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Hiring has always been a challenge, but in today’s competitive market, it feels tougher than ever. The best candidates often juggle multiple offers, and companies that move too slowly lose out. On top of that, recruiters spend hours on repetitive work — scanning resumes, coordinating interviews, chasing paperwork.
Author
Medha Bisht
November 18, 2025
3 min read
Why recruiting automation matters today
Hiring has always been a challenge, but in today’s competitive market, it feels tougher than ever. The best candidates often juggle multiple offers, and companies that move too slowly lose out. On top of that, recruiters spend hours on repetitive work — scanning resumes, coordinating interviews, chasing paperwork.
This is where recruiting automation steps in. What was once considered a niche HR tool has now become a business essential. Done right, automation doesn’t replace human recruiters. Instead, it makes them more effective by freeing them from manual tasks so they can focus on building relationships and making smarter hiring decisions.
What recruiting automation really means
At its core, recruiting automation uses technology to handle tasks that recruiters traditionally did by hand. Think of activities like sourcing candidates, screening resumes, scheduling interviews, sending reminders, or even creating onboarding documents.
This idea is part of a bigger trend called hyperautomation, where multiple technologies like AI, machine learning, and robotic process automation come together to streamline entire workflows. In recruiting, it means integrating tools so that everything from finding talent to managing employee records connects smoothly. The real power lies in building an end-to-end system where data flows seamlessly across HR and business platforms. This way, hiring isn’t just a standalone process but part of the organization’s larger growth strategy.
How AI recruiting automation delivers results
The business case for AI recruiting automation isn’t just about saving effort — it’s about measurable returns.
Cutting time-to-hire
Speed is critical. The average time-to-hire in 2025 is 36 days, which leaves plenty of room for improvement. Companies like United HR Solutions showed how AI platforms reduced time-to-hire by 45% and time-to-fill by 47%. In many cases, automation slashes hiring time by 30–50%.
When candidates receive faster responses and quick offers, companies avoid losing them to competitors. This also reduces the cost of vacant positions and boosts candidate satisfaction.
Reducing cost-per-hire
Hiring is expensive. Globally, the average cost per hire is around $4,683 when factoring in ads, recruiter hours, and agency fees. Manual scheduling alone can eat up five hours per candidate.
Automation cuts these costs significantly. Studies show administrative overhead can drop by up to 80%. Some reports estimate that AI recruiters can save as much as $16,000 per hire, thanks to faster shortlisting and reduced manual screening.
Another advantage: while manual costs rise with the number of hires, automated systems stay stable, making them ideal for fast-growing companies.
Improving candidate quality
Automation also raises the bar on candidate quality. AI tools focus on skills and experience, reducing unconscious bias and creating a fairer process. Resume-screening accuracy can reach 85–95%, far higher than manual reviews.
Case studies show a 40% boost in candidate quality scores and a 36% rise in sourcing quality after automation. Hiring better-fit employees lowers turnover, saving money and building stronger teams.
Enhancing candidate experience
Today’s candidates expect fast, transparent communication. Automation ensures they get it. Chatbots answer questions 24/7, automated emails provide updates, and scheduling tools let candidates book interviews at their convenience.
Companies using these tools report a 49% drop in candidate drop-off and a 44% increase in satisfaction. For example, the American Heart Association doubled its sourcing activity and boosted recruiter engagement by 50% after cutting administrative work with automation.
Smarter tools: the HackerEarth example
Automation isn’t one-size-fits-all. Some platforms are designed for specific industries. HackerEarth, for instance, specializes in tech hiring.
Best practices for recruiting automation
Adopting recruiting automation requires more than just buying software. Success depends on strategy and people.
Choosing the right platform
Pick tools that are scalable, easy to use, and able to integrate with your HR stack.
Building seamless integrations
An Applicant Tracking System (ATS) often serves as the hub. The best setups integrate with CRMs, payroll, and learning platforms. Tools like Zapier help connect different apps into a unified workflow.
Managing change and training teams
Resistance is common. Recruiters may worry about losing relevance or struggling with new tools. The solution is open communication and involvement. Bringing teams into the process early can increase adoption success rates. Hands-on training and continuous learning opportunities ease fears and ensure recruiters can fully use the new system.
The future of recruiting automation
The new Role of recruiters
Contrary to fears, AI will not replace recruiters. Instead, it will reshape their role. The best outcomes will come from a human-AI hybrid model. Recruiters will be able to focus more on relationship-building, candidate engagement, and employer branding, while automation provides efficiency and insights. Those who embrace this partnership will be the most successful in the talent market of the future.
Conclusion: The smarter way forward
Recruiting automation is no longer optional. It speeds up hiring, cuts costs, improves candidate quality, and enhances the overall experience. It’s about creating a partnership where automation handles the repetitive work, and recruiters focus on what they do best: building connections and making smart, strategic choices.
As competition for talent grows, the companies that thrive will be the ones that adopt automation thoughtfully and use it to empower their people. The message is clear: the future of hiring is human and automated — working together to create stronger, smarter organizations.
FAQs on recruiting automation
How does automation improve candidate experience?
By giving faster responses, consistent updates, and convenient scheduling. Chatbots answer questions anytime, and candidates can book interviews without delays. This respect for their time builds trust and strengthens employer branding.
Can automation replace human recruiters?
No. Automation is great for repetitive, high-volume tasks like screening or scheduling. But recruiters bring empathy, judgment, and cultural insight that machines can’t replicate. The future is about working together, not replacement.
I Used AI to Build a "Simple Image Carousel" at VibeCodeArena. It Found 15+ Issues and Taught Me How to Fix Them.
My Learning Journey
I wanted to understand what separates working code from good code. So I used VibeCodeArena.ai to pick a problem statement where different LLMs produce code for the same prompt. Upon landing on the main page of VibeCodeArena, I could see different challenges. Since I was interested in an Image carousal application, I picked the challenge with the prompt "Make a simple image carousel that lets users click 'next' and 'previous' buttons to cycle through images."
Within seconds, I had code from multiple LLMs, including DeepSeek, Mistral, GPT, and Llama. Each code sample also had an objective evaluation score. I was pleasantly surprised to see so many solutions for the same problem. I picked gpt-oss-20b model from OpenAI. For this experiment, I wanted to focus on learning how to code better so either one of the LLMs could have worked. But VibeCodeArena can also be used to evaluate different LLMs to help make a decision about which model to use for what problem statement.
The model had produced a clean HTML, CSS, and JavaScript. The code looked professional. I could see the preview of the code by clicking on the render icon. It worked perfectly in my browser. The carousel was smooth, and the images loaded beautifully.
But was it actually good code?
I had no idea. That's when I decided to look at the evaluation metrics
What I Thought Was "Good Code"
A working image carousel with:
Clean, semantic HTML
Smooth CSS transitions
Keyboard navigation support
ARIA labels for accessibility
Error handling for failed images
It looked like something a senior developer would write. But I had questions:
Was it secure? Was it optimized? Would it scale? Were there better ways to structure it?
Without objective evaluation, I had no answers. So, I proceeded to look at the detailed evaluation metrics for this code
What VibeCodeArena's Evaluation Showed
The platform's objective evaluation revealed issues I never would have spotted:
Security Vulnerabilities (The Scary Ones)
No Content Security Policy (CSP): My carousel was wide open to XSS attacks. Anyone could inject malicious scripts through the image URLs or manipulate the DOM. VibeCodeArena flagged this immediately and recommended implementing CSP headers.
Missing Input Validation: The platform pointed out that while the code handles image errors, it doesn't validate or sanitize the image sources. A malicious actor could potentially exploit this.
Hardcoded Configuration: Image URLs and settings were hardcoded directly in the code. The platform recommended using environment variables instead - a best practice I completely overlooked.
SQL Injection Vulnerability Patterns: Even though this carousel doesn't use a database, the platform flagged coding patterns that could lead to SQL injection in similar contexts. This kind of forward-thinking analysis helps prevent copy-paste security disasters.
Performance Problems (The Silent Killers)
DOM Structure Depth (15 levels): VibeCodeArena measured my DOM at 15 levels deep. I had no idea. This creates unnecessary rendering overhead that would get worse as the carousel scales.
Expensive DOM Queries: The JavaScript was repeatedly querying the DOM without caching results. Under load, this would create performance bottlenecks I'd never notice in local testing.
Missing Performance Optimizations: The platform provided a checklist of optimizations I didn't even know existed:
Each of these seems minor, but together they compound into a poor user experience.
Code Quality Issues (The Technical Debt)
High Nesting Depth (4 levels): My JavaScript had logic nested 4 levels deep. VibeCodeArena flagged this as a maintainability concern and suggested flattening the logic.
Overly Specific CSS Selectors (depth: 9): My CSS had selectors 9 levels deep, making it brittle and hard to refactor. I thought I was being thorough; I was actually creating maintenance nightmares.
Code Duplication (7.9%): The platform detected nearly 8% code duplication across files. That's technical debt accumulating from day one.
Moderate Maintainability Index (67.5): While not terrible, the platform showed there's significant room for improvement in code maintainability.
Missing Best Practices (The Professional Touches)
The platform also flagged missing elements that separate hobby projects from professional code:
No 'use strict' directive in JavaScript
Missing package.json for dependency management
No test files
Missing README documentation
No .gitignore or version control setup
Could use functional array methods for cleaner code
Missing CSS animations for enhanced UX
The "Aha" Moment
Here's what hit me: I had no framework for evaluating code quality beyond "does it work?"
The carousel functioned. It was accessible. It had error handling. But I couldn't tell you if it was secure, optimized, or maintainable.
VibeCodeArena gave me that framework. It didn't just point out problems, it taught me what production-ready code looks like.
My New Workflow: The Learning Loop
This is when I discovered the real power of the platform. Here's my process now:
Step 1: Generate Code Using VibeCodeArena
I start with a prompt and let the AI generate the initial solution. This gives me a working baseline.
Step 2: Analyze Across Several Metrics
I can get comprehensive analysis across:
Security vulnerabilities
Performance/Efficiency issues
Performance optimization opportunities
Code Quality improvements
This is where I learn. Each issue includes explanation of why it matters and how to fix it.
Step 3: Click "Challenge" and Improve
Here's the game-changer: I click the "Challenge" button and start fixing the issues based on the suggestions. This turns passive reading into active learning.
Do I implement CSP headers correctly? Does flattening the nested logic actually improve readability? What happens when I add dns-prefetch hints?
I can even use AI to help improve my code. For this action, I can use from a list of several available models that don't need to be the same one that generated the code. This helps me to explore which models are good at what kind of tasks.
For my experiment, I decided to work on two suggestions provided by VibeCodeArena by preloading critical CSS/JS resources with <link rel="preload"> for faster rendering in index.html and by adding explicit width and height attributes to images to prevent layout shift in index.html. The code editor gave me change summary before I submitted by code for evaluation.
Step 4: Submit for Evaluation
After making improvements, I submit my code for evaluation. Now I see:
What actually improved (and by how much)
What new issues I might have introduced
Where I still have room to grow
Step 5: Hey, I Can Beat AI
My changes helped improve the performance metric of this simple code from 82% to 83% - Yay! But this was just one small change. I now believe that by acting upon multiple suggestions, I can easily improve the quality of the code that I write versus just relying on prompts.
Each improvement can move me up the leaderboard. I'm not just learning in isolation—I'm seeing how my solutions compare to other developers and AI models.
So, this is the loop: Generate → Analyze → Challenge → Improve → Measure → Repeat.
Every iteration makes me better at both evaluating AI code and writing better prompts.
What This Means for Learning to Code with AI
This experience taught me three critical lessons:
1. Working ≠ Good Code
AI models are incredible at generating code that functions. But "it works" tells you nothing about security, performance, or maintainability.
The gap between "functional" and "production-ready" is where real learning happens. VibeCodeArena makes that gap visible and teachable.
2. Improvement Requires Measurement
I used to iterate on code blindly: "This seems better... I think?"
Now I know exactly what improved. When I flatten nested logic, I see the maintainability index go up. When I add CSP headers, I see security scores improve. When I optimize selectors, I see performance gains.
Measurement transforms vague improvement into concrete progress.
3. Competition Accelerates Learning
The leaderboard changed everything for me. I'm not just trying to write "good enough" code—I'm trying to climb past other developers and even beat the AI models.
This competitive element keeps me pushing to learn one more optimization, fix one more issue, implement one more best practice.
How the Platform Helps Me Become A Better Programmer
VibeCodeArena isn't just an evaluation tool—it's a structured learning environment. Here's what makes it effective:
Immediate Feedback: I see issues the moment I submit code, not weeks later in code review.
Contextual Education: Each issue comes with explanation and guidance. I learn why something matters, not just that it's wrong.
Iterative Improvement: The "Challenge" button transforms evaluation into action. I learn by doing, not just reading.
Measurable Progress: I can track my improvement over time—both in code quality scores and leaderboard position.
Comparative Learning: Seeing how my solutions stack up against others shows me what's possible and motivates me to reach higher.
What I've Learned So Far
Through this iterative process, I've gained practical knowledge I never would have developed just reading documentation:
How to implement Content Security Policy correctly
Why DOM depth matters for rendering performance
What CSS containment does and when to use it
How to structure code for better maintainability
Which performance optimizations actually make a difference
Each "Challenge" cycle teaches me something new. And because I'm measuring the impact, I know what actually works.
The Bottom Line
AI coding tools are incredible for generating starting points. But they don't produce high quality code and can't teach you what good code looks like or how to improve it.
✓ Objective analysis that shows you what's actually wrong ✓ Educational feedback that explains why it matters ✓ A "Challenge" system that turns learning into action ✓ Measurable improvement tracking so you know what works ✓ Competitive motivation through leaderboards
My "simple image carousel" taught me an important lesson: The real skill isn't generating code with AI. It's knowing how to evaluate it, improve it, and learn from the process.
The future of AI-assisted development isn't just about prompting better. It's about developing the judgment to make AI-generated code production-ready. That requires structured learning, objective feedback, and iterative improvement. And that's exactly what VibeCodeArena delivers.
Here is a link to the code for the image carousal I used for my learning journey
Vibe coding is a new method of using natural language prompts and AI tools to generate code. I have seen firsthand that this change makes software more accessible to everyone. In the past, being able to produce functional code was a strong advantage for developers. Today, when code is produced quickly through AI, the true value lies in designing, refining, and optimizing systems. Our role now goes beyond writing code; we must also ensure that our systems remain efficient and reliable.
From Machine Language to Natural Language
I recall the early days when every line of code was written manually. We progressed from machine language to high-level programming, and now we are beginning to interact with our tools using natural language. This development does not only increase speed but also changes how we approach problem solving. Product managers can now create working demos in hours instead of weeks, and founders have a clearer way of pitching their ideas with functional prototypes. It is important for us to rethink our role as developers and focus on architecture and system design rather than simply on typing c
The Promise and the Pitfalls
I have experienced both sides of vibe coding. In cases where the goal was to build a quick prototype or a simple internal tool, AI-generated code provided impressive results. Teams have been able to test new ideas and validate concepts much faster. However, when it comes to more complex systems that require careful planning and attention to detail, the output from AI can be problematic. I have seen situations where AI produces large volumes of code that become difficult to manage without significant human intervention.
AI-powered coding tools like GitHub Copilot and AWS’s Q Developer have demonstrated significant productivity gains. For instance, at the National Australia Bank, it’s reported that half of the production code is generated by Q Developer, allowing developers to focus on higher-level problem-solving . Similarly, platforms like Lovable or Hostinger Horizons enable non-coders to build viable tech businesses using natural language prompts, contributing to a shift where AI-generated code reduces the need for large engineering teams. However, there are challenges. AI-generated code can sometimes be verbose or lack the architectural discipline required for complex systems. While AI can rapidly produce prototypes or simple utilities, building large-scale systems still necessitates experienced engineers to refine and optimize the code.
The Economic Impact
The democratization of code generation is altering the economic landscape of software development. As AI tools become more prevalent, the value of average coding skills may diminish, potentially affecting salaries for entry-level positions. Conversely, developers who excel in system design, architecture, and optimization are likely to see increased demand and compensation. Seizing the Opportunity
Vibe coding is most beneficial in areas such as rapid prototyping and building simple applications or internal tools. It frees up valuable time that we can then invest in higher-level tasks such as system architecture, security, and user experience. When used in the right context, AI becomes a helpful partner that accelerates the development process without replacing the need for skilled engineers.
This is revolutionizing our craft, much like the shift from machine language to assembly to high-level languages did in the past. AI can churn out code at lightning speed, but remember, “Any fool can write code that a computer can understand. Good programmers write code that humans can understand.” Use AI for rapid prototyping, but it’s your expertise that transforms raw output into robust, scalable software. By honing our skills in design and architecture, we ensure our work remains impactful and enduring. Let’s continue to learn, adapt, and build software that stands the test of time.
Ready to streamline your recruitment process? Get a free demo to explore cutting-edge solutions and resources for your hiring needs.
In a digitally-native hiring landscape, online assessments have proven to be both a boon and a bane for recruiters and employers.
The ease and efficiency of virtual interviews, take home programming tests and remote coding challenges is transformative. Around 82% of companies use pre-employment assessments as reliable indicators of a candidate's skills and potential.
Online skill assessment tests have been proven to streamline technical hiring and enable recruiters to significantly reduce the time and cost to identify and hire top talent.
In the realm of online assessments, remote assessments have transformed the hiring landscape, boosting the speed and efficiency of screening and evaluating talent. On the flip side, candidates have learned how to use creative methods and AI tools to cheat in tests.
As it turns out, technology that makes hiring easier for recruiters and managers - is also their Achilles' heel.
Cheating in Online Assessments is a High Stakes Problem
With the proliferation of AI in recruitment, the conversation around cheating has come to the forefront, putting recruiters and hiring managers in a bit of a flux.
The problem becomes twofold - if finding the right talent can be a competitive advantage, the consequences of hiring the wrong one can be equally damaging and counter-productive.
As per Forbes, a wrong hire can cost a company around 30% of an employee's salary - not to mention, loss of precious productive hours and morale disruption.
The question that arises is - "Can organizations continue to leverage AI-driven tools for online assessments without compromising on the integrity of their hiring process? "
This article will discuss the common methods candidates use to outsmart online assessments. We will also dive deep into actionable steps that you can take to prevent cheating while delivering a positive candidate experience.
Common Cheating Tactics and How You Can Combat Them
Using ChatGPT and other AI tools to write code
Copy-pasting code using AI-based platforms and online code generators is one of common cheat codes in candidates' books. For tackling technical assessments, candidates conveniently use readily available tools like ChatGPT and GitHub. At the same time, some organizations complement their process with context-aware code security support to ensure AI-generated solutions follow secure development practices.
Using these tools, candidates can easily generate solutions to solve common programming challenges such as:
Debugging code
Optimizing existing code
Writing problem-specific code from scratch
Ways to prevent it
Enable full-screen mode
Disable copy-and-paste functionality
Restrict tab switching outside of code editors
Use AI to detect code that has been copied and pasted
Enlist external help to complete the assessment
Candidates often seek out someone else to take the assessment on their behalf. In many cases, they also use screen sharing and remote collaboration tools for real-time assistance.
In extreme cases, some candidates might have an off-camera individual present in the same environment for help.
Ways to prevent it
Verify a candidate using video authentication
Restrict test access from specific IP addresses
Use online proctoring by taking snapshots of the candidate periodically
Use a 360 degree environment scan to ensure no unauthorized individual is present
Using multiple devices at the same time
Candidates attempting to cheat often rely on secondary devices such as a computer, tablet, notebook or a mobile phone hidden from the line of sight of their webcam.
By using multiple devices, candidates can look up information, search for solutions or simply augment their answers.
Ways to prevent it
Track mouse exit count to detect irregularities
Detect when a new device or peripheral is connected
Use network monitoring and scanning to detect any smart devices in proximity
Conduct a virtual whiteboard interview to monitor movements and gestures
Using remote desktop software and virtual machines
Tech-savvy candidates go to great lengths to cheat. Using virtual machines, candidates can search for answers using a secondary OS while their primary OS is being monitored.
Remote desktop software is another cheating technique which lets candidates give access to a third-person, allowing them to control their device.
With remote desktops, candidates can screen share the test window and use external help.
Ways to prevent it
Restrict access to virtual machines
AI-based proctoring for identifying malicious keystrokes
Use smart browsers to block candidates from using VMs
Future-proof Your Online Assessments With HackerEarth
HackerEarth's AI-powered online proctoring solution is a tested and proven way to outsmart cheating and take preventive measures at the right stage.
With HackerEarth's Smart Browser, recruiters can mitigate the threat of cheating and ensure their online assessments are accurate and trustworthy.
Secure, sealed-off testing environment
AI-enabled live test monitoring
Enterprise-grade, industry leading compliance
Built-in features to track, detect and flag cheating attempts
Boost your hiring efficiency and conduct reliable online assessments confidently with HackerEarth's revolutionary Smart Browser.
Former employees who return to work with the same organisation are essential assets. In talent acquisition, such employees are also termed as ‘Boomerang employees’. Former employees are valuable because they require the least training and onboarding because of their familiarity with the organization’s policies. Rehiring former employees by offering them more perks is a mark of a successful hiring process. This article will elaborate on the talent acquisition strategies for rehiring former employees, supported by a few real-life examples and best practices.
Why Should Organizations Consider Rehiring?
One of the best ways of ensuring quality hire with a low candidate turnover is to deploy employee retention programs like rehiring female professionals who wish to return to work after a career break. This gives former employees a chance to prove their expertise while ensuring them the organization’s faith in their skills and abilities. Besides, seeing former employees return to their old organizations encourages newly appointed employees to be more productive and contribute to the overall success of the organization they are working for. A few other benefits of rehiring old employees are listed below.
Reduced Hiring Costs
Hiring new talent incurs a few additional costs. For example, tasks such as sourcing resumes of potential candidates, reaching out to them, conducting interviews and screenings costs money to the HR department. Hiring former employees cuts down these costs and aids a seamless transition process for them.
Faster Onboarding
Since boomerang employees are well acquainted with the company’s onboarding process, they don’t have to undergo the entire exercise. A quick, one-day session informing them of any recent changes in the company’s work policies is sufficient to onboard them.
Retention of Knowledge
As a former employee, rehired executives have knowledge of the previous workflows and insights from working on former projects. This can be valuable in optimizing a current project. They bring immense knowledge and experience with them which can be instrumental in driving new projects to success.Starbucks is a prime example of a company that has successfully leveraged boomerang employees. Howard Schultz, the company's CEO, left in 2000 but returned in 2008 during a critical time for the firm. His leadership was instrumental in revitalizing the brand amid financial challenges.
Best Practices for Rehiring Former Employees
Implementing best practices is the safest way to go about any operation. Hiring former employees can be a daunting task especially if it involves someone who was fired previously. It is important to draft certain policies around rehiring former employees. Here are a few of them that can help you to get started.
1. Create a Clear Rehire Policy
While considering rehiring a former employee, it is essential to go through data indicating the reason why they had to leave in the first place. Any offer being offered must supersede their previous offer while marking clear boundaries to maintain work ethics. Offer a fair compensation that justifies their skills and abilities which can be major contributors to the success of the organization. A well-defined policy not only streamlines the rehiring process but also promotes fairness within the organization.
2. Conduct Thorough Exit Interviews
Exit interviews provide valuable insights into why employees leave and can help maintain relationships for potential future rehires. Key aspects to cover include:
Reasons for departure.
Conditions under which they might consider returning.
Feedback on organizational practices.
Keeping lines of communication open during these discussions can foster goodwill and encourage former employees to consider returning when the time is right.
3. Maintain Connections with Alumni
Creating and maintaining an alumni association must be an integral part of HR strategies. This exercise ensures that the HR department can find former employees in times of dire need and indicates to former employees how the organization is vested in their lives even after they have left them. This gesture fosters a feeling of goodwill and gratitude among former hires. Alumni networks and social media groups help former employees stay in touch with each other, thus improving their interpersonal communication.Research indicates that about 15% of rehired employees return because they maintained connections with their former employers.
4. Assess Current Needs Before Reaching Out
Before reaching out to former employees, assess all viable options and list out the reasons why rehiring is inevitable. Consider:
Changes in job responsibilities since their departure.
Skills or experiences gained by other team members during their absence.
It is essential to understand how the presence of a boomerang employee can be instrumental in solving professional crises before contacting them. It is also important to consider their present circumstances.
5. Initiate an Honest Conversation
When you get in touch with a former employee, it is important to understand their perspective on the job being offered. Make them feel heard and empathize with any difficult situations they may have had to face during their time in the organization. Understand why they would consider rejoining the company. These steps indicate that you truly care about them and fosters a certain level of trust between them and the organization which can motivate them to rejoin with a positive attitude.
6. Implement a Reboarding Program
When a former employee rejoins, HR departments must ensure a robust reboarding exercise is conducted to update them about any changes within the organization regarding the work policies and culture changes, training them about any new tools or systems that were deployed during their absence and allowing them time to reconnect with old team members or acquaint with new ones.
7. Make Them Feel Welcome
Creating a welcoming environment is essential for helping returning employees adjust smoothly. Consider:
Organizing team lunches or social events during their first week.
Assigning a mentor or buddy from their previous team to help them reacclimate.
Providing resources that facilitate learning about any organizational changes.
A positive onboarding experience reinforces their decision to return and fosters loyalty.
Real-Life Examples of Successful Rehiring
Several companies have successfully implemented these strategies:
IBM: The tech giant has embraced boomerang hiring by actively reaching out to former employees who possess critical skills in emerging technologies. IBM has found that these individuals often bring fresh perspectives that contribute significantly to innovation7.
Zappos: Known for its strong company culture, Zappos maintains an alumni network that keeps former employees engaged with the brand. This connection has led to numerous successful rehiring instances, enhancing both morale and productivity within teams6.
Conclusion
Rehiring former employees can provide organizations with unique advantages, including reduced costs, quicker onboarding, and retained knowledge. By implementing strategic practices—such as creating clear policies, maintaining connections, assessing current needs, and fostering welcoming environments—companies can effectively tap into this valuable talent pool.
As organizations continue navigating an ever-changing workforce landscape, embracing boomerang employees may be key to building resilient teams equipped for future challenges. By recognizing the potential benefits and following best practices outlined above, businesses can create a robust strategy for rehiring that enhances both employee satisfaction and organizational performance.
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This blog is a guest contribution from Wendy Dessler.The number of web development jobs is set to increase by nearly13% in the next few years. As more and more businesses embrace the power of the Internet and mobile technology, developers will be hired to create websites and mobile apps.
If you are in the process of trying to figure out what type of web developer you want to be, you have come to the right place.
In this article, you will find out more about front-end, back-end, and full stack developers. Once you have this information, you should have no problem figuring out the type of developer you want to be.
The job of a front end developer
When you log onto a website or mobile app, you will be presented with a variety of tools to make your experience easier and more enjoyable. Any aspect of the website or app that involves interaction with consumers is the job ofa front end developer.
Business owners understand how important it is to provide a great user experience when putting a website or app out for mass consumption. This is where a great front end developer will come in. If you want to fully grasp this concept, it's worth exploring how to create a website from scratch.
Everything from the colors and fonts used on a website or application to sliders and drop-down menus is the responsibility of a front end developer.
Some front end developers also work on client-side technology. This technology generally includes things like customized software programs or web-based apps that will be used specifically by employees of the business.
If you are thinking of becoming a front end developer, you will need to hone your knowledge of concepts such as UI, JavaScript frameworks, and HTML. Many front end developers are also proficient in CSS and UX.
Back-end developers play a very important role
A back-end developer is integral to the overall success of a website. Without a great framework to build the front end on, a website or mobile app will be unable to function.
A back-end developer will handle everything from coding to the making of Voronoi diagrams for data requirements. If you want to become a back-end developer, you will need a strong knowledge of Linux, Ruby, and Python.
You will also need to know how to use and optimize HTML, CSS, and Java.
Full stack developers have the best of both worlds
If you want to make yourself indispensable in the world of web development, you should consider becoming a full stack developer.
