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Minimax Algorithm with Alpha-beta pruning

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

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

How does alpha-beta pruning work?

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

     if node is a leaf

        return the utility value of node

     if node is a minimizing node

        for each child of node

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

            if beta <= alpha

                return beta

            return beta

     if node is a maximizing node

        for each child of node

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

            if beta <= alpha

                return alpha

            return alpha

Conclusion

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

6 AI-based apps making smartphones smarter

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

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

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

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

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

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

India Hacks 2017-Artificial Intelligence

Allo

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

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

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

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

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

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

Socratic

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

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

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

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

Microsoft Pix

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

Some of its features include

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

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

The Roll

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

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

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

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

EasilyDo

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

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

Some of its features are

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

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

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

ELSA

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

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

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

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

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

Happy Birthday Douglas C. Engelbart

Have you ever seen a wooden shell with a circuit board and 2 metal wheels? Maybe not, but if we ask someone from the 60s they may know that this is what the first computer mouse looked like. Today we cannot imagine our lives without a mouse; even the advent of touchpad powered computers and other input devices like joysticks, light pens has not been able to undermine the utility of a good old mouse. I can't even imagine working for an hour without it.

This gentleman called Douglas C. Engelbart invented the computer mouse and today is remembered for his contributions to computers and the internet. As we celebrate his birthday today, we'd like to thank him for making our lives unbelievably simple. He is remembered as the father of the field of human-computer interactions, who apart from the mouse also developed hypertext, the concept of networked computers and precursors to GUIs.

The following are some things about Douglas that inspire us:

  1. He wanted to make the world a better place: Douglas quit his steady job at NASA's Ames research center to work for common welfare for he believed that complexities were on an all time rise and he wanted to develop ways of building collective intelligence.
  2. The vision for future: Each of his innovations was implemented with a clear idea of what purpose it would serve in future. His belief was that the computer was ideated with the objective of automation but it should be used as a tool for workers to solve the growing complexities.
  3. He wanted his vision to reach maximum people: He launched the Doug Engelbart Institute to share his vision.
  4. Hardships could not demotivate him: Douglas's father died when he was just 9, he still completed his education and carved a path of his own.
  5. You are never too late to follow your dreams: Doug was working as a radar technician at the United States Navy where he read an inspiring article and got motivated. He got married in 1951, but he realized that he had no career goals and then started on his journey to develop something to solve the complexities of the world.
  6. Health issues could not break his morale: Engelbart was battling with Alzheimer's disease since 2007 but he still attended the Program for the Future 2010 conference where hundreds of people gathered to discuss how to pursue his vision of collective intelligence.

Douglas C. Engelbart was not only someone who gave us something of value but he gave us inspiration, enough to last us for generations.

Happy Birthday, Douglas! May more people like you work towards making the world a better place.

IoT Podcast with Satagopan Madhavan, CTO Altimetrik

Environmental monitoring, infrastructure management, healthcare systems, home automation systems, large scale deployments — how do all of these work? They are sophisticated technical tasks that require intelligent systems. However, is it possible to perform these complex tasks using a single computer? Even if multiple devices are used, it is not feasible for them to work independently towards a common goal. A network is thus required so all these devices can be connected to each other.

Internet of Things (IoT) is a networked structure that allows objects, computers, entities in the network to collect and exchange data without human interaction. This exchange is possible because the entities in the physical network are embedded with electronics, software, sensors that allow them to be sensed and controlled remotely.

This is a basic explanation of how IoT works, however, it is much more complex than that.

IoT has become the basis of all major operations today and is a subject that requires deep understanding. In the lead up to IndiaHacks, we conducted a podcast at HackerEarth office where Mr. Madhavan, CTO at Altimetrik, talked about IoT and its significance. Mr. Madhavan has worked as a technologist at various organizations like CSC, Lehman Brothers etc. He has also played a major role in setting up an IoT lab at Altimetrik.

The podcast can be accessed below:

IoT as an industry and reasons for recent growth in the industry

Turning points that have put IoT in the hands of the consumer

Major technological changes apart from mobile that have contributed to the IoT revolution

IoT Lab, Principles and composition

How will IoT become mainstream without easy access to hardware?

Data point analysis for current number of users and IoT

What does IoT mean from Indian perspective?

Madhavan's advice to someone who wants to get started with IoT

The curious case of India's tech talent

Did you know there exists a global study where five of the top ten spots are filled by India? You heard that right! A 2014 LinkedIn study tracked the movement of tech talent across the globe and found that Bangalore grows tech talent faster than other city in the world. Thanks to a burgeoning base of startups, Bangalore has stepped out of the shadow of its widely-used "Silicon Valley of India" sobriquet and leapfrogged the US as a beehive of tech talent. Pune, Hyderabad, Chennai, and Gurgaon followed the leader closely on the list. Though it is hardly a surprise to anybody anymore, these findings re-affirm that India is home to the biggest pool of technology talent.

Despite this abundance of talent, Indian companies, especially startups, are still clamoring for coders to meet their fast-paced business needs. They claim that a shortage of skilled workers in the industry has resulted in skyrocketing wages and put a dampener on expansion plans. At first blush, none of it adds up; how can one explain the dearth of tech talent in the mother ship despite it still being the hub of technology services outsourcing? Well, much ink has been spilled on the debate and as you would have observed, the ecosystem is divided on the verdict.



Have we thrown in the towel too early?

Here's our take - There's enough of tech talent to go around, and excellent ones at that. So, it may be premature to write this quest off as a wild goose chase. It is true that great developers with superior skill sets and a great cultural fit to the organization are rare to come by. Having said that, we must not be hasty to think of them as unicorns. Perhaps we need to redefine "tech talent" altogether.

During my time at HackerEarth, I have come to believe that if you expect to harvest the best tech talent and retain them, you will have to veer off the beaten path.

1. Look in uncanny places

One of the lesser-known reasons that the best talent in the business is still untapped is the heavy emphasis on pedigree. Without undermining the importance of formal education, we can safely say that it is no longer the deal-breaker it once used to be. Today, the technology industry collectively struggles with filling up positions fast enough to deliver projects that make a real business impact. The only programmers who can live up to that expectation are those that have hands-on experience rather than just a Computer Science or Information Technology degree from a premier institute.

