This year, as the industry went through a hiring freeze, we at HackerEarth took the time to elevate our product lineup
so that recruiters are better equipped to face the post-freeze challenges and expectations.So, we rolled out some
out-of-the-ordinary product features aimed at making tech hiring more easier, better, and a stress-free experience (who
wants more of that eh?).Some of these ideas came from our product ambassadors, some from internal dialogues within the
team— and at every stage we focused on creating feature updates that would help tech recruiting teams across the
globe.So without further ado, let’s dive right in!
7 product HackerEarth Assessments features to revitalize tech
interviews
1. Role-based test creation process
HackerEarth
Assessments has always been known for its easy-to-use test creation flow, but we have now gone one-step further
and made the process role-based. So, you can choose the role you want to assess for from a drop down menu, and our
AI-powered system will automatically generate a template for you. You can further customize the generated assessment for
your exact needs.
The best part? The whole process of test creation can be cut down to 5 minutes or
less!
We have 20 pre-defined roles available now, and we intend to add more to the stack. This includes
high-demand roles like Full stack- Django/React, Full stack- Django/Angular, Full stack- Django/Spring/ React, Full
stack- Django/Spring/Angular, Data engineer, and DevOps engineer.
2. AI-based and keyword based evaluation of programming and subjective questions
We have enhanced our
auto-evaluation engine to include AI-based and keyword-based evaluation of programing and subjective questions. Let’s break this
down further:
The AI-based evaluation uses ChatGPT and proprietary tools to evaluate long-form answers. It is best-suited for
Agile/ Scrum and other process roles — making it easier to evaluate the assessments for these roles.
The new keyword-based subjective evaluation method will auto-evaluate a candidate's answer by letting admins
define keywords that should appear in the answer. This is especially useful for evaluating tests related to data
analytics where MS Excel is used, or assessments that use mathematical/numerical, or fill in the blanks kind of
questions.
3. Smart Browser
Recruiters and engineering leaders rightfully worry about the plagiarism that
might occur when candidates work on take-home coding assessments.
Maybe they open multiple tabs during the test,
screen share and record the test window, or they might run the test window within a virtual machine — possibilities of
plagiarism are endless. And that’s why, today when AI tools have become rampant, it has become easier to crack coding assessments.To keep the sanctity of our
assessments intact, HackerEarth’s product team came up with a solution called Smart Browser. This is a desktop
application which recruiters can opt for when they want to ensure strict proctoring during assessments.Smart Bowser
offers additional proctoring settings such as:
Disabling copy-pasting
Restricting candidates to full-screen mode
Restricting candidates from capturing screenshots, recording, or screen sharing the test window
Logging out on leaving the test interface so that the candidates cannot exit the test environment and use
another tool for test completion
Reports provide insights on maintainability, reliability, security, cyclomatic
complexity, code quality, and benchmarking to make data-driven recruiting
decisions.With the help of a detailed candidate report, you'll be able to make a quick shortlisting decision while
providing insights on:
the candidate's performance based on the assessment they submitted
how or where the candidate would rank against the larger developer community
Overall, these insights will help you get real-time data and the quality of your talent pool.
5. Skill tests analytics graph
This feature allows recruiting teams to gain a holistic overview of a candidates’
skill set via a spider graph that compares the candidate’s performance against the test average.You can also use this
feature to compare the performance of two or more candidates, and make an accurate selection based on their individual
skill levels.
6. Improved candidate experience
While making these feature changes, we were also cognizant of how these changes
would affect a candidate taking these tests. Candidate experience has been an
important factor guiding our product philosophy and we have made advancements on that front including.
Introducing multiple code snippets: Our IDE comes integrated with multiple code snippets,
which can be used for real-time code tests and pair
programming to check a candidate’s coding skills on-the-go.
ChatGPT integration: We have also worked on a ChatGPT integration for a smoother coding
experience. Just like the Smart Browser, this too is an optional feature for those recruiting teams who would
like to allow their candidates access to ChatGPT during the assessments.
The Assessments platform has a built-in option for hiding Personal Identifiable Information
(PII) so that candidates can sign in using a pseudonym and take assessments. The recruiting team will only be able to
see the candidate’s test submission and not their race, gender, or ethnicity; thereby bringing down the chances of unconscious bias
hampering the selection process.
In the same vein, we have introduced a feature called R-rated question
flagging. This feature highlights offensive words in the question or problem statements used for creating
assessments.
Let’s say you were creating your own custom problem statement. Our system would flag any
potential instances of sexist, racist, or potentially offensive language and help you remove them before adding the
question to the assessment and making it public.
And that’s all. If any of these product advancements ignited a spark of curiosity
in you, you can ask for a demo or try out HackerEarth platform for a free 14-day trial!
I recently came across this post on Reddit, and though it was posted about 3 years ago, it wonderfully encapsulates every senior engineer’s aversion towards technical assessments. This well-known aversion always comes up in conversations with engineering leads and tech recruiters, and someone invariably asks — how do senior hires react to the coding tests on your platform?There are two perspectives at play here.
First, there is the business need to hire developers with proven skill, and a coding test is a proven way of assessing skills.
Second, is a senior engineer’s desire to be valued for the portfolio they have built, and the skills already at display.
As the Redditor posted – engineers with years of project experience that is publicly available on platforms like GitHub and StackOverflow do not take easily to being assessed, and then ghosted.
So, how does one reach a middle ground in this case? Before diving into the solutions, let’s understand the reasons why senior engineers don’t want to take coding assessments.
Reasons why senior engineers are reluctant about taking coding assessment tests
Reason #1: Lack of trust in coding assessments
Senior engineers feel that assessment tests don't accurately reflect their practical skills and knowledge gained over the years. In fact, they feel that the topics covered in assessment tests are too basic or perhaps not relevant to their specialization.
Reason #2: It doesn’t tackle real-world problems
Forums like Quora are great places to understand the developer perspective on take-home assessments. A Quora user shared that these interviews don't represent the real-world problems, highlighting that:
According to this Quora user, coding interviews work well for senior engineers who cram the interview instead of solving real-world problems.
