Log InGet Started

DEI Hiring

Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.

Participate in the 2nd edition of Awesome April

Of all the challenges that we run on HackerEarth, the monthly challenges have been one of the most popular ones. Since 2013, we've run one marquee challenge on the last weekend of every month. This year round, it is time for the second edition of Awesome April. This short 2 hour long contest will be held on the 25th of April and it already has over 1200 developers participating from all over the world. There will be 5 algorithmic problems of varying difficulty level. This contest is open for all.

The problem setter for this challenge is Sunny Agarwal. The problems were tested by Prateek Gupta and the editorialist is Lokesh Khandelwal.Awesome April has awesome prizes too. -
  • 1st Prize - $50 gift card
  • First Runner Up - $30 gift card
  • Second Runner Up - $20 gift card
  • Top 5 winners will receive HackerEarth T-shirt
If you've got coding skills, you should participate in HackerEarth's Awesome April. Register now - http://hck.re/0o66X8

Chat with Anuradha Sinha: "Fight Sexism, fight stereotyping"

Wanting to feel valued and wanting to be the center of attention are subtly different. While both are attention-craving behavior, the latter doesn't care much for where it comes from or what it means. The former, however, is a need to be recognized for good work. It is a need to be known as a symbol of positivity and excellence.

Anuradha Sinha, a Program Manager, is driven by feeling valued. For all the doom and gloom that surrounds women in tech, Anuradha remains optimistic and always sees the positive side of things. And not to mention, she's a really good coder!

This is Anuradha's story.

"Being valued will make you go the extra mile"

Anuradha's started coding in her junior year. She says, "I think it started when I was learning Object Oriented Programming in C++. That was the first time C++ was introduced in any school. My teacher was always appreciative of my logical reasoning. It kind of set the stage for me to study computer applications."

At work, she's a people person. She says, "I like my current job because of the people I work with. I get to work with a smart and somewhat crazy bunch of people. I think the biggest motivator for me has always been the feeling of being valued. Any employee who is valued tries to go the extra mile in the interest of the organization."

Her most satisfying moment in her professional life was being recognized as an expert .

"I think the most satisfying achievement was at a time when I was in the fourth year of my career. I was declared the expert for a couple of specialized tools which I had learnt on my own. Soon I was mentoring people who were using these tools. I felt important and of considerable value to the organization."

"The 19% women in tech who have done quite well for themselves"

While Anuradha is cognizant about the lack of women in tech, she doesn't give it too much thought. She says, "I have not given the gender equation in professional life much thought. Having said that, yes, I have noticed at times that I am the only woman in a discussion with 20-odd men."

While she hasn't been at the receiving end of inequality, she has seen it happening. The so called banter against women in tech, according to her, is one of the main reasons for the lack of women in tech.

She says, "The IT industry, unfortunately, brings along some unconscious stereotypes. Read any joke around an engineer/IT professional’s life and you will get the drift. These stereotypes have made some people, in particular women, apprehensive about the quality of life as an IT professional."

She further adds, "As a woman professional, I have found people coming up to me and saying, “We have never found a woman manager good. You are different.”

While that is meant to be a compliment, I am not amused. Sometimes, women in middle and senior management find themselves constantly judged for being ‘too strict’ or ‘too gentle’. A woman’s strictness or an instance of rude behavior at work is often attributed to how things are in her personal life: being single, childless, divorced, or widowed. This is very unfortunate. While I have not been at the receiving end of such remarks, I have seen others making such remarks."

2 changes that can get more women to tech Anuradha has a different perspective about the 19% of women in tech. She says, "You know, the picture is not so glum. Yes, the number of women in technology are only 19%. However, at this point in time, let us look at the percentage of literate women. And the percentage of educated working women who started their careers in the last three decades. You will know that these 19% have done really well for themselves."She has 2 ideas to get more women to tech:
  1. "First, we have to wage a war against societal stereotypes to get more women working in the tech industry. I know of women engineers starting tuition classes at home because they consider working in the IT industry unsafe and uncomfortable. The perception of working long hours and an unstable work-life balance are reasons many a talented woman change their career course.
  2. Second, we have to get girls excited about technology at the school level. I am really a big fan of Microsoft’s work called ‘Women in Technology’ where they intend to train and mentor 1 million girl students (in Science, Technology, Engineering, and Maths) for a year. That’s the base-level change we need."
Fight stereotypes, fight sexism

Anuradha's family has been very supportive of her career choices. She says, "Thankfully, no. My family would have supported me even if I had chosen another career. Their condition has always has been that I should be self-sufficient."

