Hiring Tools

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.

The great resignation has been on the minds of many IT organizations and their business leaders ever since nearly 4 million people quit their jobs back in November 2021. Consequently, hiring talented tech talent has become a lot harder than before.

Will 2022 break away from this trend wonder recruiters across the globe. Instead of waiting for the tide to turn, why not step up your game—invest in a recruitment tech stack that turns heads and helps you attract the very best talent out there?

The right recruiting software mix will help you streamline your entire recruiting life cycle, create a strong brand recall, and have potential candidates be excited about working with your company! On that note, let’s look at what tech stacks are and how do you choose one that caters to all your needs.

What is a recruitment tech stack?

A tech stack is a collection of technologies that are used to create a product or service. A recruitment tech stack would consist of a set of automated tools and technologies for every step of the hiring process—right from sourcing to onboarding. Your tech stack should have strong built-in analytics, seamless integrations with other apps, and be mobile-friendly.

We are talking sourcing tools, applicant tracking systems, screening and assessment software, engagement tools, coding interview platforms, automated background checks, onboarding software, and so on.

However, your recruitment strategy might not require all of these tools. There is no silver bullet that works best for everyone. The modern recruiter is always trying out new technologies to see what combination of resources suits their ever-changing needs.

Having said that, to stay relevant in this post-pandemic world, you need to prepare your recruitment tech stacks for the new normal, which is mostly remote. Be equipped to conduct fully remote hiring drives and successfully hire candidates without ever meeting them.

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

How tech stacks matter in technical recruiting

There are multiple benefits to having technology be the frontrunner of your recruiting strategies. A tech-enabled recruitment experience goes a long way in attracting and retaining top tech talent.

• Saves time and improves efficiency in the overall hiring process.
• Keeps large volumes of candidate data organized and ensures nothing gets lost.
• Creates a pleasant candidate experience.
• Keeps your talent pool warm and nurtured.
• Eliminates bias in hiring decisions.
• Better communication between candidates and recruiters.

A carefully curated recruitment tech stack can slash your time-to-hire and cost-per-hire metrics by a significant amount. Let’s look at the most important elements of a tech stack next, to better your hiring processes.

Recommended read: 21 Tech Recruiting Tools To Scale Your Hiring

4 must-haves in your tech stack

Here are some technologies to keep in mind when building your tech stack:

#1 Applicant tracking systems

The first thing you need to think about is an applicant tracking system. By investing in the right ATS you’ll be able to reduce your overall time to fill roles. You’ll also be able to create and nurture a pool of passive candidates that you can call upon in the future.

An ATS can go from simple (collating all the candidate information) to quite complex (with various approval levels and AI-enhanced searches). An ATS is also more secure than a spreadsheet or email.

A good ATS has features like:

• job posting across multiple job boards and websites
• automated screening of candidates’ resumes, which also lowers human bias and errors
• database assistance where you can store all applicants’ information
• view the status of each candidate throughout the interview process
• send out assessment invites from the ATS itself to the selected candidates and prepare a performance report in real-time
• initiate offer letters directly from the ATS, get them signed by the candidates, and save the documents digitally on the cloud

#2 Automated employee referral programs

Investing in an ATS has multiple benefits as seen above but the real advantage is you can set up a robust employee referral program with it. Studies show referral hires stay at a company for longer on average with 47% staying longer than 3 years.

Employee referral programs promote company culture and build better-engaged tech teams. Leverage existing data in your ATS to reach a wider audience.

Here’s how:

• Implement auto-posting where you send job openings to your internal employees on an ongoing basis
• Automatically use the data in your ATS to suggest the right people to your connections
• Keep track of where the referred candidate is in the hiring cycle and send updates to the referrer
• Link your ATS to your payroll system, so any referral bonus can go straight into your employee’s salary
• Assess the success of your employee referral program and tweak accordingly—number of shares via email or social, number of referred candidates, number of successful hires, and the quality of those hires

#3 Chatbots for better candidate experience

Adding a chatbot to your careers site or investing in an ATS that comes with one takes your candidate experience to the next level. Chatbots can bring your website to life where candidates can strike up a conversation with the bot to clear any basic queries and frequently asked questions.

