Ruehie Jaiya Karri

On-campus recruiting has been decreasing in popularity over the years. Running up high travel costs and being time-intensive is less than ideal in today’s fast-paced tech industry. The pandemic proved to be the nail in the coffin for this old-school way of university recruitment.

Universities and other educational institutions across the world canceled in-person career fairs and on-campus recruitment drives. Companies needed to think on their feet to organize their summer internships as well as figure out ways to fill their candidate pipeline. This led to a forced transition to virtual campus recruiting—which turned out to be a good thing so far!

2022 holds the promise of a new start for the modern recruiter. Virtual campus recruiting doesn’t demand a huge budget, eliminates geographical constraints which widen your talent pool, and provides an improved candidate experience to today’s digital-savvy generation—it is a win-win all around.

Let’s talk about virtual campus recruiting strategy, making the shift to a remote hiring model, and speaking the language of Gen Z. The latter of which make up a majority of your target audience in this article.

Creating a virtual campus recruiting strategy: The steps

Traditional campus recruiting only happens once a year. Now that you do not have to wait until universities reopen to initiate your hiring discussions, virtual campus recruiting can be an ongoing strategy: you can nurture your potential candidates throughout the school year.

As the first company to reach out, you’ll have the advantage of students’ full attention. Here’s what you can do to build an effective virtual campus recruiting strategy:

1. Build a robust hiring plan

Before going all-out with your virtual recruiting ideas and strategies, you need to assess the skill gap within your company—then go on to hiring for those particular roles. List down your hiring needs by taking inputs from team leaders of various departments.

Ask them questions like:

• What departments need new talent?
• What skills are the current roles lacking?
• What level of expertise do you need from your candidates?
• How do you plan to build/strengthen your employer brand among student groups?

Based on the answers, your recruiting budget, and ROI targets, chalk out your virtual campus recruiting strategy to meet all your goals.

Related read: The Biggest Challenges Faced By Recruiters In University Hiring

2. Add more universities to your hiring pool

Now that you have a solid plan in place, the next step is to have a clearly defined set of requirements—to help decide on the universities to target.

The identified list of schools could be based on the job openings, budgets, and diversity policies. Gen Z expects workplaces to be inclusive and as they make up a majority of the targeted workforce of tomorrow, it’s best if your company gets started on its D&I journey soon—not that you need a reason to be naturally inclusive and empathetic.

The more schools, and the more types of schools you can include in your campus recruitment efforts, the more vast and diverse your pipeline will be. Virtual campus recruiting makes it easy to expand your horizons. Take location out of the picture as you don’t have to physically go to these schools, and then build out talent profiles for specific roles that don’t conform to the usual handful of schools. There’s top talent in all of these places.

Related read: 5 Advantages Of University Recruitment

3. Leverage social media to source candidates

Today’s college grads get everything done on their phones. They rely heavily on digital means to get them through the day. Your recruiting strategy for students being virtual is a blessing in disguise! This is how you stand out from the crowd—by leveraging social media for your recruiting efforts.

Splash your job postings on relevant social media channels like LinkedIn, Facebook, and Instagram in a creative way that grabs eyeballs. Talk about your brand, what a day at work looks like, what current employees think about your company, showcase your culture, share snappy/fun stories—humanize your company by being authentic.

If you need to build connections with universities that you’re freshly collaborating with but do not have the budget, here’s what you can do. Use Google to search for Dean’s Lists, engineering honors programs, and so on. Search for student awards, competition wins, and membership lists for student organizations. You can get all the relevant student information if you know your way around Boolean search—if you don’t, this article will help you immensely!

Related read: Boost your social recruiting efforts with this CHEAT SHEET.

4. Show interest in students throughout their time at university

Since your entire campus recruitment is going to be remote, there’s no time like the present to connect with students and keep in touch throughout the year. Supporting a continuous exchange of ideas, opportunities, and information all through their time at the university helps to keep your brand at the forefront when it’s time to begin the actual hiring process.

Here are some innovative college recruiting strategies to nurture students:

Share compelling content about the day-to-day goings on at the workplace to keep your company top of mind. Invite students to read blog posts by, and watch videos of, your employees. Allow them to check you out on social media (which you should’ve been updating regularly). To strengthen your brand, share information about the company via webinars or seminars – the nature of work, new patents, cutting-edge research, and career paths. Include QR codes on event materials or flyers to guide students directly to these resources

Spruce up your careers site and encourage students to sign up for your talent community. Shine the spotlight on your company’s work culture, goals, benefits, and rewards. The visual content could include images, employee videos, or graphics to create a story.

Use customized recruitment campaigns that can answer questions like, What steps are being taken for the mental well-being of employees? What do your employees have to say about the culture—both pre-COVID and now? Segment and target talent by major, university, geography, diversity, and more for better results.

Run workshops and mentorships to help soon-to-be graduates, not just for your targeted students, but for all of them. This helps you keep your finger on the pulse and learn what students are interested in while increasing visibility and trust in your brand.

Offer internship opportunities so students can experience for themselves what it would be like working for your company. Bake in project support and incubation programs as part of their learning process.

Related read: Are Remote Internships A New Fad Or Are They Here To Stay?

5. Diversify your engagement strategy

Conducting one webinar to drive engagement and dusting your hands off would’ve worked in a traditional setting but not anymore. It’s important to plan and host several virtual events throughout the year if you want to keep the students engaged. These are a few virtual recruiting event ideas that are a good place to start:

Hackathons are a great way to connect with students and build relationships with them. They drive engagement and attract top talent. You, as recruiters, can even assess potential candidates’ culture fit as they work with your team during a hackathon.

With tools like HackerEarth, you can not only find qualified developers with hiring challenges but can also engage our 6.5 million strong developer community by hosting hackathons.

Virtual career fairs let you connect with students, collate information, host interviews, and assessments—much like on-campus career fairs. You can design your virtual fairs so they have employer booths that attendees can visit, auditoriums for webinars, and chat rooms where they can network with recruiters, hiring managers, and other company reps to find out about open jobs and the benefits of working for your company

Virtual information sessions like AMAs (Ask Me Anything) with your company’s leadership team, QnAs through chat, employee panels to promote various aspects of your company, and the tried and tested webinars, all serve to pique and hold the interest of your potential candidates, i.e. students. Students look forward to personal interaction with employers and have their doubts cleared, so build in time and capability to field questions.

Related read: Benefits Of Creating A Campus Hiring Strategy In India

6. Identify the most efficient tools to assess future candidates

Skills assessment is the first step to screening potential candidates in online campus recruitment. To handle large volumes of student applications, you need to arm yourself with a good coding assessment tool—that helps you identify the students’ potential by conducting assessments for diverse roles as well as objectively evaluating students based on their skills.

This is where we, at HackerEarth step in! Our coding assessment platform generates a leaderboard after every assessment, allowing recruiters and hiring managers to screen the very best developers with ease. You can upload a job description and create a coding assessment from a library of 13,000+ questions across 80+ skills, within minutes.

Coding interviews mark the culmination of your online campus recruitment. An efficient coding interview tool would have an in-built code editor, video chat, offers pair programming, and automates interview summaries. Pair programming interviews can help employers expedite technical skills assessment by assessing candidates based on real-time programming skills.

Our intelligent online coding interview platform, FaceCode comes with a state-of-the-art collaborative code editor, a built-in question library, HD video chat, a diagram board and so much more. It is completely developer-friendly. Click here to experience it first hand.

Related read: 21 Tech Recruiting Tools To Scale Your Hiring

7. Measure your goals to see if your efforts are paying off

You need to dive deep into analytics from your virtual campus recruiting strategy to figure out what is working and what isn’t. Other than the basic number of attendees metric, there are other factors to take into account before declaring your recruitment drive a success. Here are some things to measure:

• Event attendance numbers
• Students who RSVP’d but didn’t attend
• Do these students engage after the event by responding to follow-up messages and submitting applications?
• Open, click-through, and interested response rates to your emails
• The number of resumes collected and live chat interactions initiated
• The number of qualified candidates per event and college
• The number of hires you made on each campus
• What interview to offer ratio do you get
• How many offers to acceptances do you get
• Retention rates of new hires

How can creating an online campus recruitment strategy help your organization?

