At the time of writing this, we’re all in the middle of a meltdown in the tech industry. Companies like Meta have had to lay off up to 13% of their workforce, and Amazon had to trim the salaries of 50% of its employees this year to manage budgets.

If you’re one of these companies that had to lay off members of your tech team or are finding it hard to hire due to fiscal constraints, then you’re undoubtedly facing a talent crunch.

Now, you have two choices:

Choice 1. Hire employees on a tight budget

Choice 2: Ask existing employees to take on the responsibilities handled by the employees who had to be laid off

The problem? Your existing employees don’t have the skills to take on those extra responsibilities. This results in halting the organization’s overall progress.

Upskilling and reskilling can be your weapons in such struggling situations. They put you at the forefront in helping your employees adapt to the new changes in the recession.

In this article, we’ll uncover:

• The difference between upskilling and reskilling
• Benefits of upskilling and reskilling
• Examples of companies leveraging upskilling and reskilling programs
• An important drawback of most learning platforms that employers need to be aware of

What is upskilling and reskilling?

Upskilling and reskilling sound very similar, but they both have different business goals. Your company needs processes for both in order to bridge the skill gap and boost growth.Let’s understand them in detail.

Upskilling

Upskilling refers to the process of acquiring new or advanced skills that are relevant to one’s current or future job, profession, or industry. It involves learning new techniques, technologies, or approaches to work that can help individuals increase their productivity, efficiency, and effectiveness in their roles.

Upskilling can be done through a variety of methods, including formal training programs, online courses, on-the-job training, mentorship, and self-directed learning. It is often pursued by individuals who want to stay competitive in their careers, keep up with industry trends, or advance their professional goals.

For example, a backend developer can join a full-stack development program that teaches them about React and Node JS in order to transition to a full-stack role.

The three key reasons why an engineering leader might want their team to go through an upskilling program are:

• Helping employees perform better in their current job
• Helping the workforce adapt to new and future changes in the industry
• Helping the workforce stay confident in their skills and adapt to new industry changes

Also, read: How to Assess Programming Skills Before Hiring

Upskilling is no longer a luxury—it’s a survival skill,” says Riccardo Ocleppo, founder and director of the EU-accredited Open Institute of Technology (OPIT). “Our flexible online MScs in Computer Science and Data Science let professionals earn a recognised degree without pausing their careers.”

Reskilling

Reskilling refers to the process of learning new skills that are different from one’s current job or profession, with the aim of switching to a new career or industry. It involves acquiring a completely new set of skills that are relevant to a different job or profession. However, the skills employees learn may or may not overlap with their current role.

Reskilling may involve pursuing formal training programs, apprenticeships, internships, or other learning opportunities to gain the necessary skills and knowledge required for a new profession. It may also require significant investment in time, effort, and resources, as individuals may need to start from scratch in a new field.

One example of reskilling in the tech world is when a software developer decides to transition to a career in cybersecurity. This would involve acquiring a completely new set of skills and knowledge, such as understanding different types of cyber threats, security protocols and measures, and the tools and technologies used to mitigate these risks.

Scenarios in which engineering leaders might ask their team members to reskill include:

• Transitioning to new projects or initiatives that require skills that are different from the current expertise.
• Adapting to new technology such as when rewriting their code base or changing their underlying infrastructure.
• Retaining high-performing existing employees whose roles have become redundant
• Filling vacant roles in the organization through lateral hiring.

How are upskilling and reskilling different?

Now you know what exactly upskilling and reskilling mean. So let’s weigh in the differences both the terms have for better clarification:

UpskillingReskillingIt helps employees learn additional skills to perform better in their current job.It helps employees to learn new skills to perform a different job.The skills they learn are relevant to their current job.The skills they learn are not related to their current job.It involves employees polishing their current skill sets.It usually involves a change in career.More employee-focused. Upskilled employees can get new opportunities and develop talent for personal growth.More employer-focused. It helps organizations retain their best talent by providing them with growth paths

Why are upskilling and reskilling important?

According to the book Organizational Learning and Development During Recession by Marianne Reyes, Martin Clarke, Director of General Management Programmes at Cranfield School of Management, stresses:

It is vital to give your top people the support they need, especially during economic downturns” because a “well-trained and skilled workforce will be instrumental in supporting organizations during the downturn as well as after economic recovery and growth resumes.

The author talks about a survey conducted by Boston Consulting Group and the European Association of People Management that found cutting down the training and development costs during the recession can have a serious impact on the organization in the longer run.

Clearly: upskilling and reskilling of employees is crucial for the individual’s growth as well as the organization’s growth, and it becomes even more important during a recession. According to The Future of Jobs Report 2020, companies say that about 40% of workers will require six months of reskilling, and 94% will have to learn new skills on the fly. Why? Because tech leaders anticipate the in-demand skills to change in a few years, and the current hiring freeze has left them without the option of onboarding specialized talent.

This is not to say that skill improvement has benefits only during an economic downturn. The pandemic taught us that technology and business needs can change on a dime, and tech teams need to be prepared for more such “out of the left field” moments. However, it is true that learning and development programs have significant value in keeping the product pipeline churning during a hiring freeze.

With that said, let’s look at some of the ways in which timely learning programs can help your tech teams during crunch situations (with real-life examples):

#1— It can reduce skill gaps (the IBM example)

In 2009, the global recession significantly impacted IBM’s revenue and growth. To overcome this challenge, IBM decided to launch a program called the Skills Initiative that aimed to train and retrain IBM employees in high-demand skills, such as cloud computing, data analytics, and cybersecurity.

As part of the program, IBM offered employees a range of learning opportunities, including online courses, virtual classrooms, and hands-on training. The company also provided financial incentives for employees who completed training programs and achieved new certifications.

The Skills Initiativehelped IBM to retain its workforce during the recession and equipped its employees with the skills and knowledge needed to meet the changing demands of the market. By upskilling and reskilling its tech team, IBM was able to remain competitive and even expand its business into new areas, such as cloud computing and data analytics.

#2— It can boost productivity and retention (the AT&T example)

During the 2008-2009 recession, AT&T faced a decline in its revenue and was forced to lay off a significant number of employees. To reduce costs and remain competitive, the company decided to upskill its remaining workforce to improve productivity and retain employees.

AT&T implemented a comprehensive training and development program called Workforce 2020, which aimed to upskill its employees in emerging technologies, such as cloud computing, big data analytics, and machine learning. The company invested heavily in online training programs, workshops, and mentoring to help employees learn new skills and apply them to their jobs.

The upskilling program had several benefits for AT&T, including heightened productivity, reduced errors and defects, and improved customer satisfaction. Additionally, the program helped AT&T retain its employees during the recession by offering them new opportunities to grow and develop their careers within the company.

#3— It definitely can save your budget! (the Microsoft example)

Imagine hiring a new employee during a recession. The process of starting from scratch is time-consuming. Instead, it is always easier to bridge the skill gap through learning programs than conducting the hiring process from scratch and bringing in the new hire.

In 2018, Microsoft announced a new initiative called Microsoft Leap, which aimed to reskill and retrain thousands of its existing employees who were at risk of being displaced by automation and artificial intelligence. The program included a four-month training course that covered both technical and soft skills and provided hands-on experience with emerging technologies such as machine learning, data science, and artificial intelligence.

Through the Microsoft Leap program, the company was able to reskill more than 10,000 of its employees and retain them in new, high-demand roles within the company. According to an article in Forbes, Microsoft was able to save approximately $30 million in recruitment fees alone by reskilling its existing employees instead of hiring new ones. The company also reported that the reskilling program led to a 38% increase in employee satisfaction.

Also, read: Internal Hackathons: Drive Innovation and Increase Engagement in Tech Teams

The drawback of most upskilling and reskilling programs

While the upskilling and reskilling programs are commendable initiatives taken by organizations, they come with a drawback: no measurable ROI, which means there is no clear way to see real skill development.