You can also leverage natural language processing and train your bots to pre-screen candidates, answer candidate queries, and schedule interviews. Some even offer candidates the ability to check the status of their applications.

This vastly decreases the burden on recruiters and frees up time for them to take on other important tasks.

#4 Screening and virtual assessment tools

Virtual assessment tools are how you can better hire candidates for jobs, reduce employee turnover, and improve the quality of hire at your organization. These coding tests are where you get to see if what the candidate mentioned in their resume pans out.

A live coding assessment tool helps you with an objective evaluation of each candidate, provides detailed reports, and instant feedback—all with minimal technical know-how!

HackerEarth Assessments offers plenty of useful features. Here’s how HackerEarth does it:

• Provides a rich library of 13,000+ questions across 80+ programming skills to create highly accurate assessments
• Enables you to create your own assessment for any role in under 5 minutes or based on job descriptions, with the option to devise custom questions
• Gives you the choice of creating different types of questions like MCQs, subjective questions, or project-type questions that simulate on-the-job problems
• Allows seamless integration with popular ATSs like LinkedIn Talent Hub, Lever, Workable, and more, which means you can sync all your candidate data with your ATS
• Sends out invitations for candidates to take the assessment you created on our platform. You can also see at what stage each candidate is in throughout the hiring process, and avail performance reports, all from your ATS—without swapping between multiple apps
• Provides deeper insights into a candidate’s capabilities with summarized, automated performance reports

The use of AI in recruitment continues to spread and it is expected that the modern recruiter is savvy with the latest recruiting technologies and strategies. In 2022, change the way you hire and build great tech teams—and the first step is to start with building your dream recruitment tech stack!

Before we get into how to make your proctoring experience fool-proof and hassle-free, let us take a look at what remote proctoring is. Remote proctoring is a way in which candidates can appear for tests remotely, from any location of their choosing, instead of arriving at a traditional test center.

Instead of an in-person invigilator as in traditional tests, a person or remote interview software proctors the test virtually from another location.

Employees for the remote online proctored exams are trained to monitor students/candidates virtually, watching them work from their homes or other locations. The exams are monitored through video and audio surveillance. When done properly, online remote proctoring creates controlled and safe conditions to take examinations, while providing candidates and employers with more flexibility, and the ability to assess several candidates at once.

What is Remote Proctoring?

Remote proctoring is a method of overseeing exams conducted online to prevent cheating and ensure academic integrity. It uses technology such as webcams, microphones, and screen monitoring software to observe and record test-takers during their assessments. Proctors can monitor live or review recordings to identify any suspicious behavior. This method allows institutions to conduct secure exams for remote students, offering flexibility without compromising exam security. Remote proctoring systems can also employ advanced features like AI to detect unusual activities, making the process more efficient and reliable. This solution is particularly useful for online education and certification programs.

How Does Remote Proctoring Work?

Remote proctoring, a cutting-edge digital solution, brings the rigorous oversight of traditional exam settings into the digital realm. Here’s a basic breakdown of how it operates:

Initial setup: Candidates must typically download specific software or access a secured platform.

Identity verification: Before starting the test, candidates may be asked to show a government-issued ID to the camera, answer security questions, or even give a biometric sample (like a fingerprint or facial scan).

Environment scan: Using their webcam, candidates might be instructed to pan around their room to ensure no unauthorized materials are present.

Continuous monitoring: Throughout the assessment, software or live proctors monitor candidates using their webcam and microphone. Any suspicious activity, like looking away frequently or talking, can be flagged.

Review and reporting: Once completed, any anomalies or suspicious events are compiled and reported for review.

Types of Remote Proctoring

Online remote proctoring can be of 3 types:

1. Live:
   Live remote proctoring is a form of proctoring in which a qualified person monitors the candidate as they take an exam through live audio and video feeds. These proctors are trained to ensure authenticity, looking for any red flags such as suspicious eyes or facial movements.
2. Recorded:
   As the name suggests, with recorded proctoring, the candidate is recorded while taking the test and the recordings are then played back to look for suspicious behavior. This form of proctoring has an advantage in that there’s no need to schedule appointments since the tests can be taken anytime as convenient for the candidate.
3. Automated:
   This form of proctoring is the most advanced and requires no manual intervention whatsoever. With the help of AI, the remote proctoring software will detect any unusual movements or malpractices during the exam.