This type of developer handles both front end and back end development tasks. Most business owners seek out an individual who can take their website or app idea from concept to completion.
This is why you need to work on honing both your back-end and front end development skills. Generally, full stack developers will make more money and have a steadier stream of work than people who specialize in only back-end or front end development.
As a full stack developer, you will need to handle things like data modeling or structuring, client and hosting needs, and even user interface design.
Full stack developers also need great communication skills because they often work directly with the customer. The job of a full stack developer can be challenging, but it is also both lucrative and rewarding.
Success in the web development industry takes hard work
With the competition intensifying every day in the web development world, you need to find a way to set yourself apart. The best way to do this is by showing potential employers how eager you are to work hard and complete projects on time.
This blog is a guest contribution from Algodaily.com
The way most people study/prepare for technical interviews with coding problems isn’t conducive. An average person will go on a site like HackerEarth or AlgoDaily and will only spend a few minutes actually trying to solve a problem.
Often, they’ll then jump to the solution after getting stuck. Then they’ll read the solution, try to memorize it, and call it a day.
A better way to prepare
Here’s a more effective way, and it’s why the AlgoDaily system was designed the way it was:
First, choose a cadence
One interview problem a day seems to be the ideal amount. If you do 2 or 3 a day in the manner described, you’ll be spending 3-4 hours doing it, which is quite ambitious unless you are preparing full time.
It’s also mentally tiring, and you are unlikely to derive a whole lot of marginal benefits from the 3rd or 4th problem. At a certain point, you’ll probably begin to eagerly jump toward obvious solutions, which will not help you understand where your strengths and weaknesses lie.
The below suggestions nudge your thought process toward retaining the patterns and eventually help you solve problems you’ve never solved prior.
Commit some time and try to solve the problem by yourself
Before jumping to the solution, dedicate about 20-30 minutes to a problem and try to solve it all by yourself. Try to get some semblance of a correct output.
Brute force it if you have to—try to reason about any working solution, no matter how slow it is. It will help you understand the necessities to optimize it later.
Don’t fret if you get stuck
If you’re stuck at a problem, restart by looking for hints and then keep trying to solve it. Repeat until there are no more hints.
When you run out of hints, start going through the problem statement or solution very slowly. As soon as you are unstuck, STOP READING. Use the bit of insight to start coding again.
Anytime you get stuck again, repeat from the beginningEven though you’ve read a part of the solution, the vast majority of learning comes from the struggle of thinking it through yourself. That is what will help you retain it for the next time.Here are some additional steps that really made the difference in my prep:
Write the solution again in another programming language. This will let you think through the abstractions again and help with retention
Save the problem and revisit it in increasingly long spurts. This is called spaced repetition, a technique employed in the AlgoDaily technical interview course. For example, you may want to try to solve a problem today, again in 2 days, then revisit in a week, then a month.
Some questions to ask at each step:
What have I learned so far? Is there anything I should know for solving the problem the next time?
What pattern or technique was the solution derived from?
What hint did I need? How far was I from solving it myself?
If asked the same question tomorrow, can I readily solve it without any assistance?
Before we jump into the importance of mock interviews, here are some things you must cover.
Without a solid understanding of the following concepts, you may struggle during mock interviews:
Hash Tables: This is arguably the most critical data structure. Make sure you can implement one from scratch.
Stacks/Queues: It is important that you know these data structures such as FILO and FIFO
Linked Lists: Know about singly linked lists, doubly linked lists, and circular.
Trees: Get to know basic tree/node construction, traversal, and manipulation algorithms. Learn about the subsets—binary trees, n-ary trees, and trie-trees. Lower-level or senior programmers should know about balanced binary trees and their implementation.
Graphs: Learn about implementations (objects and pointers, matrix, and adjacency list) and their pros and cons.
Algorithms:
Sorting: Get to know the details of at least two n*log(n) sorting algorithm. I recommend Quicksort and Mergesort
Binary Search: Binary search is the most popular search algorithm. It is efficient and also one of the most commonly used techniques that is used to solve problems
Tree/Graph traversal algorithms: Breadth-first Search and Depth-first Search are musts. Also know inorder, postorder, preorder.
Basic discrete math (logic, set theory, etc.)
For this knowledge, the best way to study might be the flash-card style. There are tons of flash-card applications online, and there are many guides and quizzes at AlgoDaily. You could also pull in a friend to conduct a mock interview, speaking of which—
Mock interviews are key.
You must practice some mock interviews before attending an actual interview. Ideally, this would simulate as much of the real interview as possible.
If it’s a whiteboard interview, grab a whiteboard and a knowledgeable friend, and force yourself to answer random algorithm/data structure questions from them.
Here are a few things to keep in mind while practicing mock interviews:
First, ensure that your friend or pairing partner is also a software engineer, preferably of the same level as you. He/she should be comfortable breaking down a problem into hints for you.
Have a timer available. Limit it to 30 minutes as most companies’ interviews last around 45-60 minutes. This additional time will help boost your confidence for the actual interview day.
Your mock interviewer should not be looking for the correct answer immediately. Have them evaluate your approach: did you ask the right questions to understand scope? Did you have a brute-force solution within the first 5 minutes? Did you write pseudocode to get your thoughts down? Are your test cases adequate and covering all edge cases?
Ensure that the challenges being covered are among the more common ones to ensure you’re being efficient with study time. AlgoDaily’s free challenges can be useful for this.
Write down all feedback and try to improve in the next mock interview.
Also, take turns interviewing. Being in the interviewer’s seat will help you understand what companies are looking for when evaluating a candidate. It will also help you realize how difficult it is to be an interviewer, and ease some of the nerves when you realize they are working hard to help you solve the problem.
Check out HackerEarth for some fantastic resources that I’ve used when preparing for mock coding interviews. The competitions really help with time management and on-your-feet thinking that you’ll need.
Best of luck and happy coding!
AlgoDaily provides a visual technical interview course. HackerEarth members can email team@algodaily.com for a discount.
When some people hear the word “hackathon,” a wave of intimidation spills over them.
Well, let me help you pitch the idea. Ahackathon, also known as a codefest, is typically a day-long coding competition where a bunch of software developers, computer programmers, designers, and others join hands to improve upon or build a new software program.
Hackathons maybe theme-based. However, the majority of hackathons gives developers and programmers free rein to be creative and build something awesome.
One can create a web app, a website, chrome extension, it’s an open environment!
Stating an exciting fact here—many popular features of Facebook such as the like button, Facebook timeline, chat, and video were all conceived during hackathon projects.
A hackathon is a place where you find diversified minds and ideas, all under one roof. You will eventually end up honing your existing skills and acquiring new ones in the process.
Acquire industry-specific job skills
Creating something from nothing is difficult. In fact, it may be one of the most challenging tasks. Ahackathonlets one acquire industry-specific job skills.
If you are new to programming, you will learn how to build a project from scratch, buff out the glitches, and present it to a panel of experts.
On the other hand, if you are already a coding professional, you have an opportunity to enhance your skills.
All-in-all, a hackathon is a win-win situation. It prepares you forworking in a fast-paced, industry-driven environment, and gives professional experience in tackling coding challenges.
Improve problem-solving skills
Want to stretch your problem-solving skills to the limit? Attend a hackathon! To get the job done, you will need to learn how to focus on what is important.
And no matter however pre-defined your ideas are before you attend, you will eventuallylearn to be flexible and adaptable in your approach.
Also, you will get the opportunity to literally drill down issues and understand them to their very core.
Learn teamwork
The importance of teamwork cannot be overstated. It is very, very important, especially in such events.
Hackathons encourage you to work with people that you do not often work with, which eventually leads to wonderful ideas.
You learn to partition tasks, share a codebase, and get along the process through good and bad as a team.
Also, “pair programming” is a common practice at hackathons. It involves finding someone of similar skill sets, and then taking turns building and advising on the project.
It offers considerable learning potential and teaches effective collaboration.
Work under pressure
Hackathons aim at developing something awesome within a limited time frame, infusing work pressure among participants and testing them beyond their limits.
You will definitely learn to complete tasks faster than what you’re generally used to.
Transform concepts into reality
The core concept of most hackathons is theability to turn concepts into deliverable actions or a working prototype. Hackathons are a great way to involve and understand every stage—from design to deployment—of a product.
The gap between ideation and execution is huge. For instance, when Uber brought the idea of helping customers find a ride via connectivity, many people said, “I had that same idea.”
Still, Uber made it happen in the best possible way. Similarly, there are several ideas that people think of, and a hackathon lets one execute ideas and create something mind-boggling!
If youwant to participate in a hackathon, you just need to know the genre, form a team (either at the event or with people you know), and hack away at a project!
Hackathons are a whirlwind! If you come in with a strategy, they can be a useful format for making significant progress in a short amount of time.
If you are new to hackathons, knowing where to begin with may be daunting.
Traditionally, hackathons come from identifying a problem and then considering different ways to solve it.
For instance, how can a new tool like an app builder or any app make life easier? To help you get there, here is a list of hackathons that HackerEarth has conducted to let you gain some insights.
How can hackathons help you?
Hackathons for product and API adoption
Studies show that hackathons seem to be the most effective method to acquire and engage developer talent for open APIs.
Hackathons give you the opportunity to put your product(API) in the hands of passionate developers and get them to use it. They give you valuable feedback on how your product can be improved.
Several companies have used hackathon to drive API adoption. Here are a few –
Amazon Alexa: Building voice-first experiences through the Alexa skills hackathon
Alexa, the voice service behind Amazon Echo, is changing how a consumer interacts with technology. With Alexa being able to pick up multiple roles—anything from a concierge or a sous chef to a fitness coach or a DJ — every time a new skill is added, theAlexa Skills hackathonwas aimed at building even more skills for Alexa to make it smarter.
The goal of the hackathon was to educate developers about Alexa. Amazon wanted to get them to experience building skills for Alexa for the first time.
IBM: Using Bluemix to develop apps on the Bluemix platform
IBM Bluemix is a cloud platform as a service (PaaS) developed by IBM. It supports several programming languages and services as well as integrated DevOps to build, run, deploy, and manage applications in the cloud.
TheIBM Bluemix hackathonwas a product building innovation campaign where participants could build web and mobile apps with Watson on IBM Bluemix.
Hackathons for branding
An employer branding hackathon is a highly targeted branding activity. It allows a company to let potential employees know what the company stands for, the challenging projects it works on, and communicates its values to them.
By conducting a targeted hackathon, you will be able to let the developer community know about your company and the technology stack you use. It also allows companies to build a talent pipeline. Here’s how HP Enterprise leveraged hackathons for employer branding-
HP Enterprise: When innovation acted as a brand driver
HPE is a brand synonymous with innovation. With over 80 years of world-class technology innovation and the famous “HP Way” of transforming great ideas into successful tech products, the company partnered with HackerEarth for its employer branding activities.
TheHPE Thinkathonwas a hackathon specifically for college students. With coding gaining more attention with each passing day, HP aimed to cultivate a culture of coding among students.
Hackathons for hiring
Hackathons are changing the way a traditional hiring process works. Hiring that involved multiple rounds of interviews in the past are quickly being replaced by hiring hackathons. Here’s how Accenture used a hackathon tohire better talent.
Accenture—Hiring coding enthusiasts through the Hack Diva challenge
The Accenture Hack Diva challenge was a women-centric programming challenge targeted at women students interested in technology to showcase their problem-solving skills and compete with their peers across the country.
The event aimed at bringing together some of the brightest engineering students and celebrating women who are passionate about technology.
Internal hackathons
Internal hackathons act as a playground for exploring possibilities. Accelerate innovation by bringing all the business stakeholders on a single platform to ideate, collaborate, build, and implement solutions to real-world challenges.
Benefits –
Collaborative innovation — Internal hackathons help foster collaboration across geographies
Accelerate customer innovation — Faster go to market for customer requirements
Drive engagement — A fun activity for your entire company
Adapt to disruption and stay ahead of competition
Hackathons to foster collaboration and boost employee engagement
The use of employee hackathons to solve organizational problems is on the rise. This fun event helps bring together the best brains from across your organization to solve pressing business challenges while having a good time.
Global talent advisers perfectly sum up what happens during a hackathon of this kind, “Employees who have participated in a hackathon love it because it is a highly engaging activity. They work with colleagues from other departments to brainstorm and design working prototypes. Employees feel that they are part of the solution. They have a sense of pride that they are contributing to the success of the company.”
Hackathons to solve customer challenges
Hackathons can be catalysts for organizations looking to accelerate innovation. You could use a hackathon to develop innovative yet practical solutions to support the customer experience.
The best part is you get a pipeline of hacks which can provide the highest value to customers in the shortest amount of time and you can work on accommodating them in your product road maps.
Hackathons to help you speed up product launches
Hackathons create an environment that creates an internal drive among your team to work together on new product features or improvements.
The best part is that since the entire team works towards this within a stipulated period of time, you have multiple solutions many of which are market-ready and can be directly implementable. This means you can easily accommodate them in your product road maps and releases.
Hackathons to create a culture of innovation
Innovation is critical to business success now more than ever. It is imperative for business leaders and entrepreneurs to make innovation their constant business priority.
Incorporating innovation into your company’s culture will help you create an environment that empowers.
Technology, University, Government, and Social hackathons
One of the best things you get out ofconducting a hackathonis the outcome. A hackathon is a great tool especially if you are looking for swift market-ready solutions.
And these solutions are applicable across a wide range of sectors—from technology hackathons to government and social hackathons and even university hackathons.
Technology hackathons
Hackathons are a great way of using cutting edge technologies to solve some pressing business challenges.
Some commonly used technologies include Machine Learning, Blockchain, IoT, AR/VR, etc and these have been used to solve problems on customer data management, identity management, and asset trading via hackathons.
Machine Learning hackathons
Organizations such as Unilever, Societe Generale, Future Group, and many others have leveraged the power of Machine Learning to build better businesses.
Being one of the largest FMCG companies in India, HUL ran a hackathon to understand consumer preferences in small retail stores in neighborhoods by capturing sales data through a point of sales system and leverage it with innovative Machine Learning (ML) and analytical models.
Societe Generale: Building predictive models from banking and financial data
This French banking and financial MNC wanted to put its financial data to better use by leveraging the power of the crowd for data analysis and building predictive models.
