Hiring Tools

The all-new FaceCode is the result of extensive customer feedback and tons of engineering hours. This latest addition to our technical recruitment platform allows you to seamlessly conduct remote technical interviews.

What is FaceCode?

FaceCode is an online interviewing platform that lets you conduct remote video interviews to evaluate the programming skills of candidates without compromising on the interviewing experience.

Benefits of using FaceCode for your tech interviews

• Accurately evaluate a candidate’s coding skills: FaceCode gives you a real-time collaborative code-editor that supports over 30 programming languages such as Java, PHP, JavaScript, Python, Ruby etc. You can give technical questions to candidates and let them write, edit, and compile code in real-time. At the same time you and the other interviewers can view the code in the collaborative editor and suggest improvements or ask for a follow-up questions.
• Run high-quality video interviews: The product is also optimized for a video-call experience. When you don’t want the candidate to write code but for instance want them to explain an application architecture, you can use full-screen video mode and have a high-quality video call. The improved quality of video streaming enables for a real-time sync between all the participants in the interview.
  
• Provide a holistic interview experience with a user-friendly UI/UX: The new UI/UX has been made both intuitive and engaging to makes it easier for interviewers and candidates to interact seamlessly. Encompassing several user-friendly features like the multi-room text chat, the design allows effortless communication between participants.
  
• Maintain consistency of interview process across multiple interviewers: FaceCode helps you eliminate the issue of inconsistency in interviews across different interviewes in the organization. You can create a pool of standardized interview questions, add them to your question library and let different interviewers use the same set of questions for their interviews.
  
• Easily collect feedback on candidates: We understand that collecting feedback from multiple interviewers can be a challenging task. FaceCode makes it super-easy for you to collect interviewer feedback. At the end of the interview, every interviewer is prompted to give a rating on a 10-point scale and fill in subjective feedback.
  
• Better interview management through dashboards: The FaceCode dashboard lets you view interview details for every candidate such as average rating and feedback. It also lets you to copy/share interview links and reschedule ongoing interviews.
  
• Keep a track of interviews through activity logs: The interview logs give you a detailed analysis of every interview conducted so you can backtrack and look up information at any point of time.
  
• Effortless scheduling: We understand how scheduling interviews can be a pain. With FaceCode, interviews can be scheduled and rescheduled (if necessary) at the click of a button. FaceCode can be integrated with Recruit so that you can directly schedule interviews for candidates who have been screened via an online tests. FaceCode also comes with a Google Calendar integration.
  

A step-by-step guide to using FaceCode

To help you get started, we have created a step-by-step guide for conducting your first video interview on FaceCode.

1. Creating a new interview
2. Interview interface
3. Adding interviewers
4. Adding questions to your interview
5. Providing feedback about the candidate

If you are an admin, log into Recruit to try FaceCode.If you are new here and want to know more about harnessing the power of technology for your recruitment needs, sign up for a 14-day free trial.

With powerful new features and enhancements, now is a great time to start using FaceCode for your remote tech interviews. Have a great day!

We put together a list of top recruiting software platforms tech recruiters, HR can use, in no particular order.

Best Recruiting Platforms are

1. 1. HackerEarth (Coding Assessments)
   2. Dice (Open Web)
   3. Codility
   4. HireVue
   5. Pymetrics
   6. People Search (Workable)
   7. The Predictive Index
   8. Devskiller
   9. Hired
   10. Glider.ai

Read the detailed description on each of top recruiting software below -

1. HackerEarth (Coding Assessments)

   Recruit, HackerEarth’s technical recruitment software, allows companies to use online coding tests to automate their tech screening process.

   With a library of more than 15,000 questions, technical leads, and even non-tech recruiters can conduct tests on a large scale to grade developers for virtually any technical role.

   Supporting 35+, Recruit auto-assesses the submissions of each developer instantly based on defined parameters such as logical correctness, time-efficiency, memory-efficiency, and code quality.

   Tech recruiters can then analyze each applicant’s performance with the detailed reporting and analytics features within Recruit.