To understand this further, I sat down with our Founder, Sachin Gupta to understand skill benchmarking and why it is critical in today’s world. Here’s what he said:

• The technology landscape is changing so rapidly that organizations have to continuously adapt to the cumulative skills of their employees—to keep them in line with the tech innovation curve.
• Large organizations find it challenging to have an accurate picture of the skill map of their teams and data in HCM tools.
• While many organizations have learning programs, they struggle to measure the ROI from such programs.
• While employees intend to upskill, they may not always have a sense of their skill baseline as they may not know how they are progressing in their skill development journeys.

How to develop an upskilling and reskilling strategy for your employees?

According to LinkedIn’s 2023 Workplace Learning Report, 89% of L&D pros agree that proactively building employee skills for today and tomorrow will help navigate the evolving future of work. That’s the reason organizations need to double down on their efforts to upskill and reskill their employees. But how?

Here’s a 5-step process you can use to develop an upskilling and reskilling strategy.

Step #1—Conduct a skill gap analysis

A skill gap analysis is an assessment conducted by HR teams to identify whether or not the current skill sets of employees can meet the overall needs of the company.

For example, the organization conducts a survey where they ask questions to their employees about the current skills they possess and how they have upskilled themselves. Employees fill out the survey, and the HR team analyzes submitted data.

To conduct a skill gap analysis:

Plan

Perform skill gap analysis at two levels—individual and team.

• For individuals, identify the skills a job needs and compare them to the employee’s actual skills.
• For teams, determine whether employees have relevant skills to work on a new project or will the company need to hire externally.

Identify key skills

What skills do we value as a company? What skills do employees need to do their work well and will need in the future? Answering these two questions will help you understand the skills you require.

Measure your current skills

Create a skills spreadsheet for each position, and list the skills employees in these positions have.

Step #2—Integrate upskilling and reskilling into your employee development plans

Emphasize the importance of learning and reskilling for employees. There may be times when employees cannot upskill themselves due to their key responsibilities. That’s where you as an organization need to integrate learning and development programs into employees’ annual goals and objectives.

For example, offering eLearning assets to employees every quarter, such as an eBook relevant to their expertise.

These employee learning programs can fuel knowledge and skills in employees, and help them stay prepared for the future.

So, make sure the goals are:

• Specific
• Obtainable
• Time-bound

For example, developers on the engineering team need to learn at least two skills within the period of 6 months.

Step #3—Choose your training methods

There are several training methods to choose from:

• eLearning
• On-the-job training
• Instructor-led training
• Role-playing
• Coaching
• Simulation training
• Group activities
• Video training
• Cross-training
• Job shadowing
• Case studies

But before choosing a specific training method, make sure the learning and development team understands employees’ learning styles and uses the right format for them.

For example, the L&D team uses group activity learning format for employees who prefer learning one-to-one.

Step #4—Leverage technology

To streamline the development of your employee development program, you need to amplify technology. Here are two primary technologies you’ll need when you plan to create your own learning and development programs.

1. Learning management system

A learning management system handles all aspects of employee training—from creating to delivering and tracking training material. It helps both the organization and employees by:

• Tracking employee’s progress toward meeting their learning goals
• Collecting data for improving the learning process.

For example, Paycore, a corporate LMS helps administrators organize learning programs for individuals, teams, or departments. With this software, administrators can create interactive online course content with surveys, quizzes, and assessments.

2. Digital adoption platform

A digital adoption platform integrates with the company’s training program applications. It helps employees navigate the platform by offering step-by-step instructions to complete a specific task.

For example, Whatafix is a digital adoption platform that helps L&D teams create in-app content such as step-by-step guidance, walkthroughs, task lists, and smart tips to guide employees through complex digital processes.

Step #5—Follow up and track progress

The ultimate goal of the upskilling and reskilling program is not just to get your employees to upskill but to check if they have learned new skills. That’s where you need to measure the training program’s effectiveness and monitor KPIs. Some of the KPIs include:

• Course completion rate
• Training progression rate
• Assessment score
• Lowering skill gap analysis
• Improving proficiency.

So, use the following metrics to measure the effectiveness of the learning and development program:

Employee feedback

Once the training program is complete, ask employees about their experience with the training program. What have they learned from the program? Was the program in-depth or did they need more resources to strengthen their skill development? How are they planning to use these skills in their job?

Skill assessments

A skill assessment platform helps L&D teams see whether or not employees have learned the subject and topic well from the training program.

For example, HackerEarth’s learning and development program offers an assessment platform.

This is where L&D teams can create their assessment platform for their employees to take assessments after completing the training program. Further, the platform also provides employees’ progress reports to their managers.

Post-training job efficiency

Observe your employees and see how they have executed the newly learned skills on the job. But the problem with tracking the employee’s progress?

Even after observing their work, there is no documented data of how much of the newly learned skills they implemented and whether or not they are ready to take up the additional role or move to an entirely different role.

That’s where HackerEarth’s learning and development program helps organizations.It does not only provide you with a skill assessment platform but, as Sachin says:

• The product introduces a layer of objectivity to their upskilling program
• It creates a guided learning path where they can see their progress firsthand

According to Sachin, there are 4 things users can expect from this L&D product:

• Employees will get real-time and objective feedback on their skill development. Starting with baseline evaluations, through continuous evaluations, and ultimately a summative assessment. Over time, we will be able to recommend to learners what specific areas of skill development they should focus on.
• Employers will be able to measure ROI on their upskilling programs.
• Employers will be able to create a skill map for their organization. They can understand the current skill set in their team and plan for skill development over time.
• Accurate skill data can help employees and employers match people to opportunities they are most suited to.

All these things lead to greater output but also more engaged and retained teams.

You see? The goal here is for both employees and organizations to get a clear view. For organizations, it’s about whether or not employees have developed their skills, and if so, are they ready to take on more specialized roles?

For employees, it’s about seeing whether they have a clear career path to move forward on.

Use learning and development tools to upskill your tech teams

To sum up, learning and development programs should be an important facet of every tech team’s culture on any given day. However, during troubling times such as a recession, it can become a crucial weapon in fighting the wolves at the door.Upskilling and reskilling programs can help you:

• Retain your high-performing engineers
• Provide them paths to grow their skill sets and their career prospects
• Help your tech team stay ahead of time.

And so, choose the right learning platform to empower your employees in keeping up with changing technologies and on-demand skills. See their progress in real-time with HackerEarth’s learning and development platform that offers curated assessments and learning paths to your internal employees, and helps you quantify the benefits of every certification.

Ever since ChatGPT made a public debut in November 2022, it has been the fodder for headlines. Its popularity proves that there isn’t a single industry or vertical that will not be fundamentally reshaped by generative AI platforms in the near future. Recruiting, in general, and technical assessments, in particular, are no different.

While ChatGPT can be used in technical recruiting to make manual work more manageable, it also has a proven drawback – candidates have been using it to answer take-home coding tests during the hiring process.

Due to the growing concern around the use of generative AI in coding tests, we decided to address the topic head-on and help our users understand the measures we have put in place to detect, prevent, and manage such practices.

But first, a note about LLMs and their use cases

LLM stands for Large Language Model, a machine-learning model designed to process and generate human-like natural language. LLMs are typically built using neural networks and deep learning algorithms and trained on vast amounts of text data to learn patterns and relationships between words and phrases.

LLMs aim to generate coherent and relevant responses to natural language inputs, such as questions, statements, or commands. This makes them useful for a wide range of applications, including language translation, chatbots, content generation, sentiment analysis, and answering questions.

LLMs have become increasingly popular in recent years due to advances in deep learning algorithms and the availability of large datasets. Some of the most well-known LLMs include GPT (Generative Pre-trained Transformer), BERT (Bidirectional Encoder Representations from Transformers), and T5 (Text-to-Text Transfer Transformer).

