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Logging millions of requests every day and what it takes

HackerEarth's web servers handle millions of requests every day. These request logs can be analyzed to mine some really useful insights as well as metrics critical to the business, for example, the number of views per day, the number of views per sub product, most popular user navigation flow, etc.

Initial Thoughts

HackerEarth uses Django as its primary web development framework and a host of other components which have been customized for performance and scalability. During normal operations, our servers handle 80–90 requests/sec on an average and this surges to 200–250 requests/sec when multiple contests overlap in a time delta. We needed a system which could easily scale to a peak traffic of 500 requests/sec. Also, this system should add minimum processing overhead to the webservers, and the data collected needs to be stored for crunching and offline processing.

Architecture

Logging Architecture

The diagram above shows a high level architecture of our request log collection system. The solid connection lines represent the data flow between different components and the dotted lines represent the communications. The whole architecture is message based and stateless, so individual components can easily be removed/replaced without any downtime.

You can read a more detailed explanation about each component in the order of data flow.

Web Servers

On the web servers, we employ a Django Middleware that asynchronously retrieves required data for a given request and then forwards it to the Transporter Cluster servers. This is done using a thread and the middleware adds an overhead of 2 milli seconds to the Django request/response cycle.

class RequestLoggerMiddleware(object):
    """
    Logs data from requests
    """
    def process_request(self, request):
        if settings.LOCAL or settings.DEBUG:
            return None

        is_ajax = request.is_ajax()
        request.META['IS_AJAX'] = is_ajax

        before = datetime.datetime.now()

        DISALLOWED_USER_AGENTS = ["ELB-HealthChecker/1.0"]
        http_user_agent = request.environ.get('HTTP_USER_AGENT', '')

        if http_user_agent in DISALLOWED_USER_AGENTS:
            return None

        # this creates a thread which collects required data and forwards it to the transporter cluster
        run_async(log_request_async, request)
        after = datetime.datetime.now()

        log("TotalTimeTakenByMiddleware %s" % ((after - before).total_seconds()))
        return None

Transporter Cluster

The transporter cluster is an array of non-blocking Thrift servers for the sole purpose of receiving data from the web servers and routing them to any other component like MongoDB, RabbitMQ, Kafka, etc. Where a given message should be routed to is specified in the message itself from the webservers. There is only one-way communication from the webservers to the transporter servers, and this saves time spent in the acknowledgement of message reception by thrift servers. We may lose some request logs due to this, but we can afford to do so. The request logs are currently routed to the Kafka cluster. The communication between the webservers and the transporter servers takes 1–2 milli seconds on an average and can be horizontally scaled to handle an increase in load.

service DataTransporter {
    oneway void transport(1:map<string, string> message)
}

Kafka Cluster

Kafka is a high throughput distributed messaging system that supports the publish/subscribe messaging pattern. This messaging infrastructure enables us to build other pipelines that depend on this stream of request logs. Our Kafka cluster stores last 15 days' worth of logs, so we can make any new consumer that we implement start processing data 15 days back in time.

Useful reference for setting up a kafka cluster.

Pipeline Manager Server

This server manages the consumption of request log messages from the Kafka topics, storing them in MongoDB and then later moving them to Amazon S3 and Amazon Redshift. MongoDB acts merely as a staging area for the data consumed from the Kafka topics and this data is transferred to S3 at hourly intervals. Every file that is saved in S3 is loaded into Amazon Redshift, which is a data warehouse solution that can scale to petabytes of data. We use Amazon Redshift for analyzing/metrics calculation from request log data. This server works in conjunction with a RabbitMQ cluster which it uses to communicate about task completion and initiation.

Here is the script that loads data from S3 into Redshift. This script handles insertion of duplicate data first by removing any duplicate rows and then by inserting the new data.

def load_s3_delta_into_redshift(s3_delta_file_path):
    bigdata_bucket = settings.BIGDATA_S3_BUCKET

    attrs = {
        'bigdata_bucket': bigdata_bucket,
        's3_delta_file_path': s3_delta_file_path,
    }

    complete_delta_file_path = "s3://{bigdata_bucket}/{s3_delta_file_path}".format(**attrs)
    schema_file_path = "s3://{bigdata_bucket}/request_log/s3_col_schema.json".format(**attrs)

    data = {
        'AWS_ACCESS_KEY_ID': settings.AWS_ACCESS_KEY_ID,
        'AWS_SECRET_ACCESS_KEY': settings.AWS_SECRET_ACCESS_KEY,
        'LOG_FILE':  complete_delta_file_path,
        'schema_file_path': schema_file_path
    }

    S3_REDSHIFT_COPY_COMMAND = " ".join([
        "copy requestlog_staging from '{LOG_FILE}' ",
        "CREDENTIALS 'aws_access_key_id={AWS_ACCESS_KEY_ID};aws_secret_access_key={AWS_SECRET_ACCESS_KEY}'",
        "json '{schema_file_path}';"
    ]).format(**data)