Some drawbacks and challenges of remote proctoring are –

• Complex technology requirements and stable internet connection might not be possible for test-takers in remote areas
• Heightened student anxiety especially in those who are not comfortable with technology and prefer traditional test-taking methods
• Scheduling and booking restrictions

3 Things To Know About Proctoring Remotely

1. The online proctoring market is projected to reach US$ 1,187.57 million by 2027

As remote hiring grows, proctoring has a vital role in ensuring the credibility and authenticity of the tech assessment process. The remote proctoring market is expected to grow significantly in the coming years. The increasing demand for remote hiring platforms since the pandemic has skyrocketed its market share – the Global Online Proctoring Market is projected to grow at a CAGR of 16.4% over the next few years. The market is estimated to be worth around $1200 million by 2027.

2. The USA has the largest sales region for Online Exam Proctoring in the world

Today, the USA has the largest sales region of remote proctoring in the world. While remote proctoring has been used for years in other countries to enhance security and prevent cheating in tests, its popularity has increased throughout the United States since the 2000s.

The United States is the key developer of online exam proctoring platforms. In 2019, the US market size was valued at $114 million USD and it’s expected to reach almost $323 million by 2025!

3. AI has transformed the online proctoring market

The future of online proctoring is AI-powered. By harnessing the power of AI, you can ensure exam integrity and security by leveraging machine learning technologies. This is because artificial intelligence solutions are most suitable for addressing identity concerns as well as privacy issues in an efficient and secure way without compromising anyone’s rights or freedom. Here is how AI proctoring works-

1. API-based facial recognition can verify the candidate’s identity and prevent any misconduct
2. The audio facility allows the software to record all sound throughout the exam, including talking and background noise
3. Eye movement detection is also used as a security measure in AI-powered proctoring software
4. The facial detection capabilities ensure that there is no case of candidate switching during the course of the exam

Future of Remote Proctoring

As digital transformation continues to reshape education and hiring, remote proctoring stands at an interesting juncture. In the future, we might see virtual reality or augmented reality environments for more interactive and immersive test settings. As AI evolves, the accuracy of anomaly detection will likely improve, making automated proctoring even more reliable.

We can anticipate more features that cater to candidates with disabilities, ensuring that proctored assessments are inclusive. As more institutions and companies adopt remote proctoring, we might see the emergence of global standards and best practices.

Frequently Asked Questions

Is remote proctoring secure?

Yes, when implemented with trusted platforms and adhering to data protection standards, it’s a secure method to oversee exams.

Can remote proctoring detect cheating?

While it significantly reduces the chances of cheating through monitoring and environment scanning, no system can claim 100% cheat-proof status.

Do candidates need special equipment?

Typically, a computer with a webcam and microphone, a stable internet connection, and sometimes, specific software are required.

How are privacy concerns addressed?

Reputable proctoring services comply with data protection regulations, ensuring that personal data is collected with consent, stored securely, and used only for the intended purpose.

Make your online assessments cheat-proof with HackerEarth

HackerEarth’s remote assessments platform has built-in proctoring features that ensure exam integrity without compromising privacy and security. Here is how HackerEarth does it:

1. Random webcam snapshots:
   Randomized webcam snapshots are a great way to catch any type of malpractice attempt, like peering into another screen or verbal communication with someone in the room.
2. Custom timers :
   Timers are a great way to keep the candidates focused and discourage them from wasting time or cheating.
3. Plagiarism Checker:
   Our system automatically investigates each candidate’s code against all other applicant submissions for the same test and can track unusual similarities. You don’t need any human intervention – just sit back while this advanced software does its job and looks out for any plagiarized content that has been flagged.

Important add ons:

• To protect against cheating, you can limit access to certain IP addresses
• The Copy and Paste feature in the code editor can be disabled
• Upon leaving the test environment, the candidate will be automatically logged out
• Negative marking could be used during the MCQ questions
• Candidates can be restricted to full-screen mode for the entire assessment
• Built-in mobile phone detection plus automatic impersonation detection to ensure authenticity

Recommended read: What Recruiters Forecast For Tech Hiring In 2022

If you are looking for a more convenient and secure testing experience, remote proctoring may be the right choice for you. While remote proctoring may have some hiccups in its early days, it is now a viable and secure option for test-takers. With the right technology such as HackerEarth in place, remote proctoring can be the future of online testing.

The conventional methods of recruiting can no longer keep up with the rapidly changing landscape of the tech world. With it becoming increasingly difficult to find skilled talent, recruiters have to think out of the box to attract and retain the best candidates out there.

How can that be done? Technology, of course. It is the one-stop solution for most of the challenges in the tech industry. There are automated tools for every step of the recruiting lifecycle, from sourcing to onboarding.

However, there is a lot of noise in this space, and it can be hard to tell what’s real from what’s simply a good marketing pitch. You may not need tech recruiting tools for all the stages of hiring. Depending on your requirements, do your research and choose wisely.

Tech recruiting technology tools for each stage of the hiring process

Job aggregator tools for sourcing

Talent sourcing takes up a huge chunk of time for recruiters. Without the help of sourcing tools, it will be akin to searching for a needle in a haystack. Automated job aggregator tools make it easy to grow your talent pipeline. There are plenty of avenues like job portals, placement agencies, social media, and hiring challenges to source candidates from.

Job boards and job aggregators are fundamental to the recruiting ecosystem because direct applicants make up 48% of all hires. Let’s take a look at the key features of this recruiting tool for recruiters:

• increases the visibility of your job postings across a wide range of job boards/portals
• carry out an in-depth search of candidates using filters like skills, experience, location, etc. to spot the best ones
• find resumes, contact information, online portfolios, etc., and gather the data under one profile for each candidate. These profiles can be quickly added to your pipeline and you can engage with them over a period of time
• make a quick assessment of the candidate based on their portfolio and projects
• All the data related to a candidate can be stored on one platform with easy accessibility to the entire HR team

Job aggregators to keep in mind:

• Indeed is said to be the largest platform for external hires with 75% of job applications coming in and 47% of all hires in the US
• Glassdoor has its own job board where 83% of its 64 million monthly users are currently looking for a job
• LinkedIn provides a Job Search Tool with advanced search capabilities and can filter out results based on location, skills, industry, and recommendations

Standalone applicant tracking systems (ATS)

Using numerous job boards and portals for posting your job vacancies can quickly become exhausting if you have to do it manually. A study by GetApp shows that 86% of recruiters say using an ATS has increased the speed at which they hire candidates.

A good ATS, recruitment technology tool offers capabilities like:

• job opening posting across multiple job boards and websites
• automated screening of candidates, and their resumes, which also decreases human bias and errors
• database assistance where you can store all applicants’ information
• view the status of each candidate throughout the interview process
• send out assessment invites from the ATS itself to the selected candidates and prepare a performance report in real-time
• initiate offer letters directly from the ATS, get them signed by the candidates and save the documents digitally on the cloud

Offering most of the features listed above, we have some good ATS options in the mix like:

• Lever, a San Francisco startup, focuses on diversity and metric-based recruiting
• Naukri RMS, automates the hiring process from end-to-end
• LinkedIn Talent Hub, allows customers to source, manage, and hire in one integrated platform

Recruitment CRM tools for engagement

Waiting for a role to open to begin scouting for skilled developers is not a good idea. Instead, build and maintain a talent pool of passive candidates. Keep them engaged with company updates and relevant content so that you know exactly whom to approach for any role when the time comes. This is where recruitment CRM tools step in. They help in:

• building a personal connection with the candidates during the hiring process
• keep your candidates in the know by sending timely updates at each stage of the process
• reduce time-to-hire by eliminating manual data entry and increase productivity with collaborative hiring
• effectively engage prospective candidates through social media
• nurture and engage candidates who were not hired in this phase but can be given an opportunity in the future

