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Importance of Engineer's Day & M. Visvesvaraya's Contribution to Indian Engineering

The 15th of September is celebrated as Engineer's Day in memory of India's engineering icon M. Visvesvaraya. A highly disciplined engineer, he was known for his sincerity, time management and unsurpassable devotion to a cause. He was a civil engineer and his work involved everything from building roadways, to dams and anti-flood systems.

In his life as an engineer, Visvesvaraya engineered many systems to reality. Here are some of his great achievements -

  1. In 1895, he designed and carried out the water works of the Municipality of Sukkur in Sind
  2. In 1903, he designed and constructed Automatic Gates, patented by him at Lake Fife Storage Reservoir, to at the Khadakvasla Reservoir near Pune. These gates were employed to raise the flood supply level of storage in the reservoir to the highest level likely to be attained by a flood without causing any damage to the dam.
  3. Based on the success of these gates, the same system was installed at the Tigra Dam in Gwalior and the Krishna Raja Sagara (KRS) Dam in Mandya/ Mysore,Karnataka.
  4. Introduced block irrigation system, which is still used in golf courses from around the world to maintain the quality of grass.
  5. Designed and developed and anti-flooding system for the city of Hyderabad which was frequently tormented by floods caused by the river Musi.
  6. He had a great stint working with the state of Mysore. He's regarded as the father of modern day Mysore and rightly so. He was responsible for the founding of the Mysore Soap Factory, the Parasitoide Laboratory, the Mysore Iron & Steel Works (now known as Visvesvaraya Iron and Steel Limited) in Bhadravathi, the Sri Jayachamarajendra Polytechnic Institute, the Bangalore Agricultural University, the State Bank of Mysore, The Century Club, Mysore Chambers of Commerce and numerous other industrial ventures. This was in 1909.
  7. He was instrumental in the founding of the Government Engineering College at Bangalore in 1917, one of the first engineering institutes in India. This institution was later named the University Visvesvaraya College of Engineering (UVCE)
A consummate engineer, Visvesvaraya never stopped learning. He would often be sent to other countries, like China, Canada, USA, Russia, Egypt etc, where he would study various engineering practices and solve problems in India using the learnt technologies. He holds a unique distinction of obtaining Membership of London Institution of Civil Engineers for an unbroken 50 years. Post Independence, he was also awarded India's highest civilian honour, the Bharat Ratna.Visvesvaraya died at a grand old age of 101, in the year 1962, and to this day, 15th September of every year in India has been celebrating a century of engineering brilliance.What Visvesvaraya stood for, was the spirit of problem solving, the unquenchable zeal to learn, passion towards a cause, unquestionable dedication and resolute discipline. The characteristics define the spirit of engineering.On this day, it is important to remember, that engineering is not an educational qualification. It is a way of thinking. A way of thinking that is in every problem solver in the world. It is a way of life.There is an engineer in everyone and today goes out to the problem solver in you.

Content source - Wikipedia

How to become a data scientist

“Today’s world is drowning in data and starving for insights. Our digital lives have created an overwhelming flood of information. In the last 5 years data scientists have come to the rescue by trying to make sense of it all. The sexy job in the next 10 years will be statisticians, and I’m not kidding.” – Hal Varian, chief economist at Google

Until the end of the last decade, the word “data scientist” hardly existed. However, new possibilities have opened up new frontiers owing to the huge volumes of data that keeps piling up. And, irrevocable changes in the way businesses are run have spawned loads of analysts and number crunchers to “manage” data and predict successful future strategies and outcomes.

Organizations are still falling over themselves trying to hire data scientist who can harness the power of data to hasten the data-to-action process. Although not as many companies as should be are relying on data-driven decision making, by the turn of this decade, analytics will have taken over. Just ask early adopters such as Facebook, Amazon, and LinkedIn.

Rest assured, automated programs aren’t going to make data scientists obsolete anytime soon.

In this article, you’ll find the most recommended learning path to become a data scientist. In addition, we’ve added links for best tutorials to get started on your data scientist path.

