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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
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November 18, 2025
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3 min read

Why recruiting automation matters today

Hiring has always been a challenge, but in today’s competitive market, it feels tougher than ever. The best candidates often juggle multiple offers, and companies that move too slowly lose out. On top of that, recruiters spend hours on repetitive work — scanning resumes, coordinating interviews, chasing paperwork.

This is where recruiting automation steps in. What was once considered a niche HR tool has now become a business essential. Done right, automation doesn’t replace human recruiters. Instead, it makes them more effective by freeing them from manual tasks so they can focus on building relationships and making smarter hiring decisions.

What recruiting automation really means

At its core, recruiting automation uses technology to handle tasks that recruiters traditionally did by hand. Think of activities like sourcing candidates, screening resumes, scheduling interviews, sending reminders, or even creating onboarding documents.

This idea is part of a bigger trend called hyperautomation, where multiple technologies like AI, machine learning, and robotic process automation come together to streamline entire workflows. In recruiting, it means integrating tools so that everything from finding talent to managing employee records connects smoothly. The real power lies in building an end-to-end system where data flows seamlessly across HR and business platforms. This way, hiring isn’t just a standalone process but part of the organization’s larger growth strategy.

How AI recruiting automation delivers results

The business case for AI recruiting automation isn’t just about saving effort — it’s about measurable returns.

Cutting time-to-hire

Speed is critical. The average time-to-hire in 2025 is 36 days, which leaves plenty of room for improvement. Companies like United HR Solutions showed how AI platforms reduced time-to-hire by 45% and time-to-fill by 47%. In many cases, automation slashes hiring time by 30–50%.

When candidates receive faster responses and quick offers, companies avoid losing them to competitors. This also reduces the cost of vacant positions and boosts candidate satisfaction.

Reducing cost-per-hire

Hiring is expensive. Globally, the average cost per hire is around $4,683 when factoring in ads, recruiter hours, and agency fees. Manual scheduling alone can eat up five hours per candidate.

Automation cuts these costs significantly. Studies show administrative overhead can drop by up to 80%. Some reports estimate that AI recruiters can save as much as $16,000 per hire, thanks to faster shortlisting and reduced manual screening.

Another advantage: while manual costs rise with the number of hires, automated systems stay stable, making them ideal for fast-growing companies.

Improving candidate quality

Automation also raises the bar on candidate quality. AI tools focus on skills and experience, reducing unconscious bias and creating a fairer process. Resume-screening accuracy can reach 85–95%, far higher than manual reviews.

Case studies show a 40% boost in candidate quality scores and a 36% rise in sourcing quality after automation. Hiring better-fit employees lowers turnover, saving money and building stronger teams.

Enhancing candidate experience

Today’s candidates expect fast, transparent communication. Automation ensures they get it. Chatbots answer questions 24/7, automated emails provide updates, and scheduling tools let candidates book interviews at their convenience.

Companies using these tools report a 49% drop in candidate drop-off and a 44% increase in satisfaction. For example, the American Heart Association doubled its sourcing activity and boosted recruiter engagement by 50% after cutting administrative work with automation.

Smarter tools: the HackerEarth example

Automation isn’t one-size-fits-all. Some platforms are designed for specific industries. HackerEarth, for instance, specializes in tech hiring.

Best practices for recruiting automation

Adopting recruiting automation requires more than just buying software. Success depends on strategy and people.

Choosing the right platform

Pick tools that are scalable, easy to use, and able to integrate with your HR stack. 

Building seamless integrations

An Applicant Tracking System (ATS) often serves as the hub. The best setups integrate with CRMs, payroll, and learning platforms. Tools like Zapier help connect different apps into a unified workflow.

Managing change and training teams

Resistance is common. Recruiters may worry about losing relevance or struggling with new tools. The solution is open communication and involvement. Bringing teams into the process early can increase adoption success rates. Hands-on training and continuous learning opportunities ease fears and ensure recruiters can fully use the new system.

The future of recruiting automation

The new Role of recruiters

Contrary to fears, AI will not replace recruiters. Instead, it will reshape their role. The best outcomes will come from a human-AI hybrid model. Recruiters will be able to focus more on relationship-building, candidate engagement, and employer branding, while automation provides efficiency and insights. Those who embrace this partnership will be the most successful in the talent market of the future.

Conclusion: The smarter way forward

Recruiting automation is no longer optional. It speeds up hiring, cuts costs, improves candidate quality, and enhances the overall experience. It’s about creating a partnership where automation handles the repetitive work, and recruiters focus on what they do best: building connections and making smart, strategic choices.

As competition for talent grows, the companies that thrive will be the ones that adopt automation thoughtfully and use it to empower their people. The message is clear: the future of hiring is human and automated — working together to create stronger, smarter organizations.

FAQs on recruiting automation

How does automation improve candidate experience?

By giving faster responses, consistent updates, and convenient scheduling. Chatbots answer questions anytime, and candidates can book interviews without delays. This respect for their time builds trust and strengthens employer branding.

Can automation replace human recruiters?

No. Automation is great for repetitive, high-volume tasks like screening or scheduling. But recruiters bring empathy, judgment, and cultural insight that machines can’t replicate. The future is about working together, not replacement.

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
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November 8, 2025
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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
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November 8, 2025
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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

Vibe Coding Difference

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
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December 1, 2025
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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


  1. 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
  2. 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
  3. 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
  4. 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
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November 8, 2025
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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.
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How to be a badass ninja QA tester

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

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

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

Here is the pyramid,

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

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

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

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

If you are still skeptical, look at these stats!

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

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

How is the QA process performed?

Method

Courtesy:Jack Sheppard

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

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

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

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

Design QA

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

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

Create the test scenario document

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

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

Documentation review

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

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

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

Execution

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

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

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

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

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

Defect reporting

As Joel says in his blog,

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

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

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

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

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

Maniphest

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

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

Retesting

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

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

Test closure

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

Release notes contain the following information:

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

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

Types of testing at HackerEarth

Automation testing

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

Performance testing

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

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

We use JMeter to perform load testing.

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

Environments used for testing

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

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

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

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

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

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

What is FinTech?

Fintech is the application of technologies to disrupt existing processes or bring in new paradigms in the financial industry. Be it banking or insurance or digital payment, fintech is currently revolutionizing the world.

Fintech has disrupted all aspects of the industry. Rapid innovation is the key in sectors like lending, financial inclusion, financial advisory, personal finance, security, and digital payments. Fintech, on one hand made services like Net Banking a given in today’s world. On the other hand, it has made names of startups like PayTM a common word in the vocabulary of the laymen.

Fintech companies are more customer centric than traditional financial companies. They believe in rapid innovation. The fact that many of the early adopters are low-age groups with disposable incomes has made fintech one of the hottest trends in technology.

What are the companies in fintech?

There are mainly four types of companies that are interested in fintech.

  1. Major banks that have traditionally been associated with finance and look at technology and fintech as the next level, for example, any large bank that has technology offerings
  2. Well-established tech players that are also looking for business opportunities in the financial services space although they are not traditionally financial companies, for example, we now have the Google wallet and the Apple pay.
  3. Companies that provide infrastructure and services which enable other fintech players to operate in the financial space; examples include PayUmoney that acts as a payments gateway, or MasterCard, which processes payments between banks of merchants when the merchants use the cards that are issued by the banks

Disruptors that are fast-moving companies and startups; these companies generally focus on a single business innovation or process. For example take SoFi, it is a San Francisco based company that focuses on high-earning recent graduates and tries to refinance their student loans. Or take the case of PayTM, which focuses on the Indian payments ecosystem.

What are the major fintech areas that are driving innovation?

Lending: Lending is the space where the biggest innovations in fintech are coming from. Traditionally, lenders have given more money to people who already have money. Fintech companies are doing away with the traditional credit history-based scoring system and coming up with lending solutions even for the unbanked. For example, Lending Club operates an online lending platform that helps borrowers get a loan and investors purchase notes backed by payments made on loans. Others like Biz2Credit are using social profiling tools to access the credit worthiness of individuals and small businesses.

Financial Inclusion: Experts believe that fintech is the key behind financial inclusion. For example, M-Pesa reached 80% of households in Kenya in 4 years[source]. Fintech companies achieve financial inclusion through various methods. One of them can be by leveraging existing low-cost solutions, like M-Pesa doing transactions through SMS. One other example is Kobocoin, which is giving an existing technology, blockchain in this case, a more local flavor so that it reflects the needs of the masses.

Even for developed countries, companies that focus on financial inclusion have the potential to make social security programs more effective. For example, in various parts of the world like Japan and India, public benefits are directly paid to the bank accounts of the recipients and the process is tracked through a Unique Identification Number like Aadhar Card in India or the My number(??????) system in Japan.

Financial Advisory: Fintech companies have generally relied on automation to provide services and this is the strategy being applied to traditional advisory services like M&A transactions, restructuring, raising capital, and forensic investigations. There can be a common platform where the users can engage with the experts as in BankerBhai.com. One more example is Elliptic, which provides services like identifying illicit activity on the Bitcoin blockchain.

