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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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A beginner's tutorial on the apriori algorithm in data mining with R implementation

Now that we have looked at an example of the functionality of Apriori Algorithm, let us formulate the general process.

General Process of the Apriori algorithm

The entire algorithm can be divided into two steps:

Step 1: Apply minimum support to find all the frequent sets with k items in a database.

Step 2: Use the self-join rule to find the frequent sets with k+1 items with the help of frequent k-itemsets. Repeat this process from k=1 to the point when we are unable to apply the self-join rule.

This approach of extending a frequent itemset one at a time is called the “bottom up” approach.

Mining Association Rules

Till now, we have looked at the Apriori algorithm with respect to frequent itemset generation. There is another task for which we can use this algorithm, i.e., finding association rules efficiently.

For finding association rules, we need to find all rules having support greater than the threshold support and confidence greater than the threshold confidence.

But, how do we find these? One possible way is brute force, i.e., to list all the possible association rules and calculate the support and confidence for each rule. Then eliminate the rules that fail the threshold support and confidence. But it is computationally very heavy and prohibitive as the number of all the possible association rules increase exponentially with the number of items.

Given there are n items in the set [latex]I[/latex], the total number of possible association rules is [latex]3^n - 2^{n+1} + 1[/latex].

We can also use another way, which is called the two-step approach, to find the efficient association rules.

The two-step approach is:

Step 1: Frequent itemset generation: Find all itemsets for which the support is greater than the threshold support following the process we have already seen earlier in this article.

Step 2: Rule generation: Create rules from each frequent itemset using the binary partition of frequent itemsets and look for the ones with high confidence. These rules are called candidate rules.

Let us look at our previous example to get an efficient association rule. We found that OPB was the frequent itemset. So for this problem, step 1 is already done. So, let’ see step 2. All the possible rules using OPB are:

OP[latex]\longrightarrow[/latex]B, OB[latex]\longrightarrow[/latex]P, PB[latex]\longrightarrow[/latex]O, B[latex]\longrightarrow[/latex] OP, P[latex]\longrightarrow[/latex]OB, O[latex]\longrightarrow[/latex]PBIf [latex]X[/latex] is a frequent itemset with k elements, then there are [latex]2^k-2[/latex] candidate association rules.We will not go deeper into the theory of the Apriori algorithm for rule generation.

Pros of the Apriori algorithm

  1. It is an easy-to-implement and easy-to-understand algorithm.
  2. It can be used on large itemsets.

Cons of the Apriori Algorithm

  1. Sometimes, it may need to find a large number of candidate rules which can be computationally expensive.
  2. Calculating support is also expensive because it has to go through the entire database.

R implementation

The package which is used to implement the Apriori algorithm in R is called arules. The function that we will demonstrate here which can be used for mining association rules is

apriori(data, parameter = NULL)

The arguments of the function apriori are

data: The data structure which can be coerced into transactions (e.g., a binary matrix or data.frame).

parameter: It is a named list containing the threshold values for support and confidence. The default value of this argument is a list of minimum support of 0.1, minimum confidence of 0.8, maximum of 10 items (maxlen), and a maximal time for subset checking of 5 seconds (maxtime).

https://gist.github.com/HackerEarthBlog/98dca27a7e48694506db6ae413d7570e

Summary

Through this article, we have seen how data mining is helping us make decisions that are advantageous for both customers and industries. We have also seen a simple explanation of the Apriori algorithm, along with its implementation in R. It is not only used by the retail industry to provide us the discount on some bundles of products. The use cases of the Apriori algorithm stretch to Google's auto-completion features and Amazon's recommendation systems.This tutorial aims to make the reader familiar with the fundamentals of the Apriori algorithm and a general process followed to mine frequent itemsets. Hope you are familiar now!
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Feature Engineering + H2o Gradient Boosting (GBM) in R Scores 0.936

With less than 3 days to go, this script is meant to help beginners with feisty ideas, machine learning workflow and motivation for ongoing machine learning challenge.Here's a quick workflow of what I've done below:
  1. Load data and explore
  2. Data Pre-processing
  3. Dropped Features
  4. One Hot Encoding
  5. Feature Engineering
  6. Model Training
Good Luck!Note: For more feature engineering ideas, spend time on exploring data by loan_status variable. For categorical vs categorical data, create dodged bar plots. For categorical vs continuous data, create density plots and use fill=as.factor(loan_status).

To help the community, feel free to contribute the equivalent python / C ++ script in the comments below.

Update: You can get python script for this solution from Jin Cong Ho's comment below.

Script (R)

Resources - Handy Algorithms for this Challenge

State of Virtual Reality and Augmented Reality in India

Silicon Valley has been upbeat about Virtual Reality and Augmented Reality for a while now. But it appears that USA is not the only one riding this wave. Rest of the world, including India, has been creating a stir in these fields as well.