Future Group: Crowdsourcing digital solutions to master customer data management
Future Group is one of the largest retailers in India and through the Future Datathon, this organization used Machine Learning to understand customer behavior and buying needs better.
Blockchain hackathons
From traceable supply chains to permanent identity for refugees, blockchain is pioneering transparent and secure business processes.
Blockchain technology provides new infrastructure to build the next innovative applications beyond cryptocurrencies, driving profound, positive changes across businesses, communities, and society.
Many organizations have used blockchain hackathons to build impactful solutions and here are a few examples
Accenture: Leveraging Blockchain for social good
With the industry gearing toward an exciting phase in the evolution of blockchain-based solutions, Accenture has consciously worked toward leveraging ‘Blockchain for good’.
Regarded as one of the top 10 biggest blockchain companies, Accenture’s blockchain developers work at the heart of the blockchain technology landscape, working with multiple alliance partners— DAH, Ripple, R3, Microsoft, EEA, Hyperledger, etc.
University hackathons
Hackathons are important for growth because it allows students to apply creativity, learn technical skills, generate business ideas, work in a team, network with peers and professionals, and win some cool prizes.
Top universities across the world use hackathons to drive creativity and problem-solving capacity among students.
Government hackathons
Governments around the world are leveraging technology for better governance and hackathons are a great way to find solutions which can be readily implemented. A few examples are:
Smart Odisha hackathon — Make in Odisha Conclave 2018
The student community is an integral part of spearheading development projects, owing to its innovative and enthusiastic approach toward a problem.
To harness the talent of student communities, “Smart Odisha Hackathon” was organized by the Skill Development and Technical Education Department, Government of Odisha, in association with the Biju Patnaik University of Technology (BPUT), Odisha. The idea behind this 36-hour long hackathon was to attract talent to identify innovative IT solutions for public service delivery and effective governance.
NITI Aayog—Pune Smart city hackathon
The challenge was to find insights and solutions for smarter ways to develop Pune.
The hackathon addressed important themes such as water management, solid waste management, safety, public health, and digital connectivity.
Bhopal smart city hackathon
This hackathon was organised by the Bhopal Smart City Development Corporation Limited, in partnership with Hewlett Packard Enterprise.
Participants had to come up with technology solutions in this 48 hour hackathon to make Bhopal smarter.
Social hackathons
Hackathons can help you harness the creative power and skills of thousands of participants to bring you closer to realizing your organization’s social welfare goals.
Create working prototypes of solutions by utilizing developer communities, along with your participants, without having to build a team of your own.
Centro Fox: Creating technology solutions for social problems in less than 48 hours
Centro Fox is a Mexican organization which works toward creating compassionate leaders for a better world.
Founded by Vicente Fox, former president of Mexico, the center consciously works toward training quality leaders dedicated to serving their community in Mexico and Latin America.
The talent hackathon at Centro Fox aimed to bring together participants from Mexico to work on solutions for creating a smart city.
Hackocracy: Crowdsourcing to build a better democracy
With the belief that technology-based solutions could streamline processes and revolutionize the lives of millions, well-known NGOs such as the Umang Foundation, Janaagraha, and the Nudge Foundation teamed up with HackerEarth to come up with digital solutions to handle real-world problems throughHackocracy— a hackathon to build a better democracy.
FAQs
Who can attend a hackathon
Hackathons are for everyone. YES! You read that right. Anyone with a knack in computer programming can attend a hackathon. One does not necessarily need to have programming experience. Organizers usually hold workshops throughout the event for people who are new to programming, helping individuals harness new skills and relationships.
How to prepare for a hackathon?
You’d like to try a hackathon? Great! We’ve put together a list of 5 things you can do to prep.
Do I need to pay any money to register for a hackathon?
No. You do not have to pay anything to anyone to register yourself for any Hackathon on HackerEarth.
How do I submit the prototypes/ideas created for the hackathon?
You have to develop the application on your local system and submit it on HackerEarth in tar/zip file format along with instructions to run the application and source code. Do we need to have the entire idea fully working?
The entire idea need not be fully implemented. However, the submission should be functional so that it can be reviewed by the judges.
Do I need to provide a demo for the product I have built?
If you want, you can submit a small presentation or video that demos your submission. However, it’s not mandatory and only good to have. In case you are one of the winners, you might be invited to demo your application at a physical event, details of which will be shared with sufficient advance notice.
How is the environment? Will the hackathon environment support any language? Will the organization provide any IDE and DB for us to work on ideas?
You have to develop the entire software application on your local system and submit it on HackerEarth in tar/zip file format along with instructions to run the application and source code.
Who owns my project and IP?
It can vary from hackathon to hackathon. The conditions of participation in a hackathon may include alternative arrangements, such as first-look rights, exclusive rights, or shared IP rights. Also, the finalists and winners are generally given prizes or sums of money – essentially in exchange for their ideas. In case of an internal hackathon where organizations conduct these events for their employees, all rights are owned by the company. It has the total ownership of inventions made by its employees. In case of an open or a public hackathon, the ownership rights are often open to dispute. In this case, the inventions are made by an unpaid third party — the hackathon participants.
But in any case, it’s essential to take a careful look at the conditions of participation. Be sure to double check with the organizer. If you are employed elsewhere, review the hackathon terms to see if your participation causes any conflict of business interest with your current employer.
How to win a hackathon?
It all boils down to 10 simple steps. HackerEarth provides an exhaustive list to help win hackathons. The steps are pretty broad on purpose – you can define them anyway you want.
Making sense of all the recruitment metrics in your organization—number of applications, screening calls, interviews—can be a daunting task, even for the most tech-savvy recruiters. This is where a recruitment dashboard comes in handy. It can help you bring together a rundown of all the recruitment data in your organization, and predict what’s going to happen and plan your next actions.
But, how to create a dashboard that curates all the recruitment data for you in one place?
In this article, you’ll uncover:
5 simple steps to help you skyrocket your recruitment process
A recruitment dashboard is a visual representation, often interactive, of various recruitment metrics and KPIs (Key Performance Indicators). Think of it as the control room of your recruiting operations. Just like how a car’s dashboard provides essential information about speed, fuel, and engine health, a recruiting dashboard offers HR insights into the hiring process’s effectiveness and efficiency.
Key elements typically displayed include:
Number of open positions: A simple count of how many roles you’re currently looking to fill.
Source of candidates: Breakdown of where your candidates are coming from – job boards, referrals, direct applications, etc.
Time-to-Hire: Average time taken from when a role is advertised to when an offer is accepted.
Application-to-Interview ratios: How many applications lead to an actual interview? This metric offers insights into the quality of applications.
Cost-per-Hire: An understanding of how much, on average, you spend to recruit a new employee.
Candidate feedback: Scores or feedback from candidates about their experience during the recruitment process.
This dynamic tool evolves with your recruitment process, helping HR professionals, hiring managers, and even company executives get a quick snapshot of the hiring landscape.
Steps to Create HR Recruitment Dashboard Template?
Step 1: Know what you want
Create a list of questions you want to be answered. These questions will help understand your team’s performance better. Whether you’re a one-man/woman team or a 50-member team, this step is highly valuable. It will help you create a layout for the detailed recruitment steps required to hire the right candidates for your organization.
You can start with the following list: (feel free to add on to it)
How much time does it take for a candidate to complete the hiring process?
At which stage are the candidates dropping off
How many candidates does it take to close one role?
What percentage of the open roles is my team able to close in 1 quarter?
How many critical roles are there to fill (roles that are open for more than 60 days)?
On average, how much does it cost to hire a candidate?
How many applicants get past the screening stage?
How many candidates accept the offer and join?
How many offer dropouts do you have?
How many candidates drop off during the entire process?
Based on the industry or company you work in, there may be a lot more questions. List them out and get started.
Step 2: Identify key metrics
Once you’ve nailed step 1, achieving this step will be relatively easy. Take all the questions you have identified and find the relevant metrics for each of these questions. Also, identify the input metrics for each of these.
Input metrics is basically the data you need to calculate the key metrics.
For example, to calculate cost per hire, you need to know the total amount that was spent on recruitment activities and the number of open roles. Therefore, the amount spent and no. of open roles are your input metrics for the key metric—cost per hire.
Question
Key metric
Input metrics
How much time does it take for a candidate to complete this whole process?
Avg. time to hire
Time to hire for individual roles (in days), no. of roles
At which stage are the candidates dropping off?
Bottleneck bucket
No. of drop-offs per recruitment phase
How many candidates does it take to close one role?
Conversion rate
No. of candidates, no. of roles
What % of the open roles is my team able to close in 1 quarter (success rate)?
Closure rate
No. of open positions, no. of positions closed
How many critical roles are there to fill (roles open for more than 60 days)?
No. of critical roles
Time duration for which each of the roles were open
How much does it cost to hire a candidate on average?
Cost per hire
Amount spent on recruitment activities, no. of closed positions
How many applicants are qualified for the perusal?
Qualification rate
No. of applicants, no. of candidates who passed the screening stage
How many candidates accept the offer and come through?
Offer acceptance rate
No. of offers rolled out, no. of offers accepted
How many offer drop-offs do we have?
Offer drop-off rate
No. of offers rolled out, no. of offer drop-offs
How many candidates drop off during the entire process?
Application drop-off rate
No. of applicants, no. of candidates who didn’t show up in any stage of the recruitment process.
Step 3: Collate the data
Gather your data for these metrics from all your sources. For example, your ATS, Excel sheets, or a combination of both. Many organizations also utilize HR software to streamline the collection and management of recruitment data. If you are looking for an efficient HRM tool already, it’s good to explore tomHRM alternatives that could offer additional features or better align with your specific needs.
Identify where you can get all your input metrics from and start adding them to an Excel sheet. Once you have the input metrics, it’s time to calculate the key metrics. You can use the formula below to get the numbers.
Key metric
Formula
Time to hire
Time taken to hire for each role / Number of roles
Cost per hire
Amount spent on advertisements and other hiring activities / Number of roles
Qualification rate
(No. of applications screened – no. of applications that went to the next stage) / No. of applications screened *100
Conversion rate
No. of candidates per role closed / No. of applications for that role *100
Closure rate
No. of roles closed/Total no. Of roles in the quarter *100
No. of critical roles
No. of roles that have been open for more than 60 days
Offer acceptance rate
No. of offers accepted / Total no. of offers rolled out * 100
Offer drop-off rate
No. of offer drop-offs / Total no. of offers rolled out * 100
Application drop off rate
No. of candidates that dropped out at some stage in the process / Total no. of candidates * 100
Side note: This process can get a little time-consuming. If you don’t want to set it up yourself, you can use the template where all the formulas are already set up. You just need to add in your input metrics.
Remember, the most important aspect of a dashboard is what you infer from it. How will it benefit you if you create the dashboard and send it out? You can establish your expertise by carefully analyzing the data and creating new action steps.
What Metrics Should You Track on Your Dashboard?
Let’s take a look at how a few of these metrics can contribute to proactive action steps:
Average time to hire
If your average time to hire is beyond your company threshold, then you know that you need to improve the recruitment process. The company threshold may vary for each company. If you are an extremely fast-paced company, then your limit might be less than 30 days. 60 days is an average across many companies and some companies are even ok with 90 days.
So if your threshold is 60 days and your average time to hire is 65 days, then you know that business is getting affected and the recruitment process needs to be optimized. To do this, it’s important to understand which phase is the bottleneck.
This one’s straightforward, the phase that is your bottleneck bucket needs a revamp. For example, if your bottleneck bucket is the interview phase because 50% of the candidates don’t show up for the interview, then you probably aren’t selling the role well enough.
Remember, as a recruiter it’s your job to ‘sell’ the role and it’s the candidates’ job to ‘sell’ what they can do for the company in the interview. So once you find your bottleneck bucket try to fix what’s not working.
Conversion rate
If your conversion rate is low, then you know you’re putting in a lot of effort to close one position, and if that’s going to continue, then your team will burn out or be in a ‘perpetually busy’ state. That’s not where you want your team to be.
Fixing this ties back to the previous metric of the bottleneck. Find out at what part of the process is the biggest bottleneck and try to fix that. That will have an impact on your conversion rate. Or it should at least point you in the right direction of what needs fixing.
This way you analyze all your metrics—where they stand and what are the actions you need to take to fix it. Add these action steps to the dashboard and send them across to your team to be a Rockstar recruiter!
Now that you know that you need to create a template, you can either get started from scratch or you can download the template here:
In the template, most of the important metrics are included and ready to use. Let me give you a quick tour. This template is designed for a quarterly review. You can convert it to suit a monthly review too. You need to use the following three sheets:
Role tracker sheet: This sheet gives you an overview of all the roles that have been opened and the status of each role.
Candidate tracker sheet: This sheet tracks the status of all the candidates that have applied for any role. If you use an ATS, you can export the data from the tool into this sheet.
Dashboard sheet: This sheet gives you a summary of the performance of your recruitment process. It includes twelve (ten in the chart above and two below) of the most important metrics that most companies track. All these metrics are automatically calculated based on the inputs of the role tracker sheet and the candidate tracker sheet.
Overview of the current status of roles:
No. of target roles for the quarter
Total roles closed to date
Open roles
Roles in the offer stage
Roles on hold
Roles open beyond 60 days
The efficiency of the recruitment process:
Average time to hire
Amount spent this quarter
Cost per hire
Qualified candidates’ rate
Offer acceptance rate
Application drop off rate
There is a sheet that gives you all the instructions on how to use the template and what each of the terms means. You can always refer to this sheet to understand how to use this sheet.
Tools needed to create a recruiting dashboard
With advancements in online software, creating a recruitment dashboard has never been easier. Here are some of the top tools to consider in 2024:
Tableau: Renowned for its data visualization capabilities, Tableau allows you to craft detailed, interactive dashboards by connecting to various data sources.
Microsoft Power BI: A powerful tool, especially for those familiar with the Microsoft ecosystem. Power BI offers extensive customization options and can integrate seamlessly with tools like Excel.
Google Data Studio: A free tool by Google, it’s excellent for those just starting out. With integrations to Google Sheets and other G-suite apps, it’s a convenient option for many.