Who is a Data Scientist?

Here’s an interesting definition of a data scientist on the web: “A data scientist is someone who is better at statistics than any software engineer and better at software engineering than any statistician.”

You can read two conflicting views in Larry Wasserman’s Data Science: The End of Statistics? and Andrew Gelman’s Statistics is the least important part of data science.

It is far “safer” to say a data scientist wears many hats!

Data scientists typically uncover commercially valuable information hidden in tons of unstructured and structured data. They apply a formidable skillset of programming, statistics, math, business acumen, great communication, and some psychology on huge data sets to provide actionable insights.

These big data wranglers need to have contextual understanding and intuition to come up with magic. Identifying whether the data is meaningful requires an excellent blend of technical and business skills. And that’s what aspiring data scientists should build on.

Before you organize, package, and deliver data, you need to know how.

What skills do you need to become a consummate data scientist?

Looking at social scientist Drew Conway’s famous Data Science Venn diagram, hacking skills, math and stats knowledge, and substantive expertise (commonly assumed to be domain knowledge) portray the interdisciplinary nature of a data scientist’s strengths.

Data Science Venn Diagram

  • A data scientist needs hacking skills to collect and munge e-data, math and stats knowledge to apply the right tools and techniques to glean key insights, and substantive expertise to ask motivating questions and make predictions.
  • Modeling follows exploring data. This is where math and stat come into play. The trick lies in finding the most suitable technique to apply on big data to identify the least error-prone predictive model.
  • The final step would involve a data scientist knowing how to interpret the results and ask interesting questions.

There is a series of Venn diagrams modeled on Conway’s version.

Venn Diagram

The 2016 version by Gartner perhaps makes more sense with its specific call-outs.

In the video below, Jeff Hammerbacher, Cloudera Co-founder and a prominent data scientist, calls data scientists “data rats.” Hammerbacher, who coined the term data scientist, says there is no perfect background to becoming a data scientist. In practice, he believes there are five components you need to be trained on to do your job properly:

  • Data collection and integration
  • Data visualization (dashboard design)
  • Large-scale experimentation
  • Causal inference and observational studies
  • Data products (fitting machine learning models, deploying in production, setting up a regular refresh cycle, and evaluating performance)

Watch video

So what’s in a data scientist’s technical toolkit?

A data scientist has to be more than proficient in the following tools and techniques. We’ve provided a few useful links to help you get an idea about the specific topics.

Check out Top Data Science Skills by Job Role here.

How can you become a data scientist?

Watch this great webinar by Jesse Steinweg-Woods on “How to become a data scientist in 2017” to get answers to some really specific questions.

For the professional:

If you want to switch to a career in data science, then taking free MOOCs (Coursera, Udacity, EdX, Khan Academy) or enrolling for online classes could be your best bet. People from diverse backgrounds can find themselves doing really well in analytical jobs because of their amazing talent for problem-solving, curiosity, and communication skills.

For the student:

Universities world over offer graduate courses in data science, business intelligence, analytics, and big data technologies. For math, statistics, or computer science undergraduates, this could be a fantastic option. If you want to study on your own, that’s fine too because there are lots of free e-books to help you master the skills you need.

Joining competitions, attending data science meet-ups, doing projects for experience, and updating your repertoire of skills will ensure that you are near-perfect for the job. It is really all about practice. And tons of it.

Before you go all out, you can get an internship or join a bootcamp with companies such as Amazon, Zipfian, and Twitter just to be sure that this is the right career choice for you.

Why become a Data Scientist?

You don’t need to be sold the idea. Really?

You love numbers. You love data. But truthfully, aren’t the big bucks and the job security great incentives?

Data scientists make about $130,000 a year on average. Since 2013, job postings for data scientists have grown by 108%. Research says that the career path for a data scientist is expected to touch almost 19% this decade. And, Glassdoor says that data science jobs have great average scores for work-life balance. Data scientists are critical assets for any organization today.