The growing demand for LLMs has led to some burning questions. Businesses are wondering about a future where LLMs are integral to day-to-day work and can generate more profits. In the tech industry, many have welcomed LLMs like ChatGPT as an extension of the existing coding tools, and are looking at ways of integrating the platform into their coding process.

Here’s how LLMs can transform the way we interact with computers and other digital devices:

1. Language translation: You can use LLMs to automatically translate text from one language to another. This is particularly useful for businesses operating in multiple countries and trying to reach a global audience.
2. Chatbots: LLMs can help chatbots respond to customer inquiries in natural language, saving significant time and money by automating customer service tasks.
3. Content generation: Use LLMs to generate content for websites or social media. For example, an LLM could be trained to write news articles or social media posts based on a given topic.
4. Sentiment analysis: Analyze text data and determine the sentiment behind it with LLMs. This is useful for businesses looking to monitor customer feedback or social media activity.
5. Answering questions: You can leverage LLMs to answer questions in natural language. For example, an LLM could be trained to answer questions about a company’s products or services.
6. Summarization: Automatically summarize long documents or articles with LLMs. This is useful for businesses looking to quickly extract key information from large volumes of text.

So now, what is ChatGPT?

ChatGPT is a Large Language Model (LLM) based on the GPT (Generative Pre-trained Transformer) architecture. It is one of the most advanced LLMs available and is capable of generating human-like responses to natural language inputs.

ChatGPT is trained on vast amounts of text data and uses a deep learning algorithm to generate responses to user inputs. It can engage in conversations on a wide range of topics and is capable of providing contextually relevant and coherent responses.

One of the key advantages of ChatGPT is its ability to generate natural language responses in real time. This makes it a useful tool for a variety of applications, including chatbots, virtual assistants, and customer service platforms.

OpenAI, a leading AI research organization, developed ChatGPT. It is based on the GPT-3 architecture, which was trained on a massive dataset of over 45 terabytes of text data. Overall, ChatGPT represents a significant advancement in the field of Natural Language Processing and has the potential to transform the way we interact with computers and other digital devices.

It is a powerful tool that is being used in a variety of applications and has the potential to drive innovation and growth across a spectrum of industries.

How to use ChatGPT for answering coding tests?

Many developers use this tool to generate code snippets to solve specific problems in coding tests. If they can define their parameters and conditions, ChatGPT can produce a working code that can be used in the functions.

ChatGPT can answer complex technical questions which are both theoretical and practical. However, one of the shortcomings of ChatGPT is that it is not yet fully capable of answering questions based on logical reasoning. It interprets the question literally instead of contextually. This means that ChatGPT can also not answer context-based questions accurately.

ChatGPT works well when answering technical questions that are theoretical. It has been trained rigorously on that database. Even with easy coding questions, ChatGPT provides excellent results but with complex scenario-based questions, it fails to provide the right solution sometimes. It is not yet able to create complete modules for a full-stack question.

Also read: 8 Unconsciously Sexist Interview Questions You’re Asking Your Female Candidates

ChatGPT + Coding tests — Plagiarism or Progress?

The bottom line is: ChatGPT will make it infinitely easier for candidates to generate code and ace their take-home assignments. Currently, this capability is limited to simple, theory-based questions. However, the platform will inevitably learn and get better at generating complex code. Consequently, it could be used to answer all coding tests.

At HackerEarth, we have always maintained that skills are the only criteria for evaluation. However, a developer using an AI tool to answer a question muddles the selection and evaluation process.

The AI-shaped elephant in the room then begs us to pick a side. Either we conclude that the use of any generative AI by a candidate in a coding test amounts to plagiarism and is unacceptable. Or, we chalk it up to changing times and get on board with the progress.

The first approach

This is best suited for mass hiring drives, where recruiters are hard-pressed to curate a pool of candidates through a process of elimination. Plagiarism via ChatGPT in hiring assessments can be one of the criteria for elimination. It allows you to narrow your candidate list down to the developers who answered the coding test without the support of an external tool.

The second approach

This works well when hiring fewer candidates, perhaps for a highly technical role. ChatGPT is here to stay; senior developers use it to generate or evaluate complex code. Allowing candidates for such roles to use ChatGPT in coding tests would mean expanding the understanding of skill-based evaluation in these scenarios.

We could draw a parallel between these candidates and writers who use a spellchecker to proofread their assignments. AI-based writing assistants have become an industry-wide best practice, so the writer in this example would not lose any points for using one.

Instead, they would be evaluated on their research and analytical skills or creativity – which an AI–based writing assistant cannot substitute – and not necessarily on their use of an external tool. In theory, one could use the same rationale to justify and accept the use of ChatGPT in hiring assessments by candidates.

Given both these approaches, we at HackerEarth have decided to support both schools of thought in our Assessments platform. Those who want to ensure their candidates cannot use ChatGPT for answering tests can do so with our advanced proctoring features. And the hiring managers who do not mind the use of ChatGPT can write to support@hackerearth.com to understand how the LLM can be integrated into HackerEarth Assessments.

How does HackerEarth detect the use of ChatGPT in hiring assessments?

With the increasing use of ChatGPT, many of our customers have written to us to ask how we plan to combat the use of ChatGPT in hiring assessments. HackerEarth Assessments is known for its robust proctoring settings. We have added new features to detect the recent spate of plagiarism via ChatGPT in hiring assessments.

Let me walk you through these new additions:

1. Smart Browser

HackerEarth has introduced new advanced proctoring features including a Smart Browser. This is available with the HackerEarth Assessments desktop application. This builds on our existing proctoring features and establishes a highly rigorous proctoring method to prevent the use of ChatGPT and other LLMs.

Smart Browser includes the following settings that detect the use of ChatGPT:

• Candidates are not allowed to keep other applications open during the test
• They are also not allowed to:
  • Resize the test window
  • Use multiple monitors during the test
  • Share the test window
  • Take screenshots of the test window
  • Record the test window
  • Use restricted keystrokes
  • View OS notifications
  • Run the test window within a Virtual Machine
  • Use browser developer tools

To learn more about the Smart Browser, read this article.

At the time of writing this article, Smart Browser is only available upon request. To request access, please get in touch with your Customer Success Manager or contact support@hackerearth.com.

Also read: 3 Things To Know About Remote Proctoring

2. Tab switch proctoring setting

Use HackerEarth’s tab switch proctoring setting during tests. This setting allows you to set the number of times a candidate can move out of the test environment. The default setting is for 5 instances, which means that candidates are allowed to switch tabs 5 times during the test duration. On the 6th try, they will be automatically logged out of the system. The default number can be changed if required.

When this proctoring setting is enabled, the system warns the candidate each time they move out of the test environment. The following actions are considered as ‘moving out of the test environment. However, please note that this is not an exhaustive list:

• Switching tabs
• Switching windows
• Opening new applications on the computer, including system popups like anti-virus notifications, Lync notifications, Skype notifications, etc.
• Any action taken to close notifications is also counted as leaving the test environment.

The assumption is that candidates would need to switch tabs to access ChatGPT. By not allowing candidates to move out of the test environment beyond a set number of times, we can detect and prevent the use of ChatGPT.

3. Full-screen proctoring setting

Enable this feature to enhance the proctoring of a hiring assessment and allow your candidates to take the assessment only in a full-screen mode. As soon as the candidate opens up the assessment, the screen goes into full screen and candidates cannot exit this mode. If they try to exit the mode, they will be logged out of the assessment.

Reduce ChatGPT usage in your assessments by not allowing candidates to open any new tabs while giving the assessment. To learn more about HackerEarth’s proctoring settings, read this article.

4. Diverse question types

HackerEarth has a rich library of logical reasoning questions that cannot be answered easily via ChatGPT. We tested our questions on ChatGPT, and we can say with reliable accuracy that it cannot answer logical reasoning questions correctly because it cannot understand contextual questions.

