AI Recruiting

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:

1. 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.
2. Chatbots: LLMs can help chatbots respond to customer inquiries in natural language, saving significant time and money by automating customer service tasks.
3. 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.
4. 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.
5. 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.
6. 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.

Also read: 8 Unconsciously Sexist Interview Questions You’re Asking Your Female Candidates

ChatGPT + Coding tests — Plagiarism or Progress?

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.

Also read: 3 Things To Know About Remote Proctoring

2. Tab switch proctoring setting

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.

“Interns are the bottom of the surgical food chain” — Dr. Bailey, Grey’s Anatomy

I’m sure a lot of you are familiar with this quote from the popular medical drama, where surgical interns are made to do all the grunt work. They are treated as nobodies—but interns in the tech industry are a whole other ball game! Tech companies compete with each other to hire freshers, interns, and students. They want to build and nurture relationships with the next generation of workers as early as possible.

Consequently, campus recruiting becomes the holy grail for companies and their big chance to snap up tomorrow’s top talent!

With campus hiring coming up in a few months, we thought it would be a great idea to go behind the scenes for this event. Come, spend a day with our campus recruiters from HackerEarth, and see for yourself!

A special shoutout to our Talent Acquisition Manager, Preethi Saakre for all the insider information that shaped this blog and allowed us to go into great detail about the workings of a recruiting team during campus recruitment!

P.S. This article is an extension of the first part, Spend A Day With A Tech Recruiter, where we debunk plenty of misconceptions floating around about tech recruiters. If you haven’t read it already, here you go.

What is campus recruiting?

Campus recruitment (not to be confused with mass hiring) involves attracting, sourcing, engaging, and hiring young talent for entry-level positions. Companies with high-volume recruiting needs opt for campus hiring. Moreover, whether it’s on-campus recruiting, virtual, or hybrid, the responsibilities of campus recruiters stay more or less the same.

On the other hand, mass hiring, while interchangeably called campus hiring varies in the type of candidates companies look for. Mass hiring drives are mainly to recruit experienced candidates and are generally not open to fresh college graduates.

How HackerEarth can spice up your campus recruiting strategy

Unlike traditional campus hiring, which happens once a year, a virtual campus recruitment drive can take place in phases throughout the year. That gives you many options to take your remote hiring strategy up a notch –

#1 Encourage students to become brand ambassadors

Invest time in students even before they graduate. Offer mentorship and networking opportunities through a student brand ambassador program. This helps you create targeted brand awareness as well as show the students that you care about them.

The HackerEarth Campus Ambassador program offers free mock interviews along with a certificate of appreciation, the opportunity to network with leading coders, and to be taught by engineering leaders at our company. Join our campus ambassadors to experience the HackerEarth advantage.

#2 Host hackathons to better engage with students

Instead of relying only on 1:1 interviews, conduct hackathons as well. Those students who couldn’t perform well in interviews might outdo themselves in a practical setting.

If you’re looking for a hands-off experience when organizing a hackathon, then HackerEarth is your best bet. All our online hackathons and hiring challenges are fully curated managed services. To put it simply, you get the engagement you need, without any bandwidth drain.

#3 Invest in a remote-ready campus recruitment platform

Virtual campus recruitment can open so many doors in terms of a wider, bigger talent pool, lesser costs, and better returns. To fully capitalize on this, you need a trusty platform to dot the i’s for you.

Enter HackerEarth’s campus hiring solution that has helped hundreds of companies ease the burden of remotely assessing students from universities across the globe. Be it assessing students through coding assessments or interviewing them with our tech video interview tool, FaceCode, we’ve got you covered.

There’s more where that came from. Bake in extra innovative elements as part of your tech recruitment strategy to capture the attention of your potential talent pool. 👇

Also read: Create The Perfect Virtual Recruiting Strategy For Universities With These Tips

A typical day for campus recruiters looks like…

Create a core team of campus recruiters and hiring managers

You need a dedicated recruiting team to drive the best results from your campus hiring drive. Put together a mix of campus recruiters and hiring managers to carry out the different stages of the process including screening, interviewing, and shortlisting candidates.

The next crucial step is to pinpoint your hiring goals and requirements. Some questions to ask that will help you identify your needs –

• Who is your ideal candidate for this exercise?
• Which team would need to add new employees in the next six months?
• What departments (for instance, engineering or sales) are short-staffed currently?

Make a list of suitable colleges and universities

Now that you have your ideal candidate persona, figure out what colleges and universities you need to target.

• Are you looking at tier 1 universities or tier 2 and tier 3 universities as well?
• Are you looking to hire students from any engineering field including computer science, electronics and communications or are you looking for purely technical candidates, etc?
• How many tech roles and non-tech roles are you hiring for?
• What businesses in your company need fresh talent?

Try and target a diverse range of universities to build an inclusive pipeline of fresh talent.

Reach out to the respective placement coordinators

Here’s an important part of campus recruitment that has nothing to do with attracting potential candidates. Bonding with the university placement coordinators!

If you want your pick of the season, you need to begin your recruitment right at the beginning. And who is in charge of that? Yes, you guessed it, the placement coordinators. To even get on their pre-selected list of companies, you need to woo them first.

Along with offering competitive salary packages and benefits (which almost every company would do), you need to stand out. This is where campus recruiters can shine. Use all the experience you’ve gained building and maintaining relationships with candidates and channel that here.

Create and nurture strong long-term bonds with the placement cell and build trust with the colleges well before the campus hiring season begins. So when it starts, they know whom to reach out to.