Supply and demand

With studies saying that demand is expected to outpace supply and top companies all over looking for the brightest analysts, you can figure out the answer for yourself quite easily.

By the way, did you know there are several job roles in data science?

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5 Best Indian Mobile App Companies to Work For

Mobile apps have well and truly arrived and the demand for mobile application developers is now higher than what it has ever been. India being the software development engine of the dot com era has smoothly transitioned into the mobile world as well and we're seeing some good mobile app development companies emerge in the recent past.

But back in the dot com days, India never saw too many software product companies. More emphasis was laid on the software services front. This was because distribution was complicated and most entrepreneurs stuck to getting paid for building software and not worrying about distribution and marketing of a software product.

That has changed now. The concept of the app store has made it a level playing field. Simply uploading an app on an app store now makes an app available to anyone in the world with an internet enabled smartphone. Furthermore, internet marketing has greatly evolved and monetisation is also reaching some sort of maturity.

All this has given rise to mobile product companies from India. If you're a mobile developer in India, here are 5 companies that you must try your chances with (in no particular order)



Zomato

When I first spoke to Pankaj Chaddha, one of the founders of Zomato, he told me that in the developer community, they're still considered a mobile app company from Mumbai. True, they have a very popular website that sees a lot of traffic, but over 70% of their usage in on their mobile client.

With close to 5 million downloads, Zomato is used in many countries and as a mobile developer, gives rise to a lot of exciting work. Furthermore, the mobile app itself is undergoing constant change on the front end, which will give developers a unique experience of getting to understand behaviour mobile users from around the world.

All this awesomeness and it's made with love in India.

Newshunt



When you have any internet property that records a billion page views a month, anyone would sit up and take notice. Verse Innovation's mobile app Newshunt is exactly that. This app serves news from hundreds of english and local language newspapers on a simple, readable mobile app.

The mobile app is available across platforms and records massive usage and is growing at breakneck speeds. Across all platforms, the app has close to 67 million downloads and the company is looking to add another 100 million users in the coming year. All the right signs for a mobile developer to board this rocket ship.

Probably the most 'indian' app out there, in a vernacular sense.

Flipkart



In a recent press interaction, Flipkart revealed that over 50% of their sales revenues are coming from their mobile app. That's close to 500 million dollars USD from their mobile app, so you can be rest assured that a lot of work is going into it. Flipkart will give you vantage point as a developer in the incredibly rapidly evolving m-commerce market.

Furthermore, this is again an app that is used by millions of users in India, which comes with it's set of learning benefits from a developer's point of view. Furthermore, it's a large engineering team and there will be a lot of handshakes between web and mobile technologies that a mobile developer will be exposed to.

If you can make it to Flipkart as a mobile engineer, you're in for some serious learning.

SignEasy



This is a controversial choice, as it's not in the same league as the aforementioned apps, in terms of downloads and usage. However, this is one of the few independent enterprise facing apps in India, let alone the world. This app allows you to sign documents digitally. It is a very basic problem in the corporate world and is beginning to see some good traction.

The app is available across all platforms and it was even featured on the Apple app store. There are some niche technologies that a developer will be exposed to while working with this company and also will give a developer an understand of the enterprise user. With a maturing consumer mobile app space, the next space to go to is the enterprise space.

Choose SignEasy for some exciting tech work and insight into a new consumer segment.

Hike



Bharti SoftBank is home to one of India's most widely used mobile apps - Hike Messenger. The app, on Android alone has over 20 million downloads and is available across iOS, Windows Phone, and even Symbian. There's a lot of ad money that's going into marketing the app, so you can only expect the user count to go up.

The mobile messenger market itself is very hot. Apart from Hike, there's Line and WeChat that are also growing rapidly in the same region. This sort of competition will usher new innovation and the people at the helm of this development will be the mobile app developer. Need more reason to join?

Choose Hike simple because of the amazing traction the instant messaging market is seeing.

