics in recruitment is a long-term process and you will need to continuously monitor changes to evaluate their impact.

Key metrics in recruitment analytics

Time-to-Hire: Measures the duration between a job posting and a successful hire. Shorter times can indicate efficient processes, but overly quick hiring can mean rushed decisions.

Quality of Hire: Assesses the performance, cultural fit, and retention of new hires to gauge the effectiveness of the recruitment process.

Source of Hire: Determines which platforms (job boards, social media, referrals) yield the highest quality candidates, optimizing resource allocation.

Candidate Experience: Surveys and feedback tools to measure candidate satisfaction throughout the recruitment process.

Offer Acceptance Rate: The ratio of offers made, to offers accepted. A low rate might suggest a mismatch in compensation, role expectations, or company reputation.

Understanding the various levels of recruitment analytics

Operational analytics: Focuses on day-to-day activities, such as tracking the number of applications received or interviews scheduled. This offers immediate insights into the efficiency of recruitment processes.

Strategic analytics: Provides a broader perspective by analyzing overarching recruitment trends, forecasting hiring needs, or evaluating long-term impact of hiring decisions on business goals.

Predictive analytics: As the name suggests, it’s about forecasting future trends based on current and past data. For tech hiring, this could mean anticipating skill set demands based on industry evolution.

Prescriptive analytics: Goes beyond prediction to suggest actions. For example, if predictive analytics forecasts a rise in demand for a particular tech skill, prescriptive analytics might suggest specific universities or regions to target for recruitment.

Best practices to follow when using recruitment analytics in hiring

Here are some best practices to follow when using recruitment analytics in hiring:

1. Choose the right metrics to track. Not all metrics are created equal. When choosing which metrics to track, it is important to focus on those that are most relevant to your specific needs. Some common metrics to track include:
   • Time to hire
   • Cost per hire
   • Quality of hire
   • Source of hire
   • Diversity of hires
   • Employee turnover

1. Collect relevant data. Once you have chosen the right metrics to track, you need to collect the data. This data can come from a variety of sources, such as your applicant tracking system (ATS), your hiring software, and your HR records.
2. Visualize your data. Once you have collected the data, you need to visualize it so that you can easily understand it. There are a number of ways to visualize data, such as using charts, graphs, and dashboards.
3. Put the data into perspective. It is important to put the data into perspective. This means comparing it to industry benchmarks and to your own historical data. This will help you to understand how your hiring process is performing and identify areas for improvement.
4. Use the data to make informed decisions. The ultimate goal of using recruitment analytics is to make informed decisions about your hiring process. This means using the data to identify areas for improvement and to make changes that will lead to better hiring outcomes.

Here are some additional tips for using recruitment analytics in hiring:

• Get buy-in from stakeholders such as hiring managers and HR leaders, before you start using recruitment analytics. This will help to ensure that everyone is on the same page and that the data is used effectively.
• Be patient. It takes time to collect enough data to make meaningful insights. Don’t expect to see results overnight.
• Be open to change. As you learn more from the data, you may need to make changes to your hiring process. Be open to these changes and be willing to adapt your approach.

By following these best practices, you can use recruitment analytics to improve your hiring process and make better hiring decisions.

Recruitment and data analytics go hand in hand!

Data analytics has transformed numerous businesses and will only grow in popularity. There are several uses of data analytics in today’s society. They range from recruitment to manufacturing, and these applications can be the difference between success and failure. Companies that efficiently employ data analytics have numerous advantages over those that do not. Some benefits include increased efficiency, the ability to respond swiftly to changing market conditions, and much cheaper costs. Businesses are getting incredible returns on their investments due to the recent increase in data analytics. As a recruiter, it is high time you shift to a data-driven approach while hiring and streamline your entire recruiting process!

I have to manually sort through 348 applications for an open role, talk to hiring managers about new vacancies, and handle admin work. But this is nothing, I can still take up nurturing candidates and manually sourcing for fresh candidates in the second half of my day – said NO recruiter ever!

As is common knowledge, recruiters and talent acquisition specialists are mostly in over their heads with the amount of work they handle. The simplest way to reduce their workloads is by automating repetitive tasks like screening applications or sending emails to candidates—this frees up time significantly and allows them to focus on more important tasks.

I’ve said this before and I’ll say it again. I am a big believer in letting technology do the heavy lifting and recruitment is one area that can greatly benefit from this.

Baking in recruitment automation in your hiring processes means posting job openings to different job boards, parsing through resumes, sending timely updates, and uploading candidate data in half the time and half the manual effort. It also means that you’ll be sourcing for better-quality candidates faster.

Can your company battle skill gaps, talent shortage, and mass quitting with outdated recruitment tech stacks? Especially when your competitors are embracing modern recruitment and automation. I didn’t think so! Without further ado, let’s look at recruitment automation platforms and how they can improve your overall hiring process.

How to automate your complete recruitment process

It can be tricky to identify which areas of your recruiting cycle need improvement. As they say, too many cooks spoil the broth and too many tools might end up hampering your recruitment.

After a lot of research, we’ve put together a list of common yet important pain points of recruiters that can do well with automation! Here they are:

1. Automate distributing your jobs to multiple job boards

You have a job role that fell vacant. Time is short and you need to fill this role within a small window of time. What do you do? Re-use your previous, possibly outdated job description, manually post it on generic job boards, and wait for applications (which may not be of great quality) to pour in.