India spews a whopping 1.5 million engineers annually but 20-33% of them are struggling to get placed. As a result, they often they end up in jobs they are over-qualified for. The scenario is naturally more challenging for students from tier-2 and tier-3 cities. Clearly, traditional campus recruitment do them little justice; the process is in dire need of a face-lift. The best-kept secrets of tech talent are no longer hidden only in paper-and-pen resumes and job portals. From our experience, we have seen that apart from social media and anecdotal referrals, students from small towns often emerge as winners on online hiring platforms that test their expertise vis-a-vis their peers with more sophisticated backgrounds. Coding bootcamps and hackathons are not only fun and collaborative; they are unconventional platforms that are turning the spotlight on skill rather than merely on educational qualifications. Through this gamification of sorts, companies are equipped with rich analytics and intelligent ranking and better poised to make hiring decisions based on merit.

2. Fix the gender gap

Although India witnesses a higher influx of female talent in the technology ecosystem than its counterpart in Silicon Valley, we still have miles to go. According to a 2015 report by McKinsey & Co., India has the greatest shot at a substantial incremental GDP opportunity if gender parity is achieved. This could mean an increase of 16% in the country's GDP by 2025. Today, 30% of engineering graduates in the country are women and even the best of them shy away from technology entrepreneurship. The time has come for companies to cast their nets wider, identify women with great technical prowess and nurture them to become the leaders of tomorrow.

3. Find the sweet spot

Gone are the days when every candidate was satisfied with a well-defined career path and satisfactory increments in their salaries. In the quest for tech talent, recruiters can no longer be Procrustean in their approach. A little bit of research into their motivators goes a long way in finding that "sweet spot" which gives creates a win-win situation for both. Studies now show that each class of applicants puts different perks on top of their priority lists. For instance, men are shown to be drawn toward excellent compensation and benefits, challenging work, and good organizational culture. Women, on the other hand, prefer a good work-life balance, cordial relationships with peers, and flexible work arrangements. In short, the talent you consciously pursue is the talent you will get.

Conclusion

It may seem expensive in the short-term, but the "right" people are a worthy investment that is sure to give businesses an edge in a competitive market. The way we see it, the buck must not stop there. The Indian tech market is witnessing exponential growth and the need of the hour is a disruption in the recruitment scenario. One of the challenges we see in the goal of bridging the talent gap is the lack of scalability. The technology sector in the country is fairly young and the higher rungs of the career ladder are feeling the pinch. The way forward is to encourage and nurture the new breed of tech talent for years to come. Who knows, someday the needles won't be too deep in the haystack.

If addressing the lack of women is a top priority for your organization, then come and be a part of HackerEarth's International Women's Hackathon 2017.

Important life lessons to learn from Gene Amdahl

What does it take for huge organizations to process large chunks of data or to perform critical tasks? Apart from extra amazing programmers they need superfast machines with massive computing capabilities. Thanks to Gene Amdahl, the world got introduced to such effective systems called the mainframe computers that take care of every critical task for large organisations. Mainframe computers first came into existence in the late 1950s when they were replacing vacuum tubes. That was the time when mainframes were the only computers and could be afforded only by very big firms but now they have become the backbone of every business unit, no matter big or small.

Mainframe computers have a wide range of applications now from ecommerce to health care to military applications. As Gene breathed his last on November 10th, 2015, the world lost a great brain but even after his death he continues to inspire us in numerous ways. Here are some important life lessons that we can learn from Gene Amdahl.

It doesn’t matter where you come from but where you go: Gene studied at a one room school without electricity but paved way for a generation of computers and entrepreneurial spirit. This is what HackerEarth stands for too - pedigree doesn’t matter; meritocracy does.

Balance between the call of duty and passion: Gene lived his youth during the World War 2. He served the navy during the war, but that didn’t stop him from pursuing his passion. He followed his navy service with a degree in Engineering physics at South Dakota University and then studied theoretical physics at the University of Wisconsin and completed his doctorate there. He made his first computer then in 1952 which was called the Wisconsin synchronized computer.

Believe in yourself: What do we do if our ideas are rejected at our workplace, be sad, crib about it, lose confidence or give up? Rejection happened to Gene Amdahl at IBM in September 1970 when his ideas for computer development were rejected. But he didn’t lose hope - he quit his well paying job at IBM and set up Amdahl Corporation with help from Fujitsu. His company did compete with IBM in the mainframe market and shipped its first machine in 1975 which was reliable and less expensive. Now, that is called belief in your own potential.

Never give up: When Gene left Amdahl corporation in 1979 to set up Trilogy systems with the aim to manufacture a chip for even cheaper mainframes, he didn’t know he would fail. The failure, however, didn’t demotivate him. He went on to develop VLSI technology but that attempt failed too. The failure of that project however led to the merger of Trilogy into Elxsi. When Elxsi also failed he moved on to his new venture Andor International, the bankruptcy of which lead him to co-found Commercial Data Servers which now develops applications to scan mainframe datasets and database tables for sensitive information such as Credit Card Numbers, Social Security and other government identification numbers, sensitive medical diagnosis information that can be linked to an individual, and other information such as that needed for electronic discovery. This may have looked like a saga of failures at first but his success lies in not giving up and opening pathways for newer innovations in mainframe computing. His perseverance secured him a position as one of the Board of Advisors of Massively Parallel Technologies.

Gene Amdahl lost his life to pneumonia but the industry will always stay indebted to him for his contributions and work. He may have died but his contributions will stay with us forever.

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Forecasting Tech Hiring Trends For 2023 With 6 Experts

2023 is here, and it is time to look ahead. Start planning your tech hiring needs as per your business requirements, revamp your recruiting processes, and come up with creative ways to land that perfect “unicorn candidate”!

Right? Well, jumping in blindly without heeding what this year holds for you can be a mistake. So before you put together your plans, ask yourselves this—What are the most important 2023 recruiting trends in tech hiring that you should be prepared for? What are the predictions that will shape this year?

We went around and posed three important questions to industry experts that were on our minds. And what they had to say certainly gave us some food for thought!

Before we dive in, allow me to introduce you to our expert panel of six, who had so much to say from personal experience!