Key Secret to a Successful Software Development Internship

Internships in software development are good for both the company and the interns. As a developer, internship projects teach you how to build a successful software product. For a company, interns bring in the diversity and fresh perspectives that are required to take the product to the next level.

But what makes an internship in software development successful? Here are 7 strong signs that tell you whether the 2-6 months you spent during your internship were worthwhile.

1) If you improved your technical skills

At college, you are exposed to various technical concepts. An internship gives hands-on exposure to technical concepts that you learned at school. You can code and build software, from scratch. If you feel your internship has helped improve your technical skills, consider it a job well done.

2) If you learned how to build a product

The best part about interning in a software development team is the opportunity to learn how to build a successful software product. As part of the product team, you interact with stakeholders from different teams and levels of management. You gain a better understanding of the end-user, the business objectives, and the role of software in attaining those goals. Rather than working in isolation, you are part of a team with people from various domains with different levels of experience. This exposure teaches you to manage time and build software per the expectation of stakeholders. If at the end of your internship, you have learned how to build a product, consider it a job well done.

3) If you’ve enhanced your soft skills

Internships are not only about enhancing technical skills, but also about acquiring interpersonal skills. As an intern, you can make friends and network with new people at work. The ability to work in a team with different people is crucial for a successful career in software development. Interning in a software development team also makes you better at presenting ideas clearly. If your internship has made you a better communicator, consider it a job well done.

4) If you've learned something new

Usually, interns are taken based on the merit of what they can do. Interns are tested for their technical skills or are taken based on the merit of their past work. Apart from the project they are assigned to, interns also get exposure to a lot of business operations. This adds a lot of value to one’s professional profile.

At the end of your internship, if you get the "bigger picture," consider it a job well done.

5) When you've built something of lasting impact

In a recent tech event, Max Levchin, one of the founders of PayPal, shared a story of an intern who saved the company from going bust. It was the early 2000s and credit card fraud was hurting PayPal big time. The intern's job was to build an anti-theft system called IGOR that eventually saved the company. The intern died soon after due to a diabetes complication, and Levchin said PayPal may not exist today without him. Not every contribution can be as significant, but the point is that if you know that you've built something of value and can see how it fits in the bigger scheme of things, it's a job well done.

6) If you figured out what you don't want to do

In college, you often want to do something, but you have no idea what or how. An internship is the best way to find out if your dream job is everything that you thought it would be. Often, it is not going to be what you think it is and that's perfectly alright. It will be one less thing on your list when you're trying to figure out what you want to do with your life. You might be really good at what you do too, but if you're not enjoying it, it's not worth pursuing all your life.

Finding out what you don't want to do is just as important as finding out what you love to do. If you come across the former, consider your internship a job well done.

7) If at the end of the internship, you didn't want to leave, and the company also didn't want to let you go

*Sniff*

Congratulations on the full-time offer! Job well done.

Additional tip to rock your internship

Don’t go after money. The second you make your internship decision on the basis of money, 99% of the time, you would have made a compromise. There would be that job which sounded like something right up your alley, but you didn't take it, because there was this other, probably more boring job, which paid more.

Try not to do that. If you didn't, it's already a job well done.

Internship at HackerEarth

At HackerEarth, we have a strong support system for interns. We have an open and collaborative work culture. Our full-time software engineers and product managers are always available to help and mentor new interns. View current internship opportunities here: https://www.hackerearth.com/companies/hackerearth/jobs/

Top 12 Computer Science Engineering colleges in India

We’ve got camps arguing that where you go to college makes all the difference, and then we’ve got the opposition who insist that this choice is not some “sweeping judgment” of your ability. I remember this line from a New York Times blog post: Shiny diplomas from shiny schools help. They do, don’t they? However much I’d like to be idealistic, reality says something else. Even then I can’t help but wonder if a college degree is only as good as its prestigious reputation.

College can be stressful enough. Deciding which one to go to is worse. The faculty that educates the novice programmers, the peer group that bolstered them to learn and build new things, or the infrastructure that provided them with the facilities to program their ideas to reality—everything matters. This debate has been going on for ages. Sigh!