Although it is hard to predict how many Oculus devices or Google Cardboards are out there in the hands of consumers in this part of the world, India is doing a lot with different forms of Mixed Reality.

Alive

Source: Alive-App-Earn-Up-to-Rs-100-Daily-by-Watching+Videos-Playing+Quiz-Reading+News.jpg

2016 Summer batch YCombinator startup Innov8 chief, Dr. Ritesh Malik, a serial entrepreneur and investor, has already touched base with Augmented Reality four years ago with Alive. Alive App, now acquired by a leading Indian media publication company – Times of India (TOI), allows its readers to access videos, pictures, and polls related to select news items appearing in the newspaper, just by focusing the phone camera on any content in the newspaper carrying the Alive logo.

Memesys Culture Lab

Source: http://www.thehansindia.com/assets/9895_Memesys.jpg

With a $2.5 million funding round raised last year by Round Glass Partners, national award-winning director Anand Gandhi pioneered storytelling in VR by means of his new venture Memesys Culture Labs. The company has successfully been able to tap into Bollywood with its VR production arm, ElseVR. A behind-the-scenes promo of Dangal (a massive blockbuster movie from last year) was shot in 360 degrees by ElseVR and captured over 2 million views.

AutoVRse

Source: http://autovrse.in/img/autovrse.png

More recently, AutoVRse came out with its Virtual Automobile Showroom. It is an interactive experience that enables customers to explore and customize their cars in real-time in a virtual environment. The company has installed systems at a number of showrooms, kiosks, and retail outlets, giving customers a surreal experience of the look and feel of its vehicle-to-be before actually making the purchase.

Imaginate

Source: http://yourstory.in/wp-content/uploads/2012/05/Imaginate.jpg

Imaginate Software Labs is another AR/VR-based technology enterprise that offers innovative visualization products and services. The company largely works with enterprises, helping them build their own products in this category, and has recently raised a $500K round to boost operations. Imaginate also boasts of products developed in-house such as Dressy, a virtual fitting room.

GridRaster

Source: https://www.gridraster.com/wp-content/uploads/2016/08/gridraster-1.jpg

GridRaster is an interesting company because the products it sells are technology products. The company is primarily based out of Palo Alto, California, but has its development office in Bengaluru and has already raised close to $1.65 million. GridRaster provides the infrastructure layer to overcome device limitations – compute and battery, by intelligently harnessing the computing power and providing a centralized cloud to power compelling VR/AR experiences. The solution provides high-performance graphics with ultra-low latency while hugely improving battery performance. The technology drives mass adoption of VR/AR by dramatically improving the reach of exciting content and bringing breathtaking, new experiences to users.

Incubators and Accelerators

Source: https://static1.squarespace.com/static/52e442c5e4b0ac5ff7e6b28d/t/53cec07ce4b0a7dd85188ca1/1406058662372/Lowes-Innovation-Lab.jpg

Adapting to this explosion of startups in Mixed Reality and a maturing developer ecosystem, a number of US tech accelerators and incubators are now focused on enrolling more Indian startups in their upcoming batches. Lowe’s, a home improvement retailer based in the U.S., opened its first startup accelerator, Lowe’s Innovation Lab, in the heart of the technology hub of India, Bengaluru, and is already home to many Virtual Reality startups. Target, Tesco, and Walmart Labs are other U.S. retail giants also focused on bringing more startups to the Mixed Reality space in their own incubation centers set up in India.

At a recent event hosted by Lowe’s Innovation Labs in association with VR Collective, many spokespersons from the above-mentioned retail giants were present, and all of them unanimously agreed that retail is going to be massively disrupted by Mixed Reality. The plan is to win back their long-losing market share to E-Commerce by placing important bets in Mixed Reality.

Other cool Indian startups in Mixed Reality

SmartVizX recently secured $500,000 seed capital to disrupt the architecture, engineering, and construction industry.

G for Gestures, a gesture recognition technology and VR integrated product, is disrupting the hospitality sector.

PlayShifu, run by Vivek Goyal (Stanford University Graduate of Business alumni), is another Indian startup making education fun for kids through a range of products in Augmented Reality.

House of Blue Beans is a startup revolutionizing the home design industry with its immersive application ‘Roomstyler’. Roomstyler is a VR-based consumer experience that allows designers and customers to collaborate on a visual platform to make the home-designing process extremely effective. It is one of the startups enrolled in the latest batch of Lowe’s Innovation Labs.

Developer Ecosystem

Developers are already driving the mobile gaming ecosystem in India. It shouldn’t take long for developers to turn their attention to building more applications for Augmented and Virtual Reality as the consumer groups get flooded with more devices.

Gaming engines like Unity3d and Unreal Engine that drive the Mixed Reality applications are popular with the tech talent as the same tools are used for developing mobile games.

It should not be surprising to see a multitude of AR/VR applications coming out soon from India as the ecosystem matures.