    LOADDATA_COMMAND = " ".join([
        "begin transaction;",
        "create temp table if not exists requestlog_staging(like requestlog);",
        S3_REDSHIFT_COPY_COMMAND,
        'delete from requestlog using requestlog_staging where requestlog.row_id=requestlog_staging.row_id;',
        'insert into requestlog select * from requestlog_staging;',
        "drop table requestlog_staging;",
        'end transaction;'
    ])

    redshift_conn_args = {
        'host': settings.REDSHIFT_HOST,
        'port': settings.REDSHIFT_PORT,
        'username': settings.REDSHIFT_DB_USERNAME
    }

    REDSHIFT_CONNECT_CMD = 'psql -U {username} -h {host} -p {port}'.format(**redshift_conn_args)
    PSQL_LOADDATA_CMD = '%s -c "%s"' % (REDSHIFT_CONNECT_CMD, LOADDATA_COMMAND)

    returncode = subprocess.call(PSQL_LOADDATA_CMD, shell=True)
    if returncode != 0:
        raise Exception("Unable to load s3 delta file into redshift ", s3_delta_file_path)

What's next

Data is like gold for any web application. If done the right way, the insights that it can provide and the growth it can drive is amazing. There are dozens of features and insights that can be built with the requests logs, including recommendation engine, better content delivery, and improving the overall product. All of this is a step toward making HackerEarth better every day for our users.

This post was originally written for the HackerEarth Engineering blog by Praveen Kumar.

Components and implementations of Natural Language Processing

What is NLP?

If you walk to an intersection of computational linguistics, artificial intelligence, and computer science, you are more than likely to see Natural Language Processing (NLP) there as well. NLP involves computers processing natural language—human-generated language and not math or programming languages like Java or C++.

Famous examples of NLP include Apple’s SIRI (speech recognition/generation), IBM Watson (question answering), and Google Translate (machine translation). NLP extracts meaning from human language despite its inherent ambiguity.

Recall HAL from Stanley Kubrick’s film 2001: A Space Odyssey? HAL performed information retrieval, extraction, inference, played chess, displayed graphics, and engaged in conversation—tasks that modern NLP systems like Microsoft Cortana, Palantir, and Facebook graph search now perform.

NLP consists of Natural Language Generation (NLG) and Natural Language Understanding (NLU). NLG enables computers to write like humans. NLU involves comprehending text, managing ambiguities, and producing meaningful data.

What makes up NLP?

Entity Extraction

Entity extraction identifies and segments entities such as people, places, and organizations from text. It clusters variations of the same entity.

  • Entity type: Person, place, organization, etc.
  • Salience: Relevance score of the entity in context (0 to 1)

For example, variations like "Roark", "Mr. Roark", and "Howard Roark" are clustered under the same entity.

Google NLP API can analyze sentences for such entities. For instance, in a paragraph about Karna from the Mahabharata, the API might assign a salience score of 0.5 to Karna.

natural language processing hashtags

Syntactic Analysis

Syntactic analysis checks sentence structure and parts of speech. Using parsing algorithms and dependency trees, it organizes tokens based on grammar.

syntactic analysis POS tagging

Semantic Analysis

Semantic analysis interprets sentence meaning in a context-free way, often using lexical and compositional semantics.

semantic example

For instance, “Karna had an apple” may be interpreted as “Karna owned an apple,” not “ate.” World knowledge is essential for true understanding.

semantic tree

Sentiment Analysis

Sentiment analysis identifies emotions, opinions, and attitudes—subjective content. Scores range from -1 (negative) to +1 (positive), and magnitude reflects intensity.

sentiment score character sentiment brand sentiment graph

Pragmatic Analysis

Pragmatic analysis considers the context of utterances—who, when, where, and why—to determine meaning. For instance, “You are late” could be informative or critical.

pragmatic analysis

Linguists and NLP systems approach pragmatics differently, as noted here.

A Few Applications of NLP

  • AI chatbots helping with directions, bookings, and orders
  • Paraphrasing tools for marketing and content creation
  • Sentiment analysis for political campaigns
  • Analyzing user reviews on e-commerce platforms
  • Customer feedback analytics in call centers

Different APIs offer customized NLP features. Advanced NLP uses statistical machine learning and deep analytics to manage unstructured data.

Despite natural language's complexity, NLP has made impressive strides. Alan Turing would surely be proud.

5 medical algorithms that are transforming the healthcare industry

This post focuses on the impact that medical algorithms have in the field of healthcare where you must be 100% right at all times. There is no room for errors because even the trivial errors can create a major impact. However, even the smartest and best-trained professionals are prone to errors. Tragedies due to human error are common in the medical industry.