Reason #3: They experience fear of failure
Imagine a senior engineer who takes the coding assessment but fails to get a good score. Oh the shame!Senior developers feel the pressure to not only ace these tests, but also get a grand score as they are supposed to be experts in their role. Failing in the coding assessment might put their reputation at stake, and thus the reluctance.
Reason #4: They have time constraints
Senior engineers often have busy schedules. That's why they feel that taking time out for an assessment that takes hours to complete and which isn’t a guarantee of a job offer, could hinder their productivity and cause delays during their work hours.
Reason #5: They feel assessments are biased
Senior engineers often feel that tech assessments are biased. Good developers are excellent problem solvers, and that is an ability that is hard to detect in a hour-long test. Most assessments can be solved easily with online guides and answers. It becomes easy for senior hires to fool a badly designed test. This leads them to believing that tech assessments overall are inaccurate and biased.Also, read: Tips to Remove Unintended Bias in the Assessment Process
How to Get Senior Engineers to Take Coding Assessment Tests
Now you know the real reason why senior engineers are unwilling to take coding assessments. The conundrum now is – as a company, how do you build a tech assessment process that serves your needs, as well as appeals to senior hires.
It goes without saying that this step needs some compromises on both fronts. And, instead of hoping for a singular solution, it would be better to think of customized approaches that fit in with your specific business needs.
However, there are some surefire ways to help senior hires break their mental barriers about tech assessments. Let’s look at them below.
Addressing concerns and misconceptions
There might be senior engineers who believe coding assessments can only assess the developer’s weaknesses. If developers have similar concerns, show them how coding assessments at your organization work. Understand their concerns and explain to them how taking this assessment test will help in:
Accurately assessing their knowledge
Add value to the entire tech hiring process
For example, recruiters and hiring managers who use HackerEarth Assessments in their workflow use real-life job simulations to create take-home assessments that more accurately reflect a developer’s strengths. This helps in making the hiring process more realistic and sets the right expectations for both the developer and the hiring team.
Tailoring coding assessments for senior engineers
Senior engineers want more personalized and targeted coding assessments. They don’t want to take assessments with basic programming questions relevant to junior roles.So, create advanced coding assessments that align with the job role you’re hiring them for—matching their level of expertise.To do this, look at advanced coding questions that you can use in the assessments. But that’s where most recruiters and hiring managers fail.A simple way to do this is to:
First, ask your existing senior engineers about the kind of questions they’d want to see in the assessment
Then use coding assessment platforms like HackerEarth Assessments to create a customized assessment.
Will you create tech assessments that engineers absolutely love? Maybe not.
But that’s not entirely a bad thing. Let’s start with accepting that no one likes taking tests and when your livelihood depends on it, these tests can easily become a source of anxiety and stress.So, let’s not worry about creating tests that engineers will fall in love with. Let’s look at creating assessments that are accurate and which a senior developer will trust enough to not ghost you midway during the hiring cycle.Sidenote: If you are looking to create a personalized and highly-specific coding assessment for senior engineers based on the job role you’re hiring for, try HackerEarth Assessments. Not to brag, but we’ve been doing this for 10+ years.
Artificial Intelligence (AI) has permeated virtually every industry, transforming operations and interactions. The tech recruitment sector is no exception, and AI’s influence shapes the hiring processes in revolutionary ways. From leveraging AI-powered chatbots for preliminary candidate screenings to deploying machine learning algorithms for efficient resume parsing, AI leaves an indelible mark on tech hiring practices.
Yet, amidst these promising advancements, we must acknowledge the other side of the coin: AI’s potential malpractices, including the likelihood of cheating on assessments, issues around data privacy, and the risk of bias against minority groups.
The dark side of AI in tech recruitment
The introduction of AI in recruitment, while presenting significant opportunities, also brings with it certain drawbacks and vulnerabilities. Sophisticated technologies could enable candidates to cheat on assessments, misrepresent abilities and potential hiring mistakes. This could lead to hiring candidates with falsifying skills or qualifications, which can cause a series of negative effects like:
Reduced work quality: The work output might be sub-par if a candidate doesn’t genuinely possess the abilities they claimed to have.
Team disruptions: Other team members may have to pick up the slack, leading to resentment and decreased morale.
Rehiring costs: You might have to let go of such hires, resulting in additional costs for replacement.
Data privacy is another critical concern
Your company could be left exposed to significant risks if your AI recruiting software is not robust enough to protect sensitive employee information. The implications for an organization with insufficient data security could be severe such as:
Reputational damage: Breaches of sensitive employee data can damage your company’s reputation, making it harder to attract clients and talented employees in the future.
Legal consequences: Depending on the jurisdiction, you could face legal penalties, including hefty fines, for failing to protect sensitive data adequately.
Loss of trust: A data breach could undermine employee trust in your organization, leading to decreased morale and productivity.
Financial costs: Besides potential legal penalties, companies could also face direct financial losses from a data breach, including the costs of investigation, recovery, and measures to prevent future breaches.
Operational disruption: Depending on the extent of the breach, normal business operations could be disrupted, causing additional financial losses and damage to the organization’s reputation.
Let’s talk about the potential for bias in AI recruiting software
Perhaps the most critical issue of all is the potential for unconscious bias. The potential for bias in AI recruiting software stems from the fact that these systems learn from the data they are trained on. If the training data contains biases – for example, if it reflects a history of preferentially hiring individuals of a certain age, gender, or ethnicity – the AI system can learn and replicate these biases.
Even with unbiased data, if the AI’s algorithms are not designed to account for bias, they can inadvertently create it. For instance, a hiring algorithm that prioritizes candidates with more years of experience may inadvertently discriminate against younger candidates or those who have taken career breaks, such as for child-rearing or health reasons.
This replication and possible amplification of human prejudices can result in discriminatory hiring practices. If your organization’s AI-enabled hiring system is found to be biased, you could face legal action, fines, and penalties. Diversity is proven to enhance creativity, problem-solving, and decision-making. In contrast, bias in hiring can lead to a homogenous workforce, so its absence would likely result in a less innovative and less competitive organization.
When used correctly, AI in recruitment can take your hiring to the next level
How do you evaluate the appropriateness of using AI in hiring for your organization? Here are some strategies for navigating the AI revolution in HR. These steps include building support for AI adoption, identifying HR functions that can be integrated with AI, avoiding potential pitfalls of AI use in HR, collaborating with IT leaders, and so on.
Despite certain challenges, AI can significantly enhance tech recruitment processes when used effectively. AI-based recruitment tools can automate many manual recruiting tasks, such as resume screening and interview scheduling, freeing up time for recruiters to focus on more complex tasks. Furthermore, AI can improve the candidate’s experience by providing quick responses and personalized communications. The outcome is a more efficient, candidate-friendly process, which could lead to higher-quality hires.
Let’s look at several transformational possibilities chatbots can bring to human capital management for candidates and hiring teams. This includes automation and simplifying various tasks across domains such as recruiting, onboarding, core HR, absence management, benefits, performance management, and employee self-service resulting in the following:
For recruiters:
Improved efficiency and productivity: Chatbots can handle routine tasks like responding to common inquiries or arranging interviews. Thereby, providing you with more time to concentrate on tasks of strategic importance.
Enhanced candidate experience: With their ability to provide immediate responses, chatbots can make the application process more engaging and user-friendly.
Data and insights: Chatbots can collect and analyze data from your interactions with candidates. And provide valuable insights into candidate preferences and behavior.
Improved compliance: By consistently following predefined rules and guidelines, chatbots can help ensure that hiring processes are fair and compliant with relevant laws and regulations.
Cost saving: By automating routine tasks for recruiters, chatbots can help reduce the labor costs associated with hiring.
Additionally, candidates can leverage these AI-powered chatbots in a dialog flow manner to carry out various tasks. These tasks include the following:
Personalized greetings: By using a candidate’s name and other personal information, chatbots can create a friendly, personalized experience.
Job search: They can help candidates search for jobs based on specific criteria.
Create a candidate profile: These AI-powered chatbots can guide candidates through the process of creating a profile. Thus, making it easier for them to apply for jobs.
Upload resume: Chatbots can instruct candidates on uploading their resume, eliminating potential confusion.
Apply for a job: They can streamline the application process, making it easier and faster for candidates to apply for jobs.
Check application status: Chatbots can provide real-time updates on a candidate’s application status.
Schedule interviews: They can match candidate and interviewer availability to schedule interviews, simplifying the process.
For hiring managers:
These can also be utilized by your tech hiring teams for various purposes, such as:
Create requisition: Chatbots can guide hiring managers through the process of creating a job requisition.
Create offers: They can assist in generating job offers, ensuring all necessary information is included.
Access requisition and offers: Using chatbots can provide hiring managers with easy access to job requisitions and offers.
Check on onboarding tasks: Chatbots can help track onboarding tasks, ensuring nothing is missed.
Other AI recruiting technologies can also enhance the hiring process for candidates and hiring teams in the following ways:
For candidates:
Tailor-made resumes and cover letters using generative AI:Generative AI can help candidates create custom resumes and cover letters, increasing their chances of standing out.
Simplifying the application process: AI-powered recruiting tools can simplify the application process, allowing candidates to apply for jobs with just a few clicks.
Provide similar job recommendations: AI can analyze candidates’ skills, experiences, and preferences to recommend similar jobs they might be interested in.
For recruiters:
Find the best candidate: AI algorithms can analyze large amounts of data to help you identify the candidates most likely to succeed in a given role.
Extract key skills from candidate job applications: Save a significant amount of time and effort by using AI-based recruiting software to quickly analyze job applications to identify key skills, thereby, speeding up the screening process.
Take feedback from rejected candidates & share similar job recommendations: AI can collect feedback from rejected candidates for you to improve future hiring processes and recommend other suitable roles to the candidate.
These enhancements not only streamline the hiring process but also improve the quality of hires, reduce hiring biases, and improve the experience for everyone involved. The use of AI in hiring can indeed take it to the next level.
Where is AI in recruitment headed?
AI can dramatically reshape the recruitment landscape with the following key advancements:
1. Blockchain-based background verification:
Blockchain technology, renowned for its secure, transparent, and immutable nature, can revolutionize background checks. This process which can take anywhere from between a day to several weeks today for a single recruiter to do can be completed within a few clicks resulting in:
Streamlined screening process: Blockchain can store, manage, and share candidates’ credentials and work histories. Thereby speeding up the verification and screening process. This approach eliminates the need for manual background checks. And leads to freeing up a good amount of time for you to focus on more important tasks.
Enhanced trust and transparency: With blockchain, candidates, and employers can trust the validity of the information shared due to the nature of the technology. The cryptographic protection of blockchain ensures the data is tamper-proof, and decentralization provides transparency.
Improved data accuracy and reliability: Since the blockchain ledger is immutable, it enhances the accuracy and reliability of the data stored. This can minimize the risks associated with false information on candidates’ resumes.
Faster onboarding: A swift and reliable verification process means candidates can be onboarded more quickly. Thereby, improving the candidate experience and reducing the time-to-hire.
Expanded talent pool: With blockchain, it’s easier and quicker to verify the credentials of candidates globally, thereby widening the potential talent pool.
2. Immersive experiences using virtual reality (VR):
VR can provide immersive experiences that enhance various aspects of the tech recruitment process:
Interactive job previews: VR can allow potential candidates to virtually “experience” a day i.e., life at your company. This provides a more accurate and engaging job preview than traditional job descriptions.
Virtual interviews and assessments: You can use VR to conduct virtual interviews or assessments. You can also evaluate candidates in a more interactive and immersive setting. This can be particularly useful for roles that require specific spatial or technical skills.
Virtual onboarding programs: New hires can take a virtual tour of the office, meet their colleagues, and get acquainted with their tasks, all before their first day. This can significantly enhance the onboarding experience and help new hires feel more prepared.
Immersive learning experiences: VR can provide realistic, immersive learning experiences for job-specific training or to enhance soft skills. These could be used during the recruitment process or for ongoing employee development.
To summarize, AI in recruitment is a double-edged sword, carrying both promise and potential problems. The key lies in how recruiters use this technology, leveraging its benefits while vigilantly managing its risks. AI isn’t likely to replace recruiters or HR teams in the near future. Instead, you should leverage this tool to positively impact the entire hiring lifecycle.
With the right balance and careful management, AI can streamline hiring processes. It can create better candidate experiences, and ultimately lead to better recruitment decisions. Recruiters should continually experiment with and explore generative AI. To devise creative solutions, resulting in more successful hiring and the perfect fit for every open role.
Imagine hiring a candidate that is the perfect fit for your company. With unbeatable technical skills, impressive communication skills, and a good team player.
Who doesn’t want that?
But judging a candidate’s personality and capabilities is tough, especially in tech hiring. You need a platform that helps you test relevant skills in real time.
HackerEarth and Codility are well-known platforms that tech companies swear by. You can evaluate applicants’ technological aptitudes effectively throughout the interview process and employment. These platforms include various tools and services that allow companies to develop coding challenges, assessments, and interviews to assess individuals’ coding skills.
Both these companies are neck-to-neck when it comes to popularity. In fact, many hiring managers and recruiters frequently struggle to decide between them. Despite certain parallels in their services, they are distinct due to several factors.
In this article, let’s compare the features, costs, user interfaces, and other aspects of Codility’s alternative, HackerEarth and Codility itself. By the end of this article, the platform that best meets your recruitment needs will be clear to you.
HackerEarth
HackerEarth is a top platform offering technical recruiting solutions for businesses of all sizes. Recruiters and hiring managers can easily create coding challenges and assessments with HackerEarth. The platform provides a vast library of 17,000+ questions across 900+ skills that can be tailored to your organization’s unique needs.
Additionally, HackerEarth is also known for having the best end-to-end managed hackathons platform and its intelligent coding interview tool, FaceCode. You may utilize the platform to make data-driven recruiting decisions by getting real-time insights into candidates’ performance through advanced analytics and machine learning algorithms.
Codility
Codility’s offerings are quite similar to that of HackerEarth. They also aim to help tech companies make better hiring decisions. Its platform provides skill-based programming tests to evaluate developers accurately. It provides you with an expansive library of 90+ technologies and allows you to create custom tests.
Why should companies choose HackerEarth over Codility?
The choice between HackerEarth and Codility ultimately comes down to the objectives and hiring demands of your organization. Both platforms include various features and tools that allow recruiters and hiring managers to gauge and evaluate candidates’ technical skills.
However, if you want a versatile tech hiring platform, go for HackerEarth, which is a superior alternative to Codility.
It’s a user-friendly platform with a question bank of more than 17,000+ coding-related questions. This makes it simple to create tests for recruiting a majority of roles from junior to senior tech employees. Recruiters can create customized tests that meet their unique criteria with minimal technical know-how. Additionally, HackerEarth’s assessment platform provides real-time reporting and performance insights.
On the other hand, Codility also offers similar features but with some limitations. Let’s dive in and see what sets these two platforms apart.
HackerEarth Vs Codility
1. Features and functionality
HackerEarth: HackerEarth helps you build the best tech teams, providing a full package from attracting the right talent to upskilling the current workforce. Moreover, HackerEarth understands that it might be difficult for a recruiter to do it all. That’s why we introduced easy navigation, a pre-built library, and highly customizable assessments that match specific requirements. Moreover, our customer support is known to be excellent.
Which helps you hire, train and retain the best talent!
Codility: Codility provides features like pre-built coding tasks and questions that may be customized to meet specific needs, a comprehensive coding examination tool that supports many different programming languages, and an online code editor that enables applicants to develop and test their code. However, the platform may not be as ideal for many organizations due to its complex user interface and high pricing models.
2. Test creation and administration
Let’s take a look at the key differences between Codility and HackerEarth. Both platforms offer state-of-the-art AI-based tech recruiting tools.
HackerEarth: The platform opens up its comprehensive library of pre-built coding questions to you. You can choose from 17,000+ questions and 900+ skills to set the right test for each job role. You can create tests based on a particular skill, job role, or job description. It also has the option of tailoring tests so they match your specific requirements.
The platform supports multiple question types, including MCQs, coding questions, and subjective questions. The platform’s drag-and-drop interface allows recruiters to arrange and organize questions easily. Additionally, recruiters can customize test settings, such as the time limit, difficulty level, and programming language.
Codility: Codility offers a comprehensive set of tools and features for test creation and administration, but it can be long and complicated if you do not have any prior interaction with the platform. Its library of questions is also minimal when compared to HackerEarth’s library.
Although you can try and customize your test from the library of pre-built code tasks and questions with the platform, the modification options are restricted. If you want to customize your tests, not all question types in the library can be used. You can also only create role-specific tests. This may make it challenging to design assessments that can accurately evaluate candidates’ abilities.
3. Integrations
A good technical interviewing software should be compatible with other HR software. This is where HackerEarth and Codility differ.
HackerEarth: provides a variety of connections with ATS and HR applications. You can easily handle real-time candidate data and evaluation results, boosting their hiring processes’ efficacy and efficiency.
HackerEarth makes it simple for businesses to incorporate the findings of their assessments into their current hiring workflows by connecting with well-known ATS and HR software programs like Greenhouse, Lever, Zoho, and Workable. Eliminating the need for manual data entry and increasing the accuracy of candidate data enables you to make better recruiting decisions.
Codility: Codility allows integrations with a few popular ATS and HR software, like Greenhouse and Lever. But, compared to HackerEarth, Codility’s integration possibilities are limited.
Another limitation of Codility’s integrations is that there may be multiple stages in the employment process, which means some human data entry may be required. This might be time-consuming and increase the likelihood of errors or inconsistent data.
Reporting and analytics are crucial in tech interviews because they offer unbiased information about a candidate’s technical skills and talents, which may assist hiring managers in making better choices. Let’s check how HackerEarth provides more detailed reports than Codility.
HackerEarth: To make better recruiting decisions, recruiters may follow the development and performance of candidates in real time. With the platform’s robust data visualization features like leaderboards, you can immediately spot trends and patterns in evaluation data.
You can avail code quality scores based on 4 parameters in candidate performance reports with HackerEarth’s reporting. The parameters are maintainability, reliability, security, and cyclomatic Complexity. This helps you get a deeper insight into a candidate’s capabilities and make the correct hiring decision.
It also supports question-based analytics and supplies 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.
Codility: Codility offers fundamental reporting and analytics features that let recruiters monitor the progress of candidates and the outcomes of assessments. However, Codility’s reporting and analytics tools fall short in several areas when compared to HackerEarth.
It also offers code quality scores but only on 3 parameters of correctness (available only for test cases), and performance, which includes a similarity/plagiarism check.
The lack of customization possibilities is one of the major drawbacks of Codility’s reporting and analytics services.
5. Remote proctoring capabilities
HackerEarth: The chances of a candidate cheating on a HackerEarth technical assessment are virtually zero with our robust AI-powered proctoring features. To begin with, our platform does not allow candidates to use their own IDE to attempt a test.
We recently launched the HackerEarth Smart Browser which provides a sealed-off testing environment and takes random snapshots of the candidates via the webcam. A comprehensive list of candidate actions that are not allowed is as follows –
Screensharing the test window
Keeping other applications open during the test
Trying to switch tabs
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
Additionally, HackerEarth Assessments restricts IP addresses based on location. This feature is useful during campus recruitment drives to prevent cheating.
Codility: The proctoring features provided by this platform are not as advanced as HackerEarth’s. In fact, the available proctoring features are quite limited and not AI-powered.
Candidates can solve the assessment using their own IDE. This makes it difficult to curb any malpractices like copy-pasting code, switching tabs to search for solutions, and screen sharing to get help from external sources. Recruiters and hiring managers will have their work cut out for them, trying to closely monitor each candidate remotely and protect the integrity of the test.
6. Security and data privacy
In tech interviews, candidates are frequently asked to share sensitive information, including their personal information, employment history, and code samples. Therefore security and data privacy are essential. You must set up safe and dependable systems for data transmission, storage, and access control if you want to guarantee the security of this data.
Here is how HackerEarth and Codility provide security and data privacy.
HackerEarth: HackerEarth strongly emphasizes security and data privacy, making it a highly trusted platform for recruitment and assessments. The platform is designed to ensure that candidate data is protected at all times and that the platform is secure from potential cyber threats.
HackerEarth also has robust data privacy policies to ensure that candidate data is handled in compliance with relevant data protection laws, like GDPR, ISO 27001, ISO 27017, and CCPA.
Codility: Codility has basic security and data privacy measures in place. The platform lacks some of the key security features essential for recruitment and assessments.
Regarding data privacy, Codility has some policies to ensure compliance with data protection laws like GDPR, ISO 27001, and CCPA. However, the platform lacks some of the tools recruiters need to manage candidate data securely.
You must pick an affordable platform with a price structure that matches your requirements for hiring. Support is essential during the interview if there are any technical difficulties or inquiries. A dependable support crew may reduce downtime, resolve issues, and guarantee a positive interviewing experience for prospects and recruiters.
HackerEarth: HackerEarth provides flexible pricing options to their clients, allowing them to choose the plan that best fits their needs and budget. The platform offers pay-as-you-go and subscription-based plans, making it accessible to organizations of all sizes.
In addition to flexible pricing options, HackerEarth provides excellent customer support to their clients. It offers a customer support chat solution around the clock. HackerEarth also provides extensive documentation and training materials to help recruiters and hiring managers get the most out of the platform.
Its flexible pricing options and excellent customer support make it attractive for organizations seeking a reliable and cost-effective recruitment and assessment platform.
Codility: Codility’s pricing model is less flexible than HackerEarth, making it less accessible to organizations with limited budgets. The platform offers only subscription-based plans, which can be costly for smaller organizations.
Regarding customer support, Codility provides basic support services to its clients. However, the platform’s support resources are limited compared to HackerEarth. Codility does not offer 24/7 support, making it difficult for organizations operating in different time zones.
8. User experience
User experience (UX) can significantly impact candidate engagement, satisfaction, and, ultimately, an organization’s recruitment success, making it an essential part of technical interviews. A well-designed and user-friendly platform can attract top talent, promote a good candidate experience and positively reflect the company’s brand and culture.
HackerEarth: HackerEarth provides a fantastic user experience through its intuitive and user-friendly interface. The platform has a modern and sleek design that is easy to navigate, making it accessible to technical and non-technical users. The highly customizable platform allows recruiters and hiring managers to tailor it to their needs.
In addition, HackerEarth provides a seamless candidate experience. The platform’s assessments are engaging and interactive, making it easy for candidates to showcase their skills and abilities. The platform also provides candidates with detailed feedback.
Codility: Codility’s less polished user experience and limited customization options can make it less attractive to organizations that prioritize user-friendliness and flexibility in their recruitment and assessment platforms.
9. User reviews and feedback
It is advisable to check reviews before investing in any software or tool. In tech interviews, customer reviews and comments are crucial as they shed light on the pros and cons of the platform as well as the overall user experience. You may better understand how the platform works in practical situations. Let’s see what other companies are saying about HackerEarth and Codility.
HackerEarth: HackerEarth has received overwhelmingly positive user reviews and is trusted by 1000+ top enterprises. The platform is highly praised for its intuitive interface, customizable assessments, and excellent customer support. Users also appreciate the platform’s seamless integration with other HR software and ATS systems and robust reporting and analytics capabilities.
Companies like Flipkart, Lenskart Freshdesk, and many more rely on HackerEarth to hire top talent in the industry. In addition, many users also note that HackerEarth’s assessments are engaging and interactive. Users agree that the assessments are fair and unbiased.
Codility: Codility has received mixed reviews and feedback from users. While some users appreciate the platform’s focus on algorithmic testing and its ability to identify top technical talent, others criticize its lack of customization options and less-polished user interface.
Some users have also expressed frustration with Codility’s pricing model, which can be expensive for organizations that conduct several assessments.
The scales are tipping in favor of…
In conclusion, HackerEarth and Codility provide useful hiring and evaluation tools to assist businesses in streamlining their hiring procedures and locating top talent. However, you should consider several significant variations between the two while deciding which platform to adopt.
HackerEarth is a great alternative to Codility and outperforms it in several ways. To summarize a few advanced features it provides:
more refined user experience,
multiple customization choices,
better remote proctoring features
robust reporting and analytics tools.
The platform also heavily emphasizes security and data protection, making it a viable option for businesses that value these aspects.
Contrarily, Codility’s focus on coding challenges and assessments may be particularly appealing to organizations looking to hire for technical roles. However, the platform may be less customizable and less intuitive than HackerEarth, and some users have criticized its pricing model, the proctoring limitations, and the accuracy of its assessments.
Not convinced yet? So don’t take our word for it. Sign up for a free trial and check out HackerEarth’s offerings for yourself!
Let’s face it—cheating on tests is quite common. While technology has made a lot of things easier in tech recruiting, it
has also left the field wide open to malpractice. A 2020 report by ICAI shows
that 32% of undergraduate students have cheated in some form on an online test.
It’s human nature to want to bend
the rules a little bit. Which begs the question, how do you stay on top of cheating, plagiarism, and other forms of
malpractice during the assessment process?
How do you ensure that take-home assessments and remote interviews
stay authentic and credible? By relying on enhanced virtual supervision, of course!
HackerEarth Assessments has
always been one step ahead when it comes to remote proctoring which is able to capture the nuances of candidate
plagiarism. The recent advancements in technology (think generative AI) needed
more robust proctoring features, so we went ahead and built The HackerEarth Smart
Browser to ensure our assessments remain as foolproof as ever.
Presenting to you, the
latest HackerEarth proctoring fix - The Smart Browser
Our Smart Browser is the chocolatey version of a plain
donut when compared to a regular web browser. It is extra effective and comes packed with additional remote proctoring capabilities to
increase the quality of your screening assessments.
The chances of a candidate cheating on a HackerEarth technical assessment are virtually zero with
the latest features! Spilling all our secrets to show you why -
1. Sealed-off testing environment makes proctoring
simpler
To get started with
using the Smart Browser, enable the Smart Browser setting as shown above. This setting is available under the test
proctoring section on the test overview page.
As you can see, several other proctoring settings such as disabling
copy-paste, restricting candidates to full-screen mode, and logout on leaving the test interface are selected
automatically.Now, every candidate you invite to take the assessment will only be able to do so through the Smart
Browser. Candidates are prompted to download the Smart Browser from the link shared in the test invite mail.When the
candidate needs to click on the ‘start test’ button on the launch test screen, it opens in the Smart Browser. The
browser also prompts the candidate to switch to full-screen mode. Now, all candidates need to do is sign in and attempt
the test, as usual.
Also read: 6
Ways Candidates Try To Outsmart A Remote Proctored Assessment
2. Eagle-eyed online test monitoring leaves no room for error
Our AI-enabled Smart Browser takes frequent snapshots via the webcam, throughout the assessment.
Consequently, it is impossible to copy-paste code or impersonate a candidate.The browser prevents the following
candidate actions and facilitates thorough monitoring of the assessment:
Any candidate actions attempting to switch tabs with the intent to copy-paste or use a generative AI like ChatGPT
are shown a warning and captured in the candidate report.HackerEarth’s latest proctoring fixes
bulletproof our assessment platform, making it one of the most reliable and accurate sources of candidate hiring in the
market today.
Also read: 4 Ways
HackerEarth Flags The Use Of ChatGPT In Tech Hiring Assessments
Experience reliable assessments with the Smart Browser!
There you have it - our newest offering that preserves
the integrity of coding assessments and enables skill-first hiring, all in one go. Recruiters and hiring managers, this
is one feature that you can easily rely on and can be sure that every candidate’s test score is a result of their
ability alone.Curious to try out the Smart Browser? Well, don’t take our word for it. Head over here to check it out for
yourself!
We also love hearing from our customers so don’t hesitate to leave us any feedback you might
have.
Ever since ChatGPT made a public debut in November 2022, it has been the fodder for headlines. Its popularity proves that there isn’t a single industry or vertical that will not be fundamentally reshaped by generative AI platforms in the near future. Recruiting, in general, and technical assessments, in particular, are no different.
While ChatGPT can be used in technical recruiting to make manual work more manageable, it also has a proven drawback – candidates have been using it to answer take-home coding tests during the hiring process.
Due to the growing concern around the use of generative AI in coding tests, we decided to address the topic head-on and help our users understand the measures we have put in place to detect, prevent, and manage such practices.
But first, a note about LLMs and their use cases
LLM stands for Large Language Model, a machine-learning model designed to process and generate human-like natural language. LLMs are typically built using neural networks and deep learning algorithms and trained on vast amounts of text data to learn patterns and relationships between words and phrases.
LLMs aim to generate coherent and relevant responses to natural language inputs, such as questions, statements, or commands. This makes them useful for a wide range of applications, including language translation, chatbots, content generation, sentiment analysis, and answering questions.
LLMs have become increasingly popular in recent years due to advances in deep learning algorithms and the availability of large datasets. Some of the most well-known LLMs include GPT (Generative Pre-trained Transformer), BERT (Bidirectional Encoder Representations from Transformers), and T5 (Text-to-Text Transfer Transformer).
The growing demand for LLMs has led to some burning questions. Businesses are wondering about a future where LLMs are integral to day-to-day work and can generate more profits. In the tech industry, many have welcomed LLMs like ChatGPT as an extension of the existing coding tools, and are looking at ways of integrating the platform into their coding process.
Here’s how LLMs can transform the way we interact with computers and other digital devices:
Language translation: You can use LLMs to automatically translate text from one language to another. This is particularly useful for businesses operating in multiple countries and trying to reach a global audience.
Chatbots: LLMs can help chatbots respond to customer inquiries in natural language, saving significant time and money by automating customer service tasks.
Content generation: Use LLMs to generate content for websites or social media. For example, an LLM could be trained to write news articles or social media posts based on a given topic.
Sentiment analysis: Analyze text data and determine the sentiment behind it with LLMs. This is useful for businesses looking to monitor customer feedback or social media activity.
Answering questions: You can leverage LLMs to answer questions in natural language. For example, an LLM could be trained to answer questions about a company’s products or services.
Summarization: Automatically summarize long documents or articles with LLMs. This is useful for businesses looking to quickly extract key information from large volumes of text.
So now, what is ChatGPT?
ChatGPT is a Large Language Model (LLM) based on the GPT (Generative Pre-trained Transformer) architecture. It is one of the most advanced LLMs available and is capable of generating human-like responses to natural language inputs.
ChatGPT is trained on vast amounts of text data and uses a deep learning algorithm to generate responses to user inputs. It can engage in conversations on a wide range of topics and is capable of providing contextually relevant and coherent responses.
One of the key advantages of ChatGPT is its ability to generate natural language responses in real time. This makes it a useful tool for a variety of applications, including chatbots, virtual assistants, and customer service platforms.
OpenAI, a leading AI research organization, developed ChatGPT. It is based on the GPT-3 architecture, which was trained on a massive dataset of over 45 terabytes of text data. Overall, ChatGPT represents a significant advancement in the field of Natural Language Processing and has the potential to transform the way we interact with computers and other digital devices.
It is a powerful tool that is being used in a variety of applications and has the potential to drive innovation and growth across a spectrum of industries.
How to use ChatGPT for answering coding tests?
Many developers use this tool to generate code snippets to solve specific problems in coding tests. If they can define their parameters and conditions, ChatGPT can produce a working code that can be used in the functions.
ChatGPT can answer complex technical questions which are both theoretical and practical. However, one of the shortcomings of ChatGPT is that it is not yet fully capable of answering questions based on logical reasoning. It interprets the question literally instead of contextually. This means that ChatGPT can also not answer context-based questions accurately.
ChatGPT works well when answering technical questions that are theoretical. It has been trained rigorously on that database. Even with easy coding questions, ChatGPT provides excellent results but with complex scenario-based questions, it fails to provide the right solution sometimes. It is not yet able to create complete modules for a full-stack question.
The bottom line is: ChatGPT will make it infinitely easier for candidates to generate code and ace their take-home assignments. Currently, this capability is limited to simple, theory-based questions. However, the platform will inevitably learn and get better at generating complex code. Consequently, it could be used to answer all coding tests.
At HackerEarth, we have always maintained that skills are the only criteria for evaluation. However, a developer using an AI tool to answer a question muddles the selection and evaluation process.
The AI-shaped elephant in the room then begs us to pick a side. Either we conclude that the use of any generative AI by a candidate in a coding test amounts to plagiarism and is unacceptable. Or, we chalk it up to changing times and get on board with the progress.
The first approach
This is best suited for mass hiring drives, where recruiters are hard-pressed to curate a pool of candidates through a process of elimination. Plagiarism via ChatGPT in hiring assessments can be one of the criteria for elimination. It allows you to narrow your candidate list down to the developers who answered the coding test without the support of an external tool.
The second approach
This works well when hiring fewer candidates, perhaps for a highly technical role. ChatGPT is here to stay; senior developers use it to generate or evaluate complex code. Allowing candidates for such roles to use ChatGPT in coding tests would mean expanding the understanding of skill-based evaluation in these scenarios.
We could draw a parallel between these candidates and writers who use a spellchecker to proofread their assignments. AI-based writing assistants have become an industry-wide best practice, so the writer in this example would not lose any points for using one.
Instead, they would be evaluated on their research and analytical skills or creativity – which an AI–based writing assistant cannot substitute – and not necessarily on their use of an external tool. In theory, one could use the same rationale to justify and accept the use of ChatGPT in hiring assessments by candidates.
Given both these approaches, we at HackerEarth have decided to support both schools of thought in our Assessments platform. Those who want to ensure their candidates cannot use ChatGPT for answering tests can do so with our advanced proctoring features. And the hiring managers who do not mind the use of ChatGPT can write to support@hackerearth.com to understand how the LLM can be integrated into HackerEarth Assessments.
How does HackerEarth detect the use of ChatGPT in hiring assessments?
With the increasing use of ChatGPT, many of our customers have written to us to ask how we plan to combat the use of ChatGPT in hiring assessments. HackerEarth Assessments is known for its robust proctoring settings. We have added new features to detect the recent spate of plagiarism via ChatGPT in hiring assessments.
Let me walk you through these new additions:
1. Smart Browser
HackerEarth has introduced new advanced proctoring features including a Smart Browser. This is available with the HackerEarth Assessments desktop application. This builds on our existing proctoring features and establishes a highly rigorous proctoring method to prevent the use of ChatGPT and other LLMs.
Smart Browser includes the following settings that detect the use of ChatGPT:
Candidates are not allowed to keep other applications open during the test
They are also not allowed to:
Resize the test window
Use multiple monitors during the test
Share the test window
Take screenshots of the test window
Record the test window
Use restricted keystrokes
View OS notifications
Run the test window within a Virtual Machine
Use browser developer tools
To learn more about the Smart Browser, read this article.
At the time of writing this article, Smart Browser is only available upon request. To request access, please get in touch with your Customer Success Manager or contact support@hackerearth.com.
Use HackerEarth’s tab switch proctoring setting during tests. This setting allows you to set the number of times a candidate can move out of the test environment. The default setting is for 5 instances, which means that candidates are allowed to switch tabs 5 times during the test duration. On the 6th try, they will be automatically logged out of the system. The default number can be changed if required.
When this proctoring setting is enabled, the system warns the candidate each time they move out of the test environment. The following actions are considered as ‘moving out of the test environment. However, please note that this is not an exhaustive list:
Switching tabs
Switching windows
Opening new applications on the computer, including system popups like anti-virus notifications, Lync notifications, Skype notifications, etc.
Any action taken to close notifications is also counted as leaving the test environment.
The assumption is that candidates would need to switch tabs to access ChatGPT. By not allowing candidates to move out of the test environment beyond a set number of times, we can detect and prevent the use of ChatGPT.
3. Full-screen proctoring setting
Enable this feature to enhance the proctoring of a hiring assessment and allow your candidates to take the assessment only in a full-screen mode. As soon as the candidate opens up the assessment, the screen goes into full screen and candidates cannot exit this mode. If they try to exit the mode, they will be logged out of the assessment.
Reduce ChatGPT usage in your assessments by not allowing candidates to open any new tabs while giving the assessment. To learn more about HackerEarth’s proctoring settings, read this article.
4. Diverse question types
HackerEarth has a rich library of logical reasoning questions that cannot be answered easily via ChatGPT. We tested our questions on ChatGPT, and we can say with reliable accuracy that it cannot answer logical reasoning questions correctly because it cannot understand contextual questions.
Here’s one of the many examples of logical reasoning questions that we asked ChatGPT to test its capabilities:
ChatGPT cannot produce code for full-stack questions. HackerEarth has a vast library of full-stack questions that can be used in the assessments and are well protected from the impact of ChatGPT.
While ChatGPT can help write the code for some modules, it cannot fully answer a full-stack question with all the functions. Compiling these separate functions to create a single module requires skill and ingenuity.
Similarly, recruiters can use file upload questions to make their assessments more robots. These questions have complex scenarios and functions that ChatGPT cannot answer completely.
Essential insights about using ChatGPT in hiring
LLM stands for Large Language Model. It is a type of machine learning model designed to process and generate human-like natural language.
ChatGPT is a Large Language Model (LLM) based on the GPT (Generative Pre-trained Transformer) architecture. It is one of the most advanced LLMs available and is capable of generating human-like responses to natural language inputs.
You can use ChatGPT to answer easy coding questions and MCQs. It can help write accurate code snippets for function modules.
Recruiters, avoid using MCQs with direct answers as candidates can easily answer them through ChatGPT.
HackerEarth provides various solutions that help us detect and prevent the usage of ChatGPT. These include:
Smart browser
Tab switch proctoring setting
Full-screen mode
Diverse and complex question types
Doing away with using ChatGPT in hiring assessments
In many ways, we are all just waking up to the power of AI. With new advancements every day, no one is sure what the future will unfold, but we all should be ready to embrace the moment when AI becomes an integral part of daily functions.
Technical assessments can still be curated without the interference of AI platforms like ChatGPT to ensure skill-first evaluation. HackerEarth Assessments has introduced advanced proctoring settings like Smart Browser, tab-switch detection, full-screen mode, and a vast library of complex engineering questions that are not easily answerable by ChatGPT.
The product mavens at HackerEarth work relentlessly to ensure our product is firewalled against the latest challenges and developments. Tech recruiters and hiring managers can rest assured that the validity and sanctity of our assessments haven’t been affected by the use of ChatGPT.
We will keep a keen eye on upcoming changes in this area and improve the product over time to combat future challenges and ensure a plagiarism-free hiring experience for our clients.
Frequently Asked Questions (FAQs)
#1 Where does HackerEarth see pre-interview tests and interviewing to be moving to in a world where ChatGPT exists?
The world of interviewing and pre-interview tests will see significant changes in the foreseeable future. We also need to understand that as new features and platforms emerge, the solutions to detect and prevent their use will go through multiple iterations.
In the near future, advanced proctoring settings and new question types that are not easily answerable using ChatGPT can help protect pre-interview tests from the impact of ChatGPT. We are also working on foolproof methods for plagiarism detection, which can circumnavigate ChatGPT’s upgrades.
#2 With ChatGPT being able to solve MCQs, programming, etc. in a few minutes, does HackerEarth have a different set of problems that can be used?
ChatGPT can quickly solve MCQs and simple programming problems, which is a big concern. However, HackerEarth has a wide variety of questions that recruiters can use to combat the usage of ChatGPT. We have a library of full-stack question types. As previously discussed, it will be difficult for a candidate to search for different modules and compile them to complete the question. It is a time taking and complex process, so candidates will prefer to do these questions on their own.
Moreover, ChatGPT cannot understand logical real-life scenarios. The accuracy of such answers is poor. Use a mix of logical reasoning MCQs, DevOps, and Selenium questions to check the versatility of a candidate.
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Get to know the experts behind our content. From industry leaders to tech enthusiasts, our authors share valuable insights, trends, and expertise to keep you informed and inspired.
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 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 “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 is the Director of International Recruitment at
Shortlister, a platform that connects employers to wellness, benefits, and HR tech vendors.
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 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 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...
#3 What top 3 skills would you like HR professionals/engineering managers to add to their repertoire in 2023 to deal with upcoming challenges?
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.
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.
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!
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.
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.
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.
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.
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.
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.
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.
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”.
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.
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.
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.
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.
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.
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
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.
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.
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.
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.
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.
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.
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.
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?
“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:
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:
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.
Provides a broad selection of assessments, including skill tests, personality assessments, and cognitive ability tests. They offer customizable solutions and cater to various industries.
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.
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.
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.
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.
What types of companies are prone to tech layoffs?
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:
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.
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! :)
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.
According to this Quora user, coding interviews work well for senior engineers who cram the interview instead of solving real-world problems.
Our AI-enabled Smart Browser takes frequent snapshots via the webcam, throughout the assessment.
Consequently, it is impossible to copy-paste code or impersonate a candidate.The browser prevents the following
candidate actions and facilitates thorough monitoring of the assessment:
