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Kruskal’s algorithm (Minimum spanning tree) with real-life examples

Most of the cable network companies use the Disjoint Set Union data structure in Kruskal’s algorithm to find the shortest path to lay cables across a city or group of cities.

Which leads us to this post onthe properties of Disjoint sets union and minimum spanning tree along with their example.

Before we proceed with an example of Kruskal’s algorithm, let’s first understand what disjoint sets are.

What are Disjoint Sets?

A disjoint set is a data structure which keeps track of all elements thatare separated by a number of disjoint (not connected) subsets.

With the help of disjoints sets, you can keep a track of the existence of elements in a particular group.

Let’s say there are 6 elements A, B, C, D, E, and F. B, C, and D are connected and Eand F arepaired together.

This gives us 3 subsets that haveelements (A), (B, C, D), and (E, F).

Disjoint sets help us quickly determine which elements are connected and close and tounite twocomponents into asingle entity.

A disjoint set data structure consists of twoimportant functions:

Find() – It helps to determine which subset a particular element belongs to.

It also helps determine if the element is in more than one subset.

Union() – It helps to check whether a graph is cyclic or not. And helps connect or join two subsets.

Implementation of Disjoint Set

For the previous example, we assumethat for the set (B, C, D), B is a parent node.

For the disjoint set, we keep a single representative for each node.

If we search for an element in a particular node, it leads us to the parent of that particular node.

Therefore, when you search for D, the answer would be B.

Similarly, we can connect the subset (A) to (E, F ) which would result in node Aas the parent node.

Now we have twosubsets, but both B and A don’t have any parent node.

Each tree is an independent disjoint set, that is if twoor more elements are in the same tree, they are part of the same disjoint set, else they are independent.

So if for a particular tree B is a representative, then Parent[i]=B.

If B is not a representative, we can move up the tree to find the parent or representative for the tree.

You can read more here about Basics of Disjoint sets.

What is Kruskal’s algorithm?

Spanning tree is the sum of weights of all the edges in a tree.

A minimum spanning tree (MST) is one which costs the least amongall spanning trees.

Here is an example of aminimum spanning tree.

minimum spanning tree, kruskal's algorithm, spanning tree, kruskal algroithm, kruskal

Kruskal’s Algorithm and Prim’s minimum spanning tree algorithm are two popular algorithms to find the minimum spanning trees.

Kruskal’s algorithm uses the greedy approach for finding a minimum spanning tree.

Kruskal’s algorithm treats every node as an independent tree and connects one with another only if it has the lowest cost compared to all other options available.

Step to Kruskal’s algorithm:

  • Sort the graph edges with respect to their weights.
  • Start adding edges to the minimum spanning tree from the edge with the smallest weight until the edge of the largest weight.
  • Only add edges which don’t form a cycle—edges which connect only disconnected components.

Or as a simpler explanation,

Step 1 – Remove all loops and parallel edges

Step 2 – Arrange all the edges in ascending order of cost

Step 3 – Add edges with least weight

But how do you check whether twovertices are connected or not? That’s where the real-life example of Disjoint Sets come into use.

Kruskal’s algorithm example in detail

I am sure very few of you would be working for acable network company, so let’s make the Kruskal’s minimum spanning tree algorithm problem more relatable.

On your trip to Venice, you plan to visit all the important world heritage sites but are short on time. To make your itinerary work,you decide to use Kruskal’s algorithm using disjoint sets.

Here is amap of Venice.

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Let’s simplify the map by converting it into a graph as below and naming important locations on the map with lettersand distance in meters (x 100).

Cannaregio Ponte Scalzi Santa Corce Dell ‘Orto Ferrovia Piazzale Roma San Polo Dorso Duro San Marco St. Mark Basilica Castello Arsenale
A B C D E F G H I J K L

Let’s understand how Kruskal’s algorithm is used in the real-world example using the above map.

Step 1- Remove all loops and parallel edges

So for the given map, we have a parallel edge running between Madonna dell’Orto (D) to St. Mark Basilica (J), which is of length 2.4kms(2400mts).

We will remove the parallel road and keep the 1.8km (1800m) length for representation.

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Step 2 – Arrange all the edges on the graph in ascending order. Kruskal’s algorithm considers each group as a tree and applies disjoint sets to check how many of the vertices arepart of other trees.

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Step 3 –Add edges with least weight; we begin with the edges with least weight/cost. Hence, B, C is connected first considering their edge cost only 1.
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I, J has cost 1; it is the edge connected next.

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Then, we connect edges with weight = 2.

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Similarly, we connect node K, Lwhich has an edge with weight = 3.

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As given in the table above, all the edges are connected in ascending order, ensuring no loop or cycle is formed between 2 vertices.

Thisgives us the following graph, which is the minimum spanning tree forthe given problem.

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Here Kruskal’s algorithm using C++

#include <iostream>
#include <vector>
#include <utility>
#include <algorithm>

using namespace std;
const int MAX = 1e4 + 5;
int id[MAX], nodes, edges;
pair <long long, pair<int, int> > p[MAX];

void initialize()
{
    for(int i = 0;i < MAX;++i)
        id[i] = i;
}

int root(int x)
{
    while(id[x] != x)
    {
        id[x] = id[id[x]];
        x = id[x];
    }
    return x;
}

void union1(int x, int y)
{
    int p = root(x);
    int q = root(y);
    id[p] = id[q];
}

long long kruskal(pair<long long, pair<int, int> > p[])
{
    int x, y;
    long long cost, minimumCost = 0;
    for(int i = 0;i < edges;++i)
    {
        // Selecting edges one by one in increasing order from the beginning
        x = p[i].second.first;
        y = p[i].second.second;
        cost = p[i].first;
        // Check if the selected edge is creating a cycle or not
        if(root(x) != root(y))
        {
            minimumCost += cost;
            union1(x, y);
        }    
    }
    return minimumCost;
}

int main()
{
    int x, y;
    long long weight, cost, minimumCost;
    initialize();
    cin >> nodes >> edges;
    for(int i = 0;i < edges;++i)
    {
        cin >> x >> y >> weight;
        p[i] = make_pair(weight, make_pair(x, y));
    }
    // Sort the edges in the ascending order
    sort(p, p + edges);
    minimumCost = kruskal(p);
    cout << minimumCost << endl;
    return 0;
}

After understanding how Kruskal’s algorithm works, it’s important to understand the difference between MST and TSP.