In the same context, she agrees that society has a major influence in working women in general. She says, "Many times, even friends who I consider close, have argued that women have it easy as they are not necessarily expected to ‘earn’. Our society still expects men to be the breadwinners while women have a choice. I am waiting for some men to become homemakers and declare to the world that change is possible."

Going forward, Anuradha hopes to work on her own social impact venture. She says, " As a child, I dreamed of being a high-flying professional at the prime of my career. Now at the prime of my career, my professional ambitions overlap with my life’s dreams. In ten years, I want to see myself running an organisation that gives vocation to the less privileged."

Her parting advice is that she urges women in tech to take a strong stance against sexism and stereotyping. She says, "Fight sexism. Fight stereotypes. Do not laugh when your men friends make fun of a woman’s IQ. As an educated women, we should not be okay with stereotypes. Let us not try to blend in. Let us be different. And bring a difference."

Chat with Deepa Soundararajan: "We need to stand up and ask for what's rightfully ours"

There are no men and women, there are only people. Similarly, in the IT industry, there should be no women or men, only programmers. Yes, there's a massive discrepancy in the gender ratio and men do have a lot on their plate to fix this but women have their part in this. Women must believe that they're equal to their male counterparts in every possible way.

Deepa Soundararajan has been doing her part for many years. She's a senior development manager at Intuit, along with being a loving wife and mother. Through the course of this interview, you'll see that Deepa's gender has no bearing on her life and professional choices. There are many women who've faced adversities in the IT industry, but not Deepa. She made her life what she wanted it to be.

This is Deepa's story.

Aeroplanes and code

Like many in the IT industry, Deepa didn't start off as a computer science engineer. She says, "I am an instrumentation engineer. I did not have computer science in my core curriculum. Like the myriads of other engineering graduates, I had done a few courses and internships in coding over various summers in college but nothing very serious."

Her moment of reckoning came with her stint with aeroplane simulators. She said, "My first job at Ramco Systems, Chennai was the turning point. We were developing a flight-simulator system. The elegance of algorithms and the logical reasoning involved in the work made me fall in love with coding."

She thrives in situations that demand the use of her analytical self. She says, "The ability to crack a problem, the feeling of accomplishment makes me love coding. The new learning, which each piece of code brings in, keeps me charged. At Intuit, we foster a culture of innovation and the ability to showcase creativity, which are great motivating factors for engineers!"

She also possesses a very rare quality for an engineer—customer focus. When asked what is her most satisfying moment as an engineer, she said, "My most satisfying achievement as a programmer is when I see how my work makes a difference in a customer’s life. Each time that I have brought 'delight' to a customer has been a very fulfilling experience."

Stand up and ask for what's rightfully yours

When compared to other streams of engineering, Deepa believes that computer science is easier for women to be a part of.

She says, "IT industry is actually easier on women when compared to many other engineering streams like mechanical/civil engineering. My personal experiences as a woman in the tech industry is that there is no distinction made between men and women. Just like any other industry, we need to be able to ‘stand up and ask for’ what is rightfully ours. It is possible but not practiced often."

She believes that a woman's tendency to step back and focus on family is one of the main reasons why there are so few women in the tech industry. She says, "Statistics may be similar to other industries, but I see that the ratio of men vs. women has increased over time at the entry level, however, when it comes to mid-career there is a significant drop in numbers and I mainly attribute it to women wanting to take a step back in their professional space to handle a growing family."

When faced with the same situation in her life, Deepa had the good fortune of an understanding family. She said, "According to me, whenever there is an adversity, one feels the pressure to take on a more traditional role. But having the support of family and friends is key in resolving these issues and reason things out."

"I come from a very traditional family background. Contrary to popular belief, I have been blessed with a very supportive family that let me pursue my dreams of studying in an engineering college far from home. I had their full support to take up a career of my choice and be independent. Even after my wedding and children, I have a very supportive husband and family that has given me the space to take a break and pursue my career once again."

"Sail out to the sea and do new things"

When asked what she sees herself doing in 10 years, Deepa said, "10 years from now I see myself in a senior leadership position, mentoring and guiding a fresh set of engineers and aspiring young professionals."

As parting advice for budding programmers, she quoted Rear Admiral Grace Hopper, "'A ship in port is safe, but that is not what ships are for. Sail out to the sea and do new things'. Keep learning new technologies and sail the seas you never sailed before. That is how you grow and enjoy life!"

Chat with Vithya Kannapan: Women are great executors!

If you were to go to an engineering college today, you will often see electronics engineers being placed in software companies. You'd even find some of them complaining about a lack of core companies during placement season. But you will also see a few students, who've embraced the era of computer science and code. Take Vithya Kannapan, from SanDisk, for example.

Her love affair with coding started from her days as an intern. She said, "When I started as intern in a company, I got to know that in future, embedded software would be key for electronics systems and an electronics engineer would be incomplete without coding knowledge."

This is Vithya Kannapan's story.

"Women are good executors!"

Vithya is very logical. She says, "I always try to solve the problems logically and coding is in line with this. It is because of this that I love to code and implement functionality in devices or systems."

Vithya loves seeing her code in production and being recognized. She says, "I converted some of my ideas into practical devices and systems using programming thus leading to some patents in SanDisk Inc., I felt most satisfied during these moments."

Vithya believes that a lot of women are just as logical as their male counter parts. Being execution-driven, Vithya feels that computer science is her calling. She says, "Since women are precise in thinking and efficient in execution, the IT industry is the most suitable industry for them. I personally feel that being a woman I get motivated by new challenges everyday (both at work as well as at home) and solve them effectively."

"Women are discouraged from technical work"

A lot of women are discourage from taking up a career in technology. She says, "Despite excelling in school/college, women in India traditionally chose jobs that were not technical in fields like medicine and education as a career. However, in the last decade, there was a rise in the number of women who chose technical careers, thanks to the growing IT industry. I am sure more women will be seen in the tech industry in the coming years."

During her own journey, she's faced adversity being a woman in tech. She says, "During the initial years of my career, I had a lot of challenges in balancing work and life. Especially the expectations from my family put a lot of pressure on me. At some point of time I decided to talk to family and explained the importance of my career. Eventually I got their full support."

Learn, grow, and achieve Going forward, Vithya wants to be an experienced professional. She says, "I would like to excel in my technical knowledge as well as in managerial capabilities. In 10 years I would like to see myself as a technical director and manage complex projects."Her advice to young professionals is three-fold. She says:
  • "Learn: Learn new things every day along with the technical and leadership skills necessary to be efficient in your job.
  • Grow: Grow your career along with your team.
  • Achieve: Exceed the expectations and achieve your goals quicker and smarter.

Chat with Shwetha Kashyap: How motherhood and programming are similar

Positive people are a pleasure to deal with. Their demeanor and approach to is infectious! It is the same positivity that helps them advance in their careers. In many ways, this is the story of Shwetha Kashyap, software engineer at Harman Connected Services.

We caught up with Shwetha to know more about her journey as a techie, and more importantly, her journey as a woman in tech.

Coding and motherhood

Like good old school techies, Shwetha her career with assembly-language coding.

"Coding started just before college, however, those trials never made me understand what my school teachers meant when they said “Computers understand zeros and ones” My first time with assembly-language coding and manually translating code into machine instructions during college opened up the whole digital world for me. This kindled my interest in coding."

It was particularly endearing to see her equate coding with motherhood. When asked why she loves coding, she said, "Coding is as good as teaching a child (in our case, a computer) what, when, and how to do something. And the joy of watching your "baby" perform tasks as instructed and perform it quickly is what keeps me motivated."

What she enjoys the most is solving tough problems. When asked about her most satisfying moment as a programmer, she said, "They say “To bug is human, to debug is divine!” To debug a coding problem is the best way to experience adventures. My most satisfying moments are when I have debugged those "non-recreatable" in-house crash issues with no clear call stack information and absolutely no takers for the bug."

We cannot agree more.

Being a woman in tech

Shwetha is enthusiastic about the state of women in tech in India. She says, "IT in India is definitely warming up to women. There is a lot less gender prejudice than there was earlier. Having said that, there is much more to go. To date, I hear about recruiters being skeptical about hiring women who are married because they can’t work late! The number of women in coding is still very less and there are very few examples at the top of the ladder to look up to. But, I am sure this will change soon."

While most women might be apprehensive about being a part of the minority group, Shwetha doesn't mind it. She says, "So, far I’ve loved being the only woman among the male developers. You are offered seats in meeting rooms and drops when you work late. That’s not such a bad thing!"

On a more serious note, she has some interesting insight into why there are so few women in technology. She says, "Development has always been portrayed as a job that requires you to burn the midnight oil. This is especially threatening for married women, who are scared that their work-life balance will be lost if they ever step into coding.

The more our industry works towards respecting work-life balance of its workers, the more women they will see in coding. Facilities like “Work from home for mothers” are still considered impossible-to-give facilities, which is very discouraging for those women who want to pursue a career in programming. The lack of support from the industry is one of the key factors for the lack of women in tech."

The solution to this, according to her, is simple—treat coding like any other job. She says, "Society has now convinced itself that IT jobs are a slaughter house. I’ve been asked “Why don’t you take up a teaching job, so that your timings are fixed and there is less pressure? “ However, these things don’t matter. In today's world, no job is a cakewalk. Teachers too have the similar pressures of meeting the deadlines. Once you make your family aware of this, they won’t worry anymore. Coding is like any other job."

On ambitions and growth

Her ambitions are interesting. She says, "My dad learnt 2 types of Vedas just for hobby. I wondered, how many ways of praising God does one have to learn? Nowadays I feel crippled not knowing many languages in which I can communicate with my computer. I want to learn as many languages as I possibly can to talk to my computer differently each time. That’s probably what went through my dad’s mind as well!"

In the future, Shwetha aims to become a technical architect. "10 years from now, I see myself working for groups that are trying to promote Kannada in the Information Technology field," she concluded.

We wish Shwetha all the best in her future endeavors.

STEM and the gender gap: Why girls are "not good" at math

President Trump signed two bills in February 2017, aiming to boost the number of women in STEM. He said, “Currently, only one in every four women who gets a STEM degree is working in a STEM job, which is not fair.” (Science, Technology, Engineering, and Mathematics when taught and applied in an interdisciplinary approach are collectively referred to as STEM.)

United Nations has designated February 11 as the International Day of Women and Girls in Science “to achieve full and equal access to and participation in science for women and girls, and further achieve gender equality and the empowerment of women and girls.” All this is part of a widespread effort, including societal shifts, political activism, governmental initiatives, and other promising steps by private groups, to get more females in these fields that have been male-dominated for more years than one can count. Read this post to look at the world championing the cause of women in STEM.

By 2018, 71% of the jobs will require STEM skills. In 2013, only 26% of the computing professionals and 12% of the engineers were women. In every region of the world, women are underrepresented in R&D, with an average of just 28%, says UNESCO. European countries are struggling with gender equality and limited access to employment issues. The situation is pretty much the same or worse in developing nations. If you want to look at some surprising statistics about women in tech, go here.

Socioeconomic obstacles to overcome

Many women have to fight stereotype threats; often, the battle is within. Barring innate competence or abilities in math, culture seems to have a lot to answer for when you look at the mathematical “performance gap.”

Here’s what the Organisation for Economic Cooperation and Development (OECD) said based on its international study on gender equality in schools: “What emerges from these analyses is particularly worrying. Even many high-achieving girls have low levels of confidence in their ability to solve science and mathematics problems and express high levels of anxiety towards mathematics.”

Girls seem to be faring poorly frequently because of low expectations of teachers and family, who seem to be perpetuating the girls aren’t good at math myth. Vulnerable, these girls report low self-confidence. Teachers, perhaps unwittingly, underrate the math skills of their girl students.

The OECD added: “This gender difference in the ability to think like a scientist may be related to students’ self-confidence. When students are more self-confident, they give themselves the freedom to fail, to engage in the trial-and-error processes that are fundamental to acquiring knowledge in mathematics and science.”

Eradicating centuries of cultural conditioning isn’t easy. But we have to start sometime.

No point in blaming men alone

Skewed perceptions affect hiring decisions. Research shows that employers are twice as likely to hire a man for a math job; it didn’t matter whether the person doing the hiring was man or woman. Women are underestimating themselves, and apparently, they are letting the unconscious bias pull down other women as well.

Unfortunately, some girls also find math boring.

Girls believing that they are ‘simply not good at math’ and giving up easily are not helping. Telling them it is OK to fail but letting them know persistence and confidence are not to be shrugged off go a long way toward the cause.

Girls math attitude

UNESCO’s research shows that females may be more anxious about STEM subjects. Explaining the gender gap in math test scores: The role of competition gives you another perspective about gender difference in mathematical skills.

Not a good situation this…

Media and mothers have a part to play

Have you noticed how many TV shows and movies portray smart women as geeky and awkward and the beautiful ones as slow and ‘stupid’? Girls often choose not to be the ‘odd one’ out and downplay their talent. They find reasons to not try.

Even toys—girls get dolls, boys get meccano. No point in wondering why we don’t have enough engineers, you know. Some mothers keep telling their children how they should go to the dads to solve a math problem and empathizing with their daughters who aren’t doing well at math. This needs to stop. You are unknowingly reinforcing a negative stereotype. Stop setting lower expectations and start connecting with them in positive ways.

Myth or reality

The myth that women are born disadvantaged as far as math skills are concerned have been debunked by enough research studies. Equal aptitude skills, that’s what data shows. ..Girls are not destined to do badly in math.

Look at the OECD Programme for International Student Assessment (PISA) data gleaned from 15-year-olds in 65 countries.

stem

Source: http://www.noceilings.org/stem/

Seems like it is all about perception, doesn’t it?

Time's a-wastin'

“We have been discussing the issues of STEM careers and gender imbalance for too long! It is now time to take action, as other nations have done. A coalition of stakeholders from government, industry and education needs to come together as a matter of urgency to decide on a course of action,” said Professor Brian MacCraith, DCU President and Chair of National Review of STEM Education 2015.

That’s exactly what companies such as HackerEarth are trying to do. As part of its initiative to empower women in tech and encourage women developers world over, the company is conducting an International Women’s Hackathon 2017 on Women’s day. For women readers who would like to give it a shot, go here.

In the Spotlight

Technical Screening Guide: All You Need To Know

Read this guide and learn how you can establish a less frustrating developer hiring workflow for both hiring teams and candidates.
Read More
Top Products

Explore HackerEarth’s top products for Hiring & Innovation

Discover powerful tools designed to streamline hiring, assess talent efficiently, and run seamless hackathons. Explore HackerEarth’s top products that help businesses innovate and grow.
Frame
Hackathons
Engage global developers through innovation
Learn More
Arrow
Frame 2
Assessments
AI-driven advanced coding assessments
Learn More
Arrow
Frame 3
FaceCode
Real-time code editor for effective coding interviews
Learn More
Arrow
Frame 4
L & D
Tailored learning paths for continuous assessments
Learn More
Arrow
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

Forecasting Tech Hiring Trends For 2023 With 6 Experts

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

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

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

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

Meet the Expert Panel

Radoslav Stankov

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

Mike Cohen

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

Pamela Ilieva

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

Brian H. Hough

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

Steve O'Brien

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

Patricia (Sonja Sky) Gatlin

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

Overview of the upcoming tech industry landscape in 2024

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

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

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

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

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

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

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

6 industry experts predict the 2023 recruiting trends

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

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

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

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

Pamela Ilieva, Director of International Recruitment, Shortlister

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

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

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

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

Patricia Gatlin, DEI Specialist and Curator, #blacklinkedin

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

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

Radoslav Stankov, Head of Engineering, Product Hunt

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

Mike “Batman” Cohen, Founder of Wayne Technologies

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

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

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

Companies can create internal hackathons to exercise creativity...

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

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

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

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

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

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

6 industry experts predict the 2023 recruiting trends

Rado: Prioritization, team time, and environment management.

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

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

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

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

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

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

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

Brian: Agility, resourcefulness, and empathy.

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

Steve: Negotiation, data management, and talent development.

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

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

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

Patricia: Technology, research, and relationship building.

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

7 Tech Recruiting Trends To Watch Out For In 2024

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

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

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

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

7 tech recruiting trends for 2024

6 Tech Recruiting Trends To Watch Out For In 2022

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

Trend #1—Leverage data-driven recruiting

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

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

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

Trend #2—Have impactful employer branding

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

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

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

Trend #3—Focus on candidate-driven market

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

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

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

Recommended read: What NOT To Do When Recruiting Fresh Talent

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

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

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

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

—Swetha Harikrishnan, Sr. HR Director, HackerEarth

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

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

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

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

Trend #6—Conduct remote interviews

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

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

Trend #7—Be proactive in candidate engagement

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

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

—Narayani Gurunathan, CEO, PlaceNet Consultants

Recruiting Tech Talent Just Got Easier With HackerEarth

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

Our tech recruiting platform enables you to:

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

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

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

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

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

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

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

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

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

Developer Survey

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

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

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

Staying ahead of the skills game

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

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

How happy are developers

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

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

What works when looking for work

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

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

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

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

Tips straight from the horse’s mouth

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

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

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

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

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

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

View all

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

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

What is Pre-Employement Assessment?

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

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

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

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

Why pre-employment assessments are key in hiring

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

  • Improved decision-making:

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

  • Reduced bias:

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

  • Increased efficiency:

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

  • Enhanced candidate experience:

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

Types of pre-employment assessments

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

1. Skill Assessments:

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

2. Personality Assessments:

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

3. Cognitive Ability Tests:

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

4. Integrity Assessments:

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

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

Leading employment assessment tools and tests in 2024

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

  • HackerEarth:

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

  • SHL:

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

  • Pymetrics:

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

  • Wonderlic:

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

  • Harver:

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

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

Choosing the right pre-employment assessment tool

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

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

Comparative analysis of assessment options

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

  • Technical skills assessment:

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

  • Soft skills and personality assessment:

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

  • Candidate experience:

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

Additional tips:

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

Best practices for using pre-employment assessment tools

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

  • Define your assessment goals:

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

  • Choose the right assessments:

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

  • Set clear expectations:

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

  • Integrate seamlessly:

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

  • Train your team:

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

Interpreting assessment results accurately

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

  • Use results as one data point:

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

  • Understand score limitations:

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

  • Look for patterns and trends:

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

  • Focus on potential, not guarantees:

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

Choosing the right pre-employment assessment tools

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

  • Industry and role requirements:

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

  • Company culture and values:

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

  • Candidate experience:

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

Budget and accessibility considerations

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

  • Budget:

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

  • Accessibility:

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

Additional Tips:

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

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

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

Future trends in pre-employment assessments

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

  • Artificial intelligence (AI):

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

  • Adaptive testing:

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

  • Micro-assessments:

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

  • Gamification:

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

Conclusion

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

Tech Layoffs: What To Expect In 2024

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

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

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

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

What are tech layoffs?

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

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

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

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

Causes for layoffs in the tech industry

Why are tech employees suffering so much?

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

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

In addition, some common reasons could be:

Financial struggles

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

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

Changes in demand

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

Restructuring

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

Automation

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

Mergers and acquisitions

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

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

Will layoffs increase in 2024?

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

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

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

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

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

What types of companies are prone to tech layoffs?

2023 Round Up Of Layoffs In Big Tech

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

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

Large tech firms

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

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

Startups

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

Small and medium-sized businesses

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

Companies in certain industries

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

Companies that lean on government funding

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

How to track tech layoffs?

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

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

Use tech layoffs tracker

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

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

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

News articles

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

Social media

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

Online forums and communities

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

Government reports

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

How do companies reduce tech layoffs?

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

Salary reductions

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

Implementing a hiring freeze

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

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

Non-essential expense reduction

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

Reducing working hours

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

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

Tech layoffs to bleed into this year

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

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

What is Headhunting In Recruitment?: Types & 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.

View all
For Businesses
Coding AssessmentsFaceCodeHackathons
Solutions
For Tech RecruitersFor Hiring ManagersRemote HiringLearning & DevelopmentUniversity hiring
Features
Accurate AssessmentsAdvanced ProctoringImproved Candidate ExperienceDetailed AnalyticsEnterprise-Ready Platform
Enterprise Readiness
Security and complianceIntegrationsEnterprise SupportEase of use
Knowledge
BlogE-BooksEventsWebinarsGuidesInsightsGlossary
Resources
Job DescriptionTestsHow To Hire
Company
Life@HEPressSupportCareersContactPrivacy Policy
Hackerearth Logo Light
Streamline your hiring process with our comprehensive suite of developer assessment and recruitment tools
Address
1111 W El Camino Real
Sunnyvale, CA 94087 United States
Phone
+1 (650) 461 4192
Sales Enquiry
contact@hackerearth.com
Support
support@hackerearth.com
© Copyright 2025. All rights reserved by HackerEarth