Zoho Analytics: Specifically designed for business intelligence, Zoho offers a plethora of pre-made templates, including those for recruitment.
Trello and Airtable: While not traditional dashboard tools, by leveraging their integrations and plugins, recruiters can create visual boards that give a snapshot of the recruitment process.
Recruiting software with built-in dashboards: Many ATS (Applicant Tracking Systems) and recruiting platforms now come with built-in dashboard functionalities. Examples include Greenhouse, Workable, and SmartRecruiters.
I hope that this guide and template will help you get one step closer to understanding how to create a recruiting metrics dashboard.
We’re pleased to announce that HackerEarth has added yet another ATS to its list of integrations. This time around, we’ve
added an integration with Workable, a leading hiring platform that enables recruiters and hiring managers to source and
identify the right talent for their teams.
HackerEarth+Workable: Identify top talent, faster
The integration between HackerEarth and Workable facilitates an efficient way for recruitment teams to screen candidates
and streamline the technical recruitment workflow. Using this integration, you can post jobs on Workable, setup
HackerEarth assessments and video interviews, invite candidates, and generate and share detailed candidate reports with
your team. The best part is, you can do all this directly from the Workable interface without switching back and forth
between the two platforms.
Benefits of the integration
Once you’ve set up the details of the
job on Workable, you can use HackerEarth Assessment to initiate your screening process. Here are the top benefits of
screening candidates on Workable using HackerEarth Assessment.
Create accurate skill-based
assessments
Automate the test creation process to assess candidates accurately on multiple
skills. Access 12K+ questions from the prebuilt question library to test candidates. Assess candidates over 38+
programming languages and 500+ developer skills using 11 different assessment types.
Streamline your tech
hiring workflow
HackerEarth Assessment can pre-screen candidates from your applicant pool and
help you identify the best using detailed performance reports. Get recommendations to shortlist candidates and conduct
live video interviews to assess their skills in real-time.
Get finer details about a candidate’s
performance
Integrating HackerEarth Assessment with Workable can help you identify engineers
who have the right skills for the job. Use HackerEarth Assessment to evaluate candidates based on their scores, time
taken to complete a test, skills they’ve excelled at, and the overall quality of their code. You can use the CodePlayer
to replay a candidate’s code strokes to review their logical and programming skills.
Share insights with your
team
Involve critical stakeholders in every stage of your screening process and share
insights on the candidate performance with your team to make more collaborative decisions.
1.Retrieve the API key from your HackerEarth
account
Once you’ve logged in to HackerEarth,
Click on Settings and navigate to Integrations
Choose Workable from the list and click on Generate API Key
Copy the API key
2. Sign in to Workable to complete the integration
Click the user icon on the upper right corner and navigate to Integrations
Choose HackerEarth Assessment from the list.
Paste the API key into the field
Click Update Settings
3. Set up assessments
To add an assessment for a job, first create or edit a job on Workable. Next, navigate to the Assessment
Test tab.
Assessment Tests are linked to specific stages in the recruiting pipeline. These include Phone Screen,
Assessment, and Interview. Select the appropriate stage from the dropdown menu and click
on Assessment Test.
From the list of tests available, choose the most appropriate test for this stage and save your changes. Now
you can invite candidates to take your test.
To add another assessment for a different stage, click on add another evaluation method on the
left-hand side. Choose HackerEarth from the Assessment Test, select the appropriate test,
and save. Repeat this until you have added all the tests you need for each stage. Similarly, you can also
set up video interviews for each stage.
To edit or delete a test from a stage, choose the test from the list. Click the pencil icon against the name.
When the selected test loads in the main window, click the pencil icon on the right to edit the test or
the small dustbin icon to delete it.
4. Send assessments to candidates
When a candidate reaches a stage in the screening process which has pre-populated assessments, an icon
appears in the candidate’s profile.
Click on the icon to send the test to the candidate.
5. Analyze and share insights on candidate performance
Once a candidate has completed an assessment, you will
receive an email with a link to view the results (via a report) on the candidate’s timeline. You can download the full
report or view the results externally on the HackerEarth Assessment platform.
Try the Workable integration with HackerEarth and let us know how it works for
you. If you need any help on using this feature, write to us at support@hackerearth.com. If
you’re new to HackerEarth and want to create accurate skill-based developer assessments, sign up for a 14-day free trial.
David Heinemeier, the creator of Ruby on Rails tweeted:
Several organizations still use whiteboard interviews as a standard process to hire developers.
In a whiteboard interview, developers are given a problem statement for which they have to provide the solution on a whiteboard.
The most common tasks include recalling algorithms and writing them bug-free on the whiteboard.
The important thing to consider is that a whiteboard is not a code editor. Developers can’t actually run the code to see if it works, let alone benchmark it.
Hence, many developers dislike whiteboard-based interview questions. It’s easy to find someone or the other venting about it on various social media platforms.
The problem is not just limited to whiteboard interview processes. Developers around the world face a lot of challenges during interviews pertaining to lengthy recruitment processes, being ghosted by recruiters, coding in an uncomfortable environment, being asked irrelevant questions, etc. The phrase, “the recruitment process is broken,” is used so commonly by developers that it has become a cliché.
Unfortunately, most of these issues are falling on deaf ears. This ultimately gives rise to negative candidate experience. Negative candidate experience can cost companies more than just losing out on good candidates. It can even result in a significant monetary loss. The most famous example is that of Virgin Media where a bad candidate experience cost the company 5.4 million USD per annum.
This is where developer assessments come into play. When developers apply for a job, major organizations consider technical assessments as an integral part of the interview process. Here are a few points on how developer assessments can improve candidate experience:
With developer assessment tools, candidates can code from anywhere in an environment of their choice. They do not need to travel long distances to give interviews, code on whiteboards, or get rejected based on a phone conversation during the screening process.
Developer assessment tools ensure that interviews are structured. This means that all the candidates are asked the same set of questions and interviewers do not know the specifics of each candidate such as gender, age, ethnicity, etc. This assures the candidate that the hiring decision will be unbiased and they will be benchmarked the right way.
Irrespective of what the hiring decision is, candidates, feel that they have had a fair shot at showcasing their skills through an engaging process of developer assessments without any human bias.
So, how can you ensure a seamless candidate experience using developer assessments?
We, at HackerEarth, are aware that enabling a good candidate experience is extremely important. When it comes to technical hiring, HackerEarth’s Assessment software optimizes candidate experience to help you stand apart from your competitors.
Here are 5 ways how HackerEarth Assessment ensures a better candidate experience:
1. Let candidates use the assessment platform in the language of their choice
We understand that developers live in every corner of the world.
Hence, HackerEarth’s Assessment software supports various spoken languages so that developers can use the platform easily.
The languages that are supported include:
English
Japanese
Chinese
French
Portuguese
Russian
This instills a sense of belonging among candidates and they are bound to be happy.
2. Know the value of a candidate’s time
“You know why everyone loves a vacation? Because it’s the only time it’s okay to waste time.”
If you’re on the hunt for a new candidate to fill a job position, do whatever you can to save their time.
Time is a great equalizer, and every minute that a candidate uses for one task can be used for another, especially during interviews.
HackerEarth has a user-friendly coding environment in which candidates can write code in any language.
When they compile their code, they are shown errors in real time and this helps them review their code and make it better. They can also run their code against custom input and output.
One of the features that HackerEarth’s coding environment has is code stubs. Code stubs are boilerplate code that is required whenever a candidate writes code.
For example, the following C++ code is a code stub. This will be available to candidates in the code editor when they select C++ as the programming language:
#include <iostream>
#include <string>
using namespace std;
int main()
{
<candidate will write the code based on the problem statement>
}
In this example, the candidate can focus on writing the code that will help in solving the problem statement. This saves the candidates time allowing them to focus more on the approach that they want to follow.
Another feature in HackerEarth’s Assessment software that saves a candidate’s time is the Autocomplete feature.
This feature in which the code editor predicts and displays the name of the related functions, methods, standard classes and objects, operators that you are typing.
For example, when a candidate types java.util, they see suggestions of various functions that can then be imported into their code by pressing Ctrl and the space bar.
Also, you can check whether a code submitted by the candidates is written efficiently or not. We use an open-source platform, SonarQube, to inspect code quality. It performs automatic reviews of code to detect bugs, vulnerabilities, etc.
The code quality score is determined by calculating the average of four key metrics: maintainability, reliability, security, and cyclomatic complexity. In other words, the code-quality score is an average value of key metrics that represent the best practice to write code.
3. Let candidates know if something is wrong
With HackerEarth’s Assessment software, candidates get proactive alerts in their test environment if there’s any error pertaining to network failure, server error, errors in loading JavaScript files, etc.
This eliminates confusion, making it easier for them to fix their code before they submit it.
Let candidates know if something is wrong in the platform
4. Conduct online video interviews
Online video interviews are great and serve as a valuable tool for providing a seamless candidate experience. HackerEarth’s live interview platform lets candidates take an interview from the comfort of their home or a location of their choice.
All they need is a working webcam and a computer with a working Internet connection.
HackerEarth’s Assessment software integrates interviews with a candidate’s Google calendar. Relevant emails are automatically sent to candidates when interviews are scheduled, rescheduled, or canceled.
It also has a default system check where a candidate’s system is automatically checked for the following:
Versions of the operating system and browser
Whether the JavaScript language is enabled
Dimensions of the screen size that is being used
Whether cookies are enabled
Whether the candidate’s webcam and microphone/speaker are working
In addition to writing code in real-time, candidates can explain technical concepts via high-quality video calls. Using the multi-room text chat in video interviews, candidates can easily communicate with their recruiters.
Online interviews can connect the best candidates with the best companies out there. However, it is important for both candidates and recruiters to be aware of things that they need to do to ensure that the interview is hassle-free.
5. Light side vs. dark side
You must have heard some coders tossing phrases such as “I am much better at reading dark text on a white background” or “The dark background minimizes distraction. It lets you focus on the only light source, which is your desktop/laptop.”
So, what do we choose? The light theme or the dark theme?
We understand that different developers have different perceptions about coding and themes are a personal preference. Hence, HackerEarth’s Assessment software lets developers code in a theme of their choice—light or dark—whichever they are comfortable with.
Other best practices
So far, we have spoken about providing a seamless candidate experience using developer assessments. Here are other small tips to keep in mind to ensure that you attract the right talent, make their experience worthwhile, and retain them.
Write accurate job descriptions
Job descriptions allow you to make informed hiring decisions. Most importantly, before a candidate actually applies for a job, a clear job description is what motivates them to do so.
Let’s take a look at a few examples of good and bad jobs posts.
A good job description uses a clear job title, speaks directly to candidates, describes tasks, and most importantly, sells your job.
They provide the required information to candidates to help them assess if they are suitable for the position.
Remember that the candidate is also evaluating your organization and you based on such small but important details.
Address the company culture with enthusiasm
Company culture is what makes the company; it is the inherent personality of an organization.
Also, it is the top concern for millennials in particular. Hence, it is not enough to simply tell candidates that your organization offers a great company culture.
You have to give the candidate an accurate view of what it’s actually like to work for your organization. Start by citing examples of employees who have been in the organization for a long time and what culture means to them, define your core values, etc.
Make faster hiring decisions
Faster hiring decisions do not mean you make a rush hire. It means that you value the candidate’s time and want to make the interview process as seamless as possible.
For faster hiring, organizations can:
Schedule interviews shortly after receiving the application
Ask for work samples ahead of time
Make the candidate meet multiple parties in one day
Keep candidates in the loop
Candidates may get frustrated if they send in applications for a job role and never hear from the company or fill an online job application and get an email saying their profile will be reviewed.
No one ever says by whom and by when. Also, after they appear for an interview and if they are not selected, they often hear recruiters say, “We shall get back to you.”
Be modest. Let candidates know whether they have made the cut or not. If they have not been selected, send them encouraging emails listing their areas of improvement, which can help them in their next job application.
This opens up a door of positivism and respect in the candidate’s mind for your organization.
Do not let them wonder where they stand. It is always a wise thing to keep them informed, no matter what the hiring decision is.
Research what qualifies as a competitive salary for the open position. It is important that candidates with the desired skill sets, who strive to do their best, and who can perform exceptionally well, feel sufficiently compensated for their worth.
Final thoughts
To sum up, high-quality talent expects a high-quality candidate experience. Starting from the initial recruiting process—sending emails or conducting phone calls—to rolling out a job offer, candidates these days expect the best out of an interview process.
We hope this article will help you provide a seamless candidate experience during your next tech assessment.
Get to know the experts behind our content. From industry leaders to tech enthusiasts, our authors share valuable insights, trends, and expertise to keep you informed and inspired.
Artificial Intelligence (AI) has permeated virtually every industry, transforming operations and interactions. The tech recruitment sector is no exception, and AI’s influence shapes the hiring processes in revolutionary ways. From leveraging AI-powered chatbots for preliminary candidate screenings to deploying machine learning algorithms for efficient resume parsing, AI leaves an indelible mark on tech hiring practices.
Yet, amidst these promising advancements, we must acknowledge the other side of the coin: AI’s potential malpractices, including the likelihood of cheating on assessments, issues around data privacy, and the risk of bias against minority groups.
The dark side of AI in tech recruitment
The introduction of AI in recruitment, while presenting significant opportunities, also brings with it certain drawbacks and vulnerabilities. Sophisticated technologies could enable candidates to cheat on assessments, misrepresent abilities and potential hiring mistakes. This could lead to hiring candidates with falsifying skills or qualifications, which can cause a series of negative effects like:
Reduced work quality: The work output might be sub-par if a candidate doesn’t genuinely possess the abilities they claimed to have.
Team disruptions: Other team members may have to pick up the slack, leading to resentment and decreased morale.
Rehiring costs: You might have to let go of such hires, resulting in additional costs for replacement.
Data privacy is another critical concern
Your company could be left exposed to significant risks if your AI recruiting software is not robust enough to protect sensitive employee information. The implications for an organization with insufficient data security could be severe such as:
Reputational damage: Breaches of sensitive employee data can damage your company’s reputation, making it harder to attract clients and talented employees in the future.
