Developer Insights

Hire IQ by HackerEarth is a new initiative in which we speak with recruiters, talent acquisition managers, and hiring managers from across the globe, and ask them pertinent questions on the issues that ail the tech recruiting world.

Next up in this edition is Ashutosh Kumar, Director of Data Science, at Epsilon India.

We had a long chat about hiring for niche roles like data science and data analysts, whether there will still be a need for such roles post this layoff phase, and expert tips that developers can make use of to excel in these roles.

Dive in!

P.S. If you missed the previous edition of HireIQ where we sat down with Patricia Gatlin, Diversity Lead/Talent Sourcing Specialist, at Johns Hopkins, you can read it here 🙂

Let’s delve into the future of data science

HackerEarth: Can you give us a small bio of your journey in tech recruitment?

Ashutosh: I have been a part of recruitment in the data science field for nearly 14 years of my career and have recruited for successful startups (seed to Series D) and MNCs across levels (entry, junior, mid and senior management) and profiles including data analysts, data scientist, ML engineers, full stack developers, and DevOps/MLOps. I’ve also been part of campus recruitments in premier colleges (IITs, NITs, IIMs, and ISB) for roles in data science profiles, as well as the lateral hiring processes for experienced candidates for almost all my previous employers.

HackerEarth: In this era of mass layoffs, where do you see the data science and data analyst roles heading? Will there still be a need for this niche domain going forward?

Ashutosh: Mass layoffs depend on the health of a company and its measures to keep itself up and running and have less to do with any specific roles. Companies can cut all types of roles when it comes to survivability, but domains like data science and technology are some of the last ones to be axed since these are business-critical roles.

For instance, several of our clients, who are facing the pressures of recession, have been turning to data science to gather data-based insights on how to increase their revenue and save costs. Data science plays an important role in helping companies navigate and weather the recession storm.

We are a data-driven world, and data science will continue to be an in-demand domain. The demand for data science and data analysis professionals may fluctuate depending on economic conditions and the specific needs of individual organizations. It is important for professionals in these fields to stay up to date with the latest technologies and techniques, and to be proactive in seeking out new opportunities for growth and development.

Also read: Inside The Mind Of A Data Scientist

HackerEarth: What are some of the mistakes/misconceptions (top 3) that you have seen recruiters or engineering managers make when hiring data scientists/data analysts?

Ashutosh: Firstly, focusing only on interviews and theoretical questions instead of looking for hands-on coding experience is a big mistake. The industry needs people who can not only understand algorithms but who can also code. It’s fairly easy to get a theoretical understanding of all data science algorithms from the internet without writing a single line of code, and we need to ensure we hire people who can actually build solutions.

Secondly, giving importance to degrees and background over expertise. Today, there’s a plethora of online degrees which require little effort for a diploma or master’s degree in data science – one can get a degree from Indian or international colleges for ~USD 4000. Some of the best data science professionals we’ve worked with have unrelated degrees and have learned everything by themselves – either from online courses, Kaggle, blogs, or self-training.

Lastly, every data-related skill cannot be equated with data science and AI. The latter’s expanse is wide and complex – from simpler tasks like data entry, to intermediate ones like analysis, visualization, and insights, and to the more advanced machine learning models and AI algorithms. Often, roles are clubbed as ‘data scientist’ simply because of such loose definitions of these terms. You don’t need to hire a data scientist when you may actually need a data analyst.

HackerEarth: How do you see the new technologies like AI, ML, and quantum computing affect the field of data science?

Ashutosh: AI, machine learning, and quantum computing are all rapidly advancing technologies that have a significant impact on data science. AI and machine learning are enabling data scientists to develop more advanced algorithms and models that can analyze and interpret data more effectively, while quantum computing is providing the computing power necessary to process and analyze large amounts of data quickly and accurately. These technologies are also helping automate many of the tasks that were previously done manually, which is making data analysis more efficient and accessible. Overall, these new technologies are helping drive significant advances in the field of data science and are likely to continue to do so in the future.

Also, read: How AI Is Transforming The Talent Acquisition Process In Tech

HackerEarth: How would you recommend that data scientists upskill themselves to cope with the current and upcoming changes in the economy and the tech world?

Ashutosh: As a data scientist, it is important to continually upskill and stay current with the latest developments in the field. Here are a few ways data scientists can upskill themselves:

• Stay updated on the latest tools and technologies: Data science is a rapidly evolving field, and new tools and technologies are constantly being developed. There are new algorithms in the domain of Deep Learning, Reinforcement Learning, Transfer Learning, LightGBM, GANs, Transformers, large language models, and Explainable AI to name a few. There are new tools and frameworks in the industry like Airflow, Horovod, Petastorm, etc. developed by companies like Facebook and Uber, which have been made open source. There are also AutoML, ETL tools, visualization tools, cloud enablement tools, collaboration, and project management tools (like Asana and Trello). Keep abreast of these advancements and use them effectively in your work.
• Learn new programming languages and frameworks: As a data scientist, you’ll need to be proficient in at least one programming language, such as Python or R. It is also useful to learn additional languages and frameworks such as SQL, Julia, or TensorFlow.
• Enhance your machine learning skills: Machine learning is a key aspect of data science, and it’s important to have a strong foundation in this area. There are many online courses and resources available to help you learn machine learning and apply it to real-world problems.
• Stay informed about industry trends and developments: There are various forums on the internet that track the latest trends and developments in data science and machine learning. I follow researchers, data scientists, machine learning experts, and AI/ML companies on Twitter which is a great source of the latest information in this field. There are also freely available YouTube videos and podcasts one could make use of. There are many discord channels for every area – algorithms, MLOPs, software engineering, deployments, etc. and you can join the ones related to your area of interest and expertise. This will help you identify new opportunities and stay ahead of the curve.
• Network and collaborate with other professionals: You can join meetups in your city or area to connect with other professionals in this field to know about the developments and research being done elsewhere. There are a lot of ML conferences and hackathons that happen throughout the year which are a great source of learning as well as networking with other professionals. LinkedIn groups and forums, industry events, and community workshops are also great ways to learn from others and stay up to date with the latest trends in the field.

HackerEarth: Your final word to developers in this stream: What do you developers need to know to excel in data analytics or data security and what are your top 3 expert tips?

Ashutosh: To excel in data analytics, developers should have a strong foundation in math and statistics, as well as programming skills. They should be proficient in using tools and technologies for data manipulation, visualization, and analysis, such as SQL, Python, and R. In addition, they should have strong communication and problem-solving skills, as they will often be working with large and complex datasets and will have to clearly present their findings and recommendations to stakeholders.

Here are my top 3 tips for developers interested in pursuing a career in data analytics:

1. Practice, practice, practice: The best way to improve your skills in data analytics is to get hands-on experience working with real data. This can involve working on personal projects, participating in online hackathons or data science competitions, or taking on internships or freelance projects.
2. Stay up to date: The field of data analytics is constantly evolving. Follow the latest technologies and best practices in order to remain competitive in the job market. This can involve reading industry blogs and news, attending conferences and workshops, and taking online courses to learn new skills.
3. Build a strong network: Networking is an important aspect of any career and is especially important in the field of data analytics. Building relationships with other professionals in the field can help you stay connected to the latest trends and opportunities and can also provide valuable mentorship and guidance as you progress in your career.

HackerEarth: Your final word to recruiters hiring for the role: What specialized tools do you think they should be using, what markers of skill should they be looking for, and how can they improve their own understanding of the domain in order to hire better?

Ashutosh: As a recruiter or hiring manager for data science roles, it can be helpful to use specialized tools and platforms to identify and evaluate candidates. Some options may include:

• Online coding platforms: These allow candidates to complete coding challenges or take technical assessments to demonstrate their skills. Examples include HackerEarth, CodeSignal, and TopCoder.
• Data science-specific job boards: There are several job boards specifically focused on data science roles, such as Kaggle Jobs and Data Science Central. These can be good places to find candidates with relevant experience and skills.
• Resume screening software: Tools like Lever and Jobvite can help automate the resume review process by identifying keywords and qualifications relevant to the role.

Also, read: 10 Tech Recruiting Strategies To Find The Best Tech Talent

In terms of markers of skills, there are a few key areas to focus on when evaluating candidates for data science roles:

• Technical skills: Look for candidates with strong programming skills, as well as experience with data manipulation, visualization, and analysis tools such as SQL, Excel, and data analysis libraries like Pandas and NumPy. Experience with machine learning libraries like sci-kit-learn, TensorFlow, and Keras can also be valuable.
• Problem-solving skills: Data scientists should be able to identify and define problems, develop hypotheses and models, and evaluate the results of their work. Look for candidates who have a track record of successfully tackling data-driven projects and can demonstrate the results they achieved.
• Communication and collaboration skills: Data scientists should be able to clearly articulate their methods and findings to both technical and non-technical audiences, and work effectively as part of a team. Look for candidates who have strong verbal and written communication skills, as well as the ability to work well with others.
• Domain expertise: It can be helpful to look for candidates who have a strong understanding of the specific domain or industry in which they will be working. This can help ensure that they are able to apply their skills and knowledge in a way that is relevant and impactful.

To improve their own understanding of the domain, recruiters can seek out training and education opportunities, such as online courses or industry conferences. They can also stay up to date on the latest developments and best practices in data science by reading articles and publications in the field.

About Ashutosh Kumar:

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Ashutosh Kumar is working as a Director, Data Science at Epsilon focusing on Marketing Machine Learning as a part of the Strategy and Insights (S&I) group. He is involved in building Data Science products with a team of data scientists, data and ML engineers, and full-stack developers. At Epsilon, he is also building the Marketing Machine Learning team with freshers and lateral hires, and upskilling them with the latest tools and technologies.

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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

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.

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.