Personal Finance: Through the use of fintech, there is a lot of scope to have more efficient processes. Many organisations are building companies by automating the acts of personal finance like individual or family budgeting, insurance, savings, and retirement planning. For example, Wealthfront provides online money management. Paytm tries to keep all your different payments under one portal.

Blockchain and distributed ledgers: Blockchain, which is the technology behind the famous bitcoin, is an open source distributed database using state-of-the-art cryptography. Currencies that use blockchain enable us to do transactions without a powerful third party like a bank or the government. There are various companies that are operating in the space of blockchain, either by using bitcoin, the largest blockchain, like Blockchain.info or Unocoin, or by having their own blockchain cryptocurrency like Kobocoin.

Security: Fintech is only projected to grow in the future and since this domain primarily deals in finance and financial products, customers will have high expectations in terms of security from fintech products. Also, fintech companies will always be a lucrative target for people with malicious intent. For example, there was the JP Morgan Chase data breach in 2014[source] which affected 83 million customers accounts. For this reason, heavy investment is being done in security. and we have a lot of companies in the field. For example, VKey focuses on user security. Tranwall is a Hong Kong startup that focuses on providing increased levels of security to the cardholders of the customer banks.

What is the future in fintech

The rise in fintech has led to growth in both customer awareness and customer expectations, and this acts both as a challenge and as an opportunity. This has resulted in financial incumbents, those who are already established financial services players, taking bold steps and engaging with emerging innovations. Also, new start-ups have found greater acceptance with the population. Following graphs show the amount of investment the fintech companies have received globally.

Image: the growth of global investment in the fintech sector from 2011 to 2016

Source: Business Insider

Users are also spending more time on various apps and doing a greater part of their financial transactions through the apps.

User activity on various payments apps
Source: Nielson

If you think that these trends are astonishing, remember that this will only grow in the coming years.

References:

techstory: lending market in india
letstalkpayments: 22 fintech companies in africa

fintech is the key driver of financial inclusion
fintech and financial inclusion
how fintech security helps foster innovation
fintech companies in fraud prevention
how banks are leveraging developer community

Minimax Algorithm with Alpha-beta pruning

It is the best choice so far for the player MAX. We want to get the highest possible value here.
Beta: It is the best choice so far for MIN, and it has to be the lowest possible value.

Note: Each node has to keep track of its alpha and beta values. Alpha can be updated only when it’s MAX’s turn and, similarly, beta can be updated only when it’s MIN’s chance.

How does alpha-beta pruning work?

  1. Initialize alpha = -infinity and beta = infinity as the worst possible cases. The condition to prune a node is when alpha becomes greater than or equal to beta.alpha beta pruning
  2. Start with assigning the initial values of alpha and beta to root and since alpha is less than beta we don’t prune it.
  3. Carry these values of alpha and beta to the child node on the left. And now from the utility value of the terminal state, we will update the values of alpha and be, so we don’t have to update the value of beta. Again, we don’t prune because the condition remains the same. Similarly, the third child node also. And then backtracking to the root we set alpha=3 because that is the minimum value that alpha can have.
  4. Now, alpha=3 and beta=infinity at the root. So, we don’t prune. Carrying this to the center node, and calculating MIN{2, infinity}, we get alpha=3 and beta=2.
  5. Prune the second and third child nodes because alpha is now greater than beta.
  6. Alpha at the root remains 3 because it is greater than 2. Carrying this to the rightmost child node, evaluate MIN{infinity,2}=2. Update beta to 2 and alpha remains 3.
  7. Prune the second and third child nodes because alpha is now greater than beta.
  8. Hence, we get 3, 2, 2 at the left, center, and right MIN nodes, respectively. And calculating MAX{3,2,2}, we get 3. Therefore, without even looking at four leaves we could correctly find the minimax decision.
Pseudocode (Source: NPTEL Course):
evaluate (node, alpha, beta)

if node is a leaf

return the utility value of node

if node is a minimizing node

for each child of node

beta = min (beta, evaluate (child, alpha, beta))

if beta <= alpha

return beta

return beta

if node is a maximizing node

for each child of node

alpha = max (alpha, evaluate (child, alpha, beta))

if beta <= alpha

return alpha

return alpha

Conclusion

Games are very appealing and writing game-playing programs is perhaps even more exciting. What Grand Prix racing is to the car industry, game playing is to AI.Just as we would not expect a racing car to run perfectly on a bumpy road, we should not expect game playing algorithms to be perfect for every situation.So is the minimax algorithm. It may not be the best solution to all kinds of computer games that need to have AI.But given a good implementation, it can create a tough competitor.