• Virtual campus recruiting allows organizations to access a wide range of talent from various geographical locations and backgrounds, fostering a more diverse workforce.
• Online recruitment reduces travel and accommodation costs associated with traditional campus hiring, making it a more cost-effective strategy.
• With the increasing prevalence of remote working, especially in tech and digital sectors, virtual recruitment aligns well with the current work trends and expectations of new graduates.
• Digital tools and platforms used in online recruitment enable more efficient screening and selection processes, allowing for quicker and more effective candidate assessment.

Moreover, engaging with students through virtual platforms can enhance an organization’s brand as a forward-thinking and technologically adept employer.

Now that you have a strategy in place, it’s time to get the internal team on board. Here’s how:

• Leverage technology: Invest in reliable virtual recruitment platforms and tools for seamless interaction, interviews, assessments, and presentations.
• Develop engaging tech-first content: Create compelling and informative content about your organization, including virtual tours, employee testimonials, and interactive Q&A sessions.
• Train recruiters and representatives: Ensure your team is comfortable with the technology and trained in online communication etiquette and engagement strategies.
• Build relationships with top universities: Partner with universities and career centers to integrate into their virtual career fairs and recruitment programs.
• Customize your approach: Tailor your recruitment strategy to each campus, considering the specific talent pool and academic specializations available.

While you align your internal tech hiring team with this new process, do not forget to take stock of the challenges and plan ahead for them. Some of the problems tech recruiters face commonly face when hiring online include:

• Connectivity problems or software glitches which can disrupt virtual interviews and presentations, impacting the recruitment experience.
• Creating a personal connection and engaging candidates effectively in a
• Assessing cultural fit through virtual means compared to face-to-face interactions.
• Competition for mind space. This where employer branding can improve your chances of attracting the best candidates.
• Adapting traditional recruitment materials for digital platforms.

Shake up your virtual campus recruiting strategy!

Recruitment strategies for universities do not have to be only career fairs and company presentations. You can play around and add a little spice to your virtual campus recruiting strategy as seen in this article—Gen Z appreciates out-of-the-box efforts to catch their attention.

Be it organizing hackathons to garner engagement, throwing out dress codes to make interviews seem less intimidating, or curating custom campus recruitment strategies, keep experimenting until you find something that works for you. We hope the virtual campus recruiting tips in this article will help you step up your campus recruitment game.

Campus recruiting takes time but it’s worth the wait, don’t you think?

The pandemic has resulted in a new kind of workplace burnout—making employee well-being more critical than ever. An Indeed survey reports 67% of all workers believe the pandemic has worsened burnout.

Paradigm shifts across all industries in how they work, post-COVID, and an unprecedented talent shortage due to the Great Resignation are sure-fire indicators of employee burnout.

Tech leaders around the world are asking themselves how to avoid burnout at work—how to cope with short-staffed tech teams, long task lists, tight deadlines, and the added pressure of adapting to the relatively new model of hybrid work.

Burnout has become synonymous with tech-related jobs and it doesn’t have to be. It is strongly influenced by how employees are managed and is preventable when you focus on the right factors.

In this blog, let’s reflect on the causes and consequences that come with workplace burnout and go about trying to reduce the chances of this happening.

Understanding workplace burnout: what it is and what it isn’t

I'm getting a bit burned out/crispy y'all. Day to day growing pains and conflict hit me hard today. I don't have a lot of reserves and need to find a way through.

I know a lot of people are in the same place. We'll get through this.

— Joe Beda (@jbeda) March 16, 2021

Workplace burnout occurs due to chronic workplace stress that has not been successfully managed, as defined by The World Health Organization (WHO). And no, it is NOT solely due to working long hours.