Sidebar:

The first three steps are carried out ahead of the campus recruiting season. This ensures you are prepared to tackle this head-on and deliver the best outcomes possible.

Once the campus drives begin, reach out to the respective campus placement coordinators with the job descriptions for roles, EVPs, relevant company data, if you have any cutoff percentage for students, etc. This will make it easier for them to select those students who are eligible and invite them to participate in the selection process.

Get a list of students who applied

Ask your coordinators to share a list of students who have applied for your company. Depending on the pre-defined criteria, filter the list further based on their academic performance in school and college, core specialty, etc.

Then let the placement coordinator know that this is your final list and you would like to send them a screening test post conducting your pre-placement talks.

Conduct pre-placement discussions

Send the students who’ve applied to your company relevant company information like roles/responsibilities, salary range, location of the role, etc.

Arrange for your HR lead or the engineering department head to hold a pre-placement talk for these students. Trying to get potential students hooked about working for your company by holding one single discussion can only take you so far. Especially on a day when students are under immense pressure to perform well during interviews.

Additionally, do this. For having a better shot at keeping your brand top of mind for students, plan and host several informative virtual events throughout the year. Online hackathons, virtual career fairs, and QnAs with the leadership team can all shine a light on your workplace culture, career paths, and so on.

Also read: 5 Best Practices For An Effective Hybrid Campus Hiring Strategy

Assess all the candidates who applied

If it’s an on-campus hiring drive, then the next step is to shortlist candidates through a group discussion round (which is quickly becoming outdated) and a skill assessment test.

The best part of a virtual/hybrid campus recruiting process is it is extremely candidate-friendly. Instead of rushing through the screening phase to quickly run coding assessments for students and then reveal the final selection can be tedious to carry out in a day.

When you’re remotely assessing students, you can check when they are available to take the test and send them an assessment invite, accordingly.

With an advanced campus hiring solution like HackerEarth, you get to assess students remotely through accurate online coding assessments and robust proctoring.

Also read: Importance Of Online Proctoring In University Hiring

Schedule interviews with the shortlisted candidates

During an on-campus recruitment process, the students are interviewed on the same day. Those who cleared the assessment round will have 3-4 rounds of interviews, depending on what the hiring team decides. Students who don’t meet the criteria are eliminated after each round.

The first two rounds are technical, the third round will be the managerial round with the engineering head, and the final round is the HR round. Here the student is evaluated based on culture fit and is rarely eliminated at this stage.

In a virtual or hybrid setting, if there is bandwidth the interviews take place on that day itself. Otherwise, they are scheduled within the next two days.

Set up, invite, and conduct coding interviews on a collaborative, real-time code editor such as FaceCode. This is a smart remote interviewing tool that helps you make objective, data-driven decisions thanks to AI-powered insights.

You know what happens next! Announce who made the cut

But wait…The day is not over yet

If you think you’re done for the day and you get to put your feet up, then you’re wrong 😛 Tieing up loose ends after wrapping up can be the most important step of all, especially in the traditional way of conducting campus hiring.

There is documentation to take care of, carefully putting together lists of shortlisted candidates from each panel, sending out feedback forms, and closing emails.

And you have to prepare to do this all over again, the next day, until the campus hiring season comes to an end.

Drink lots of coffee, you’re going to need it!

Also read: The Biggest Challenges Faced By Recruiters In University Hiring (+ Perfect Solutions)

There you have it…Campus recruitment simplified

As seen in this article, it takes a village to maneuver campus hiring season. Be it in-person or online, running a successful campus recruitment drive is a Herculean task.

Campus recruiters have their work cut out for them. They shoulder a lot of responsibility to do right by their company and their candidates.

With support and a solid campus recruiting strategy, it is possible to run the show seamlessly. Moreover, it is a straightforward way to engage and nurture fresh, undiscovered talent!

As always, happy hiring 🙂

As a recruiter, I want to send a message to all the busy hiring managers out there: some of us want to be your new best friend.

No, seriously! No one gets it quite like us. We understand the frustration that comes with sifting through hundreds of resumes, all with the added pressure of trying to find the perfect candidate for your team.

And let’s face it, you have a lot on your plate already. You’re running a team, managing projects, and making sure everything is running smoothly. To put it bluntly, you simply don’t have the time to dedicate to the hiring process that it deserves.

We are well aware that recruiters and hiring managers have a long-standing relationship with some mixed reviews. We might not see eye to eye but at the end of the day, we’re working towards similar goals—filling a position correctly and placing the perfect candidate.

Like any healthy relationship, for this bestie match to be successful, there has to be immense trust between both parties.

What’s with the disconnect between recruiters and hiring managers?

Recruiters and hiring managers share the same goal—to hire top-tier candidates for their company. But each of them goes about it in a different way, which is where the problem arises.

They tend to have a strained relationship due to a number of reasons, such as:

• Vague job descriptions are given by the hiring manager
• Hiring managers are unsatisfied with the quality of candidates the recruiter brings
• Recruiters are given unrealistic hiring expectations and timelines by hiring managers
• Recruiters and hiring managers have differing opinions on how they should hire or how long it should take to hire someone
• No proper communication between both parties

Let’s face it. There’s no way recruiters can source and hire candidates alone as they need a hiring manager’s approval. And there’s no way hiring managers can source, attract, and recruit candidates as they simply do not have that kind of time.

To foster better teamwork, both recruiters and hiring managers have to tackle the most common differences and start building stronger relationships. As Katrina Collier says in her newsletter,

Get behind the superficial to the REAL cause of why it’s difficult to work with hiring managers.

Also read: How Engineering Managers Can Help Recruiters Improve Developer Hiring

Recruiters and hiring managers need each other. Here’s why

It’s high time recruiters and hiring managers started getting along. To put it simply, it improves productivity and helps bring in better-qualified candidates. A few more benefits include –

1. Recruiters can fill the role with a candidate that will fit on every level

Recruiters understand that you’re not looking for just anyone to fill a role. You’re looking for the right person with the right set of skills, experience, and personality. When you bring us on during the hiring process, we become an extension of your hiring team.

We as recruiters research not only your company’s specific needs and requirements for the position, but also immerse ourselves in your company’s culture and see what types of personalities are already thriving.

You don’t have to waste time with the “wrong” people because we rigorously screen for and identify candidates that fit your ideal profile.

2. We promise to scale your organization quickly if needed

As tech recruiters, we get that the world of tech is constantly evolving. One minute you’re fully staffed, the next you need to fill a bunch of roles ASAP. That’s where we come in— invite us to your events, introduce us to your team, and let us soak up your company culture. Leverage us in a way that benefits your company. That way, when you need to bring on new talent, we’ll have a pool of candidates ready to go who is a perfect match for your organization.

I’ve seen this work wonders firsthand with a local company. They brought me in, we got to know each other, and when it was time to scale up, I successfully placed over twenty candidates. And the best part? Most of them have stuck around because I knew the company and knew they’d be a great fit.

Also read: Spend A Day With A Tech Recruiter

3. We help you cut down on the time and resources you spend on the hiring process

It’s called a process for a reason, right? Step one is looking at an inbox with 200 resumes, and it only gets more time-consuming from there. Imagine a world where you only have to review 5 perfectly curated resumes and show up for the interview calls.

As your hiring BFF, recruiters are there to walk you through the entire hiring process. This means we can take over screening candidates, sending out calendar invites, preparing for interviews, and all the other parts that tend to take up a little more time than you expect.

Not only that, but recruiters are there to follow up with you, assess how the interviews are going, and pivot accordingly. We know all your other tasks don’t stop when hiring starts, so use our services to your advantage. If you’re looking for a space to prove our value— utilization of time is a great space to start.

4. Allow us to keep you on track with market trends

If it’s been a while since you last had an open position or if you’re looking to fill a new type of role, tech recruiters can provide valuable insights into the current job market and how your company is perceived within it.

We keep a close eye on recruitment trends and can offer objective feedback on your hiring practices. Whether it’s identifying areas for improvement or simply providing a neutral sounding board, recruiters can help you get the most out of your hires.

We also have a deeper understanding of what top talent is looking for in their next job and what drives them.

Also read: Forecasting Tech Hiring Trends For 2023 With 6 Experts

5. We promise to not poach your employees

That may be sounding like one of those “unlikely friendship” videos of a snake and a hamster or an elephant and a sheep, but if you bring on a recruiter we can sign a contract to not pull from your company.

In the spirit of recruiting, the same can’t really be said otherwise. This also doesn’t mean that you need to bring on tons of recruiters to retain your people. What’s most important is that you find a recruiter that’s doing things differently in a way that you like. There are tons of recruiters out there, so it’s important to find someone that’s successful in going about things from a different angle. If they’re standing out to you as a recruiter, they’re most likely standing out to potential candidates as well.

Finally, we’re not just here to fill a role and then disappear. We want to build a lasting relationship with you, one that is built on trust, honesty, and mutual respect. We’re here to help you succeed, and we’ll work tirelessly to ensure that you get the results you’re looking for.

Ways Recruiters Can Improve Their Relationship with Hiring Managers

Building a strong, collaborative relationship between recruiters and hiring managers is crucial for the success of any organization’s hiring process. Here are several strategies recruiters can use to improve their relationship with hiring managers, ultimately leading to more efficient and effective recruitment outcomes.

1. Establish Clear Communication Channels

• Set Regular Meetings: Schedule periodic check-ins to discuss open positions, candidate profiles, and other recruitment-related updates.
• Use Collaborative Tools: Leverage technology like shared documents, project management software, and communication platforms to stay aligned and transparent.

2. Understand the Hiring Manager’s Needs

• Deep Dive into Job Descriptions: Work closely with hiring managers to understand not just the job requirements but the soft skills and team fit that would make a candidate successful.
• Tailor the Recruitment Process: Customize the recruitment strategy based on the specific needs of each position, taking into account the hiring manager’s preferences for candidate qualifications and experience.

3. Provide Constructive Feedback

• Feedback Loop: Encourage a two-way feedback loop where both parties can express their views on the recruitment process, candidate quality, and interview outcomes.
• Actionable Insights: Offer insights into market trends and candidate expectations to help hiring managers adjust their expectations or offers accordingly.

4. Educate on Best Practices

• Training Sessions: Organize workshops or training sessions on the latest hiring trends, effective interview techniques, and diversity hiring practices.
• Policy Updates: Keep hiring managers informed about changes in recruitment policies, labor laws, and compliance requirements to ensure a smooth hiring process.

5. Demonstrate the Value of Recruitment Analytics

• Share Metrics: Regularly share key recruitment metrics such as time-to-hire, quality of hire, and candidate sourcing channels to highlight successes and areas for improvement.
• Strategic Planning: Use data-driven insights to advise hiring managers on strategic decisions like optimal hiring periods, salary benchmarks, and skill set availability.

6. Foster Trust and Transparency

• Honest Communication: Be honest about the challenges and limitations in the recruitment process, and work together to find solutions.
• Celebrate Successes: Acknowledge and celebrate when a great hire is made, reinforcing the value of the partnership between recruiter and hiring manager.

7. Engage in Strategic Talent Planning

• Future Needs Analysis: Work with hiring managers to understand not just immediate but future staffing needs, helping to build a proactive talent pipeline.
• Succession Planning: Assist in identifying internal talent for succession planning, emphasizing the role of recruitment in long-term organizational growth.

Improving the relationship between recruiters and hiring managers requires commitment, open communication, and a shared goal of finding the best talent for the organization. By employing these strategies, recruiters can become invaluable partners in the hiring process, contributing significantly to the overall success of the organization.

At the end of the day, recruiters don’t have to be the bad guy

All we ask of you, hiring managers, is to think of us in a new light and try your best to not discount our potential value. Whether it’s filling a single role or scaling your entire organization, we’re here to be your trusted partner and friend.

So why not take a chance on us? Let’s be BFFs!

Like this article? Subscribe to Taylor’s newsletter through which his goal is to help as many job seekers and hiring managers as possible in tech!

I have to manually sort through 348 applications for an open role, talk to hiring managers about new vacancies, and handle admin work. But this is nothing, I can still take up nurturing candidates and manually sourcing for fresh candidates in the second half of my day – said NO recruiter ever!

As is common knowledge, recruiters and talent acquisition specialists are mostly in over their heads with the amount of work they handle. The simplest way to reduce their workloads is by automating repetitive tasks like screening applications or sending emails to candidates—this frees up time significantly and allows them to focus on more important tasks.

I’ve said this before and I’ll say it again. I am a big believer in letting technology do the heavy lifting and recruitment is one area that can greatly benefit from this.

Baking in recruitment automation in your hiring processes means posting job openings to different job boards, parsing through resumes, sending timely updates, and uploading candidate data in half the time and half the manual effort. It also means that you’ll be sourcing for better-quality candidates faster.

Can your company battle skill gaps, talent shortage, and mass quitting with outdated recruitment tech stacks? Especially when your competitors are embracing modern recruitment and automation. I didn’t think so! Without further ado, let’s look at recruitment automation platforms and how they can improve your overall hiring process.

How to automate your complete recruitment process

It can be tricky to identify which areas of your recruiting cycle need improvement. As they say, too many cooks spoil the broth and too many tools might end up hampering your recruitment.

After a lot of research, we’ve put together a list of common yet important pain points of recruiters that can do well with automation! Here they are:

1. Automate distributing your jobs to multiple job boards

You have a job role that fell vacant. Time is short and you need to fill this role within a small window of time. What do you do? Re-use your previous, possibly outdated job description, manually post it on generic job boards, and wait for applications (which may not be of great quality) to pour in.

Now let’s add a layer of technology to this. You have a job role that fell vacant. You have a recruitment automation platform at your disposal. It can generate targeted job descriptions for you, cross-post your job postings to relevant career sites like LinkedIn, Indeed, Glassdoor, and others, form a strong talent pipeline and improve the talent pool quality. All in half or even lesser the amount of time it would take for you to do it manually!

Additionally, you can also use the insights and analytics provided by your tool to see which sourcing channels got you the highest number of qualified candidates. Spend more time and money specifically targeting those channels in the future. Optimize your hiring and find the best of the best out there.

2. Boost your candidate sourcing abilities

Marketing your job postings right is half the battle won when it comes to candidate sourcing. As seen above, recruiting software can help you reach a bigger, better talent pool by cross-posting your job descriptions to targeted job boards and social media channels.

You can tailor candidate searches based on what job role you’re hiring for with AI-based candidate matching algorithms, years of experience, or geographic location rather than manually constructing your own Boolean search strings.

You will have extra time to leverage social recruiting, especially when hiring for niche roles. Also, GenZ is predominantly a big user of social media. That’s where you should be focusing your recruiting efforts on. Social recruiting also allows you to find passive candidates before they’re actively looking for work.

All of this slashes your cost-per-hire and betters the quality of your hire, which come with other benefits like,

• Reduced employee attrition
• Increased employee performance
• Improved employee engagement

3. Keep track of all candidate applications with an ATS

An applicant tracking system (ATS) is a life-saver for recruiters. And a majority of the recruitment automation platforms in the market can be integrated with popular ATSs like Lever, Naukri RMS, and Zoho Recruit.

An ATS enables you to stay organized and comes in handy when dealing with high-volume internal tasks. Some of the tasks include storing candidate applications and data in a central database, candidate pipeline visibility, tracking a candidate’s journey at each stage, syncing emails and calendars, and collaborating with your team on these tasks.

Some ATSs offer a candidate self-service portal where candidates can upload their resumes, cover letters, and other documents directly.

An ATS alerts your candidates about the next steps in their application process. You can also use existing candidate data from your ATS to see what hiring strategies are working and what needs to be changed.

4. Streamline and enhance the pre-screening process

The quickest way to vet a candidate’s resume and make sure all the skills mentioned pan out is by conducting skill assessments. A good coding assessment tool offers specific tests for the majority of the skill sets out there. Some tools also allow you to create custom tests of your own.

Evaluate candidates and determine their expertise/skill level and culture-fit, objectively. Auto-reject candidates who don’t meet the selection criteria. A major advantage of such tools is the ability to shortlist candidates solely based on their skills, thus eliminating any unconscious bias, whatsoever.

Any recruitment automation platform would integrate with the top pre-employment coding assessment tools in the market. You can schedule assessments and invite candidates to take the test, right from your automation platform instead of switching between different apps.

A tech hiring platform like HackerEarth can help you screen the very best developers with ease. You can sign up for a 14-day free trial and check out all the features of our coding assessment platform to see for yourself!

5. Eliminate the need for manually scheduling interviews

Another time-consuming task that probably rivals screening thousands of resumes manually, is scheduling interviews. For each shortlisted candidate, you have to consider a suitable date and time. More hassle if the candidate lives in a different time zone.

This is one part of recruiting that can benefit greatly from technology. A recruitment automation platform enables you to automate the interview scheduling process. You can set up interviews with candidates at your convenience, offer candidates the option to self-schedule their interviews and make use of auto-generated interview reminders, emails, and updates to be sent to your candidates.

Any guesses on how many hours were saved, here? My guess is a LOT and that’s good enough!

6. Nurture your candidates better to create a memorable experience

By using HR recruitment software, headcount planning and other recruiting platforms, you get to prioritize your work better. More importantly, you free up your time to handle more important tasks, like nurturing candidates, for instance. It is a vital aspect of recruitment and more often than not, we recruiters do not have enough time or the capacity to give it the attention it deserves.

Automated recruiting enables you to reply promptly to any emails, set up customized email sequences to continuously engage your candidates, schedule follow-ups, reminders, and alerts, and provide chatbots to give automated responses to FAQs, and simple queries. It streamlines the overall candidate communication.

This shows your candidates that you care about them. That you want to keep them in the loop through every stage of the hiring process. It creates a lasting first impression right at the beginning and enhances your employer brand.

5 Benefits of using recruitment automation platforms

The biggest benefit of using a hiring automation platform is employee retention. Gone are the days when your recruiting teams were willing to work insane hours to close those open roles with little to zero help from ancient recruiting tools. According to research, 50% of recruiters’ would shift companies if the other one had better recruiting software.

Before you can focus all your energies on attracting the best talent out there, the first step would be hanging on to your talented recruiters and getting them to stay! Additionally, online recruiting platforms come with a few more key advantages:

1. Reduces time-to-hire and improves the quality of hires

A major strain on a recruiter’s time and effort is going through mountains of applications. And a major advantage of using a recruitment automation platform (a.k.a. HR recruitment software) is that it can take care of screening applicants for you. It also comes with a resume parser to check if minimum qualifications are met.

Voila! Slashed your time-to-hire by a huge margin already. This is just the tip of the iceberg of what such tools bring to the table.

You get to screen a lot more applicants now since it is automated. You also get to identify better-qualified candidates due to detailed, efficient screening. Recruitment automation makes sure the good ones don’t slip through the cracks. As we see next, it can also help diversify your talent pools by tailoring your candidate searches to every role, pulling up profiles of passive candidates, and in general, improving the quality of your sourcing efforts!

2. Expand and diversify your talent pipeline

A recruitment automation platform helps you cast a wider net when sourcing fresh talent. You can post your job postings on a varied range of job boards and social media channels with just one click. Without hurriedly copying and pasting generic job descriptions, you now have a good amount of time to create targeted job postings. Consequently, it will improve the quality of your applicants.

This expanded search leads you to source prospective candidates beyond your organization’s network or existing talent pool. You can also spend time searching for, connecting, and building relationships with passive candidates who might be a good fit for your company.

3. Hire for niche technical roles

Automated recruiting enables you to parse resumes against a chosen set of keywords and screen those that are a good match. Moreover, this feature comes in handy especially when you need to hire for specialized roles. You can select keywords that match a particular job description or skill set. The tool will shortlist your candidates from there.

4. Create a memorable candidate experience

A recent report shows that GenZ prefers working with advanced recruitment technology, and 54% say they would drop out of the application process of companies with obsolete methods and complicated processes. The future of the workforce is GenZ. By not using a recruitment automation platform, you are alienating a majority of the available talent pool.

The best recruiting platforms offer several practical features. Popular ones include easy-to-use online application portals, timely updates every step of the way, chatbots to answer any queries, and automated email drips to build better relationships with your candidates. Making sure all your potential candidates have a great experience right from the start will help you seal the deal quickly and seamlessly.

5. Streamlines the complete hiring process

Any good hiring automation platform provides data for the entire recruiting lifecycle. Armed with this data, you can identify which parts of your hiring process are broken, what’s working, which hiring practices are giving the best ROI, and so on. Such tools help you make data-driven decisions and optimize your hiring process to be more efficient.

Automated recruiting for the win!

With automated recruiting, fewer items slip through the cracks. The efficiency, productivity, and morale of your recruiting team go up. Tech recruiting platforms ensure recruiters can focus their attention on matching candidates with the right job opportunities instead of on administrative tasks.

Well, what are you waiting for? This is your sign to start using a good recruitment automation platform!

Hiring Freeze! There is nothing more frustrating to a recruiter than this phrase. It doesn’t matter if you are a human resources representative for a company or a recruitment agency. A tech hiring freeze is usually the result of efforts to cut down costs and sometimes the impact of recession or scale down of the organization. When recruiting and hiring stops, a company can save money and remain operational. Now, how can you, as a recruiter, use this time positively? The following tips will help you make the most out of your company’s hiring freeze, retain and understand employees, improve your hiring process and come up with great ideas for future hires. Before that, Let’s first understand a tech hiring freeze and the reasons for its occurrence.

What is a hiring freeze?

When a company decides to halt hiring for new positions, it is called a hiring freeze. Though the company may continue to hire candidates for essential jobs, it stops all efforts to fill non-essential jobs and prohibits creating new positions. Tech hiring freezes typically begin with a halt to these actions: sourcing\screening, interviewing, and hiring.

Main reasons behind a hiring freeze

Every business aims to maintain long-term financial viability. Fears of a recession, a pandemic, and supply chain disruptions force companies to halt hiring during difficult market conditions. When these circumstances arise, management may freeze hiring. Here are some examples of situations where a company might consider a hiring freeze:

1. Uncertain market conditions:

Market volatility and fluctuation can significantly affect revenue generation and profitability.

2. Global crisis:

The COVID-19 pandemic has impacted every business in some way to a certain extent. These crises have negatively impacted businesses worldwide. Moreover, layoffs and tech hiring freezes were the only way for companies to sustain themselves then.

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

3. Emerging liquidity concerns:

Companies may postpone recruitment processes if liquid assets decline. Thus, they may opt to deploy funds from the pay budget to finance current assets to increase liquidity.

4. Budget deficit:

When a company anticipates that hiring new employees will lead to a budget deficit, it will postpone hiring new employees until its financial position improves.

Effects of a tech hiring freeze on current employees

A hiring freeze can also be stressful for current employees owing to increased resource utilization to meet the deadlines and workload allocation within the available workforce. In addition, the workloads of departing employees are distributed among the remaining staff. In turn, this can negatively affect staff productivity, causing more employees to leave the company. So, during the hiring freeze, if recruiters are not hiring, then what do they do? Here are some best practices a recruiter (or a company) can use to motivate and retain current employees and smooth future hiring processes.

Things recruiters can do during a hiring freeze

Improve your hiring process for the future

During the hiring freeze, you have plenty of time to look into hiring gaps and plan for better future recruitment. For instance, you can check your existing hiring metrics and data to know what area to focus on to improve the hiring process. You can also review previous recruiting reports and methods provided by your ATS. You can then conclude,

• how much does hiring for a particular role cost
• what are the best sources/channels to find the right candidate
• what is the job acceptance rate for your company
• why candidates might drop off during an assessment phase
• what does the candidate interview experience look like

This exercise will give you a grasp of what needs to be fixed in your hiring process.

Also, read: Streamline Your Recruitment Process With These 7 Tips

Furthermore, you can discuss key points with managers and team leaders to better understand their current objectives and future goals. This way, you can obtain a preview of the competencies and potential positions your company may require in the future. Also, you can create more crisp and clear job descriptions. In a nutshell, the more time you spend closing process gaps, the easier it will be to recruit again.

Build your employer’s brand

A strong employer brand always stands out and attracts talent. Amidst a tech hiring freeze, you can focus on building an impactful employer brand. Showcase your company’s work culture, ethics, and perks because it affects the candidate’s decision to join your company. Consider using video content, as this format makes it much easier for you to showcase your company’s culture and values. Furthermore, building an employer brand is not just for hiring new candidates; it is also suitable for existing employees. Employees who feel valued and appreciated will stay with the company for a long time. To improve your employer brand both from an employee’s and a candidate’s perspective, follow these tips:

For employees:

Employees are your biggest asset, and retaining the best candidates is essential. It is more likely to happen when your employees are happy working for you and feel valued and recognized for their efforts. You might have already provided your employees with all the perks. But always look to see if there is anything else you can do to increase their productivity at the workplace or improve their mental and physical health. Moreover, you can keep them engaged in fun activities or sports, take their feedback, or conduct some counseling sessions for employees for better work-life balance or mental health awareness. Also, employees love it when a company recognizes their hard work and loyalty and rewards them with appraisals, incentives, and bonuses. You can also send them personalized emails and gift cards to keep them motivated.

Also, read: 7 Employee Engagement Strategies For WFH Tech Teams

For candidates:

Before applying or accepting the offer, applicants tend to go through social media, Glassdoor, or Google reviews to learn more about the company’s culture. It means you can leverage the power of social media to showcase your company’s culture and the working lives of your current employees, for example,

• Appreciate your current employees on LinkedIn, tag them, and rework your career pages.
• Work on Glassdoor and google reviews of your company. You can’t stop negative reviews on these platforms, but you can humbly reply.
• Show behind the scenes of your office, celebrating birthdays, festivals, etc.
• Take feedback from your current employees, ask about their experience in your company, make a video, and share it on social media.
• Always check the tonality of your social media posts. It should be gender-neutral and easy to understand.

Companies that embrace and practice diversity, equity, and inclusion (DE&I) are more likely to outperform their competitors in terms of profitability and value creation. You can also make a plan for reverting or giving feedback to each applicant applying for a job opening at your company. Note: Do not ghost any applicant when you reject any candidate. It can create a bad image for your organization.

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

Build Candidate Relationships

A tech hiring freeze is the best time to expand your candidate pools with skilled candidates. Use this downtime to nurture relationships with passive candidates via social recruiting. Take advantage of recruiting tools. These tools help you connect with freshers and professionals and build relationships that will come in handy for future hiring. Keep your talent pipelines warm by sending them regular company updates, content that showcases your company culture, relevant articles, and webinars that may interest your prospective candidates. When the time comes to hire again, you wouldn’t have to start from scratch! You have your trusty candidate pool to fall back on.

Brush up on your recruiting skills

Although HR teams are constantly busy, a hiring freeze gives the recruitment team time to update their skills. The organization’s human resources department can enhance the whole company’s performance. As a result, in the HR position, you must always keep abreast of new industry regulations, technological advancements, and other human resource management techniques. Moreover, many HR training programs are available over the internet, like HackerEarth’s Learning and Development for HR, so you can better utilize your time to understand the HR ecosystem.

Also, read: Spend A Day With A Tech Recruiter

We’ve gone one step further and reached out to our Senior TA, Shalini Chandra to spill the beans on how to navigate this hiring freeze and become a better recruiter. Watch the video to get tips straight from the horse’s mouth!

FAQs related to hiring freeze

How to keep candidates engaged during a hiring freeze?

• Stay in touch with candidates; provide timely responses to any emails
• Share company updates and other relevant information like PR releases, blogs, and podcasts to keep candidates interested
• Work on establishing an employer brand

How long does a hiring freeze usually last?

Depending on the reason, a hiring freeze usually lasts for 3-6 months but can last up to weeks, months, or years.

What are the advantages of a tech hiring freeze?

• A hiring freeze reduces hiring costs; reducing these expenses can result in the return of financial stability.
• Hiring freezes allow management to condense staff and reorganize workgroups to produce necessary products and services for consumers more efficiently.
• It also strengthens teamwork and allows the company to review its growth plans and operational procedures.

Conclusion

A tech hiring freeze gives the organization and recruitment team time to focus on other essential things and prepare for future hiring. Use the methods mentioned above during the hiring freeze to rework the overall hiring process, increase the productivity of current employees, and retain employees. This time can be fruitful for organizations if used correctly.

When working at the office, tasks can be accomplished easily using the internet. The physical presence of every teammate also helps a lot. When working remotely, all this cannot be possible.

With the emergence of remote working after the impact of COVID-19, you and your team members would undoubtedly be asked to carry out business tasks no matter where you are working from. Many organizations have discovered automation tools that can help continue business tasks from any remote location. By procuring and implementing these tools, you can redefine your remote working and help employees improve efficiency.

If you are seeking a system that is a perfect match for your business requirements, then you have come to the right place. In this article, we look at popular digital transformation must-have tools as well as understand how they can be beneficial.

Benefits of automation tools

Here’s how digital transformation or automation tools will be valuable to your business progress. With businesses rapidly adopting digital transformation business automation software has become a key driver of efficiency and productivity. By automating repetitive tasks, streamlining workflows, and improving data-driven decision-making, these tools help organization stay competitive and agile.

• Employees can improve customer satisfaction by providing them with personalized support or whatsapp chatbots.
• Digital tools help businesses make smarter and more strategic decisions by providing data-driven insights.
• Businesses will be able to get better ROI.
• Growing companies can get a quality user experience, thus improving user adoption at an early stage.
• The human errors that were bound to come in between the operational processes can be controlled.
• As the time spent on operational activities can be reduced, employees can focus on more critical tasks and improve their efficiency.
• Digital platforms help organizations build better collaboration and communication channels between employees.
• It can be scalable, flexible, and comprehensive, which boosts overall business growth.

Also, read: 21 Tech Recruiting Tools To Scale Your Hiring

Top 8 automation tools for remote work management

Let us now take a look at the top 6 tools that can help you navigate through remote working easily and quickly.

HackerEarth – Best for recruitment

HackerEarth is one of the prominent tech tools that focus on improvising your recruitment strategy for hiring the best technical teams. Its plug-n-play approach goes the extra mile to enable you to build future-ready teams. Additionally, it is a customer-centric tool that addresses your requirements and provides round-the-clock support whenever needed.

Key features of HackerEarth

• Seamless integration with the best ATS to keep your workflows intact
• Organize and manage hackathons to find the top talent
• Intuitive assessment platform to create coding tests, manage leaderboards and shortlist them
• Evaluate coders using 13,000+ questions
• Configure, invite and conduct coding interviews
• Coding editor and diagram board to assess skills directly from the software
• Run skill assessments and integrate a learning management system to cover skill gaps

Also, read: Hire The Best Coders For Your Team With HackerEarth’s Coding Assessment

factoTime – Best for time tracking

factoTime is an all-in-one time tracking automation tool that transforms the way you capture your employees’ attendance and total working hours. The system comes with features like a punch with a selfie and QR code attendance tracking, with which employees can clock in and clock out from any remote location or at the office. Moreover, its powerful reporting capabilities provide you with data-driven insights so you can make high-value decisions.

Key features of factoTime

• Automate salary calculations based on different pay rates and the total work hours of employees
• Create flexible and fixed schedules for the day and night shifts
• Complete insights into data directly from the admin dashboard
• Check each employee’s accurate day and leave status
• Track employee’s location when they mark attendance using the GPS employee tracking feature
• Record travel advances and expenses
• Create a company calendar along with all the holidays

Wrike – Best for project management

Wrike is one of the most-effective web-based project management solutions that makes your tasks and project planning easier. With its customizable interface, you can empower your teams to do more and achieve more. It gives you end-to-end visibility of all your tasks so you can discover potential bottlenecks and become future-ready. The software helps you move ahead of your overflooded inbox with its user-friendly UI to access all data in a single place.

Key features of Wrike

• Collaborate with teammates and manage project deadlines
• Gantt charts, kanban boards, and templates to plan and organize tasks
• Develop workflow paths and approvals
• Real-time analytics to understand progress and performance
• A one-stop online to-do list to manage all employees’ tasks
• Manage billing and invoicing for all the projects effectively

Slack – Best for communication and collaboration

Slack is an innovative tool that enables organizations to bring their team together, no matter where they are working from, by establishing a better communication channel. It also ensures that all your messages and essential documents are present in one single location, so you don’t get lost in your inbox. Slack works best for small, medium, and large organizations.

Key features of Slack

• Connect with people outside of your organization
• Automate workflows for any task as per your need
• Seamless integration with Google Drive, Salesforce, Zendesk, Asana, etc.
• Develop public and private channels for your teams and ensure data security
• Share documents directly through the channels
• Huddles to connect to your team members through a live video or audio chat

Anydesk – Best for remote desktop access

Anydesk is one of the prominent remote access tools that help you access any device anywhere. While connecting, the system provides unparalleled speed and security so you can perform your business-related tasks without any hurdles. It is an easy-to-use and adaptable software that boosts your business growth. To access the client’s PC, you just need to enter a 9-digit code.

Key features of Anydesk

• Full flexibility and customization that suits your needs.
• Leverage interactive access where you can control the keyboard and mouse of the client’s PC
• Control and manage all the essential business data
• Password-protected access
• Chat with your client and invite a user effortlessly
• Best for remote working business culture
• Available on desktops and mobile phones

Uniqode – Best for QR Code Automation & Digital Engagement

Uniqode: Best QR tool for automating offline-to-online workflows across distributed teams. Whether you're managing hybrid events, capturing leads, or enabling self-serve experiences through printed materials, Uniqode simplifies it all. It allows you to create dynamic QR codes that are editable even after printing, track scan activity, and integrate with tools like Salesforce, HubSpot, and Zapier.

Ideal for remote teams and marketing departments, Uniqode eliminates repetitive tasks and ensures a seamless transition from physical touchpoints to digital actions.

Key features of Uniqode

• Create and edit dynamic QR codes in real-time
  
• Bulk-generate codes via Google Sheets or API
  
• Automate workflows using integrations like Zapier, Salesforce, and HubSpot
  
• View engagement data with built-in analytics dashboards
  
• Use smart rules to customize user journeys based on location, time, or device
  
• Enterprise-grade security with SOC 2 and GDPR compliance
  
• Collaborate with teammates using folders and role-based access controls

Help Scout – Best for customer support

Help Scout is one of the comprehensive and flexible solutions to improve and automate customer support. This helps organizations to create a personalized experience like never before with the help of features like live chat, messaging, knowledge, and shared inboxes. Agents can work on a single platform and increase their efficiency by 52%.

Key features of Help Scout

• Collaborate effectively with your teammates, send emails, private notes, and tagging
• Create workflows, organize emails, and prioritize tasks
• Insightful analytics and ready-to-generate reports about emails, chats, etc.
• Integrate with your favorite apps
• Sort and find any past conversation
• Get insights on customer satisfaction using feedback

ProofHub – Best for project management

ProofHub serves you as a centralized dashboard for planning, scheduling, delegating tasks, and monitoring the progress of your tasks. Further, the built-in chat and collaboration features such as Discussion, Notes sharing, and comments with @mention ensure that your team members are all on the same page. Further, you can automate repetitive tasks to save time and effort.

Key features of ProofHub

• Communicate and collaborate in real time
• Built-in time tracker for performance tracking
• Custom field reporting to understand the productivity of your team
• Centralized repository for storing and sharing project files
• Multiple task list views – board view, table view, calendar, and Gantt chart
• Define access and custom roles to restrict permission and access to confidential files and project details
• Online proofing tool to streamline review process

Benefits of hiring automation for different departments

• Human Resources: Streamlines recruitment, onboarding, payroll processing, and performance management, enhancing employee engagement and talent management.
• Sales and Marketing: Automates lead generation, customer segmentation, and campaign management, leading to increased sales efficiency and personalized marketing strategies.
• Finance: Simplifies budgeting, invoicing, and financial reporting, reducing errors and improving financial decision-making.
• Customer Service: Uses chatbots and AI for quick responses to customer inquiries, improving customer satisfaction and service efficiency.
• Operations: Optimizes supply chain management, inventory control, and logistics, leading to smoother operational workflows and cost savings.
• IT and Technical Support: Automates routine IT tasks, cybersecurity monitoring, and support ticketing systems, enhancing system reliability and response times.

Takeaways

Different automated tools can bring valuable changes to your business outcomes. But for that, you need to understand your requirements and find a suitable solution based on that. As evaluating all the available tools can be a tedious and time-consuming process, these tools mentioned above are some of the most beneficial ones after implementation.

FAQs

Q1: What are automation tools?

A: Automation tools are software solutions designed to streamline and optimize various tasks in an organization by reducing the need for manual intervention.

Q2: How do automation tools benefit businesses?

A: They improve efficiency, accuracy, and productivity while reducing costs and human errors.

Q3: Can automation tools be integrated with existing systems?

A: Yes, many automation tools are designed to integrate seamlessly with existing business systems and software.

Q4: Are automation tools suitable for all sizes of businesses?

A: Yes, they are scalable and can be tailored to fit the needs of businesses of all sizes.

Q5: How do automation tools impact employee roles?

A: They often shift focus from repetitive tasks to more strategic activities, enhancing job satisfaction and career development.