Recruitment CRM tools that need to be tried out for yourself:

• Zoho has a cloud-based CRM platform that offers diverse solutions for building a relationship with your candidates
• Yello provides an automated talent acquisition platform with a variety of services
• Beamery, a London-based startup offers self-styled recruitment marketing software

Tech screening and assessment software

With scores of applications coming in, it is a huge task for recruiters to identify the ones worth talking to. Do the applicants with great resumes possess the skills that they say they have? The technical screening round is designed to filter candidates who exhibit the skills they listed on their resumes. Additionally, assessments are an effective way to test the behavioral and technical skills of developers. Coding assessment tools provide features like:

• create highly accurate coding assessments or even custom ones based on the job role/skills/experience with minimum technical knowledge
• make use of an extensive inbuilt library of questions across programming languages and skills with a robust proctoring system
• set standard benchmarks for performance to shortlist candidates easily
• sync seamlessly with your existing ATS to keep candidate information in one place

Screening tools that make the lives of recruiters easy:

• HackerEarth Assessments helps you to objectively evaluate developers with a rich library of 13K+ questions across 80+ skills and shortlist candidates based purely on their performance
• DevSkiller provides an automated technical screening platform that assesses candidates based on their skills
• CodeSignal offers coding tests and assessments for hiring at scale

Further Reading

Subscribe to the HackerEarth blog to get awesome tech recruiting blogs like these delivered straight to your inbox, monthly!

Coding interview tools

HackerEarth’s recent developer survey showed that 40% of developers preferred to be interviewed on interview tools that are equipped with code editors and video conferencing. For a fair and objective screening and evaluation of the applicants, coding interview tools are the best choice. They offer features such as:

• conduct structured interviews with standard evaluation parameters
• have real-time code editors with built-in compilers (doing away with whiteboards)
• allow pair-programming
• have AI-powered functionalities
• provide real-time feedback and automated summary of each interview
• enable blind interviewing to combat bias in the process

Coding interview tools that come with most of the functionalities given above:

• FaceCode allows you to invite and conduct coding interviews on a collaborative, real-time code editor that also automates your interview summaries
• CoderPad offers an intuitive programming interface that enables you to leave the whiteboard behind
• CodeBunk provides an online real-time editor and compiler for interviewing developers

Background check tech recruiting tools

You are ready to roll out the offer letter as the selected candidate has excelled in all the rounds of interviews. It is advisable to conduct a background check before that to avoid making a bad hire as well as for additional security purposes. Some advanced features of such tools include:

• an applicant’s ID verification, credit check, drug screening, and social media check
• an applicant’s civil court records, motor vehicle records, and fingerprints for a more detailed verification
• recruiters can create custom screening packages according to job role or department

This helps create a fuller picture of the candidate to deem whether they will be a good fit for the company. Some useful tools to try out include:

• GoodHire provides an easy employee background check experience with its pre-bundled and custom-designed packages
• Sterling helps create safer environments for your employees with its myriad background check services
• Verified First enables accelerated background screening of candidates with its platform

Onboarding and core HR management software

Onboarding tools

Recruitment doesn’t end once the candidate signs the offer letter. There’s still the matter of onboarding. You are given one shot to make a great first impression on your new joiner and you do not want them to be blinded by paperwork.

With nearly 58% of organizations focusing their onboarding programs on lengthy processes and paperwork, only 12% of employees feel that their organization does a great job of onboarding. This is a wake-up call for organizations to switch to suitable tools for onboarding.

Now, let’s help make onboarding enjoyable for you and the candidate with the latest tech recruiting tools in the market. They have automated capabilities to:

• help new hires self-onboard themselves with a checklist of tasks
• finish filling out paperwork like offer letters, tax forms, and company NDAs ahead of time
• customize the onboarding workflows like creating email addresses, allocating company devices, etc. for different candidates
• introduce them to the rest of the team with welcome emails

HR management tools

Now that you have onboarded your new joiners, the next step is to ensure they have an easy and hassle-free employee experience. An integrated HR management tool allows you to manage the entire employee lifecycle from a single platform.

• has self-service options for availing leaves, travel reimbursements, and timesheet entry
• takes care of performance management and employee engagement
• provides payroll and tax filing services
• encourages internal collaboration among employees
• maintains a database of existing employees’ profiles

Tools that offer services for the complete employee lifecycle:

• BambooHR takes care of onboarding, compensation of employees, and building culture at the workplace with its integrated platform
• Leapsome enables companies to carry out performance management, personalized development, onboarding new hires and so much more
• Darwinbox provides an end-to-end HRMS Suite and provides services for all stages of the employee lifecycle

Your employees are the foundation of your company. Therefore, the onus falls on you, as recruiters, to give them the best possible experience. Armed with this toolkit of tech recruiting tools, you can simplify your entire hiring process and keep your employees happy, at the same time.

FAQs on tech recruiting tools for recruiters:

#1 How can tech recruiting tools benefit my hiring process?

Tech recruiting tools can save time and increase efficiency in the recruitment process. Additionally, they also provide valuable data and insights into the recruitment process, helping businesses make informed decisions about their hiring needs and strategies.

#2 What is the difference between an applicant tracking system (ATS) and a recruiting tool?

An applicant tracking system (ATS) is a specific type of recruiting tool that is designed to manage and track resumes and job applications. While all ATSs are recruiting tools, not all recruiting tools are ATSs.

#3 How can I integrate tech recruiting tools into my existing recruitment process?

Integrating tech recruiting tools into your existing recruitment process can vary depending on the tool you choose and your current recruitment process. Some tools offer seamless integration with other HR and recruitment software, while others may require more manual setup and configuration. Be sure to consider the level of integration offered by each platform when choosing a tech recruiting tool.

#4 How to use social media as a recruiting tool?

Using social media as a recruiting tool can be an effective way to reach and engage with potential candidates. Here are some tips on how to use social media effectively for recruiting:

• Choose the right platforms: Consider which platforms your target audience is using and focus your efforts on those. For example, LinkedIn is ideal for professional networking and job postings, while Instagram and Snapchat can be useful for reaching younger candidates.
• Create a company profile: Establish a company profile on the social media platforms you’ve chosen and make sure it’s professional, up-to-date, and provides a good representation of your company culture.
• Post job opportunities: Regularly post job opportunities on your social media profiles and encourage your followers to share the opportunities with their networks.
• Engage with your followers: Respond to comments and messages, and share content that your followers might find interesting or relevant to the job.
• Utilize employee advocacy: Encourage your employees to share your job postings and company culture on their personal social media accounts. This can help expand your reach and increase the credibility of your company.
• Measure your success: Use analytics tools to track the success of your social media recruiting efforts, including the number of job views, applications, and hires generated from each platform.
• Keep it professional: Remember to maintain a professional tone and image when using social media for recruiting. Avoid making any discriminatory comments or posting anything that could damage the reputation of your company.

#5 What tools do tech recruiters use?

There are several tools and platforms that can be used in tech recruitment to make the hiring process more efficient and effective. Some of the important ones are:

• Applicant Tracking Systems (ATS): An ATS is a software tool that helps to streamline the recruitment process by automating many of the tasks involved, such as tracking resumes, scheduling interviews, and generating reports.
• Job boards: Recruiters use job boards like Indeed, Glassdoor, and LinkedIn to post job openings and search for potential candidates.
• Video conferencing software: With the increasing trend of remote work, video conferencing software such as Zoom, Skype, or Google Meet has become an indispensable tool for conducting virtual interviews.
• Employee Referral Programs: Such programs encourage current employees to refer friends, family members, or acquaintances who they think would be a good fit for the company.
• Pre-employment assessment tools: Employ pre-employment assessments to determine a candidate’s skills, personality, and work style, which can be useful in making hiring decisions.
• Social media: Use social media platforms such as Twitter, Facebook, and LinkedIn to connect with potential candidates and promote job openings.
• Chatbots: Integrate chatbots into a company’s website or career page to assist with frequently asked questions, schedule interviews, and collect candidate information.