   With its proctoring measures and plagiarism detection techniques, recruiters can be surer about the originality of each submission. -

   Looking to hire developer - Request a free demo

2. Dice (Open Web)

   An award-winning social recruiting platform, Open Web aggregates profiles from over 180+ social sites to give you tech talent with hard-to-find skills.Tech recruiters can build a tech pro’s profile from digital signatures gathered from these social sites. Dice Open Web also helps them to reach out to passive candidates and get better response rates, saving time and cost.
   
   This recruiting platform offers predictive analytics to increase the efficiency of the hiring process.
   
   Talent acquisition and hiring managers can also get an overview of the candidates' technical aptitude as Open Web focuses on portals such as GitHub and Stack Overflow.
   
   (Also read: 5 reasons you should use Talent Assessment Software)

3. Codility

   Codility offers an intuitive recruiting platform to increase brand visibility and help source programmers to add value to your company. Developers can be evaluated, or inspired, using customized tests/challenges and interviewed via the automated platform.

4. HireVue

   Utah-based HireVue calls its product an “all-in-one video interview and pre-hire assessment solution.”The digital interview platform helped recruiters choose applicants from a sea of resumes by watching videos where they had recorded responses to interview questions.The company now adds artificial intelligence (voice recognition software, licensed facial recognition software, a ranking algorithm) to pick the ideal candidate.
   
   HireVue promises tech recruiters a modern, simple approach to hiring through insightful data.

5. Pymetrics

   Using neuroscience games and AI, Pymetrics offers a bold recruiting platform that is bias-free.It helps tech recruiters build a profile of a candidate not based on resumes but on their emotional and cognitive traits.Pymetrics identifies what candidates are best at and matches them to the right jobs; this approach puts applicants on a more equal footing.“If LinkedIn and Match.com could have a child, Pymetrics would be it.” (Digital Trends)

6. People Search (Workable)

   This search engine from Workable helps tech recruiters source candidates using “information aggregated from multiple sources in real-time,” streamline applicant tracking processes and manage interviews.People Search helps personalize reach and boost response rates. It allows Boolean queries as well.

7. The Predictive Index

   This is a behavioral assessment designed to be an effective, simple, and easy evaluation of existing and future employee work skills.The proven methodology helps tech recruiters define the cognitive and behavior requirements for a job and assess and hire candidates accurately.The test uses a free-choice format and is not timed; it takes about six minutes and measures four constructs: extroversion, dominance, patience, and formality.

8. Devskiller

   Devskiller lets companies use their own code base to test programmers online and lets developers use their own IDEs and resources.Tech recruiters can screen applicants with real-world sample tests to assess what really matters and interview them in real time.The recruiter-friendly solution automatically measures the coding skills and finds the real problem solvers. The company says it aims to imitate a “first day at work experience.”

9. Hired

   Hired brings together tech recruiters and employees, matching the right people to the right jobs.The website offers “algorithmic matching, key ATS integrations, and 1:1 support” to make smart recruiting decisions for employers looking for top quality technical talent.

10. Glider.ai

    This artificial intelligence-powered competency-based hiring platform helps recruiters build great tech teams. Glider’s approach combines the preferences and capabilities of employers (and job seekers) to ensure an efficient recruitment process without bias. For data-driven hiring decisions, Glider offers auto-scored coding tasks, video interviews, and real-world simulations.

(Read: How to pick the right assessment tool)

Conclusion

These are only a few of the most effective and popular recruiting platform available in the market.With amazing advances in artificial intelligence and machine learning, automation almost guarantees the efficiency and accuracy of the hiring process and helps create a rich workplace.Although automation in technical recruitment is a no-brainer, organizations must remember to give enough importance to emotional intelligence and human interaction.The recruitment landscape has changed tremendously in recent years, especially with diversity and inclusion goals and the need to become “innovative” gaining prominence.Forward-thinking HR leaders must focus on optimizing talent along with strategic hiring and retaining engaged employees to boost overall business performance.It pays to take all the help you can get—use talent assessment software best suited to your needs and “transform” your recruitment strategy.

Detailed feature comparison of 8 recruiting software platform for developer hiring

We decided to compare the 8 most common recruitment software platforms as per the number of users. These comparisons have been made from an external source.

All platforms have been compared based on price, number of users (admins), number of assessments and 9 other criteria.

