Blog

Featured and trending

Stay Ahead with the HackerEarth Blog

Dive into the latest in tech innovation, industry updates, and thought leadership. Discover what’s shaping the future — one post at a time.

How Recruiting Automation is changing the talent game

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

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.

How I used VibeCode Arena platform to build code using AI and learnt how to improve it

How a developer used VibeCoding to generate Image Carousal code using VibeCode Arena platform and used objective evaluations to improve the LLM generated code

Author

Vineet Khandelwal

November 8, 2025

3 min read

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:

No DNS-prefetch hints for external image domains
Missing width/height attributes causing layout shift
No preload directives for critical resources
Missing CSS containment properties
No will-change property for animated elements

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.

VibeCodeArena bridges that gap by providing:

✓ 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

#AIcoding #WebDevelopment #CodeQuality #VibeCoding #SoftwareEngineering #LearningToCode

Vibe Coding: Shaping the Future of Software

A New Era of Code Vibe coding is a new method of using natural language prompts and AI tools to generate code. I have seen firsthand that this change Discover how vibe coding is reshaping software development. Learn about its benefits, challenges, and what it means for developers in the AI era.

Author

Vishwastam Shukla

November 8, 2025

3 min read

A New Era of Code

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.

How Candidates Use Technology to Cheat in Online Technical Assessments

Discover common technologies used by candidates for cheating in online assessments. Explore effective prevention methods like proctoring, AI monitoring, and smart test formats.

Author

Nischal V Chadaga

December 1, 2025

3 min read

Impact of Online Assessments in Technical Hiring

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.

According to research, nearly 30 to 50 percent of candidates cheat in online assessments for entry level jobs. Even 10% of senior candidates have been reportedly caught cheating.

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.

Talent Acquisition Strategies For Rehiring Former Employees

Discover effective talent acquisition strategies for rehiring former employees. Learn how to attract, evaluate, and retain top boomerang talent to strengthen your workforce.

Author

Nischal V Chadaga

November 8, 2025

3 min read

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.

Tech Hiring Insights

HackerEarth Blogs

Gain insights to optimize your developer recruitment process.

Developer Insights

How HackerEarth is preparing for GDPR

HackerEarth is committed to honoring its users’ rights to data privacy and protection. We have a privacy-conscious culture, and GDPR is an opportunity for us to strengthen this further. Being GDPR-ready has been of the highest priority this past year, and our product and legal teams have devoted a lot of extra hours to adhere to its requirements, give users more control over their data, and explain what we do with the data. (PS: To further our crusade toward data protection, we are also in the process of the getting the ISO 27001 certification.)

What is GDPR?

General Data Protection Regulation (GDPR), which will go into effect on May 25, 2018, replaces the 1995 Data Protection Directive. Designed to give EU citizens more control over their data, it aims to use one all-encompassing privacy and security law to safeguard personal data. Regardless of their location, relevant controllers or processors dealing with EU residents’ personal data are required to update or craft new policies ahead of the date or be prepared for penalties.

What is personal data?

Article 4 in GDPR definition states that ‘Personal data’ means any information relating to an identified or identifiable natural person (‘data subject’); an identifiable natural person is one who can be identified, directly or indirectly, in particular by reference to an identifier such as a name, an identification number, location data, an online identifier or to one or more factors specific to the physical, physiological, genetic, mental, economic, cultural or social identity of that natural person.Both personally identifiable information (PII) and information which can be cross-referenced with other information to identify a person is included in the definition. Examples of sensitive PII include medical information, biometric information, social security ID, license number, birth date, etc. The personal data collected should be pseudonymized and/or encrypted.

How is HackerEarth getting ready for GDPR?

In our efforts to get the organization ready for sustainable compliance, HackerEarth has taken several steps—from raising awareness in the organization about the principles of GDPR and our data protection policy to training employees to responsibly handle user data and auditing.Also, to make sure our sub-processors do no breach the regulation, we are assessing our third-party service providers and partners and fine-tuning the contracts.

Product preparation

We have assessed HackerEarth Sprint, our innovation management software, and HackerEarth Recruit, our Technical Recruitment software, against the requirements of the GDPR and have implemented features that will help users achieve compliance.Our application teams strongly believe in letting the end users exercise their rights with respect to privacy. We are working to give you more control over the data you store in our systems. These provisions may vary based on your requirement, product characteristics, and mutually agreed upon statement of work. Our teams are working on these features and enhancements, which will be rolled out in phases.How HackerEarth enables customers to be GDPR compliant:

- We have revised our privacy policy and terms of service.
- We are encrypting all data in transit and at rest.
- We are identifying and creating multiple delete profile use cases, including administrators having the control to delete users.

HackerEarth is also taking care of many more such features to ensure the customers are compliant and users have complete control over their data.

Process preparation

Based on our data flows and data handling practices, we have revised our privacy policy and added further information on the personal information we collect, why we collect it, how we will use it, how long we will store it, and so on. Moreover, we are reviewing our databases to make sure we have only the latest and most accurate information.We have put together a glossary of the terms and information on when HackerEarth acts as a data processor or a data controller. Additionally, we have appointed internal privacy champions for all our teams.

What happens in the event of a data breach?

In case a personal data breach occurs, we will send breach notifications in accordance with our internal incident response policy.We will notify our customers within 72 hours of us discovering the breach.
We will notify users through our blogs and social media for general incidents.
We will notify the concerned party through email (using the primary email address) for incidents specific to an individual user or an organization.

We have a whole series of blogs planned, with more updates and information to come. Please feel free to ask questions and share your concerns with us at vr-gdpr@hackerearth.com.

***For more information, see our Privacy Policy here.

Developer Insights

Data visualization for beginners - Part 1

This is a series of blogs dedicated to different data visualization techniques used in various domains of machine learning. Data Visualization is a critical step for building a powerful and efficient machine learning model. It helps us to better understand the data, generate better insights for feature engineering, and, finally, make better decisions during modeling and training of the model.

For this blog, we will use the seaborn and matplotlib libraries to generate the visualizations. Matplotlib is a MATLAB-like plotting framework in python, while seaborn is a python visualization library based on matplotlib. It provides a high-level interface for producing statistical graphics. In this blog, we will explore different statistical graphical techniques that can help us in effectively interpreting and understanding the data. Although all the plots using the seaborn library can be built using the matplotlib library, we usually prefer the seaborn library because of its ability to handle DataFrames.

