Ruehie Jaiya Karri

The last couple of years transformed how the world works and the tech industry is no exception. Remote work, candidate-driven market, automation are some of the tech recruiting trends that were born out of the pandemic.

While accepting the new reality and adapting to it is the first step, keeping up with the continuously changing hiring trends in technology is the bigger challenge right now.

What does 2025 hold for recruiters across the globe? What hiring practices would work best in this post-pandemic world? How do you stay on top of the changes in this industry?

The answers to these questions will paint a clearer picture of how to set up for success while recruiting tech talent this year.

7 tech recruiting trends

Recruiters, we’ve got you covered. Here are the tech recruiting trends that will change the way you build tech teams in 2024.

Trend #1—Leverage data-driven recruiting

Data-driven recruiting strategies are the answer to effective talent sourcing and a streamlined hiring process.

Talent acquisition leaders need to use real-time analytics like pipeline growth metrics, offer acceptance rates (by team, department, and location), quality and cost of new hires, and candidate feedback scores—to help them reduce/eliminate manual work, improve in critical areas and hire the best talent.

Trend #2—Have impactful employer branding

98% of recruiters believe promoting company culture helps sourcing efforts as seen in our 2021 State Of Developer Recruitment report. Having a strong employer brand that supports an equally strong Employer Value Proposition (EVP) is crucial to swaying candidates’ decision to work at your company.

As recruiters, you have to evaluate what your culture stands for and how candidates can be successful at the workplace. You have to be specific about what EVPs you are offering. Perks like upskilling opportunities, remote work processes, flexible working hours are some of the top EVPs that attract qualified candidates.

A clear, well-outlined EVP builds a healthier company culture, which includes better work-life balance, prioritizes mental health, and encourages remote/hybrid work. This in turn strengthens your employer brand as these policies are candidate-friendly and put them first.

Trend #3—Focus on candidate-driven market

Katrina Collier, HR and Recruitment facilitator, said in her newsletter that 2021 was the most candidate-driven market she had ever seen in her 18+ years of career. And she’s got it right.

The pandemic drastically increased the skills gap and recruiting tech talent has become an uphill struggle With the severe shortage of tech talent, candidates hold more power in choosing whom to work with—they can afford to be picky.

Simply dangling a competitive pay package will not cut it anymore. Utilize data-driven recruiting to find out what candidates look for in an ideal job role. Is it work-life balance, a healthy company culture, remote work options, or investment in learning and development?

Recruiters and hiring managers need to get creative to stand out from the crowd and attract the cream of the crop.

Recommended read: What NOT To Do When Recruiting Fresh Talent

Trend #4—Have a diversity and inclusion oriented company culture

Fairer representation and inclusion in the tech industry throughout the world have come to the forefront in the last few years. It has become a key focus of modern recruitment.

While our survey shows us that D&I may have to take a backseat at times to quickly fill open positions—25.6% of our HR respondents believe having a diverse executive team, and improving connections with grassroots student communities can improve their diversity pipeline and fend off biases.

This is further supported by the fact that above-average profitability is 25% higher for companies in the top-quartile for gender diversity in leadership and 36% higher for those with ethnic diversity as seen in McKinsey’s Diversity Wins report.

Recruiters have also experienced candidates turn down job roles due to a lack of DEI representation at the workplace. This is the time to be more intentional about building a diverse tech team to stay relevant and reap the full advantages of D&I in 2024.

It’s refreshing to see the importance of an inclusive culture or to see its popularity as a deal breaker increasing across every job seeking community , including that of the tech community. This reiterates the message of how D&I is not a good-to-have as a culture, but is a must-have that makes absolute people – business sense.

— Swetha Harikrishnan, Sr. HR Director at HackerEarth

Recommended read: Diversity And Inclusion in 2022 – 5 Essential Rules To Follow

Trend #5—Embed automation and AI into your recruitment systems

With the hype that artificial intelligence like ChatGPT, the world of automation has turned the tables. This simply means that the upcoming years are going to see AI fully embedded in every organization’s process—and recruiting is no different!

If, as a recruiter, you have faced enormous challenges in communicating with the candidates: extremely delayed updates, less to no feedback on how the candidate performed in the interviews and

Looking at it from a recruiter’s perspective, regular communication with the candidates is one of the most difficult parts of their job. Manually emailing prospects to nurture them or keeping a large number of candidates in the loop is time-consuming, labor-intensive, and not sustainable.

In 2025 and beyond, recruitment automation trends like automated nurturing and AI for recruiting platforms are what will both eliminate the needless complexity and inefficiency of manual communications and ensure you personalize your team’s candidate outreach. This serves to provide a positive candidate-first experience as well.

Trend #6—Conduct remote interviews

The future of work is mostly remote/hybrid. Remote work has mandated that tech hiring become a more collaborative process, and accelerated the adoption of tech recruiting platforms. What was a forced necessity last year, is here to stay.

32.5% of companies say that they plan to be completely remote this year. And that should translate into remote hiring practices. More and more candidates are expecting remote work and remote hiring processes.

Remote recruitment saves time, expenses and increases efficiency while also opening the doors to a larger talent pool not limited by geography.

Trend #7 — Be proactive in candidate engagement

When recruiters don’t respond to candidates in a timely manner, and update about the screening status—whether they are moving with the candidate to the next round or not—gets the candidiate disappointed.

Candidates expect constant engagement from organizations. That’s what Narayani Gurunathan, the CEO of PlaceNet Consultants emphasizes upon.

As the recruitment landscape continues to evolve, companies are placing increasing emphasis on proactive candidate engagement to attract and retain top talent. In 2023 and beyond, this trend is set to take center stage, with a particular focus on engaging with both active and passive candidates. To stand out in a crowded marketplace, organizations will implement innovative strategies to capture the attention of potential candidates, more so due to the remote hiring environment, Use of technologies such as chatbots and AI-powered feedback systems will play a dominating role here. In addition to technology, building relationships with passive candidates and creating pipelines for future talent needs will also emerge in this new landscape. By investing in the candidate experience and taking a long-term approach, companies will build a strong employer brand and create a competitive advantage. Ultimately, the goal of proactive candidate engagement is to create a positive and personalized experience for candidates, meeting the talent needs of the organization and augmenting employer branding. Thus by prioritizing this trend in 2023 and beyond, companies will not only build a reputation as a desirable employer, but also attract the best talent to achieving long-term success.

Recruiting Tech Talent Just Got Easier With HackerEarth

Recruiting tech talent that is qualified is complicated. It is also competitive, difficult, and long. We, at HackerEarth, aim to make it simple. HackerEarth for Enterprises presents a complete suite of products that unites every step of the employee lifecycle, right from attracting, sourcing to interviewing—making the lives of both developers and recruiters easy!

Effortlessly hire the best developers with our tech recruiting platform that offer features like:

• With our 6 million strong developer community, we connect organizations with one of the largest talented candidate pools out there.
• Our customized virtual hackathons are well-suited to engaging the developer community and strengthening your employer brand.
• We enable you to create online assessments capable of testing 80+ skills, including full-stack assessments, with minimal technical knowledge.
• Our AI-powered assessment platform comes with dev-friendly IDEs, practice rounds, and support for multiple languages.
• Our reports and transcripts benchmark the candidate against the entire community or candidate pool.
• FaceCode, our intelligent remote coding interview tool, allows you to smoothly invite candidates and conduct technical coding interviews, using a real-time, collaborative code editor with a built-in compiler. Bid adieu to whiteboards!
• HackerEarth’s L&D platform helps employees to evaluate themselves and identify skill gaps. Once these are specified, you can then curate individual learning pathways that will help your team upskill, grow and be ready for future challenges in the ‘present’.
• Our platform seamlessly integrates with every major ATS provider including Lever, JazzHR, Workable, and Naukri RMS.
• We offer quick turnaround times and round-the-clock support throughout the process. Our support system has a 95% B2B Customer Satisfaction rating.

Recommended read: The A-Zs Of Tech Recruiting – A Guide

Staying abreast of tech recruiting trends, improving your hiring processes, and adapting to change is the way forward. Take note of the technical recruiting tips and patterns in this article to inform your hiring strategy for the better.

Are you ready to begin streamlining your tech recruiting process? Go on then, take HackerEarth for Enterprises for a quick spin to know more.

The COVID-19 pandemic has forced an unprecedented number of individuals to work from home and the business landscape has shifted to adapt to their needs. The relationship between employers and employees is transforming rapidly with the advent of 4-day work weeks and remote-only businesses. This scenario presents both problems and opportunities for all businesses.

Organizations and their HR departments have had to rethink their onboarding procedures due to the increasing prevalence of hybrid workplaces and remote employment. The lack of direct physical contact with coworkers and supervisors can intimidate new employees. It can be tough to get to know an organization’s culture and the environment if you don’t meet face-to-face. When you don’t get a chance to get to know your coworkers, it’s easy to feel like an outsider in your new position.

However, with suitable methods and technologies in place, businesses can assure a seamless and effective onboarding process. Your new hires will feel more connected to their positions, teams, and your company if they are properly onboarded. If you want your new hires to be happy and well-adjusted to their new responsibilities, here are some remote onboarding tips and remote hiring tips you can use to make the most of the onboarding process for remote employees.

Remote hiring and remote onboarding best practices

Research shows that 31% of new employees leave within six months after starting a new job. Your company’s attrition rate and long-term growth could be significantly improved by ensuring a seamless onboarding process for new employees. Here are some ideas for onboarding remote employees in more depth:

Digital signatures for online contracts

Documentation during onboarding can help resolve disagreements, provide resources when necessary, and answer critical questions about a company’s operations. The new employee will likely be required to sign some paperwork as a precondition to employment. It’s a good idea to use virtual documents when you can’t use physical documentation. Legally binding electronic signature services, such as DocuSign and HelloSign can help.