List of top C & C++ books for programming enthusiasts

Perhaps a post on these programming languages needs no fore ward. But then again, for the skeptics who are rooting for Go and Swift, here’s a little bit of background that reinforces the fact that despite not being the most popular ones today, these object-oriented languages still form the base for many applications.

Why bother

Java and C# were touted as the pet languages of the 2000s. Now, people talk Python and Ruby, Javascript and PHP.However, fundamental programming skills still necessitate a solid foundation in C and C++. (You can read more here- Top programming languages that will be most popular in 2017)

TIOBE may be scorning C now, but Dice and other job portals show a significant demand for these skill sets across industries. Beginner-friendliness, scalability, and a sizable community continue to make C++ a major player as well.

“They [C and C++] are the native tongue for system-level programming, and they probably will be for many years. Eventually, though, languages like Google Go or D may replace them,” says Gartner Research Analysts Mark Driver. “The trial-by-fire of learning C tends to weed out the noncommitted, so knowledge of C at the very least makes you stand out,” he added.

These languages act like a “mental model” that helps you go where places you thought you couldn’t. Bjarne Stroustrup, the C++ creator, says, “Basically, nothing that can handle complexity runs as fast as C++.” Used with some scripting language, it is for “high performance, high reliability, small footprint, low energy consumption, all of these good things.”

With a plethora of resources available, choosing the best can leave you in a tizzy. We’ve got a list, a valuable one, which keeps the curious ones who wonder what’s beneath the hood get as “close to the machine” as possible.

List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

Stroustrup: The C++ Programming Language (4th Edition)

What’s better than studying from the guru himself? Bjarne Stroustrup created C++ in 1979.

The book covers the language in its entirety, talking about containers, algorithms, abstraction mechanisms, concurrency, utilities, basic facilities, standard libraries, and design models. This reorganized edition discusses C++11, a version that followed C++03, and then got superseded by C++14 and C++17 later on. A must-have for programming enthusiasts, because it certainly is a definitive reference book for general programming principles and practice using C++. Reviewers are raving about the code examples and the way the language has been presented. It may not be the best book for novices according to some readers; it is more of a “description of the features and the reasoning” than answering how-tos. Look at the detailed table of contents here and access the exercises here.

You can buy the book here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

Accelerated C++: Practical Programming by Example by Andrew Koenig and Barbara E. Moo

For learners who are eager to get into the practical aspects of C++, this book, which is a part of Stroustrup’s C++ in-depth series, is the go-to reference. If you don’t have time for the basics, then you can go directly into the coding bit with the help of Koenig and Moo’s “accelerated” C++. Topics covered include “basic string handling, loop and flow-control statements, arrays, functions and methods, iterators, file I/O, operator overloading, inheritance, polymorphism and virtual functions.”

Founding member of the ANSI/ISO C++ committee, Dag Brück, says “This is a first-rate introductory book that takes a practical approach to solving problems using C++. It covers a much wider scope of C++ programming than other introductory books I’ve seen, and in a surprisingly compact format.” The authors talk about features using understandable examples, teaching you how to use the features rather than trying to explain the whats and whys. It takes you from standard library abstractions to defining your own. Key takeaways that crystallize low-level and high-level concepts and end-of-chapter exercises cement your understanding.

With this book, you can begin programming right away!

You can buy the book here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

C++ Primer (5th Edition) 5th Edition by Stanley B. Lippman, Josée Lajoie, and Barbara E. Moo

In the C++ primer, the authors focus on the 2011 revised standard. In the Why Read This Book section, they say they “emphasize good style and explain the rationale behind the rules.” The first part of the book covers basics of C++ such as variables, strings, vectors, arrays, expressions, statements, functions, and classes. The next section deals with the I/O library, sequential and associative containers, generic algorithms, and dynamic memory. Another part takes you through copy control, overloaded operations and conversions, OOP, templates, and generic programming. The primer teaches you high-level programming techniques, such as specialized library facilities and tools for large programs, in the later sections. Learners don’t have to know C, but they need to be familiar with writing, compiling, and running a program “in at least one modern block-structured language.”

You can buy the book here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

Effective Modern C++: 42 Specific Ways to Improve Your Use of C++11 and C++14 (1st Edition) by Scott Meyers

A part of his Effective C++ book series, this edition talks about how you can use the new features of C++11 and C++14, such as lambda expressions and move semantics, effectively. A software architect at Microsoft and chair of ISO C++ standards committee, Herb Sutter, says: “After I learned the C++ basics, I then learned how to use C++ in production code from Meyer’s series of Effective C++ books. Effective Modern C++ is the most important how-to book for advice on key guidelines, styles, and idioms to use modern C++ effectively and well. Don’t own it yet? Buy this one. Now.”