Also read – The reason India does not have enough awesome developers

Did you know that by 2018, India is expected to be home to over 5 million developers? Well, building or honing programming skills never looked more imperative, did it? I agree that you don’t need to depend on top computer courses to become an ace developer, but it can make life so much easier. To that end, we’ve put together a list of the best schools for computer science/information technology courses, in no particular order, in India.

  • IIT Bombay
  • IIIT Hyderabad
  • IIT Kanpur
  • IISc
  • NIT Trichy
  • NIT Warangal
  • IIT Kharagpur
  • BITS Pilani
  • DTU
  • NSIT

College

It came as no surprise in 2016 (yet again) when 67 of the top 100 ranks in the Joint Entrance Examination-Advanced opted for IIT-B. Happily for India, Indian Institute of Technology-Bombay (IIT-B) is ranked 13 on the Quacquarelli Symonds University Rankings BRICS 2016. IIT Bombay has a very strong computer science program. IIT-B is ranked among the top 100 institutions for computer science on the QS World University Rankings by Subject list. These IIT-ians are a regular feature at ACM ICPCs and many go to the Google Summer of Code program. IIT-B is one of the largest exponents of the startup tech workforce in India. In 2015, for each of the 990 CSE seats across 18 IITs, there were 209 contenders. The 2015 placements at IIT-B saw the average salary increase by 10 to 15 percent, with some students bagging 1-crore offers from Oracle, Microsoft, and Visa.

College

IIIT Hyderabad has the most experienced CSE faculty in the country. It has a strong coding culture with students consistently qualifying for the ACM-ICPC World Contest finals; the curricula also focus on research. Google selected the most students for GSoC from this “mecca” of computer science—69 in 2014 and 62 in 2015. A unique aspect is its low intake of students, ensuring more focused training.

Read this answer on Quora about IIIT-H. It blends computer science with humanities and cutting-edge research. Even without the IIT tag, students graduate with unique skills and projects that set them apart.

College

IIT Kanpur is known for top faculty and placements. A 2014 Brown University study listed it among the top 10 contributors of CS faculty to US undergrad programs. In 2016, the first three days of placements brought 315 offers, with Microsoft offering one student a 1.5 crore package for its Redmond office.

College

IISc ranked 38th in the Global University Employability Ranking by Times Higher Education. Anurag Kumar, IISc Director, said India is making great strides. In 2016, two CS students were offered USD150,000 jobs abroad. Domestic salaries range from Rs. 15 to Rs. 30 lakh a year.

College

NIT Trichy has strong programming clubs and alumni interaction. Outlook India ranked it 9th in 2016, with 80% of CSE salaries over 10 LPA.

College

NIT Warangal, established in 1959, has a decent programming culture and strong peer group. Outlook India ranked it 11th in 2016. In 2014, companies like Amazon and CodeNation offered salaries of up to 24 LPA to CSE students.

College

IIT Kharagpur has notable alumni like Sundar Pichai. It has the largest campus among IITs. Its CSE department hosts BitFest annually. The QS Employability Ranking 2017 ranks it highest among Indian institutions. Some students received up to INR1.5 crore offers in 2016.

College

IIT Madras contributes significantly to CS faculty in the US. Its tech festival “Shaastra” showcases robotics, Big Data, and coding. Companies like Goldman Sachs and Qualcomm recruit actively. Internships also drive high placement numbers.

College

BITS Pilani is ranked 3rd by India Today in 2016. Alumni have launched nearly 500 startups since 2013. Quora reviews praise its curriculum, faculty, and peer group.

College

DTU ranks 13th in Outlook’s Top 100 Engineering Colleges 2016. It added seats in CSE and IT in 2016. In 2015, Google offered an IT student INR1.27 crore. Over 1,200 jobs were offered by 260 companies that year.