We will start by importing the two libraries. Here is the guide to installing the matplotlib library and seaborn library. (Note that I’ll be using matplotlib and seaborn libraries interchangeably depending on the plot.)

### Importing necessary library  
import random  
import numpy as np  
import pandas as pd  
import seaborn as sns  
import matplotlib.pyplot as plt  
%matplotlib inline

Simple Plot

Let’s begin by plotting a simple line plot which is used to plot a mathematical. A line plot is used to plot the relationship or dependence of one variable on another. Say, we have two variables ‘x’ and ‘y’ with the following values:

x = np.array([ 0, 0.53, 1.05, 1.58, 2.11, 2.63, 3.16, 3.68, 4.21,  
        4.74, 5.26, 5.79, 6.32, 6.84])  
y = np.array([ 0, 0.51, 0.87, 1. , 0.86, 0.49, -0.02, -0.51, -0.88,  
        -1. , -0.85, -0.47, 0.04, 0.53])

To plot the relationship between the two variables, we can simply call the plot function.

### Creating a figure to plot the graph.  
fig, ax = plt.subplots()  
ax.plot(x, y)  
ax.set_xlabel('X data')  
ax.set_ylabel('Y data')  
ax.set_title('Relationship between variables X and Y')  
plt.show() # display the graph  
### if %matplotlib inline has been invoked already, then plt.show() is automatically invoked and the plot is displayed in the same window.

Data Visualization Technique: Simple Plot - Relationship between X&Y — Fig. 1. Line Plot between X and Y

Here, we can see that the variables ‘x’ and ‘y’ have a sinusoidal relationship. Generally, .plot() function is used to find any mathematical relationship between the variables.

Histogram

A histogram is one of the most frequently used data visualization techniques in machine learning. It represents the distribution of a continuous variable over a given interval or period of time. Histograms plot the data by dividing it into intervals called ‘bins’. It is used to inspect the underlying frequency distribution (eg. Normal distribution), outliers, skewness, etc.

Let’s assume some data ‘x’ and analyze its distribution and other related features.

### Let 'x' be the data with 1000 random points.   
x = np.random.randn(1000)

Let’s plot a histogram to analyze the distribution of ‘x’.

plt.hist(x)  
plt.xlabel('Intervals')  
plt.ylabel('Value')  
plt.title('Distribution of the variable x')  
plt.show()

Data Visualization Techniques: Histogram of variable x — Fig 2. Histogram showing the distribution of the variable ‘x’.

The above plot shows a normal distribution, i.e., the variable ‘x’ is normally distributed. We can also infer that the distribution is somewhat negatively skewed. We usually control the ‘bins’ parameters to produce a distribution with smooth boundaries. For example, if we set the number of ‘bins’ too low, say bins=5, then most of the values get accumulated in the same interval, and as a result they produce a distribution which is hard to predict.

plt.hist(x, bins=5)  
plt.xlabel('Intervals')  
plt.ylabel('Value')  
plt.title('Distribution of the variable x')  
plt.show()

Data Visualization Techniques: Histogram with low number of bins — Fig 3. Histogram with low number of bins.

Similarly, if we increase the number of ‘bins’ to a high value, say bins=1000, each value will act as a separate bin, and as a result the distribution seems to be too random.

plt.hist(x, bins=1000)  
plt.xlabel('Intervals')  
plt.ylabel('Value')  
plt.title('Distribution of the variable x')  
plt.show()

Data Visualization Techniques: Histogram with low bins — Fig. 4. Histogram with a large number of bins.

Kernel Density Function

Before we dive into understanding KDE, let’s understand what parametric and non-parametric data are.

Parametric Data: When the data is assumed to have been drawn from a particular distribution and some parametric test can be applied to it

Non-Parametric Data: When we have no knowledge about the population and the underlying distribution

Kernel Density Function is the non-parametric way of representing the probability distribution function of a random variable. It is used when the parametric distribution of the data doesn’t make much sense, and you want to avoid making assumptions about the data.

The kernel density estimator is the estimated pdf of a random variable. It is defined as

Similar to histograms, KDE plots the density of observations on one axis with height along the other axis.

### We will use the seaborn library to plot KDE.  
### Let's assume random data stored in variable 'x'.  
fig, ax = plt.subplots()  
### Generating random data  
x = np.random.rand(200)   
sns.kdeplot(x, shade=True, ax=ax)  
plt.show()

Data visualization using Kernel Density Function — Fig 5. KDE plot for the random variable ‘x’.

Distplot combines the function of the histogram and the KDE plot into one figure.

### Generating a random sample  
x = np.random.random_sample(1000)  
### Plotting the distplot  
sns.distplot(x, bins=20)

Data Visualization: Distplot using seaborn — Fig 6. Displot for the random variable ‘x’.

So, the distplot function plots the histogram and the KDE for the sample data in the same figure. You can tune the parameters of the displot to only display the histogram or kde or both. Distplot comes in handy when you want to visualize how close your assumption about the distribution of the data is to the actual distribution.

Scatter Plot

Scatter plots are used to determine the relationship between two variables. They show how much one variable is affected by another. It is the most commonly used data visualization technique and helps in drawing useful insights when comparing two variables. The relationship between two variables is called correlation. If the data points fit a line or curve with a positive slope, then the two variables are said to show positive correlation. If the line or curve has a negative slope, then the variables are said to have a negative correlation.

A perfect positive correlation has a value of 1 and a perfect negative correlation has a value of -1. The closer the value is to 1 or -1, the stronger the relationship between the variables. The closer the value is to 0, the weaker the correlation.

For our example, let’s define three variables ‘x’, ‘y’, and ‘z’, where ‘x’ and ‘z’ are randomly generated data and ‘y’ is defined as
We will use a scatter plot to find the relationship between the variables ‘x’ and ‘y’.

### Let's define the variables we want to find the relationship between.  
x = np.random.rand(500)  
z = np.random.rand(500)  
### Defining the variable 'y'  
y = x * (z + x)  
fig, ax = plt.subplots()  
ax.set_xlabel('X')  
ax.set_ylabel('Y')  
ax.set_title('Scatter plot between X and Y')  
plt.scatter(x, y, marker='.')  
plt.show()

Data Visualization: Scatter plot between X & Y — Fig 7. Scatter plot between X and Y.

