DEI Hiring

This Is Recruiting: Increasing Your Diversity Hiring ROI

The ‘kickoff meeting’ is an important part of technical hiring. It is also usually the first time that a recruiter and a tech hiring manager get together to discuss an open requirement.

Now, let’s think about what has gone behind the scenes of this meeting. The technical hiring manager has had weeks; probably even months, of asking for approvals for this role to be opened up. They have waited for paperwork to be done, for budgets to be finalized, and are now at the table hoping the recruiter in front of them will help them fill this role URGENTLY.

The recruiter in question has come in prepared to turn this role into a diversity hiring opportunity, and has perhaps a whole presentation about strategy and tactics.

It’s a 30 minute conversation; perhaps even lesser. There is no way that a recruiter can walk into that meeting and convince a hiring manager who has an urgent requirement to throw everything they know about finding the right candidate outside the window, and use a fresh approach.

This is not a random prophecy. John Vlastelica, founder of Recruiting Toolbox, well knows this to be a fact. He has been in enough kickoff meetings to know that urgency triumphs over other values. Every single time.

So what does the modern recruiter do?

Tech has always had a diversity problem. The industry acknowledges it and we know recruiters are getting more aware of how they can help reduce the gap. The smart recruiter, however, does not wait till the kickoff meeting to effect a change. The smart recruiter creates a strategy where diversity is baked into the company’s hiring practices from the get go.As always, this is easier said than done. Here are some of the tactics John has found to be useful when creating an effective diversity hiring process and improving diversity hiring ROI:

#1. Farm your talent pool, as opposed to hunting

Diversity hiring is not just about going to, say, a historically Black university and organizing a hiring drive to get more African American employees on board. That is what recruiters do when they ‘hunt’ for talent. Investing in these diverse student groups, and keeping them engaged even when you are not actively sourcing is what John calls ‘farming’.Salesforce’s Pathfinder Program is one of the examples of how companies can invest in and cultivate relationships with future talent. Such initiatives provide commitment as well as opportunity for companies to engage with marginalized communities, and build a robust pipeline of diverse IT talent.For this to happen successfully, recruiters need to be prepared. Opportunity is relative to several parameters like location, race, age, and gender. Use tools like LinkedIn talent and SeekOut to understand what the supply of talent looks like when viewed through the lens of diversity, and then create talent ‘farming’ initiatives that will help you create more opportunities where they matter. A data-driven pre-sourcing strategy like this would also make it easier for you to justify remote hiring or a relocation - both of which can enable you to hire a more diverse workforce.

#2. Bust the myth of the ‘perfect candidate’

Have you ever read a job description for a tech role? Most of the time, it is full of jargon and a near-impossible list of must-haves. This ‘wishlist’ of skill sets creates a very narrow target profile, and makes our job as recruiters even harder.Every time a recruiter says yes to such a hiring requirement, they give away the power to hire well to someone else. Instead, ask for a conversation with your hiring manager. List down the actual - and realistic - list of ‘must haves’. These are non negotiable. Then, make a list of ‘adjacent skills’ which can either be fulfilled by someone else in the team, or can be foregone when hiring.If hiring was like ordering a good burger, then your must haves would be the bun, the meat, the onion and lettuce, cheese, and the sauce that goes on the meat. You wouldn’t say no to a good burger just because it didn’t come with five additional dips, would you? Tech hiring simplified

Busting the myth of the ‘perfect hire’ also keeps the hiring centered on skills, and not a bunch of keywords. Some skills are trainable, and a good candidate would be able to learn them on the job easily. More and more hiring managers are realizing this, and trying to hire generalists who have a hunger to learn and upskill, instead of chasing pedigree. As recruiters, it is our job to ensure our managers know the value of a candidate who is adaptable and quick to learn.So, instead of trying to hire the mythical ‘ideal hire’, widen the aperture to create multiple success profiles for each role and share them with your hiring manager. Then go back to the talent ‘farm’ you created in Step 1, and find people who fit these multiple success profiles.

#3. Train. Talk. Tweak.

Biases can creep into any hiring environment. With so many of our meetings happening over video now, in non-professional settings, it has become even easier to judge someone for the art on their wall, or their choice of pet. These biases can cause all your best-laid plans to go awry. Hence, the need for frequent communication and training.

Hiring managers need to be aware of their own subconscious biases in different scenarios. They need to be provided with the right training and tools to beat these biases. Hiring managers also need to understand and learn to create inclusive interview settings and prioritize candidate experience. John suggests a quarterly health check between recruiters and managers to stay on top of these issues.

It’s also important for managers to understand that some of this talking and training and tweaking will affect the speed of hiring. Speed is the love language of hiring managers, and John says he has never met a hiring manager who didn’t want a role to be filled yesterday. However, with diversity as the main focus, speed is not always possible. At least, in the initial stages when you are still perfecting your strategies.Sometimes, putting the brakes on isn’t that bad, right?

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#4. Set realistic goals to improve your diversity hiring ROI

Diversity hiring isn’t a one off. It is a continuous process, and John suggests that you have very realistic benchmarks for your team. Look at Google for instance. One of the biggest IT giants in the world with all the resources at its disposal has not been able to crack diversity hiring at scale. It’s difficult, that is why!You’re not Google. So, don’t begin by setting yourself up for failure. Expectation and goal setting is very important here, as is measuring progress. Don’t forget to include your people leaders and tech managers when setting goals, but also do not accept unachievable success standards.

Source: Google Diversity Report 2020

The bottom-line for better diversity hiring: Look for real improvements

A few years ago, Deloitte started the practice of matching new hires with a ‘career coach’ to understand the issues minority technologists face in the organization in their first two years. Now, this is real improvement.Metrics, charts, numbers are a good measure of progress, but they don’t paint the whole picture accurately. While you keep track of these, don’t take your eye off the bigger goal. Train your managers to recognize practices that are meant to screen out potential hires. Create inclusive interviewing and engagement processes. Effect change at the grassroots so that diversity is included in all your pre-sourcing activities, instead of waiting for that job requirement to land at your table.Real change may come slowly, but the diversity hiring ROI of these efforts is more long-term. And that’s the only ‘ideal’ that all of us should be chasing! ****

Learn more about bettering your diversity hiring ROI with John below:

DEI Hiring

This Is Recruiting: How To Limit Bias In Tech Recruiting?