Legal consequences: Depending on the jurisdiction, you could face legal penalties, including hefty fines, for failing to protect sensitive data adequately.
Loss of trust: A data breach could undermine employee trust in your organization, leading to decreased morale and productivity.
Financial costs: Besides potential legal penalties, companies could also face direct financial losses from a data breach, including the costs of investigation, recovery, and measures to prevent future breaches.
Operational disruption: Depending on the extent of the breach, normal business operations could be disrupted, causing additional financial losses and damage to the organization’s reputation.
Let’s talk about the potential for bias in AI recruiting software
Perhaps the most critical issue of all is the potential for unconscious bias. The potential for bias in AI recruiting software stems from the fact that these systems learn from the data they are trained on. If the training data contains biases – for example, if it reflects a history of preferentially hiring individuals of a certain age, gender, or ethnicity – the AI system can learn and replicate these biases.
Even with unbiased data, if the AI’s algorithms are not designed to account for bias, they can inadvertently create it. For instance, a hiring algorithm that prioritizes candidates with more years of experience may inadvertently discriminate against younger candidates or those who have taken career breaks, such as for child-rearing or health reasons.
This replication and possible amplification of human prejudices can result in discriminatory hiring practices. If your organization’s AI-enabled hiring system is found to be biased, you could face legal action, fines, and penalties. Diversity is proven to enhance creativity, problem-solving, and decision-making. In contrast, bias in hiring can lead to a homogenous workforce, so its absence would likely result in a less innovative and less competitive organization.
When used correctly, AI in recruitment can take your hiring to the next level
How do you evaluate the appropriateness of using AI in hiring for your organization? Here are some strategies for navigating the AI revolution in HR. These steps include building support for AI adoption, identifying HR functions that can be integrated with AI, avoiding potential pitfalls of AI use in HR, collaborating with IT leaders, and so on.
Despite certain challenges, AI can significantly enhance tech recruitment processes when used effectively. AI-based recruitment tools can automate many manual recruiting tasks, such as resume screening and interview scheduling, freeing up time for recruiters to focus on more complex tasks. Furthermore, AI can improve the candidate’s experience by providing quick responses and personalized communications. The outcome is a more efficient, candidate-friendly process, which could lead to higher-quality hires.
Let’s look at several transformational possibilities chatbots can bring to human capital management for candidates and hiring teams. This includes automation and simplifying various tasks across domains such as recruiting, onboarding, core HR, absence management, benefits, performance management, and employee self-service resulting in the following:
For recruiters:
Improved efficiency and productivity: Chatbots can handle routine tasks like responding to common inquiries or arranging interviews. Thereby, providing you with more time to concentrate on tasks of strategic importance.
Enhanced candidate experience: With their ability to provide immediate responses, chatbots can make the application process more engaging and user-friendly.
Data and insights: Chatbots can collect and analyze data from your interactions with candidates. And provide valuable insights into candidate preferences and behavior.
Improved compliance: By consistently following predefined rules and guidelines, chatbots can help ensure that hiring processes are fair and compliant with relevant laws and regulations.
Cost saving: By automating routine tasks for recruiters, chatbots can help reduce the labor costs associated with hiring.
Additionally, candidates can leverage these AI-powered chatbots in a dialog flow manner to carry out various tasks. These tasks include the following:
Personalized greetings: By using a candidate’s name and other personal information, chatbots can create a friendly, personalized experience.
Job search: They can help candidates search for jobs based on specific criteria.
Create a candidate profile: These AI-powered chatbots can guide candidates through the process of creating a profile. Thus, making it easier for them to apply for jobs.
Upload resume: Chatbots can instruct candidates on uploading their resume, eliminating potential confusion.
Apply for a job: They can streamline the application process, making it easier and faster for candidates to apply for jobs.
Check application status: Chatbots can provide real-time updates on a candidate’s application status.
Schedule interviews: They can match candidate and interviewer availability to schedule interviews, simplifying the process.
For hiring managers:
These can also be utilized by your tech hiring teams for various purposes, such as:
Create requisition: Chatbots can guide hiring managers through the process of creating a job requisition.
Create offers: They can assist in generating job offers, ensuring all necessary information is included.
Access requisition and offers: Using chatbots can provide hiring managers with easy access to job requisitions and offers.
Check on onboarding tasks: Chatbots can help track onboarding tasks, ensuring nothing is missed.
Other AI recruiting technologies can also enhance the hiring process for candidates and hiring teams in the following ways:
For candidates:
Tailor-made resumes and cover letters using generative AI:Generative AI can help candidates create custom resumes and cover letters, increasing their chances of standing out.
Simplifying the application process: AI-powered recruiting tools can simplify the application process, allowing candidates to apply for jobs with just a few clicks.
Provide similar job recommendations: AI can analyze candidates’ skills, experiences, and preferences to recommend similar jobs they might be interested in.
For recruiters:
Find the best candidate: AI algorithms can analyze large amounts of data to help you identify the candidates most likely to succeed in a given role.
Extract key skills from candidate job applications: Save a significant amount of time and effort by using AI-based recruiting software to quickly analyze job applications to identify key skills, thereby, speeding up the screening process.
Take feedback from rejected candidates & share similar job recommendations: AI can collect feedback from rejected candidates for you to improve future hiring processes and recommend other suitable roles to the candidate.
These enhancements not only streamline the hiring process but also improve the quality of hires, reduce hiring biases, and improve the experience for everyone involved. The use of AI in hiring can indeed take it to the next level.
Where is AI in recruitment headed?
AI can dramatically reshape the recruitment landscape with the following key advancements:
1. Blockchain-based background verification:
Blockchain technology, renowned for its secure, transparent, and immutable nature, can revolutionize background checks. This process which can take anywhere from between a day to several weeks today for a single recruiter to do can be completed within a few clicks resulting in:
Streamlined screening process: Blockchain can store, manage, and share candidates’ credentials and work histories. Thereby speeding up the verification and screening process. This approach eliminates the need for manual background checks. And leads to freeing up a good amount of time for you to focus on more important tasks.
Enhanced trust and transparency: With blockchain, candidates, and employers can trust the validity of the information shared due to the nature of the technology. The cryptographic protection of blockchain ensures the data is tamper-proof, and decentralization provides transparency.
Improved data accuracy and reliability: Since the blockchain ledger is immutable, it enhances the accuracy and reliability of the data stored. This can minimize the risks associated with false information on candidates’ resumes.
Faster onboarding: A swift and reliable verification process means candidates can be onboarded more quickly. Thereby, improving the candidate experience and reducing the time-to-hire.
Expanded talent pool: With blockchain, it’s easier and quicker to verify the credentials of candidates globally, thereby widening the potential talent pool.
2. Immersive experiences using virtual reality (VR):
VR can provide immersive experiences that enhance various aspects of the tech recruitment process:
Interactive job previews: VR can allow potential candidates to virtually “experience” a day i.e., life at your company. This provides a more accurate and engaging job preview than traditional job descriptions.
Virtual interviews and assessments: You can use VR to conduct virtual interviews or assessments. You can also evaluate candidates in a more interactive and immersive setting. This can be particularly useful for roles that require specific spatial or technical skills.
Virtual onboarding programs: New hires can take a virtual tour of the office, meet their colleagues, and get acquainted with their tasks, all before their first day. This can significantly enhance the onboarding experience and help new hires feel more prepared.
Immersive learning experiences: VR can provide realistic, immersive learning experiences for job-specific training or to enhance soft skills. These could be used during the recruitment process or for ongoing employee development.
To summarize, AI in recruitment is a double-edged sword, carrying both promise and potential problems. The key lies in how recruiters use this technology, leveraging its benefits while vigilantly managing its risks. AI isn’t likely to replace recruiters or HR teams in the near future. Instead, you should leverage this tool to positively impact the entire hiring lifecycle.
With the right balance and careful management, AI can streamline hiring processes. It can create better candidate experiences, and ultimately lead to better recruitment decisions. Recruiters should continually experiment with and explore generative AI. To devise creative solutions, resulting in more successful hiring and the perfect fit for every open role.
“Every hire is an investment for a company. A good hire will give you a higher ROI; if it is a bad hire, it will cost you a lot of time and money.”
Especially in tech hiring!
An effective tech recruitment process helps you attract the best talents, reduce hiring costs, and enhance company culture and reputation.
Businesses increasingly depend on technical knowledge to compete in today’s fast-paced, technologically driven world. Online platforms that provide technical recruiting solutions have popped up to assist companies in finding and employing top talent in response to this demand.
The two most well-known platforms in this field are HackerEarth and Mettl. To help businesses make wise choices for their technical employment requirements, we will compare these two platforms’ features, benefits, and limitations in this article.
This comparison of Mettl alternative, HackerEarth and Mettl itself, will offer helpful information to help you make the best decision, whether you’re a small company trying to expand your tech staff or a massive organization needing a simplified recruiting process.
HackerEarth
HackerEarth is based in San Francisco, USA, and offers enterprise software to aid companies with technical recruitment. Its services include remote video interviewing and technical skill assessments that are commonly used by organizations.
HackerEarth also provides a platform for developers to participate in coding challenges and hackathons. In addition, it provides tools for technical hiring such as coding tests, online interviews, and applicant management features. The hiring solutions provided by HackerEarth aid companies assess potential employees’ technical aptitude and select the best applicants for their specialized positions.
Mettl
Mettl, on the other hand, offers a range of assessment solutions for various industries, including IT, banking, healthcare, and retail. It provides online tests for coding, linguistic ability, and cognitive skills. The tests offered by Mettl assist employers find the best applicants for open positions and make data-driven recruiting choices. Additionally, Mettl provides solutions for personnel management and staff training and development.
Why should you go for HackerEarth over Mercer Mettl?
Because HackerEarth makes technical recruiting easy and fast, you must consider HackerEarth for technical competence evaluations and remote video interviews. It goes above and beyond to provide you with a full range of functions and guarantee the effectiveness of the questions in the database. Moreover, it is user-friendly and offers fantastic testing opportunities.
The coding assessments by HackerEarth guarantee the lowest time consumption and maximum efficiency. It provides a question bank of more than 17,000 coding-related questions and automated test development so that you can choose test questions as per the job role.
As a tech recruiter, you may need a clear understanding of a candidate’s skills. With HackerEarth’s code replay capability and insight-rich reporting on a developer’s performance, you can hire the right resource for your company.
Additionally, HackerEarth provides a more in-depth examination of your recruiting process so you can continuously enhance your coding exams and develop a hiring procedure that leads the industry.
HackerEarth and Mercer Mettl are the two well-known online tech assessment platforms that provide tools for managing and performing online examinations. We will examine the major areas where HackerEarth outperforms Mettl, thereby proving to be a great alternative to Mettl, in this comparison.
HackerEarth believes in upgrading itself and providing the most effortless navigation and solutions to recruiters and candidates.
HackerEarth provides various tools and capabilities to create and administer online tests, such as programming tests, multiple-choice questions, coding challenges, and more. The software also has remote proctoring, automatic evaluation, and plagiarism detection tools (like detecting the use of ChatGPT in coding assessments). On the other side, Mettl offers comparable functionality but has restricted capabilities for coding challenges and evaluations.
Test creation and administration
HackerEarth: It has a user-friendly interface that is simple to use and navigate. It makes it easy for recruiters to handle evaluations without zero technical know-how. The HackerEarth coding platform is also quite flexible and offers a variety of pre-built exams, including coding tests, aptitude tests, and domain-specific examinations. It has a rich library of 17,000+ questions across 900+ skills, which is fully accessible by the hiring team. Additionally, it allows you to create custom questions yourself or use the available question libraries.
Mettl: It can be challenging for a hiring manager to use Mettl efficiently since Mettl provides limited assessment and question libraries. Also, their team creates the test for them rather than giving access to hiring managers. This results in a higher turnaround time and reduces test customization possibilities since the request has to go back to the team, they have to make the changes, and so forth.
Reporting and analytics
HackerEarth: You may assess applicant performance and pinpoint areas for improvement with the help of HackerEarth’s full reporting and analytics tools. Its personalized dashboards, visualizations, and data exports simplify evaluating assessment results and real-time insights.
Most importantly, HackerEarth includes code quality scores in candidate performance reports, which lets you get a deeper insight into a candidate’s capabilities and make the correct hiring decision. Additionally, HackerEarth provides a health score index for each question in the library to help you add more accuracy to your assessments. The health score is based on parameters like degree of difficulty, choice of the programming language used, number of attempts over the past year, and so on.
Mettl: Mettl online assessment tool provides reporting and analytics. However, there may be only a few customization choices available. Also, Mettle does not provide code quality assurance which means hiring managers have to check the whole code manually. There is no option to leverage question-based analytics and Mettl does not include a health score index for its question library.
Adopting this platform may be challenging if you want highly customized reporting and analytics solutions.
HackerEarth: The security and privacy of user data are top priorities at HackerEarth. The platform protects data in transit and at rest using industry-standard encryption. Additionally, all user data is kept in secure, constantly monitored data centers with stringent access controls.
Along with these security measures, HackerEarth also provides IP limitations, role-based access controls, and multi-factor authentication. These features ensure that all activity is recorded and audited and that only authorized users can access sensitive data.
HackerEarth complies with several data privacy laws, such as GDPR and CCPA. The protection of candidate data is ensured by this compliance, which also enables businesses to fulfill their legal and regulatory responsibilities.
Mettl: The security and data privacy features of Mettl might not be as strong as those of HackerEarth. The platform does not provide the same selection of security measures, such as IP limitations or multi-factor authentication. Although the business asserts that it complies with GDPR and other laws, it cannot offer the same amount of accountability and transparency as other platforms.
Even though both HackerEarth and Mettl include security and data privacy measures, the Mettle alternative, HackerEarth’s platform is made to be more thorough, open, and legal. By doing this, businesses can better guarantee candidate data’s security and ability to fulfill legal and regulatory requirements.
Pricing and support
HackerEarth: To meet the demands of businesses of all sizes, HackerEarth offers a variety of customizable pricing options. The platform provides yearly and multi-year contracts in addition to a pay-as-you-go basis. You can select the price plan that best suits their demands regarding employment and budget.
HackerEarth offers chat customer support around the clock. The platform also provides a thorough knowledge base and documentation to assist users in getting started and troubleshooting problems.