COVID has accelerated the adoption of remote work. IT teams have been forced to take on rapid digital transformation to enable distributed workforces, completely out of the blue. The hyper use of technology, feeling disconnected from your team, or even being micromanaged by your manager can lead to workplace burnout.

When dealing with occupational burnout, I spoke with around 12 people. Colleagues & friends — some of whom I had known for many years.

Most of them said they had also dealt with burnout, either in the past or now. This BLEW MY MIND, since I know them very well.

— Roy Sarkar (@readroy) January 26, 2022

Key signals as given by WHO, to keep an eye out for:

• Feeling utterly exhausted
• Harboring negative feelings towards your work
• Decreasing professional efficacy

According to a Gallup study, burned-out employees are 63% more prone to take a sick day, 2.6x as likely to be actively seeking a different job, and the most worrisome of all, 23% more likely to visit the emergency room.

Also, read: What Recruiters Forecast For Tech Hiring In 2022

How to reduce burnout in the workplace

The past 2 years have been stressful, to say the least. People are making different life choices than they would have made before the pandemic, and defining success in new ways.

Employees are zeroing in on what matters most—how to derive maximum value from their work without putting their mental health at risk. They are expecting more from their managers, and more from their organizations in terms of empathy and understanding. 52% questioned their purpose at their day-to-day job in a recent Gartner survey.

As a manager, it falls upon you to take care of your employees—make sure their problems are heard, they don’t have unreasonable workloads, and they trust you to stand by them. But how do you do that when you are experiencing burnout as well?

Remember, as managers, you get burned out too. As seen in a Gallup survey, managers are more likely to suffer frequent burnout than the people they manage.

Managers, here are 7 ways on how to fix work burnout:

• Lead by example

The team looks up to their manager to emulate appropriate workplace behaviors. This means it is critical for managers to first deal with their own stress. Otherwise, it permeates the atmosphere at work where your team starts picking up on your stress and everything takes a turn for the worse.

Just like any employee on the team, managers need to take their vacation, go on regular breaks, and be intentional about pursuing work/life balance. Show your team that you deal with burnout seriously and set a good example for them to follow.

Also, read: Corporate Compassion In The New ‘New Normal’: Where Do You Stand?

• Encourage flexibility in the workday

How do organizations and business leaders help their anxious and burned-out employees? Empower your teams with flexibility. Don’t place limitations on how they work and where they work from.

The 9-to-5 workday model had been waning even pre-pandemic, but in a world of remote work and pandemic stress, it’s more crucial than ever that employees are allowed to choose their schedule—and be at their productive best.

A McKinsey study shows more than 50% of employees report that they would like to work from home at least three days a week post-pandemic. Offer remote/hybrid working models for your employees. If anything is to be learned from the Great Resignation, it is that people will switch jobs if their company returned to fully on-site work.

Recognize that when employees have the freedom to structure the workday around their needs, they won’t run into walls of frustration and stress and are instead, more motivated to work.

After working remotely for the entirety of the past two years, HackerEarth has transitioned into a hybrid work model—we are now expected to be in the office only one day per week. And, so far, it’s been great finally meeting our team in person, most of whom joined during the pandemic.

Also, read: The ‘Great Resignation’ In The Tech Industry – How To Prevent It

• Provide employee assistance programs

Employee assistance programs can also promote self-care and stress management by providing mental health counseling and diet, exercise, and wellness coaching. Managers are not mental health experts but they point their employees in the right direction—encourage them to seek help from the resources available.

We, at HackerEarth, are pre-registered to 1to1help, an emotional well-being Employee Assistance Program that helps employees prioritize mental health. They conduct regular sessions on achieving work-life balance, managing anxiety, why taking care of mental health is important, and so on.

• Equip employees with the proper tools

Make use of technology. Any task that is repetitive or doesn’t require manual effort can be automated. Leveraging the right set of tools for every task can significantly bring down stress levels and slash workloads for tech teams.

For instance, if you are a recruiter hiring for a developer, you cannot do everything by yourself—manually sifting through thousands of applications does not make sense. You need to be equipped with a stellar ATS to quickly scan resumes, a platform that offers screening capabilities through coding assessments and an intelligent coding interview tool like HackerEarth, and good onboarding software to make your recruits feel right at home!