Provide tools to get the job done, without delays

You should offer your new remote personnel the necessary gadgets such as computers and mobile phones a few days ahead of time. . It’s time wasted and the company’s image may be impacted too as a consequence. Keep an eye on non-delivery days like weekends and holidays so that you can choose premium shipping services that ensure fast arrival.

Make induction easier to manage

The productivity and sense of belonging of a remotely professional, especially a new hire, can be jeopardized by isolation. A distant worker cannot participate in team-building activities that foster communication and camaraderie. As a result, remote inductions necessitate a virtual introduction. The entire team can participate in short video conferences and individual meetings with supervisors. You may make meetings more engaging by using an ai powerpoint maker to craft informative introductory presentations for the participants. A team’s structure, objectives, and passion can all be communicated through these introductions. Slack or Google Chat are great options for sending a “welcome to the team” message to all new hires as well. Once they’ve met their coworkers, encourage the new employees to build a rapport with their coworkers in the rest of the company.

Introduce them to the responsibilities of their new positions

Your remote hires’ onboarding and acclimatization are slower because they are not in the office. They will be more comfortable if you plan and organize meetings with agendas, video links, and other supporting resources. You need to ensure that they are familiarized with all the people, and procedures they will need to complete their tasks properly. A clear strategy for the first 30, 60, and 90 days should be developed in conjunction with the new hires so that everyone is clear on what is expected of them in their roles.

Initiate more honest conversations

New employees may be reluctant to ask questions via email or instant messaging since it is more difficult to establish rapport and feel at ease in a virtual setting. As a result, being proactive and discussing an onboarding plan in advance is essential if you want to know exactly what to expect. You may want to create a checklist for your new remote staff that breaks down tasks and goals by day or week. Such a checklist will encourage a more transparent guide to set and meet expectations.

Onboard in small batches

Small-group onboarding and training are great ways to save time and effort when onboarding and training new employees. It also helps your new hires feel like a part of the team. Small batches of new employees can be brought up to speed in this manner. New employees can get to know each other better in a smaller group.

Take a listener’s perspective and act on them

When it comes to managing a remote team for the first time, you’re likely to face some challenges. For each new remote employee, you should ask for honest feedback regarding the process and how it worked or didn’t work for them. New employees’ onboarding can be improved with the help of the information the new hires provide you.

Encourage a sense of community

Although it may not always be realistic, you should attempt to incorporate remote employees into your team activities whenever possible. They will feel a sense of belonging by just receiving an invitation. In addition, try to throw in informal conversations and fun ice-breakers in your business sessions. For instance, you can request your senior personnel to reach out to the new hires, introduce themselves, and create a rapport. Employees that work remotely but are content, cohesive, and feel connected are valuable assets to any business. Do this and your company’s productivity will rise, employee morale will improve, new employees will flock to the company because of word-of-mouth recommendations, and the company’s culture will deepen.

Remote hiring and you

Hire the best

Limiting your recruiting to a specific location might severely limit your options. Remote hiring platforms are a terrific method to improve workplace diversity with several benefits. Companies can reach rural communities or connect with talent irrespective of where they are located. The option to hire from a bigger talent pool without compromise can free you from the challenges of acquiring the best talent. All in all, remote hiring and onboarding allows you to build a truly global team with the perspectives, ideas, and creativity of people from all over the world.

Optimize costs

Remote onboarding can save you the cost of expensive on-location orientation programs. Dedicated trainers for each new employee? That’s a thing of the past. You can provide virtual training and online learning through a dedicated portal for your employees. Another advantage of remote hires is that it saves money on office expenses like new desks or workspaces – all you need is a decent internet connection and the necessary tools for new personnel.

Flexibility gain

Flexibility has become a norm for workers in most businesses since COVID-19. According to USA Today, working from home saves an average of $4,000 per year. 80% of workers believe remote choices help manage their mental health better. According to an Upwork survey, 68% of recruiting managers feel remote work is easier now than it was at the start of the pandemic. Remote hiring empowers you to seek out recruits that are looking for flexibility and convenience which traditional hiring cannot provide.

Hire and onboard employees with HackerEarth

If you don’t have the time to go through a series of interviews, you can use hackathons and coding assessments to evaluate possible employees. It’s cheaper for companies to locate and hire top-notch talent right where the action happens. Hackathons and coding assessments inspire creative problem solving, drive innovation and build brand exposure.

Hackathons are also a great means of ramping up employee engagement while encouraging teamwork. HackerEarth, a remote hiring platform, is a great resource for companies to conduct hackathons and coding assessments with ease. With HackerEarth, you can create a leaderboard for each code assessment to quickly and easily identify the best developers to hire for open positions. These events allow you to build very accurate code assessments even with very limited technical knowledge.

At HackerEarth, our mission is to help organizations of all sizes adopt strategies that help you evolve. Our unique approach can help you accelerate your growth while eliminating bottlenecks. Get in touch with us to learn how you can benefit from remote hiring and onboarding for your business.