College

NSIT, formerly Delhi Institute of Technology, ranked 12th in 2016 Outlook survey. In 2015, eight students received crore-plus offers from Google. CSE and ECE departments attract top recruiters.

College

Established in 1919, Banaras Engineering College became IIT BHU in 2012. It has seen international offers during placements, with companies visiting its campus regularly.

This list is compiled from qualitative research. Your list could be different. Which colleges would you add to this? (Or remove?)

Tell us.

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Here is a Free trial to tech recruitment software to hire your first candidate!

Why these 401 Indian GSoCers have got to make it count

In other news, the 10th edition of Google's prestigious Google Summer of Code program is about to kick off and India will be represented by 401 students — a record in the history of GSoC.

With 401 students from India selected to the prestigious GSoC program, it has outpaced every other country in contention, including the USA, which is at a more modest 167. So what exactly have these students signed up for?

They are going to spend the next 3 months or so working with one of the participating organizations of Google on a project that they submitted a proposal for and, at the end of their tenure, they return home with a neat paycheck. In fact, this paycheck has been the biggest incentive for computer science students from all around the world — 5,500 USD for 3 months of work.

Now you may wonder why this number is so significant. Well for starters, every project listed as a part of the GSoC is an open source project, so it exposes the participants to the way open source development works. Hopefully, there would be a lasting impact of the culture of open source in the minds of the people.

However, Sayan Chowdhury, my colleague and former GSoC-er, believes otherwise. He says, "In India, 5,500 USD is a lot of money and most students seem to apply for GSoC for this monetary gain. Furthermore, it's a good thing to put on your resume as it carries a lot of importance at jobs and post-graduate college admissions. A lot of my fellow GSoCer's don't contribute to open source projects after their 3 months."

Cumulatively, since the inception of GSoC, over 800 Indian students have taken part. But try and think of popular open source projects like say, Fedora or Mozilla and you can't think of a single name of this stature to have come from India. Or try and name 100 top open source contributors from India?

Linus Torvalds, the inventor of the popular operating system Linux, said this about India's contribution to open source —

This is not to say that there aren't enough open source contributors from India, but a mix of a lack of social infrastructure and too few people who write software for the joy of writing software has resulted in India's mediocre participation in the world of open source. Even the fat paycheck isn't enough to bring the Indian developer back to work on the projects that they spent the better part of their summer on.

Also, 401 students in the context of half a million engineers that graduate out of Indian colleges is a small number. For the most part, there's a huge amount of ignorance on the Indian students' part when it comes to open source.

This puts the onus on those 401 kids. Your predecessors really haven't done the best of jobs in promoting the open source culture in India and it is up to you to bring back the passion that will be infused into you in your tenure with the GSoC. Blog about it, speak about it — make it a point to get at least 10 more developers to take up open source contribution. And most importantly, continue the work on the projects that you take up.

It is beyond awesome to see so many inductees into this year's GSoC from India.

Let's make it count.

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Forecasting Tech Hiring Trends For 2023 With 6 Experts

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

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

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

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

Meet the Expert Panel

Radoslav Stankov

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

Mike Cohen

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

Pamela Ilieva

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

Brian H. Hough

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

Steve O'Brien

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

Patricia (Sonja Sky) Gatlin

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

Overview of the upcoming tech industry landscape in 2024

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

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

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

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

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

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

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

6 industry experts predict the 2023 recruiting trends

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

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

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

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

Pamela Ilieva, Director of International Recruitment, Shortlister

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

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

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

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

Patricia Gatlin, DEI Specialist and Curator, #blacklinkedin

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

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

Radoslav Stankov, Head of Engineering, Product Hunt

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

Mike “Batman” Cohen, Founder of Wayne Technologies

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

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

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

Companies can create internal hackathons to exercise creativity...

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

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

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

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

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

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

6 industry experts predict the 2023 recruiting trends

Rado: Prioritization, team time, and environment management.

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

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

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

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

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

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

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

Brian: Agility, resourcefulness, and empathy.

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

Steve: Negotiation, data management, and talent development.

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

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

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

Patricia: Technology, research, and relationship building.

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

7 Tech Recruiting Trends To Watch Out For In 2024

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

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

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

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

7 tech recruiting trends for 2024

6 Tech Recruiting Trends To Watch Out For In 2022

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

Trend #1—Leverage data-driven recruiting

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

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

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

Trend #2—Have impactful employer branding

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

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

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

Trend #3—Focus on candidate-driven market

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

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

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

Recommended read: What NOT To Do When Recruiting Fresh Talent

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

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

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

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

—Swetha Harikrishnan, Sr. HR Director, HackerEarth

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

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

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

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

Trend #6—Conduct remote interviews

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

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

Trend #7—Be proactive in candidate engagement

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

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

—Narayani Gurunathan, CEO, PlaceNet Consultants

Recruiting Tech Talent Just Got Easier With HackerEarth

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

Our tech recruiting platform enables you to:

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

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

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

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

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

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

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

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

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

Developer Survey

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

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

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

Staying ahead of the skills game

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

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

How happy are developers

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

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

What works when looking for work

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

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

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

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

Tips straight from the horse’s mouth

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

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

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

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

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

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

View all

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

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

What is Pre-Employement Assessment?

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

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

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

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

Why pre-employment assessments are key in hiring

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

  • Improved decision-making:

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

  • Reduced bias:

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

  • Increased efficiency:

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

  • Enhanced candidate experience:

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

Types of pre-employment assessments

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

1. Skill Assessments:

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

2. Personality Assessments:

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

3. Cognitive Ability Tests:

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

4. Integrity Assessments:

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

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

Leading employment assessment tools and tests in 2024

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

  • HackerEarth:

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

  • SHL:

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

  • Pymetrics:

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

  • Wonderlic:

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

  • Harver:

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

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

Choosing the right pre-employment assessment tool

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

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

Comparative analysis of assessment options

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

  • Technical skills assessment:

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

  • Soft skills and personality assessment:

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

  • Candidate experience:

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

Additional tips:

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

Best practices for using pre-employment assessment tools

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

  • Define your assessment goals:

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

  • Choose the right assessments:

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

  • Set clear expectations:

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

  • Integrate seamlessly:

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

  • Train your team:

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

Interpreting assessment results accurately

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

  • Use results as one data point:

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

  • Understand score limitations:

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

  • Look for patterns and trends:

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

  • Focus on potential, not guarantees:

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

Choosing the right pre-employment assessment tools

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

  • Industry and role requirements:

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

  • Company culture and values:

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

  • Candidate experience:

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

Budget and accessibility considerations

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

  • Budget:

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

  • Accessibility:

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

Additional Tips:

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

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

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

Future trends in pre-employment assessments

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

  • Artificial intelligence (AI):

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

  • Adaptive testing:

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

  • Micro-assessments:

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

  • Gamification:

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

Conclusion

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

Tech Layoffs: What To Expect In 2024

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

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

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

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

What are tech layoffs?

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

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

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

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

Causes for layoffs in the tech industry

Why are tech employees suffering so much?

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

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

In addition, some common reasons could be:

Financial struggles

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

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

Changes in demand

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

Restructuring

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

Automation

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

Mergers and acquisitions

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

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

Will layoffs increase in 2024?

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

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

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

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

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

What types of companies are prone to tech layoffs?

2023 Round Up Of Layoffs In Big Tech

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

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

Large tech firms

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

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

Startups

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

Small and medium-sized businesses

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

Companies in certain industries

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

Companies that lean on government funding

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

How to track tech layoffs?

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

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

Use tech layoffs tracker

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

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

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

News articles

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

Social media

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

Online forums and communities

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

Government reports

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

How do companies reduce tech layoffs?

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

Salary reductions

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

Implementing a hiring freeze

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

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

Non-essential expense reduction

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

Reducing working hours

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

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

Tech layoffs to bleed into this year

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

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

What is Headhunting In Recruitment?: Types & 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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