Here’s one of the many examples of logical reasoning questions that we asked ChatGPT to test its capabilities:

ChatGPT cannot produce code for full-stack questions. HackerEarth has a vast library of full-stack questions that can be used in the assessments and are well protected from the impact of ChatGPT.

While ChatGPT can help write the code for some modules, it cannot fully answer a full-stack question with all the functions. Compiling these separate functions to create a single module requires skill and ingenuity.

Similarly, recruiters can use file upload questions to make their assessments more robots. These questions have complex scenarios and functions that ChatGPT cannot answer completely.

Essential insights about using ChatGPT in hiring

• LLM stands for Large Language Model. It is a type of machine learning model designed to process and generate human-like natural language.
• ChatGPT is a Large Language Model (LLM) based on the GPT (Generative Pre-trained Transformer) architecture. It is one of the most advanced LLMs available and is capable of generating human-like responses to natural language inputs.
• You can use ChatGPT to answer easy coding questions and MCQs. It can help write accurate code snippets for function modules.
• Recruiters, avoid using MCQs with direct answers as candidates can easily answer them through ChatGPT.
• HackerEarth provides various solutions that help us detect and prevent the usage of ChatGPT. These include:
  • Smart browser
  • Tab switch proctoring setting
  • Full-screen mode
  • Diverse and complex question types

Doing away with using ChatGPT in hiring assessments

In many ways, we are all just waking up to the power of AI. With new advancements every day, no one is sure what the future will unfold, but we all should be ready to embrace the moment when AI becomes an integral part of daily functions.

Technical assessments can still be curated without the interference of AI platforms like ChatGPT to ensure skill-first evaluation. HackerEarth Assessments has introduced advanced proctoring settings like Smart Browser, tab-switch detection, full-screen mode, and a vast library of complex engineering questions that are not easily answerable by ChatGPT.

The product mavens at HackerEarth work relentlessly to ensure our product is firewalled against the latest challenges and developments. Tech recruiters and hiring managers can rest assured that the validity and sanctity of our assessments haven’t been affected by the use of ChatGPT.

We will keep a keen eye on upcoming changes in this area and improve the product over time to combat future challenges and ensure a plagiarism-free hiring experience for our clients.

Frequently Asked Questions (FAQs)

#1 Where does HackerEarth see pre-interview tests and interviewing to be moving to in a world where ChatGPT exists?

The world of interviewing and pre-interview tests will see significant changes in the foreseeable future. We also need to understand that as new features and platforms emerge, the solutions to detect and prevent their use will go through multiple iterations.

In the near future, advanced proctoring settings and new question types that are not easily answerable using ChatGPT can help protect pre-interview tests from the impact of ChatGPT. We are also working on foolproof methods for plagiarism detection, which can circumnavigate ChatGPT’s upgrades.

#2 With ChatGPT being able to solve MCQs, programming, etc. in a few minutes, does HackerEarth have a different set of problems that can be used?

ChatGPT can quickly solve MCQs and simple programming problems, which is a big concern. However, HackerEarth has a wide variety of questions that recruiters can use to combat the usage of ChatGPT. We have a library of full-stack question types. As previously discussed, it will be difficult for a candidate to search for different modules and compile them to complete the question. It is a time taking and complex process, so candidates will prefer to do these questions on their own.

Moreover, ChatGPT cannot understand logical real-life scenarios. The accuracy of such answers is poor. Use a mix of logical reasoning MCQs, DevOps, and Selenium questions to check the versatility of a candidate.

“Interns are the bottom of the surgical food chain” — Dr. Bailey, Grey’s Anatomy

I’m sure a lot of you are familiar with this quote from the popular medical drama, where surgical interns are made to do all the grunt work. They are treated as nobodies—but interns in the tech industry are a whole other ball game! Tech companies compete with each other to hire freshers, interns, and students. They want to build and nurture relationships with the next generation of workers as early as possible.

Consequently, campus recruiting becomes the holy grail for companies and their big chance to snap up tomorrow’s top talent!

With campus hiring coming up in a few months, we thought it would be a great idea to go behind the scenes for this event. Come, spend a day with our campus recruiters from HackerEarth, and see for yourself!

A special shoutout to our Talent Acquisition Manager, Preethi Saakre for all the insider information that shaped this blog and allowed us to go into great detail about the workings of a recruiting team during campus recruitment!

P.S. This article is an extension of the first part, Spend A Day With A Tech Recruiter, where we debunk plenty of misconceptions floating around about tech recruiters. If you haven’t read it already, here you go.

What is campus recruiting?

Campus recruitment (not to be confused with mass hiring) involves attracting, sourcing, engaging, and hiring young talent for entry-level positions. Companies with high-volume recruiting needs opt for campus hiring. Moreover, whether it’s on-campus recruiting, virtual, or hybrid, the responsibilities of campus recruiters stay more or less the same.

On the other hand, mass hiring, while interchangeably called campus hiring varies in the type of candidates companies look for. Mass hiring drives are mainly to recruit experienced candidates and are generally not open to fresh college graduates.

How HackerEarth can spice up your campus recruiting strategy

Unlike traditional campus hiring, which happens once a year, a virtual campus recruitment drive can take place in phases throughout the year. That gives you many options to take your remote hiring strategy up a notch –

#1 Encourage students to become brand ambassadors

Invest time in students even before they graduate. Offer mentorship and networking opportunities through a student brand ambassador program. This helps you create targeted brand awareness as well as show the students that you care about them.

The HackerEarth Campus Ambassador program offers free mock interviews along with a certificate of appreciation, the opportunity to network with leading coders, and to be taught by engineering leaders at our company. Join our campus ambassadors to experience the HackerEarth advantage.

#2 Host hackathons to better engage with students

Instead of relying only on 1:1 interviews, conduct hackathons as well. Those students who couldn’t perform well in interviews might outdo themselves in a practical setting.

If you’re looking for a hands-off experience when organizing a hackathon, then HackerEarth is your best bet. All our online hackathons and hiring challenges are fully curated managed services. To put it simply, you get the engagement you need, without any bandwidth drain.

#3 Invest in a remote-ready campus recruitment platform

Virtual campus recruitment can open so many doors in terms of a wider, bigger talent pool, lesser costs, and better returns. To fully capitalize on this, you need a trusty platform to dot the i’s for you.

Enter HackerEarth’s campus hiring solution that has helped hundreds of companies ease the burden of remotely assessing students from universities across the globe. Be it assessing students through coding assessments or interviewing them with our tech video interview tool, FaceCode, we’ve got you covered.

There’s more where that came from. Bake in extra innovative elements as part of your tech recruitment strategy to capture the attention of your potential talent pool. 👇

Also read: Create The Perfect Virtual Recruiting Strategy For Universities With These Tips

A typical day for campus recruiters looks like…

Create a core team of campus recruiters and hiring managers

You need a dedicated recruiting team to drive the best results from your campus hiring drive. Put together a mix of campus recruiters and hiring managers to carry out the different stages of the process including screening, interviewing, and shortlisting candidates.

The next crucial step is to pinpoint your hiring goals and requirements. Some questions to ask that will help you identify your needs –

• Who is your ideal candidate for this exercise?
• Which team would need to add new employees in the next six months?
• What departments (for instance, engineering or sales) are short-staffed currently?

Make a list of suitable colleges and universities

Now that you have your ideal candidate persona, figure out what colleges and universities you need to target.

• Are you looking at tier 1 universities or tier 2 and tier 3 universities as well?
• Are you looking to hire students from any engineering field including computer science, electronics and communications or are you looking for purely technical candidates, etc?
• How many tech roles and non-tech roles are you hiring for?
• What businesses in your company need fresh talent?