Meet the Expert Panel

Radoslav Stankov

Radoslav Stankov has more than 20 years of experience working in tech. He is currently Head of Engineering at Product Hunt. Enjoys blogging, conference speaking, and solving problems.

Mike Cohen

Mike “Batman” Cohen is the Founder of Wayne Technologies, a Sourcing-as-a-Service company providing recruitment data and candidate outreach services to enhance the talent acquisition journey.

Pamela Ilieva

Pamela Ilieva is the Director of International Recruitment at Shortlister, a platform that connects employers to wellness, benefits, and HR tech vendors.

Brian H. Hough

Brian H. Hough is a Web2 and Web3 software engineer, AWS Community Builder, host of the Tech Stack Playbook™ YouTube channel/podcast, 5-time global hackathon winner, and tech content creator with 10k+ followers.

Steve O'Brien

Steve O'Brien is Senior Vice President, Talent Acquisition at Syneos Health, leading a global team of top recruiters across 30+ countries in 24+ languages, with nearly 20 years of diverse recruitment experience.

Patricia (Sonja Sky) Gatlin

Patricia (Sonja Sky) Gatlin is a New York Times featured activist, DEI Specialist, EdTechie, and Founder of Newbies in Tech. With 10+ years in Higher Education and 3+ in Tech, she now works part-time as a Diversity Lead recruiting STEM professionals to teach gifted students.

Overview of the upcoming tech industry landscape in 2024

Continued emphasis on remote work and flexibility: As we move into 2024, the tech industry is expected to continue embracing remote work and flexible schedules. This trend, accelerated by the COVID-19 pandemic, has proven to be more than a temporary shift. Companies are finding that remote work can lead to increased productivity, a broader talent pool, and better work-life balance for employees. As a result, recruiting strategies will likely focus on leveraging remote work capabilities to attract top talent globally.

Rising demand for AI and Machine Learning Skills: Artificial Intelligence (AI) and Machine Learning (ML) continue to be at the forefront of technological advancement. In 2024, these technologies are expected to become even more integrated into various business processes, driving demand for professionals skilled in AI and ML. Companies will likely prioritize candidates with expertise in these areas, and there may be an increased emphasis on upskilling existing employees to meet this demand.

Increased focus on cybersecurity: With the digital transformation of businesses, cybersecurity remains a critical concern. The tech industry in 2024 is anticipated to see a surge in the need for cybersecurity professionals. Companies will be on the lookout for talent capable of protecting against evolving cyber threats and ensuring data privacy.

Growth in cloud computing and edge computing: Cloud computing continues to grow, but there is also an increasing shift towards edge computing – processing data closer to where it is generated. This shift will likely create new job opportunities and skill requirements, influencing recruiting trends in the tech industry.

Sustainable technology and green computing: The global emphasis on sustainability is pushing the tech industry towards green computing and environmentally friendly technologies. In 2024, companies may seek professionals who can contribute to sustainable technology initiatives, adding a new dimension to tech recruiting.

Emphasis on soft skills: While technical skills remain paramount, soft skills like adaptability, communication, and problem-solving are becoming increasingly important. Companies are recognizing the value of these skills in fostering innovation and teamwork, especially in a remote or hybrid work environment.

Diversity, Equity, and Inclusion (DEI): There is an ongoing push towards more diverse and inclusive workplaces. In 2024, tech companies will likely continue to strengthen their DEI initiatives, affecting how they recruit and retain talent.

6 industry experts predict the 2023 recruiting trends

#1 We've seen many important moments in the tech industry this year...

Rado: In my opinion, a lot of those will carry over. I felt this was a preparation year for what was to come...

Mike: I wish I had the crystal ball for this, but I hope that when the market starts picking up again...

Pamela: Quiet quitting has been here way before 2022, and it is here to stay if organizations and companies...

Pamela Ilieva, Director of International Recruitment, Shortlister

Also, read: What Tech Companies Need To Know About Quiet Quitting

Brian: Yes, absolutely. In the 2022 Edelman Trust Barometer report...

Steve: Quiet quitting in the tech space will naturally face pressure as there is a redistribution of tech talent...

Patricia: Quiet quitting has been around for generations—people doing the bare minimum because they are no longer incentivized...

Patricia Gatlin, DEI Specialist and Curator, #blacklinkedin

#2 What is your pro tip for HR professionals/engineering managers...

Rado: Engineering managers should be able to do "more-with-less" in the coming year.

Radoslav Stankov, Head of Engineering, Product Hunt

Mike: Well first, (shameless plug), be in touch with me/Wayne Technologies as a stop-gap for when the time comes.

Mike “Batman” Cohen, Founder of Wayne Technologies

It's in the decrease and increase where companies find the hardest challenges...

Pamela: Remain calm – no need to “add fuel to the fire”!...

Brian: We have to build during the bear markets to thrive in the bull markets.

Companies can create internal hackathons to exercise creativity...

Also, read: Internal Hackathons - Drive Innovation And Increase Engagement In Tech Teams

Steve: HR professionals facing a hiring freeze will do well to “upgrade” processes, talent, and technology aggressively during downtime...

Steve O'Brien, Senior Vice President, Talent Acquisition at Syneos Health

Patricia: Talk to hiring managers in all your departments. Ask, what are the top 3-5 roles they are hiring for in the new year?...

Also, watch: 5 Recruiting Tips To Navigate The Hiring Freeze With Shalini Chandra, Senior TA, HackerEarth

#3 What top 3 skills would you like HR professionals/engineering managers to add to their repertoire in 2023 to deal with upcoming challenges?

6 industry experts predict the 2023 recruiting trends

Rado: Prioritization, team time, and environment management.

I think "prioritization" and "team time" management are obvious. But what do I mean by "environment management"?

A productive environment is one of the key ingredients for a productive team. Look at where your team wastes most time, which can be automated. For example, end-to-end writing tests take time because our tools are cumbersome and undocumented. So let's improve this.

Mike: Setting better metrics/KPIs, moving away from LinkedIn, and sharing more knowledge.

  1. Metrics/KPIs: Become better at setting measurable KPIs and accountable metrics. They are not the same thing—it's like the Square and Rectangle. One fits into the other but they're not the same. Hold people accountable to metrics, not KPIs. Make sure your metrics are aligned with company goals and values, and that they push employees toward excellence, not mediocrity.
  2. Freedom from LinkedIn: This is every year, and will probably continue to be. LinkedIn is a great database, but it is NOT the only way to find candidates, and oftentimes, not even the most effective/efficient. Explore other tools and methodologies!
  3. Join the conversation: I'd love to see new names of people presenting at conferences and webinars. And also, see new authors on the popular TA content websites. Everyone has things they can share—be a part of the community, not just a user of. Join FB groups, write and post articles, and comment on other people's posts with more than 'Great article'. It's a great community, but it's only great because of the people who contribute to it—be one of those people.

Pamela: Resilience, leveraging data, and self-awareness.

  1. Resilience: A “must-have” skill for the 21st century due to constant changes in the tech industry. Face and adapt to challenges. Overcome them and handle disappointments. Never give up. This will keep HR people alive in 2023.
  2. Data skills: Get some data analyst skills. The capacity to transfer numbers into data can help you be a better HR professional, prepared to improve the employee experience and show your leadership team how HR is leveraging data to drive business results.
  3. Self-awareness: Allows you to react better to upsetting situations and workplace challenges. It is a healthy skill to cultivate – especially as an HR professional.

Also, read: Diving Deep Into The World Of Data Science With Ashutosh Kumar

Brian: Agility, resourcefulness, and empathy.

  1. Agility: Allows professionals to move with market conditions. Always be as prepared as possible for any situation to come. Be flexible based on what does or does not happen.
  2. Resourcefulness: Allows professionals to do more with less. It also helps them focus on how to amplify, lift, and empower the current teams to be the best they can be.
  3. Empathy: Allows professionals to take a more proactive approach to listening and understanding where all workers are coming from. Amid stressful situations, companies need empathetic team members and leaders alike who can meet each other wherever they are and be a support.

Steve: Negotiation, data management, and talent development.

  1. Negotiation: Wage transparency laws will fundamentally change the compensation conversation. We must ensure we are still discussing compensation early in the process. And not just “assume” everyone’s on the same page because “the range is published”.
  2. Data management and predictive analytics: Looking at your organization's talent needs as a casserole of indistinguishable components and demands will not be good enough. We must upgrade the accuracy and consistency of our data and the predictions we can make from it.

Also, read: The Role of Talent Intelligence in Optimizing Recruitment

  1. Talent development: We’ve been exploring the interplay between TA and TM for years. Now is the time to integrate your internal and external talent marketplaces. To provide career experiences to people within your organization and not just those joining your organization.

Patricia: Technology, research, and relationship building.

  1. Technology: Get better at understanding the technology that’s out there. To help you speed up the process, track candidate experience, but also eliminate bias. Metrics are becoming big in HR.
  2. Research: Honestly, read more books. Many great thought leaders put out content about the “future of work”, understanding “Gen Z”, or “quiet quitting.” Dedicate work hours to understanding your ever-changing field.
  3. Relationship Building: Especially in your immediate communities. Most people don’t know who you are or what exactly it is that you do. Build your personal brand and what you are doing at your company to impact those closest to you. Create a referral funnel to get a pipeline going. When people want a job you and your company ought to be top of mind. Also, tell the stories of the people that work there.

7 Tech Recruiting Trends To Watch Out For In 2024

The last couple of years transformed how the world works and the tech industry is no exception. Remote work, a candidate-driven market, and automation are some of the tech recruiting trends born out of the pandemic.

While accepting the new reality and adapting to it is the first step, keeping up with continuously changing hiring trends in technology is the bigger challenge right now.

What does 2024 hold for recruiters across the globe? What hiring practices would work best in this post-pandemic world? How do you stay on top of the changes in this industry?

The answers to these questions will paint a clearer picture of how to set up for success while recruiting tech talent this year.

7 tech recruiting trends for 2024

6 Tech Recruiting Trends To Watch Out For In 2022

Recruiters, we’ve got you covered. Here are the tech recruiting trends that will change the way you build tech teams in 2024.

Trend #1—Leverage data-driven recruiting

Data-driven recruiting strategies are the answer to effective talent sourcing and a streamlined hiring process.

Talent acquisition leaders need to use real-time analytics like pipeline growth metrics, offer acceptance rates, quality and cost of new hires, and candidate feedback scores to reduce manual work, improve processes, and hire the best talent.

The key to capitalizing on talent market trends in 2024 is data. It enables you to analyze what’s working and what needs refinement, leaving room for experimentation.

Trend #2—Have impactful employer branding

98% of recruiters believe promoting company culture helps sourcing efforts as seen in our 2021 State Of Developer Recruitment report.

Having a strong employer brand that supports a clear Employer Value Proposition (EVP) is crucial to influencing a candidate’s decision to work with your company. Perks like upskilling opportunities, remote work, and flexible hours are top EVPs that attract qualified candidates.

A clear EVP builds a culture of balance, mental health awareness, and flexibility—strengthening your employer brand with candidate-first policies.

Trend #3—Focus on candidate-driven market

The pandemic drastically increased the skills gap, making tech recruitment more challenging. With the severe shortage of tech talent, candidates now hold more power and can afford to be selective.

Competitive pay is no longer enough. Use data to understand what candidates want—work-life balance, remote options, learning opportunities—and adapt accordingly.

Recruiters need to think creatively to attract and retain top talent.

Recommended read: What NOT To Do When Recruiting Fresh Talent

Trend #4—Have a diversity and inclusion oriented company culture

Diversity and inclusion have become central to modern recruitment. While urgent hiring can delay D&I efforts, long-term success depends on inclusive teams. Our survey shows that 25.6% of HR professionals believe a diverse leadership team helps build stronger pipelines and reduces bias.

McKinsey’s Diversity Wins report confirms this: top-quartile gender-diverse companies see 25% higher profitability, and ethnically diverse teams show 36% higher returns.

It's refreshing to see the importance of an inclusive culture increasing across all job-seeking communities, especially in tech. This reiterates that D&I is a must-have, not just a good-to-have.

—Swetha Harikrishnan, Sr. HR Director, HackerEarth

Recommended read: Diversity And Inclusion in 2022 - 5 Essential Rules To Follow

Trend #5—Embed automation and AI into your recruitment systems

With the rise of AI tools like ChatGPT, automation is being adopted across every business function—including recruiting.

Manual communication with large candidate pools is inefficient. In 2024, recruitment automation and AI-powered platforms will automate candidate nurturing and communication, providing a more personalized experience while saving time.

Trend #6—Conduct remote interviews

With 32.5% of companies planning to stay remote, remote interviewing is here to stay.

Remote interviews expand access to global talent, reduce overhead costs, and increase flexibility—making the hiring process more efficient for both recruiters and candidates.

Trend #7—Be proactive in candidate engagement

Delayed responses or lack of updates can frustrate candidates and impact your brand. Proactive communication and engagement with both active and passive candidates are key to successful recruiting.

As recruitment evolves, proactive candidate engagement will become central to attracting and retaining talent. In 2023 and beyond, companies must engage both active and passive candidates through innovative strategies and technologies like chatbots and AI-powered systems. Building pipelines and nurturing relationships will enhance employer branding and ensure long-term hiring success.

—Narayani Gurunathan, CEO, PlaceNet Consultants

Recruiting Tech Talent Just Got Easier With HackerEarth

Recruiting qualified tech talent is tough—but we’re here to help. HackerEarth for Enterprises offers an all-in-one suite that simplifies sourcing, assessing, and interviewing developers.

Our tech recruiting platform enables you to:

  • Tap into a 6 million-strong developer community
  • Host custom hackathons to engage talent and boost your employer brand
  • Create online assessments to evaluate 80+ tech skills
  • Use dev-friendly IDEs and proctoring for reliable evaluations
  • Benchmark candidates against a global community
  • Conduct live coding interviews with FaceCode, our collaborative coding interview tool
  • Guide upskilling journeys via our Learning and Development platform
  • Integrate seamlessly with all leading ATS systems
  • Access 24/7 support with a 95% satisfaction score

Recommended read: The A-Zs Of Tech Recruiting - A Guide

Staying ahead of tech recruiting trends, improving hiring processes, and adapting to change is the way forward in 2024. Take note of the tips in this article and use them to build a future-ready hiring strategy.

Ready to streamline your tech recruiting? Try HackerEarth for Enterprises today.

Code In Progress - The Life And Times Of Developers In 2021

Developers. Are they as mysterious as everyone makes them out to be? Is coding the only thing they do all day? Good coders work around the clock, right?

While developers are some of the most coveted talent out there, they also have the most myths being circulated. Most of us forget that developers too are just like us. And no, they do not code all day long.

We wanted to bust a lot of these myths and shed light on how the programming world looks through a developer’s lens in 2021—especially in the wake of a global pandemic. This year’s edition of the annual HackerEarth Developer Survey is packed with developers’ wants and needs when choosing jobs, major gripes with the WFH scenario, and the latest market trends to watch out for, among others.

Our 2021 report is bigger and better, with responses from 25,431 developers across 171 countries. Let’s find out what makes a developer tick, shall we?

Developer Survey

“Good coders work around the clock.” No, they don’t.

Busting the myth that developers spend the better part of their day coding, 52% of student developers said that they prefer to code for a maximum of 3 hours per day.

When not coding, devs swear by their walks as a way to unwind. When we asked devs the same question last year, they said they liked to indulge in indoor games like foosball. In 2021, going for walks has become the most popular method of de-stressing. We’re chalking it up to working from home and not having a chance to stretch their legs.

Staying ahead of the skills game

Following the same trend as last year, students (39%) and working professionals (44%) voted for Go as one of the most popular programming languages that they want to learn. The other programming languages that devs are interested in learning are Rust, Kotlin, and Erlang.

Programming languages that students are most skilled at are HTML/CSS, C++, and Python. Senior developers are more comfortable working with HTML/CSS, SQL, and Java.

How happy are developers

Employees from middle market organizations had the highest 'happiness index' of 7.2. Experienced developers who work at enterprises are marginally less happy in comparison to people who work at smaller companies.

However, happiness is not a binding factor for where developers work. Despite scoring the least on the happiness scale, working professionals would still like to work at enterprise companies and growth-stage startups.

What works when looking for work

Student devs (63%), who are just starting in the tech world, said a good career growth curve is a must-have. Working professionals can be wooed by offers of a good career path (69%) and compensation (68%).

One trend that has changed since last year is that at least 50% of students and working professionals alike care a lot more about ESOPs and positive Glassdoor reviews now than they did in 2020.

To know more about what developers want, download your copy of the report now!

We went a step further and organized an event with our CEO, Sachin Gupta, Radoslav Stankov, Head of Engineering at Product Hunt, and Steve O’Brien, President of Talent Solutions at Job.com to further dissect the findings of our survey.

Tips straight from the horse’s mouth

Steve highlighted how the information collated from the developer survey affects the recruiting community and how they can leverage this data to hire better and faster.

  • The insight where developer happiness is correlated to work hours didn’t find a significant difference between the cohorts. Devs working for less than 40 hours seemed marginally happier than those that clocked in more than 60 hours a week.
“This is an interesting data point, which shows that devs are passionate about what they do. You can increase their workload by 50% and still not affect their happiness. From a work perspective, as a recruiter, you have to get your hiring manager to understand that while devs never say no to more work, HMs shouldn’t overload the devs. Devs are difficult to source and burnout only leads to killing your talent pool, which is something that you do not want,” says Steve.
  • Roughly 45% of both student and professional developers learned how to code in college was another insight that was open to interpretation.
“Let’s look at it differently. Less than half of the surveyed developers learned how to code in college. There’s a major segment of the market today that is not necessarily following the ‘college degree to getting a job’ path. Developers are beginning to look at their skillsets differently and using various platforms to upskill themselves. Development is not about pedigree, it’s more about the potential to demonstrate skills. This is an interesting shift in the way we approach testing and evaluating devs in 2021.”

Rado contextualized the data from the survey to see what it means for the developer community and what trends to watch out for in 2021.

  • Node.js and AngularJS are the most popular frameworks among students and professionals.
“I was surprised by how many young students wanted to learn AngularJS, given that it’s more of an enterprise framework. Another thing that stood out to me was that the younger generation wants to learn technologies that are not necessarily cool like ExtJS (35%). This is good because people are picking technologies that they enjoy working with instead of just going along with what everyone else is doing. This also builds a more diverse technology pool.” — Rado
  • 22% of devs say ‘Zoom Fatigue’ is real and directly affects productivity.
“Especially for younger people who still haven’t figured out a routine to develop their skills, there is something I’d like you to try out. Start using noise-canceling headphones. They help keep distractions to a minimum. I find clutter-free working spaces to be an interesting concept as well.”

The last year and a half have been a doozy for developers everywhere, with a lot of things changing, and some things staying the same. With our developer survey, we wanted to shine the spotlight on skill-based hiring and market trends in 2021—plus highlight the fact that developers too have their gripes and happy hours.

Uncover many more developer trends for 2021 with Steve and Rado below:

View all

Best Pre-Employment Assessments: Optimizing Your Hiring Process for 2024

In today's competitive talent market, attracting and retaining top performers is crucial for any organization's success. However, traditional hiring methods like relying solely on resumes and interviews may not always provide a comprehensive picture of a candidate's skills and potential. This is where pre-employment assessments come into play.

What is Pre-Employement Assessment?

Pre-employment assessments are standardized tests and evaluations administered to candidates before they are hired. These assessments can help you objectively measure a candidate's knowledge, skills, abilities, and personality traits, allowing you to make data-driven hiring decisions.

By exploring and evaluating the best pre-employment assessment tools and tests available, you can:

  • Improve the accuracy and efficiency of your hiring process.
  • Identify top talent with the right skills and cultural fit.
  • Reduce the risk of bad hires.
  • Enhance the candidate experience by providing a clear and objective evaluation process.

This guide will provide you with valuable insights into the different types of pre-employment assessments available and highlight some of the best tools, to help you optimize your hiring process for 2024.

Why pre-employment assessments are key in hiring

While resumes and interviews offer valuable insights, they can be subjective and susceptible to bias. Pre-employment assessments provide a standardized and objective way to evaluate candidates, offering several key benefits:

  • Improved decision-making:

    By measuring specific skills and knowledge, assessments help you identify candidates who possess the qualifications necessary for the job.

  • Reduced bias:

    Standardized assessments mitigate the risks of unconscious bias that can creep into traditional interview processes.

  • Increased efficiency:

    Assessments can streamline the initial screening process, allowing you to focus on the most promising candidates.

  • Enhanced candidate experience:

    When used effectively, assessments can provide candidates with a clear understanding of the required skills and a fair chance to showcase their abilities.

Types of pre-employment assessments

There are various types of pre-employment assessments available, each catering to different needs and objectives. Here's an overview of some common types:

1. Skill Assessments:

  • Technical Skills: These assessments evaluate specific technical skills and knowledge relevant to the job role, such as programming languages, software proficiency, or industry-specific expertise. HackerEarth offers a wide range of validated technical skill assessments covering various programming languages, frameworks, and technologies.
  • Soft Skills: These employment assessments measure non-technical skills like communication, problem-solving, teamwork, and critical thinking, crucial for success in any role.

2. Personality Assessments:

These employment assessments can provide insights into a candidate's personality traits, work style, and cultural fit within your organization.

3. Cognitive Ability Tests:

These tests measure a candidate's general mental abilities, such as reasoning, problem-solving, and learning potential.

4. Integrity Assessments:

These employment assessments aim to identify potential risks associated with a candidate's honesty, work ethic, and compliance with company policies.

By understanding the different types of assessments and their applications, you can choose the ones that best align with your specific hiring needs and ensure you hire the most qualified and suitable candidates for your organization.

Leading employment assessment tools and tests in 2024

Choosing the right pre-employment assessment tool depends on your specific needs and budget. Here's a curated list of some of the top pre-employment assessment tools and tests available in 2024, with brief overviews:

  • HackerEarth:

    A comprehensive platform offering a wide range of validated skill assessments in various programming languages, frameworks, and technologies. It also allows for the creation of custom assessments and integrates seamlessly with various recruitment platforms.

  • SHL:

    Provides a broad selection of assessments, including skill tests, personality assessments, and cognitive ability tests. They offer customizable solutions and cater to various industries.

  • Pymetrics:

    Utilizes gamified assessments to evaluate cognitive skills, personality traits, and cultural fit. They offer a data-driven approach and emphasize candidate experience.

  • Wonderlic:

    Offers a variety of assessments, including the Wonderlic Personnel Test, which measures general cognitive ability. They also provide aptitude and personality assessments.

  • Harver:

    An assessment platform focusing on candidate experience with video interviews, gamified assessments, and skills tests. They offer pre-built assessments and customization options.

Remember: This list is not exhaustive, and further research is crucial to identify the tool that aligns best with your specific needs and budget. Consider factors like the types of assessments offered, pricing models, integrations with your existing HR systems, and user experience when making your decision.

Choosing the right pre-employment assessment tool

Instead of full individual tool reviews, consider focusing on 2–3 key platforms. For each platform, explore:

  • Target audience: Who are their assessments best suited for (e.g., technical roles, specific industries)?
  • Types of assessments offered: Briefly list the available assessment categories (e.g., technical skills, soft skills, personality).
  • Key features: Highlight unique functionalities like gamification, custom assessment creation, or seamless integrations.
  • Effectiveness: Briefly mention the platform's approach to assessment validation and reliability.
  • User experience: Consider including user reviews or ratings where available.

Comparative analysis of assessment options

Instead of a comprehensive comparison, consider focusing on specific use cases:

  • Technical skills assessment:

    Compare HackerEarth and Wonderlic based on their technical skill assessment options, focusing on the variety of languages/technologies covered and assessment formats.

  • Soft skills and personality assessment:

    Compare SHL and Pymetrics based on their approaches to evaluating soft skills and personality traits, highlighting any unique features like gamification or data-driven insights.

  • Candidate experience:

    Compare Harver and Wonderlic based on their focus on candidate experience, mentioning features like video interviews or gamified assessments.

Additional tips:

  • Encourage readers to visit the platforms' official websites for detailed features and pricing information.
  • Include links to reputable third-party review sites where users share their experiences with various tools.

Best practices for using pre-employment assessment tools

Integrating pre-employment assessments effectively requires careful planning and execution. Here are some best practices to follow:

  • Define your assessment goals:

    Clearly identify what you aim to achieve with assessments. Are you targeting specific skills, personality traits, or cultural fit?

  • Choose the right assessments:

    Select tools that align with your defined goals and the specific requirements of the open position.

  • Set clear expectations:

    Communicate the purpose and format of the assessments to candidates in advance, ensuring transparency and building trust.

  • Integrate seamlessly:

    Ensure your chosen assessment tool integrates smoothly with your existing HR systems and recruitment workflow.

  • Train your team:

    Equip your hiring managers and HR team with the knowledge and skills to interpret assessment results effectively.

Interpreting assessment results accurately

Assessment results offer valuable data points, but interpreting them accurately is crucial for making informed hiring decisions. Here are some key considerations:

  • Use results as one data point:

    Consider assessment results alongside other information, such as resumes, interviews, and references, for a holistic view of the candidate.

  • Understand score limitations:

    Don't solely rely on raw scores. Understand the assessment's validity and reliability and the potential for cultural bias or individual test anxiety.

  • Look for patterns and trends:

    Analyze results across different assessments and identify consistent patterns that align with your desired candidate profile.

  • Focus on potential, not guarantees:

    Assessments indicate potential, not guarantees of success. Use them alongside other evaluation methods to make well-rounded hiring decisions.

Choosing the right pre-employment assessment tools

Selecting the most suitable pre-employment assessment tool requires careful consideration of your organization's specific needs. Here are some key factors to guide your decision:

  • Industry and role requirements:

    Different industries and roles demand varying skill sets and qualities. Choose assessments that target the specific skills and knowledge relevant to your open positions.

  • Company culture and values:

    Align your assessments with your company culture and values. For example, if collaboration is crucial, look for assessments that evaluate teamwork and communication skills.

  • Candidate experience:

    Prioritize tools that provide a positive and smooth experience for candidates. This can enhance your employer brand and attract top talent.

Budget and accessibility considerations

Budget and accessibility are essential factors when choosing pre-employment assessments:

  • Budget:

    Assessment tools come with varying pricing models (subscriptions, pay-per-use, etc.). Choose a tool that aligns with your budget and offers the functionalities you need.

  • Accessibility:

    Ensure the chosen assessment is accessible to all candidates, considering factors like language options, disability accommodations, and internet access requirements.

Additional Tips:

  • Free trials and demos: Utilize free trials or demos offered by assessment platforms to experience their functionalities firsthand.
  • Consult with HR professionals: Seek guidance from HR professionals or recruitment specialists with expertise in pre-employment assessments.
  • Read user reviews and comparisons: Gain insights from other employers who use various assessment tools.

By carefully considering these factors, you can select the pre-employment assessment tool that best aligns with your organizational needs, budget, and commitment to an inclusive hiring process.

Remember, pre-employment assessments are valuable tools, but they should not be the sole factor in your hiring decisions. Use them alongside other evaluation methods and prioritize building a fair and inclusive hiring process that attracts and retains top talent.

Future trends in pre-employment assessments

The pre-employment assessment landscape is constantly evolving, with innovative technologies and practices emerging. Here are some potential future trends to watch:

  • Artificial intelligence (AI):

    AI-powered assessments can analyze candidate responses, written work, and even resumes, using natural language processing to extract relevant insights and identify potential candidates.

  • Adaptive testing:

    These assessments adjust the difficulty level of questions based on the candidate's performance, providing a more efficient and personalized evaluation.

  • Micro-assessments:

    Short, focused assessments delivered through mobile devices can assess specific skills or knowledge on-the-go, streamlining the screening process.

  • Gamification:

    Engaging and interactive game-based elements can make the assessment experience more engaging and assess skills in a realistic and dynamic way.

Conclusion

Pre-employment assessments, when used thoughtfully and ethically, can be a powerful tool to optimize your hiring process, identify top talent, and build a successful workforce for your organization. By understanding the different types of assessments available, exploring top-rated tools like HackerEarth, and staying informed about emerging trends, you can make informed decisions that enhance your ability to attract, evaluate, and hire the best candidates for the future.

Tech Layoffs: What To Expect In 2024

Layoffs in the IT industry are becoming more widespread as companies fight to remain competitive in a fast-changing market; many turn to layoffs as a cost-cutting measure. Last year, 1,000 companies including big tech giants and startups, laid off over two lakhs of employees. But first, what are layoffs in the tech business, and how do they impact the industry?

Tech layoffs are the termination of employment for some employees by a technology company. It might happen for various reasons, including financial challenges, market conditions, firm reorganization, or the after-effects of a pandemic. While layoffs are not unique to the IT industry, they are becoming more common as companies look for methods to cut costs while remaining competitive.

The consequences of layoffs in technology may be catastrophic for employees who lose their jobs and the firms forced to make these difficult decisions. Layoffs can result in the loss of skill and expertise and a drop in employee morale and productivity. However, they may be required for businesses to stay afloat in a fast-changing market.

This article will examine the reasons for layoffs in the technology industry, their influence on the industry, and what may be done to reduce their negative impacts. We will also look at the various methods for tracking tech layoffs.

What are tech layoffs?

The term "tech layoff" describes the termination of employees by an organization in the technology industry. A company might do this as part of a restructuring during hard economic times.

In recent times, the tech industry has witnessed a wave of significant layoffs, affecting some of the world’s leading technology companies, including Amazon, Microsoft, Meta (formerly Facebook), Apple, Cisco, SAP, and Sony. These layoffs are a reflection of the broader economic challenges and market adjustments facing the sector, including factors like slowing revenue growth, global economic uncertainties, and the need to streamline operations for efficiency.

Each of these tech giants has announced job cuts for various reasons, though common themes include restructuring efforts to stay competitive and agile, responding to over-hiring during the pandemic when demand for tech services surged, and preparing for a potentially tough economic climate ahead. Despite their dominant positions in the market, these companies are not immune to the economic cycles and technological shifts that influence operational and strategic decisions, including workforce adjustments.