Download full comparison by filling the form below -hbspt.forms.create({portalId: "2586902",formId: "28743abe-765e-4f2a-b7d6-470b90136efc"});

Companies have found an increase in the number of applications from PwDs when application processes including tests are adjusted to accommodate their needs. Fujitsu, the leading Japanese IT products, and services provider noted a 3.4% increase in the proportion of applications from candidates with disabilities when they made small changes to their recruitment process including asking for information about disability and reasonable adjustments early-on in the application process.

Delivery of tests is incomplete without appropriate assessment. The next step to successfully recruiting PwDs is the accurate interpretation of test results. But have answers to such questions ready. Is there any difference in the criteria for gauging performance? How should the test evaluation match the accommodations made during the test (extra time allotted, the presence of external reader, etc.)?

Comparing apples to apples: Interpreting test results

Talent assessment tests are standardized, which makes it easier to test multiple applicants with the same yardstick for performance. Interpreting results of tests that have been tweaked to allow for different abilities are complex because each person and his/her test result is unique. However, there are certain guidelines which can help during interpretation of results.

• If test times were extended for an applicant, then employers must look at accuracy and test performance at different time limits, and under different sections. This should be compared with the aspects of the job that is highly relevant to the test, to get a true measure of performance. For instance, a test taker took an additional 30 minutes to complete a test that contained analytical, mathematical, verbal, and critical reasoning sections. When the evaluators took a closer look, they found that he had completed the analytical section faster compared to the rest of the test, the applicant will move to the next stage provided analytical skills are considered crucial for the role that he had applied for.
• It is incorrectly assumed that while comparing test results, one should use a norm group of applicants with the same disability. This is because two people with the same disability are affected by it in two different ways. The best approach is to use a standard norm group, with or without disabilities, and compare performance to the job requirements.
• When using psychometric tests to gauge personality, they should be analyzed in the standard way. There isn’t any difference in how these standard tests are interpreted for persons with or without disabilities.

As soon as a job vacancy arises, the job description should be evaluated by HR reps (after undergoing training on the disability types and degrees) to study possibilities of inclusion. (Also read: How not to write a job post) The next step is to open up the position on the website and job boards for people with or without disabilities. When people with disabilities express interest, companies can use talent assessments to make the application process convenient for them. While technology is a great enabler for recruiting people with disabilities, employers must know that the results from tests and questionnaires don’t work in silos, and only make up a small slice of the overall recruitment pie. The test results, however, need to be followed-up by interviews and any other suitable steps to determine if the candidate is a good fit for the role.

As a whole, the recruitment process has to be made more convenient and accessible to encourage more PwDs to apply for jobs within companies. When designing job descriptions, or deciding on the types of assessments to use, or the interview process, companies must think of how they can make adjustments to the environment or the process to encourage more people with disabilities to apply for roles.

Hire unbiased using Talent Assessment Software. Scale your hiring process 10X!

Integration with Learning Management Systems (LMS): The tool should seamlessly integrate with existing LMS platforms to streamline the process.

Anti-cheating features: Ensure the tool has reliable anti-cheating features like identity verification, browser locking, AI monitoring, and plagiarism detection.

Accessibility and inclusivity: The proctoring solution should cater to students with different needs and provide accommodations where necessary.

Cost-effectiveness: Consider the cost of the tool and ensure it provides value for money, especially if it will be used extensively.

Trial and feedback: If possible, test the tool in a trial run and gather feedback from both instructors and students to assess its effectiveness and ease of use.

Reputation and reviews: Research and read reviews about the tool's performance, reliability, and customer satisfaction to make an informed decision.

What does the future hold?

While we are clearly in the dark when it comes to what the future might unfold, we can be fairly certain that online assessments are going to be indispensable to recruitment, ergo the need for online proctoring. With its reliable safety features such as facial recognition, keyboard, and facial movement analysis, online proctoring goes a long way in preserving the integrity of the examination conducted. However, a quick search on the web will baffle you with the number of not-so-reputable blogs that provide tips and tricks to cheat these proctors. But these solutions require such laboriously elaborate set-ups that even the most hardened ‘cheater’ would be discouraged to take it up. And since its pros far outweigh its cons, it wouldn’t be too long before online proctoring is synonymous with online recruitment.

