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

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

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

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

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

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

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

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

— Joe Beda (@jbeda) March 16, 2021

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

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

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

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

— Roy Sarkar (@readroy) January 26, 2022

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

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

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

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

How to reduce burnout in the workplace

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

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

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

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

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

• Lead by example

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

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

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

• Encourage flexibility in the workday

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

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

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

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

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

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

• Provide employee assistance programs

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

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

• Equip employees with the proper tools

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

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

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

• Limit the team’s working hours

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

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

• Promote work-life balance

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

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

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

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

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

• Encourage employees to use vacation time

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

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

The job market is always changing – and with it, the way companies recruit and hire new employees. From in-person interviews to virtual job interviews to now job simulations, companies are constantly looking for new and innovative ways to assess candidates. Job simulations are a relatively new addition to the hiring process, but they’re quickly becoming one of the most popular tools employers use to assess candidates. Job simulations are precisely what they sound like – simulations of real-world job tasks. They can be used for various positions, from customer service reps to salespeople to engineers. One of the benefits of job simulations is that they allow candidates to show off their skills in a realistic setting. In a job simulation, candidates can demonstrate their ability to problem-solve, work under pressure, and think on their feet – skills that are often difficult to assess in a traditional job interview.

What is a job simulation?

Job simulations are tests that ask applicants to perform tasks that are similar to tasks they would do every day on the job. Job simulations are an increasingly popular way to help hiring managers make good decisions about whom they choose as employees. They provide a more realistic assessment of what it will be like working with them, giving you valuable insight into whether or not this person would fit into your business well and produce great results for the company overall. There are different types of job simulations, but they all have one goal in common: to help you assess a job candidate’s skills, abilities, and potential job fit. For example, some job simulations might ask candidates to complete a series of online exercises similar to what they would do on the job while others might be more like role-playing exercises, where the candidate is put in a simulated work environment and asked to complete tasks or solve problems.

Also read: Hire The Best Coders For Your Team With HackerEarth’s Coding Assessment

Job simulation benefits that you need to know about

Job simulations offer several benefits for both employers and job candidates. Job simulations allow employers to assess job candidates’ skills, abilities, and knowledge in a real-world setting. This type of assessment is especially beneficial for positions that require problem-solving skills or decision-making ability. For job candidates, job simulations offer a chance to demonstrate their skills and abilities in a pressure-free environment. They also provide an opportunity to receive feedback from an employer on their performance. Overall, job simulations are valuable for both employers and job candidates. Given below are the most commonly used simulations:

A better understanding of the job:

Job applicants can learn about what they will be doing on the job which means that if they are hired, they will know exactly what is expected of them. This gives them peace of mind because employers are more transparent about available positions. Positions have detailed descriptions of what the employee is responsible for. This will help the employee do well under pressure and follow protocol.

Predict on-the-job performance:

You can find out in advance what a candidate’s true performance on the job is like by using simulations, which are unique to hiring. With these tasks given to new employees and their real-life results compared against one another, it will give you confidence that your decision was correct when making someone an offer or not.

Easy and time-saving:

Job simulations are a time-saving, cost-effective, and user-friendly alternative to pre-employment tests. They can be completed in just minutes without any hassle or difficulty which makes them perfect for busy hiring managers looking to get the job done quickly.

Impartiality:

People can understand how they measure up to other people for certain jobs. They know that this system is fairer than other systems because it is not possible to know what skills were used during training sessions.

Predict job satisfaction:

You want your employees to be happy and enjoy their work. This is because they will perform better if they are happy. One way to make sure people know if they will like the job is by simulating a real work environment. This will help the candidate understand more about what the job entails. When someone understands that they will enjoy the job tasks, they are more likely to enjoy the job itself. It is great for you because you can make a wise decision, and it is also great for them because they can have a better understanding of the job.

Employers stick to their main objective:

You should not just hire someone because you like them. If everyone is similar, there will not be a good balance in the workplace. It is better to have a team of people who are different from each other. You can do this by using job simulations. This will help you to choose the best candidate based on their skills and not on personal biases.