With this book, Meyers ensures that you can “create software that’s correct, efficient, maintainable, and portable.” Topics covered include perfect forwarding, except specifications, braced initialization, auto type declarations, and differences between std:: atomic and volatile and their relation to the concurrency API of C++.

A few reviewers feel that some basic knowledge of C++ is required to fully appreciate this edition on modern C++. Lots of great examples and bite-sized “items” tell you why the features have been added and what they can do; it is a set of guidelines on the newer additions to C++ rather than an introductory text to learn C++.

You can buy the book here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

Exceptional C++: 40 New Engineering Puzzles, Programming Problems, and Solutions by Herb Sutter

This top-quality book is a part of Stroustrup’s C++ in-depth series. Written by Herb Sutter, arenowned expert in C++, the book talks about the what, the why, and the how-to of “solid software engineering” using scenarios in a problem-solution format. Sutter answers questions such as “How does writing inline affect performance? How does exception safety go beyond try and catch statements? What’s the real memory cost of using standard containers?”

If you want to be one of the best C++ programmers around, Exceptional C++ is a definitive guide to topics such as generic programming, writing reusable templates, exception safety issues, compiler firewalls, class design, inheritance, and polymorphism, and optimization. Exemplary presentation and entertaining puzzles make this a must-buy. His next book, More Exceptional C++: 40 New Engineering Puzzles, Programming Problems, and Solutions continues the journey. With an aim to help you write exceptional code, the book comes with new detailed sections (e.g. multi-threaded environments) and insights on vital topics covered in the prequel.

You can buy the book here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

The C Programming Language 2nd Edition by Brian W. Kernighan and Dennis M. Ritchie

Despite having been originally published in 1978, this amazing book continues to be the bible for C programmers. Ritchie (1941–2011) was the original C language designer, and he also co-designed the UNIX OS. The K&R (authors) C version is different from the ANSI C or the earlier version.

The book discusses has challenging exercises to help you attain a working knowledge of C. It concisely and clearly types, operators, and expressions, control flow, functions and program structure, pointers and arrays, structures, input and output, and the UNIX system interface. You need some programming background; you need to know what a compiler is; the book teaches you the syntax and not exactly the programming principles. For example, when it talks four pages about functions, it doesn’t actually tell you what a function is. Still, this seminal text has the first Hello World program.

In the preface to the second edition published in 1988, the authors write: We have improved the exposition of critical features, such as pointers, that are central to C programming. We have refined the original examples, and have added new examples in several chapters. For instance, the treatment of complicated declarations is augmented by programs that convert declarations into words and vice versa. As before, all examples have been tested directly from the text, which is in machine-readable form.

You can buy the book here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

A Book on C: Programming in C (4th Edition) by Al Kelley and Ira Pohl

Kelley and Pohl have put together a great tutorial on ANSI C. The authors have used unique and clear explanations of program code, along with all-encompassing exercises and summary tables, to highlight the power of C, a general purpose programming language.

The USPs of the book include a chapter on how to move to Java from C, detailed coverage of pointers, multi-file programming, and recursion, an improved standard library functions appendix, and more focus on abstract data types. The comprehensive tutorial on ANSI C also discusses input/output and the operating system, lexical elements, operators, and the c system, the preprocessor, structures, functions, unions, transitioning to C++ from C, how ANSI C is different from traditional C, and advanced applications.

You can buy the book here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

Expert C Programming: Deep C Secrets by Peter van der Linden

This book isn’t for a beginner either. Once you have learned C from K & R, Linden’s book can answer questions such as “How can you debug linker errors? What is an activation record? Why are arrays and pointers not identical?” Unlike most bland technical books, Linden has managed to keep the reader engaged with humor, puzzles, depth of content, cultural references, and exercises. Although some bits in the book may not seem relevant anymore, it is still a satisfying read with its hacker stories and more.

John Barry, the author of Sunburst, Technobabble, and other books says “In Expert C Programming, Peter van der Linden combines C language expertise and a subtle sense of humor to deliver a C programming book that stands out from the pack. In a genre too often known for windy, lifeless prose, van der Linden’s crisp language, tongue-in-cheek attitude, and real-world examples engage and instruct.”

For C programming enthusiasts, this book is about the background stories and the appreciation for the language. The lore aside, Linden discusses advanced concepts related to compiling, pointers, and memory usage. The 11 chapters have positive titles that make you curious about linking, runtime data structures, declarations, arrays, and so on.

You can buy the book here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

Let us C by Yashavant P. Kanetkar

This is a book that helps you learn C from scratch. The author, who says he picked up the language from Dennis Ritchie’s book on C programming, has explained the basic concepts such as decision control instruction, complex decision making, loop control instruction, complex repetitions, case-control instruction, functions, pointers, recursion, data types revisited, the c preprocessor, arrays, strings, structures, console input/ output and file input/ output, C in Linux, and operations on bits in an easy-to-understand format. The book also teaches you how to create programs using Visual Studio and NetBeans.

You can buy it here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

Introduction to Algorithms 3rd Edition by Thomas H. Cormen, Charles E. Leiserson, Ronald L. Rivest, and Clifford Stein

This is what Daniel Spielman, Henry Ford II Professor of Computer Science, Mathematics, and Applied Science at Yale, has to say about this book, Introduction to Algorithms, the ‘bible’ of the field, is a comprehensive textbook covering the full spectrum of modern algorithms: from the fastest algorithms and data structures to polynomial-time algorithms for seemingly intractable problems, from classical algorithms in graph theory to special algorithms for string matching, computational geometry, and number theory. The revised third edition notably adds a chapter on van Emde Boas trees, one of the most useful data structures, and on multithreaded algorithms, a topic of increasing importance.”

The book is meant for readers at all levels. With a bit of programming background, learners can grasp the magic—design, and analysis—of algorithms. The book broadly covers foundations, sorting and order statistics, data structures, advanced techniques such as dynamic programming and greedy algorithms, advanced data structures such as Fibonacci Heaps and van Emde Boas Trees, graph algorithms, and a few selected topics such as matrix operators, linear programming, polynomials and FFT, string matching, computational geometry, and NP-completeness.

You can buy the book here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

Data Structures and Algorithms Made Easy by Narasimha Karumanchi

For whom is this book? Prof. Hsin-Mu Tsai, National Taiwan University, answers it in his book review. He says, “This book is a good supplement to a conventional data structure textbook, as it offers many good code examples and selections of relevant problems **with solutions**. There is no deep analysis or detailed proof in this book, which is not what this book is for (for example, as a textbook to teach algorithm and complexity analysis), and what you would be able to find in a conventional data structure textbook. The book could also be good for a professional who just wants a quick review of important data structure concepts and implementations.”

Reviewers on Amazon believe that this book is a must-have for job interviews and competitive exams. The author emphasizes problem analysis over theory. The book is coded in C and C++. A comprehensive introduction, recursion and backtracking, linked lists, stacks, queues, trees, heaps, graph algorithms, sorting, searching, selection algorithms, symbol tables, hashing, string, divide-and-conquer, and greedy algorithms, complexity classes, and dynamic programming are the key chapters in the book. Looks like he has covered just about everything you need for a binge-reading evening!

You can buy the book here.


Summary

Computers are not about calculations, they are about information—organizing, retrieving, and manipulating it. You want to write efficient programs? Then you need to understand and learn to work with data structures. Data structures and algorithms tell you how you can put the programming languages you mastered to good use. Pick up C and C++ and implement and play around with data structures, and see how exciting it all is. In spite of young upstarts, dependable C and C++ continue to be the programming languages of choice for several applications.

6 AI-based apps making smartphones smarter

Kids from the 80’s and 90’s would recall that there were

  1. Floppies for data storage with a capacity varying from 90 KB to 240 MB
  2. Walkman and cassettes for listening to music
  3. Camera films thatneeded several days to be developed just to discover that most of the pictures were not good

All of these have been replaced by a single device. Yes, you guessed it right. Smartphones! We now have phones witha memory of 128GB (=128000 MB). There are 41 MP cameras in smartphones (Nokia Lumia 1020) where we can instantly get to know the quality of the picture. Smartphones have been referred to as the most popular innovation in the field of technology over the last decade. With apps like Whatsapp, we have almost forgotten SMS text messages and MSN messenger.

Nowadays, it is difficult to imagine life without smartphones. But how can we make the smartphones smarter? Artificial Intelligence is the answer. There is nothing to fear because it is already there on phones.AI is no longer only apart of movies as fictional characters, it is ubiquitous now. We are leveraging it through smartphones and mobile apps.

The impact that artificial intelligence has in our everyday lives is similar to that of smartphones. The need to reduce human error has led to the rise of artificial intelligence. AI means to develop systems that exceed or at least equal human intelligence.To know more about AI, you can refer toArtificial Intelligence 101: How to Get Started.

Here we have listed 6 apps that make your life simpler and your phones smarter. This will surelygive you some ideas for building your own solution for IndiaHacks 2017.

India Hacks 2017-Artificial Intelligence

Allo

Allo is an AI-centric messaging app developed by Google. It was launched on September 21, 2016, and is available for both Android and iOS. At first glance,you’ll feel that it is very similar to many other messaging apps out there. Be it sign up with thephone number, one-on-one or group chats, voice messages, themed stickers, or images with adoodle, it is pretty much what any messaging app offers.

What is new in Allo? Allo hints atGoogle’s vision of an AI-filled future. Allo showcases its smartness through a feature called Smart Replies. The app suggests words or phrases throughout a conversation.

What’s even more exciting is its image recognition feature. It is able to suggest replies not only based on the text but also the images shared within the conversation. But this is just a beginning of what Allo has to offer.

Google Assistant is an AI-based chatbot. You can interact with itin two ways:

  1. Direct chat: Assistant appears along with other conversations in the app.
  2. Within a chat: It can be called while chatting with friends with a message that starts with @Google.

In both cases, it can be used for quick Google searches, translations, directions, conversions, and advanced features such asimage recognition.

Socratic

Every kid wishes that somebody could tell the answers to all the homework questions. There you go! Socratic is an app that says “Homework in a Snap.”

Socratic is a free app available on iOS for Apple devices. It is a tutor app that can give answers to math homework problems and also explain how to solve it just by taking a picture of the problem. Not only math, it currently provides help in 23 different subjects, including Chemistry, Anatomy and Physiology, Physics, English grammar, Calculus, History, and Psychology.

It uses AI to analyze the information required and then returns explanations along with videos to give step-by-step help.

The company explains that “Socratic’s AI combines cutting-edge computer vision technologies, which read questions from images, with machine learning classifiers built using millions of sample homework questions, to accurately predict which concepts will help you solve your question.”

Microsoft Pix

Microsoft Pix is a smartphone app that helps click better photographs automatically without extra effort. Its tagline is “Point. Shoot. Perfect.” It is only available for devices running on iOS 9 or newer such as iPhone 5s and newer, iPad Air & Air 2, and iPad Mini 2, 3, 4.

Some of its features include

  1. Smart Settings: It automatically checks the lighting and scene between each shutter tap and updates settings in between shots.
  2. Live Image: It creates a short looping video by joining together the frames from the burst into a live image. But it happens only when some motion is sensed in the shot so that it doesn’t waste the phone’s memory.
  3. Face recognition: It optimizes capture settings automatically when a face is detected in the shot to help people look their best.

Microsoft Pix captures 10 frames with each shutter click and uses AI to pick up to three best and unique shots.

The Roll

The Roll is an app released by EyeEm, a German startup. It is an intelligent camera roll that helps in finding the bestshots by assigning scores. It uses image recognition technology which helps groupthe photos based on their content and highlights the best ones.

Photos get automatically tagged and are displayed in groups according to these categories. It helps in searching and sharing without any confusion.

Thescoring technology uses the EyeEm Vision algorithm whichcombines the artistic principles in photography with cutting-edge deep learning technology. EyeEm Vision usesmillions of assisted photos to learn and replicate the choices of professionals and applies scores to photos from 0 to 100.

The Roll is current an iOS-only app but is anticipated to come to Android phones soon. It is an app that gives a critique in terms of the score and helps you become a better photographer.

EasilyDo

EasilyDo is an app whichhelps youmanage calendar, contacts, and to-do lists. The tagline is “Easily Do: Your Smart Assistant. Never Miss Anything.” It tries to do some jobs that a real-life assistant would do by offering an artificial intelligence-based organization.

It directly connects to email services such as Gmail and Exchange and to many other services and apps such as LinkedIn, Evernote, and Facebook.

Some of its features are

  1. It sends cards in the feed with any photos of you tagged on Instagram from the last 24 hours. Any of the photos can beliked or shared from the gallery view.
  2. All the email attachments received within the past 7 days arecollected and placed in a card in the feed which helps you searchfor an attachment required for quick reference.
  3. It automatically creates a digital boarding pass from an online check-in confirmation email in the EasilyDo feed.

Apart from these features, there are more such asFacebook birthday reminders and track packages. It helps complete the action for any actionable email.

EasilyDo is available on both Android and iOS. Most of the features are free, but the access to the full range starts at around $5 permonth.

ELSA

ELSA stands for English Language Speech Assistant, and it is a mobile app whichuses AI to help people improve their pronunciation. Itis the first and the world’s smartest AI pronunciation tutor. This app was co-founded byVu Van and Xavier Anguera. Vu Van herself suffered with pronunciation issues while she was studying at Stanford.

Different curriculum options can be accessed based on interests, such as professional or travel settings. Users arethen lead through a series of vocabulary phrases and words, and ELSA’salgorithms analyze their speech. In case, ELSAdetects a mispronunciation, it tells the user the correct pronunciation and also teaches the user how to move the tongue and lips to form the word correctly.