Try and target a diverse range of universities to build an inclusive pipeline of fresh talent.

Reach out to the respective placement coordinators

Here’s an important part of campus recruitment that has nothing to do with attracting potential candidates. Bonding with the university placement coordinators!

If you want your pick of the season, you need to begin your recruitment right at the beginning. And who is in charge of that? Yes, you guessed it, the placement coordinators. To even get on their pre-selected list of companies, you need to woo them first.

Along with offering competitive salary packages and benefits (which almost every company would do), you need to stand out. This is where campus recruiters can shine. Use all the experience you’ve gained building and maintaining relationships with candidates and channel that here.

Create and nurture strong long-term bonds with the placement cell and build trust with the colleges well before the campus hiring season begins. So when it starts, they know whom to reach out to.

Sidebar:

The first three steps are carried out ahead of the campus recruiting season. This ensures you are prepared to tackle this head-on and deliver the best outcomes possible.

Once the campus drives begin, reach out to the respective campus placement coordinators with the job descriptions for roles, EVPs, relevant company data, if you have any cutoff percentage for students, etc. This will make it easier for them to select those students who are eligible and invite them to participate in the selection process.

Get a list of students who applied

Ask your coordinators to share a list of students who have applied for your company. Depending on the pre-defined criteria, filter the list further based on their academic performance in school and college, core specialty, etc.

Then let the placement coordinator know that this is your final list and you would like to send them a screening test post conducting your pre-placement talks.

Conduct pre-placement discussions

Send the students who’ve applied to your company relevant company information like roles/responsibilities, salary range, location of the role, etc.

Arrange for your HR lead or the engineering department head to hold a pre-placement talk for these students. Trying to get potential students hooked about working for your company by holding one single discussion can only take you so far. Especially on a day when students are under immense pressure to perform well during interviews.

Additionally, do this. For having a better shot at keeping your brand top of mind for students, plan and host several informative virtual events throughout the year. Online hackathons, virtual career fairs, and QnAs with the leadership team can all shine a light on your workplace culture, career paths, and so on.

Also read: 5 Best Practices For An Effective Hybrid Campus Hiring Strategy

Assess all the candidates who applied

If it’s an on-campus hiring drive, then the next step is to shortlist candidates through a group discussion round (which is quickly becoming outdated) and a skill assessment test.

The best part of a virtual/hybrid campus recruiting process is it is extremely candidate-friendly. Instead of rushing through the screening phase to quickly run coding assessments for students and then reveal the final selection can be tedious to carry out in a day.

When you’re remotely assessing students, you can check when they are available to take the test and send them an assessment invite, accordingly.

With an advanced campus hiring solution like HackerEarth, you get to assess students remotely through accurate online coding assessments and robust proctoring.

Also read: Importance Of Online Proctoring In University Hiring

Schedule interviews with the shortlisted candidates

During an on-campus recruitment process, the students are interviewed on the same day. Those who cleared the assessment round will have 3-4 rounds of interviews, depending on what the hiring team decides. Students who don’t meet the criteria are eliminated after each round.

The first two rounds are technical, the third round will be the managerial round with the engineering head, and the final round is the HR round. Here the student is evaluated based on culture fit and is rarely eliminated at this stage.

In a virtual or hybrid setting, if there is bandwidth the interviews take place on that day itself. Otherwise, they are scheduled within the next two days.

Set up, invite, and conduct coding interviews on a collaborative, real-time code editor such as FaceCode. This is a smart remote interviewing tool that helps you make objective, data-driven decisions thanks to AI-powered insights.

You know what happens next! Announce who made the cut

But wait…The day is not over yet

If you think you’re done for the day and you get to put your feet up, then you’re wrong 😛 Tieing up loose ends after wrapping up can be the most important step of all, especially in the traditional way of conducting campus hiring.

There is documentation to take care of, carefully putting together lists of shortlisted candidates from each panel, sending out feedback forms, and closing emails.

And you have to prepare to do this all over again, the next day, until the campus hiring season comes to an end.

Drink lots of coffee, you’re going to need it!

Also read: The Biggest Challenges Faced By Recruiters In University Hiring (+ Perfect Solutions)

There you have it…Campus recruitment simplified

As seen in this article, it takes a village to maneuver campus hiring season. Be it in-person or online, running a successful campus recruitment drive is a Herculean task.

Campus recruiters have their work cut out for them. They shoulder a lot of responsibility to do right by their company and their candidates.

With support and a solid campus recruiting strategy, it is possible to run the show seamlessly. Moreover, it is a straightforward way to engage and nurture fresh, undiscovered talent!

As always, happy hiring 🙂

As a recruiter, I want to send a message to all the busy hiring managers out there: some of us want to be your new best friend.

No, seriously! No one gets it quite like us. We understand the frustration that comes with sifting through hundreds of resumes, all with the added pressure of trying to find the perfect candidate for your team.

And let’s face it, you have a lot on your plate already. You’re running a team, managing projects, and making sure everything is running smoothly. To put it bluntly, you simply don’t have the time to dedicate to the hiring process that it deserves.

We are well aware that recruiters and hiring managers have a long-standing relationship with some mixed reviews. We might not see eye to eye but at the end of the day, we’re working towards similar goals—filling a position correctly and placing the perfect candidate.

Like any healthy relationship, for this bestie match to be successful, there has to be immense trust between both parties.

What’s with the disconnect between recruiters and hiring managers?

Recruiters and hiring managers share the same goal—to hire top-tier candidates for their company. But each of them goes about it in a different way, which is where the problem arises.

They tend to have a strained relationship due to a number of reasons, such as:

• Vague job descriptions are given by the hiring manager
• Hiring managers are unsatisfied with the quality of candidates the recruiter brings
• Recruiters are given unrealistic hiring expectations and timelines by hiring managers
• Recruiters and hiring managers have differing opinions on how they should hire or how long it should take to hire someone
• No proper communication between both parties

Let’s face it. There’s no way recruiters can source and hire candidates alone as they need a hiring manager’s approval. And there’s no way hiring managers can source, attract, and recruit candidates as they simply do not have that kind of time.

To foster better teamwork, both recruiters and hiring managers have to tackle the most common differences and start building stronger relationships. As Katrina Collier says in her newsletter,

Get behind the superficial to the REAL cause of why it’s difficult to work with hiring managers.

Also read: How Engineering Managers Can Help Recruiters Improve Developer Hiring

Recruiters and hiring managers need each other. Here’s why

It’s high time recruiters and hiring managers started getting along. To put it simply, it improves productivity and helps bring in better-qualified candidates. A few more benefits include –

1. Recruiters can fill the role with a candidate that will fit on every level

Recruiters understand that you’re not looking for just anyone to fill a role. You’re looking for the right person with the right set of skills, experience, and personality. When you bring us on during the hiring process, we become an extension of your hiring team.

We as recruiters research not only your company’s specific needs and requirements for the position, but also immerse ourselves in your company’s culture and see what types of personalities are already thriving.

You don’t have to waste time with the “wrong” people because we rigorously screen for and identify candidates that fit your ideal profile.

2. We promise to scale your organization quickly if needed

As tech recruiters, we get that the world of tech is constantly evolving. One minute you’re fully staffed, the next you need to fill a bunch of roles ASAP. That’s where we come in— invite us to your events, introduce us to your team, and let us soak up your company culture. Leverage us in a way that benefits your company. That way, when you need to bring on new talent, we’ll have a pool of candidates ready to go who is a perfect match for your organization.

I’ve seen this work wonders firsthand with a local company. They brought me in, we got to know each other, and when it was time to scale up, I successfully placed over twenty candidates. And the best part? Most of them have stuck around because I knew the company and knew they’d be a great fit.

Also read: Spend A Day With A Tech Recruiter

3. We help you cut down on the time and resources you spend on the hiring process

It’s called a process for a reason, right? Step one is looking at an inbox with 200 resumes, and it only gets more time-consuming from there. Imagine a world where you only have to review 5 perfectly curated resumes and show up for the interview calls.