Personalized simulations:

You can create simulations that are personalized to the job. This will help you to assess if the candidate has the specific skills that are required for the job. It is important to have a simulation that is as close to the real job as possible. This way, you can be sure that you are making the best decision for your company.

Customizable:

You can customize simulations to assess different skills. For example, if you want to assess teamwork skills, you can create a simulation that requires candidates to work together to complete a task. If you want to assess customer service skills, you can create a simulation in which candidates have to deal with difficult customers.

Objective:

Simulations are objective and provide data that can be analyzed. This data can be used to make decisions about who to hire.

Valid:

The validity of simulations means they accurately reflect the job. If a simulation is not valid, it will provide inaccurate data about jobs to be performed on them.

Reliable:

Simulations are reliable and produce consistent results. If a simulation is not reliable, it will not provide accurate data about the job.

Option to opt-out:

Opting out is an option that applicants have. It might seem like a disadvantage at first, but it’s better for both the candidate and employer if they leave before being hired because leaving after hiring will affect your workforce management whereas opting out during the job posting process won’t.

Promotes diversity:

Company leaders are realizing that they need to have a diverse workforce for their company to succeed. Without it, customers will go elsewhere and growth might never happen. Many companies struggle to find employees that represent the full spectrum of society. Some businesses have trouble retaining them and others might not be able to hire applicants at all because their job descriptions are too general, which can lead employers into unconscious hiring bias where they subconsciously select candidates based on race or gender rather than qualifications such as skillset.

Also, read: Diversity And Inclusion in 2022: 5 Essentials Rules To Follow

Some common problems people face when trying to create inclusive workplaces include employee retention issues due to ongoing support from management. The need for more diverse recruitment tactics to succeed with this task as hiring managers are having difficulty finding qualified workers. The solution lies in making sure everyone feels valued. Job simulations allow people to explore jobs without any risk or consequences, allowing them to find out if it’s something they want before investing time and energy into starting a new career. Many times candidates go through this process early on in their search so that they get more information about what type of job would be best suited for them. This makes sure that once things do become serious between two companies there is no confusion as far as what is expected of either side. Job simulations provide an invaluable service for both employer and employee, taking the guesswork out of the hiring process and allowing everyone to move forward with confidence. Job simulation exercises have been used for many years to prepare employees before they take on new roles. These simulations allow companies to measure both knowledge of the position and ability, but also interpersonal skills through role-plays where people get infinite chances at making mistakes without any consequences.

Types of job simulations

There are many different types of job simulations. You might have to do an assignment in person, take a test online, or do a project at home. You might also have to act out a role, give a presentation, or do a simulation on the computer. Given below are a few of the most common job simulation examples:

Hands-on tests:

Hands-on tests are a way for potential employers to see how you would do the job. They will ask you to do things that are similar to what you would do on the job. This could be writing code, working with others to design a website, or completing an onsite construction task.

Also, read: 6 things to look for in your coding assessment tool

Live job simulations:

Live simulations are a way to see how you might handle different situations. They can be done in a virtual room or in person. You might have to do a role-play, group interview, presentation, or case study. The goal is to see how you solve problems, use your skills, and understand the role. Group interviews can show who has leadership skills, who works well independently, or who is good with clients.

Role-Playing:

Role-playing is a common way to test someone’s skills in a work environment. In this type of simulation, you will be asked to pretend to be in a work situation and deal with the challenges that come up.

Take-home tests:

Some companies prefer to give candidates a take-home assignment instead of a timed skill test or live simulation. Here, job seekers should take-home assignments to show how they work independently and without hands-on management. Some experts believe this is less accurate than doing the job in person, but if you’re looking for an insight into someone’s skill set it can be a good strategy.

Situational tests:

Situational judgment tests are questions about work-related scenarios. The test-taker is asked to use their judgment to find a solution that will work out for everyone involved. These tests are good for jobs such as customer service and supervisory roles.