It is available on Android as well as iOS and is absolutely free. It won the award at SXSWEdu Launch 2016, the world’s largest startup competition.

This is not an exhaustive list of apps that have used Artificial Intelligence to make life simpler. There are many more AI-based apps out there.

Hope you could find yoursource of inspiration for thesolution you want to build for IndiaHacks 2017.

How these hackathon winners apply Machine Learning to minimize rash driving

Hackathons have become the go-to method for developers and companies to innovate in tech and build great products in a short span of time. With tens of thousands of developers participating in hackathons across the globe every month, it’s a great way to collaborate and work on solving real-life issues using tech.

“Along with being stimulating and productive, hackathons are fun” - says Team Vikings, who won the first prize (a brand new Harley-Davidson bike!) in the recently concluded GO-HACK hackathon. The team built Rashalytics - a comprehensive platform for analysing and minimising rash driving. And now, they have big plans of taking this hack live for the public.

Read on to know more about their amazing idea and how they built the platform.

What is Rashalytics?

Rashalytics is a system that promises to mitigate the problem of rash driving by intelligently incentivising or penalising the driver based on his driving style. It has been designed to reduce the number of accidents that have increased with the hyperlocal on-demand delivery requiring breakneck speeds of the various products.

The system is able to extract the data of rich metrics like sharp acceleration, hard braking, sharp turns, etc. from the driver's android phone, which is used to train the machine learning models.

Technologies/platforms/languages
  • Nodejs - To create the API server and the mock sensor data generator
  • Kafka - To build the data pipeline
  • Apache Spark - To process the real-time data stream and generate metrics to measure the driving quality
  • ReactJs - To create the dashboard web app
  • Google roads & maps API : To get the traffic and ETA data
Functionality

Machine learning challenge, ML challenge

The system primarily consists of 4 parts:.
  1. The Android app: Simulated by the team, this app aggregates locally and sends the chunks of sensor data to the API server via an HTTP endpoint.
  2. API Server: This matches the data with the schema and if valid, it puts the data in Kafka queue.
  3. Engine: Made with the Apache Spark, this helps sensor data to aggregate and form metrics such as sharp acceleration, hard braking, sharp turns, etc. These metrics, in turn, are used to generate a dynamic driving quality score for the driver. This score forms the basis of a lot of analytics and functionalities that this system provides.
  4. Dashboard: The dashboard provides a beautiful and intuitive interface to take proactive decisions as well as run analytics using the provided APIs. It has been written using ReactJS.
Here’s the flow diagram showing how the whole system works:





This system allowed the team to create:
  • A dynamic profile and the dashboard of the rider describing his driving style, which affects his rating.
  • An actionable "real-time" rash driving reporting system which allows the authorities and the hub incharges to react before it’s too late.
  • A dashboard usable by both the fleet managers and traffic police control board to visualise the data such as incident distribution by time, which tells at what time of the day a driver is more likely to drive in an unsafe manner.
  • A modular system in which the new data sources, metrics, and models can be added so that the third-party vendors can be easily on-boarded onto the platform.




ChallengesHere are some of the challenges that the team faced while building this application:
  1. Setting up the entire system architecture with different components by developing them in isolation and then combining them together to work seamlessly
  2. Deciding the thresholds for different metrics after which the driving will be considered rash
  3. Creating a linear predictor for the driving quality score vs time with only one data point
  4. Creating a synthetic feature as generating the score itself is challenging enough
What’s Next?

Project creators Shivendra Soni, Rishabh Bhardwaj and Ankit Silaich have great plans in store for their project. Here are some of their ideas:
  1. Create and SDK for easy data collection and integration with different apps and make it possible for third-party vendors to utilise this data
  2. Improve the driving score model to include even more parameters and make it more real-world oriented
  3. Create a social profile which lets the users share their driving score
  4. Enable enterprise grade plug-n-play integration support
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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

Negative impact of AI

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 to use AI during hiring freeze

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:

  1. 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.
  2. Simplifying the application process: AI-powered recruiting tools can simplify the application process, allowing candidates to apply for jobs with just a few clicks.
  3. 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.

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!

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

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 errorOur 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!
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What is Headhunting In Recruitment?: Types &amp; 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.

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.

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:
  1. Define the scope and workflows: Identify the ideal candidate touchpoints-where and how the chatbot will interact with potential candidates.
  2. 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.
  3. Build the chatbot: Use your chosen platform to build a chatbot that aligns with your workflow and scripts.
  4. 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.
  5. 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.
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