As your hiring BFF, recruiters are there to walk you through the entire hiring process. This means we can take over screening candidates, sending out calendar invites, preparing for interviews, and all the other parts that tend to take up a little more time than you expect.

Not only that, but recruiters are there to follow up with you, assess how the interviews are going, and pivot accordingly. We know all your other tasks don’t stop when hiring starts, so use our services to your advantage. If you’re looking for a space to prove our value— utilization of time is a great space to start.

4. Allow us to keep you on track with market trends

If it’s been a while since you last had an open position or if you’re looking to fill a new type of role, tech recruiters can provide valuable insights into the current job market and how your company is perceived within it.

We keep a close eye on recruitment trends and can offer objective feedback on your hiring practices. Whether it’s identifying areas for improvement or simply providing a neutral sounding board, recruiters can help you get the most out of your hires.

We also have a deeper understanding of what top talent is looking for in their next job and what drives them.

Also read: Forecasting Tech Hiring Trends For 2023 With 6 Experts

5. We promise to not poach your employees

That may be sounding like one of those “unlikely friendship” videos of a snake and a hamster or an elephant and a sheep, but if you bring on a recruiter we can sign a contract to not pull from your company.

In the spirit of recruiting, the same can’t really be said otherwise. This also doesn’t mean that you need to bring on tons of recruiters to retain your people. What’s most important is that you find a recruiter that’s doing things differently in a way that you like. There are tons of recruiters out there, so it’s important to find someone that’s successful in going about things from a different angle. If they’re standing out to you as a recruiter, they’re most likely standing out to potential candidates as well.

Finally, we’re not just here to fill a role and then disappear. We want to build a lasting relationship with you, one that is built on trust, honesty, and mutual respect. We’re here to help you succeed, and we’ll work tirelessly to ensure that you get the results you’re looking for.

Ways Recruiters Can Improve Their Relationship with Hiring Managers

Building a strong, collaborative relationship between recruiters and hiring managers is crucial for the success of any organization’s hiring process. Here are several strategies recruiters can use to improve their relationship with hiring managers, ultimately leading to more efficient and effective recruitment outcomes.

1. Establish Clear Communication Channels

• Set Regular Meetings: Schedule periodic check-ins to discuss open positions, candidate profiles, and other recruitment-related updates.
• Use Collaborative Tools: Leverage technology like shared documents, project management software, and communication platforms to stay aligned and transparent.

2. Understand the Hiring Manager’s Needs

• Deep Dive into Job Descriptions: Work closely with hiring managers to understand not just the job requirements but the soft skills and team fit that would make a candidate successful.
• Tailor the Recruitment Process: Customize the recruitment strategy based on the specific needs of each position, taking into account the hiring manager’s preferences for candidate qualifications and experience.

3. Provide Constructive Feedback

• Feedback Loop: Encourage a two-way feedback loop where both parties can express their views on the recruitment process, candidate quality, and interview outcomes.
• Actionable Insights: Offer insights into market trends and candidate expectations to help hiring managers adjust their expectations or offers accordingly.

4. Educate on Best Practices

• Training Sessions: Organize workshops or training sessions on the latest hiring trends, effective interview techniques, and diversity hiring practices.
• Policy Updates: Keep hiring managers informed about changes in recruitment policies, labor laws, and compliance requirements to ensure a smooth hiring process.

5. Demonstrate the Value of Recruitment Analytics

• Share Metrics: Regularly share key recruitment metrics such as time-to-hire, quality of hire, and candidate sourcing channels to highlight successes and areas for improvement.
• Strategic Planning: Use data-driven insights to advise hiring managers on strategic decisions like optimal hiring periods, salary benchmarks, and skill set availability.

6. Foster Trust and Transparency

• Honest Communication: Be honest about the challenges and limitations in the recruitment process, and work together to find solutions.
• Celebrate Successes: Acknowledge and celebrate when a great hire is made, reinforcing the value of the partnership between recruiter and hiring manager.

7. Engage in Strategic Talent Planning

• Future Needs Analysis: Work with hiring managers to understand not just immediate but future staffing needs, helping to build a proactive talent pipeline.
• Succession Planning: Assist in identifying internal talent for succession planning, emphasizing the role of recruitment in long-term organizational growth.

Improving the relationship between recruiters and hiring managers requires commitment, open communication, and a shared goal of finding the best talent for the organization. By employing these strategies, recruiters can become invaluable partners in the hiring process, contributing significantly to the overall success of the organization.

At the end of the day, recruiters don’t have to be the bad guy

All we ask of you, hiring managers, is to think of us in a new light and try your best to not discount our potential value. Whether it’s filling a single role or scaling your entire organization, we’re here to be your trusted partner and friend.

So why not take a chance on us? Let’s be BFFs!

Like this article? Subscribe to Taylor’s newsletter through which his goal is to help as many job seekers and hiring managers as possible in tech!

Imagine this: You went to a restaurant for lunch.

There is a 30 min wait period and you decide to wait since you heard great things about their food.

After 45 minutes, you get a table but there is no waiter in sight to request a menu card.

A waiter finally comes up to you, looks disinterested in taking your order, and doesn’t even get you a water bottle.

You wait 20 more minutes after placing your order and decide you had enough. You get up and leave—without even tasting the food.

Now, the figurative restaurant is your job application process. If the process is slow, lengthy, and complicated, candidates will not have the patience to see it through.

If you as recruiters do not show an interest in them, keep them in the loop proactively, and nurture them, your candidates will go elsewhere for a job.

Moreover, even if your organization has a reputation as a great place to work, candidates will never find out because getting in itself is so problematic.

Good employer branding and robust corporate culture mean nothing if the candidate experience you provide is not up to the mark. It is a large part of your business and even if you are doing all the right things, there will always be improvements to be made.

By improving candidate experience, you can increase conversion rates and reduce cost per hire. The best way to do so is to collect and use candidate experience metrics and insights.

Use the data you gather to see how candidates interact with job postings, h ow they click through the application form, and what their profile looks like at different stages of the application process.

Shift your focus to improving your candidate experience! Let’s start with the basics and discuss how hiring metrics and insights can help create an awesome candidate experience.

Candidate experience metrics: Which are the most relevant?

#1 Time-to-hire

Time-to-hire is the length of time it takes to fill a vacancy. This is one of the most important candidate experience metrics because if you’re unable to fill positions quickly, you may be losing valuable resources in terms of productivity, morale, and revenue.

Time-to-hire is a metric that measures the average length of time it takes to fill an open position. You can measure this in days, weeks, or months, depending on your industry and how quickly you need to fill the vacancy.

For example, if you run a fast food restaurant with long lines of hungry customers waiting for their lunch orders and only one person is working the register while another employee is off sick with the flu, it would be important to find someone new as soon as possible.

If you can improve or make your time-to-hire metric quicker, you’ll be able to hire new employees faster. This will allow you to fill positions more quickly, increasing productivity and revenue.

Also read: Data-Driven Recruiting – All You Need To Know

#2 Interview-to-offer ratio

The next metric to track is the number of interviews it takes before you make an offer to a new employee. This is the number of interviews you conduct divided by the number of offers you make.

For example, if you conduct 10 interviews and hire only one new employee, your ratio is 10/1. This will help you determine whether your interview process is thorough enough or needs more work.

For example, if it takes, on average, three interviews for every hire in your company and there are only two people interviewing candidates at any given time, then you’re not going to be able to fill positions as fast as possible.

You can improve this by adding more interviewers or by training existing employees to conduct interviews. Once this metric is enhanced, your candidate experience will also improve because you can fill positions faster and more efficiently.