In basket tests:

In-basket exercises test how well you can do certain tasks such as responding to emails, taking phone calls, and handling grievances in a set amount of time. They are often used to test administrative and managerial skills.

Live presentations:

Presentations can be a great way to assess candidates’ ability to present in a convincing, enthusiastic, and engaging way with their audience. Presentations allow you to see how well someone can structure a presentation and how they adapt when something unexpected happens. Presentations are the best way to find people for jobs in sales, marketing, human resources, and training and development.

Group interviews:

Group exercises are when more than one person is invited to work together. The people in the group are assessed on their performance and behaviors. Many customer-facing positions, like sales, consulting, or management positions use group exercises. This way, you can see how well the candidates work in a team, communicate, as well as delegate tasks. Group interviews are also helpful when you want to save time and money. You can also use this opportunity to spot leaders, reduce biases, and compare candidates in real-time.

Live Case Studies:

In this type of interview, you will be given a challenging and relevant business scenario to solve. These interviews are good for higher-level positions as they put candidates in difficult environments with high pressure which can assess their problem-solving skills or adaptability abilities. As you can see, there are many different types of job simulations that you can use in your hiring process. By using a variety of job simulations, you can get a better idea of how the candidate would perform on the job and how to prepare for job simulation practice tests. If you’re looking to improve your hiring process, consider using some or all of these different types of job simulations.

How to set up and run a job simulation assessment for tech hiring

Incorporating job simulations into the tech hiring process offers a direct window into a candidate’s practical skills and problem-solving abilities. Here’s a comprehensive step-by-step breakdown of the process:

• Conduct a ‘Needs Analysis’

Begin by understanding the core responsibilities and challenges of the job role. Engage with team members to identify crucial tasks and potential scenarios that can be used in the simulation. Tech recruiters can sync up with engineering leads and CTOs, to understand the nuances of an open role and the expectations from a developer who fills the role.

• Develop the scenario

Design a task that mirrors the real-world responsibilities that align with the given role. Ensure it’s challenging enough to gauge a candidate’s skills but feasible within the given timeframe.

• Establish a controlled environment

Utilize platforms like virtual machines, sandboxed environments, or specific simulation software. This ensures that candidates have a realistic experience without the risk of disrupting main systems.

• Clarify objectives and guidelines

Set clear expectations. Candidates should be aware of the objectives, available tools, time limits, and the process of evaluation

• Monitor and evaluate

While the candidate is engaged in the task, observe their approach, resourcefulness, and efficiency. It’s not just about the end result; the process can be equally telling.

• Feedback and reflection

Post-simulation, hold a debriefing session. Discuss the candidate’s approach, thought process, and areas of improvement. This feedback will help both the candidate and the evaluator understand clearly if said candidate is the right person for the job.

Examples of common job simulation tests

In the realm of tech hiring, job simulations can vary widely based on the role in question. Here are some useful examples:

Code writing and debugging simulations: This is a staple for developer roles. Candidates might be asked to write code fulfilling specific criteria or debug existing code to rectify issues.

System Design simulations: Especially relevant for architect roles, this simulation assesses the ability to design robust systems given certain constraints and requirements.

Pair programming: Candidates collaborate with a current team member to co-create a solution, offering insights into their teamwork and coding abilities simultaneously.

Technical troubleshooting: Particularly helpful for IT support or system admin roles, simulations might revolve around diagnosing and resolving tech issues within a system.

When and where to use online job simulation test in tech hiring

Post the initial screening: Once resumes have been shortlisted and basic qualifications are vetted, engineering leaders can use simulations to delve deeper into a candidate’s practical skills.

Before conducting an in-person interview: Before investing time in comprehensive interviews, simulations can provide a skill-based shortlist, ensuring only the most competent candidates move through to the next stage.

For remote evaluations: With the rise of remote work, simulations offer a consistent metric to evaluate candidates globally and understand their real-world skills.