Now let’s add a layer of technology to this. You have a job role that fell vacant. You have a recruitment automation platform at your disposal. It can generate targeted job descriptions for you, cross-post your job postings to relevant career sites like LinkedIn, Indeed, Glassdoor, and others, form a strong talent pipeline and improve the talent pool quality. All in half or even lesser the amount of time it would take for you to do it manually!

Additionally, you can also use the insights and analytics provided by your tool to see which sourcing channels got you the highest number of qualified candidates. Spend more time and money specifically targeting those channels in the future. Optimize your hiring and find the best of the best out there.

2. Boost your candidate sourcing abilities

Marketing your job postings right is half the battle won when it comes to candidate sourcing. As seen above, recruiting software can help you reach a bigger, better talent pool by cross-posting your job descriptions to targeted job boards and social media channels.

You can tailor candidate searches based on what job role you’re hiring for with AI-based candidate matching algorithms, years of experience, or geographic location rather than manually constructing your own Boolean search strings.

You will have extra time to leverage social recruiting, especially when hiring for niche roles. Also, GenZ is predominantly a big user of social media. That’s where you should be focusing your recruiting efforts on. Social recruiting also allows you to find passive candidates before they’re actively looking for work.

All of this slashes your cost-per-hire and betters the quality of your hire, which come with other benefits like,

• Reduced employee attrition
• Increased employee performance
• Improved employee engagement

3. Keep track of all candidate applications with an ATS

An applicant tracking system (ATS) is a life-saver for recruiters. And a majority of the recruitment automation platforms in the market can be integrated with popular ATSs like Lever, Naukri RMS, and Zoho Recruit.

An ATS enables you to stay organized and comes in handy when dealing with high-volume internal tasks. Some of the tasks include storing candidate applications and data in a central database, candidate pipeline visibility, tracking a candidate’s journey at each stage, syncing emails and calendars, and collaborating with your team on these tasks.

Some ATSs offer a candidate self-service portal where candidates can upload their resumes, cover letters, and other documents directly.

An ATS alerts your candidates about the next steps in their application process. You can also use existing candidate data from your ATS to see what hiring strategies are working and what needs to be changed.

4. Streamline and enhance the pre-screening process

The quickest way to vet a candidate’s resume and make sure all the skills mentioned pan out is by conducting skill assessments. A good coding assessment tool offers specific tests for the majority of the skill sets out there. Some tools also allow you to create custom tests of your own.

Evaluate candidates and determine their expertise/skill level and culture-fit, objectively. Auto-reject candidates who don’t meet the selection criteria. A major advantage of such tools is the ability to shortlist candidates solely based on their skills, thus eliminating any unconscious bias, whatsoever.

Any recruitment automation platform would integrate with the top pre-employment coding assessment tools in the market. You can schedule assessments and invite candidates to take the test, right from your automation platform instead of switching between different apps.

A tech hiring platform like HackerEarth can help you screen the very best developers with ease. You can sign up for a 14-day free trial and check out all the features of our coding assessment platform to see for yourself!

5. Eliminate the need for manually scheduling interviews

Another time-consuming task that probably rivals screening thousands of resumes manually, is scheduling interviews. For each shortlisted candidate, you have to consider a suitable date and time. More hassle if the candidate lives in a different time zone.

This is one part of recruiting that can benefit greatly from technology. A recruitment automation platform enables you to automate the interview scheduling process. You can set up interviews with candidates at your convenience, offer candidates the option to self-schedule their interviews and make use of auto-generated interview reminders, emails, and updates to be sent to your candidates.

Any guesses on how many hours were saved, here? My guess is a LOT and that’s good enough!

6. Nurture your candidates better to create a memorable experience

By using HR recruitment software, headcount planning and other recruiting platforms, you get to prioritize your work better. More importantly, you free up your time to handle more important tasks, like nurturing candidates, for instance. It is a vital aspect of recruitment and more often than not, we recruiters do not have enough time or the capacity to give it the attention it deserves.

Automated recruiting enables you to reply promptly to any emails, set up customized email sequences to continuously engage your candidates, schedule follow-ups, reminders, and alerts, and provide chatbots to give automated responses to FAQs, and simple queries. It streamlines the overall candidate communication.

This shows your candidates that you care about them. That you want to keep them in the loop through every stage of the hiring process. It creates a lasting first impression right at the beginning and enhances your employer brand.

5 Benefits of using recruitment automation platforms

The biggest benefit of using a hiring automation platform is employee retention. Gone are the days when your recruiting teams were willing to work insane hours to close those open roles with little to zero help from ancient recruiting tools. According to research, 50% of recruiters’ would shift companies if the other one had better recruiting software.

Before you can focus all your energies on attracting the best talent out there, the first step would be hanging on to your talented recruiters and getting them to stay! Additionally, online recruiting platforms come with a few more key advantages:

1. Reduces time-to-hire and improves the quality of hires

A major strain on a recruiter’s time and effort is going through mountains of applications. And a major advantage of using a recruitment automation platform (a.k.a. HR recruitment software) is that it can take care of screening applicants for you. It also comes with a resume parser to check if minimum qualifications are met.

Voila! Slashed your time-to-hire by a huge margin already. This is just the tip of the iceberg of what such tools bring to the table.

You get to screen a lot more applicants now since it is automated. You also get to identify better-qualified candidates due to detailed, efficient screening. Recruitment automation makes sure the good ones don’t slip through the cracks. As we see next, it can also help diversify your talent pools by tailoring your candidate searches to every role, pulling up profiles of passive candidates, and in general, improving the quality of your sourcing efforts!