Domina McQuade, Microsoft Azure’s Senior Recruiting Manager had some interesting things to share when it comes to recruiting, and all of its highs and lows. Confronting and limiting bias in tech recruiting comes with education and experience. In her early days of recruiting, Domina McQuade, Microsoft Azure’s Senior Recruiting Manager, recalls one such experience where an interview panel hiring for a female Sales Manager role had no women interviewers on the panel. She, too, was oblivious to the misstep until the candidate came up to her, and asked whether there were going to be any women on her team.

It is instances like these that underline just how deeply our unconscious biases are ingrained within us. They also make us better at our jobs, if we take them as learning milestones. Domina has never made such an error again and always double checks to make sure the interview loop looks familiar to the candidate. She focuses on diversity, on whether the candidate will make a good fit with the loop, and irons out all flaws that she can perceive.

After all, says Domina, it is recruiters who are the gatekeepers of great talent. If we do not take our role seriously, and have brave conversations with hiring managers to call out bias, then there is no use of going through the motions of diversity hiring.

She lays a lot of emphasis on explaining the ‘why’ of things; especially when things are not headed in the right direction. In the case of diversity hiring, things are almost always not favourable to diversity hires, which is where Domina says recruiters need to step up and shoulder the responsibility of calling it out.

Here are some of the top questions we asked Domina on this episode of This Is Recruiting. There's a lot to learn from her experiences, amigos!

#1 Are you guilty of ‘confirmation bias?’

Although COVID has thrown up a lot of underlying issues in the tech space, one of the biggest and most prevalent issues is that of bias in the hiring processes. According to Domina, while most recruiters have dealt with confirmation bias, its exact meaning keeps getting lost in translation.

Confirmation bias occurs when you marry your beliefs to the first impression of a candidate and ignore everything else. You do not probe too deep into any other details or if they don’t support your beliefs, you dismiss them.

As with any issue, the first step is to address the elephant in the room - ‘bias’. Acknowledge that you are biased and be aware of it. Domina says that as a recruiter, she puts in extra effort into avoiding making biased decisions by educating herself, and taking conscious steps to notice any red flags in her process.

Recommended read: Recruiters Vs Bias - Who’s Winning This War?

#2 How do you go about hiring Gen Z coders?

Domina says: “What I’ve noticed when working with Gen Z developers is that they value authenticity. The company’s values and morals need to resonate with the Gen Z coders of today. They are very particular about who they’re working with. Is the organization fostering environmental friendly initiatives, or contributing to charity and so on.

We, at Microsoft, are trying to go carbon negative as a company while the world is still trying to become carbon neutral. It’s little things like these that add to a Gen Z developer’s hiring experience and make it worthwhile for them.”

Here is the full episode:

#3 What are your views on inclusivity?

“Only when your organization believes in an inclusive work culture, at all levels of the hierarchy, will it work out. Unless you practice what you preach, you can’t expect change.”

From my VP, I’ve learnt to lead with vulnerability and authenticity, says Domina. “He always encourages the team to be open about their flaws by sharing his own mistakes and learnings. When your manager sets the tone for the way forward, the team will replicate the same behavior”, she says.

She also adds that “Diversity doesn’t begin and end with one person. It’s a collective approach and my manager makes it a point to get to know each person on the team, create a safe space for them to speak out and let them be their complete selves at the workplace.

When you know that your manager and the entire team is backing you, that’s when you get to have courageous and uncomfortable conversations with the hiring managers and push back on sensitive topics like D&I.

Bringing about change is difficult, especially when a team needs to give up control and do something in a different way. That’s when being persistent and making it relevant to them pays off. Being a recruiter is not a piece of cake. They are the ones that bring the people to the organization and we all know, people are the building blocks of any company. This is why you need to push and push hard, until you can convince the rest that this is the way to go.”

DEI Hiring

6 Rules of a Diverse Workplace

“Diversity is being invited to the party; inclusion is being asked to dance.” – Verna Myers

In 2021, hiring employees for the symbolic “ticking of a diverse box” will not suffice anymore.

You will be judged harshly, and by millennials no less. A Deloitte study shows that 76% of millennials are empowered when they believe their organization fosters an inclusive culture.

Covid-19 has revealed the dark underbelly of the tech industry, sparking uncomfortable conversations around tech hiring. The light being shined upon prevalent biases in the tech industry and the lack of diversity in the workplace is more focused than ever before.

An organization looking to foster a diverse and inclusive workplace with intent knows that diversity hiring is only one-half of the equation. The other, more important half lies in ensuring these employees feel included, and equally contribute to the value of that organization. Companies are slowly realizing that an inclusive workplace has numerous tangible benefits.

With that out of the way, it’s easier said than done. Having rules and policies in place, and encouraging learning sessions that cater to the diverse community can only do so much. D&I tends to remain a distant illusion until the people in your organization can bring it to life.

What does being diverse and inclusive mean?

The first thing that pops into your mind when you hear the word diversity is either gender-based discrimination or racism. But that’s not it. To be truly diverse at your workplace, you need to hire people from all walks of life irrespective of who they are or where they’re from. They bring varied talent, skills, and perspectives to the table that will supremely benefit your organization. To put it simply, diversity cannot be forced. You have to make changes from within the company, attune your company culture and align your hiring similarly. The minute you start hiring employees, for their skills and performance and in a non-discriminatory manner, diversity follows.

Inclusion, on the other hand, is trickier. Thinking that inclusion is just smiles and friendliness all around is a rookie mistake. The key to an inclusive environment is a meaningful and well-thought-out culture. Small gestures like observing diverse traditions, and holidays from other cultures, being sensitive to your colleagues’ cultural or religious practices and gender preferences go a long way in making an employee feel like they belong.