From the figure above we can see that the data points are very close to each other and also if we fit a curve, along with the points, it will have a positive slope. Therefore, we can infer that there is a strong positive correlation between the values of the variable ‘x’ and variable ‘y’.

Also, we can see that the curve that best fits the graph is quadratic in nature and this can be confirmed by looking at the definition of the variable ‘y’.

Joint Plot

Jointplot is seaborn library specific and can be used to quickly visualize and analyze the relationship between two variables and describe their individual distributions on the same plot.

Let’s start with using joint plot for producing the scatter plot.

### Defining the data.   
mean, covar = [0, 1], [[1, 0,], [0, 50]]  
### Drawing random samples from a multivariate normal distribution.  
### Two random variables are created, each containing 500 values, with the given mean and covariance.  
data = np.random.multivariate_normal(mean, covar, 500)  
### Storing the variables in a dataframe.  
df = pd.DataFrame(data=data, columns=['X', 'Y'])

### Joint plot between X and Y  
sns.jointplot(df.X, df.Y, kind='scatter')  
plt.show()

Data Visualisation: Joint plot using seaborn — Fig 8. Joint plot (scatter plot) between X and Y.

Next, we can use the joint point to find the best line or curve that fits the plot.

sns.jointplot(df.X, df.Y, kind='reg')  
plt.show()

Data visualization: Using joint plot for regression — Fig 9. Using joint plot to plot the regression line that best fits the data points.

Apart from this, jointplot can also be used to plot ‘kde’, ‘hex plot’, and ‘residual plot’.

PairPlot

We can use scatter plot to plot the relationship between two variables. But what if the dataset has more than two variables (which is quite often the case), it can be a tedious task to visualize the relationship between each variable with the other variables.

The seaborn pairplot function does the same thing for us and in just one line of code. It is used to plot multiple pairwise bivariate (two variable) distribution in a dataset. It creates a matrix and plots the relationship for each pair of columns. It also draws a univariate distribution for each variable on the diagonal axes.

### Loading a dataset from the sklearn toy datasets  
from sklearn.datasets import load_linnerud  
### Loading the data  
linnerud_data = load_linnerud()  
### Extracting the column data  
data = linnerud_data.data

Sklearn stores data in the form of a numpy array and not data frames, thereby storing the data in a dataframe.

### Creating a dataframe  
data = pd.DataFrame(data=data, columns=diabetes_data.feature_names)  
### Plotting a pairplot  
sns.pairplot(data=data)

Data visualization: Pair plot for relation between columns — Fig 10. Pair plot showing the relationships between the columns of the dataset.

So, in the graph above, we can see the relationships between each of the variables with the other and thus infer which variables are most correlated.

Conclusion

Visualizations play an important role in data analysis and exploration. In this blog, we got introduced to different kinds of plots used for data analysis of continuous variables. Next week, we will explore the various data visualization techniques that can be applied to categorical variables or variables with discrete values. Next, I encourage you to download the iris dataset or any other dataset of your choice and apply and explore the techniques learned in this blog.

Have anything to say? Feel free to comment below for any questions, suggestions, and discussions related to this article. Till then, Sayōnara.

AI Recruiting

5 Tips To Refine Your Tech Talent Acquisition Strategy

The tech industry has always grappled with finding skilled talent. While the demand continues to skyrocket for IT professionals, the available talent pools keep diminishing. In fact, a 2022 ManPower Group study shows employers struggling to find qualified tech talent. Global talent shortages reach a 16-year-high as 3 in 4 employers report difficulty finding the talent they need—and IT and data roles are the most in demand. So what happens when a niche role in your engineering team suddenly falls vacant? Filling that role instantly remains a pipedream. Filling that role within a week still seems farfetched. Beginning your recruiting efforts after a requirement occurs will not cut it anymore, especially in today’s competitive market. This is where having a robust talent acquisition strategy in place will have your back! In this article, we aim to explore how to –

Reduce the impact of talent shortages on your organization and still remain competitive
Proactively build a strong talent acquisition strategy to help attract talented developers

Settle in and let’s get to it!

How does recruitment differ from talent acquisition?

While both terms are used interchangeably, they mainly differ in their approach. To put it simply, recruitment is a short-term objective and talent acquisition is a long-term plan. To quote, “Recruitment is linear, talent acquisition is an ongoing cycle. ” Recruitment is limited to hiring candidates to fill a vacancy that exists in an organization. It begins once a role falls open. Predicting an organization’s hiring requirements, even before such a situation arises, is essentially what talent acquisition aims to do. Think of how you plan for a vacation. You anticipate the length of your trip, a rough itinerary, and other important expenses ahead of time. To get the best deals on tickets and accommodation, you do your research, plan, and book everything in advance. That is what a talent acquisition strategy is to hiring.

List down your future hiring requirements
Identify skill gaps in your teams
Expand your talent pools with passive talent
Plan and allocate your recruiting budget
Budget in upskilling initiatives to better retain your current talent

Also read: 5 Tips From Recruiters To Fix Talent Acquisition Issues in 2023

Why is building a robust talent acquisition strategy important?

With an effective talent acquisition strategy in place, the organization can transition smoothly over its growth curves, with the confidence that as and when the need arises, a reliable pipeline of talent awaits. That’s how you hire the right people for your organization. Such strategic hiring empowers recruiters with both time and resources, which are both invaluable to recruiting. Recruiters can take their time to carefully plan out –

How best to leverage the right tech recruiting tools to source and attract quality candidates
Better engagement with potential candidates, well in advance, to cut down on the time it takes to fill vacant positions
A strategy to foster diversity in the workplace
How to boost productivity in your organization and save costs by hiring the right people

In the absence of such a planned approach to recruiting, companies often find themselves needing to hire at short notice with limited resources, often resulting in poor hires. A carefully thought-out long-term recruitment strategy will enable and empower the organization to hire superior talent. If you are serious about employee retention then invest in a good talent acquisition strategy.

Also read: 7 Recruitment Trends That Will Impact Talent Acquisition in 2023

How do you build a strong talent acquisition strategy?