Key developments by existing players

Myntra

Source: https://i.gadgets360cdn.com/large/roadster_led_sign_1489744980128.jpg

Recently, Myntra came up with its first brick-and-mortar retail outlet in Indiranagar, Bengaluru. Ananth Narayanan, CEO of Myntra and Jabong, says, “The goal is not to drive sales – but to engage with the customer and as you’d expect from us, we’re using a lot of technology to do just that. We’ve got VR zone, multi-touch screens, full-screen displays that mimic the Myntra app, and selfie zones.”

The VR zone is placed with 4 Samsung Gear headsets which reels a 360-degree video showcasing the “Roadster life”. You can see around with a band playing on the road, airplanes rushing overhead, and bikers zooming past. Although it can seem a little out of place for the store, it gives a nice touch and indicates the interests of the established players.

Byju’s Classes

Source:https://edtechreview.in/images/byju_classes_test_prep_for_students_online.jpg

Byju’s Classes is also ramping up its development by hiring Unity engineers proficient in 360-video streaming, indicating its interest in including some of its content for VR as well. This is in sync with the future of learning and Byju’s Classes is moving forward with an initiative to drive experiential learning.

The space is heating up, with a lot of developer interest and institutional focus to discover the next big thing in Virtual and Augmented Reality.

What will you build next??

Come and Register at the UnitedByHcl hackathon.
Happy Mixing Reality!!

How to approach HackerEarth bot challenges

The bot challenges on HackerEarth have so far all been for two players, with perfect information and no randomness. As such, there are primarily two effective strategies for building bots, which are covered in this tutorial.

Alpha-beta Pruning

This intuitive approach builds on the idea that the best move is one that puts your opponent in the worst position. By extending this logic several moves into the future, we arrive at the Minimax or Negamax algorithm.

function negamax(state, depth):
    if depth == 0:
        return [state.evaluate(), null]
    bestScore = -infinity
    for move in state.getMoves():
        moveScore = -negamax(state.makeMove(move), depth-1)[0]
        if moveScore > bestScore:
            bestScore = moveScore
            bestMove = move
    return [bestScore, bestMove]

Evaluation Functions

An evaluation function estimates how favorable a position is. It returns a large positive value if good for player A, and a negative value if unfavorable. For example, in Reversi - Bot Challenge #5, a simple evaluation function could compute the number of valid moves for A minus those for B. More advanced functions could consider positional advantages like corners.

While complex evaluation functions offer more accuracy, they are harder to write, debug, tune, and evaluate quickly, possibly reducing search depth. It's best to start simple and improve incrementally, testing changes thoroughly.

Pruning

Alpha-beta pruning improves Minimax by skipping branches that won't affect the final decision. For instance, if move m1 leads to a best-case outcome of x1, and move m2 has at least one possible counter resulting in worse than x1, we can discard m2 early without further evaluation.

function alphabeta(state, depth, alpha, beta):
    if depth == 0:
        return [state.evaluate(), null]
    bestScore = -infinity
    for move in state.getMoves():
        moveScore = -alphabeta(state.makeMove(move), depth-1, -beta, -alpha)[0]
        if moveScore > bestScore:
            bestScore = moveScore
            bestMove = move
        alpha = max(alpha, moveScore)
        if alpha >= beta:
            break
    return [bestScore, bestMove]

Alpha-beta pruning is most effective when the best moves are searched first. Optimal ordering can double the search depth compared to Minimax. Even with random move ordering, it's significantly more efficient.

Monte Carlo Tree Search (MCTS)

MCTS is another popular strategy and doesn't require an evaluation function. Instead, it uses random simulations to estimate move quality. Each simulation has two phases: an informed selection phase followed by random moves.

To guide move selection, MCTS uses a formula balancing exploration and exploitation. It favors moves with high win ratios but ensures all moves are eventually explored:

function MCTS(state):
    if state.numberOfSimulations == 0:
        play rest of game randomly
        state.numberOfSimulations += 1
        if current player won:
            return "won"
        else:
            state.wonGames += 1
            return "lost"
    bestScore = -infinity
    for move in state.getMoves():
        childState = state.makeMove(move)
        if childState.numberOfSimulations == 0:
            moveScore = infinity
        else:
            moveScore = (childState.wonGames / childState.numberOfSimulations) +
                        sqrt(2 * log(state.numberOfSimulations) / childState.numberOfSimulations)
        if moveScore > bestScore:
            bestScore = moveScore
            bestMove = move
    simulationResult = MCTS(state.makeMove(bestMove))
    state.numberOfSimulations += 1
    if simulationResult == "won":
        state.wonGames += 1
        return "lost"
    else:
        return "won"

After running MCTS from the root many times, pick the move with the best win ratio or the most simulations. MCTS is better for games with complex dynamics (e.g., Go), where good evaluation functions are hard to design. Alpha-beta is preferred when strong evaluation heuristics are available.

Conclusion

This tutorial introduced alpha-beta pruning and Monte Carlo Tree Search, the two main bot strategies in two-player games. Many improvements exist for both, particularly alpha-beta pruning. For more, explore the Chess Programming Wiki, which contains techniques applicable across many games.

Interested in building bots? Participate in the #UNITEDBYHCL Hackathon and win a trip to Theater of Dreams, Old Trafford and prizes worth $10,000.

Register Now!

To learn more about Battle of Bots, read this article by Gaurav Sen, third place finisher in Battle of Bots 7.

Best countries for software engineers and developers to work

[Bonus content – Read our latest blog – Top 10 cities to hire developers]

This time we decided to figure out which are the top countries to work with, for programming enthusiasts making a living as developers, software engineers, or data analysts.

From my experience, English speakers can find the most jobs in the U.S. (West Coast, obviously), United Kingdom (London), Ireland(IT employers always ask how to hire workers from Ireland), Netherlands (Amsterdam), Switzerland, and Belgium.

New Zealand and Australia are pretty popular among developers who love the laid-back lifestyle.

But the scenarios change when we talk about non-English speaking nations.

Japan is growing exponentially; Russia and China have a huge culture of programming, and IT companies are growing rapidly in these countries; and India, Southeast Asian countries (Singapore and Indonesia), and South Korea (Seoul) are other popular and growing markets.

Often, the lower median salary is easier to stomach because of the lower cost of living.

What is important to understand that the definition of “best country” may not be categorical, and depends on a lot of people’s preferences.

To keep things fair we decided to dig up data from some popular sources to identify the best countries to work in for software engineers.

We listed these countries in order of their Happiness index and technological advancement in the field of IT over the years.

Top 10 countries forSoftware engineers / Developers/ Data Scientists to work

  1. Switzerland
  2. Canada
  3. Australia
  4. Netherlands
  5. Germany
  6. USA
  7. Sweden
  8. Denmark
  9. Singapore
  10. United Kingdom

You can read the detailed research below and other picks of top countries list based on various job profiles

Google Trends

Google Trends is a public web facility of Google Inc., based on Google Search, that shows how often a particular search term is entered relative to the total search volume across various regions of the world, and in various languages (Wikipedia).

Read What is Google trends data – and what does it mean? if you want to know more.

The numbers in the table depict the popularity of one language over another, as searching on Google.

A programming language with a higher number shows that the interest is higher as compared to other languages.

This popularity could be due to academics, a professional requirement, or interest which leads to various job opportunities.

As discussed, Java is fairly popular.

Python is one of the most searched languages in Australia. C#, despite showing a high requirement in the job portal, is not really popular.

Swedish people had been searching for Swift programming language more often than others.

Ruby leads in Ireland. MatLab is a popular Google search term in almost all the listed nations, showing its relevance in academics.

(Also read – How to hire a full stack developer)

The below graphs compares the popularity of programming languagesin order of Java, Python, PHP, C#, JavaScript, C++, C, Objective-C, R, Swift, Angular JS, Ruby, Perl, Matlab in each country respectively.

Which means Java and R are searched more often and in greater volume as compared to Swift and Angular Js in Denmark.


Would you like to get updates once a month on our latest articles? We won’t spam, we promise. Subscribe now to The HackerEarth Blog!


Indeed.co

Indeed.co, available in 50 countries and 28 languages, is one of the most high-traffic job websites in the United States and other countries.

Using country-specific search for the number of software engineers jobs listed on Indeed, we found data which matched our previous research on Top programming languages to learn.

While Java remained the favorite in all the top destinations. C, C++, and C# programmers are still in demand in these nations, making them “evergreen” programming languages and famous among software engineers and developers.

In the U.S., China, India, and Japan, PHP developers have quite sought after.

The requirement of R programmers is higher in Switzerland, USA, India, and much more so in Germany and France. Canada, Netherlands, UK, USA, India, and China clearly require MatLab skills.

If you are a Ruby developer, Japan needs you. But Canada gives first preference to Perl coders.

Top countries to work for software engineer

Median Salary – Programmer salary by country

What’s happiness without a handsome salary?

Hence, we listed the average salary for a particular job (Source – PayScale). These values have been expressed in US dollars.

Switzerland, Sweden, Australia, and the United States have higher software engineersalaries than other countries.

A data scientist is one of the highest-paid jobs across the globe. Argentina pays PHP developers generously compared to the country’s average pay for other IT skills.

France is looking for Java and front-end developers, paying them well for their skills.

Japan, Singapore, and, particularly China and India, offer fairly poor compensation despite having a high requirement for skilled employees.

Top countries for Java developers to work –

  • Switzerland
  • The United States of America
  • Australia
  • Germany
  • United Kingdom

Top countries for.NET developers to work –

  • The United States of America
  • Canada
  • Germany
  • Netherlands
  • Japan

Top countries for PHP developers to work –

  • The United States of America
  • United Kingdom
  • Germany
  • France
  • Sweden / Australia

Top countries for Data Scientist to work –

  • Switzerland
  • Canada
  • Netherlands
  • United Kingdom / Germany
  • The United States of America

Read here – 8 different job roles in Data Science / Big Data industry

We understand that the quality of life, safety, cost of living, state taxes, commute cost, etc. are some of the other major factors to be considered when deciding the top work destinations for a developer.

However, job listing, the popularity of the skill, median salary, and happiness index are equally important.

Winning Tips on Machine Learning Competitions by Kazanova, Current Kaggle #3

Introduction

Machine Learning is tricky. No matter how many books you read, tutorials you finish or problems you solve, there will always be a data set you might come across where you get clueless. Specially, when you are in your early days of Machine Learning. Isn’t it ?

In this blog post, you’ll learn some essential tips on building machine learning models which most people learn with experience.These tips were shared by Marios Michailidis(a.k.a Kazanova), Kaggle Grandmaster, Current Rank #3 in a webinar happened on 5th March 2016. The webinar had three aspects:

  1. VideoWatch Here.
  2. Slides – Slides used in the video were shared by Marios. Indeed, an enriching compilation of machine learning knowledge. Below are the slides.
  3. Q & As – This blog enlists all the questions asked by participants at webinar.

The key to succeeding in competitions is perseverance. Marios said, ‘I won my first competition (Acquired valued shoppers challenge) and entered kaggle’s top 20 after a year of continued participation on 4 GB RAM laptop (i3)’.Were you planning to give up ?

While reading Q & As, if you have any questions, please feel free to drop them in comments!

Questions & Answers

1. What are the steps you follow for solving a ML problem? Please describe from scratch.

Following are the steps I undertake while solving any ML problem:

  1. Understand the data – After you download the data, start exploring features. Look at data types. Check variable classes. Create some univariate – bivariate plots to understand the nature of variables.
  2. Understand the metric to optimize – Every problem comes with a unique evaluation metric. It’s imperative for you to understand it, specially how does it change with target variable.
  3. Decide cross validation strategy – To avoid overfitting, make sure you’ve set up a cross validation strategy in early stages. A nice CV strategy willhelp you get reliable score on leaderboard.
  4. Start hyper parameter tuning– Once CV is at place, try improving model’s accuracy using hyper parameter tuning. It further includes the following steps:
    • Data transformations: It involve steps like scaling, removing outliers, treating null values, transform categorical variables, do feature selections, create interactions etc.
    • Choosing algorithms and tuning their hyper parameters: Try multiple algorithms to understand how model performance changes.
    • Saving results: From all the models trained above, make sure you save their predictions. They will be useful for ensembling.
    • Combining models: At last, ensemble the models, possibly on multiple levels. Make sure the models are correlated for best results.

Machine learning challenge, ML challenge

2. What are the model selection and data manipulation techniques you follow to solve a problem?

Generally, I try (almost) everything for most problems. In principle for:

  • Time series: I use GARCH, ARCH, regression, ARIMA models etc.
  • Image classification: I use deep learning (convolutional nets) in python.
  • Sound Classification :Common neural networks
  • High cardinality categorical (like text data): I use linear models, FTRL, Vowpal wabbit, LibFFM, libFM, SVD etc.

For everything else,I use Gradient boosting machines (like XGBoost and LightGBM) and deep learning (like keras, Lasagne, caffe, Cxxnet). I decide what model to keep/drop in Meta modelling with feature selection techniques.Some of the feature selection techniques I use includes:

  • Forward (cv or not) – Start from null model. Add one feature at a time and check CV accuracy. If it improves keep the variable, else discard.
  • Backward (cv or not) – Start from full model and remove variables one by one. It CV accuracy improves by removing any variable, discard it.
  • Mixed (or stepwise) – Use a mix of above to techniques.
  • Permutations
  • Using feature importance – Use random forest, gbm, xgboost feature selection feature.
  • Apply some stats’ logic such as chi-square test, anova.

Data manipulation could be different for every problem :

  • Time series : You can calculate moving averages, derivatives. Remove outliers.
  • Text : Useful techniques are tfidf, countvectorizers, word2vec, svd (dimensionality reduction). Stemming, spell checking, sparse matrices, likelihood encoding, one hot encoding (or dummies), hashing.
  • Image classification: Here you can do scaling, resizing, removing noise (smoothening), annotating etc
  • Sounds : Calculate Furrier Transforms , MFCC (Mel frequency cepstral coefficients), Low pass filters etc
  • Everything else : Univariate feature transformations (like log +1 for numerical data), feature selections, treating null values, removing outliers, converting categorical variables to numeric.