2. Expand and diversify your talent pipeline

A recruitment automation platform helps you cast a wider net when sourcing fresh talent. You can post your job postings on a varied range of job boards and social media channels with just one click. Without hurriedly copying and pasting generic job descriptions, you now have a good amount of time to create targeted job postings. Consequently, it will improve the quality of your applicants.

This expanded search leads you to source prospective candidates beyond your organization’s network or existing talent pool. You can also spend time searching for, connecting, and building relationships with passive candidates who might be a good fit for your company.

3. Hire for niche technical roles

Automated recruiting enables you to parse resumes against a chosen set of keywords and screen those that are a good match. Moreover, this feature comes in handy especially when you need to hire for specialized roles. You can select keywords that match a particular job description or skill set. The tool will shortlist your candidates from there.

4. Create a memorable candidate experience

A recent report shows that GenZ prefers working with advanced recruitment technology, and 54% say they would drop out of the application process of companies with obsolete methods and complicated processes. The future of the workforce is GenZ. By not using a recruitment automation platform, you are alienating a majority of the available talent pool.

The best recruiting platforms offer several practical features. Popular ones include easy-to-use online application portals, timely updates every step of the way, chatbots to answer any queries, and automated email drips to build better relationships with your candidates. Making sure all your potential candidates have a great experience right from the start will help you seal the deal quickly and seamlessly.

5. Streamlines the complete hiring process

Any good hiring automation platform provides data for the entire recruiting lifecycle. Armed with this data, you can identify which parts of your hiring process are broken, what’s working, which hiring practices are giving the best ROI, and so on. Such tools help you make data-driven decisions and optimize your hiring process to be more efficient.

Automated recruiting for the win!

With automated recruiting, fewer items slip through the cracks. The efficiency, productivity, and morale of your recruiting team go up. Tech recruiting platforms ensure recruiters can focus their attention on matching candidates with the right job opportunities instead of on administrative tasks.

Well, what are you waiting for? This is your sign to start using a good recruitment automation platform!

2025 is here, and it is time to look ahead. Start planning your tech hiring needs as per your business requirements, revamp your recruiting processes, and come up with creative ways to land that perfect “unicorn candidate”!

Right? Well, jumping in blindly without heeding what this year holds for you can be a mistake. So before you put together your plans, ask yourselves this—What are the most important 2025 recruiting trends in tech hiring that you should be prepared for? What are the predictions that will shape this year?

We went around and posed three important questions to industry experts that were on our minds. And what they had to say certainly gave us some food for thought!

Before we dive in, allow me to introduce you to our expert panel of six, who had so much to say from personal experience!

Radoslav Stankov has more than 20 years of experience working in tech. He is currently head of engineering at Product Hunt. Enjoys blogging, conference speaking, and solving problems.

Mike “Batman” Cohen is the Founder of Wayne Technologies which is a Sourcing-as-a-Service company. It provides Recruitment Data and Candidate Outreach services and aims to elevate the talent acquisition journey.

Pamela Ilieva is the Director of International Recruitment at Shortlister, a platform for connecting employers to wellness, benefits, and HR tech vendors.

Brian H. Hough is a Web2 and Web3 software engineer, AWS Community Builder, host of the Tech Stack Playbook™️ YouTube channel/podcast, a 5-time global hackathon winner, and a tech content creator with 10k+ followers.

Steve O’Brien serves as Senior Vice President, Talent Acquisition at Syneos Health where he leads a global team of the world’s best recruiters hiring talent in over 30 countries and engaging markets in over 24 languages. He has nearly twenty years of diversified recruitment experience.

Patricia (Sonja Sky) Gatlin is a New York Times featured activist, DEI Specialist, EdTechie, and Founder of Newbies in Tech. She has worked 10+ years in Higher Education and 3+ years in Tech. She’s recently merged the two fields and currently works part-time as a Diversity Lead sourcing and recruiting STEM professionals to teach gifted students. She aims to inspire people, and become a Chief Diversity Officer and Tech influencer.

Let’s get to it, shall we?

Overview of the upcoming tech industry landscape in 2024

Continued emphasis on remote work and flexibility: As we move into 2024, the tech industry is expected to continue embracing remote work and flexible schedules. This trend, accelerated by the COVID-19 pandemic, has proven to be more than a temporary shift. Companies are finding that remote work can lead to increased productivity, a broader talent pool, and better work-life balance for employees. As a result, recruiting strategies will likely focus on leveraging remote work capabilities to attract top talent globally.

Rising demand for AI and Machine Learning Skills: Artificial Intelligence (AI) and Machine Learning (ML) continue to be at the forefront of technological advancement. In 2024, these technologies are expected to become even more integrated into various business processes, driving demand for professionals skilled in AI and ML. Companies will likely prioritize candidates with expertise in these areas, and there may be an increased emphasis on upskilling existing employees to meet this demand.

Increased focus on cybersecurity: With the digital transformation of businesses, cybersecurity remains a critical concern. The tech industry in 2024 is anticipated to see a surge in the need for cybersecurity professionals. Companies will be on the lookout for talent capable of protecting against evolving cyber threats and ensuring data privacy.

Growth in cloud computing and edge computing: Cloud computing continues to grow, but there is also an increasing shift towards edge computing – processing data closer to where it is generated. This shift will likely create new job opportunities and skill requirements, influencing recruiting trends in the tech industry.

Sustainable technology and green computing: The global emphasis on sustainability is pushing the tech industry towards green computing and environmentally friendly technologies. In 2024, companies may seek professionals who can contribute to sustainable technology initiatives, adding a new dimension to tech recruiting.

Emphasis on soft skills: While technical skills remain paramount, soft skills like adaptability, communication, and problem-solving are becoming increasingly important. Companies are recognizing the value of these skills in fostering innovation and teamwork, especially in a remote or hybrid work environment.

Diversity, Equity, and Inclusion (DEI): There is an ongoing push towards more diverse and inclusive workplaces. In 2024, tech companies will likely continue to strengthen their DEI initiatives, affecting how they recruit and retain talent.

6 industry experts predict the 2025 recruiting trends

#1 We’ve seen many important moments in the tech industry this year; such as the wave of quiet quitting, and tech companies standing up for their female employees against Roe vs. Wade. Do you foresee any of these carrying over to 2025 and why?

Rado: In my opinion, a lot of those will carry over. I felt this was a preparation year for what was to come. I expect next year to have a lot of turmoil. There is still a raging war in Europe, the economy is a stretch team, and for the first time since the dot-com, bubble tech is not out of this.

Mike: I wish I had the crystal ball for this, but I hope that when the market starts picking up again (rapidly I’m inclined to think) that companies will have to adopt more and higher levels of support for the employees as it relates to culture, DEI, and general happiness. As competition picks back up for top candidates across the board, especially in high-tech, what we’ve learned and where the market has been heading since 2020 will play an even bigger and more important role in the attraction and retention of talent.

Pamela: Quiet quitting has been here way before 2022, and it is here to stay if organizations and companies with poor management and leadership are unwilling to inspire and motivate people. The only difference I see in 2025 is that some small part of those poorly managed companies will become more aware of the reality that quiet quitting is happening in their backyard. Tech companies are now setting the trends for creating benefits policies that protect everyone equally, and this won’t be any different in 2025.

Also, read: What Tech Companies Need To Know About Quiet Quitting

Brian: Yes, absolutely. In the 2022 Edelman Trust Barometer report, the global agency surveyed more than 36k+ people across 28 countries, and out of this pool, almost 1 in every 2 people interviewed said they see government and media as divisive forces. We as a global population are looking at increasing levels of our local, national, and global companies, nonprofits, communities, and organizations to be champions for our rights, ideologies, and values.

On the other hand, the report also found that people do not think businesses are doing enough to solve society’s issues, be that climate change; economic inequality; healthcare; wellness; diversity, equity, inclusion; reskilling; and many more. For people to work at their best, their (company) environments will need to be supportive and conducive to their growth, optimization, and potential. The companies that find a way to balance business growth and personal growth will do disproportionately well compared to those that don’t.

Steve: Quiet quitting in the tech space will naturally face pressure as there is a redistribution of tech talent. Over the past few years, major employers gobbled up tech talent in part catalyzed by the further normalization of virtual working decreasing locations’ role as “friction” in the labor market. That said, the dialogue between “talent” and “employer” will continue to play out with quiet quitting and benefits related to the Dobbs decision being examples of this dialogue. For example, I expect the idea of dual employment and fractionalized employment to remain a vibrant point of discussion in 2023.

Patricia: Quiet quitting has been around for generations—people doing the bare minimum because they are no longer incentivized to stretch themselves thin. Right now we’re in an economic crunch so companies are downsizing and tripling people’s workload. No one wants to talk about that. The same pay for a two-people workload is why gen Z are no longer betting on staying with companies until they die. They invest 5-6 years if they have a 401k or make a switch as soon as another opportunity. I don’t blame them because companies are not giving out promotions, bonuses, or even perks like they use to. But they are happy to have you work harder for less. No one discusses employees who were furloughed during the pandemic and how they suffered in silence.

Companies want to hold on to women in the workforce. Let’s be honest, there are more women in the world, black women are one of the most educated, and studies show that women outlive men. Women rock! They come up with amazing ideas and expedite growth by being mentors and role models.

#2 What is your pro tip for HR professionals/engineering managers who are currently dealing with the hiring freeze and anticipating a huge deluge of vacancies next year?

Rado: Engineering managers should be able to do “more-with-less” in the coming year.

Mike: Well first, (shameless plug), be in touch with me/Wayne Technologies as a stop-gap for when the time comes.

It’s in the decrease and increase where companies find the hardest challenges. Dealing with low levels of recruitment needs, or even very high levels with tons of open roles, while they present challenges, they are things that companies have, more or less, figured out. It’s the transition between the two that causes struggle.

Pamela: Remain calm – no need to “add fuel to the fire”! I know it is easier said than done, but in situations when you don’t have control over the outcome, the best thing to do is focus on the day-to-day priorities to get that feeling of control over your work and keep a positive mindset.

Brian: We have to build during the bear markets to thrive in the bull markets.

Companies can create internal hackathons to exercise creativity and shipping muscles for their teams to flex a growth mindset.

Companies can also invest in upskilling their current members so they stay agile when responsibilities shift or requirements change. When there are economic difficulties, hard times, or stressful situations, this warrants more company-wide compassion with a mindset centered around abundance and growth so everyone can survive and thrive together.

Also, read: Internal Hackathons – Drive Innovation And Increase Engagement In Tech Teams

Steve: HR professionals facing a hiring freeze will do well to “upgrade” processes, talent, and technology aggressively during downtime. Manufacturing plants have shutdowns.

Patricia: Talk to hiring managers in all your departments. Ask, what are the top 3-5 roles they are hiring for in the new year? Let’s be honest, budgets are set between January and June. Start creating pools of candidates that you think would be the best fit. A lot of people get laid off in January too because some companies don’t want to do it during the holidays. Also, those end-of-the-year evaluations might not be so favorable. Either way, people are always looking for work. Get in front of your company’s needs but also the candidates’ needs.