Talent acquisition strategies are not generic and there is no rulebook that dictates how best to strategize. There are, however, certain best practices that can be adopted and customized to suit an organization’s requirements. Here we list some of the best talent acquisition strategies that HR departments follow.

#1 Assess and analyze the business using data

First and foremost, it is important to have a comprehensive understanding of your business, its long-term growth prospects, average monthly or yearly hiring load, past turnover trends, etc. to better understand periods of high or low demand. With tons of data available at their fingertips, recruiters are leveraging big data analytics to better assess and analyze issues associated with high turnover rates and the possible solutions to these issues. With a better understanding of the issues and their solutions, recruiters are able to make more effective hiring decisions through data-driven recruiting.

Also read: Optimize Your Hiring Process With Recruitment Analytics

#2 Leverage cross-team collaboration

Recruiting cannot happen in a vacuum. It is important to collaborate with other departments to leverage their skills in better tailoring your talent acquisition strategies. For instance, the marketing department can help you with print and digital recruiting materials that can be used to attract potential candidates. Have in-depth discussions with your hiring managers to get a detailed understanding of the job role you’re hiring for. Another vital source of information and insight are your current employees in roles similar to the ones you are looking to hire for. They are a treasure trove of information and can provide insights into the work culture of the company, what drew them to the company, what would attract them to a new role, and where would they go to find it. Collaborating in this manner with the various departments of your business can not only help you understand certain aspects, hitherto unknown, of your business but also provide you with fresh perspectives and insights into your strategizing.

#3 Allow technology to aid you

On average, recruiters lose 14 hours per week completing tasks like scanning resumes, uploading candidate data, and sending emails manually. If you invested in smart AI-powered tech recruiting tools, they can do the heavy lifting for you. It saves you a lot of time and resources. With tools like HackerEarth, be it using our product for shortlisting candidates through coding assessments or conducting remote coding interviews, it helps remove human bias out of the equation. Additionally, it makes the process more efficient and effective. To be ahead of the curve when it comes to AI and automation, it is important to take an inventory of your recruitment tools — applicant tracking system (ATS), candidate relationship management system (CRM), onboarding system, career site — and check whether these are indeed providing the quality of insights that you expect them to deliver.

#4 Work on your employer branding

Employees diligently check out a potential workplace on social media sites and read employee reviews on sites such as Glassdoor to get the real scoop on companies before applying for a job. Update your company’s policies to offer flexible working schedules, remote work options, a casual Friday, or even paid sabbaticals. Such attractive perks go a long way in keeping the employee motivated at work. Apart from these, HRs need to strategize in collaboration with the marketing manager how best to align the employer brand with the corporate logo and brand on social media, job boards as well as print and digital media. Any piece of literature that bears the company’s logo is subject to scrutiny. Hence, it is very important to put a lot of thought into everything that is being communicated on behalf of the company.

Also read: How Tech Recruiters Can Build Better Employer Branding With Marketing

#5 Reevaluate the effectiveness of your talent acquisition strategy

Key Recruiting Metrics To Track To Build A Strong Talent Acquisition Strategy

To remain successful, companies have to conduct regular audits, leveraging data and technology to see the effectiveness of the strategies that have been put into action. While there are several metrics used by various companies to evaluate their strategies, the most significant ones are cost, time, quality, and quantity.

Cost as a metric

A detailed analysis to determine cost inefficiencies in your process is crucial to measure the success of your strategies. Cost is an effective metric to measure quality since financial resources are limited and, if one cannot function within a budget, it is prudent to reevaluate it.

Also read: 6 Steps To Create A Detailed Recruiting Budget (+Free Template)

Time as a metric

Time is a little more complicated metric to measure the success or failure of a strategy. For instance, some processes reap rewards in the short term, while others do so over a longer period of time. A detailed, case-by-case study is essential to determine the effect time has on the effectiveness of strategies.

Quality as a metric

Quality, like time, is a fickle entity. Each organization would have a different interpretation of what it means. While one organization would value obedience, another may value innovation and yet another may define it by leadership and cultural fit. Whatever your organization’s definition of quality is, it is important to measure the success of your strategies against the quality of hire.

Quantity as a metric

Hiring more employees than necessary is bound to take a toll on company resources. However, hiring inadequately will severely affect the desired outcome and can have a damaging effect on the morale of employees. Quantity is, therefore, a great way to measure the effectiveness of strategies.

A good talent acquisition strategy is always in flux

Crafting a talent acquisition strategy is imperative to the success of your business and to ensure that recruitment as a process is conducted not merely on a need basis but as part of the strategy. Recruiters cannot afford to be reactive in their hiring. It’s all about the early bird catching the worm, and proactive recruiters landing the best, most talented candidates! However, there is no one-size-fits-all when it comes to building a strategy for talent acquisition. We hope the tips mentioned in this article will help you create and tailor a strategy according to your business requirements.

FAQs on how to refine your talent acquisition strategy:

#1 What are the essential components of building a good tech talent acquisition strategy?

A good tech talent acquisition strategy should focus on the following aspects:

Engagement: Even before a vacancy opens up, tech recruiters need to start creating a dialogue with the developer community. This can be done by participating, sponsoring, or organizing events like hackathons where developers can network.
Employer branding: A strong employer brand helps in attracting top talent to your organization. This includes showcasing your company culture, values, and mission.
Recruitment marketing: Using various channels to promote job openings, such as social media, job boards, and networking events, is important in reaching potential candidates.
Candidate experience: Providing a positive candidate experience, from the application process to onboarding, can help attract and retain top talent. Effective assessment methods, such as skill tests, coding interviews that involve pair programming and other practices can help amplify the candidate experience.
Diversity and Inclusion: Bake in diversity and inclusion policies into your hiring process to attract a wider pool of candidates and create a more inclusive workplace culture.
Data-driven approach: Using data to track the effectiveness of your recruitment efforts and make data-driven decisions can help optimize your talent acquisition strategy over time.

#2 What are important things to consider when creating a global tech talent acquisition strategy?

Define your talent needs: The first step is to identify the types of roles that need to be filled and the skills required for each role. Determine if you need to fill these roles with local hires or if it’s better to relocate or outsource talent.
Determine your target markets: Identify the geographic regions where you want to source talent from. Consider factors such as the availability of talent, the cost of living, and the cultural fit.
Develop your employer brand: Create a strong employer brand that showcases your company’s values, mission, and culture. Use social media and other platforms to promote your employer brand and attract the best talent.
Use multiple channels for recruitment: Consider using multiple channels for recruitment, such as job boards, social media, employee referrals, and recruiting agencies. This will help you reach a broader pool of candidates.
Consider language and cultural barriers: When recruiting globally, language and cultural barriers can present challenges. Consider having a multilingual recruitment team or partnering with local recruitment agencies to help overcome these challenges.
Implement an efficient screening process: Develop an efficient screening process that helps you identify the best candidates quickly. Use pre-screening tools and technology to help automate the process.
Provide a great candidate experience: Provide a great candidate experience that showcases your company’s culture and values. This will help you attract and retain top talent.
Monitor and adjust your strategy: Finally, monitor your recruitment strategy regularly and adjust it as needed. Use analytics and data to track your success and make data-driven decisions.

#3 Define a good tech talent acquisition framework

Here’s an example of a tech talent acquisition framework:

Define your candidate persona: Identify the specific skills, experience, and cultural fit you’re looking for in a candidate. This may include programming languages, industry experience, project management skills, and more.
Create job descriptions: Craft clear and concise job descriptions that accurately reflect the role’s responsibilities, required skills, and desired experience.
Source candidates: Use various sourcing channels such as job boards, LinkedIn, and networking events to identify and attract candidates who meet your ideal candidate profile.
Screen candidates: Use phone screens, technical assessments, and behavioral interviews to evaluate the candidate’s qualifications, skills, and fit for the role and your company’s culture.
Assess and interview: Use skill-based take-home assessments to shortlist candidates based on their assignment score, and move them to the interview round.
Close the offer: Once a candidate is through, extend an offer that’s competitive and fair, with salary and benefits packages that reflect the candidate’s value.
Onboard new hires: Provide a comprehensive onboarding program that helps new hires acclimate to your company’s culture and sets them up for success in their new role.
Measure success: Track your success in hiring top talent by measuring your time-to-fill, the quality of candidates, retention rates, and employee satisfaction.

#4 How can technology help with your tech talent acquisition strategy?

Technology can play a significant role in improving the efficiency and effectiveness of your tech talent hiring strategy. Here are some ways you can use technology to enhance your hiring process:

Applicant Tracking Systems (ATS): Implement an ATS to streamline your hiring process and manage candidate applications. This can help you organize resumes, track candidate status, and automate communication.
AI-powered assessments: Skill-based assessments can help you qualify candidates from a large pool. AI-powered assessment platforms can benchmark candidate results, so you can pick the best candidates that fulfill your skill requirements. They can also weed out manual errors in the assessment process.
Video Interviewing: Video interview tools with built-in IDEs and real-time coding features can help you check coding skills on the fly through the use of code stubs or pair programming methods.
Virtual Reality (VR): Use VR to create immersive experiences that showcase your company culture, work environment, and team collaboration. This can help candidates get a better sense of your company and the role they would be playing.

#5 How can you incorporate DE&I in your tech talent acquisition strategy?

Baking in diversity, equity, and inclusion (DE&I) into your tech talent acquisition strategy can help ensure that your hiring process is fair and equitable and that your team represents diverse perspectives and backgrounds. Here are some ways you can incorporate DE&I into your tech talent acquisition strategy:

Ensure your job descriptions are inclusive and avoid gendered or biased language.
Expand your sourcing channels beyond traditional job boards to reach underrepresented groups like developer communities in HBCs (Historically Black Colleges).
Engage with diversity-focused organizations, attend diversity job fairs, and consider partnering with universities with diverse student populations.
Train your interviewers to be aware of bias and to ask inclusive questions that focus on skills and experience.
Create structured interviews that ask the same questions to all candidates to avoid unconscious biases.
Identify objective selection criteria that focus on skills, experience, and cultural fit, and avoid using criteria that may perpetuate bias or exclude underrepresented groups.
Set diversity targets and measure your success the same way you would measure TTH and cost benefits.
Create a workplace that’s inclusive and welcoming to all employees, regardless of their background, and make this part of the employer branding activities.

#6 How do you create a tech talent acquisition strategy?

Creating a tech talent acquisition strategy involves understanding your company’s technical needs, defining clear roles and responsibilities, and leveraging various recruitment channels.

Begin by analyzing your current technical team’s strengths and gaps. Collaborate with department heads to forecast future tech needs. Then, tailor your job descriptions to attract the right candidates. Utilize online job portals, tech-specific platforms, and engage in networking events and tech conferences. Regularly review and adjust your strategy based on the results and evolving needs.

#7 What are some best practices in technical talent acquisition?

Writing clear job descriptions that precisely define technical roles, responsibilities, and requirements to attract suitable candidates.
Using a mix of job portals, networking events, tech conferences, and referrals to source candidates.
Implementing technical tests, coding challenges, and interviews to assess technical and soft skills.
Positioning your company as a desirable place to work, emphasizing culture, growth opportunities, and unique selling points.
Promoting opportunities for professional development, ensuring talent remains updated with industry trends.

#8 What are the biggest challenges in tech talent acquisition?

The biggest challenges in tech talent acquisition currently are:

The skills gap. There is a shortage of skilled tech workers in the market, which makes it difficult for companies to find the talent they need.
The war for talent. Many companies are competing for the same pool of tech talent, which drives up salaries and makes it harder to attract and retain top talent.
The high cost of hiring. The cost of hiring tech talent is rising, due to the factors mentioned above. This can put a strain on company budgets.
The long hiring process. The hiring process for tech roles can be long and drawn-out, which can discourage candidates and lead to lost opportunities.
The lack of diversity in the tech workforce. The tech workforce is still disproportionately white and male, which can make it difficult for companies to attract and retain a diverse range of talent.

#9 How do you build a tech talent acquisition pipeline?