For lateral hiring and specialized roles: For roles that demand deep expertise or are pivotal to business operations, simulations can provide a more nuanced understanding of a candidate’s capabilities.

Also, read: Complete Coding Assessment Guide – Definition, Advantages, and Best Practices

Create the perfect online job simulation assessments with HackerEarth

If you’re looking for the perfect online job simulation assessment for developers, HackerEarth has exactly what you need. Our job simulation questions are specifically designed to test a developer’s skills and knowledge, and they can be customized to match the job you’re hiring for. Plus, our platform makes it easy to administer the assessment and track results.

Also, read: How To Create An Automated Assessment With HackerEarth

Over 13000+ questions

HackerEarth Assessments provides an excellent library of coding questions that you can use for assessment purposes. It also offers the ability to create custom test items if needed, with 13000+ unique exam-building possibilities at your disposal. Get the ability to ask 12 different types of questions, including project-type problems with custom data sets and test cases.

Automated invigilation and robust proctoring

HackerEarth’s automated invigilation with robust proctoring gives you the security of knowing that your assessments are completely fair. It also prevents impersonation, reports tab switching for all hackers on screen at once, and customizable stringency settings to make sure no one gets treated unfairly or willingly cheats and plagiarizes their work which is why we recommend this powerful tool.

40+ programming languages

With the ability to code in 40+ programming languages, a real-time editor, and compatibility with Jupyter Notebooks. HackerEarth Assessments make it easy for developers who love learning new things on their terms while also being able to provide employers valuable feedback through assessments.

Detailed reporting

HackerEarth has made it easy to find and evaluate developers. With detailed reports on each candidate’s performance, insight-rich software that captures all the important data about codes executed during interviews as well as a replay feature for those wanting more detail – HackerEarth is your one-stop shop when looking at potential new hires.

Data-driven dashboards

The HackerEarth Assessments dashboard is a data-driven insight to help finetune the hiring funnel. It gives you an in-depth analysis of your coding tests and creates industry-leading processes for finding new talent, enabling any business or organization that needs it with no artificial intelligence required.

Enterprise-level features

HackerEarth is the perfect place for any enterprise looking to build their tech team with no worries. We offer industry-leading compliance, security, and scalability so you can be confident in whatever size of the organization that suits your needs best. In a world where the job market is becoming increasingly competitive, it’s more important than ever to make sure you’re doing everything in your power to set yourself apart from the rest. Work simulations are one way of doing just that. They give candidates a chance to experience what it would be like to do the job they’re applying for. Not only that, but as mentioned above, job simulation training also has several other benefits that can help both employers and employees alike. If you’re looking for ways to create better online job simulations while hiring developers, check out HackerEarth as it has everything you need under one roof.

FAQs on job simulations in tech hiring:

#1 How extensive should a job simulation be?

It should be comprehensive enough to gauge necessary skills but should not demand too much of a candidate’s time. Understand that many candidates are working employees who may not have too much time on their hands to devote to a simulation test. Creating a really long test will only result in drop offs. A good time limit for such tests usually ranges between 30 minutes to 2 hours.

#2 How do job simulations compare to traditional interviews?

Simulations are more task-oriented, focusing on practical skills. Traditional interviews, while also essential, often emphasize soft skills and cultural fit. Simulations can help in finding the right candidate for specialized roles, and gives developers a way to showcase their skills in real time. Traditional interviews may lack this component of real-time skill testing, and hence fall behind job simulations in terms of efficacy.

#3 Is there a candidate preference for job simulations?

Many candidates appreciate the clarity and fairness simulations offer, allowing them to demonstrate skills in a realistic context, rather than abstract discussions.

#4 Are job simulations adaptable for all tech roles?

Absolutely, but the design and complexity should be tailored to align with the specific responsibilities and challenges of the role in question.

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

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

What are programming languages?