Mettl: The lack of price information on Mettl’s website might make it challenging for businesses to decide whether the platform fits their budget. The organization also does not have a pay-as-you-go option, which might be problematic.
Mettl offers phone and emails customer assistance. However, the business website lacks information on support availability or response times. This lack of transparency may be an issue if you need prompt and efficient help.
User experience
HackerEarth: The interface on HackerEarth is designed to be simple for both recruiters and job seekers. As a result of the platform’s numerous adjustable choices for test creation and administration, you may design exams specifically suited to a job role. Additionally, the platform provides a selection of question types and test templates, making it simple to build and take exams effectively.
In terms of the candidate experience, HackerEarth provides a user-friendly interface that makes navigating the testing procedure straightforward and intuitive for applicants. As a result of the platform’s real-time feedback and scoring, applicants may feel more motivated and engaged during the testing process. The platform also provides several customization choices, like branding and message, which may assist recruiters in giving prospects a more exciting and tailored experience.
Mettl: The platform is intended to have a steeper learning curve than others and be more technical. It makes it challenging to rapidly and effectively construct exams and can be difficult for applicants unfamiliar with the platform due to its complex interface.
Additionally, Mettl does not provide real-time feedback or scoring, which might deter applicants from participating and being motivated by the testing process.
According to G2, HackerEarth and Mettl have 4.4 reviews out of 5. Users have also applauded HackerEarth’s customer service. Many agree that the staff members are friendly and quick to respond to any problems or queries. Overall, customer evaluations and feedback for HackerEarth point to the platform as simple to use. Both recruiters and applicants find it efficient.
Mettl has received mixed reviews from users, with some praising the platform for its features and functionality and others expressing frustration with its complex and technical interface.
May the best “brand” win!
Recruiting and selecting the ideal candidate demands a significant investment of time, attention, and effort.
This is where tech recruiting platforms like HackerEarth and Mettl have got you covered. They help streamline the whole process.Both HackerEarth and Mettl provide a wide variety of advanced features and capabilities for tech hiring.
We think HackerEarth is the superior choice. Especially, when contrasting the two platforms in terms of their salient characteristics and functioning. But, we may be biased!
So don’t take our word for it. Sign up for a free trial and check out HackerEarth’s offerings for yourself!
Let’s face it—cheating on tests is quite common. While technology has made a lot of things easier in tech recruiting, it
has also left the field wide open to malpractice. A 2020 report by ICAI shows
that 32% of undergraduate students have cheated in some form on an online test.
It’s human nature to want to bend
the rules a little bit. Which begs the question, how do you stay on top of cheating, plagiarism, and other forms of
malpractice during the assessment process?
How do you ensure that take-home assessments and remote interviews
stay authentic and credible? By relying on enhanced virtual supervision, of course!
HackerEarth Assessments has
always been one step ahead when it comes to remote proctoring which is able to capture the nuances of candidate
plagiarism. The recent advancements in technology (think generative AI) needed
more robust proctoring features, so we went ahead and built The HackerEarth Smart
Browser to ensure our assessments remain as foolproof as ever.
Presenting to you, the
latest HackerEarth proctoring fix - The Smart Browser
Our Smart Browser is the chocolatey version of a plain
donut when compared to a regular web browser. It is extra effective and comes packed with additional remote proctoring capabilities to
increase the quality of your screening assessments.
The chances of a candidate cheating on a HackerEarth technical assessment are virtually zero with
the latest features! Spilling all our secrets to show you why -
1. Sealed-off testing environment makes proctoring
simpler
To get started with
using the Smart Browser, enable the Smart Browser setting as shown above. This setting is available under the test
proctoring section on the test overview page.
As you can see, several other proctoring settings such as disabling
copy-paste, restricting candidates to full-screen mode, and logout on leaving the test interface are selected
automatically.Now, every candidate you invite to take the assessment will only be able to do so through the Smart
Browser. Candidates are prompted to download the Smart Browser from the link shared in the test invite mail.When the
candidate needs to click on the ‘start test’ button on the launch test screen, it opens in the Smart Browser. The
browser also prompts the candidate to switch to full-screen mode. Now, all candidates need to do is sign in and attempt
the test, as usual.
Also read: 6
Ways Candidates Try To Outsmart A Remote Proctored Assessment
2. Eagle-eyed online test monitoring leaves no room for error
Our AI-enabled Smart Browser takes frequent snapshots via the webcam, throughout the assessment.
Consequently, it is impossible to copy-paste code or impersonate a candidate.The browser prevents the following
candidate actions and facilitates thorough monitoring of the assessment:
Any candidate actions attempting to switch tabs with the intent to copy-paste or use a generative AI like ChatGPT
are shown a warning and captured in the candidate report.HackerEarth’s latest proctoring fixes
bulletproof our assessment platform, making it one of the most reliable and accurate sources of candidate hiring in the
market today.
Also read: 4 Ways
HackerEarth Flags The Use Of ChatGPT In Tech Hiring Assessments
Experience reliable assessments with the Smart Browser!
There you have it - our newest offering that preserves
the integrity of coding assessments and enables skill-first hiring, all in one go. Recruiters and hiring managers, this
is one feature that you can easily rely on and can be sure that every candidate’s test score is a result of their
ability alone.Curious to try out the Smart Browser? Well, don’t take our word for it. Head over here to check it out for
yourself!
We also love hearing from our customers so don’t hesitate to leave us any feedback you might
have.
In today’s fast-paced world, recruiting talent has become increasingly complicated. Technological advancements, high workforce expectations and a highly competitive market have pushed recruitment agencies to adopt innovative strategies for recruiting various types of talent. This article aims to explore one such recruitment strategy – headhunting.
What is Headhunting in recruitment?
In headhunting, companies or recruitment agencies identify, engage and hire highly skilled professionals to fill top positions in the respective companies. It is different from the traditional process in which candidates looking for job opportunities approach companies or recruitment agencies. In headhunting, executive headhunters, as recruiters are referred to, approach prospective candidates with the hiring company’s requirements and wait for them to respond. Executive headhunters generally look for passive candidates, those who work at crucial positions and are not on the lookout for new work opportunities. Besides, executive headhunters focus on filling critical, senior-level positions indispensable to companies. Depending on the nature of the operation, headhunting has three types. They are described later in this article. Before we move on to understand the types of headhunting, here is how the traditional recruitment process and headhunting are different.
How do headhunting and traditional recruitment differ from each other?
Headhunting is a type of recruitment process in which top-level managers and executives in similar positions are hired. Since these professionals are not on the lookout for jobs, headhunters have to thoroughly understand the hiring companies’ requirements and study the work profiles of potential candidates before creating a list.
In the traditional approach, there is a long list of candidates applying for jobs online and offline. Candidates approach recruiters for jobs. Apart from this primary difference, there are other factors that define the difference between these two schools of recruitment.
AspectHeadhuntingTraditional RecruitmentCandidate TypePrimarily passive candidateActive job seekersApproachFocused on specific high-level rolesBroader; includes various levelsScopeproactive outreachReactive: candidates applyCostGenerally more expensive due to expertise requiredTypically lower costsControlManaged by headhuntersManaged internally by HR teams
All the above parameters will help you to understand how headhunting differs from traditional recruitment methods, better.
Types of headhunting in recruitment
Direct headhunting: In direct recruitment, hiring teams reach out to potential candidates through personal communication. Companies conduct direct headhunting in-house, without outsourcing the process to hiring recruitment agencies. Very few businesses conduct this type of recruitment for top jobs as it involves extensive screening across networks outside the company’s expanse.
Indirect headhunting: This method involves recruiters getting in touch with their prospective candidates through indirect modes of communication such as email and phone calls. Indirect headhunting is less intrusive and allows candidates to respond at their convenience.Third-party recruitment: Companies approach external recruitment agencies or executive headhunters to recruit highly skilled professionals for top positions. This method often leverages the company’s extensive contact network and expertise in niche industries.
How does headhunting work?
Finding highly skilled professionals to fill critical positions can be tricky if there is no system for it. Expert executive headhunters employ recruitment software to conduct headhunting efficiently as it facilitates a seamless recruitment process for executive headhunters. Most software is AI-powered and expedites processes like candidate sourcing, interactions with prospective professionals and upkeep of communication history. This makes the process of executive search in recruitment a little bit easier. Apart from using software to recruit executives, here are the various stages of finding high-calibre executives through headhunting.
Identifying the role
Once there is a vacancy for a top job, one of the top executives like a CEO, director or the head of the company, reach out to the concerned personnel with their requirements. Depending on how large a company is, they may choose to headhunt with the help of an external recruiting agency or conduct it in-house. Generally, the task is assigned to external recruitment agencies specializing in headhunting. Executive headhunters possess a database of highly qualified professionals who work in crucial positions in some of the best companies. This makes them the top choice of conglomerates looking to hire some of the best talents in the industry.
Defining the job
Once an executive headhunter or a recruiting agency is finalized, companies conduct meetings to discuss the nature of the role, how the company works, the management hierarchy among other important aspects of the job. Headhunters are expected to understand these points thoroughly and establish a clear understanding of their expectations and goals.
Candidate identification and sourcing
Headhunters analyse and understand the requirements of their clients and begin creating a pool of suitable candidates from their database. The professionals are shortlisted after conducting extensive research of job profiles, number of years of industry experience, professional networks and online platforms.
Approaching candidates
Once the potential candidates have been identified and shortlisted, headhunters move on to get in touch with them discreetly through various communication channels. As such candidates are already working at top level positions at other companies, executive headhunters have to be low-key while doing so.
Assessment and Evaluation
In this next step, extensive screening and evaluation of candidates is conducted to determine their suitability for the advertised position.
Interviews and negotiations
Compensation is a major topic of discussion among recruiters and prospective candidates. A lot of deliberation and negotiation goes on between the hiring organization and the selected executives which is facilitated by the headhunters.
Finalizing the hire
Things come to a close once the suitable candidates accept the job offer. On accepting the offer letter, headhunters help finalize the hiring process to ensure a smooth transition.
The steps listed above form the blueprint for a typical headhunting process. Headhunting has been crucial in helping companies hire the right people for crucial positions that come with great responsibility. However, all systems have a set of challenges no matter how perfect their working algorithm is. Here are a few challenges that talent acquisition agencies face while headhunting.
Common challenges in headhunting
Despite its advantages, headhunting also presents certain challenges:
Cost Implications: Engaging headhunters can be more expensive than traditional recruitment methods due to their specialized skills and services.
Time-Consuming Process: While headhunting can be efficient, finding the right candidate for senior positions may still take time due to thorough evaluation processes.
Market Competition: The competition for top talent is fierce; organizations must present compelling offers to attract passive candidates away from their current roles.
Although the above mentioned factors can pose challenges in the headhunting process, there are more upsides than there are downsides to it. Here is how headhunting has helped revolutionize the recruitment of high-profile candidates.
Advantages of Headhunting
Headhunting offers several advantages over traditional recruitment methods:
Access to Passive Candidates: By targeting individuals who are not actively seeking new employment, organisations can access a broader pool of highly skilled professionals.
Confidentiality: The discreet nature of headhunting protects both candidates’ current employment situations and the hiring organisation’s strategic interests.
Customized Search: Headhunters tailor their search based on the specific needs of the organization, ensuring a better fit between candidates and company culture.
Industry Expertise: Many headhunters specialise in particular sectors, providing valuable insights into market dynamics and candidate qualifications.
Conclusion
Although headhunting can be costly and time-consuming, it is one of the most effective ways of finding good candidates for top jobs. Executive headhunters face several challenges maintaining the g discreetness while getting in touch with prospective clients. As organizations navigate increasingly competitive markets, understanding the nuances of headhunting becomes vital for effective recruitment strategies. To keep up with the technological advancements, it is better to optimise your hiring process by employing online recruitment software like HackerEarth, which enables companies to conduct multiple interviews and evaluation tests online, thus improving candidate experience. By collaborating with skilled headhunters who possess industry expertise and insights into market trends, companies can enhance their chances of securing high-caliber professionals who drive success in their respective fields.
The job industry is not the same as it was 30 years ago. Progresses in AI and automation have created a new work culture that demands highly skilled professionals who drive innovation and work efficiently. This has led to an increase in the number of companies reaching out to external sources of recruitment for hiring talent. Over the years, we have seen several job aggregators optimise their algorithms to suit the rising demand for talent in the market and new players entering the talent acquisition industry. This article will tell you all about how external sources of recruitment help companies scout some of the best candidates in the industry, the importance of external recruitment in organizations across the globe and how it can be leveraged to find talent effectively.
Understanding external sources of recruitment
External sources refer to recruitment agencies, online job portals, job fairs, professional associations and any other organizations that facilitate seamless recruitment. When companies employ external recruitment sources, they access a wider pool of talent which helps them find the right candidates much faster than hiring people in-house. They save both time and effort in the recruitment process.
Online job portals
Online resume aggregators like LinkedIn, Naukri, Indeed, Shine, etc. contain a large database of prospective candidates. With the advent of AI, online external sources of recruitment have optimised their algorithms to show the right jobs to the right candidates. Once companies figure out how to utilise job portals for recruitment, they can expedite their hiring process efficiently.
Social Media
Ours is a generation that thrives on social media. To boost my IG presence, I have explored various strategies, from getting paid Instagram users to optimizing post timing and engaging with my audience consistently. Platforms like FB an IG have been optimized to serve job seekers and recruiters alike. The algorithms of social media platforms like Facebook and Instagram have been optimised to serve job seekers and recruiters alike. Leveraging them to post well-placed ads for job listings is another way to implement external sources of recruitment strategies.
Employee Referrals
Referrals are another great external source of recruitment for hiring teams. Encouraging employees to refer their friends and acquaintances for vacancies enables companies to access highly skilled candidates faster.
Campus Recruitment
Hiring freshers from campus allows companies to train and harness new talent. Campus recruitment drives are a great external recruitment resource where hiring managers can expedite the hiring process by conducting screening processes in short periods.
Recruitment Agencies
Companies who are looking to fill specific positions with highly skilled and experienced candidates approach external recruitment agencies or executive headhunters to do so. These agencies are well-equipped to look for suitable candidates and they also undertake the task of identifying, screening and recruiting such people.