Audit your company’s hiring process as sometimes your process can be extremely outdated! Sometimes your tech can be outdated as well. Do you need to create a better hiring process, onboarding, and off-boarding experience? Look at search committees. See if those persons in them have proper training on DEI, interviewing, or know the recruiting process in detail. Understand your retention rates and how effective are ERGs. Sometimes you’re great at getting talent but not at keeping them.

Also, watch: 5 Recruiting Tips To Navigate The Hiring Freeze With Shalini Chandra, Senior TA, HackerEarth

#3 What top 3 skills would you like HR professionals/engineering managers to add to their repertoire in 2025 to deal with upcoming challenges?

Rado: Prioritization, team time, and environment management.

I think “prioritization” and “team time” management are obvious. But what do I mean by “environment management”?

A productive environment is one of the key ingredients for a productive team. Look at where your team wastes most time, which can be automated. For example, end-to-end writing tests take time because our tools are cumbersome and undocumented. So let’s improve this.

Mike: Setting better metrics/KPIs, moving away from LinkedIn, and sharing more knowledge.

1. Metrics/KPIs – become better at setting measurable KPIs and accountable metrics. They are not the same thing—it’s like the Square and Rectangle. One fits into the other but they’re not the same. Hold people accountable to metrics, not KPIs. Make sure your metrics are aligned with company goals and values, and that they push employees toward excellence, not mediocrity.
2. Freedom from LinkedIn – this is every year, and will probably continue to be. LinkedIn is a great database, but it is NOT the only way to find candidates, and oftentimes, not even the most effective/efficient. Explore other tools and methodologies!
3. Join the conversation – I’d love to see new names of people presenting at conferences and webinars. And also, see new authors on the popular TA content websites. Everyone has things they can share – be a part of the community, not just a user of. Join FB groups, write and post articles, and comment on other people’s posts with more than ‘Great article’. It’s a great community, but it’s only great because of the people who contribute to it – be one of those people.

Pamela: Resilience, leveraging data, and self-awareness.

1. Resilience is a “must-have” skill for the 21st century due to constant changes in the tech industry. Face and adapt to challenges. Overcome them and handle disappointments. Never give up. This will keep HR people alive in 2025.
2. Get some data analyst skills. The capacity to transfer numbers into data can help you be a better HR professional, prepared to improve the employee experience and show your leadership team how HR is leveraging data to drive business results.
3. Self-awareness allows you to react better to upsetting situations and workplace challenges. It is a healthy skill to cultivate – especially as an HR professional.

Also, read: Diving Deep Into The World Of Data Science With Ashutosh Kumar

Brian: Agility, resourcefulness, and empathy.

1. Agility will allow professionals to move with market conditions. Always be as prepared as possible for any situation to come. Be flexible based on what does or does not happen.
2. Resourcefulness will allow professionals to do more with less. It also helps them focus on how to amplify, lift, and empower the current teams to be the best they can be.
3. Empathy will allow professionals to take more of a proactive approach to listening and understanding where all workers are coming from. Amid stressful situations, companies need empathetic team members and leaders alike who can meet each other wherever they are and be a support.

Steve: Negotiation, data management, and talent development.

1. Negotiation – Wage transparency laws will fundamentally change the compensation conversation. We must ensure we are still discussing compensation early in the process. And not just “assume” everyone’s on the same page because “the range is published”.
2. Data management and predictive analytics – Looking at your organization’s talent needs as a casserole of indistinguishable components and demands will not be good enough. We must upgrade the accuracy and consistency of our data and the predictions we can make from it.

Also, read: The Role of Talent Intelligence in Optimizing Recruitment

3. Talent development – We’ve been exploring the interplay between TA and TM for years. Now is the time to integrate your internal and external talent marketplaces. To provide career experiences to people within your organization and not just those joining your organization.

Patricia: Technology, research, and relationship building.

1. Technology – get better at understanding the technology that’s out there. To help you speed up the process, track candidate experience, but also eliminate bias. Metrics are becoming big in HR.
2. Research – honestly, read more books. Many great thought leaders put out content about the “future of work”, understanding “Gen Z”, or “quiet quitting.” Dedicate work hours to understanding your ever-changing field.
3. Relationship Building – especially in your immediate communities. Most people don’t know who you are or what exactly it is that you do. Build your personal brand and what you are doing at your company to impact those closest to you. Create a referral funnel to get a pipeline going. When people want a job you and your company ought to be top of mind. Also, tell the stories of the people that work there.

Hire IQ by HackerEarth is a new initiative in which we speak with recruiters, talent acquisition managers, and hiring managers from across the globe, and ask them pertinent questions on the issues that ail the tech recruiting world.

Next up in this edition is Ashutosh Kumar, Director of Data Science, at Epsilon India.

We had a long chat about hiring for niche roles like data science and data analysts, whether there will still be a need for such roles post this layoff phase, and expert tips that developers can make use of to excel in these roles.

Dive in!

P.S. If you missed the previous edition of HireIQ where we sat down with Patricia Gatlin, Diversity Lead/Talent Sourcing Specialist, at Johns Hopkins, you can read it here 🙂

Let’s delve into the future of data science

HackerEarth: Can you give us a small bio of your journey in tech recruitment?

Ashutosh: I have been a part of recruitment in the data science field for nearly 14 years of my career and have recruited for successful startups (seed to Series D) and MNCs across levels (entry, junior, mid and senior management) and profiles including data analysts, data scientist, ML engineers, full stack developers, and DevOps/MLOps. I’ve also been part of campus recruitments in premier colleges (IITs, NITs, IIMs, and ISB) for roles in data science profiles, as well as the lateral hiring processes for experienced candidates for almost all my previous employers.

HackerEarth: In this era of mass layoffs, where do you see the data science and data analyst roles heading? Will there still be a need for this niche domain going forward?

Ashutosh: Mass layoffs depend on the health of a company and its measures to keep itself up and running and have less to do with any specific roles. Companies can cut all types of roles when it comes to survivability, but domains like data science and technology are some of the last ones to be axed since these are business-critical roles.

For instance, several of our clients, who are facing the pressures of recession, have been turning to data science to gather data-based insights on how to increase their revenue and save costs. Data science plays an important role in helping companies navigate and weather the recession storm.

We are a data-driven world, and data science will continue to be an in-demand domain. The demand for data science and data analysis professionals may fluctuate depending on economic conditions and the specific needs of individual organizations. It is important for professionals in these fields to stay up to date with the latest technologies and techniques, and to be proactive in seeking out new opportunities for growth and development.

Also read: Inside The Mind Of A Data Scientist

HackerEarth: What are some of the mistakes/misconceptions (top 3) that you have seen recruiters or engineering managers make when hiring data scientists/data analysts?

Ashutosh: Firstly, focusing only on interviews and theoretical questions instead of looking for hands-on coding experience is a big mistake. The industry needs people who can not only understand algorithms but who can also code. It’s fairly easy to get a theoretical understanding of all data science algorithms from the internet without writing a single line of code, and we need to ensure we hire people who can actually build solutions.

Secondly, giving importance to degrees and background over expertise. Today, there’s a plethora of online degrees which require little effort for a diploma or master’s degree in data science – one can get a degree from Indian or international colleges for ~USD 4000. Some of the best data science professionals we’ve worked with have unrelated degrees and have learned everything by themselves – either from online courses, Kaggle, blogs, or self-training.

Lastly, every data-related skill cannot be equated with data science and AI. The latter’s expanse is wide and complex – from simpler tasks like data entry, to intermediate ones like analysis, visualization, and insights, and to the more advanced machine learning models and AI algorithms. Often, roles are clubbed as ‘data scientist’ simply because of such loose definitions of these terms. You don’t need to hire a data scientist when you may actually need a data analyst.

HackerEarth: How do you see the new technologies like AI, ML, and quantum computing affect the field of data science?

Ashutosh: AI, machine learning, and quantum computing are all rapidly advancing technologies that have a significant impact on data science. AI and machine learning are enabling data scientists to develop more advanced algorithms and models that can analyze and interpret data more effectively, while quantum computing is providing the computing power necessary to process and analyze large amounts of data quickly and accurately. These technologies are also helping automate many of the tasks that were previously done manually, which is making data analysis more efficient and accessible. Overall, these new technologies are helping drive significant advances in the field of data science and are likely to continue to do so in the future.

Also, read: How AI Is Transforming The Talent Acquisition Process In Tech

HackerEarth: How would you recommend that data scientists upskill themselves to cope with the current and upcoming changes in the economy and the tech world?

Ashutosh: As a data scientist, it is important to continually upskill and stay current with the latest developments in the field. Here are a few ways data scientists can upskill themselves:

• Stay updated on the latest tools and technologies: Data science is a rapidly evolving field, and new tools and technologies are constantly being developed. There are new algorithms in the domain of Deep Learning, Reinforcement Learning, Transfer Learning, LightGBM, GANs, Transformers, large language models, and Explainable AI to name a few. There are new tools and frameworks in the industry like Airflow, Horovod, Petastorm, etc. developed by companies like Facebook and Uber, which have been made open source. There are also AutoML, ETL tools, visualization tools, cloud enablement tools, collaboration, and project management tools (like Asana and Trello). Keep abreast of these advancements and use them effectively in your work.
• Learn new programming languages and frameworks: As a data scientist, you’ll need to be proficient in at least one programming language, such as Python or R. It is also useful to learn additional languages and frameworks such as SQL, Julia, or TensorFlow.
• Enhance your machine learning skills: Machine learning is a key aspect of data science, and it’s important to have a strong foundation in this area. There are many online courses and resources available to help you learn machine learning and apply it to real-world problems.
• Stay informed about industry trends and developments: There are various forums on the internet that track the latest trends and developments in data science and machine learning. I follow researchers, data scientists, machine learning experts, and AI/ML companies on Twitter which is a great source of the latest information in this field. There are also freely available YouTube videos and podcasts one could make use of. There are many discord channels for every area – algorithms, MLOPs, software engineering, deployments, etc. and you can join the ones related to your area of interest and expertise. This will help you identify new opportunities and stay ahead of the curve.
• Network and collaborate with other professionals: You can join meetups in your city or area to connect with other professionals in this field to know about the developments and research being done elsewhere. There are a lot of ML conferences and hackathons that happen throughout the year which are a great source of learning as well as networking with other professionals. LinkedIn groups and forums, industry events, and community workshops are also great ways to learn from others and stay up to date with the latest trends in the field.

HackerEarth: Your final word to developers in this stream: What do you developers need to know to excel in data analytics or data security and what are your top 3 expert tips?

Ashutosh: To excel in data analytics, developers should have a strong foundation in math and statistics, as well as programming skills. They should be proficient in using tools and technologies for data manipulation, visualization, and analysis, such as SQL, Python, and R. In addition, they should have strong communication and problem-solving skills, as they will often be working with large and complex datasets and will have to clearly present their findings and recommendations to stakeholders.