Minimum Spanning Tree vs. Traveling Salesman problem

A minimum spanning tree helps you build a tree which connects all nodes, or as in the case above, all the places/cities with minimum total weight.

Whereas, a traveling salesman problem (TSP) requires you to visit all the places while coming back to your starting node with minimum total weight.

Following are some of the other real-life applications ofKruskal’s algorithm:

  1. Landing Cables
  2. TV Network
  3. Tour Operations

If you understood the example and working with disjoint sets, you are all set to join the CodeMonk challenge on the Disjoint Sets Union.

Dijkstra's Banker's algorithm detailed explanation

Even after reading many articles on Banker’s algorithm and Europe’s deadlock several times, I couldn’t get what they were about.

I didn’t understand how an algorithm could have solved with the debt crisis.

I realized I would have to go back to the basics of banking and figure out answers to these:

How do banks work? How do banks decide the loan amount? What is the Banker’s algorithm?

We will begin with the Banker’s algorithm, which will help you understand banking and “Deadlock.”

What is banker’s algorithm?

The Banker’s algorithm sometimes referred to as avoidance algorithm or Deadlock algorithm was developed by Edsger Dijkstra (another of Dijkstra’s algorithms!).

It tests the safety of allocation of predetermined maximum possible resources and then makes states to check the deadlock condition. (Wikipedia)

Banker’s algorithm explained

Let’s say you’ve got three friends (Chandler, Ross, and Joey) who need a loan to tide them over for a bit.

You have $24 with you.

Chandler needs $8 dollars, Ross needs $13, and Joey needs $10.

You already lent $6 to Chandler, $8 to Ross, and $7 to Joey.

So you are left with $24 – $21 (6+8+7) = $3

Even after giving $6 to Chandler, he still needs $2.Similarly, Ross needs $5 more and Joey $3.

Until they get the amount they need, they can neither do whatever tasks they have to nor return the amount they borrowed. (Like a true friend!)

You can pay $2 to Chandler, and wait for him to get his work done and then get back the entire $8.

Or, you can pay $3 to Joey and wait for him to pay you back after his task is done.deadlock, Banker's algorithm, Dijkstra's algorithm

You can’t pay Ross because he needs $5 and you don’t have enough.

You can pay him once Chandler or Joey returns the borrowed amount after their work is done.

This state is termed as the safe state, where everyone’s task is completed and, eventually, you get all your money back.

The second scenario –Deadlock explained

Knowing Ross needs $10 urgently, instead of giving $8, you end up giving him $10.

And you are left with only $1.

In this state, Chandler still needs $2 more, Ross needs $3 more, and Joey still needs $3 more, but now you don’t have enough money to give them and until they complete the tasks they need the money for, no money will be transferred back to you.

This kind of situation is called the Unsafe state or Deadlock state, which is solved using Banker’s Algorithm.

Let’s get back to the previous safe state.

You give $2 to Chandler and let him complete his work.

He returns your $8 which leaves you with $9. Out of this $9, you can give $5 to Ross and let him finish his task with total $13 and then return the amount to you, which can be forwarded to Joey to eventually let him complete his task.

(Once all the tasks are done, you can take Ross and Joey to Central Perk for not giving them a priority.)

The goal of the Banker’s algorithm is to handle all requests without entering into the unsafe state, also called a deadlock.

The moneylender is left with not enough money to pay the borrower and none of the jobs are complete due to insufficient funds, leaving incomplete tasks and cash stuck as bad debt.

It’s called the Banker’s algorithm because it could be used in the banking system so that banks never run out of resources and always stay in a safe state.

Banker’s Algorithm

For the banker’s algorithm to work, it should know three things:

  1. How much of each resource each person could maximum request [MAX]
  2. How much of each resource each person currently holds [Allocated]
  3. How much of each resource is available in the system for each person [Available]

So we need MAX and REQUEST.

If REQUEST is given MAX = ALLOCATED + REQUEST

NEED = MAX – ALLOCATED

A resource can be allocated only for a condition.

REQUEST<= AVAILABLE or else it waits until resources are available.

Let ‘n’ be the number of processes in the system and ‘mbe the number of resource types.

  • Available – It is a 1D array of size’m’. Available [j] = k means there are k occurrences of resource type Rj.
  • Maximum – It is a 2D array of size ‘m*n’ which represents maximum demand of a section. Max[i,j] = k means that a process i can maximum demand ‘k’ amount of resources.
  • Allocated – It is a 2D array of size ‘m*n’ which represents the number of resources allocated to each process. Allocation [i,j] =k means that a process is allocated ‘k’ amount of resources.
  • Need – 2D array of size ‘m*n’. Need [i,j] = k means a maximum resource that could be allocated.
    • Need [i,j] = Max [i,j] – Allocation[i,j]

Take another Banker’s Algorithm example in the form of the table below

Where you have 4 processes, and 3 resources (A, B, C) to be allocated.

Process
Allocated Maximum Available Need (Maximum Allocated)
A B C A B C A B C A B C
P1 0 1 0 7 5 3 3 3 2 7 4 3
P2 2 0 0 3 2 2 1 2 2
P3 4 0 1 9 0 4 5 0 3
P4 2 1 1 2 2 2 0 1 1

Need P2<Available, so we allocate resources to P2 first.

After P2 completion the table would look as

Process
Allocated Maximum Available Need (Maximum Allocated)
A B C A B C A B C A B C
P1 0 1 0 7 5 3 5 3 2 7 4 3
P3 4 0 1 9 0 4 5 0 3
P4 2 1 1 2 2 2 0 1 1

Need P4<Available, so we allocate resources to P4.

After P4 completion

Process
Allocated Maximum Available Need (Maximum Allocated)
A B C A B C A B C A B C
P1 0 1 0 7 5 3 7 4 3 7 4 3
P3 4 0 1 9 0 4 5 0 3

And P3 will be allocated before P1, which gives us the sequence P2, P4, P3, and P1 without getting into deadlock.

A state is considered safe if it is able to finish all processing tasks.

Banker’s algorithm using C++

#include <iostream>
#define MAX 20
using namespace std;

class bankers
{
    private:
        int al[MAX][MAX],m[MAX][MAX],n[MAX][MAX],avail[MAX];
        int nop,nor,k,result[MAX],pnum,work[MAX],finish[MAX];

    public:
        bankers();
        void input();
        void method();
        int search(int);
        void display();
};

bankers::bankers()
{
    k=0;
    for(int i=0;i<MAX;i++)
    {
        for(int j=0;j<MAX;j++)
        {
            al[i][j]=0;
            m[i][j]=0;
            n[i][j]=0;
        }
        avail[i]=0;
        result[i]=0;
        finish[i]=0;
    }
}

void bankers::input()
{
    int i,j;
    cout << "Enter the number of processes:";
    cin >> nop;
    cout << "Enter the number of resources:";
    cin >> nor;
    cout << "Enter the allocated resources for each process: " << endl;
    for(i=0;i<nop;i++)
    {
        cout<<"\nProcess "<<i;
        for(j=0;j<nor;j++)
        {
            cout<<"\nResource "<<j<<":";
            cin>>al[i][j];
        }
    }
    cout<<"Enter the maximum resources that are needed for each process: "<<endl;
    for(i=0;i<nop;i++)
    {
        cout<<"\nProcess "<<i;
        for(j=0;j<nor;j++)
        {
            cout<<"\nResouce "<<j<<":";
            cin>>m[i][j];
            n[i][j]=m[i][j]-al[i][j];
        }
    }
    cout << "Enter the currently available resources in the system: ";
    for(j=0;j<nor;j++)
    {
        cout<<"Resource "<<j<<":";
        cin>>avail[j];
        work[j]=-1;
    }
    for(i=0;i<nop;i++)
        finish[i]=0;
}

void bankers::method()
{
    int i=0,j,flag;
    while(1)
    {
        if(finish[i]==0)
        {
            pnum =search(i);
            if(pnum!=-1)
            {
                result[k++]=i;
                finish[i]=1;
                for(j=0;j<nor;j++)
                {
                    avail[j]=avail[j]+al[i][j];
                }
            }
        }
        i++;
        if(i==nop)
        {
            flag=0;
            for(j=0;j<nor;j++)
                if(avail[j]!=work[j])

            flag=1;
            for(j=0;j<nor;j++)
                work[j]=avail[j];

            if(flag==0)
                break;
            else
                i=0;
        }
    }
}

int bankers::search(int i)
{
    int j;
    for(j=0;j<nor;j++)
        if(n[i][j]>avail[j])
            return -1;
    return 0;
}

void bankers::display()
{
    int i,j;
    cout<<endl<<"OUTPUT:";
    cout<<endl<<"========";
    cout<<endl<<"PROCESS\t     ALLOTED\t     MAXIMUM\t     NEED";
    for(i=0;i<nop;i++)
    {
        cout<<"\nP"<<i+1<<"\t     ";
        for(j=0;j<nor;j++)
        {
            cout<<al[i][j]<<"  ";
        }
        cout<<"\t     ";
        for (j=0;j<nor;j++)
        {
            cout<<m[i][j]<<"  ";
        }
        cout<<"\t     ";
        for(j=0;j<nor;j++ )
        {
            cout<<n[i][j]<<"  ";
        }
    }
    cout<<"\nThe sequence of the safe processes are: \n";
    for(i=0;i<k;i++)
    {
        int temp = result[i]+1 ;
        cout<<"P"<<temp<<" ";
    }
    cout<<"\nThe sequence of unsafe processes are: \n";
    int flg=0;
    for (i=0;i<nop;i++)
    {
        if(finish[i]==0)
        {
        flg=1;
        }
        cout<<"P"<<i<<" ";
    }
    cout<<endl<<"RESULT:";
    cout<<endl<<"=======";
    if(flg==1)
        cout<<endl<<"The system is not in safe state and deadlock may occur!!";
    else
        cout<<endl<<"The system is in safe state and deadlock will not occur!!";
}

int main()
{
    cout<<" DEADLOCK BANKER’S ALGORITHM "<<endl;
    bankers B;
    B.input ( );
    B.method ( );
    B.display ( );
}

If you understood the process, congratulations on being a non-certified banker of the nation!

Learning Agility: What is It And How to Measure It?

In the year 2004, two academics–Miachael Lombardo and Robert Eichinger–coined the term ‘learning agility’ and described it as one of the key metrics to measure leadership potential. Since then, this term has become the cornerstone of human resource processes worldwide.

Simply put, learning agility is a blend of curiosity, self-awareness, and a growth mindset. It has often been called the secret sauce for success in fast-paced industries. This blog post will explore the concept of learning agility, its importance, and strategies to foster it within tech teams.

According to Warner Burke, Professor of Psychology and Education at Teachers College, Columbia University, half of all leaders fail in their roles. The reason? A lack of learning agility.

Source: Harver.com

To grasp the importance of learning agility in leadership, let’s first clarify what this concept entails.

What is learning agility?

Learning agility isn’t a singular skill but rather a collection of abilities that enable individuals to quickly learn, adapt, and apply knowledge in new and unfamiliar situations. It’s about taking what you’ve learned in one context and using it effectively in another.

At its core, learning agility encompasses:

  • Learning, unlearning, and relearning to stay relevant in evolving environments.
  • Adapting and innovating by applying new skills and knowledge to shifting workplace demands.
  • Using feedback effectively to grow and improve continuously.

Learning agility in action

In the workplace, learning agility helps individuals navigate uncertain situations by drawing from past and present experiences to make informed decisions. It’s the mindset of being open to change, willing to experiment with new ideas, and comfortable in challenging situations.

Agile learners actively seek feedback, reflect on their experiences, and embrace discomfort as an opportunity for growth. They are forward-thinking, constantly developing new strategies to handle future challenges with confidence and creativity.

Why learning agility matters in leadership

Organizations thrive when leaders possess learning agility because it’s a key predictor of leadership potential. In fact, studies show that 50% of leaders fail in their roles because they lack this critical skill. Agile leaders are adaptable, resilient, and innovative—traits essential for managing disruptions and driving success.

According to the Korn Ferry Institute, learning agility surpasses intelligence and education as the most reliable indicator of an executive’s success. Companies led by highly agile executives see 25% higher profit margins compared to their peers.

Source: Korn Ferry Institute

Characteristics of agile learners

In the workplace, individuals with strong learning agility tend to:

  • Make confident, high-quality decisions even with incomplete data.
  • Develop innovative solutions by unlearning outdated practices.
  • See the bigger picture, connecting seemingly unrelated information.
  • Adapt quickly to change, showing flexibility in complex situations.
  • Embrace uncertainty and tackle unfamiliar challenges with confidence.

Leaders who exhibit learning agility excel in navigating diverse business scenarios, such as adapting to remote work, managing cross-cultural teams, and taking on unfamiliar assignments without hesitation. Korn Ferry research shows that agile learners are promoted twice as fast as those with lower agility.

If we had to break down the key components of learning agility, here’s how we would rank them:

Component 1: Self-awareness

A cornerstone of learning agility, self-awareness involves understanding one’s strengths, weaknesses, and learning style. It’s about knowing what you know, what you don’t know, and how you learn best. By recognizing their strengths and weaknesses, individuals can identify areas for improvement and tailor their learning strategies accordingly.

Component 2: Curiosity and open-mindedness

Curious individuals are always eager to learn and explore new ideas. They approach challenges with a sense of wonder and a willingness to experiment. Open-mindedness allows individuals to embrace different perspectives, challenge assumptions, and consider alternative solutions. As Albert Einstein famously said, “The important thing is not to stop questioning.”

Component 3: Metacognition

Metacognition is the ability to think about one’s own thinking. By reflecting on their learning process, individuals can identify effective strategies and areas for improvement. It involves asking questions like, “What am I learning? How am I learning it? How can I learn it better?”

Component 4: Risk-taking

Learning often involves stepping outside of one’s comfort zone. Risk-taking is essential for personal and professional growth. By embracing challenges and taking calculated risks, individuals can acquire new skills and experiences.

Can learning agility be developed?

Yes. Like a muscle, learning agility can be strengthened through practice and intentional effort. It’s not about past achievements but about the potential to grow, innovate, and succeed in future challenges.

Traits like openness to experience, conscientiousness, and agreeableness often correlate with learning agility, while emotional instability and a belief in uncontrollable external factors tend to hinder it. Assessing a candidate’s personality alongside their learning agility provides a complete picture of their potential.

Exceptional leaders don’t just manage disruptions—they leverage them as opportunities to innovate and grow. Understanding the components of learning agility can help leaders (and other employees) build this muscle and train themselves to be more agile.

Measuring learning agility in tech teams with HackerEarth

Learning agility is a critical skill for tech professionals, enabling them to adapt to the ever-evolving tech landscape. HackerEarth, as a leading tech assessment platform, offers several tools to measure and foster learning agility within organizations.

Here’s how HackerEarth can help:

  1. Continuous skill assessments
  • By regularly assessing technical skills, HackerEarth can identify areas where individuals are growing and where they may need additional development.
  • HackerEarth’s custom assessments platform cab help in pinpointing skill gaps so that organizations can tailor training programs and development opportunities.
  • Our platform helps tech teams track how quickly individuals acquire new skills and apply them to real-world problems, and assess their learning agility.
  1. Coding challenges
  • Coding challenges can help tech leaders evaluate a candidate’s ability to think critically, solve problems, and adapt to new situations.
  • By providing detailed feedback on code quality and performance, HackerEarth can help individuals learn from their mistakes and improve their skills.
  1. Technical interviews
  • Our interview platform FaceCode can help engineering managers assess how candidates communicate technical concepts clearly and work effectively with others.
  • FaceCode is also a great tool to evaluate a candidate’s ability to adapt and collaborate through challenges like Pair Programming and code reviews etc.
  1. HackerEarth Upskilling Platform
  • Our platform can be integrated with the continuous assessments pathway and helps engineering teams curate tailored learning paths based on individual skill gaps and career goals.
  • The platform also provides practical exercises and coding challenges to reinforce hands-on learning

HackerEarth’s comprehensive suite of tools can help organizations effectively measure and foster learning agility within their teams. This will enable them to build a workforce that is adaptable, innovative, and ready to meet the challenges of the future.

Remember, learning agility is a journey, not a destination. By continuously assessing, developing, and nurturing this skill, organizations can unlock the full potential of their workforce. To know more, write to us at contact@hackerearth.com.

The Complete Guide to Hiring a Full-Stack Developer Using HackerEarth Assessments

Fullstack development roles became prominent around the early to mid-2010s. This emergence was largely driven by several factors, including the rapid evolution of web technologies, the increasing complexity of web applications, and the demand for more versatile developers capable of handling both client-side and server-side programming.

With the rise of powerful frameworks like MEAN, MERN, Django/Flask, RoR, Spring Boot and Angular/React/Vue building powerful web applications has become easier and Fullstack developers have become one of the most critical members of tech teams.

The role has consistently seen an increase in demand. According to the Bureau of Labor Statistics, the demand for web developers, including fullstack professionals, is projected to grow by 13% from 2020 to 2030, faster than the average for all occupations.

Because fullstack development spans across a broad spectrum of skills it's not straightforward to assess these skills. Furthermore, each position requires a unique blend of skills and experience. It's important to look beyond the label and assess their specific strengths in both front-end and back-end technologies, along with their overall understanding of the development process. Additionally, consider tailoring assessments to the specific role and the candidate's skillset for the most accurate evaluation.

Since we launched full-stack questions as part of our question library in 2022, we have added different question types to our library to cover all types of full-stack assessments. At the time of writing this, our library consists of 220+ full-stack questions divided into various types.

In this guide, let’s take a look at the different types of question types for full-stack assessments available on HackerEarth, and how they can help your tech recruiting team in assessing candidates better.


Read More: How to Hire Full Stack Developers

Full-stack question types available on HackerEarth

Here's a detailed breakdown of the available question types on HackerEarth for full-stack assessments, including their purpose, example questions, and how tech recruiting teams can utilize them.

  1. Real-world Problems
    • Purpose: This type assesses a candidate's problem-solving approach in realistic scenarios faced by full-stack developers on the job. It evaluates their ability to analyze, understand, and implement solutions considering real-world complexities.
    • Example Questions:
      1. A company's e-commerce website experiences a sudden surge in traffic, causing performance issues. How would you diagnose and optimize the site for scalability?
      2. A user reports encountering inconsistencies when switching between the mobile and desktop versions of your application. How would you approach debugging and resolving this issue?
    • Use for Recruiters: Real-world problems provide valuable insights into a candidate's thought process, technical skills application, and ability to adapt to practical situations. These questions can help identify candidates who can hit the ground running and contribute meaningfully from day one.
  2. Short Task-Based Questions
    • Purpose: This format allows candidates to showcase their expertise in specific tasks within a limited timeframe. It helps gauge their ability to focus, prioritize, and deliver results under pressure.
    • Example Questions:
      1. Write a JavaScript function to validate a user's email address format.
      2. Implement a basic API endpoint in Python that returns a list of products from a database.
      3. Design a responsive layout for a product page using HTML and CSS.
    • Use for Recruiters: Short task-based questions are ideal for evaluating core technical skills in various areas like front-end development, back-end development, and scripting languages. They offer a quick assessment of a candidate's competency in specific areas relevant to the role.
  3. Debugging Questions
    • Purpose: This type tests a candidate's ability to identify, diagnose, and fix errors within code snippets or applications. It assesses their understanding of common coding issues, debugging techniques, and problem-solving skills.
    • Example Questions:
      1. A provided Python script throws an error when attempting to access a list element. Why is this happening, and how can it be fixed?
      2. An HTML page displays layout issues in different browsers. What could be causing this, and how would you debug the problem?
    • Use for Recruiters: Debugging questions are crucial for evaluating a candidate's ability to identify and resolve technical issues in existing code. This skill is essential for full-stack developers, as they often need to maintain and troubleshoot code written by themselves or others.
  4. Project-Level Full-Stack Questions
    • Purpose: This format requires candidates to build end-to-end projects using specific technology stacks. It provides the most comprehensive assessment of a candidate's full-stack development skills, covering front-end, back-end, database interaction, and overall project structure.
    • Example: Build a simple to-do list application using a chosen technology stack (e.g., ReactJS, NodeJS, MongoDB). The application should allow users to add, edit, and delete tasks.
    • Use for Recruiters: Project-level full-stack questions provide an in-depth evaluation of a candidate's ability to plan, develop, and deploy a complete application. This format is ideal for senior roles where full-stack mastery is essential. However, it can also be used for junior positions to assess their learning potential and ability to apply acquired skills in a practical project.

Features supported by the HackerEarth full-stack question types

Some of the more helpful features that we support include, but are not limited to the following:
Microservices support The platform supports microservices. The purpose of this is to ensure that candidates can be assessed with technologies that are aligned with industry advancements.
Tech and testing framework diversity The platform supports a diverse range of technologies, frameworks and testing frameworks that are compatible with various programming languages and methodologies.
Multiple server options The platform supports multiple server options for hosting services concurrently. We specifically support Jetty servers. This feature allows candidates to select an environment that aligns seamlessly with their specific hosting needs thus enhancing overall adaptability.
Database flexibility The platform supports a variety of databases, including MySQL, MSSQL, SQLite, and MongoDB. This feature allows admins to create Full stack questions that involve database interactions thus enabling candidates to demonstrate their skills in working with different database systems.
Tags All the questions in our library are tagged using content-specific tags that can be used to search for questions easily.
You can search for a question that can be used to assess specific capabilities within a skill/topic. For example, ngClass, Routing in React, Backend API, REST-API, etc.

Building a well-rounded full-stack assessment with HackerEarth

Crafting an effective full-stack assessment on HackerEarth requires a strategic mix of different question types. Here are few pointers that can help you in utilizing each format and building a well-rounded evaluation:

  1. Start with the core:
    Employ short task-based questions to assess fundamental competencies in front-end (HTML, CSS, JavaScript), back-end (Python, Java, etc.), and scripting languages. Use debugging questions to gauge a candidate's problem-solving approach and ability to identify and fix errors in code.
  2. Dig deeper with real-world challenges:
    Introduce real-world problems to evaluate a candidate's ability to think critically, analyze complex scenarios, and translate technical skills into solutions for practical situations.
  3. Evaluate application building skills:
    Consider project-level full-stack questions for senior roles. These allow candidates to showcase their ability to plan, develop, and deploy a complete application using a specific technology stack. Alternatively, for junior roles, consider a simplified project that assesses their learning potential and ability to apply acquired skills in a practical context.
  4. Tailoring the mix:
    Prioritize questions that align with the specific skills required for the role. For example, a front-end heavy position might involve more HTML/CSS questions, while a back-end focused role would emphasize server-side technologies and database interaction.
  5. Adjust assessment level according to candidate experience:
    Adjust the complexity of questions based on the experience level you're targeting. Junior developers might benefit from more fundamental tasks, while senior roles can handle in-depth projects and real-world challenges.

Additional tips for crafting a take-home full-stack assessment

  1. Balance theory and practical skills: Combine knowledge-based questions with tasks that require applying those skills in a practical scenario.
  2. Provide clear instructions and time limits: Provide clear instructions and set realistic time limits for each question type.
  3. Keep an eye on the assessment length: Consider the total assessment duration to avoid overwhelming candidates.
  4. Have a transparent evaluation criteria: Establish clear evaluation criteria for each question type to ensure consistent scoring.
  5. Use a mix of predefined vs. custom questions: Utilize HackerEarth's question library alongside custom-crafted scenarios specific to your company's needs.

A strategic combination of these question types, tailored to the specific role and candidate experience, can help you create a full-stack assessment that effectively evaluates the skills and capabilities of potential hires. This will help you identify developers who not only possess the technical expertise but also have the critical thinking and problem-solving skills to thrive in your organization.


Hire your next full-stack developer with HackerEarth!

Earlier this year, the full-stack question usage on our platform went up by 10x. This surge reflects the growing demand for versatile full-stack developers who can manage all aspects of web and application development. The increased adoption of HackerEarth's full-stack assessments likely stems from several factors. Perhaps companies are recognizing the limitations of traditional hiring methods and seeking a more comprehensive evaluation of a candidate's skills. Maybe they're appreciating the ability to tailor assessments to specific roles and company needs. Whatever the reason, we are glad that more and more companies are recognizing the need for customized full-stack assessments and how HackerEarth can be a powerful aid for full-stack developer recruitment.

Are you ready to find your next top full-stack developer with HackerEarth? Explore our extensive library of pre-built questions, customizable assessment options, and AI-powered insights that make finding your ideal full-stack talent a breeze.

Sign up for a free trial and unlock a world of effective assessment possibilities. Happy hiring!

How Developer Observability is Transforming Dev Role

This article was written by Alwayne Powell, the Senior Digital Marketing Manager at 8×8 contact centre and communication platform. You can find them on LinkedIn.

As we embrace the reliability, agility, and innovative potential of the multi-cloud environment, observability in DevOps grows more critical.

Businesses are under escalating pressure to deliver swift continuity, quick fixes, and innovative, high-quality end-user experiences. Alongside streamlined processes and collaborative efficiency, DevOps teams need real-time access to detailed, correlative, context-rich data and analytics.

But within a multi-cloud environment, this grows increasingly difficult to achieve. Complex, distributed IT systems make it harder for us to glean meaningful data insights and resolve issues.

Observability delivers high visibility into dynamic environments. By understanding how observability in DevOps transforms development capabilities, you can maximize the effectiveness of your teams and your data.

Understanding Developer Observability

Observability is defined as the ability to measure the current internal state of a system or application based on the data it outputs. It aggregates complex telemetry data—metrics, logs, and traces—from disparate systems and applications in your business. It then converts them into rich, visual information via customizable dashboards.

This provides developers with deep visibility into complex, disparate systems. Unlike monitoring, which only offers surface-level visibility into system behaviors, observability can tell you more than simply what is happening. It can tell you why it’s happening, illuminating the root cause of an issue.

As such, observability enables DevOps to identify, locate, correlate, and resolve bugs and misconfigurations. So, not only can teams solve issues faster, but they can improve system performance, deployment speeds, and end-user experiences.

The Transformation of Dev Roles

Cloud-nativity has transformed the role and responsibilities of software development teams. And, as a consequence, observability is paramount. Let’s get into it.

Evolving responsibilities of developers in the context of observability

Software bugs are unavoidable. But as the software world matures, so do customer expectations. And, in turn, so do software development responsibilities.

Customers want fast fixes and innovative new features. Developers need to accurately identify and diagnose bugs and misconfigurations to meet these expectations and drive operational efficiency. They also need insight into disparate applications (web, mobile, desktop, etc.) to analyze capabilities correctly.

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This enables them to make informed, impactful decisions.

But here’s the problem. Cloud-nativity, serverless, open-source containerization, and other technology developments must be used to fuel accelerated, high-volume deployment. As we scale our technological environments to deliver speedy fixes and high-quality experiences, we risk losing critical production visibility.

Not to mention, the stress of managing and extracting data insights heightens as you accumulate more data.

Observability enables developers to carry out their responsibilities in alignment with demand. So, continuous integration and continuous delivery (CI/CD), improved delivery performance, proactiveness, and innovation can be achieved. Plus, it enables you to significantly reduce tech team burnout and amplify productivity.

Collaboration between developers and operations teams

Not every small business adopts a dedicated “DevOps” team from the get-go. However, it’s critical that development and operations come together in a collaborative environment.

DevOps unites the values, methods, practices, and tools of the two independent teams. This drives them toward a shared goal, mitigates friction points, and improves operational efficiency and productivity.

Observability in DevOps plays a key role in this harmonization. It gives teams a deeper understanding of systems, metrics, and performance, driving collaborative decision-making.

Emphasis on cross-functional skills and knowledge for developers

Collaboration ties in perfectly with employee learning and development. The more collaborative teams are, the more opportunities they have to share knowledge and develop cross-functional skills. For this reason, it’s central to your employee retention strategy.

Observability is central to this. When your systems are observable, you prevent informational silos and knowledge hoarding. Both of these issues restrict employee development. Organizational silos and poor technology infrastructure are the biggest obstacles to knowledge sharing for 55% and 38% of businesses respectively.

Challenges that the organizations face in effective knowledge management

Image Source

An observable environment fosters a culture of knowledge-sharing and collaboration, empowering the development of cross-functional skills.

How Developer Observability is Transforming Dev Roles

How does observability impact dev roles and how can you use it to your advantage?

The impact developer observability has on developer roles

Enhanced troubleshooting and debugging

Developers need to analyze the metrics obtained by monitoring. Then, they must correlate them to the presenting issue. Next, they have to source the location of the error. And this is all before even attempting to implement a fix.

Observability eases the friction points that arise in the manual debugging process. It provides developers with the resources they need to automate and streamline troubleshooting. Supported by advanced capabilities like AI-powered anomaly detection and outage prediction, they can significantly reduce the key performance indicators.

This includes mean time to identify (MTTI) and mean time to resolve (MTTR), leading to a lower change failure rate

Performance optimization and scalability

Performance optimization can’t be achieved without the visibility provided by observability.

To optimize performance, you need in-depth, real-time insight into the behavior and performance of your distributed systems. This includes critical performance metrics for your frontend, backend, and databases. Without this visibility, development teams are forced to make decisions based on assumptions and hunches.

Observability tools deliver essential performance metrics. CPU capacity, response time, peak and average load, uptime, memory usage, error rates—the list goes on. Armed with these insights, you can not only pinpoint and resolve performance issues faster, but drive targeted, performance-optimizing improvements.

Of course, the more visibility you have, the more data you’ll accumulate. And the more resources you’ll need to manage this data. Fortunately, observability tools are inherently scalable. They’re designed to cost-effectively ingest, process, and analyze high-volume data in alignment with business growth.

Utilizing dedicated servers can further enhance scalability by providing dedicated computing resources and eliminating the potential performance impact of shared infrastructure.

Continuous integration and deployment (CI/CD)

Observability in CI/CD grants comprehensive visibility into your CI/CD pipeline. Observability tools can monitor and analyze aggregated log data, enabling you to uncover patterns and bottlenecks within CI/CD pipeline runs.

As a result, you can facilitate a high-efficiency CI/CD environment and accelerate your time to software deployment. Software can travel at speed from code check-in right through to testing and production. And, new features and bug fixes can be delivered continuously in response to the data obtained through observability.

CI/CD tools sometimes come equipped with in-built observability. However, you’ll quickly discover that there’ s no way to push in-built capabilities beyond their limits. To maximize CI/CD pipeline observability, you need observability tools with bottomless data granularity, high-cardinality, and sophisticated labeling.

Collaboration and communication

Did you know that almost 60% of employers report that remote workplaces significantly or moderately increase software developer productivity?

A statistic on how remote workplaces increase software developer productivity

Image Source

The hybrid workplace is becoming the norm in response to employee demand for increased flexibility. However, remote working can severely limit communication and collaboration efficiency if you don’t have the right tools in place. This is why you need observability software along with other facilitating communication technologies, like a collaborative cloud contact center solution.

Observability software provides your remote tech team with visibility into distributed workplaces and access to real-time data. You can identify points of friction within your internal infrastructure and resolve them to improve workflows. Plus, teams can use the insights gleaned from centralized, comprehensive dashboards to make pivotal, collaborative decisions.

Whether it’s swiftly identifying performance bottlenecks or proactively addressing tool outages, teams can drive improvements from their remote location. And you don’t have to worry about productivity loss either.

Security and compliance

Managed detection and response solution leverage observability data to assess a system’s internal state based on its external outputs. This means that it plays a critical role in cybersecurity and data protection compliance, including ensuring that DMARC policies are correctly implemented to prevent email spoofing and phishing attacks. Specifically, it improves threat detection, response, and prevention.

The different functions of developer observability across cloud environments

Observability software can perform event capturing, incident reporting, and data analysis across networks and cloud environments. So, not only can you be immediately alerted to resource vulnerabilities and potential attacks. You can also delve beyond when and where an attack or breach occurred.

Observability can explain why and how the incident occurred and detail the actions that took place. As a result, you can drive security improvements and significantly reduce your incident detection and response.

According to IBM’s most recent “Cost of a Data Breach Report”, it takes approximately 277 days to identify and contain a breach. So, there’s plenty of room for improvement.

An infographic from IBM's ' Cost of Data Breach Report on the amount of time it takes to identify the breach

Image Source

Evolving skill sets and learning opportunities

Utilizing observability to its full potential can illuminate employee learning and development (L&D) opportunities. Any weaknesses you uncover through observability can be used to inspire training courses.

For example, imagine your observable systems trace bugs back to poorly-written source code. You could design training courses that focus on code refactoring and eliminating bad coding habits. This not only helps you tackle and resolve an immediate problem—it also upskills your employees.

In the modern business climate, employee upskilling and reskilling aren’t just things you should be doing to improve the quality of your workforce. It’s something you should be doing to retain your workforce.

A statistic from Gallup on why do employees consider switching to another company

Research shows that L&D is a core value for the current workforce. So much so, that 69% would consider switching to another company to pursue upskilling opportunities.

By using observability to create targeted L&D opportunities, you can simultaneously close skill gaps, boost employee satisfaction, and skyrocket business productivity.

Another useful strategy for uncovering high-priority L&D opportunities is monitoring calls. Imagine customer agents begin receiving lots of calls from users complaining about the same UX/UI issue. Not only can your DevOps team fix this issue, but you can provide targeted training to prevent it from recurring.

Conclusion

Observability in DevOps is the key to understanding the internal behavior of your systems. When an issue arises, observability ensures that you don’t just know what’s happening in your system, but why it’s happening. Not only does this speed up debugging, but it delivers critical insights that generate the production of preventative measures.

But as we’ve covered above, observability in DevOps isn’t only useful for debugging. It also speeds up software development lifecycles, drives innovation, improves collaboration, and even channels employee learning and development.

Why Technology in Learning And Development Requires Heavy Investment

Business organizations are constantly trying to keep up-to-date with current trends, and this includes adopting the latest technology to assist with learning and development. After all, a well-trained workforce is great for business.

L&D tools can be used to train employees, and support them as they learn and grow. It’s a key part of corporate talent management as it helps to keep employees performing to a high standard.

These days, businesses rely on technology to help them train their employees. So, why is L&D so important and why does it need heavy investment? Let’s find out more about software tools that are available and how they can be used.

What is learning & development?

Learning and development (L&D) refers to the process of enhancing employees’ skills, knowledge, and competencies through various educational methods. It involves structured programs and activities designed to improve performance and foster personal and professional growth. L&D is crucial for organizations to stay competitive, adapt to industry changes, and ensure employees are equipped with the latest skills. Effective L&D programs include training sessions, workshops, online courses, and mentorship opportunities, which help in increasing productivity, boosting morale, and promoting innovation within the workforce. Investing in L&D ultimately leads to better employee retention and overall organizational success.

How is technology used in training and development?

Technology is widely used in training and development to enhance the learning experience, both at a school education level and in the workplace. Here are some common ways it’s used:

Different ways technology in learning and development is used

E-learning platforms

E-learning platforms have perhaps become one of the most frequently used ways to learn new information on the computer.

These platforms offer various courses, modules, and resources that learners can access remotely through computers or mobile devices. They can also provide flexibility in terms of time and location, allowing learners to study at their own pace. This can be beneficial for organizations who want employees to participate in some training courses from home.

"Learning and development"

Multimedia tools

Technology provides various multimedia tools:

  • Videos and video games
  • Simulations
  • Interactive modules

These tools engage learners through visual and interactive elements, making the learning experience more dynamic and impactful. This can often be more engaging than staring at a book!

While videos can demonstrate practical skills, simulations allow learners to practice in a safe and controlled environment. That’s why, businesses should look at the game development pipeline to create something that employees can use to learn in a fun and effective way.

Mobile learning

Pretty much everyone owns a smartphone nowadays, and this technology facilitates learning on the go. Mobile learning allows learners to access training materials and resources anytime and anywhere, making learning more convenient and flexible.

Apps and mobile-responsive websites provide bite-sized learning modules, assessments, and interactive content optimized for mobile devices.

Virtual reality and augmented reality

You may have already heard of immersive technologies like virtual reality (VR) and augmented reality (AR). They offer unique training experiences that are still really new in terms of learning tools.

VR creates simulated environments where learners can practice skills or undergo simulations, such as virtual safety drills or medical procedures. AR overlays digital information onto the real world, providing interactive guidance and support during training activities.

This way of learning may be more expensive than e-learning online, because it requires an investment into headsets. Businesses would need to find more money in their L&D budget to use this software.

Also, read: Now in Tech: AI, Assessments, and The Great Over-Correction

Social learning and collaboration tools

Social learning means connecting learners with peers and instructors. This can be in the form of discussion forums, chat features, and video conferencing tools. It enables employees to interact, share knowledge, and collaborate on projects. Social learning fosters a sense of community, encourages peer support, and enhances knowledge exchange.

Data collection and personalization

Another way technology is used in learning and development is to collect and analyze data. It can create personalized learning experiences tailored to individual learner needs and preferences.

These adaptive technologies use learner data to dynamically adjust content, pacing, and assessments, optimizing learning.

What is the relationship between technology and learning?

As we know, technology has significantly transformed the way we acquire knowledge, access information, and engage in the learning process. So, let’s take a look at the relationship between technology and learning.

Relationship between technology and learning

Accessibility and flexibility

Technology has made learning more accessible and flexible than ever before. Online platforms, e-learning modules, and digital resources enable employees to access business materials from anywhere at any time.

This accessibility breaks down barriers related to geographical location, time constraints, and physical limitations, providing opportunities for lifelong learning. There are also various platforms available to suit differing budgets, which makes it more accessible to even more small businesses.

Engagement and interactivity

Learner engagement and interactivity is enhanced with technology. Using multimedia tools, interactive simulations, videos, and gamification elements create immersive and dynamic learning experiences.

Whether it’s learning about new store policies or VoIP auto dialer software, interactive elements capture learners’ attention and promote active participation, resulting in improved knowledge retention and understanding.

learning and development in tech

Personalization and adaptive learning

Adaptive technologies make use of data analytics and algorithms to assess learners’ progress, preferences, and learning styles.

This data-driven approach enables the delivery of more customizable content, pacing, and assessments, tailoring the learning experience to the individual’s needs.

Information and knowledge acquisition

Technology provides instant access to vast amounts of information and knowledge resources. Search engines, online databases, digital libraries, and educational websites enable learners to explore various topics, conduct research, and expand their understanding.

It equips learners with the skills to navigate and evaluate information critically, promoting digital literacy.

Continuous learning and professional development

Advances in tech can assist with lifelong learning and continuous professional development. Online courses, webinars, podcasts, and microlearning modules offer opportunities for individuals to upskill, reskill, and stay updated with industry trends.

This enables professionals to acquire knowledge and skills at their own pace and according to their specific needs.

Also, read: Upskilling and Reskilling: Ready to Future-Proof Your Workforce?

How to use technology for teaching and learning?

Technology can be used for teaching and learning, but it does require heavy investment to get the best options available. Here are some key considerations for effective utilization of technology:

How to use technology for teaching and learning

Aligned with teaching

Technology should be aligned with teaching principles and learning objectives. It should genuinely be helpful to the subject matter, such as teaching employees about ML solutions using computers. Businesses should carefully select technology tools and platforms that align with their methods and the desired outcomes.

Blended learning approach

Incorporating a blended learning approach combines traditional face-to-face instruction with online and technology-enabled activities. This approach allows for a balanced integration of technology and in-person interactions, leveraging the benefits of both. It may also be more cost-effective for businesses. You can use technology for delivering content to engage learners in interactive activities, and encourage collaboration.

Active and engaging learning

Technology can promote active and engaging learning experiences. Businesses should make the most of all tools that could capture people’s attention and make learning fun, not boring. Encouraging learners to actively participate, reflect, and apply their knowledge through technology-based activities promotes deeper understanding and knowledge retention.

Personalization and differentiation

You can create personalized learning experiences to cater to individual learner needs, interests, and abilities with software. Some technologies can analyze learner data and provide tailored content, pacing, and assessments.

Collaboration and communication

Technology tools and platforms encourage collaboration and communication among colleagues, instructors, and peers. Forums, online chat features, video conferencing, and collaborative document editing platforms are there to allow people to connect, share ideas, and engage in group projects. Businesses should offer a collaborative learning environment where learners can actively participate and exchange knowledge and perspectives.

Continuous professional development

Technology plays a crucial role in supporting an employee’s professional development. Once hired, they can continue to learn about their job by making use of e-learning software. Online resources, webinars, virtual conferences, and professional learning communities provide opportunities for companies to enhance their learning strategies.

Data-informed decision making

You can use valuable data and analytics on learner progress, engagement, and performance, to make data-informed decisions to enhance teaching and learning experiences and improve operational efficiency. Utilize data analytics to gain insights into learner needs, identify areas for improvement, and make data-informed decisions to enhance teaching and learning experiences.

Types of learning development tools

There are many types of learning development tools that businesses use to keep employees up to date with their job role. Here are some of the most used learning development tools:

1. Video training software

Using video software can be an easy and effective way to educate employees about the job. Managers can create and share videos with staff members to train them on a particular topic such as how to use the new computer system, or just for general annual training updates.

It helps L&D teams to educate employees in a cost-effective way.

2. Knowledge sharing tools

Knowledge sharing tools can allow businesses to distribute important company information. This can be assets such as the company manual or training guides.

By consolidating all manuals and guides in one place, it acts as a resource for employees to revisit any time they feel like they might need to brush up on their training. They have continued access to learning materials while at work.

3. Learning management systems (LMS)

Some business learning management systems utilize e-learning platforms. These are created to help businesses keep track of employee training progress and oversee development programs. Implementing such systems in corporate organizations can assist in compliance training and the employee onboarding process.

Features of LMS

Additionally, LMS platforms often provide features for content creation, assessment management, reporting, and maintenance, ensuring that the learning materials and courses are up-to-date and easily accessible to learners.

Why should we invest more in learning and development technology?

Investing more in learning and development technology is crucial for unlocking the full potential of employee training and professional development.

As we’ve seen, L&D technology enhances engagement, improves knowledge retention, and creates proficiency, leading to improved learning outcomes and skill acquisition. Plus, it enables learning opportunities, which can be great for businesses who employ staff all across the world.

While there may be upfront costs, investing in technology leads to long-term cost savings through the elimination of physical materials and reduced travel expenses.

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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 &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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