Benefits of diversity in the workplace

Diverse teams bring a wide range of perspectives, leading to more creative and innovative solutions.
Employees from diverse backgrounds bring different skills and experiences, enriching the company’s talent pool.
An inclusive workplace fosters a sense of belonging, leading to higher employee satisfaction and retention rates.
Diversity in teams can lead to more thorough and well-considered decisions, as different viewpoints are taken into account.
A diverse workforce can better understand and connect with varied customer bases, leading to improved market reach and customer service.
Companies known for their diversity and inclusion efforts often have a positive public image, attracting talent and customers alike.
Many studies link workplace diversity to better financial performance, including higher revenue and profitability.

When diversity hiring goes wrong

If we want a future where technology is inclusive and built with everyone in mind, we need a workforce that is inclusive, diverse, and representative of the market that a tech company hopes to reach. With almost every company hopping on the train to diversity, it’s bound to be derailed. The bigger picture will be lost in translation and diversity hiring becomes another trend that you are already tired of.

Ask yourselves. What is it that you’re doing wrong?

Going through the motions of diversity hiring on autopilot and changing a few policies at the surface level.
Forgetting that diversity and inclusion are part of the same package. If you do not foster an inclusive culture in the workplace, there is no point in hiring people from diverse backgrounds.
Paying lesser remuneration for a woman or a person of color or a person from any minority group.
Trying to foster D&I initiatives just because everyone else is doing it.

How can you manage diversity in the workplace?

For years, there have been talks about improving the D&I representation in the corporate world. There will be some noise made around this topic, some companies undertake diversity hiring to fill their quotas, and then it all dies down. “Mischief managed” if you know what I mean.

But COVID-19 made it difficult to steer the discussion away from diversity and inclusion in the workplace. Our recent developer recruitment survey showed that most of the respondents prioritized diversity in tech hiring, despite COVID constraints. And that’s saying a lot.

Recommended read: State of Developer Recruitment 2020

At HackerEarth, it’s back to the basics for us. We put great emphasis on communicating with each other and being open-minded. We approach with respect and shun anyone who doesn’t. We believe that everyone smiles in the same language.

Steps to build a diverse workplace

We have carefully curated an inclusive work culture following some rules of thumb. Read on.

Challenge stereotypes right from the beginning – Instead of chasing quotas and hiring people for the sake of it, hire them for their skills. Take away the personal factor from the process, and you’re one step closer to diversity. First impressions of candidates are often clouded by unconscious biases. Objective assessments and interview tools, like HackerEarth’s FaceCode, can help keep the process blind for the initial stages (by hiding all personal information) and give a fair chance for everyone to succeed. A healthy mix of tools and human expertise does wonders for your workplace.
Always encourage your employees to talk it out – The most important tenet while handling a diverse workforce is letting them be themselves. If that is being hindered in any way, employees should feel comfortable and safe in voicing their concerns to their managers – especially about their treatment in the company due to their gender, ethnicity, sexuality, age, or other factors. Managers should consciously try to use inclusive language, and facilitate multiple channels of communication where people can give feedback. Make it a point to address the feedback and take action.
Recognize bias at the workplace – An employee from a different culture, ethnicity, age group, or gender, does not always have equal opportunities for participation. If they have something to say, it will be heard only if you are willing to listen. Companies need to provide unconscious bias training for employees, and leadership programs for managers alike to keep their biases in check.
Have an air-tight D&I policy – As a company, make your stand very clear on this. Have a zero-tolerance policy in place, where insensitive jokes and comments are not taken lightly. Ensure you have a grievance policy to action when non-inclusive behavior is reported.
Observe holidays from all cultures – This might seem like a small thing to do but it’s an important one, nonetheless. As an empathetic manager, you can ask your employees to take a day off on their holiday, if they need to. Understand your employees’ needs and be respectful when scheduling meetings on such days.
Reward employees on controllable criteria – Hold all your employees accountable for their work, against a standard scoring system. Performance evaluation of employees should focus solely on their performance and nothing else. Leverage quantifiable analytics and reward your employees accordingly. Do not let irrelevant factors like race, ethnicity, pedigree, and similar diversity factors influence your decisions.

When you are in a position to influence hiring decisions and bring about change, then you should go ahead and do it. Make room at that table. Embrace diversity.

An equitable, honest, and pleasant workplace is the dream. Seize the moment to make this “too good to be true” dream actually come true.

FAQs

Q1: What are diversity programs in the workplace?

A: Diversity programs in the workplace are initiatives and policies aimed at promoting diversity in terms of race, gender, ethnicity, age, sexual orientation, and other factors. They focus on creating an inclusive environment where diverse perspectives are valued.

Q2: Why are diversity programs important for a company?

A: Diversity programs are crucial because they foster a more inclusive and creative work environment. This leads to increased innovation, better problem-solving, improved employee engagement, and a wider talent pool.

Q3: How can a company implement an effective diversity program?

A: Effective diversity programs can be implemented by setting clear goals, providing diversity training, ensuring fair hiring practices, promoting an inclusive culture, and regularly evaluating the program’s effectiveness.

Q4: Can diversity programs improve a company’s performance?

A: Yes, numerous studies suggest that diverse workplaces perform better financially, are more innovative, and have higher employee satisfaction rates.

Q5: What challenges might companies face in implementing diversity programs?

A: Challenges include resistance to change, unconscious bias, a lack of understanding about diversity benefits, and difficulties in measuring program effectiveness.

SUBSCRIBE to the HackerEarth blog and enrich your monthly reading with our free e-newsletter – Fresh, insightful, and awesome articles straight into your inbox from around the tech recruiting world!

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Recruiters Versus Bias: Who’s Winning This War?

Gender. Race. Caste. You name it and people will find a way to be biased about it. Bias is part of the human psyche. It comes inbuilt, ingrained and imprinted within the human brain. Instead of furiously denying that you are biased, start recognizing the fact that you are, indeed biased, whether consciously or unconsciously.

Why am I ranting about bias, one may wonder. To tackle the concept of bias in recruitment in the tech space, I need to first get it out of my system. Get out the fact that I cannot abide by people who put a negative spin on everything. Get it out that I am biased about coffee. Get it out that I am biased, period.

Now I can take a deep breath and aim to answer the age-old question of ‘Recruiter vs bias: Who’s winning this war?’

Saying it out loud that bias exists is the first step. Not all biases are bad. We need to identify the biases that are unrelated to the task at hand, and give them a good kick in the shin. With that out of the way, we can get on with our job.

Staying neutral is either a myth or a robot. To some extent.

What is bias in recruitment?

Recruiters and hiring managers come across several candidates in a day during the recruitment process. It’s not hard to imagine the various ways in which their choices can be influenced when hiring an employee.

Be it the gender of the person, a fancy pedigree on a resume, or a varied ethnic culture, you are constantly making decisions based on first impressions.

In simpler terms, bias affects your ability to make decisions, either positively or negatively. When you start looking at criteria that are unrelated to the performance of an employee, you might make the wrong choice.

Why is all the talk about unconscious bias?

The year 2020 saw a wave of incidents that arose out of bias, be it George Floyd, the BLM movement to counteract it, the election results or the subsequent protests in the US. While systemic bias has been ingrained in the society for decades now, these incidents served as a catalyst for every sector to sit up and take note of their own unconscious biases.

Unconscious bias is more harmful than biases related to gender, ethnicity and race because most people don’t realize that they are unintentionally harboring prejudices.

We would like to believe that we are ethical and unbiased and good decision makers but sadly, that is not the case. There are stereotypes and biases simmering away under the surface and the sooner we bring it to light the better.

The representation of minorities in the tech industry has always been low. Facebook has an African-American workforce of 3.8%. Google stated that 5.9% of its employees are Latinos and 3.7% are African-Americans. These numbers are the same or dip even lower across all the big tech companies.

It's the easiest thing for a recruiter to relate more warmly to a candidate from his alma mater than one who is not. Psychologically, this is known as affinity bias in recruitment. If the person shares values and traits similar to his predecessor, he is more likely to get the role. This is an example of similarity bias. A Yale University study showed that both male and female recruiters showed preference to male applicants and were willing to pay them $4000 more than the women.[ebook_further_read]

How to avoid the murky waters of bias in recruitment?

When stirred, the murky waters of prejudice and stereotypes only get murkier. It is highly encouraging for me to see that many tech recruiters don’t mind getting their feet muddied. Tech hiring is undergoing a radical shift with recruiters realizing that the academic pedigree of a developer or where one works from doesn’t matter.

How recruiters are tackling bias

We, at HackerEarth have put out a report on developer recruitment, which showed that recruiters are prioritizing geographic-unspecific hiring. They are moving towards blind hiring as shown by the dramatic increase in the use of our technical interview solution FaceCode.

It enables you to conduct structured interviews for all candidates where there are pre-determined scoring systems. FaceCode allows you to define evaluation parameters. They act as a scorecard for interviewers to manually assess candidate skills during the interview. This helps reduce discrimination issues or bias during hiring.

Recommended read: State of Developer Recruitment 2020

We should all take a leaf out of the Boston Symphony concept. I came across this concept while reading Claire Cain Miller’s article in the New York Times magazine. In the 1970’s, the Boston Symphony Orchestra decided to test the outcome of blind auditions. This was due to the fact that orchestras were dominated by white men. Musicians, both male and female auditioned behind screens so the judges had no idea who was auditioning. Once anonymity was embraced, the results were a lot more fairer than before. Women musicians became more likely hires than men (between 25-46%).

Adopt a blind resume evaluation process where contact and personal information about the candidate is removed. By making use of our application screening software, it is possible to keep the hiring process blind for a large part.

Also, implement a collaborative hiring process. People with different backgrounds and perspectives interview candidates together. This helps make the recruitment process as unbiased as possible.

The scales are tipping in favor of…

Recruiters attempting to stop bias in its tracks. The lengthy, heated discussions around hiring bias and its consequences lead me to believe that it is one step in the right direction. Instead of shying away from uncomfortable conversations around bias, people are trying to build a system devoid of bias.

At HackerEarth, we believe skills trump everything else and there is no room for bias. The stats shown in our study and the increasing numbers using our remote interviewing software, FaceCode reinstates my faith in people. They are willing to commit to change, bringing us a lot closer to winning the war against bias, than ever before.

DEI Hiring

3 Reasons Why I'll Continue Using Remote Interviewing Tools Even Post-Pandemic

When the pandemic began, businesses were focused on putting their heads down and weathering an uncertain economic environment. For many, this meant a temporary freeze on hiring. As things thawed, hiring came back, but this time, it was virtual.

A Gartner poll found that “86% of organizations were incorporating new virtual technology to interview candidates” by the second month of the COVID-19 pandemic. This mad scramble to integrate new interviewing tools was, for some, disorienting. In tech hiring, it’s been a godsend. While we still appreciate face-to-face interaction, the digital nature of remote interviews comes with so many benefits that we won’t be doing whiteboard coding challenges with candidates ever again.Here are three reasons why:

1. Less work = More data

I work in tech, and I love data. Tech companies evangelize harvesting data wherever possible, but before the pandemic, interviews were a data dark spot. Most of the information conveyed lived either in the mind of the interviewer or via their notes. Even if there were coding assessments that added a quantitative element to the interview, these were often done on whiteboards or pieces of paper that then needed to be digitally transferred. The result was that interviewers often spent an extra 30 minutes simply capturing what had already transpired.

Today, the entire process is digital, which means that so much more data is automatically captured, and it’s now being put to use. We have transcription tools and video recordings that make reviewing the interview that much easier.

According to our annual State of Developer Recruiting 2020 report, 56.9% of recruiters said a major benefit of remote interviewing came from pair programming with a collaborative code editor, as this automatically captures and assesses a candidate’s coding skill in a collaborative, work-like environment. We even have automatic feedback generators that request performance input after specific questions. These are then compiled into an after-action report that simply needs to be edited rather than written from scratch.

Check out our annual 'State of Developer Recruiting' report here!

This means that interviewers spend less time writing and more time carefully weighing a candidate’s skill. Starting digitally puts all the data at our fingertips and allows us to make the most informed decision. Instead of a data dark spot, remote interviews are now richer than a resume.

2. Geographic flexibility

There’s no question that tech has a talent shortage. Only 60% of all tech positions are filled. When we were dependent on in-person interviews, we constrained our talent pipeline even further. With tech roles only becoming more important over time, we can’t think locally about tech hiring anymore.

The pandemic opened up new talent reserves in geographically diverse locations. We can now hire anyone from anywhere. Analysis from the State of Developer Recruiting 2020 revealed that 50.6% of recruiters said that remote interviews are beneficial due to their logistical flexibility. A further 40.4% said they saved significant time. Remote interviews with built-in features like pair programming and real-time code editing—which now constitute 11.1% of all remote coding interviews conducted—have basically solved the problem of onboarding the most qualified candidates regardless of location.

There is now a bigger pool of tech talent that can work from anywhere, and assessing them remotely has never been easier. In fact, 30.7% of recruiters said that remote hiring had actually increased their talent funnel. As the global workforce becomes even more accustomed to remote work, this means that remote interviews will be a feature of the hiring process for years to come.

3. Reduced bias

More than half (57.6%) of enterprises have placed extra emphasis on hiring for diversity in 2020. As much as I love meeting candidates face-to-face, first impressions are often clouded by personal biases that can unintentionally limit diversity. Recruiters and hiring managers tend to prefer candidates that mirror their own backgrounds in what has been termed by researchers “Looking Glass Merit.” While interpersonal and other soft skills are absolutely important, face-to-face interviews sometimes overvalue them relative to hard skills.Thankfully, remote interviews add a layer of separation that gives interviewers input on things like body language without placing undue influence on them. While 10.2% of recruiters at SMEs say that challenging unconscious bias is still a major pain point, and 13% of recruiters are specifically choosing assessment tools that help eliminate bias in the interviewing process.One way to combat this problem is to mask personally identifiable information (PII) during remote interviews so a candidate’s skills can speak for themselves. This means that name, gender, academic background, etc. are hidden during the interview itself, so the interviewer’s impression of a candidate is solely based on their skills.

Looking for an objective, bias-free interview tool? Take HackerEarth's FaceCode for a spin right now!

A remote interviewing future

Even after a vaccine is widely available and things start to return to “normal,” we won’t be looking back at how we used to hire. I may still meet candidates for in-person interviews from time to time but will certainly continue to use digital interviewing tools for a better interviewing experience.Today, hiring—especially in tech—is more competitive and geographically untethered than ever, so we need to make the interviewing process as convenient and flexible for candidates as possible. In the end, remote interviewing saves the company and the candidate time, and more importantly, allows interviewers to limit bias significantly relative to in-person interviews. These more objective interviews are helping managers create the best teams where skills matter. P.S. - An edited version of this article was published in FastCo.

DEI Hiring

Tech Hiring Post-COVID: Key Shifts and Strategies

I’m writing this from a newly locked-down chilly California; reflecting on 2020 and all that it has taught us. Nikola Tesla, whom many tech enthusiasts worship, is supposed to have said “our virtues and failures are inseparable, like force and matter.” Just as how hardship and learning are intrinsically intertwined.

For businesses, 2020’s learnings have mostly centered around ‘our people’. First up, the people who make up our loyal client base and whom we are grateful for. Next, the dependable teams who stood by us through pay cuts, layoffs, and policy changes. This focus on ‘people’ has also had a very sharp impact on the HR-tech industry -- in a way, it’s been a culmination of all the innovations that have made up this decade of AI and automation-led hiring. Distilling this impact in a page is hard, but the Christmas decorations are calling so I’ll do my best.

There are four phrases we’ve all heard often this year. I think they’d do well for an abridged guide to 2020, and what they’ve taught me about tech hiring. Let's begin.

1. ‘Can You Hear Me?’

The last year of this decade has literally Zoom-ed past us. *Insert wise chuckle*.Zoom fatigue has been real, but so has this incessant need to stay connected. I cannot recall another moment in my living years when checking up on your neighbors, colleagues, and the alley cat was the coolest thing to do. We’ve cared more than we ever did in 2020.As I have learned from my conversations with many hiring managers, this ‘connectedness’ has its pitfalls when it comes to working. Burnout has been a beast, and so wellness breaks, carer’s leave, and flexi-work hours have become our biggest allies. As we saw in our ‘State of Developer Recruitment 2020’ report, companies have changed their EVPs (Employee Value Propositions) to reflect how they’ve been looking after their employees. To me, this phrase isn’t just about a work call gone wrong. It’s also a siren call for businesses to become more empathetic and ‘hear’ their employees out. I take that as a big positive. All industries; and especially the tech world with its love for deadlines, could do with some more empathy.

2. Cookathons, Marathons, And Almost Everything-athon

I love cake, but the constant smell of #quarantinecooking on my Instagram has been giving me nightmares lately. I get why; when the world outside was going to pieces it was but natural that we gravitate internally, towards all that we hold dear.For some, it was cooking, for others a new-found fascination with running on empty beaches. Developers took the extra time on their hands to find their own version of #QuarantineandChill by upgrading their coding skills. Customer needs have changed, and businesses now need developers who can enable transformation with ease. With COVID and the need to augment traditional human interaction with technology solutions, sharp coding skills have become necessary. Upskilling is also going to be an ongoing theme for the future, and companies looking to build healthy tech teams better include this on the list.

This year, we’ve seen the HackerEarth developer community grow 1.6x to 5 million skill-seekers. Our Slack channel has been abuzz with AMAs, webinars, podcasts and so much more. We thought conducting virtual hackathons wouldn’t be the same, but instead, we saw a lot of developer love pour in for our online events. From India’s first hackathon aimed at helping the LGBTQ+ community to hacking COVID, we found enthusiastic participants for every challenge. We helped companies organize virtual hackathons to keep their tech teams perked up and beat the WFH monotone. The demand for hackathons for boosting internal engagement and upskilling has grown tremendously this year, providing new - and exciting - options for the HackerEarth team as well.

3. Stop The Count

This election chant, and its inherent divisiveness and biased nature, has defined the US in 2020. The aftershocks spilled over global boundaries and gave us a new lens to filter our actions. George Floyd, BLM, and a notable CEO apologizing publicly for his insensitive comments, all forced us to take stock of our own unconscious biases.

Tech hiring is famously riddled with biases. Developers from non-Ivy league colleges face a lack of opportunities due to their academic background. The percentage of African-American employees in tech remains low, even in the big companies (2.9% at Salesforce, 3.8% at Facebook, 4.4% at Slack, 4.5% at Microsoft, and 6% at Twitter), and this number decreases further when we look at those in leadership roles.

The conversation around bias is always painful. Acknowledging that we might unintentionally harbor prejudices can be life-changing, but it is here that we honestly mustn’t stop the count. Whether it is our dislike of face tattoos or people with pink hair, these prejudices need to be packed up and buried in a deep, dark grave.

Also Read: 7 Types Of Hiring Bias And How To Avoid Them

It heartens me to know that many tech recruiters are showing these biases the door. They have, in fact, prioritized diversity and geographically-unspecific hiring during this year and adopted tools to help achieve this. In Q3 2020, for instance, we saw a massive adoption of our developer assessments platform which assists in skill-based hiring. The use of our technical interview solution FaceCode, with its blind hiring feature, also increased dramatically. Overall, we have experienced a 250% YoY increase in remote assessments, and a 4,000% YoY increase in remote interviews conducted via FaceCode (Q3 2019 vs. Q3 2020).

4. The New Normal

Ah yes! The war cry of all those fed up with the pandemic. Hate it as much as you want, our personal lives will carry the imprint of COVID for years to come. Sanitizers will have a dedicated place at the altar even post-COVID.Professionally, too, the “new normal” will be colored by the remnants of 2020. The empathy we talked of before means that companies would not be forcing apprehensive employees to return to workplaces anytime soon. Remote working and hiring will be the norm, putting a bigger spotlight on skills than before.What this has taught us in tech hiring is that it doesn’t matter where a developer works from, or what’s their academic pedigree. What’s most important is how skilled a developer is, and how quickly they can pivot and adapt to changing business needs. Our survey shows that recruiters are prioritizing geography-unspecific hiring to bring talented developers on board. Most businesses have contingency plans, but a ‘what if’ year like 2020 can throw all that on its head. A 5-star resume will not help you in such circumstances. The right set of skills always will.

To Borrow From The Great Tesla, Again.

“As I review the events of my past life I realize how subtle are the influences that shape our destinies.”If years could be weighed, 2020 would be a metric ton of unexpected left curves, adaptability, and finding the silver lining behind everything. If a year could make you spiritual, 2020 was the one tailor-made for it.Five Christmases from now, the year the world stopped might feel like a distant memory. The subtleties of 2020 will, however, continue to shape our collective destinies for a long while. For those of us in the tech world, it presents a unique opportunity to make electricity out of hatred (Tesla 3.0), and light up the coding hallways with boughs of holly, and hope.

Happy 2021.

Authors

Meet our Authors

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.

Ruehie Jaiya Karri

Kumari Trishya

Hiring Strategies

Forecasting Tech Hiring Trends For 2023 With 6 Experts

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

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

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

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

Meet the Expert Panel

Radoslav Stankov 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...

Pamela Ilieva, Director of International Recruitment, Shortlister

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

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

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

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

Patricia Gatlin, DEI Specialist and Curator, #blacklinkedin

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

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

Radoslav Stankov, Head of Engineering, Product Hunt

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

Mike “Batman” Cohen, Founder of Wayne Technologies

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

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

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

Companies can create internal hackathons to exercise creativity...

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

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

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

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

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

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

6 industry experts predict the 2023 recruiting trends

Rado: Prioritization, team time, and environment management.

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

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

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

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.

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

Brian: Agility, resourcefulness, and empathy.

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.

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

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.

Hiring Strategies

7 Tech Recruiting Trends To Watch Out For In 2024

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

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

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

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

7 tech recruiting trends for 2024

6 Tech Recruiting Trends To Watch Out For In 2022

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

Trend #1—Leverage data-driven recruiting

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

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

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

Trend #2—Have impactful employer branding

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

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

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

Trend #3—Focus on candidate-driven market

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

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

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

Recommended read: What NOT To Do When Recruiting Fresh Talent

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

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

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

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

—Swetha Harikrishnan, Sr. HR Director, HackerEarth

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

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

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

Trend #6—Conduct remote interviews

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

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

Trend #7—Be proactive in candidate engagement

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

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

—Narayani Gurunathan, CEO, PlaceNet Consultants

Recruiting Tech Talent Just Got Easier With HackerEarth

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

Our tech recruiting platform enables you to:

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

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

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

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

Developer Insights

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

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

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

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

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

Developer Survey

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

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

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

Staying ahead of the skills game

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

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

How happy are developers

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

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

What works when looking for work

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

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

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

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

Tips straight from the horse’s mouth

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

The insight where developer happiness is correlated to work hours didn’t find a significant difference between the cohorts. Devs working for less than 40 hours seemed marginally happier than those that clocked in more than 60 hours a week.

“This is an interesting data point, which shows that devs are passionate about what they do. You can increase their workload by 50% and still not affect their happiness. From a work perspective, as a recruiter, you have to get your hiring manager to understand that while devs never say no to more work, HMs shouldn’t overload the devs. Devs are difficult to source and burnout only leads to killing your talent pool, which is something that you do not want,” says Steve.

Roughly 45% of both student and professional developers learned how to code in college was another insight that was open to interpretation.

“Let’s look at it differently. Less than half of the surveyed developers learned how to code in college. There’s a major segment of the market today that is not necessarily following the ‘college degree to getting a job’ path. Developers are beginning to look at their skillsets differently and using various platforms to upskill themselves. Development is not about pedigree, it’s more about the potential to demonstrate skills. This is an interesting shift in the way we approach testing and evaluating devs in 2021.”

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

Node.js and AngularJS are the most popular frameworks among students and professionals.

“I was surprised by how many young students wanted to learn AngularJS, given that it’s more of an enterprise framework. Another thing that stood out to me was that the younger generation wants to learn technologies that are not necessarily cool like ExtJS (35%). This is good because people are picking technologies that they enjoy working with instead of just going along with what everyone else is doing. This also builds a more diverse technology pool.” — Rado

22% of devs say ‘Zoom Fatigue’ is real and directly affects productivity.

“Especially for younger people who still haven’t figured out a routine to develop their skills, there is something I’d like you to try out. Start using noise-canceling headphones. They help keep distractions to a minimum. I find clutter-free working spaces to be an interesting concept as well.”

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

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

View all

Hiring Strategies

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

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

What is Pre-Employement Assessment?

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

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

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

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

Why pre-employment assessments are key in hiring

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

Improved decision-making:

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

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

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

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

Types of pre-employment assessments

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

1. Skill Assessments:

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

2. Personality Assessments:

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

3. Cognitive Ability Tests:

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

4. Integrity Assessments:

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

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

Leading employment assessment tools and tests in 2024

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

HackerEarth:

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

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

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

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

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

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

Choosing the right pre-employment assessment tool

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

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

Comparative analysis of assessment options

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

Technical skills assessment:

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

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

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

Additional tips:

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

Best practices for using pre-employment assessment tools

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

Define your assessment goals:

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

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

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

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

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

Interpreting assessment results accurately

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

Use results as one data point:

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

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

Analyze results across different assessments and identify consistent patterns that align with your desired candidate profile.
Focus on potential, not guarantees:

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

Choosing the right pre-employment assessment tools

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

Industry and role requirements:

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

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

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

Budget and accessibility considerations

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

Budget:

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

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

Additional Tips:

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

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

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

Future trends in pre-employment assessments

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

Artificial intelligence (AI):

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

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

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

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

Conclusion

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

Hiring Strategies

Tech Layoffs: What To Expect In 2024

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

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

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

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

What are tech layoffs?

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

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

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

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

Causes for layoffs in the tech industry

Why are tech employees suffering so much?

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

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

In addition, some common reasons could be:

Financial struggles

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

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

Changes in demand

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

Restructuring

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

Automation

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

Mergers and acquisitions

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

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

Will layoffs increase in 2024?

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

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

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

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

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

What types of companies are prone to tech layoffs?

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

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

Large tech firms

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

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

Startups

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

Small and medium-sized businesses

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

Companies in certain industries

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

Companies that lean on government funding

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

How to track tech layoffs?

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

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

Use tech layoffs tracker

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

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

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

News articles

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

Social media

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

Online forums and communities

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

Government reports

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

How do companies reduce tech layoffs?

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

Salary reductions

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

Implementing a hiring freeze

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

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

Non-essential expense reduction

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

Reducing working hours

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

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

Tech layoffs to bleed into this year

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

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

Hiring Tools

What is Headhunting In Recruitment?: Types & How Does It Work?

In today’s fast-paced world, recruiting talent has become increasingly complicated. Technological advancements, high workforce expectations and a highly competitive market have pushed recruitment agencies to adopt innovative strategies for recruiting various types of talent. This article aims to explore one such recruitment strategy – headhunting.

What is Headhunting in recruitment?

In headhunting, companies or recruitment agencies identify, engage and hire highly skilled professionals to fill top positions in the respective companies. It is different from the traditional process in which candidates looking for job opportunities approach companies or recruitment agencies. In headhunting, executive headhunters, as recruiters are referred to, approach prospective candidates with the hiring company’s requirements and wait for them to respond. Executive headhunters generally look for passive candidates, those who work at crucial positions and are not on the lookout for new work opportunities. Besides, executive headhunters focus on filling critical, senior-level positions indispensable to companies. Depending on the nature of the operation, headhunting has three types. They are described later in this article. Before we move on to understand the types of headhunting, here is how the traditional recruitment process and headhunting are different.

How do headhunting and traditional recruitment differ from each other?

Headhunting is a type of recruitment process in which top-level managers and executives in similar positions are hired. Since these professionals are not on the lookout for jobs, headhunters have to thoroughly understand the hiring companies’ requirements and study the work profiles of potential candidates before creating a list.

In the traditional approach, there is a long list of candidates applying for jobs online and offline. Candidates approach recruiters for jobs. Apart from this primary difference, there are other factors that define the difference between these two schools of recruitment.

AspectHeadhuntingTraditional RecruitmentCandidate TypePrimarily passive candidateActive job seekersApproachFocused on specific high-level rolesBroader; includes various levelsScopeproactive outreachReactive: candidates applyCostGenerally more expensive due to expertise requiredTypically lower costsControlManaged by headhuntersManaged internally by HR teams

All the above parameters will help you to understand how headhunting differs from traditional recruitment methods, better.

Types of headhunting in recruitment

Direct headhunting: In direct recruitment, hiring teams reach out to potential candidates through personal communication. Companies conduct direct headhunting in-house, without outsourcing the process to hiring recruitment agencies. Very few businesses conduct this type of recruitment for top jobs as it involves extensive screening across networks outside the company’s expanse.

Indirect headhunting: This method involves recruiters getting in touch with their prospective candidates through indirect modes of communication such as email and phone calls. Indirect headhunting is less intrusive and allows candidates to respond at their convenience.Third-party recruitment: Companies approach external recruitment agencies or executive headhunters to recruit highly skilled professionals for top positions. This method often leverages the company’s extensive contact network and expertise in niche industries.

How does headhunting work?

Finding highly skilled professionals to fill critical positions can be tricky if there is no system for it. Expert executive headhunters employ recruitment software to conduct headhunting efficiently as it facilitates a seamless recruitment process for executive headhunters. Most software is AI-powered and expedites processes like candidate sourcing, interactions with prospective professionals and upkeep of communication history. This makes the process of executive search in recruitment a little bit easier. Apart from using software to recruit executives, here are the various stages of finding high-calibre executives through headhunting.

Identifying the role

Once there is a vacancy for a top job, one of the top executives like a CEO, director or the head of the company, reach out to the concerned personnel with their requirements. Depending on how large a company is, they may choose to headhunt with the help of an external recruiting agency or conduct it in-house. Generally, the task is assigned to external recruitment agencies specializing in headhunting. Executive headhunters possess a database of highly qualified professionals who work in crucial positions in some of the best companies. This makes them the top choice of conglomerates looking to hire some of the best talents in the industry.

Defining the job

Once an executive headhunter or a recruiting agency is finalized, companies conduct meetings to discuss the nature of the role, how the company works, the management hierarchy among other important aspects of the job. Headhunters are expected to understand these points thoroughly and establish a clear understanding of their expectations and goals.

Candidate identification and sourcing

Headhunters analyse and understand the requirements of their clients and begin creating a pool of suitable candidates from their database. The professionals are shortlisted after conducting extensive research of job profiles, number of years of industry experience, professional networks and online platforms.

Approaching candidates

Once the potential candidates have been identified and shortlisted, headhunters move on to get in touch with them discreetly through various communication channels. As such candidates are already working at top level positions at other companies, executive headhunters have to be low-key while doing so.

Assessment and Evaluation

In this next step, extensive screening and evaluation of candidates is conducted to determine their suitability for the advertised position.

Interviews and negotiations

Compensation is a major topic of discussion among recruiters and prospective candidates. A lot of deliberation and negotiation goes on between the hiring organization and the selected executives which is facilitated by the headhunters.

Finalizing the hire

Things come to a close once the suitable candidates accept the job offer. On accepting the offer letter, headhunters help finalize the hiring process to ensure a smooth transition.

The steps listed above form the blueprint for a typical headhunting process. Headhunting has been crucial in helping companies hire the right people for crucial positions that come with great responsibility. However, all systems have a set of challenges no matter how perfect their working algorithm is. Here are a few challenges that talent acquisition agencies face while headhunting.

Common challenges in headhunting

Despite its advantages, headhunting also presents certain challenges:

Cost Implications: Engaging headhunters can be more expensive than traditional recruitment methods due to their specialized skills and services.

Time-Consuming Process: While headhunting can be efficient, finding the right candidate for senior positions may still take time due to thorough evaluation processes.

Market Competition: The competition for top talent is fierce; organizations must present compelling offers to attract passive candidates away from their current roles.

Although the above mentioned factors can pose challenges in the headhunting process, there are more upsides than there are downsides to it. Here is how headhunting has helped revolutionize the recruitment of high-profile candidates.

Advantages of Headhunting

Headhunting offers several advantages over traditional recruitment methods:

Access to Passive Candidates: By targeting individuals who are not actively seeking new employment, organisations can access a broader pool of highly skilled professionals.

Confidentiality: The discreet nature of headhunting protects both candidates’ current employment situations and the hiring organisation’s strategic interests.

Customized Search: Headhunters tailor their search based on the specific needs of the organization, ensuring a better fit between candidates and company culture.

Industry Expertise: Many headhunters specialise in particular sectors, providing valuable insights into market dynamics and candidate qualifications.

Conclusion

Although headhunting can be costly and time-consuming, it is one of the most effective ways of finding good candidates for top jobs. Executive headhunters face several challenges maintaining the g discreetness while getting in touch with prospective clients. As organizations navigate increasingly competitive markets, understanding the nuances of headhunting becomes vital for effective recruitment strategies. To keep up with the technological advancements, it is better to optimise your hiring process by employing online recruitment software like HackerEarth, which enables companies to conduct multiple interviews and evaluation tests online, thus improving candidate experience. By collaborating with skilled headhunters who possess industry expertise and insights into market trends, companies can enhance their chances of securing high-caliber professionals who drive success in their respective fields.

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DEI Hiring

This Is Recruiting: Increasing Your Diversity Hiring ROI

So what does the modern recruiter do?

#1. Farm your talent pool, as opposed to hunting

#2. Bust the myth of the ‘perfect candidate’

#3. Train. Talk. Tweak.

#4. Set realistic goals to improve your diversity hiring ROI

The bottom-line for better diversity hiring: Look for real improvements

Learn more about bettering your diversity hiring ROI with John below:

This Is Recruiting: How To Limit Bias In Tech Recruiting?

#1 Are you guilty of ‘confirmation bias?’

#2 How do you go about hiring Gen Z coders?

#3 What are your views on inclusivity?

6 Rules of a Diverse Workplace

What does being diverse and inclusive mean?

Benefits of diversity in the workplace

When diversity hiring goes wrong

How can you manage diversity in the workplace?

Steps to build a diverse workplace

FAQs

Recruiters Versus Bias: Who’s Winning This War?

What is bias in recruitment?

Why is all the talk about unconscious bias?

How to avoid the murky waters of bias in recruitment?

The scales are tipping in favor of…

3 Reasons Why I'll Continue Using Remote Interviewing Tools Even Post-Pandemic

1. Less work = More data

2. Geographic flexibility

3. Reduced bias

A remote interviewing future

Tech Hiring Post-COVID: Key Shifts and Strategies

1. ‘Can You Hear Me?’

2. Cookathons, Marathons, And Almost Everything-athon

3. Stop The Count

4. The New Normal

To Borrow From The Great Tesla, Again.

Happy 2021.

Technical Screening Guide: All You Need To Know

Explore HackerEarth’s top products for Hiring & Innovation

Meet our Authors

Forecasting Tech Hiring Trends For 2023 With 6 Experts

Meet the Expert Panel

Overview of the upcoming tech industry landscape in 2024

6 industry experts predict the 2023 recruiting trends

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

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

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

7 Tech Recruiting Trends To Watch Out For In 2024

7 tech recruiting trends for 2024

Trend #1—Leverage data-driven recruiting

Trend #2—Have impactful employer branding

Trend #3—Focus on candidate-driven market

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

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

Trend #6—Conduct remote interviews

Trend #7—Be proactive in candidate engagement

Recruiting Tech Talent Just Got Easier With HackerEarth

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

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

Staying ahead of the skills game

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What works when looking for work

Tips straight from the horse’s mouth

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

What is Pre-Employement Assessment?

Why pre-employment assessments are key in hiring

Improved decision-making:

Reduced bias:

Increased efficiency:

Enhanced candidate experience:

Types of pre-employment assessments

1. Skill Assessments:

2. Personality Assessments:

3. Cognitive Ability Tests:

4. Integrity Assessments:

Leading employment assessment tools and tests in 2024

HackerEarth:

SHL:

Pymetrics:

Wonderlic:

What is Headhunting In Recruitment?: Types & How Does It Work?