This trend of layoffs in the tech industry underscores the volatile nature of the tech sector, which is often at the mercy of rapid changes in technology, consumer preferences, and the global economy. It also highlights the importance of adaptability and resilience for companies and employees alike in navigating the uncertainties of the tech landscape.

Causes for layoffs in the tech industry

Why are tech employees suffering so much?

Yes, the market is always uncertain, but why resort to tech layoffs?

Various factors cause tech layoffs, including company strategy changes, market shifts, or financial difficulties. Companies may lay off employees if they need help to generate revenue, shift their focus to new products or services, or automate certain jobs.

In addition, some common reasons could be:

Financial struggles

Currently, the state of the global market is uncertain due to economic recession, ongoing war, and other related phenomena. If a company is experiencing financial difficulties, only sticking to pay cuts may not be helpful—it may need to reduce its workforce to cut costs.

Also, read: 6 Steps To Create A Detailed Recruiting Budget (Template Included)

Changes in demand

The tech industry is constantly evolving, and companies would have to adjust their workforce to meet changing market conditions. For instance, companies are adopting remote work culture, which surely affects on-premises activity, and companies could do away with some number of tech employees at the backend.

Restructuring

Companies may also lay off employees as part of a greater restructuring effort, such as spinning off a division or consolidating operations.

Automation

With the advancement in technology and automation, some jobs previously done by human labor may be replaced by machines, resulting in layoffs.

Mergers and acquisitions

When two companies merge, there is often overlap in their operations, leading to layoffs as the new company looks to streamline its workforce.

But it's worth noting that layoffs are not exclusive to the tech industry and can happen in any industry due to uncertainty in the market.

Will layoffs increase in 2024?

It is challenging to estimate the rise or fall of layoffs. The overall state of the economy, the health of certain industries, and the performance of individual companies will play a role in deciding the degree of layoffs in any given year.

But it is also seen that, in the first 15 days of this year, 91 organizations laid off over 24,000 tech workers, and over 1,000 corporations cut down more than 150,000 workers in 2022, according to an Economic Times article.

The COVID-19 pandemic caused a huge economic slowdown and forced several businesses to downsize their employees. However, some businesses rehired or expanded their personnel when the world began to recover.

So, given the current level of economic uncertainty, predicting how the situation will unfold is difficult.

Also, read: 4 Images That Show What Developers Think Of Layoffs In Tech

What types of companies are prone to tech layoffs?

2023 Round Up Of Layoffs In Big Tech

Tech layoffs can occur in organizations of all sizes and various areas.

Following are some examples of companies that have experienced tech layoffs in the past:

Large tech firms

Companies such as IBM, Microsoft, Twitter, Better.com, Alibaba, and HP have all experienced layoffs in recent years as part of restructuring initiatives or cost-cutting measures.

Market scenarios are still being determined after Elon Musk's decision to lay off employees. Along with tech giants, some smaller companies and startups have also been affected by layoffs.

Startups

Because they frequently work with limited resources, startups may be forced to lay off staff if they cannot get further funding or need to pivot due to market downfall.

Small and medium-sized businesses

Small and medium-sized businesses face layoffs due to high competition or if the products/services they offer are no longer in demand.

Companies in certain industries

Some sectors of the technological industry, such as the semiconductor industry or automotive industry, may be more prone to layoffs than others.

Companies that lean on government funding

Companies that rely significantly on government contracts may face layoffs if the government cuts technology spending or contracts are not renewed.

How to track tech layoffs?

You can’t stop tech company layoffs, but you should be keeping track of them. We, HR professionals and recruiters, can also lend a helping hand in these tough times by circulating “layoff lists” across social media sites like LinkedIn and Twitter to help people land jobs quicker. Firefish Software put together a master list of sources to find fresh talent during the layoff period.

Because not all layoffs are publicly disclosed, tracking tech industry layoffs can be challenging, and some may go undetected. There are several ways to keep track of tech industry layoffs:

Use tech layoffs tracker

Layoff trackers like thelayoff.com and layoffs.fyi provide up-to-date information on layoffs.

In addition, they aid in identifying trends in layoffs within the tech industry. It can reveal which industries are seeing the most layoffs and which companies are the most affected.

Companies can use layoff trackers as an early warning system and compare their performance to that of other companies in their field.

News articles

Because many news sites cover tech layoffs as they happen, keeping a watch on technology sector stories can provide insight into which organizations are laying off employees and how many individuals have been affected.

Social media

Organizations and employees frequently publish information about layoffs in tech on social media platforms; thus, monitoring companies' social media accounts or following key hashtags can provide real-time updates regarding layoffs.

Online forums and communities

There are online forums and communities dedicated to discussing tech industry news, and they can be an excellent source of layoff information.

Government reports

Government agencies such as the Bureau of Labor Statistics (BLS) publish data on layoffs and unemployment, which can provide a more comprehensive picture of the technology industry's status.

How do companies reduce tech layoffs?

Layoffs in tech are hard – for the employee who is losing their job, the recruiter or HR professional who is tasked with informing them, and the company itself. So, how can we aim to avoid layoffs? Here are some ways to minimize resorting to letting people go:

Salary reductions

Instead of laying off employees, businesses can lower the salaries or wages of all employees. It can be accomplished by instituting compensation cuts or salary freezes.

Implementing a hiring freeze

Businesses can halt employing new personnel to cut costs. It can be a short-term solution until the company's financial situation improves.

Also, read: What Recruiters Can Focus On During A Tech Hiring Freeze

Non-essential expense reduction

Businesses might search for ways to cut or remove non-essential expenses such as travel, training, and office expenses.

Reducing working hours

Companies can reduce employee working hours to save money, such as implementing a four-day workweek or a shorter workday.

These options may not always be viable and may have their problems, but before laying off, a company owes it to its people to consider every other alternative, and formulate the best solution.

Tech layoffs to bleed into this year

While we do not know whether this trend will continue or subside during 2023, we do know one thing. We have to be prepared for a wave of layoffs that is still yet to hit. As of last month, Layoffs.fyi had already tracked 170+ companies conducting 55,970 layoffs in 2023.

So recruiters, let’s join arms, distribute those layoff lists like there’s no tomorrow, and help all those in need of a job! :)

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.

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