Hire talent in your organization unbiased with HackerEarth Assessment

In a recent research study conducted by Robert Half, almost one-quarter of CFOs claimed that their companies are doing more entry-level university recruiting than they were doing five years ago.

Another article from HBR states that 84% of employers understand and accept the importance of college hiring.

With these statistics, it is clear that the job market is more dependent on young talent than ever before, and the war about hiring the best talent in the VUCA era has already started.

The question is this: “Will you enter the war or will you sit back and be a regular passive player?”

What is campus recruitment?

Campus recruitment is the process through which companies visit educational institutions to engage with students and identify potential employees before they graduate. This method involves organizing recruitment drives, career fairs, and on-campus interviews, allowing companies to meet with a large pool of candidates in a short period. The primary goal is to attract fresh talent with up-to-date academic knowledge and innovative ideas to join the workforce. Companies typically coordinate with college placement cells to streamline the process, ensuring they can connect with students from relevant fields of study.

Andrea Pecetto, Chief Commercial Officer at WeUni, emphasizes: "Employers can have greater confidence in graduates from accredited institutions, knowing they have undergone a structured, high-quality education aligned with industry needs."

Why should you relook at your campus recruitment strategy

Campus recruitment is crucial for both employers and students. For employers, it provides access to a vast talent pool of young, enthusiastic candidates who are up-to-date with the latest technologies and industry trends. It helps companies fill entry-level positions with candidates who can be trained and molded according to organizational needs. For students, campus recruitment offers a direct pathway to employment, reducing the stress and uncertainty of job hunting post-graduation. It bridges the gap between academia and industry, giving students a platform to showcase their skills and secure positions aligned with their career aspirations. Additionally, it fosters a symbiotic relationship between educational institutions and the corporate sector, ensuring academic curricula remain relevant to industry needs.

5 advantages of University Recruitment

1. Strengthen your employer branding - engaging opportunities

   University recruitment helps you engage with emerging talent. Being present at universities gives you the opportunity to highlight your company’s values, development opportunities, organizational culture, and work-life balance—all key factors that attract Millennials and Generation Z. Creating strong programs and engaging alumni to speak on your behalf can further amplify your employer brand.

2. Improve the retention rate

   Employees tend to feel loyal to their first employer. By making them feel welcome and showing clear growth paths, you create engaged, long-term team members. According to a Workopolis article, TD Business Banking had a 98.6% retention rate for 600 MBA students recruited between 2009 and 2013. Millennials show strong loyalty when engaged effectively.

3. Bring new knowledge and skills

   Students bring fresh knowledge, perspectives, and ideas. Their recent exposure to the latest academic content and digital fluency makes them valuable assets, particularly in a rapidly evolving technological landscape.

4. Quick learners who are adaptable are easier to manage

   New graduates are typically eager to learn, adapt quickly, and perform well. They value mentorship and view their first manager as a role model, making them easier to guide and more receptive to feedback.

5. Save on yearly employee salaries

   Fresh graduates are often open to lower starting salaries in exchange for growth opportunities, mentorship, and experience. This makes them a cost-effective option for building your talent pipeline without compromising on potential.

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Hire the best tech talent from universities without the need to travel. Find out more.

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How to boost the efficiency of your University recruitment strategy

Most advice on university recruitment emphasizes strong relationships with colleges. While that’s important, aligning your strategy with emerging tech and trends is even more crucial today.

Use Talent Assessment Software (TAS) to prescreen and evaluate candidates. These tools make recruitment more efficient by assessing skills early and accurately. TAS platforms like HackerEarth can help run coding challenges and hackathons, bridging the gap between industry needs and academic preparation.

Students today seek real-world exposure. Collaborate with universities to offer practical learning opportunities. Use platforms like HackerEarth to organize challenges, offer skill-based training, and create engagement beyond just hiring

Quality Assurance is more than just finding bugs in an application. The QA team focuses on delivering a quality product that is developed by a developer,within a deadline. The QA team’s primary task is to eliminate the issues that may affect the way the product works and thereby hampering the user experience.

When we approach testing in a project, irrespective of how small or big a project is, we always strive to achieve the testing pyramid. If you have never come across this model then go and look it up, it’s on the list of being a badass!