Below we have listed the steps involved in building a tech talent acquisition pipeline:

Sourcing: Actively seek out candidates using job portals, social media, tech platforms like GitHub or Stack Overflow, and through referrals. Sourcing candidates should be a regular process and should be done even when there is no active open role. Thai way, recruiters and engineering managers can keep a handy database of prospective candidates ready.
Engaging: Maintain regular communication with potential candidates, even if there isn’t an immediate vacancy. This helps in building relationships for future roles. Hackathons are a great way to engage and connect with developers, and improve brand recognition within the developer community.
Screening: Regularly review and update your screening processes, by employing a robust platform for conducting technical tests, and soft skill assessments.
Onboarding: Companies see a high percentage of drop-off during the waiting period i.e. when they are waiting for a developer to finish the notice at their previous employer and join their company. It is necessary to keep engaged with the developer even during this period, and help them onboard to the new company through regular communication. The onboarding process can continue when the developer formally joins the company and is introduced to different departments and functions.
Continuous learning: An oft-missed part of the talent acquisition process is the provision of continuous learning opportunities to developers, so that the can grow into new roles and skills and attrition can be kept low.

Hiring Strategies

Employee onboarding checklist for new hire

First impression matters.

After spending months investing resources to find great talent to fill a key role within the company, it is terribly disappointing to have the employee resign within a year. This is the case for many companies, which are not able to meet new hires’ expectations and as a result, lose good people. This happens because while new hires join the company with much motivation and excitement, they somehow end up becoming disillusioned often within the first few days itself. (Also read: Why employees frequently switch jobs and how to retain them)

Unfortunate examples of these employers involve superficial employee onboarding programs, unclear communication to new hires prior to the first day, unstructured training, and neglected information regarding the HR’s and hiring department’s responsibilities.

According to TalentWise

91% of new hires stick with a company for at least one year if the organization has efficient onboarding processes
69% of those new hires stick with a company for at least three years when it has a well-structured onboarding program

Steps to creating your employee onboarding checklist for new employee

To consider the hiring process for a specific position successful, employers need first to make sure that their new hires will not leave the company soon. That said, it is important to show them from day one that you as an employer care about them and respect the fact that these people will be the people who will drive the company’s overall performance in the near future. Thus, you will help them keep alive, and maybe enhance, their excitement and motivation for joining you. (Also read: 7 ways recruiters can increase the offer-to-joining ratio)

When do you make the first impression in employee onboarding?

If you think you will make the first impression the moment the new hire will formally join the company, you have already lost the game!

The first impression will take place at the moment you will contact the candidates. The way you approach them, the tone of your communication, and the overall experience you provide them with are all part of the first impression you are making on candidates you are considering for a key position within the company. Even if you don’t know yet who will be hired in the end, you should know that the “employee onboarding” starts when you approach the candidates. In the end, this is why you approach them because you believe that they could join the company.

There are plenty of examples when candidates were very excited to join a company, but they don’t because of an unstructured and unclear hiring process. They were not impressed with the way the company dealt with the hiring process, and them.

How to avoid such a bad impression:

Set and communicate a clear timeline regarding the hiring process – Let the candidates know how long it will take, what the steps are, and when to expect what.
Communicate status update to each candidate at each step – It is important for the candidates to be updated about their application status. They need to know if they made it to the next step or not. Should they start applying somewhere else or wait a bit longer for your decision? They need to know.
Involve gamification in the hiring process – Gamification of the hiring process is a great way to provide candidates with a great experience— an experience which makes them feel that even if they do not get the position, at least they enjoyed the journey.
Incorporate Talent Assessment Software – TAS has a twofold goal. On one hand, it helps employers to ensure that the person they will hire will be able to perform well in the new role, and, on the other hand, it helps candidates create a positive impression about the dedication of the company to ensure that it will hire only the best. Somehow, it makes them feel special when they succeed. For example, HackerEarth Recruit is a technical recruitment platform that helps companies assess candidate performance via customized online coding tests.

“Before the first day” to-do list?

After considering the aforementioned practices, you can be sure that the new hire is likely to have the same or even increased motivation to join the company. By providing candidates with a positive experience throughout the hiring process, you (hopefully) convinced them that you care about the people you bring onboard; you want the best, and if they made it they have an extra reason to feel proud to join your family.

As soon as the candidate accepts the offer, you are all ready for the next step of the candidate preboarding process. The best way is to automate the journey using candidate preboarding software. These software help ensure that the preboarding is without glitches and also help in ensuring that the dropoff is minimal.

Create a “Before the First Day” list, and include on this list all the tasks that the employee preboarding team needs to complete:

Make sure you provide the new hire with some practical and clear information about the first day. Consider the question: “What should they expect on the first day of employment?”
Make sure all the paperwork has been finished before he/she joins the company. Enter him/her in your HR systems, have the laptop/desktop ready, and create for him/her all the necessary accounts. Show them you are structured and proactive.
Remind the hiring managers about the new hire a few days in advance, and make sure he/she has scheduled some time in their calendar to introduce the new hire to the rest of the team, and give a contact list. (Also read: 10 ways to build inclusive onboarding experience)

On the First Day – the “Official Employee Onboarding”:

Supposing that you managed to ensure the entire “Before the First Day” list has been checked, now, you need to think of the structure of the “Official Employee Onboarding.” This is the moment when you officially introduce the new hires to the company and make sure they will find the working environment you promised during the hiring process.

That said, consider the following practices, inspired by companies such as Google and Netflix:

Present your company’s policies and values; while doing so, try to reference specific examples. If you reference a story or a real example, they’ll be more likely to relate and understand.
Encourage open dialogue.
Discuss their responsibilities and be prepared to answer any questions.
Introduce them to the rest of the team.
Assign a dedicated mentor to each new hire.
Provide them with a schedule and timeline regarding their training.
Google employee onboarding program suggests that when training new hires, define success for each. Put together a roadmap to success based on the way you perceive it and expect it to be. Present them with as many KPIs as possible. Thus, you will help them have a clear image of what is expected of them.
Netflix onboarding program suggests you let new hires tackle huge projects from the beginning. It makes them feel like you trust them and believe in their knowledge, skills, and abilities.

Successfully ending the employee onboarding process

For some organizations, the official employee onboarding program, including the training, ends within three weeks, and for other companies after 2 or 3 months. There is no standard timeline on this. It always depends on the company culture, size, structure, and goals. What is important to make sure that you successfully end the employee onboarding process is that you (HR, IT, Facilities, and the Hiring Team) ensured that the new hire received well-structured training which will help him/her feel part of the team, perform as expected, and align personal goals with the overall company’s goals. The hiring manager should hold several feedback meetings with the new hire. In these meetings, the purpose should be to make sure that the new hire is ready to perform “independently.” If you are already there, then kudos on your well-structured onboarding program. If not, then it is time to review and adjust it according to your company’s needs and resources. (Also read: How to write an employee handbook)

Tech Assessment

Let’s create a better future

Say, you have a leadership role in a company, and it is up to you to take it to greater heights in terms of profitability and culture. That’s great.

But, what about your responsibility as a citizen of this planet to society? Do you strive as hard to make a difference? How committed are you to bettering lives with your know-how and resources? Most people would have heard the saying “with great power comes great responsibility,” but we have mostly perceived it in superheroes context. You are the hero in your story and your company and its function is your superpower.

How do we contribute to making a better world?

As a company that strongly believes in crowdsourcing for innovation, we started with the trend of hackathons for social good. Hackathons with the intent to solve real-world crises like “child abuse prevention,”Rural Development,” “Transparency, Governance, and Freedom of Press,” etc. We try by partnering with nonprofits and non-governmental organizations who have been constantly trying to push through the obstacles to bring a difference to people’s lives.

We realized these organizations have the potential to implement changes but are finding it hard in terms of manpower and resources. Meanwhile, there are developers who are capable of building solutions but have no means to implement them. When both these parties are brought together, that is where the magic happens. Passionate developers come up with creative solutions to tackle the problems and the non-profits go on and implement these solutions.

Sure, we understand we cannot solve all the bigger problems in the world but we can try not to ignore the ones we are able to address. You can make a difference not only by addressing the larger issues but also by not ignoring the smaller ones or the ones we are able to address.

How can you host a hackathon for social good?

Identify a problem you and your company can address: Identifying the problem is perhaps the most important part of the whole process. After you have identified the problem, you can decide how your organization and the product and services it offers fit into addressing the problems.
Identify non-profits and organizations which are working in that domain: These are organizations that lack the resources and need our help to fight these problems but they have the capability and need to implement the solutions that can help solve the problems better.
Assemble a team who can constantly work with the developers and non-profits: This team should be able to act as a bridge between the developers and the non-profits. The non-profits are short on resources and manpower and hence would require assistance in the adoption of the solution built by the developers.
Market the hackathon: It’s necessary to reach a large number of developers to get a good number of developers who are capable of building tangible solutions to address the given problem.
Judges and Prizes: Define clear judging criteria and identify the judges for the hackathon. The prizes are not a huge factor but they certainly motivate the participants to give their best.

How does hosting a social hackathon benefit your organization?

It sends a message to the world and community that you care. You care about the smiles of the people who can’t have them, you care about helping thousands of people you have never met, and you care about making the world a better place.

It brings your brand closer to people and improves the brand image as a company that cares about the society and the world.

You can always join us and be a part of our social hackathons. Reach out to us at community@hackerearth.com to setup a call.

Tech Assessment

Top 10 artificial intelligence companies

The artificial intelligence industry is expected to reach $59.8 billion by 2025. With use cases in almost every industry vertical, artificial intelligence is predicted to be the future of technology by thought leaders including Bill Gates. From sales forecasting to improving productivity, the application of artificial intelligence (AI) is immense for companies worldwide.

As companies race to scale up their AI capabilities, the demand for experts in the field is expected to rise. Geography-wise, the United States accounts for 66 % percent of the total global investment in AI. As companies bet big time on AI, recruiters are paying impressive salaries to hire AI talent. Glassdoor Research estimates the average annual base pay for AI-based jobs at $111,118 per year.

Here are the top companies that are hiring AI talent as per the Glassdoor research:

1) Amazon

The online retail giant applies AI and ML technologies to improve both their products and services. Amazon Echo is one of their most popular AI-based products that use Alexa, an intelligent personal assistant. After acquiring Kiva, a robotics company in 2012, Amazon implemented an ML algorithm to automate their picking and packaging process. This brought down their ‘Click to ship’ cycle to just 15 minutes, thereby reducing operating costs by 20% while improving inventory capacity by 50%. The company also uses ML technology to identify workflows and enhance their customer interactions. Amazon also has a cloud computing division, Amazon Web Services, which offers AI services. With many AI and ML projects in their bucket, Amazon is one of the top AI companies to work for.

2) NVIDIA

The IT company which featured among Fortune’s top 100 companies to work for in 2017 has big plans for AI. Nvidia’s products include computer chips and platforms with ARM/ GPU that can be used in a variety of devices from drones to automobiles. Their latest graphics processing unit (GPU), Titan V is one of the most powerful GPU of all time and can be used for research in AI and ML. The Glassdoor research ranks Nvidia at number 2 on their list of top companies hiring for AI talent.

3) Microsoft

As one of the leading software companies, Microsoft has been building its AI capabilities on different fronts to drive their business. With a variety of AI-based products and services like Cortona, CNTK, cognitive services, and industry-specific AI apps, Microsoft offers developers many interesting and challenging projects in AI.

4) IBM

Watson is IBM’s most well-known AI projects. IBM’s Watson division is focused on developing cloud-based artificial intelligence technologies for their own products and other organizations. The technology has been used in several spheres including cancer research and retail. IBM is investing heavily in developing their AI capabilities for a wide range of use cases from self-driving cars to hospitality.

5) Accenture

Accenture is investing heavily in combining different technologies with AI and IoT. With the objective of developing AI-based solutions for its clients, Accenture has set up a global network of innovation hubs for developing AI technologies in San Jose, California, and Arlington, Virginia, in the United States; Sophia Antipolis, France; Beijing, China; Bangalore, India; and Dublin, Ireland.

6) Facebook

With over 3 billion users, worldwide, Facebook is the leading social networking site in the world. The company recognized as one of the best places to work in 2018 by Glassdoor is also home to cutting-edge innovations in AI. Their internal group called Facebook AI Research (FAIR) is committed to solving challenges in AI. Apart from acquiring AI companies like Masquerade and Zurich Eye, the company has also invested strategically in their own artificial intelligence labs. The company’s AI research team led by deep learning pioneer, Yann LeCun has many major initiatives planned for 2018 to improve the efficiency of the social media platform.

7) Intel

Intel is investing big time in AI and ML technologies. Apart from developing new ML frameworks and AI chips, the company has invested in many AI startups and acquired AI-focused companies. Saffron Technology is one such company that was acquired by Intel. With a focus on building greater AI capabilities, Intel is among the top 10 companies hiring AI talent in the market.

8) Samsung

The smartphone manufacturer is developing AI technologies to improve camera features, security and user experience of mobile phones. Their AI-powered assistant, Bixby, is designed to deliver a better user experience for mobile phone users. The company is also investing in AI-based startups and have set up AI research centers worldwide.

9) Lenovo

To leverage on AI and ML technologies for manufacturing, the company will invest $1.2 billion in the next two to four years. Their range of AI concept devices includes SmartCast+, an intelligent, interactive speaker that delivers AR experience. Apart from working with renowned tech universities, Lenovo has also set up specialized research labs in the US, Germany, and China.

10)Adobe

Adobe has several new programs and projects focused on building better tools powered by AI. With their Sensei platform based on AI and ML, Adobe plans to offer better user experience to its clients. The company plans to incorporate more AI-based technology in its services and products.

By leading the AI revolution, these top AI companies are among the best places to work for AI experts. In their report titled, How AI Boosts Industry Profits and Innovation, Accenture Research, and Frontier Economics predict that artificial intelligence has the potential to enable 38% profit gains and result in an economic boost of $14 trillions by 2035. With the potential to increase corporate profitability, the AI buzz is here to stay and will pave the way for technological advancements in the future.

Authors

Meet our Authors

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.

Ruehie Jaiya Karri

Kumari Trishya

AI Recruiting

AI In Recruitment: The Good, The Bad, The Ugly

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.

Also read: What We Learnt From Target’s Diversity And Inclusion Strategy

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.

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

How FaceCode Can Help Improve Your Candidate Experience | AI in recruitment

For candidates:

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.

Also read: 6 Strategies To Enhance Candidate Engagement In Tech Hiring (+ 3 Unique Examples)

AI + Recruiters: It’s all about the balance!

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.

Hiring Tools

Looking For A Mettl Alternative? Let’s Talk About HackerEarth

“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?

Here's why HackerEarth is a great Mettl Alternative!

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.

Also read: What Makes HackerEarth The Tech Behind Great Tech Teams

HackerEarth Vs Mettl

Features and functionality

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.

Also read: How To Create An Automated Assessment With HackerEarth

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.

Also read: HackerEarth Assessments + The Smart Browser: Formula For Bulletproof Tech Hiring

Security and data privacy

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.

Also read: 6 Strategies To Enhance Candidate Engagement In Tech Hiring (+ 3 Unique Examples)

User reviews and feedback

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.

Free ebook to help you choose between Mettl and Mettle alternative, HackerEarth

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!

AI Recruiting

HackerEarth Assessments + The Smart Browser: Formula For Bulletproof Tech Hiring

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

Eagle-eyed online test monitoring with the smart browser 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:

Screensharing the test window
Keeping other applications open during the test
Resizing the test window
Taking screenshots of the test window
Recording the test window
Using malicious keystrokes
Viewing OS notifications
Running the test window within a virtual machine
Operating browser developer tools

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.

Until then, happy hiring!

View all

Hiring Tools

What is Headhunting In Recruitment?: Types & How Does It Work?

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.

Hiring Tools

A Comprehensive Guide to External Sources of Recruitment

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.

Hiring Tools

Recruitment Chatbot: A How-to Guide for Recruiters

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.
AI-Recruitment-Market-Size

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.
General-Motors-Recruitment-Chatbot

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.
HP-Career-Chatbot

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.
McKinsey-Gamified-Recruitment-Chatbot

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.

View all

Level Up with HackerEarth

Stay Ahead with the HackerEarth Blog

How Recruiting Automation is changing the talent game

Why recruiting automation matters today

What recruiting automation really means

How AI recruiting automation delivers results

Cutting time-to-hire

Reducing cost-per-hire

Improving candidate quality

Enhancing candidate experience

Smarter tools: the HackerEarth example

Best practices for recruiting automation

Choosing the right platform

Building seamless integrations

Managing change and training teams

The future of recruiting automation

The new Role of recruiters

Conclusion: The smarter way forward

FAQs on recruiting automation

How does automation improve candidate experience?‍

Can automation replace human recruiters?‍

How I used VibeCode Arena platform to build code using AI and learnt how to improve it

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

What I Thought Was "Good Code"

What VibeCodeArena's Evaluation Showed

Security Vulnerabilities (The Scary Ones)

Performance Problems (The Silent Killers)

Code Quality Issues (The Technical Debt)

Missing Best Practices (The Professional Touches)

The "Aha" Moment

My New Workflow: The Learning Loop

Step 1: Generate Code Using VibeCodeArena

Step 2: Analyze Across Several Metrics

Step 3: Click "Challenge" and Improve

Step 4: Submit for Evaluation

Step 5: Hey, I Can Beat AI

What This Means for Learning to Code with AI

1. Working ≠ Good Code

2. Improvement Requires Measurement

3. Competition Accelerates Learning

How the Platform Helps Me Become A Better Programmer

What I've Learned So Far

The Bottom Line

Vibe Coding: Shaping the Future of Software

A New Era of Code

From Machine Language to Natural Language

The Promise and the Pitfalls

The Economic Impact

How Candidates Use Technology to Cheat in Online Technical Assessments

Impact of Online Assessments in Technical Hiring

Cheating in Online Assessments is a High Stakes Problem

Common Cheating Tactics and How You Can Combat Them

Using ChatGPT and other AI tools to write code

Enlist external help to complete the assessment

Using multiple devices at the same time

Using remote desktop software and virtual machines

Future-proof Your Online Assessments With HackerEarth

Talent Acquisition Strategies For Rehiring Former Employees

Why Should Organizations Consider Rehiring?

Reduced Hiring Costs

Faster Onboarding

Retention of Knowledge

Best Practices for Rehiring Former Employees

1. Create a Clear Rehire Policy

2. Conduct Thorough Exit Interviews

3. Maintain Connections with Alumni

4. Assess Current Needs Before Reaching Out

5. Initiate an Honest Conversation

6. Implement a Reboarding Program

7. Make Them Feel Welcome

Real-Life Examples of Successful Rehiring

Conclusion

HackerEarth Blogs

How HackerEarth is preparing for GDPR

What is GDPR?

What is personal data?

How is HackerEarth getting ready for GDPR?

Product preparation

Process preparation