The speed at which you can fill a position is an important metric because it has a direct impact on your company’s bottom line. If you have to fill 10 positions and each position takes three months to fill, then that’s 30 months of lost productivity.

#3 Interview experience

This is a measure of how well you’ve trained your interviewers. You want to make sure that your interviewers are aware of their biases and that they work hard to eliminate them from the interview process. If an interviewer is biased against women, for example, this will show up in their interviews with female candidates. This is also an important candidate experience metrics.

Automated tools are a great way to reduce bias in the interview process. By using these tools, you can ensure that your interviews are more consistent and fair. Automated tools also help with candidate screening by allowing recruiters to quickly identify candidates who don’t meet the company’s requirements.

If you don’t have a structured interview process, it can be easy for bias to creep in. The best way to prevent this from happening is by hiring a professional recruiter who knows how to create a structured interview process that will help you identify the most qualified candidates.

Also read: 5 Steps To Create A Remote-First Candidate Experience In Recruitment

#4 Net promoter score (NPS)

NPS is another metric that can help enhance the candidate experience. It’s a simple question that you can ask at the end of an interview: “On a scale of 1-10, how likely is it that you would recommend us to a friend or colleague?”

The answer will give you insights into how your company is viewed by candidates. If your score is low, then there are areas where you must improve. You may need more training for interviewers or offer more information about what life at your company looks like.

On the other hand, a high NPS score doesn’t mean there’s no need for you to improve your candidate experience. It’s a good indicator that there are ways that you can make the process more seamless, and it will help you identify them. A LinkedIn study found that 78% of candidates say that their entire candidate experience is a clear indication of how a business values its employees.

For example, if many candidates say that they didn’t have all of their questions answered during the interview, then consider creating an FAQ page or providing more information about what life at your company looks like.

#5 Offer acceptance rate

A good offer acceptance rate is a strong indicator that candidates are satisfied with your interview process. If you have a low acceptance rate, then it’s likely that there are ways you could improve candidate experience.

For example, if many candidates didn’t feel like they had enough time to prepare for their interviews or weren’t sure what kind of questions they’d be asked, consider creating an FAQ page or providing more information about what life at your company looks like.

This metric is especially important to large companies that receive a lot of applications. It’s easy to ignore the candidates who aren’t right for your company, but if you want to improve the candidate experience, it’s important to find ways of making the process more personal.

For example, consider inviting applicants who were rejected back into the process as mentors or interviewers. You could also send them thank you notes and other forms of recognition for their efforts even though they weren’t selected. Remember, a study found that 73% of candidates say the job search is very stressful, so give it your best to make your candidate experience stress-free.

Also read: Joel Soucy’s Roadmap To Creating A Seamless Employee Experience

#6 Candidate drop-off

A bad candidate experience directly contributes to a high candidate drop-off rate. The candidate drop-off rate is the percentage of applicants who visited your career site but didn’t apply or those who abandoned filling out an application midway.

You’ll want to track this metric over time to see if it’s decreasing or increasing. If it’s going up, consider what you can do to keep candidates engaged and interested in applying for jobs with your company.

Make sure that your job listings are relevant and current, or create new ones based on feedback from applicants.

If your candidate drop-off rate is declining, you can celebrate this by highlighting the decrease in your recruiting efforts.

Expert tips for a memorable candidate experience

• Consider how the hire will fit in the company

When you begin efforts to improve your candidate experience, you must consider not only what the person will contribute to your organization but also how they will get along with existing employees.

Will this person be performing a specific function? If so, are there any metrics you can use to measure their performance? What is the salary range for this position? How important is it that we fill this vacancy quickly? Can we afford to take our time and find the perfect candidate?

Answer all these questions before you begin the search for your ideal hire.

Also read: Optimize Your Hiring Process With Recruitment Analytics

• Keep candidates well-informed

Make sure that your candidates know how their applications are doing. From the initial contact, until the current status of their application, your candidates should know where they are in the process. Use candidate relationship management software to keep your candidates well-informed.

Send a detailed offer letter that includes all pertinent information about the position to candidates. This can include salary, benefits, and other relevant details.

Give candidates a timeline of when they should expect to hear from the company. This will help them plan their lives around this new job opportunity, which is important to both parties involved.

If you need more time to make a decision about your candidates, be honest about it. This will help them move on with their lives as well as keep your company’s reputation intact.

• Adapt schedules to candidates’ needs

Schedule interviews and assessments so they match your candidates’ needs. For example, if you need to set up an interview with someone who works nights and weekends, do it during their off hours.

This will help keep everyone happy. Sometimes, the candidate can’t make it on time because of a sick child or some other emergency. Let them know that you understand and will reschedule for another day (or week). This can be advantageous to both parties. Because it shows that you care about their needs as well as the company’s needs.

You can effectively address these scheduling requirements by leveraging the efficiencies that HR technology tools offer. To ensure you get to use only the top platforms, ensure to check out the best HR software lists available in reputable review platforms.

• Ensure new hires’ eagerness to onboard

When it’s time for onboarding, make sure your new hire feels welcome and happy about joining the team. You can do this by creating an employee onboarding kit and sending a welcome email that includes the necessary information they need to get started. This could be the company’s mission statement, a list of benefits and perks, or even an overview of their role in the company.

This is the time to educate them on the company’s culture and values, as well as their role within it. It’s also an opportunity to show them what they can expect from you and your team. If they’re new to customer support, example scripts will help them get started quickly.

Be sure to go the extra mile to keep their enthusiasm high. Right from the time they learn they have been hired until they start their onboarding. If you can sustain this, your new hires will likely perform well in their work from day one onward.

• Job simulation

This is a great way to get your new hires ready for their first day of work. Job simulation helps them learn about their job and the tools they’ll use on it, as well as how it fits into the company’s operations. You can also use it to test how well they grasp procedures and policies.

Job simulations are a growing trend among employers, who view them as the most effective way to assess candidates’ abilities. With job simulations, you can replicate the conditions of real-world jobs. They can be used in a variety of roles, from help desk agents to marketers to technicians.

A job simulation can be as simple as walking them through their day with you. Or it could involve a more elaborate simulation that includes training materials and other tools.

Why candidate experience matters

Candidate experience is not just a part of the recruitment process; it’s a critical element that can significantly impact an organization’s ability to attract top talent. The way candidates perceive and interact with a company’s recruitment process can have far-reaching consequences.

The recruitment process is often the first interaction a candidate has with a company. A positive experience can enhance the company’s brand, while a negative one can tarnish it. In the age of social media and online reviews, candidates are quick to share their experiences, and these shared experiences can influence a company’s reputation.

A smooth and engaging candidate experience attracts top-quality candidates. Talented individuals have multiple options, and they tend to gravitate towards organizations that value and respect their time and efforts during the recruitment process.

Candidates who have a positive experience are more likely to accept job offers and remain with the company longer. A negative experience, on the other hand, can lead to declined offers and a higher turnover rate, which is costly for any organization.

The candidate experience is a reflection of a company’s culture and values. A respectful, transparent, and engaging process suggests a positive work environment, whereas a disorganized and impersonal process may indicate systemic issues within the organization.

In industries where competition for talent is fierce, the candidate experience can be a significant differentiator. Companies that invest in creating a positive candidate experience stand out and are more likely to attract the best talent.

Feedback from candidates can be invaluable in refining recruitment processes. Understanding where candidates face challenges or discomfort can help companies make necessary adjustments to improve efficiency and effectiveness.

Use candidate experience metrics to leave lasting impressions

There you have it! The key candidate experience metrics and insights that you must consider to help improve candidate experience.

You only get one chance to make a first impression. Working on enhancing the candidate experience is one way to do it.

It won’t be an overnight change, but if you stay consistent in your efforts, it will pay off.

You won’t attract most candidates – no matter how hard you sell or how much employer branding content you drown them in (even if it’s dipped in caramel chocolate).

They’re just not your piece of cake.

If candidates aren’t impatiently picking up what you’re throwing down, know this:

You don’t have a funnel problem.

Or a reputation problem.

You don’t have a recruiting strategy problem.

No, it’s not a candidate outreach problem either.

You don’t have a candidate experience problem.

Neither do you have a talent market or competition problem.

These are all symptoms of a bigger problem.

The problem is a threatening, scary, bleak (but easily fixable) VALUES-SHAPED crater in your recruiting. A crater you can turn into the hottest destination for top talent – yes, even if you work at the most boring, basic company on the planet.

But you have to be ready to show the real company…by embracing your company’s unique values and communicating them. By adopting values-based recruitment.

What is values-based recruitment?

Values-based recruitment is a recruitment strategy that focuses on matching the values of the current and envisioned company culture with the values of the applicants. This strategy turns communication in recruiting upside down. Instead of evaluating the values in the later stages of the recruiting process, the organization communicates its values starting at the first touch point with candidates. That means job profiles turn into values-ambassadors of the company and create meaning for candidates.

Advantages of value-based recruitment strategy

A values-based recruitment strategy is a method of hiring that focuses on finding candidates who share the same values as the company. This can be done by incorporating values into the job description, interview process, and pre-employment assessments.

There are many advantages to using a values-based recruitment strategy, including:

Improved employee engagement: Employees who share the same values as their company are more likely to be engaged in their work. This is because they feel like they are part of something bigger than themselves and that their values are aligned with the company’s mission.

Reduced employee turnover: Employees who are happy and engaged in their work are less likely to leave. This can save companies a lot of money in recruiting and training costs.
Stronger company culture: A values-based recruitment strategy can help to create a strong company culture. This is because it brings together employees who share the same beliefs and values. A strong company culture can lead to a number of benefits, such as increased productivity, improved customer service, and a more positive work environment.

Better decision-making: Employees who share the same values are more likely to make decisions that are in the best interests of the company. This is because they are all working towards the same goals and objectives.

Enhanced employer brand: A values-based recruitment strategy can help to enhance a company’s employer brand. This is because it shows potential candidates that the company is committed to its values and that it is a good place to work.

Process of setting up a value-based recruitment strategy

Here are some tips for implementing a values-based recruitment strategy:

1. Start by defining your company’s values. What are the most important things to your company? What kind of work environment do you want to create? Once you have a clear understanding of your values, you can start to incorporate them into your recruitment process.
2. Include your values in your job descriptions. This will help potential candidates to understand what your company is looking for and whether or not they would be a good fit.
3. Use pre-employment assessments to screen for values. There are a number of pre-employment assessments that can be used to assess a candidate’s values. This can help you to identify candidates who are a good fit for your company culture.
4. If you’re working with external recruitment agencies, ensure they understand and align with your company’s values so they can pre-screen candidates effectively.
5. Ask values-based questions during interviews. Develop structured questionnaires or surveys that evaluate a candidate’s alignment with company values. Use these during the application or interview process. This will help you to get to know the candidate’s values and how they align with your company’s values.
6. Frame questions that prompt candidates to describe past situations where their values influenced their actions. For instance, “Describe a time when you had to make a difficult decision that tested your core values.”
7. Present candidates with hypothetical, but realistic, job-related scenarios that challenge their values. Observe their problem-solving approach and decision-making process.
8. When checking references, ask specific questions about the candidate’s values and how they’ve manifested in previous roles.
9. Introduce new hires to the company’s values from day one. Use onboarding sessions to further assess their alignment and adaptability.

Also read: What Leadership Means To Us At HackerEarth

Values-based campaigns excel

Data best reveals the power of this strategy. We analyzed LinkedIn outreach campaigns with the goal to attract senior talent for HR, marketing, legal, and IT roles. On one side, we looked at best practice campaigns. You know the ones that everyone is doing.

On the other side, we had campaigns that communicated values first. These values-based campaigns achieved 20 times higher application rates than best-practice campaigns. From 100 prospects, more than 30 responded, and of those more than 20 applied. But they did much more than that.

Even people that were happy with their current employer applied (“I was not looking for a job, my application just happened”).

There were people that applied that you never see in the open job market. The top 0.1% of talent with CVs that leave you shocked in awe, make you wonder if conspiracy theorists are right. Maybe aliens are amongst us after all, because no human being is able to achieve these results.

Candidates were so excited about the possibility of landing these jobs. They even took the time to write 1 to 2 pages about what they need to be productive and happy as the first step of their application.

The magnetic effect of those values-based campaigns was so strong that top candidates even kept applying 6 months later. They knew that the chance to get a job advertised 2 seasons ago was 1/∞ (“I know when you divide 1 by infinity the universe might collapse, but I had to risk it because your company is what I have been looking for all my work life”).

Aside from communicating values first, how were the values-based recruitment campaigns different?

1. The job profiles were designed like landing pages, not like boring requirement lists
2. The value proposition of the job profiles was derived from the company’s culture
3. The LinkedIn messages were very concise (3-5 lines maximum) and had a non-intrusive tone of voice

Before we can understand how values-based recruitment works, we need to understand how the world has changed.

Also read: Go Beyond Compensation – 10 Employee Benefits for Developers

Why aren’t you happy?

“Quiet quitters” make up at least 50% of the U.S. workforce. And the number is increasing, especially among younger generations.

But what’s behind this? Think about all the desolate and gray workplaces that exist. Those employers believe that a solid paycheck satisfies all work needs (Why aren’t you happy? You’re getting paid on time).

At these places, the individuality of an employee isn’t what counts. They force employees to fit into a structure designed by last century’s mechanic management theories. There, employees sit out time to wait for their paychecks. If they have not found their best friend in the organization with whom they can make fun of bad leaders, they suffer in silence or leave the company.

Why are you so lazy?

Let me tell you: there are two fundamental ways of looking at humans. You can assume that everyone is lazy by nature. That’s wrong as it’s damaging. It leads to a management style of control and a culture of distrust. The cost of control is exceptionally high. Think about all the surveillance systems you need to install and manage!

Management of control replaces intrinsic motivation with extrinsic “carrots and sticks”-motivation. People only jump as high as they need to avoid the stick or to catch the carrot.

Today, many companies are complaining that millennials are lazy. They assume that millennials tend to speak out more about their needs than previous generations, so they want the benefits without working.

That’s absurd. Actually, they are doing exactly the opposite. By telling you what they need to be sustainably productive and innovative in a world of digital overwhelm. They help you to create a work environment in which productivity can flourish.

Older generations communicate their needs less because their upbringing left them believing they have no right to ask for individual needs. As businesses set the rules of the game. But that doesn’t mean that they don’t have needs. When you adopt values-based recruitment, you’ll see that people of all ages are excited to apply.

Also read: 10 Key Employee Retention Strategies In Tech

Define your blue talent ocean with values-based recruitment

Simon Sinek explains that people don’t buy what you do. They buy why you do it. That’s the foundation of why Apple attracts loyal customers and is one of the most valuable companies on the planet. The same applies to recruiting and talent marketing. People don’t apply for tasks. They apply for why they should perform them.

In other words, people crave to contribute to something larger than themselves. They want to be with people who share their beliefs and feel a sense of belonging. Your people want a workplace where they are NOT treated as exchangeable machine parts. Recognize and embrace their weird individuality. The people want to be seen, heard, understood, and respected. They want to enrich their lives with meaning.

This is great news for you. Because if you can turn your recruiting activities into “values windows” of your company, you’ll stop fishing in the pond of meaninglessness like everyone else. You’ll be fishing in the blue ocean of meaning.

It’s a market that you create with your identity. And if on top, you can make people feel appreciated and valued, you’re going to drown in applications. Then you’re offering a way of life, a committed community, a home, a destination. This comprehensive guide on values-based hiring can help you walk the first steps.