Today, by using algorithms, doctors and care providers are able to determine exactly where to point the lasers for maximum impact with minimum collateral damage. Algorithms and genetic algorithms have made the way we treat patients more effective.

Here we list medical algorithms used in the healthcare industry:

  • Sampling
  • Fourier transform
  • Probabilistic data-matching
  • Proportional integral derivative
  • Predictive algorithm

Algorithms play a major role in the area of medical technology from large equipment to simple microcontrollers. Let’s look at the top algorithms that are used in the medical industry.

Sampling

The medical industry generates large amounts of data, which must be mined and sorted. Some facts include:

  • Every year, almost a million medical studies are published.
  • Additionally, 150,000 cancer-related studies are published annually.

The human brain is brilliant, but it has limits in processing. Computers help increase the number of lives saved by leveraging sampling algorithms in cognitive medical systems like IBM Watson Health.

IBM Watson Health uses AI and ML to infer treatment insights from patient data using sampling algorithms. Sampling involves selecting a few items from a large population for study. Techniques include:

Sampling methods
  • Simple random sampling: Randomly selects members, each having equal probability.
  • Systematic sampling: Selects members at a fixed interval from a random starting point.
  • Stratified sampling: Divides population into groups (strata) and samples from each.
  • Clustering sampling: Divides large groups into smaller natural groups and applies sampling.

Fourier Transform

Fourier Transform is used in numerous medical imaging techniques like MRIs and ultrasounds. It breaks signals into sinusoidal components for analysis and reconstruction.

It transforms signals from the time domain into the frequency domain and back. This helps isolate and interpret components of a signal for accurate image construction.

How MRI uses Fourier Transform:

MRI relies on water molecules in the body which respond to magnetic fields. The signals measured during scanning are a combination of sine waves. Fourier Transform decodes these into usable images.

Without Fourier Transform, modern imaging techniques would not be possible.

Probabilistic Data-Matching

This algorithm compares patient data against large databases to find the most likely matches, helping doctors make more informed diagnoses.

Probabilistic Data Matching

Probabilistic algorithms like Naive Bayes Classifier and PAIRS (Physician Assistant AI System) are commonly used to assist in accurate medical diagnosis.

Proportional Integral Derivative (PID)

PID is a feedback mechanism used in medical devices. For example, in Alabama Hospital, it helps manage blood pressure post-surgery by automatically adjusting medication levels.

PID Controller

PID works by reducing the difference between a desired outcome and the measured result using present, past, and predicted error values.

Predictive Algorithm

Predictive algorithms use historical and real-time data to forecast future medical events like cardiac arrests.

Predictive Algorithm Example

Examples include:

  • Time Series algorithm
  • Regression algorithm
  • Association algorithm
  • Clustering algorithm
  • Decision Tree algorithm

Predictive analytics helps doctors anticipate health conditions early and recommend preventive steps.

As algorithms grow in intelligence, they will play an even bigger role in healthcare. Doctors will consult with algorithms to provide precise, predictive care.

Want to learn more about algorithms?

Read how Mark Zuckerberg used the Elo Rating Algorithm in Facemash: Elo Algorithm: Common link between Facemash and Chess

What is a fitness tracker and how does it work?

I’m waiting for the bus outside this store that’s displaying fantastic workout clothes. I sigh and then turn my head to see a billboard about a new gym in town. I’m torn between guilt, for not exercising ever, and surprise at the shiny pennies people are apparently willing to shell out to get be fit and stylish. The bus comes by, I manage to squeeze into a seat, and then I open my magazine to a page where the article is titled “This Is the Compelling Science behind Fitness Trackers.” The universe is telling me something, isn’t it?

I’m inspired enough to pen this article where I’ll talk about different sensors that make activity trackers tick.

Mini labs juggling complex data—fitness trackers

It looks like a watch. It looks like a smartphone. It is so much more…

Then there is an Apple Watch vs. Fitbit Blaze debate going on.

Fitbit Blaze Apple Watch
Fitbit and Apple are two of the most popular fitness tracker manufacturers (Source)

This wearable is a wrist-based monitor with sensors that tell you if you’ve been walking enough, sleeping and eating enough, jogging or sprinting, staying out too long in the sun, and it tracks a whole lot of other stuff to keep you as healthy as you can be.

Research might scare you into buying one

Do you know what WHO says? Every year, 38 million people die from noncommunicable diseases globally and cardiovascular diseases account for the most. It’s a wonder we don’t wear an activity band on each hand.

Although you can’t peg heart rate monitors as indicators of potentially fatal diseases, ensuring that you’ve lowered your resting heart rate is a valuable wellness/fitness metric. (Source)

These words—obesity, diabetes, physical inactivity, smoking, alcohol, salt, blood pressure, cholesterol, and sleep patterns—figure largely in reports related to health and articles about the changing lifestyles of millennials. So, do we need these wearable digital monitors? Hell, yeah!

Unravelling the mystery of these tiny marvels

Some people think that the system complexity of fitness trackers is much lesser than a full-blown smart watch. But I disagree. A fitness tracker is some sort of a genius companion you ought to have.

5 layer architecture of a fitness tracker

Getting down to the details...

  • Sensing layer: Collects data like footsteps, heart rate, temperature, etc., and sends it via GSM/GPRS/LTE.
  • MAC Layer: Manages device control, quality-of-service, and power.
  • Network layer: Handles transmission using IPV6.
  • Processing and storage layer: Analyzes and stores sensor data with security control.
  • Service layer: Delivers processed data to apps and services.

Now, let's take a close look at a few of these sensors...

Accelerometers

They measure acceleration forces to track motion, orientation, and direction—used in smartphones, rockets, and fitness bands.

How does Accelerometer work

Here’s a great video on how your iPhone knows up from down.

GPS

Fitness tracker GPS
The GPS plays an important role in a fitness tracker (Source)

Used for location tracking via satellite signals and trilateration. Essential for route tracking and emergency alerts.

Galvanic Skin Response Sensor

Measures electrical conductance of the skin. Tracks emotion-based sweating, aiding stress and fitness insights.

Output-1 of Galvanic Skin Response Sensor Output -2 of Galvanic Skin Response Sensor Output-3 of Galvanic Skin Response Sensor

Optical Heart Rate Monitor (OHRM)

Uses photoplethysmography to detect heart rate by shining light on skin and measuring changes in light absorption.

Optical Heart Rate Monitor
Source

Bioimpedance Sensors

working of a bio-impedance sensor

Measures resistance to current to determine heart rate, respiration, hydration, and more.

How does Bioimpedance sensors works

Temperature Sensors

Monitor body temperature for health insights. Crucial for athlete recovery and early detection of anomalies.

UV and Ambient Light Sensors

Help track sun exposure and adjust brightness/time metrics for user interface and circadian data.

Finding the right fitness tracker

Choose based on features—heart rate, sleep tracking, calorie counting, and more. Here are top options:

Garmin Vivosmart HR+ – Heart rate, sleep, steps, waterproof.

Garmin Vivosmart HR+ App

Fitbit Charge 2 – Tracks wellness, breathing, and activity.

Fitbit Charge 2 App

Jawbone UP4 – Measures heart rate, breath, sweat via Bioimpedance.

Samsung Gear Fit2 – Built-in GPS, activity auto-detection.

Other good bands: Withings Go, Microsoft Band 2, Basis Peak, Moov Now, Misfit Ray.

While no sensor is perfect, fitness trackers are getting smarter and more accurate. Use them right and they’ll lead you to a healthier life.

5 Mistakes to Avoid When Developing IoT Applications

It seems like just about everything is connected to the internet these days — or at least, on its way to being connected in some way. While adding a connected component to just about anything can make it more useful to the average consumer and help us live our lives better, when the IoT application isn’t developed appropriately, it can lead to more frustration and annoyance than usefulness.

With that in mind, it’s important to take your time when developing IoT applications and make sure you don’t overlook certain aspects that make the application work more efficiently. Making these simple mistakes can take your application from a great idea to a dud in no time at all, so be sure to avoid them.

Mistake #1: Not Using Existing Frameworks

When you develop an application for the IoT, there are typically four levels to consider: the device itself; the “ingestion layer,” or the infrastructure and software that collects the data and makes sense of it; the analytics layer, which takes the organized data and processes it; and finally, the end-user level, which is usually the actual app that the user interacts with.

In the case of a coffee maker, for example, the coffee maker is the thing itself, and is equipped with a microprocessor of some sort that collects the information that it’s time to make the coffee, adjust the amount of coffee, etc. The analytics layer takes that information and instructs the machine to conduct the task, adjusting as necessary, while all the user sees is the app that they can program to make one cup of French Roast at 6 a.m.

What does all of this have to do with using existing frameworks? Usually, developers only need to work within the analytics and end-user levels of the application development. There are development tools available that have already established the framework for the other levels, and by using them, you don’t need to reinvent the wheel. This not only makes it easier to develop new applications, but it also speeds up the time to market for new products.

Mistake #2: Forgetting About Scalability

How many people will be using your application on a typical day? While you can make predictions, you need to always be prepared for sudden load increases and fluctuations. Otherwise, you run the risk of interrupted or slow connectivity, which will reduce user satisfaction with your device. Therefore, when developing your application, you need to think about scalability, and be prepared for load switches and develop software that can be updated when necessary to accommodate the load without affecting user experience.

Mistake #3: Not Making Security a Priority

The security of the IoT is a hot topic these days, with many experts noting that the IoT is a prime target for hackers. While hacking, say, household appliances, hasn’t been a major issue yet, the potential is definitely there. For this reason, when developing your IoT application, you need to pay close attention to limiting the attack surface, keeping the app safe from code injection attacks, safeguarding any collected sensitive information, and planning for secure updates. Keeping security at the forefront of your application development ensures that your device won’t be the one that leads to a major attack or breach.

Mistake #4: Not Planning for the Future

There’s no denying that technology moves fast, and the potential for today’s technology to be obsolete within a few years is high. However, while you may not have a crystal ball for everything that is going to happen in the next five to ten years, there are some developments on the horizon that you want to pay attention to and plan for, since many IoT devices are not those that consumers are prepared to upgrade on a regular basis, such as refrigerators. For example, internet addresses are transitioning to IPv6 from IPv4. By planning your application for that change now, you can avoid a costlier update later.

Mistake #5: Not Hosting Appropriately

Finally, consider hosting your application in multiple data centers rather than a single location. This allows for reduced latency in response times, and ensures uninterrupted service in the event of a disaster. Users have little patience for sluggish response times or server errors.

Developing an IoT application for your device can help take it to the next level and increase customer satisfaction and brand loyalty — but only when the application is well developed. As you think about your next IoT project, remember these mistakes and your product won’t be in the “great idea, poor execution” hall of shame.

What is an Algorithm and How It Shape Our World?

"For someone who doesn't watch many matches, Elihu Feustel makes a million dollars by winning bets simply by using algorithms"

Algorithms have revolutionized our world as we know it.

Today, a lot of things come to us a lot more easily than before. We have moved forward from the age of waiting to hear our favorite song on the FM radio and recording it on a cassette. Now, we visit YouTube to play your favorite song. It miraculously recommends all your favorite songs in the auto playlist.

When you visit IMDB’s website, it suggests the most relevant movies every time. When you Google something, you see the most relevant information on the first page. Have you ever wondered how each website knows exactly what to show you?

Algorithms.

We have advanced so much that we can create a painting that one cannot distinguish from the works of an artist who died in 1669!

We are talking about the new 3D-printed Rembrandt painting. Developers created an algorithm to collect data from portraits painted by Rembrandt. This data was then used to create a new 3D-printed painting, which took over 500 hours of rendering.

What is an algorithm?

“A process or set of rules followed in calculations or other problem-solving operations, especially by a computer”. At the simplest level, it is a procedure for accomplishing a task or solving the problem.

How algorithms shape our world every day

Algorithms are everywhere—sports, computer gaming, finance etc. Let us take a look at a few examples.

Healthcare: Algorithms help in areas where healthcare had no effective treatment. From matching appropriate organs to mining data for matching symptoms. They complement some of the most proficient doctors across the globe.

In 2013, 4500 former footballers filed lawsuits against the NFL for concussion-related injuries. This issue came into the limelight when Hall of Famer, nine-time Pro Bowler, Mike Webster and a few other players were diagnosed with Chronic Traumatic Encephalopathy (CTE). The effects of repeated blows to the head cause CTE. Head injuries in sports like American football

1.6 to 3.8 million sports-related concussions occur annually in the United States. To this day, there are no effective tests/scans to detect this disorder. Sanford Health studied common symptoms of the disorder and developed a concussion-evaluation algorithm, which detects the signs and symptoms of CTE. Now, because of timely treatment and precautions, the effects of concussions are prevented in more players. Until an effective test or scan is developed, algorithms are the answer to detecting CTE in time.

Sports: The sports industry today is the result of what has moved from intuition to statistics. It is a big game of algorithms from the Duckworth-Lewis method in cricket to the ranking players by using the Elo rating in the game of chess.

Algorithms also dominate the world of sports betting. So when you see weird numbers like 12/25 for ManU and 17/25 for Arsenal, you can rest assured that they are correct. The complex mathematical concept of the Poisson distribution equation is the foundation to the sports betting. This concept is used to generate numbers in sports betting.

Let’s take the example of Elihu Feustel, who makes almost a million dollars a day by betting on tennis. You would think that he would recognize Serena Williams if he passed by her on the street. However, this isn’t the case, he neither recognizes any of the famous tennis players nor does he know their playing styles etc. So, just how does he know who to bet on? He relies on a big data model that the live betting market uses. This algorithm collects data from existing (almost 260,000) matches. This data is then manipulated to allow users to determine which player/match they should bet on.

It seems like it’s all out of this world, right?

Gaming: It's amazing how videos and computer games have evolved over the last 2 decades. We started with DOS games, Super Mario, Pac-Man, and went on to highly-advanced games like Need for Speed, Counter-Strike, and DotA.

The games are now getting more realistic, with life-like surroundings, smarter and scarier anti-heroes. There is an increased advancement in Augmented Reality (AR) and Virtual Reality (VR) technologies. We are now developing techniques to bring in games that require player involvement at an epidemic rate. This has led to the development of algorithms that are highly complex in nature to create complex games.

Finance: The financial world has not remained untouched by algorithms. Like the Rothschild

'Algorithms' - A word used by programmers when they do not want to explain what they did.

pigeon story of 1815

Helped Rothschild build a financial empire that’s going strong even today, the prediction in the field of finance needs to be quick and accurate. Black Box trading uses advanced and complex mathematical models to figure trading strategies for the most ideal returns. In stock markets, you have to make quick decisions. By 2011, algorithms governed 70% of the US stock market.

There is no doubt that irrespective of the field that you choose, algorithms have a strong influence on our lives and they are changing our world.

Soon there is a possibility that algorithms will take over most of the tasks done by human beings. This could lead to the creation of mundane jobs, which algorithms cannot do, such as stocking bottles, collecting blood samples, and other work that requires physical effort.

Until then, put your algorithm skills to test with these programming challenges.

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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.

(Part 2) Essential Questions To Ask When Interviewing Developers In 2021

The first part of this blog stresses the importance of asking the right technical interview questions to assess a candidate’s coding skills. But that alone is not enough. If you want to hire the crème de la crème of the developer talent out there, you have to look for a well-rounded candidate.

Honest communication, empathy, and passion for their work are equally important as a candidate’s technical knowledge. Soft skills are like the cherry on top. They set the best of the candidates apart from the rest.

Re-examine how you are vetting your candidates. Identify the gaps in your interviews. Once you start addressing these gaps, you find developers who have the potential to be great. And those are exactly the kind of people that you want to work with!

Let’s get to it, shall we?

Hire great developers

What constitutes a good interview question?

An ideal interview should reveal a candidate’s personality along with their technical knowledge. To formulate a comprehensive list of questions, keep in mind three important characteristics.

  • Questions are open-ended – questions like, “What are some of the programming languages you’re comfortable with,” instead of “Do you know this particular programming language” makes the candidate feel like they’re in control. It is also a chance to let them reply to your question in their own words.
  • They address the behavioral aspects of a candidate – ensure you have a few questions on your list that allow a candidate to describe a situation. A situation where a client was unhappy or a time when the developer learned a new technology. Such questions help you assess if the candidate is a good fit for the team.
  • There is no right or wrong answer – it is important to have a structured interview process in place. But this does not mean you have a list of standard answers in mind that you’re looking for. How candidates approach your questions shows you whether they have the makings of a successful candidate. Focus on that rather than on the actual answer itself.

Designing a conversation around these buckets of interview questions brings you to my next question, “What should you look for in each candidate to spot the best ones?”

Hire GREAT developers by asking the right questions

Before we dive deep into the interview questions, we have to think about a few things that have changed. COVID-19 has rendered working from home the new normal for the foreseeable future. As a recruiter, the onus falls upon you to understand whether the developer is comfortable working remotely and has the relevant resources to achieve maximum productivity.

#1 How do you plan your day?

Remote work gives employees the option to be flexible. You don’t have to clock in 9 hours a day as long as you get everything done on time. A developer who hasn’t always been working remotely, but has a routine in place, understands the pitfalls of working from home. It is easy to get distracted and having a schedule to fall back on ensures good productivity.

#2 Do you have experience using tools for collaboration and remote work?

Working from home reduces human interaction heavily. There is no way to just go up to your teammate’s desk and clarify issues. Virtual communication is key to getting work done. Look for what kind of remote working tools your candidate is familiar with and if they know what collaborative tools to use for different tasks.

Value-based interview questions to ask

We went around and spoke to our engineering team, and the recruiting team to see what questions they abide by; what they think makes any candidate tick.

The result? – a motley group of questions that aim to reveal the candidate’s soft skills, in addition to typical technical interview questions and test tasks.


Recommended read: How Recruiting The Right Tech Talent Can Solve Tech Debt


#3 Please describe three recent projects that you worked on. What were the most interesting and challenging parts?

This is an all-encompassing question in that it lets the candidate explain at length about their work ethic—thought process, handling QA, working with a team, and managing user feedback. This also lets you dig enough to assess whether the candidate is taking credit for someone else's work or not.

#4 You’ve worked long and hard to deliver a complex feature for a client and they say it’s not what they asked for. How would you take it?

A good developer will take it in their stride, work closely with the client to find the point of disconnect, and sort out the issue. There are so many things that could go wrong or not be to the client’s liking, and it falls on the developer to remain calm and create solutions.

#5 What new programming languages or technologies have you learned recently?

While being certified in many programming languages doesn't guarantee a great developer, it still is an important technical interview question to ask. It helps highlight a thirst for knowledge and shows that the developer is eager to learn new things.

#6 What does the perfect release look like? Who is involved and what is your role?

Have the developer take you through each phase of a recent software development lifecycle. Ask them to explain their specific role in each phase in this release. This will give you an excellent perspective into a developer’s mind. Do they talk about the before and after of the release? A skilled developer would. The chances of something going wrong in a release are very high. How would the developer react? Will they be able to handle the pressure?


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!


#7 Tell me about a time when you had to convince your lead to try a different approach?

As an example of a behavioral interview question, this is a good one. The way a developer approaches this question speaks volumes about how confident they are expressing their views, and how succinct they are in articulating those views.

#8 What have you done with all the extra hours during the pandemic?

Did you binge-watch your way through the pandemic? I’m sure every one of us has done this. Indulge in a lighthearted conversation with your candidate. This lets them talk about something they are comfortable with. Maybe they learned a new skill or took up a hobby. Get to know a candidate’s interests and little pleasures for a more rounded evaluation.

Over to you! Now that you know what aspects of a candidate to focus on, you are well-equipped to bring out the best in each candidate in their interviews. A mix of strong technical skills and interpersonal qualities is how you spot good developers for your team.

If you have more pressing interview questions to add to this list of ours, please write to us at contact@hackerearth.com.

(Part 1) Essential Questions To Ask When Recruiting Developers In 2021

The minute a developer position opens up, recruiters feel a familiar twinge of fear run down their spines. They recall their previous interview experiences, and how there seems to be a blog post a month that goes viral about bad developer interviews.

While hiring managers, especially the picky ones, would attribute this to a shortage of talented developers, what if the time has come to rethink your interview process? What if recruiters and hiring managers put too much stock into bringing out the technical aspects of each candidate and don’t put enough emphasis on their soft skills?

A report by Robert Half shows that 86% of technology leaders say it’s challenging to find IT talent. Interviewing developers should be a rewarding experience, not a challenging one. If you don’t get caught up in asking specific questions and instead design a simple conversation to gauge a candidate’s way of thinking, it throws up a lot of good insight and makes it fun too.

Developer Hiring Statistics

Asking the right technical interview questions when recruiting developers is important but so is clear communication, good work ethic, and alignment with your organization’s goals.

Let us first see what kind of technical interview questions are well-suited to revealing the coding skills and knowledge of any developer, and then tackle the behavioral aspects of the candidate that sets them apart from the rest.

Recruit GREAT developers by asking the right questions

Here are some technical interview questions that you should ask potential software engineers when interviewing.

#1 Write an algorithm for the following

  1. Minimum Stack - Design a stack that provides 4 functions - push(item), pop, peek, and minimum, all in constant order time complexity. Then move on to coding the actual solution.
  2. Kth Largest Element in an array - This is a standard problem with multiple solutions of best time complexity orders where N log(K) is a common one and O(N) + K log(N) is a lesser-known order. Both solutions are acceptable, not directly comparable to each other, and better than N log(N), which is sorting an array and fetching the Kth element.
  3. Top View of a Binary Tree - Given a root node of the binary tree, return the set of all elements that will get wet if it rains on the tree. Nodes having any nodes directly above them will not get wet.
  4. Internal implementation of a hashtable like a map/dictionary - A candidate needs to specify how key-value pairs are stored, hashing is used and collisions are handled. A good developer not only knows how to use this concept but also how it works. If the developer also knows how the data structure scales when the number of records increases in the hashtable, that is a bonus.

Algorithms demonstrate a candidate’s ability to break down a complex problem into steps. Reasoning and pattern recognition capabilities are some more factors to look for when assessing a candidate. A good candidate can code his thought process of the algorithm finalized during the discussion.


Looking for a great place to hire developers in the US? Try Jooble!


#2 Formulate solutions for the below low-level design (LLD) questions

  • What is LLD? In your own words, specify the different aspects covered in LLD.
  • Design a movie ticket booking application like BookMyShow. Ensure that your database schema is tailored for a theatre with multiple screens and takes care of booking, seat availability, seat arrangement, and seat locking. Your solution does not have to extend to the payment option.
  • Design a basic social media application. Design database schema and APIs for a platform like Twitter with features for following a user, tweeting a post, seeing your tweet, and seeing a user's tweet.

Such questions do not have a right or wrong answer. They primarily serve to reveal a developer’s thought process and the way they approach a problem.


Recommended read: Hardest Tech Roles to Fill (+ solutions!)


#3 Some high-level design (HLD) questions

  • What do you understand by HLD? Can you specify the difference between LLD and HLD?
  • Design a social media application. In addition to designing a platform like Twitter with features for following a user, tweeting a post, seeing your tweet, and seeing a user's tweet, design a timeline. After designing a timeline where you can see your followers’ tweets, scale it for a larger audience. If you still have time, try to scale it for a celebrity use case.
  • Design for a train ticket booking application like IRCTC. Incorporate auth, features to choose start and end stations, view available trains and available seats between two stations, save reservation of seats from start to end stations, and lock them till payment confirmation.
  • How will you design a basic relational database? The database should support tables, columns, basic field types like integer and text, foreign keys, and indexes. The way a developer approaches this question is important. A good developer designs a solution around storage and memory management.
Here’s a pro-tip for you. LLD questions can be answered by both beginners and experienced developers. Mostly, senior developers can be expected to answer HLD questions. Choose your interview questions set wisely, and ask questions relevant to your candidate’s experience.

#4 Have you ever worked with SQL? Write queries for a specific use case that requires multiple joins.

Example: Create a table with separate columns for student name, subject, and marks scored. Return student names and ranks of each student. The rank of a student depends on the total of marks in all subjects.

Not all developers would have experience working with SQL but some knowledge about how data is stored/structured is useful. Developers should be familiar with simple concepts like joins, retrieval queries, and the basics of DBMS.

#5 What do you think is wrong with this code?

Instead of asking developer candidates to write code on a piece of paper (which is outdated, anyway), ask them to debug existing code. This is another way to assess their technical skills. Place surreptitious errors in the code and evaluate their attention to detail.

Now that you know exactly what technical skills to look for and when questions to ask when interviewing developers, the time has come to assess the soft skills of these candidates. Part 2 of this blog throws light on the how and why of evaluating candidates based on their communication skills, work ethic, and alignment with the company’s goals.

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

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

What is Pre-Employement Assessment?

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

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

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

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

Why pre-employment assessments are key in hiring

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

  • Improved decision-making:

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

  • Reduced bias:

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

  • Increased efficiency:

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

  • Enhanced candidate experience:

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

Types of pre-employment assessments

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

1. Skill Assessments:

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

2. Personality Assessments:

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

3. Cognitive Ability Tests:

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

4. Integrity Assessments:

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

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

Leading employment assessment tools and tests in 2024

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

  • HackerEarth:

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

  • SHL:

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

  • Pymetrics:

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

  • Wonderlic:

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

  • Harver:

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

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

Choosing the right pre-employment assessment tool

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

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

Comparative analysis of assessment options

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

  • Technical skills assessment:

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

  • Soft skills and personality assessment:

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

  • Candidate experience:

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

Additional tips:

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

Best practices for using pre-employment assessment tools

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

  • Define your assessment goals:

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

  • Choose the right assessments:

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

  • Set clear expectations:

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

  • Integrate seamlessly:

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

  • Train your team:

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

Interpreting assessment results accurately

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

  • Use results as one data point:

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

  • Understand score limitations:

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

  • Look for patterns and trends:

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

  • Focus on potential, not guarantees:

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

Choosing the right pre-employment assessment tools

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

  • Industry and role requirements:

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

  • Company culture and values:

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

  • Candidate experience:

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

Budget and accessibility considerations

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

  • Budget:

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

  • Accessibility:

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

Additional Tips:

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

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

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

Future trends in pre-employment assessments

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

  • Artificial intelligence (AI):

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

  • Adaptive testing:

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

  • Micro-assessments:

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

  • Gamification:

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

Conclusion

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

Tech Layoffs: What To Expect In 2024

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

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

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

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

What are tech layoffs?

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

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

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

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

Causes for layoffs in the tech industry

Why are tech employees suffering so much?

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

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

In addition, some common reasons could be:

Financial struggles

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


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


Changes in demand

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

Restructuring

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

Automation

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

Mergers and acquisitions

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

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

Will layoffs increase in 2024?

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

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

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

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


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


What types of companies are prone to tech layoffs?

2023 Round Up Of Layoffs In Big Tech

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

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

Large tech firms

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

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

Startups

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

Small and medium-sized businesses

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

Companies in certain industries

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

Companies that lean on government funding

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

How to track tech layoffs?

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

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

Use tech layoffs tracker

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

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

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

News articles

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

Social media

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

Online forums and communities

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

Government reports

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

How do companies reduce tech layoffs?

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

Salary reductions

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

Implementing a hiring freeze

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


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


Non-essential expense reduction

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

Reducing working hours

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

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

Tech layoffs to bleed into this year

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

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

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

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

What is Headhunting in recruitment?

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

How do headhunting and traditional recruitment differ from each other?

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

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

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

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

Types of headhunting in recruitment

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

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

How does headhunting work?

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

Identifying the role

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

Defining the job

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

Candidate identification and sourcing

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

Approaching candidates

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

Assessment and Evaluation

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

Interviews and negotiations

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

Finalizing the hire

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

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

Common challenges in headhunting

Despite its advantages, headhunting also presents certain challenges:

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

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

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

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

Advantages of Headhunting

Headhunting offers several advantages over traditional recruitment methods:

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

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

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

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

Conclusion

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

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