3. Can you elaborate cross validation strategy?

Cross validation means that from my main set, I create RANDOMLY 2 sets. I built (train) my algorithm with the first one (let’s call it training set) and score the other (let’s call it validation set). I repeat this process multiple times and always check how my model performs on the test set in respect to the metric I want to optimize.

The process may look like:

  • For 10 (you choose how many X) times
  • Split the set in training (50%-90% of the original data)
  • And validation (50%-10% of the original data)
  • Then fit the algorithm on the training set
  • Score the validation set.
  • Save the result of that scoring in respect to the chosen metric.
  • Calculate the average of these 10 (X) times. That how much you expect this score in real life and is generally a good estimate.
  • Remember to use a SEED to be able to replicate these X splits

Other things to consider is Kfold and stratified KFold . Read here.For time sensitive data, make certain you always the rule of having past predicting future when testing’s.

4. Can you please explain sometechniques usedfor cross validation?

  • Kfold
  • Stratified Kfold
  • Random X% split
  • Time based split
  • For large data, just one validation set could suffice (like 20% of the data – you don’t need to do multiple times).

5. How did you improve your skills in machine learning? What training strategy did you use?

I did a mix of stuff in 2. Plus a lot of self-research. Alongside,programming and software (in java) and A LOT of Kaggling ☺

6. Which are the most useful python libraries for a data scientist ?

Below are some libraries which I find most useful in solving problems:

  • Data Manipulation
    • Numpy
    • Scipy
    • Pandas
  • Data Visualization
    • Matplotlib
  • Machine Learning / Deep Learning
    • Xgboost
    • Keras
    • Nolearn
    • Gensim
    • Scikit image
  • Natural Language Processing
    • NLTK

7. What are useful ML techniques / strategies to impute missing values or predict categorical label when all the variables are categorical in nature.

Imputing missing values is a critical step. Sometimes you may find a trend in missing values. Below are some techniques I use:

  • Use mean, mode, median for imputation
  • Use a value outside the range of the normal values for a variable. like -1 ,or -9999 etc.
  • Replace witha likelihood – e.g. something that relates to the target variable.
  • Replace with something which makes sense. For example: sometimes null may mean zero
    • Try to predict missing values based on subsets of know values
    • You may consider removing rows with many null values

8. Can you elaborate what kind of hardware investment you have done i.e. your own PC/GPU setup for Deep learning related tasks? Or were you using more cloud based GPU services?

I won my first competition (Acquired valued shoppers challenge) and entered kaggle’s top 20 after a year of continued participation on 4 GB RAM laptop (i3). I was using mostly self-made solutions up to this point (in Java). That competition it had something like 300,000,000 rows of data of transactions you had to aggregate so I had to parse the data and be smart to keep memory usage at a minimum.

However since then I made some good investments to become Rank #1. Now, I have access to linux servers of 32 cores and 256 GBM of RAM. I also have a geforce 670 machine (for deep learning /gpu tasks) . Also, I use mostly Python now. You can consider Amazon’s AWS too, however this is mostly if you are really interested in getting to the top, because the cost may be high if you use it a lot.

9. Do you use high performing machine like GPU. or for example do you do thing like grid search for parameters for random forest(say), which takes lot of time, so which machine do you use?

I use GPUs (not very fast, like a geforce 670) for every deep learning training model. I have to state that for deep learning GPU is a MUST. Training neural nets on CPUs takes ages, while a mediocre GPU can make a simple nn (e.g deep learning) 50-70 times faster. I don’t like grid search. I do this fairly manually. I think in the beginning it might be slow, but after a while you can get to decent solutions with the first set of parameters! That is because you can sort of learn which parameters are best for each problem and you get to know the algorithms better this way.

10. How do people built around 80+ models is it by changing the hyper parameter tuning ?

It takes time. Some people do it differently. I have some sets of params that worked in the past and I initialize with these values and then I start adjusting them based on the problem at hand. Obviously you need to forcefully explore more areas (of hyper params in order to know how they work) and enrich this bank of past successful hyper parameter combinations for each model. You should consider what others are doing too. There is NO only 1 optimal set of hyper params. It is possible you get a similar score with a completely different set of params than the one you have.

11. How does one improve their kaggle rank? Sometimes I feel hopeless while working on any competition.

It’s not an overnight process. Improvement on kaggle or anywhere happens with time. There are no shortcuts. You need to just keep doing things. Below are some of the my recommendations:

  • Learn better programming: Learn python if you know R.
  • Keep learning tools (listed below)
  • Read some books.
  • Play in ‘knowledge’ competitions
  • See what the others are doing in kernels or in past competitions look for the ‘winning solution sections’
  • Team up with more experience users, but you need to improve your ranking slightly before this happens
  • Create a code bank
  • Play … a lot!