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

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

Types of Programming Languages

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

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

Top Future Programming Languages

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

Java

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

JavaScript

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

Python

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

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

Kotlin

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

R

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

C/C++

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

Go

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

PHP

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

Swift

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

C#

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

Build a future-ready team with HackerEarth

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

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

Also, read: Building Future-Ready Tech Teams

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

Some of the key features and benefits of HackerEarth are:

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

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

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

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

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

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

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

Settle in, and let’s get to it!

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

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

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

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

Recommended read – Remote Work And Recruitment: An ATS Story

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

About Colet Coelho:

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

Two years of the world adapting to new ways of working and the tech industry has pretty much seen it all. From working fully remote to transitioning to hybrid work models, recruiters know what kind of technology they need to streamline their hiring processes. Be it virtual coding assessment tools or online coding interview tools, the recruitment tech stack has vastly been improved to keep up with the ever-changing hiring landscape.

Consequently, there has been an explosion of tech interview tools that claim to help you at every step of the recruiting life cycle. You, as recruiters know what you need but how would you separate the wheat from the chaff—a good marketing pitch versus a functional tool that does what it claims to do?

And this is where we step in! Allow us to point out the most important elements of coding assessment tools that you need to watch out for.

6 things every online coding assessment tool should have

Choosing the right coding assessment tool may make or break your recruitment process. It is important that whatever tool you decide to run with meets all your requirements and helps simplify finding the best candidate for the job.

We did our research and here are some of the features that constitute a capable and reliable coding interview tool:

Easy integration with your existing ATS

The modern recruiter cannot manage or sift through large volumes of candidate data on a spreadsheet. That’s a recipe for disaster right there.

An applicant tracking system (ATS) is built to solve just that. Work with a tool that offers effortless integration with an ATS, where you can sync all candidate data in one place. It acts as a centralized repository of candidate data—keeps track of resumes and saves all received applications even if they were not hired.

Your ATS helps you effectively screen applications by setting filters instead of doing it manually. It can also ensure that the candidates are all on the same page by sending them real-time updates about their progress at each stage of the interview. Your hiring team can easily check the status of any selected candidate directly from the ATS.

You can create and send assessment invites from the ATS itself and do away with switching between multiple platforms.

Recommended read – Remote Work And Recruitment: An ATS Story

Rich library of questions

Any good online assessment tool will offer a wide array of programming languages, and frameworks as well as tests for both modern and legacy coding skills. You should be able to test for all developer roles whether it is frontend or backend. It should consist of a range of programming languages and frameworks for all coding job roles such as iOS developer, Android developer, web developer, data scientist, and so on.

Automated invigilation with proctor settings

When hiring remotely, it is not possible to closely monitor candidates during the tests. This is where automation takes over. A capable coding assessment tool provides automated invigilation with proctor settings. Proctoring allows you to observe candidates through video during the test and protect the quality of the assessment.

The automated assessment tool should also report tab switching, prevent copy-pasting code, and eliminate candidate impersonation with the help of image processing.

Recommended read: 3 Things To Know About Remote Proctoring

Assessments created for individual roles

What a hiring manager looks for in a candidate varies from role to role. The platform should enable you to build your custom coding assessments as per your requirements. You should have the choice of creating different types of questions like MCQs, project-type, or subjective questions that simulate on-the-job problems with the help of custom data sets and test cases.

Recommended read: 4 Ways To Create Tests With HackerEarth

Grading based on standard evaluation parameters

It’s always advisable to conduct structured interviews to ensure that the hiring process is fair and impartial. One way to do this is by evaluating every candidate against standardized parameters to keep the assessment objective. Scoring reports that are automatically generated at the end of the assessment make it simple and quick for you to identify who goes on to the next round and who doesn’t.

Not only does it cut bias out of the equation but also lets you update the candidate in real-time and ensure that they are kept in the loop at every step of the hiring lifecycle.

Automated performance reports

Any coding test platform supplies in-depth analytics and insights into a candidate’s capabilities with summarized, auto-generated performance reports. You can identify top performers in an instant and screen them further based on work experience and other relevant criteria. This helps you make data-driven decisions in collaboration with your team as all candidate performance data is available on the dashboard.