“Quality is not an act, it is a habit.”— Aristotle

Here is the pyramid,

Why Quality Assurance (QA) is a must in software development?

The longer a bug goes undetected, more expensive it is to fix. A simple cost vs. benefits analysis overwhelmingly shows that the benefits of employing a QA test engineer to validate the code far outweighs the costs.Most importantly, it also influences your product’s reputation!

Here is why the QA process is important in software development:

• An extensive QA process is performed to eliminate avoidable defects or bugs before a site is made live.
• QA is done to make the website credible and easy to operate.
• What if the search button of a search engine like Google, which is used by millions of people every single day, doesn’t work? It might require a simple fix, which can be done by a developer in a jiffy. However,this defect will encourage users to use a different search engine,which leads to a loss in users
• A proper QA process will help you find defects that can be fixed before the website goes live.
• When a product is launched, it is a must for the product to have undergone the complete QA process. What if the product is launched and the users find that something is not working as expected? The company will lose its credibility, reputation, and resolving the issue will become expensive and time-consuming
• The QA process is not just for delivering stable products there is a higher purpose. The purpose is to make users and customers believe that the company is credible, retain the number of users, provide the users a great experience.

If you are still skeptical, look at these stats!

• In April 26 1994, China Airlines Airbus A300 crashed due to a software bug killing 264 passengers.
• In April 1999, a software bug caused the failure of a $1.2 billion military satellite launch, one of the most expensive accidents in history.
• In May 1996, a software bug caused the bank accounts of 823 customers of a major U.S. bank to be credited with 920 million US dollars.

The QA process can be a lifesaver sometimes, can’t it?

How is the QA process performed?

Method

Courtesy:Jack Sheppard

The QA should be aware of the stack, the frameworks, the business purpose of the feature, and most importantly understand the customer’s and user’s pain! This is where the QA process starts and this is where you should begin!

We believe that the QA then enters into the Design Phase and starts its transformation from then on. Having a pre-design QA assessment is even better. Once the company decides to build a product, the PM schedules a meeting with the developers, QA engineers, and designers.

During this meeting, the PM explains the purpose, need, and user requirements that will be used when the product is built.This clarifies information about design, engineering, stack, and other engineering requirements. During this time the QA engineer will understand and clarify information about the origination of the requirement.From there on, QA becomes an integral part of every process till and after the delivery of the product

The following processes must be followed for an effective QA process:

Design QA

Once the design is completed, there should obviously be the obvious design QA. The QA engineer has a discussion with all the members of the software development team.

In this informal discussion table,the features in the product would be explained to the entire team,which they will soon be starting to develop.Then we start the design QA, in which the QA team will go through the entire design to check about functionality, feature, enhancements, user requirements, business purpose validation, potential issues, foresee complexities that may exist and are briefly made aware on the drawing board to the devs during the design QA process.

Create the test scenario document

After the design QA is done, the QA team starts designing a test scenario document (sample template), which is a hybrid of use case and test case documents.

This document will be used throughout the testing phase. It contains a list of all the possible scenarios that are identified for testing in the product based on the design. Once the testing begins, the scenarios will be iteratively added during the Executing phase.

Documentation review

Documentation review is a critical step in the QA process.This review decides the direction of the testing process and direction is very important.

This review is done by developers or the PM before the execution phase starts. In this step, either the developer or the PM goes through the test scenario document that was created by the QA team and checks whether all the scenarios have been covered.

If a scenario is missing, it is the shared responsibility of the PM, developers, and QA engineer to ensure that it is added. It is recommended that you do not start testing until all the scenarios have been added to the document.

Execution

Execution is the phase where the real testing happens. The testing process is started when 75% of the product has been developed thus avoiding rework by the time the development reaches 95%.

Rework is mitigated by the test scenario document which was created during the test scenario phase. If you take up QA earlier, then you will not have the appropriate QA and test coverage. If you do QA after the product or feature has been fully developed, then you will have to deal with a lot of demotivation among the developers due to rework.

You must test all the scenarios which are covered in the test scenario document along with the scenarios which you come across while testing the actual product. Add the new scenarios to the document while testing.

The execution phase takes its own time.There will not be any compromise on the time for QA. The results of the execution will be noted in the test scenario document and the same will be shared with the developers who have developed the product.

During the execution phase, not only the scenarios are just covered but the user experience would be tested too.The way the product behaves,all the functionalities,features,UI would also be tested.If a scenario fails.We would add the explanation of it along with the screenshot,URL,steps to reproduce.

Defect reporting

As Joel says in his blog,

“A great tester gives programmers immediate feedback on what they did right and what they did wrong. Believe it or not, one of the most valuable features of a tester is providing positive reinforcement. There is no better way to improve a programmer’s morale, happiness, and subjective sense of well-being than a La Marzocco Linea espresso machine to have dedicated testers who get frequent releases from the developers, try them out, and give negative and positive feedback. Otherwise it’s depressing to be a programmer.”

During a sprint ,the defects that are found should be noted in the a defect summary sheet (sample defect summary) of a test scenario document (sample template).This helps the developer to view the defect along with the explanation, screenshot, URL, and steps to reproduce the defect.

The developer then fixes the defects. If a defect is not valid, then it will be classified as one of the following:

• Feature
• Bug that cannot be fixed for various reasons or requires a design change.

Otherwise, the defect is marked as fixed in the relevant column of the test scenario document and also updates the Maniphest log. The defects can be related to the functionality, features, UI, or anything that affects the way the product works.

Maniphest

Maniphest is one of the defect-management tools that is used during the QA process. It helps to manage the entire bug life-cycle. As tests are executed, you may find bugs in the existing flow or may feel there is scope for a few enhancements. You should immediately, create a task in Maniphest and assign it to the relevant developer.

Based on the priority, bugs will be fixed. Once the bug is fixed, the author of the bug i.e. the relevant QA engineer will receive an email notification.This helps the QA engineer to retest the bug and change the status accordingly.

Retesting

Once the issue is marked as fixed by the developer in the test scenario document, the retesting of the specific defect is the responsibility of the QA engineer who reported the issue. The results of the retesting should also be recorded in the test scenario document.

The Testing phase ends with this step. Retesting will be done at the end of the Execution phase because execution is usually done on a fully developed product—the most stable version of the product.

Test closure

This is the step where the QA team prepares the release notes of the testing process.

Release notes contain the following information:

• Description of the product that was tested
• Time taken
• Approach followed
• Reference links
• Test results
• Type of testing that was done

After the release notes are sent to the whole team, the QA process ends.

Types of testing at HackerEarth

Automation testing

While there is plenty of room for improving the QA process at HackerEarth, we are now trying to put an emphasis on building automated tests so that we can let people do what people are good at and have computers do what computers are good at. That doesn’t mean that we never do manual testing or drop out of the pyramid. Instead we do the “right” amount of manual testing with more human-oriented focus (e.g. exploratory testing) and try to ensure that we never do repetitive manual testing.

Performance testing

Performance testing is an important type of testing which is a must before deploying any new change. Performance testing is performed to determine the behavior of a system under both normal and expected peak-load conditions. It helps to identify the maximum operating capacity of an application.We use New Relic for the performance testing.

“An application can work fine for a single user but may break when multiple users use it simultaneously.”

We use JMeter to perform load testing.

JMeter creates realistic & accurate scenarios, sends requests to appropriate servers which show the performance of an appropriate server/application via tables, graphs etc.

Environments used for testing

We have an environment that is a replica of the production environment. It is called the ‘staging environment’.We use this staging environment for the testing process.

The developers develop an application in their local environment and push it to staging where the QA engineer will test the application. All the testing takes place in the staging environment.

We would never have been able to get this far and achieve an effective QA process without a dedicated grassroots effort from everyone in the team. This effort would have failed if it hadn’t been combined with huge improvements in our testing tool, processes, and mind shift along with the business and developers.

“QA is hard!! If it was easy, anyone could have done it. The ‘hard’ part is what makes QA important!”

We have taken a serious and pragmatic approach to establish a definite QA process. The important thing about this process is that QA at HackerEarth has evolved into a multi-dimensional process. We have formulated this QA process collaboratively and improved it over time.

Wondering what is the best way to introduce QA process in your team? Just get started! Good luck!