12. Can you tellus about some usefultools used in machine learning ?

Below is the list of my favourite tools:

13. How to start with machine learning?

I like these slides from the university of utah in terms of understanding some basic algorithms and concepts about machine learning. This book for python. I like this book too. Don’t forget to follow the wonderful scikit learn documentation. Use jupyter notebook from anaconda.

You can find many good links that have helped me in kaggle here. Look at ‘How Did you Get Better at Kaggle’

In addition, you should do Andrew Ng’s machine learning course. Alongside, you can follow some good blogs such as mlwave, fastml, analyticsvidhya. But the best way is to get your hands dirty. do some kaggle! tackle competitions that have the “knowledge” flag first and then start tackling some of the main ones. Try to tackle some older ones too.

14. What techniques perform best on large data sets on Kaggle and in general ? How to tackle memory issues ?

Big data sets with high cardinality can be tackled well with linearmodels. Consider sparse models. Tools like vowpal wabbit. FTRL , libfm, libffm, liblinear are good tools matrices in python (things like csr matrices). Consider ensembling (like combining) models trained on smaller parts of the data.

15. What is the SDLC (Sofware Development Life Cycle) of projects involving Machine Learning ?

  • Give a walk-through on an industrial project and steps involved, so that we can get an idea how they are used. Basically, I am in learning phase and would expect to get an industry level exposure.
  • Business questions: How to recommend products online to increase purchases.
  • Translate this into an ml problem. Try to predict what the customer will buy in the future given some data available at the time the customer is likely to make the click/purchase, given some historical exposures to recommendations
  • Establish a test /validation framework.
  • Find best solutions to predict best what customer chose.
  • Consider time/cost efficiency as well as performance
  • Export model parameters/pipeline settings
  • Apply these in an online environment. Expose some customers but NOT all. Keep test and control groups
  • Assess how well the algorithm is doing and make adjustments over time.

16. Which is your favorite machine learning algorithm?

It has to be Gradient Boosted Trees. All may be good though in different tasks.

15. Which language is best for deep learning, R or Python?

I prefer Python. I think it is more program-ish . R is good too.

16. What would someone trying to switch careers in data science need to gain aside from technical skills? As I don’t have a developer background would personal projects be the best way to showcase my knowledge?

The ability to translate business problems to machine learning, and transforming them into solvable problems.

17. Do you agree with the statement that in general feature engineering (so exploring and recombining predictors) is more efficient than improving predictive models to increase accuracy?

In principle – Yes. I think model diversity is better than having a few really strong models. But it depends on the problem.

18. Are the skills required to get to the leaderboard top on Kaggle also those you need for your day-to day job as a data scientist? Or do they intersect or are somewhat different? Can I make the idea of what a data scientist’s job is based on Kaggle competitions? And if a person does well on Kaggle does it follow that she will be a successful data scientist in her career ?

There is some percentage of overlap especially when it comes to making predictive models, working with data through python/R and creating reports and visualizations. What Kaggle does not offer (but you can get some idea) is:

  • How to translate a business question to a modelling (possibly supervised) problem
  • How to monitor models past their deployment
  • How to explain (many times) difficult concepts to stake holders.
  • I think there is always room for a good kaggler in the industry world. It is just that data science can have many possible routes. It may be for example that not everyone tends to be entrepreneurial in their work or gets to be very client facing, but rather solving very particular (technical) tasks.

19. Which machine learning concepts are must to have to perform well in a kaggle competition?

  • Data interrogation/exploration
  • Data transformation – pre-processing
  • Hands on knowledge of tools
  • Familiarity with metrics and optimization
  • Cross Validation
  • Model Tuning
  • Ensembling

20. How do you see the future of data scientist job? Is automation going to kill this job?

No – I don’t think so. This is what they used to say about automation through computing. But ended up requiring a lot of developers to get the job done! It may be possible that data scientists focus on softer tasks over time like translating business questions to ml problems and generally becoming shepherds’ of the process – as in managers/supervisors of the modelling process.

21. How to use ensemble modelling in R and Python to increase the accuracy of prediction. Please quote some real life examples?

You can see my github script as I explain different Machine leaning methods based on a Kaggle competition. Also, check this ensembling guide.

22. What is best python deep learning libraries or framework for text analysis?

I like Keras (because now supports sparse data), Gensim (for word 2 vec).

23. How valuable is the knowledge gained through these competitions in real life? Most often I see competitions won by ensembling many #s of models … is this the case in real life production systems? Or are interpretable models more valuable than these monster ensembles in real productions systems?

In some cases yes – being interpretable or fast (or memory efficient) is more important. Butthis is likely to change over time as people will be less afraid of black box solutions and focus on accuracy.

24. Should I worry about learning about the internals about the machine learning algorithms or just go ahead and try to form an understanding of the algorithms and use them (in competitions and to solve real life business problems) ?

You don’t need the internals. I don’t know all the internals. It is good if you do, but you don’t need to. Also there are new stuff coming out every day – sometimes is tough to keep track of it. That is why you should focus on the decent usage of any algorithm rather than over investing in one.

25. Which are the best machine learning techniques for imbalanced data?

I don’t do a special treatment here. I know people find that strange. This comes down to optimizing the right metric (for me). It is tough to explain in a few lines. There are many techniques for sampling, but I never had to use. Some people are using Smote. I don’t see value in trying to change the principal distribution of your target variable. You just end up with augmented or altered principal odds. If you really want a cut-off to decide on whether you should act or not – you may set it based on the principal odds.

I may not be the best person to answer this. I personally have never found it (significantly) useful to change the distribution of the target variable or the perception of the odds in the target variable. It may just be that other algorithms are better than others when dealing with this task (for example tree-based ones should be able to handle this).

26. Typically, marketing research problems have been mostly handled using standard regression techniques – linear and logistic regression, clustering, factor analyses, etc…My question is how useful are machine learning and deep learning techniques/algorithms useful to marketing research or business problems? For example how useful is say interpreting the output of a neural network to clients? Are there any resources you can refer to?

They are useful in the sense that you can most probably improve accuracy (in predicting let’s say marketing response) versus linear models (like regressions). Interpreting the output is hard and in my opinion it should not be necessary as we are generally moving towards more black box and complicated solutions.

As a data scientist you should put effort in making certain that you have a way to test how good your results are on some unobserved (test) data rather trying to understand why you get the type of predictions you are getting. I do think that decompressing information from complicating models is a nice topic (and valid for research), but I don’t see it as necessary.

On the other hand, companies, people, data scientists, statisticians and generally anybody who could be classified as a ‘data science player’ needs to get educated to accept black box solutions as perfectly normal. This may take a while, so it may be good to run some regressions along with any other modelling you are doing and generally try to provide explanatory graphs and summarized information to make a case for why your models perform as such.

27. How to build teams for collaboration on Kaggle ?

You can ask in forums (i.e in kaggle) . This may take a few competitions though before ’people can trust you’. Reason being, they are afraid of duplicate accounts (which violate competition rules), so people would prefer somebody who is proven to play fair. Assuming some time has passed, you just need to think of people you would like play with, people you think you can learn from and generally people who are likely to take different approaches than you so you can leverage the benefits of diversity when combining methods.

28. I have gone through basic machine learning course(theoretical) . Now I am starting up my practical journey , you just recommended to go through sci-kit learn docs & now people are saying TENSORFLOW is the next scikit learn , so should I go through scikit or TF is a good choice ?

I don’t agree with this statement ‘people are saying TENSORFLOW is the next scikit learn’. Tensorflow is a framework to do well certain machine learning tasks (like for deep learning). I think you can learn both, but I would start with scikit. I personally don’t know TensorFlow , but I use tools that are based on tensor flow (for example Keras). I am lazy I guess!

29. The main challenge that I face in any competition is cleaning the data and making it usable for prediction models. How do you overcome it ?

Yeah. I join the club! After a while you will create pipelines that could handle this relatively quicker. However…you always need to spend time here.

30. How to compute big data without having powerful machine?

You should consider tools like vowpal wabbit and online solutions, where you parse everything line by line. You need to invest more in programming though.

31. What is Feature Engineering?

In short, feature engineering can be understood as:

  • Feature transformation (e.g. converting numerical or categorical variables to other types)
  • Feature selections
  • Exploiting feature interactions (like should I combine variable A with variable B?)
  • Treating null values
  • Treating outliers

32. Which maths skills are important in machine learning?

Some basic probabilities along with linear algebra (e.g. vectors). Then some stats help too. Like averages, frequency, standard deviation etc.

33. Can you share your previous solutions?

See some with code and some without (just general approach).

34. How long should it take for you to build your first machine learning predictor ?

Depends on the problem (size, complexity, number of features). You should not worry about the time. Generally in the beginning you might spend much time on things that could be considered much easier later on. You should not worry about the time as it may be different for each person, given the programming, background or other experience.

35. Are there any knowledge competitions that you can recommend where you are not necessarily competing on the level as Kaggle but building your skills?

From here, both titanic and digit recognizer are good competitions to start. Titanic is better because it assumes a flat file. Digit recognizer is for image classification so it might be more advanced.

36. What is your opinion about using Weka and/or R vs Python for learning machine learning?

I like Weka. It has a good documentation– especially if you want to learn the algorithms. However I have to admit that it is not as efficient as some of the R and Python implementations. It has good coverage though. Weka has some good visualizations too – especially for some tree-based algorithms. I would probably suggest you to focus on R and Python at first unless your background is strictly in Java.

Summary

In short, succeeding in machine learning competition is all about learning new things, spending a lot of time training, feature engineering and validating models. Alongside, interact with community on forums, read blogs and learn from approach of fellow competitors.

Success is imminent, given that if you keep trying. Cheers!

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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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