Top 5 Online Assessment Tool

Choosing the right online assessment tool can streamline your hiring process, ensuring you find the best candidates for your technical roles. Here are the top five coding assessment tools that stand out for their features and effectiveness:

HackerEarth:

HackerEarth combines coding challenges, hackathons, and real-world projects to assess candidates’ skills. It’s known for its user-friendly interface and detailed analytics, making it easy to identify top talent.

HackerRank:

Known for its extensive library of coding challenges and competitive coding environments, HackerRank, the online assessment tool is ideal for assessing a wide range of programming skills and languages. It offers robust reporting and benchmarking capabilities.

Codility:

This online assessment tool excels in evaluating candidates’ coding skills through real-world tasks and coding scenarios. Codility’s automated grading and anti-cheating measures ensure a fair and efficient assessment process.

LeetCode:

Popular among developers, LeetCode provides a vast repository of coding problems that cover various topics and difficulty levels. It’s excellent for both preparing candidates and assessing their problem-solving skills.

CodeSignal:

With a focus on providing a comprehensive evaluation, CodeSignal offers coding tests, technical interviews, and custom assessments. Its advanced coding environment supports a wide range of programming languages and frameworks.

HackerEarth, the best coding assessment tool for your organization

Online Coding assessment toool enable you to assess a candidate’s technical skills objectively. It helps recruiters zero in on the right talent from among a vast talent pool, quickly. Do your research wisely and choose the best coding assessment tool that fits all your needs.

As we discussed before, a good tool is simple to use, has an enormous question bank, uses a combination of knowledge and application-based techniques such as MCQs and simulators to measure job-relevant skills, and provides data-rich insights into a candidate’s performance.

Here’s why we think HackerEarth Assessments is a great option for a coding assessment tool:

• A rich library of 13,000+ questions across 80+ programming skills helps you to create highly specific coding assessments with zero technical understanding.
• Creation of your assessment for any job role or expected skill in under 5 minutes or based on job descriptions, with the option to build custom questions.
• The choice of designing various types of questions like MCQs or project-type questions that simulate real-time problems.
• Seamless integration with popular ATSs like LinkedIn Talent Hub, Lever, Workable, JazzHR, and more, which means you can sync all your candidate data with your ATS.
• Instantly invite candidates to take the assessment you created on our platform. See at what stage each candidate is in throughout the hiring lifecycle, and avail performance reports, all from your ATS—without switching between multiple tools.
• Robust proctoring efforts with the choice to customize the stringency, data-rich insights on each candidate’s performance, and built-in PII (Personal Identifiable Information) feature that mitigates bias in the process to offer an objective, accurate, and impartial screening process.
• Auto scoring based on standardized evaluation parameters to ensure each candidate is assessed fairly.
• Provides actionable insights into a candidate’s skills with summarized, automated performance reports.

Go on, take HackerEarth for a spin and see for yourself if everything we claimed checks out! Remember, you only know the difference between a tool that’s good on paper and a tool that can provide good results when you actually test it out.

Keep the top features of a coding assessment tool in mind while making your decision, to find the perfect fit for your recruitment tech stack!

FAQs about Coding Assessment Tools

Q: What are coding assessment tools?
A: Coding assessment tools are software platforms that help employers evaluate the coding skills of potential hires through various challenges, tasks, and tests.

Q: How do coding assessment tools work?
A: These tools provide a range of coding challenges and scenarios that candidates must solve. They often include automated grading and performance analytics to streamline the evaluation process.

Q: What should I look for in a coding assessment tool?
A: Key features to consider include the variety of coding challenges, language support, ease of use, anti-cheating measures, and detailed reporting capabilities.

Q: Can coding assessment tools prevent cheating?
A: Yes, many tools include anti-cheating measures such as webcam proctoring, plagiarism detection, and controlled coding environments to ensure the integrity of the assessments.

Q: Are coding assessment tools only for recruitment?
A: No, they can also be used for employee development, training, and identifying areas for improvement within your current team.