Also, read: 21 Tech Recruiting Tools To Scale Your Hiring In 2021

• Limit the team’s working hours

The downside of remote work is knowing how to switch off from work. With the lines getting blurrier between work and personal life, managers need to set clear parameters on work hours and expectations. Keep checking on your employees to ensure they are not overexerting themselves and being tempted to work long hours.

Zoom fatigue is real and hampers productivity to a large extent. As a manager, you have the power to establish meeting-free days, which greatly improve employee well-being. Have one day (or at least a half-day) with no meetings across your team. This will allow employees to catch up on emails and tasks that are behind—otherwise, contributing to a feeling of being swamped. They could even use this time to rest and recalibrate.

• Promote work-life balance

Glint’s latest Employee Well-Being Report saw that today’s job candidates rank good work-life balance and excellent compensation/benefits as their main factors when considering working for an organization.

Promoting work-life balance begins at the top. At an organizational level, enforce company policy to shut down early before the holidays. Offer flexible scheduling of workdays to accommodate your employees’ needs.

Our entire office at HackerEarth went into OOO (Out Of Office) mode for the first-ever winter annual break last year. That was ten days of absolutely no work— only relaxing, spending time with loved ones, and maybe, going on a trip!

Managers must also ensure they take time out for exercise, family, and self-care. Within the workplace, offering a quiet space for your teams to unplug, meditate, pray or relax for a few minutes can help manage stress.

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

• Encourage employees to use vacation time

Set an example by taking vacations where you, as a manager, are fully cut off from any work-related communication. Verbally encourage your team members to use their vacation time before it expires.

Make well-being a priority and foster a culture where employees encourage one another to have a healthy, productive work life amply supported by taking breaks to unplug and rejuvenate—either short ones or longer time-off. Given the rampant increase of stress and anxiety over the past couple of years, time-off will do wonders for your employees’ mental health.

The future of coding is difficult to predict because different people have unique perspectives and sectors in which they work. For example, an IT employee would see things differently than someone working within the gaming industry does. So there are many factors that go into making this decision-making process challenging for anyone trying to guess what will be popular tomorrow or five years from now!

But some languages stand out as being ahead of their game: Python has been around since 2002 while Java was adopted early last century; you can’t beat these classics when it comes down to finding something stable enough yet innovative at exactly the same time. Nevertheless, there are plenty of newer languages that show promise and could soon take over as the most popular coding dialects.

What are programming languages?

A programming language is essentially a set of rules and symbols used to communicate instructions to a computer. It’s like learning a foreign language, but instead of communicating with humans, you’re communicating with machines.

Think of a computer as a highly intelligent but incredibly literal assistant. It can perform complex tasks, but it needs precise instructions on how to do so. Programming languages provide this set of instructions.

Types of Programming Languages

There are countless programming languages, each with its own strengths and weaknesses. They can be categorized based on their purpose, complexity, and syntax.

• Low-level languages: These languages are closer to machine code, offering granular control over hardware but requiring deep technical knowledge. Examples include Assembly language.
• High-level languages: These languages are more human-readable and easier to learn. They abstract away much of the hardware complexity. Examples include Python, Java, C++, and JavaScript.
• Scripting languages: These languages are often interpreted rather than compiled, making them suitable for rapid development. Examples include Python, Ruby, and Perl.

Top Future Programming Languages

So without further ado, let’s check out the top 10 future programming languages so you can choose for yourself which might be the best programming language for you.

Java

The popularity of Java isn’t waning any time soon, as it is still one of the most important popular back-end programming languages in demand for hiring managers looking to fill positions. With a long history dating back to 1995, Java has maintained its relevance due to its stability and versatility. Those with experience coding in Java are able to work on a wide range of projects due to the language’s ability to be used in both back-end and frontend development. One downside to Java is that it can be difficult to learn, so those without a background in coding may find it challenging to get up to speed.

JavaScript

JavaScript is a language that is used on the front end of websites and applications. It allows developers to create dynamic and interactive user interfaces, making it a popular choice for web development. In recent years, JavaScript has also become more popular in the back-end due to its ability to be used in Node.js. JavaScript can be difficult to learn, but there are many online resources available to help beginners get started. These resources can help you understand how JavaScript works and how to use it.

Python

Python has been around since 2002 and is one of the most popular future coding languages. It is known for its readability, making it a good choice for beginners. Python is also versatile and can be used for both back-end and frontend development as well as data science tasks. The downside to Python is that it can be slow when compared to other languages.

Also, read: Code In Progress – The Life And Times Of Developers

Kotlin

Kotlin is a newer language that has been gaining popularity in recent years. It was created by JetBrains, the same company that created IntelliJ IDEA, a popular Java development environment. Kotlin is a statically typed language that runs on the Java Virtual Machine (JVM) and has been designed to interoperate with Java code. It is one of the most growing programming languages.One advantage of Kotlin is that it is concise, meaning that developers can create code that is more readable and efficient. Another advantage of Kotlin is that it offers null safety, which helps reduce the number of errors produced by null pointer exceptions.

R

R is a language that is used for data analysis and statistical computing. It is popular among data scientists because it offers a wide range of libraries that can be used for data manipulation and analysis. R is also a programming language, which means that code can be written in order to automate tasks. One drawback to R is that it can be difficult to learn, especially for those who are not familiar with statistics.

C/C++

C and C++ are two of the most popular programming languages. They are both low-level languages that offer a lot of flexibility and can be used for a variety of tasks. C and C++ are also relatively easy to learn, making them a good choice for beginners. One disadvantage to these languages is that they can be difficult to debug. Additionally, C and C++ are not as popular as other languages, so it may be difficult to find developers who are skilled in using them.

Go

Go is a relatively newer language that was created by Google in 2009. It is a compiled language that offers fast performance and is easy to learn. Go is also popular among web developers because it can be used for both back-end and frontend development. The only catch of Go is that it is not as popular as other languages, so it may be difficult to find developers who are skilled in using it.

PHP

PHP is a scripting language that is used for web development. It is a popular choice for small websites and applications because it is easy to learn and use. PHP is also a server-side language, which means that it runs on the server and generates HTML that is sent to the browser. The only downside to PHP is that it is not as popular as other languages and may be difficult to find developers who are skilled in using it.

Swift

Swift is one of the emerging programming languages that was created by Apple in 2014. It is a fast, safe, and expressive language that was designed for developing iOS and macOS apps. Swift is also open source and has been ported to run on Linux. One advantage of Swift is that it is easy to learn. Another advantage of Swift is that it offers type inference, which makes code more readable and eliminates the need for explicit type annotations.

C#

C# is a Microsoft language that was created in 2001. It is a statically typed language that is designed for developing Windows-based applications. C# is also an object-oriented language, which means that it offers features such as classes, inheritance, and polymorphism. One advantage of C# is that it is easy to learn. Another advantage of C# is that it offers type safety, which helps reduce the number of errors produced by incorrect code. The limitation to using C# is that it can be difficult to find developers who are skilled in using it.

Build a future-ready team with HackerEarth

Hackathons are a great way to test the problem-solving skills of candidates as well as assess their knowledge of a particular programming language. They are also popular among developers as a way to learn new programming languages and improve their skills.

The most used programming languages by popularity for hackathons are Java, Python, and JavaScript. However, newer languages such as Go and Swift are becoming more popular. These Hackathons offer an opportunity to explore different programming languages and see which ones work best for you.

Also, read: Building Future-Ready Tech Teams

HackerEarth is the most popular online coding platform for recruiters and developers. With over 40+ programming languages, it offers a rich library of questions to assess problem-solving skills and knowledge of a particular programming language.

Some of the key features and benefits of HackerEarth are:

– It is the most popular online coding platform for recruiters and developers with over 40+ programming languages.

– It offers a rich library of questions to assess problem-solving skills and knowledge of a particular programming language.

– It has a global community of developers with over 1 million registered users.

– It offers an AI-based assessment engine that helps identify the best candidates for a role.

If you are looking for some of the best programming languages to learn, this list is a great place to start!

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 Colet Coelho, Head of Talent Acquisition, at Recruit CRM. Being Women’s History Month, we wanted to understand the diversity mandates at Recruit CRM and more importantly, as a woman in tech, what would Colet like to change for welcoming more of such awesome women into the tech recruiting space.

Settle in, and let’s get to it!

P.S. If you missed the first edition of HireIQ where we sit down with Charles Rue from IHS Markit, you can read it here 🙂

HackerEarth: A lot of recruiting jargon has made headlines in the last two years. Candidate experience, remote hiring, employee burnout, and of course the ‘Great Resignation’. If you had to pick one jargon/phrase to attach to the future of ATS platforms, what would it be and why?

Colet: If I had to pick a jargon out of the mentioned, I would pick two—candidate experience and remote hiring. The candidate experience we design reveals a great deal about who we are as an employer. Prospective workers will judge our company based on their experience with the recruiting process, and a negative applicant experience will discourage future job seekers from applying.

Although, providing an excellent candidate experience can be a problematic aspect of the remote hiring process. Enhancing the overall candidate experience in remote recruitment is a vital function of an Applicant Tracking System. ATS platforms automate hiring while streamlining this entire process.

Recommended read – Remote Work And Recruitment: An ATS Story

HackerEarth: How have your internal hiring policies changed in the last two years? Since DEI has been a priority in the tech world, have you initiated any new processes for improving inclusion at your workplace?

Colet: Our hiring policies have been pretty consistent. Since we have always been a remote functioning organization, the last two years haven’t affected our recruitment methods too much.

Our organization has a fair distribution of employees from different backgrounds, ethnicities, and locations spread across the globe. We host regular meetings with all our employees where everyone is heard and allowed to present their views forward.

To create an inclusive culture, starting at the very beginning is critical. We preach, advocate, and encourage inclusivity as an essential component of our organizational principles. We’ve started sharing it on our social media, websites, and in interviews so that any potential employee is aware of our inclusion goals.

We have also begun to streamline the recruiting process by enabling candidates from various community outreach initiatives, job fairs, and hiring consultants to participate. This guarantees that we have a varied range of abilities.

Inclusion at the workplace is pointless if people are not valued for who they are.

The pronouns that a person prefers are entirely up to them. We will begin to include a section on the pronouns employees prefer on their identity cards. In addition, we will guarantee that all of our job descriptions include gender-neutral language.

HackerEarth: As a woman in the tech recruiting space, what are some of the changes you would like to see in how companies attract talented women? How about expanding the conversation to include the non-binary community, and if yes, then how can recruiters begin to do that?

Colet: Flexibility is one of the top perks a firm can offer an employee, not just to women but also men. As a woman in the recruitment sphere, I’d like to see companies offer women more flexibility regarding where, when, and how they work.

To attract non-binary candidates, recruiters can start by allowing a range of pronouns in different areas. Leaving gender boxes unfilled or providing the opportunity to add additional gender or pronoun categories in both paper and online HR forms/platforms will encourage non-binary employees to apply as well as feel like they belong in the workplace.

HackerEarth: Data has become an important tool for recruiters today. In your opinion, what do you think are the three most important markers/data points that recruiters should be looking at when hiring? Additionally, do you think there is a data point that recruiters are overlooking?

Colet: The three most important data points that recruiters should always consider are quality of hire, cost-per-hire, and time-to-hire.

While assessing hiring quality might be subjective, it is probably one of the most critical criteria to monitor. Poor performance can indicate that you have an individual performing the wrong job, regardless of how quickly you fill a role or how much you lower the hire cost.

The cost per hire is simply the money spent on recruiting in a given year divided by the total number of hires made. The recruiting costs vary for every organization, so it’s a good idea to benchmark the typical expenditures for various jobs in your firm. The time-to-hire metric measures how fast an applicant progresses through the various phases of the recruiting process.

The total amount spent on recruitment in a given year divided by the number of recruits is the cost per hire. Again, the recruiting expenses differ from one organization to the next. Therefore, it’s good to benchmark the average expenditures for various roles inside your company.

A critical marker that recruiters occasionally tend to neglect is the source of hiring.

Knowing where your best candidates and applicants are coming from is quite helpful, especially when it comes to recruitment marketing. With this indicator, you can discover those sources and channels that bring in the most qualified candidates for your available positions.

Recommended read: The Great Resignation In The Tech Industry – How To Prevent it

HackerEarth: One of the questions we love asking tech recruiters is – when it comes to skills versus experience, what would you choose and why? What are some of your trusted markers for a skill that you would use to gauge a developer’s competency when hiring?

Colet: While I’m constantly emphasizing soft and hard skills as a recruiter, I can’t ignore the importance of work experience to evaluate a candidate. Therefore, when I search for an ideal candidate, I am looking for a combination of the right personality, soft skills, technical or hard skills, and practical industry experience.

Although, a lack of corporate experience is not an indicator of poor potential, especially when hiring youth. The ability to work in a team structure, make decisions and solve problems, communicate verbally with people inside and outside an organization, and plan, organize and prioritize work are skills I focus on evaluating when hiring.

My usual evaluation method is looking at past projects and giving real-time assignments to measure a developer’s expertise when recruiting.

HackerEarth: Let’s talk a bit about workplace culture 🙂 In the era of hybrid, how do you suggest companies can keep up employee morale and boost engagement?

Colet: I truly believe that open communication and prioritizing employee well-being are the way to maintain morale at work. Honest communication facilitates trust, and employees who have faith in their supervisors to act in their best interests are less stressed during times of transition and uncertainty. Considering employee mental health is also a critical factor in ensuring high morale, especially concerning feelings of isolation and the rising risk of burnout.

Ultimately, leaders cannot just guess or intuit what would make staff feel the most upbeat and engaged. They are the only ones who can tell you what works for them.

So I suggest that companies solicit constant input from employees through employee engagement surveys to gather personal knowledge and then develop a curated strategy that tailors efforts to people’s preferences and requirements.

HackerEarth: Recruit CRM also helps companies with sourcing. What are some non-traditional modes of sourcing you have seen your clients use in the recent past that you think have great potential? Alternatively, do you think there are untapped platforms that tech recruiters can use to their advantage?

Colet: I’ve seen clients use quite a few non-traditional methods of sourcing that have turned out to be quite the successes. For example, sourcing through social media and Boolean searches. Social networking has evolved into one of the most effective tools for hiring today. LinkedIn, Github for developers, and Behance for creatives are the most well-known professional platforms.

However, popular social media platforms such as Facebook, Twitter, Instagram, and Snapchat are valuable tools. I feel like Quora and YouTube are two such platforms that haven’t been tapped by recruiters yet but can prove to be of great help in finding potential employees.

Recommended read:Boolean Search Strings – 5 Essential Tips For Recruiters

HackerEarth: And lastly—a piece of advice for recruiters around the globe to navigate the pandemic-induced ups and downs of the recruiting business.

Colet: The last two years have been tough on recruiters. The pandemic and its consequences decimated some talent acquisition teams, piled additional pressures on others, and proved to be a historic change agent, as virtually recruiting and onboarding a remote workforce became the norm for many.

Since virtual hiring is here to stay, I would advise recruiters to focus on making virtual recruitment as streamlined and fine-tuned as possible using an ATS. In addition, a common challenge resulting from the pandemic is the difficulty in filling job openings.

The difficulty in getting applications is an excellent opportunity for some clever employer branding.

Take advantage of this chance to establish your employer brand and set your organization out of competition. Address the main worries of your present workers and future applicants by assuring them that your firm is solid and helpful.

About Colet Coelho:

Based out of Mumbai, India, Colet heads the Talent Acquisition team at Recruit CRM, aiming to bring the best talent onboard and scale the current team of 50 to over 150 in the next 2 years. Here is her LinkedIn.