Job Fairs
This is a win-win situation for job seekers and hiring teams. Job fairs allow potential candidates to understand how specific companies work while allowing hiring managers to scout for potential candidates and proceed with the hiring process if possible.
Importance of External Recruitment
The role of recruitment agencies in talent acquisition is of paramount importance. They possess the necessary resources to help companies find the right candidates and facilitate a seamless hiring process through their internal system. Here is how external sources of recruitment benefit companies.
Diversity of Skill Sets
External recruitment resources are a great way for companies to hire candidates with diverse professional backgrounds. They possess industry-relevant skills which can be put to good use in this highly competitive market.
Fresh Perspectives
Candidates hired through external recruitment resources come from varied backgrounds. This helps them drive innovation and run things a little differently, thus bringing in a fresh approach to any project they undertake.
Access to Specialized Talent
Companies cannot hire anyone to fill critical roles that require highly qualified executives. This task is assigned to executive headhunters who specialize in identifying and screening high-calibre candidates with the right amount of industry experience. Huge conglomerates and companies seek special talent through external recruiters who have carved a niche for themselves.
Now that you have learnt the different ways in which leveraging external sources of recruitment benefits companies, let’s take a look at some of the best practices of external recruitment to understand how to effectively use their resources.
Best Practices for Effective External Recruitment
Identifying, reaching out to and screening the right candidates requires a robust working system. Every system works efficiently if a few best practices are implemented. For example, hiring through social media platforms requires companies to provide details about their working environment, how the job is relevant to their audience and well-positioned advertisements. The same applies to the other external sources of recruitment. Here is how you can optimise the system to ensure an effective recruitment process.
Craft Clear and Compelling Job Descriptions
Detail Responsibilities: Clearly outline the key responsibilities and expectations for the role.
Highlight Company Culture: Include information about the company’s mission, values, and growth opportunities to attract candidates who align with your organizational culture.
Leverage Multiple Recruitment Channels
Diversify Sources: Use a mix of job boards, social media platforms, recruitment agencies, and networking events to maximize reach. Relying on a single source can limit your candidate pool.
Utilize Industry-Specific Platforms: In addition to general job boards, consider niche job sites that cater to specific industries or skill sets
Streamline the Application Process
Simplify Applications: Ensure that the application process is user-friendly. Lengthy or complicated forms can deter potential candidates from applying.
Mobile Optimization: Many candidates use mobile devices to apply for jobs, so ensure your application process is mobile-friendly.
Engage in Proactive Sourcing
Reach Out to Passive Candidates: Actively seek out candidates who may not be actively looking for a job but could be a great fit for your organization. Use LinkedIn and other professional networks for this purpose.
Maintain a Talent Pool: Keep a database of previous applicants and strong candidates for future openings, allowing you to reach out when new roles become available.
Utilize Social Media Effectively
Promote Job Openings: Use social media platforms like LinkedIn, Facebook, and Twitter to share job postings and engage with potential candidates. This approach can also enhance your employer brand
Conduct Background Checks: There are several ways of learning about potential candidates. Checking out candidate profiles on job boards like LinkedIn or social media platforms can give companies a better understanding of their potential candidates, thus confirming whether they are the right fit for the organization.
Implement Data-Driven Recruitment
Analyze Recruitment Metrics: Track key metrics such as time-to-hire, cost-per-hire, and source effectiveness. This data can help refine your recruitment strategies over time. Using external hiring software like HackeEarth can streamline the recruitment process, thus ensuring quality hires without having to indulge internal resources for the same.
Use Predictive Analytics: In this age of fast paced internet, everybody makes data-driven decisions. Using predictive analytics to study employee data will help companies predict future trends, thus facilitating a productive hiring process.
Conclusion
External sources of recruitment play a very important role in an organization’s talent acquisition strategy. By employing various channels of recruitment such as social media, employee referrals and campus recruitment drives, companies can effectively carry out their hiring processes. AI-based recruitment management systems also help in the process. Implementing best practices in external recruitment will enable organizations to enhance their hiring processes effectively while meeting their strategic goals.
Recruiters constantly look for innovative ways and solutions to efficiently attract and
engage top talent. One of the recruiter tools at their
disposal is the recruitment chatbot. These digital assistants are revolutionizing how recruiters work.
Are you looking to add a chatbot to your hiring process?
Our comprehensive guide will take you through the essentials of a recruitment
chatbot-from its role and benefits to planning and building one and optimizing your own.
The rise of AI in recruitment
Artificial intelligence (AI) is a transformative force reshaping most industries, if
not all. Today, you'll find AI-generated marketing content, financial predictions, and even AI-powered contact center solutions. The recruitment field has not been left behind. Professionals are using AI technologies,
such as machine learning, natural language processing (NLP), and predictive analytics, to enhance various aspects
of recruitment.
A report by Facts & Factors projects the global AI recruitment market size will grow
to $890.51 million by
2028. Source
Chatbots are a prime example of AI's practical application in the hiring process.
They efficiently handle tasks that traditionally require constant human intervention-as we'll see in the next
section.
Understanding recruitment chatbots
Now that you understand the role of AI in modern recruiting processes, let's focus on
recruitment chatbots in particular.
What is a recruitment chatbot?
A recruitment chatbot is software designed to assist in the recruitment process by
simulating human-like conversations and automating various tasks. The core functionalities include:
Asking candidates predefined questions about their
qualifications, experience, and skills
Instantly responding to common questions about job
openings, company culture, benefits, and application process
Automated interview scheduling process with human
recruiters
Keeping qualified candidates informed about their
application status
As of 2023, 35%-45% of companies were using AI recruitment tools. Here are two key
notable ones:
General Motors
General Motors (GM) has a conversational hiring assistant, Ev-e, that appears as soon
as you land on their career site. Source
This AI-powered chatbot enabled GM to manage candidate communications efficiently.
The company also lowered its interview scheduling time from 5-7 days to just 29 minutes. They also save around $2 million annually.
Hewlett Packard Enterprise
Hewlett Packard Enterprise (HPE) also has a great recruiting chatbot- the HPE Career
Bot. It also pops up when you land on HPE's career site. Source
HPE's goal was to use the chatbot to convert passive candidates into actual job
applicants, and they did just that.
Within the first three months of its rollout, the career bot more than doubled its
usual career site visitors, reaching over 950,000 candidates. Additionally, HPE converted 26% of job seekers into
actual hires.
Benefits of using recruitment chatbots
>
The key benefits of using a recruitment chatbot include:
Saving valuable time: Recruitment chatbots can
automate repetitive tasks like answering FAQs. That speeds up the recruitment process, allowing
recruiters to focus on other administrative tasks.
24/7 availability: Unlike human recruiters,
who can only work 9-10 hours daily, chatbots are available around the clock.
Better quality of hires: Chatbots use
predetermined criteria for the initial candidate screening process, meaning they only approve
qualified candidates.
Lower hiring costs: By automating various
time-consuming tasks, chatbots help significantly reduce recruitment costs.
By doing all the above, recruitment chatbots help you save resources that would be
unnecessarily wasted if you were using the traditional hiring process.
Planning your recruitment chatbot
Without a well-thought-out plan, even the most advanced chatbot will fall short of
expectations.
Defining your chatbot's objectives
Before building your recruitment chatbot, clearly understand what you want to achieve
with it. Setting specific objectives. Some objective examples are:
To screen applicants
To schedule interviews
To provide company information
To identify the ideal objectives for your recruitment chatbot, map out the candidate
journey from their initial interaction to the final hiring decision. Then, identify the touchpoints where the
chatbot can add value.
For instance, if you waste most of your time screening candidates,
create a chatbot that can efficiently assess qualifications and experience.
Establish metrics to measure chatbot success. They should align with the goals you
set. Some great metrics could be a reduction in time-to-hire or candidate satisfaction scores.
Designing conversations for optimal engagement
The next step is to design the conversations your chatbot might have with candidates.
Cover everything from greetings to solutions to misunderstood queries.
Greetings: Always begin with a warm greeting.
Language: Avoid jargon and overly formal
language. Use simple, straightforward, conversational language.
Guided approach: Steer the conversation,
providing clear instructions. You can also include quick reply buttons for common responses.
Misunderstood queries: Ensure your chatbot
handles misunderstandings gracefully by politely asking for clarification.
Don't forget to include options for the chatbot to escalate complex queries to a human
recruiter.
Building your recruitment chatbot
Now, you're ready to build a recruitment chatbot that will improve your overall
talent acquisition strategy.
Choosing the right platform
Start by choosing the right chatbot platform. For this, there are factors you must
consider.
The first is whether it will help you build a chatbot that meets your needs. To
determine this, refer to your objectives. For instance, if your objective is to reduce repetitive inquiries,
ensure the platform has strong NLP capabilities to understand and respond to candidate queries naturally.
The other factor is your technical expertise. Determine whether you need a
no-code/low-code platform or have the technical resources to build a custom solution.
The no-code or low-code solution with pre-built templates is ideal for recruitment
teams without extensive technical expertise. The custom solution, on the other hand, suits teams with technical
resources.
Besides that, consider the features each chatbot tool offers. For instance, does it
have multi-channel support, customization options, integration capabilities, and detailed analytics? Also, ensure
you choose an option within your budget.
Some popular chatbot platforms include Mya, Olivia, XOR, and Ideal.
Development and integration
Developing and integrating your recruitment chatbot is the next. Here's a step-by-step
guide:
Define the scope and workflows: Identify the
ideal candidate touchpoints-where and how the chatbot will interact with potential candidates.
Scriptwriting: Write scripts for possible
interactions the chatbot will have with candidates. Use generative AI tools to generate great responses that align with your desired
conversation tone and style in minutes.
Build the chatbot: Use your chosen platform to
build a chatbot that aligns with your workflow and scripts.
Testing: Conduct thorough testing to identify
and fix any issues. You can start with your team and then beta-test it with a small group of
suitable candidates.
Integrate with existing HR systems: Integrate
your recruitment chatbot with your Applicant Tracking System (ATS), your calendar, among others.
Once you're confident in the chatbot's performance, roll it out to candidates.
Training and optimizing your chatbot
Continuously train and optimize your recruitment chatbot to keep it aligned with your
goals, changing recruitment needs, and company policies. Let's break this down:
Training your chatbot with AI and Machine Learning
Start by collecting historical data from past interactions, such as emails, chat logs,
and support tickets, to use as the initial training data set. Leverage the data to teach your chatbot how to
understand and respond to various candidate inquiries.
The data should include a wide range of scenarios.
Also, use NLP to train your recruitment chatbot to understand and process human
language. You can use NLP frameworks like AllenNLP, Apache OpenNLP, or Google's BERT.
Implement a continuous learning loop where your recruitment chatbot can learn from
new interactions to expand its knowledge base and adjust its conversational strategies.
Monitoring and improving chatbot performance
Regularly monitor your recruitment chatbot interactions and metrics to improve your
recruitment chatbot performance and ensure candidate satisfaction.
Constantly review your interaction logs to understand how candidates are interacting
with the chatbot. Identify common issues or misunderstandings. You can also collect user feedback directly from
candidates who have interacted with the chatbot.
Track metrics like response accuracy, conversation completion rate, candidate
satisfaction scores, and time saved for recruiters. You can then use the valuable insights to refine the scripts,
improve responses, and address the knowledge gaps.
Additionally, keep up with the latest trends and advancements in AI and recruitment
technology to maintain the chatbot's relevance over time.
Legal and ethical considerations
Using AI in recruitment comes with legal and ethical challenges. These
include:
Ensuring compliance and privacy
Ensure your chatbot complies with data protection laws and regulations to avoid
unnecessary legal suits.
Most regulations require you to inform candidates about the personal data collected,
how you will use it, and your data retention policy.
Popular regulations include the General Data Protection Regulation (GDPR), the
California Consumer Privacy Act (CCPA), and Canada's PIPEDA.
Addressing bias in AI
AI-driven recruitment tools can unknowingly carry on biases from the training data or
algorithms. You must address these biases to
ensure fair and equitable treatment of all candidates.
Use diverse and representative training data to reduce the risk of biased outcomes.
Also, regularly audit your training data for biases related to gender, race, age, disability, or other protected
characteristics.
Best practices and tips
Implementing a recruitment chatbot requires you to follow best practices to
effectively meet your hiring goals while providing a positive candidate experience.
Dos and don'ts for recruitment chatbots
Here are some of the most essential tips and common pitfalls:
Dos
-Ensure your chatbot is user-friendly and capable of handling various inquiries at a
go.
-Offer personalized experiences.
-Provide relevant and timely information.
-Ensure the chatbot is accessible to all candidates, including those with
disabilities.
Don'ts
-Don't over-automate. Maintain a balance with human touchpoints
-Don't overwhelm candidates with too much information at once
Future trends in AI recruitment
The future of AI in recruitment looks promising, with trends such as advanced natural
language processing (NLP). The advanced capabilities will allow chatbots to understand and respond to more
complex queries.
Besides that, we can expect future chatbots to use more interactive content, like
video intros, virtual reality (VR) job previews, or virtual workplace tours to boost candidate engagement. A
company like McKinsey & Company is already using gamified pre-employment assessments. Source
We will also see more advanced AI-powered candidate matching that provides
personalized job recommendations based on a candidate's skills, experience, and career aspirations.
Conclusion
Recruitment chatbots are revolutionizing the recruiting process. By automating
routine tasks, providing instant responses, and offering data-driven insights, chatbots enhance both recruiters'
and candidates' experiences.
As discussed in this guide, implementing a recruitment chatbot involves several
crucial steps.
Define the objectives and design conversation paths. Next, choose your ideal platform
and build your chatbot. After that, train and continuously optimize it to ensure it remains accurate and
relevant. Also, ensure you're complying with the core legal and ethical considerations.
Now go build a recruitment chatbot that slashes your workload and gives your
candidates a great experience.
Our AI-enabled Smart Browser takes frequent snapshots via the webcam, throughout the assessment.
Consequently, it is impossible to copy-paste code or impersonate a candidate.The browser prevents the following
candidate actions and facilitates thorough monitoring of the assessment:
