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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!

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.

How Developers Skill Assessment Software Helps to Hire Top Talent?

Skill assessment software has become the new buzzword in the software development industry. Recruiters are looking for highly skilled candidates to handle their software development duties. The market for systems integration, software, and IoT hardware has reached $520 billion as of 2021 compared to $235 billion in 2017 and is expected to continue the trend for many years. As a result, the demand for talented software developers is witnessing unprecedented growth.

While the number of software developers globally is estimated to reach 28.7 million by 2024, this number falls woefully short of the required levels. As the demand for software developers shows no signs of abating, recruiters are eager to hire qualified software developers.

Are you also looking to hire the best software developer to grow your business? How can you ensure that the candidate you select best fits the role?

You need to find a well-rounded candidate that is sufficiently qualified in both hard and soft skills. Asking the right technical interview questions when recruiting developers is important but so is clear communication, good work ethic, and alignment with your organization’s goals.

First, let’s tackle the technical expertise of a candidate, which can be determined with a coding assessment platform. It is one of the most popular skill assessment tools as it offers recruiters direct insight into the candidate’s skill set.

What are developer technical skills testing software?

Technical Skills Assessment Software solutions are used by companies to ascertain the candidates’ technical skills. Recruiters use these platforms to test the technical skills of the candidates, like coding, while shortlisting prospective employees for technical roles. Software developer assessment platforms are widely used for pre-employment testing as they offer the flexibility to set difficulty levels, select the coding language, and then rank the candidates based purely on performance. As a result, companies can eliminate candidates who do not possess the necessary skill sets from the recruitment process.

A coding assessment platform is nowadays an integral part of the recruitment process as it allows for live coding interviews as well. Moreover, these software solutions also support remote interviewing for different technical profiles. A technical talent assessment platform comes with an in-built video feature to facilitate remote interviews. Alternatively, the software can also integrate with a suitable video call platform.

Why companies are using technical assessment software to hire the right talent

 Key Benefits Of Coding Assessments Tools

Most software development companies use skill assessment software to complete the coding assessment for candidates who have applied for the vacancy. These platforms allow the companies to screen out unsuitable candidates at the outset, allowing the time and flexibility to select the best developers for the available profiles.

Higher accuracy

Technical assessments are quickly replacing traditional interviews in software developer assessment. Technical assessment software ensures higher accuracy while selecting candidates for specific profiles. The results of such a skill assessment are free from bias and are more reliable. Moreover, these tests help with the long-term prospects of the candidate in the given profile.

Real-time assessment

Skill assessment software allows recruiters to test the coding abilities of a candidate in real-world scenarios. This helps ensure that the shortlisted candidates possess all the required skills that the job demands. A technical assessment of a candidate’s skills offers deep insights into their ability to cope with the demands of the job.

Quicker and accurate

Completing a software developer assessment through technical assessment software is much quicker and more accurate than any other option that recruiters can use. These assessments are conducted at pre-interview levels and most often can be completed online. As a result, recruiters get insights into the skill set of the candidates before the interview stage, thereby allowing for shortlisting of the most suitable candidates only. Hence, the recruitment processes can be expedited through this approach.

Interesting recruitment process

An online assessment platform enables the recruiters to define the coding language and difficulty level per the requirements. This feature makes the assessment test an interesting experience for the candidates as well as for the recruiters. By eliminating mundane recruitment processes, these platforms allow the recruiters to shortlist the candidates based on purely their performance in the technical test.

Better employee retention

Online skills assessment software allows recruiters to accurately match candidates with suitable job profiles. As the candidates possess the required skills for a given profile, they enjoy better job satisfaction when they start working. As a result, employees are more likely to continue working with the company for an extended duration as their skill sets perfectly match the job requirements.

Also Read: 6 things to look for in your coding assessment tool

How does online skills assessment software work?

A skill assessment software tests a candidate’s expected skills through an engaging user flow. Recruiters can get rid of multiple offline hiring stages with the help of online skills assessment software. Moreover, these software solutions empower informed decision-making by ensuring transparency around the performance of every candidate. Here is a summary of how online skills assessment software works: –

  • Define the parameters: – First, you must select the coding language and difficulty level required for the test. You can also define the good and bad answers to help the platform grade the candidates accurately
  • Invite candidates: – You can invite the candidate through email or share a direct link on the recruitment page with the candidate. You can also monitor the progress of the candidates through this software
  • Check the result: – After the coding assessment has been completed, you can check the performance of candidates in the software. The candidates will be ranked based on the parameters defined by you
  • Finalize a decision: – After you have assessed the performance of different candidates, it is time to make a final decision. You can email the candidates with details related to the further selection process

Also, read: Some technical interview questions that you should ask potential software engineers when interviewing

Go beyond the technical: Soft skills the right talent needs

Now that you know how to ascertain the technical knowledge of your candidates, let’s take a look at some of the behavioral aspects of a candidate that sets them apart from the rest.

Communication

Communication skills are crucial while assessing the skills of your new hire. When working on a new project, developers must know how to start, the what, why, and how of the project for successful completion. And this happens when they ace at written and verbal communication well.

Oral communication: Imagine a developer reviewing a code for errors based on their manager’s instructions. Now, they have to explain where they found the error and how they are planning to improve it. This requires the developer to communicate their explanation in a simpler way that clarifies all the doubts.

Written communication: Beyond the documentation, your full-time developer needs to communicate over email and Slack messages. So, check how clearly they can communicate their written message.

To identify whether the developer you’re hiring is good at communication, do this:

  • Set up scrum meetings with the hiring managers and observe the interaction style of the developer
  • Get them to write emails and see how clear they are in their written communication

Also, read: Ask the right interview questions to reveal a candidate’s personality

Leadership

While working on an important project, your team needs to take the final call— sometimes without their team leader too. That’s where they need to have the in-built leadership trait in them to ease the work.

To analyze this trait while hiring your next developer, don’t *just* emphasize asking them technical questions but also ask them about their life experiences where they displayed ownership and leadership qualities. Listening to their responses, you can identify how good leadership skills they have.

Also, read: What Leadership Means To Us At HackerEarth

Skill assessment software solutions are designed to transform how hiring processes for technical profiles are completed. Armed with such solutions and ensuring to test candidates for culture fit, recruiters are in a better position to select the best candidates in an unbiased manner.

Remember, a mix of strong technical skills and interpersonal qualities is how you spot good candidates for your tech teams.

Hiring DEV Talent: SQL Interview Questions

With SQL taking its place among the most popular developing languages for the management of data, as per this 2021 report by Statista, SQL is pretty much the most popular language, and hiring developers for the same is a smart move to make. This is why it is quite important for companies to take interest in it and to further make use of it

Organizations can use this language for data analysis, management, and much more. This is exactly why you want to make sure you find the right SQL coding developer for your organization.

Technical recruitment can be quite challenging but there are things you can do apart from just asking the same old questions for an effective interview process. Hiring developer needn’t be difficult at all, want to know how? Keep on reading

How Technical Recruiters Can Step Up Their Game

Given how the landscape of technical recruitment looks right now, especially post pandemic, it is imperative that recruiters level up their game.

Asking the same old SQL interview questions will not work as great as before, as a recruiter apart from looking for developers, you must also look for ways to render your recruitment game much more efficient. From learning new skills to being more inclusive in your approach, there are a ton of things you can do to keep pace with the ever-growing world of tech recruitment.

Set Clear Expectations

Setting clear expectations is something that should be among the top priorities in your recruitment process.

You can only assess the candidate thoroughly when the candidate understands what is expected of him/her. During the very first interview process, setting clear objectives is important. This also means that you will be offering your candidates a realistic preview of the job.

When you talk about objectives and expectations, you should get the candidate excited about the role. With clear objectives in mind, it will be easier for the candidate to understand what they must do to secure their position and they will also know what to expect from the job as well.

Use Real-World Problems

Hiring a skilled developer sounds good but know that just developing skills aren’t enough. Having adept problem-solving skills can go a long way, it can also improve their developing skills. Problem-solving is an indicator of a great employee.

To assess their problem-solving skills, you ought to use real-world problems. Using real-world scenarios will also give you a good idea about their skills, being able to solve real-world problems also showcases:

  • Adaptability
  • Creative thinking
  • Analytical thinking

So by bringing this method to the table, you are not only hiring developers who know the language, but you are also hiring someone who will take initiative and try to bring out the best in themselves.

Look Beyond Technical Skills

As a follow-up to the point above, looking beyond technical skills and problem-solving skills definitely pays off.

It doesn’t matter how good the candidate is unless he is the right fit for the organization. You need to look for open-minded individuals who can be great team players as well. You need people who will stick around for a long period of time, someone who is befitting to the work environment the organization has to offer.

Use Tools

There are several platforms for hiring developers that take the process of screening and interviewing to a whole new level.

Gone are the days where you had to take an interview and then ask the candidate to write a code on paper. With interview and screening tools, you can request the candidate to work on a code right then and there, after which you can use assessment tools to give your candidate feedback immediately.

Also Read: 6 things to look for in your coding assessment tool

Online Tech Forums and Communities

Online Tech Forums and Communities is one of the best places to find developers. This concept is relatively new, but engaging with developers and coders through these forums will give you several options and also this is a way of sourcing candidates even before a job vacancy pops up.

SQL skills required for developers

SQL, or Structured Query Language, is the backbone of many modern data operations. But when hiring SQL developers, it’s essential to remember that you’re not just looking for someone who knows how to write a query. You’re searching for a multifaceted individual with a blend of technical knowledge and other attributes that make them an invaluable asset.

Here are the skills to look for:

Strong foundation in SQL: At its core, an SQL developer should possess a robust understanding of SQL syntax and structures. This includes crafting complex queries, understanding JOIN operations, and implementing sub-queries and triggers.

Database design and normalization: Proficiency in designing databases is crucial. A skilled developer should understand normalization principles to ensure data integrity and efficiency.

Knowledge of RDBMS: Familiarity with popular Relational Database Management Systems, like MySQL, PostgreSQL, Oracle, or SQL Server, is essential. Each system has its nuances, so knowledge of your specific platform is a plus.

Performance tuning: Writing an SQL query is one thing; optimizing it for performance is another. Candidates should know how to analyze query performance and make necessary adjustments.

Understanding of indexing: Knowing how and when to use indexes to optimize queries is a hallmark of an experienced SQL developer.

Stored procedures and functions: The ability to create and modify stored procedures and functions allows for more complex operations and can help with performance.

Integration skills: Often, SQL databases don’t stand alone. Your developer might need to integrate them with other systems, so familiarity with integration tools and methodologies is a plus.

Backup and recovery: An understanding of backup techniques, and secure methods, such as air gap backups,, as well as the ability to restore data in case of failures, is crucial.

ETL processes: For businesses that rely on data warehousing, knowledge of ETL (Extract, Transform, Load) processes can be invaluable.

Soft skills: Beyond the technical, effective communication is vital. SQL developers often need to collaborate with other teams, gather requirements, and sometimes explain complex data concepts in layman’s terms.

Problem-solving and analytical thinking: Databases often present intricate challenges. A sharp analytical mind, combined with a problem-solving attitude, can set a great SQL developer apart.

The tech world evolves rapidly. Along with these skills, a top SQL developer should also demonstrate a commitment to continuous learning, staying updated with the latest in database technologies and best practices. With increasing concerns about data breaches, an understanding of security protocols and best practices is also crucial.

Sample SQL Interview Questions

Here are a few sample questions you can refer to:

  1. List out the standard SQL commands.
  2. Explain the different subsets of SQL
  3. Explain what Relational Database Management Is
  4. List out the differences between outer join and inner join
  5. How does data normalization work and what is its purpose?
  6. What Is Union?
  7. What is a UNIQUE constraint? Explain.
  8. How do you copy one table to another?
  9. How do you insert a row for identity column implicity?
  10. Explain the difference between multiple-row functions and single-row functions
  11. What would be the output of the below-mentioned query of an employee table with 10 records?
  1. What is an execution plan? How do you view it and use it?
  2. Given below is customer table with data for which you must write one SQL statement link and sequence customer names in the following single semicolon-separated string

Sebastian V; Akshay Varma; Manoj Kumar; Shrishti Singh; Abhay

  1. Explain the difference between varchar2 and char?
  2. What is the NVL function in SQL? How is it different from NVL2?
  3. Give the SQL statement for the below
  4. In the below mentioned table

Write a query to list out people who attended class more than once in a single day. Let the order start from the most recent and group it by the user and lesson attended.

These are some of the questions you can ask when you’re in the process of interviewing and a hiring developer, but remember that a well-planned recruitment strategy always pays off in a great manner.

Moreover, technology has the answer for all the above, there are multiple tools available through which you can elevate your recruitment strategy. Like HackerEarth’s live interview tool which allows real-time code editing, similarly, there are other tools.

So don’t wait too long to make your recruitment game strong.

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7 Tech Recruiting Trends To Watch Out For In 2024

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

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

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

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

7 tech recruiting trends for 2024

6 Tech Recruiting Trends To Watch Out For In 2022

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

Trend #1—Leverage data-driven recruiting

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

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

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

Trend #2—Have impactful employer branding

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

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

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

Trend #3—Focus on candidate-driven market

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

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

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


Recommended read: What NOT To Do When Recruiting Fresh Talent


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

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

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

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

—Swetha Harikrishnan, Sr. HR Director, HackerEarth

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


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

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

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

Trend #6—Conduct remote interviews

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

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

Trend #7—Be proactive in candidate engagement

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

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

—Narayani Gurunathan, CEO, PlaceNet Consultants

Recruiting Tech Talent Just Got Easier With HackerEarth

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

Our tech recruiting platform enables you to:

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

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


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

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

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

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

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

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

Let’s get to it, shall we?

Hire great developers

What constitutes a good interview question?

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

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

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

Hire GREAT developers by asking the right questions

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

#1 How do you plan your day?

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

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

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

Value-based interview questions to ask

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

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


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


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

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

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

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

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

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

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

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


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


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

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

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

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

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

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

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

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

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

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

Developer Hiring Statistics

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

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

Recruit GREAT developers by asking the right questions

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

#1 Write an algorithm for the following

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

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


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


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

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

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


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


#3 Some high-level design (HLD) questions

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

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

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

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

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

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

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

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

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

What is Pre-Employement Assessment?

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

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

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

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

Why pre-employment assessments are key in hiring

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

  • Improved decision-making:

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

  • Reduced bias:

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

  • Increased efficiency:

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

  • Enhanced candidate experience:

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

Types of pre-employment assessments

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

1. Skill Assessments:

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

2. Personality Assessments:

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

3. Cognitive Ability Tests:

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

4. Integrity Assessments:

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

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

Leading employment assessment tools and tests in 2024

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

  • HackerEarth:

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

  • SHL:

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

  • Pymetrics:

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

  • Wonderlic:

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

  • Harver:

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

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

Choosing the right pre-employment assessment tool

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

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

Comparative analysis of assessment options

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

  • Technical skills assessment:

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

  • Soft skills and personality assessment:

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

  • Candidate experience:

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

Additional tips:

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

Best practices for using pre-employment assessment tools

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

  • Define your assessment goals:

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

  • Choose the right assessments:

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

  • Set clear expectations:

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

  • Integrate seamlessly:

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

  • Train your team:

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

Interpreting assessment results accurately

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

  • Use results as one data point:

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

  • Understand score limitations:

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

  • Look for patterns and trends:

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

  • Focus on potential, not guarantees:

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

Choosing the right pre-employment assessment tools

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

  • Industry and role requirements:

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

  • Company culture and values:

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

  • Candidate experience:

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

Budget and accessibility considerations

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

  • Budget:

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

  • Accessibility:

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

Additional Tips:

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

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

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

Future trends in pre-employment assessments

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

  • Artificial intelligence (AI):

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

  • Adaptive testing:

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

  • Micro-assessments:

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

  • Gamification:

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

Conclusion

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

Tech Layoffs: What To Expect In 2024

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

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

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

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

What are tech layoffs?

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

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

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

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

Causes for layoffs in the tech industry

Why are tech employees suffering so much?

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

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

In addition, some common reasons could be:

Financial struggles

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


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


Changes in demand

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

Restructuring

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

Automation

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

Mergers and acquisitions

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

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

Will layoffs increase in 2024?

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

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

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

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


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


What types of companies are prone to tech layoffs?

2023 Round Up Of Layoffs In Big Tech

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

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

Large tech firms

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

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

Startups

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

Small and medium-sized businesses

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

Companies in certain industries

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

Companies that lean on government funding

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

How to track tech layoffs?

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

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

Use tech layoffs tracker

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

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

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

News articles

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

Social media

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

Online forums and communities

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

Government reports

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

How do companies reduce tech layoffs?

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

Salary reductions

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

Implementing a hiring freeze

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


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


Non-essential expense reduction

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

Reducing working hours

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

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

Tech layoffs to bleed into this year

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

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

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

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

What is Headhunting in recruitment?

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

How do headhunting and traditional recruitment differ from each other?

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

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

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

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

Types of headhunting in recruitment

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

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

How does headhunting work?

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

Identifying the role

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

Defining the job

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

Candidate identification and sourcing

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

Approaching candidates

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

Assessment and Evaluation

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

Interviews and negotiations

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

Finalizing the hire

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

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

Common challenges in headhunting

Despite its advantages, headhunting also presents certain challenges:

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

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

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

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

Advantages of Headhunting

Headhunting offers several advantages over traditional recruitment methods:

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

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

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

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

Conclusion

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

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