Here are my top 3 tips for developers interested in pursuing a career in data analytics:

1. Practice, practice, practice: The best way to improve your skills in data analytics is to get hands-on experience working with real data. This can involve working on personal projects, participating in online hackathons or data science competitions, or taking on internships or freelance projects.
2. Stay up to date: The field of data analytics is constantly evolving. Follow the latest technologies and best practices in order to remain competitive in the job market. This can involve reading industry blogs and news, attending conferences and workshops, and taking online courses to learn new skills.
3. Build a strong network: Networking is an important aspect of any career and is especially important in the field of data analytics. Building relationships with other professionals in the field can help you stay connected to the latest trends and opportunities and can also provide valuable mentorship and guidance as you progress in your career.

HackerEarth: Your final word to recruiters hiring for the role: What specialized tools do you think they should be using, what markers of skill should they be looking for, and how can they improve their own understanding of the domain in order to hire better?

Ashutosh: As a recruiter or hiring manager for data science roles, it can be helpful to use specialized tools and platforms to identify and evaluate candidates. Some options may include:

• Online coding platforms: These allow candidates to complete coding challenges or take technical assessments to demonstrate their skills. Examples include HackerEarth, CodeSignal, and TopCoder.
• Data science-specific job boards: There are several job boards specifically focused on data science roles, such as Kaggle Jobs and Data Science Central. These can be good places to find candidates with relevant experience and skills.
• Resume screening software: Tools like Lever and Jobvite can help automate the resume review process by identifying keywords and qualifications relevant to the role.

Also, read: 10 Tech Recruiting Strategies To Find The Best Tech Talent

In terms of markers of skills, there are a few key areas to focus on when evaluating candidates for data science roles:

• Technical skills: Look for candidates with strong programming skills, as well as experience with data manipulation, visualization, and analysis tools such as SQL, Excel, and data analysis libraries like Pandas and NumPy. Experience with machine learning libraries like sci-kit-learn, TensorFlow, and Keras can also be valuable.
• Problem-solving skills: Data scientists should be able to identify and define problems, develop hypotheses and models, and evaluate the results of their work. Look for candidates who have a track record of successfully tackling data-driven projects and can demonstrate the results they achieved.
• Communication and collaboration skills: Data scientists should be able to clearly articulate their methods and findings to both technical and non-technical audiences, and work effectively as part of a team. Look for candidates who have strong verbal and written communication skills, as well as the ability to work well with others.
• Domain expertise: It can be helpful to look for candidates who have a strong understanding of the specific domain or industry in which they will be working. This can help ensure that they are able to apply their skills and knowledge in a way that is relevant and impactful.

To improve their own understanding of the domain, recruiters can seek out training and education opportunities, such as online courses or industry conferences. They can also stay up to date on the latest developments and best practices in data science by reading articles and publications in the field.

About Ashutosh Kumar:

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Ashutosh Kumar is working as a Director, Data Science at Epsilon focusing on Marketing Machine Learning as a part of the Strategy and Insights (S&I) group. He is involved in building Data Science products with a team of data scientists, data and ML engineers, and full-stack developers. At Epsilon, he is also building the Marketing Machine Learning team with freshers and lateral hires, and upskilling them with the latest tools and technologies.

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Hiring Freeze! There is nothing more frustrating to a recruiter than this phrase. It doesn’t matter if you are a human resources representative for a company or a recruitment agency. A tech hiring freeze is usually the result of efforts to cut down costs and sometimes the impact of recession or scale down of the organization. When recruiting and hiring stops, a company can save money and remain operational. Now, how can you, as a recruiter, use this time positively? The following tips will help you make the most out of your company’s hiring freeze, retain and understand employees, improve your hiring process and come up with great ideas for future hires. Before that, Let’s first understand a tech hiring freeze and the reasons for its occurrence.

What is a hiring freeze?

When a company decides to halt hiring for new positions, it is called a hiring freeze. Though the company may continue to hire candidates for essential jobs, it stops all efforts to fill non-essential jobs and prohibits creating new positions. Tech hiring freezes typically begin with a halt to these actions: sourcing\screening, interviewing, and hiring.

Main reasons behind a hiring freeze

Every business aims to maintain long-term financial viability. Fears of a recession, a pandemic, and supply chain disruptions force companies to halt hiring during difficult market conditions. When these circumstances arise, management may freeze hiring. Here are some examples of situations where a company might consider a hiring freeze:

1. Uncertain market conditions:

Market volatility and fluctuation can significantly affect revenue generation and profitability.

2. Global crisis:

The COVID-19 pandemic has impacted every business in some way to a certain extent. These crises have negatively impacted businesses worldwide. Moreover, layoffs and tech hiring freezes were the only way for companies to sustain themselves then.

Also, read: 4 Images That Show What Developers Think Of Layoffs In Tech

3. Emerging liquidity concerns:

Companies may postpone recruitment processes if liquid assets decline. Thus, they may opt to deploy funds from the pay budget to finance current assets to increase liquidity.

4. Budget deficit:

When a company anticipates that hiring new employees will lead to a budget deficit, it will postpone hiring new employees until its financial position improves.

Effects of a tech hiring freeze on current employees

A hiring freeze can also be stressful for current employees owing to increased resource utilization to meet the deadlines and workload allocation within the available workforce. In addition, the workloads of departing employees are distributed among the remaining staff. In turn, this can negatively affect staff productivity, causing more employees to leave the company. So, during the hiring freeze, if recruiters are not hiring, then what do they do? Here are some best practices a recruiter (or a company) can use to motivate and retain current employees and smooth future hiring processes.

Things recruiters can do during a hiring freeze

Improve your hiring process for the future

During the hiring freeze, you have plenty of time to look into hiring gaps and plan for better future recruitment. For instance, you can check your existing hiring metrics and data to know what area to focus on to improve the hiring process. You can also review previous recruiting reports and methods provided by your ATS. You can then conclude,

• how much does hiring for a particular role cost
• what are the best sources/channels to find the right candidate
• what is the job acceptance rate for your company
• why candidates might drop off during an assessment phase
• what does the candidate interview experience look like

This exercise will give you a grasp of what needs to be fixed in your hiring process.

Also, read: Streamline Your Recruitment Process With These 7 Tips

Furthermore, you can discuss key points with managers and team leaders to better understand their current objectives and future goals. This way, you can obtain a preview of the competencies and potential positions your company may require in the future. Also, you can create more crisp and clear job descriptions. In a nutshell, the more time you spend closing process gaps, the easier it will be to recruit again.

Build your employer’s brand

A strong employer brand always stands out and attracts talent. Amidst a tech hiring freeze, you can focus on building an impactful employer brand. Showcase your company’s work culture, ethics, and perks because it affects the candidate’s decision to join your company. Consider using video content, as this format makes it much easier for you to showcase your company’s culture and values. Furthermore, building an employer brand is not just for hiring new candidates; it is also suitable for existing employees. Employees who feel valued and appreciated will stay with the company for a long time. To improve your employer brand both from an employee’s and a candidate’s perspective, follow these tips:

For employees:

Employees are your biggest asset, and retaining the best candidates is essential. It is more likely to happen when your employees are happy working for you and feel valued and recognized for their efforts. You might have already provided your employees with all the perks. But always look to see if there is anything else you can do to increase their productivity at the workplace or improve their mental and physical health. Moreover, you can keep them engaged in fun activities or sports, take their feedback, or conduct some counseling sessions for employees for better work-life balance or mental health awareness. Also, employees love it when a company recognizes their hard work and loyalty and rewards them with appraisals, incentives, and bonuses. You can also send them personalized emails and gift cards to keep them motivated.

Also, read: 7 Employee Engagement Strategies For WFH Tech Teams

For candidates:

Before applying or accepting the offer, applicants tend to go through social media, Glassdoor, or Google reviews to learn more about the company’s culture. It means you can leverage the power of social media to showcase your company’s culture and the working lives of your current employees, for example,

• Appreciate your current employees on LinkedIn, tag them, and rework your career pages.
• Work on Glassdoor and google reviews of your company. You can’t stop negative reviews on these platforms, but you can humbly reply.
• Show behind the scenes of your office, celebrating birthdays, festivals, etc.
• Take feedback from your current employees, ask about their experience in your company, make a video, and share it on social media.
• Always check the tonality of your social media posts. It should be gender-neutral and easy to understand.

Companies that embrace and practice diversity, equity, and inclusion (DE&I) are more likely to outperform their competitors in terms of profitability and value creation. You can also make a plan for reverting or giving feedback to each applicant applying for a job opening at your company. Note: Do not ghost any applicant when you reject any candidate. It can create a bad image for your organization.

Also, read: How Tech Recruiters Can Build Better Employer Branding With Marketing

Build Candidate Relationships

A tech hiring freeze is the best time to expand your candidate pools with skilled candidates. Use this downtime to nurture relationships with passive candidates via social recruiting. Take advantage of recruiting tools. These tools help you connect with freshers and professionals and build relationships that will come in handy for future hiring. Keep your talent pipelines warm by sending them regular company updates, content that showcases your company culture, relevant articles, and webinars that may interest your prospective candidates. When the time comes to hire again, you wouldn’t have to start from scratch! You have your trusty candidate pool to fall back on.

Brush up on your recruiting skills

Although HR teams are constantly busy, a hiring freeze gives the recruitment team time to update their skills. The organization’s human resources department can enhance the whole company’s performance. As a result, in the HR position, you must always keep abreast of new industry regulations, technological advancements, and other human resource management techniques. Moreover, many HR training programs are available over the internet, like HackerEarth’s Learning and Development for HR, so you can better utilize your time to understand the HR ecosystem.

Also, read: Spend A Day With A Tech Recruiter

We’ve gone one step further and reached out to our Senior TA, Shalini Chandra to spill the beans on how to navigate this hiring freeze and become a better recruiter. Watch the video to get tips straight from the horse’s mouth!

FAQs related to hiring freeze

How to keep candidates engaged during a hiring freeze?

• Stay in touch with candidates; provide timely responses to any emails
• Share company updates and other relevant information like PR releases, blogs, and podcasts to keep candidates interested
• Work on establishing an employer brand

How long does a hiring freeze usually last?

Depending on the reason, a hiring freeze usually lasts for 3-6 months but can last up to weeks, months, or years.

What are the advantages of a tech hiring freeze?

• A hiring freeze reduces hiring costs; reducing these expenses can result in the return of financial stability.
• Hiring freezes allow management to condense staff and reorganize workgroups to produce necessary products and services for consumers more efficiently.
• It also strengthens teamwork and allows the company to review its growth plans and operational procedures.

Conclusion

A tech hiring freeze gives the organization and recruitment team time to focus on other essential things and prepare for future hiring. Use the methods mentioned above during the hiring freeze to rework the overall hiring process, increase the productivity of current employees, and retain employees. This time can be fruitful for organizations if used correctly.