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How HackerEarth is preparing for GDPR

HackerEarth is committed to honoring its users’ rights to data privacy and protection. We have a privacy-conscious culture, and GDPR is an opportunity for us to strengthen this further. Being GDPR-ready has been of the highest priority this past year, and our product and legal teams have devoted a lot of extra hours to adhere to its requirements, give users more control over their data, and explain what we do with the data. (PS: To further our crusade toward data protection, we are also in the process of the getting the ISO 27001 certification.)

What is GDPR?

General Data Protection Regulation (GDPR), which will go into effect on May 25, 2018, replaces the 1995 Data Protection Directive. Designed to give EU citizens more control over their data, it aims to use one all-encompassing privacy and security law to safeguard personal data. Regardless of their location, relevant controllers or processors dealing with EU residents’ personal data are required to update or craft new policies ahead of the date or be prepared for penalties.

What is personal data?

Article 4 in GDPR definition states that ‘Personal data’ means any information relating to an identified or identifiable natural person (‘data subject’); an identifiable natural person is one who can be identified, directly or indirectly, in particular by reference to an identifier such as a name, an identification number, location data, an online identifier or to one or more factors specific to the physical, physiological, genetic, mental, economic, cultural or social identity of that natural person.Both personally identifiable information (PII) and information which can be cross-referenced with other information to identify a person is included in the definition. Examples of sensitive PII include medical information, biometric information, social security ID, license number, birth date, etc. The personal data collected should be pseudonymized and/or encrypted.

How is HackerEarth getting ready for GDPR?

In our efforts to get the organization ready for sustainable compliance, HackerEarth has taken several steps—from raising awareness in the organization about the principles of GDPR and our data protection policy to training employees to responsibly handle user data and auditing.Also, to make sure our sub-processors do no breach the regulation, we are assessing our third-party service providers and partners and fine-tuning the contracts.

Product preparation

We have assessed HackerEarth Sprint, our innovation management software, and HackerEarth Recruit, our Technical Recruitment software, against the requirements of the GDPR and have implemented features that will help users achieve compliance.Our application teams strongly believe in letting the end users exercise their rights with respect to privacy. We are working to give you more control over the data you store in our systems. These provisions may vary based on your requirement, product characteristics, and mutually agreed upon statement of work. Our teams are working on these features and enhancements, which will be rolled out in phases.How HackerEarth enables customers to be GDPR compliant:
    • We have revised our privacy policy and terms of service.
    • We are encrypting all data in transit and at rest.
    • We are identifying and creating multiple delete profile use cases, including administrators having the control to delete users.
HackerEarth is also taking care of many more such features to ensure the customers are compliant and users have complete control over their data.

Process preparation

Based on our data flows and data handling practices, we have revised our privacy policy and added further information on the personal information we collect, why we collect it, how we will use it, how long we will store it, and so on. Moreover, we are reviewing our databases to make sure we have only the latest and most accurate information.We have put together a glossary of the terms and information on when HackerEarth acts as a data processor or a data controller. Additionally, we have appointed internal privacy champions for all our teams.

What happens in the event of a data breach?

In case a personal data breach occurs, we will send breach notifications in accordance with our internal incident response policy.We will notify our customers within 72 hours of us discovering the breach.
We will notify users through our blogs and social media for general incidents.
We will notify the concerned party through email (using the primary email address) for incidents specific to an individual user or an organization.

We have a whole series of blogs planned, with more updates and information to come. Please feel free to ask questions and share your concerns with us at vr-gdpr@hackerearth.com.

***For more information, see our Privacy Policy here.

Data visualization for beginners - Part 2

Welcome to Part II of the series on data visualization. In the last blog post, we explored different ways to visualize continuous variables and infer information. If you haven’t visited that article, you can find it here.In this blog, we will expand our exploration to categorical variables and investigate ways in which we can visualize and gain insights from them, in isolation and in combination with variables (both categorical and continuous).

Before we dive into the different graphs and plots, let’s define a categorical variable. In statistics, a categorical variable is one which has two or more categories, but there is no intrinsic ordering to them, for example, gender, color, cities, age group, etc. If there is some kind of ordering between the categories, the variables are classified as ordinal variables, for example, if you categorize car prices by cheap, moderate and expensive. Although these are categories, there is a clear ordering between the categories.

# Importing the necessary libraries.  
import numpy as np  
import pandas as pd  
import seaborn as sns  
import matplotlib.pyplot as plt  
%matplotlib inline  

We will be using the Adult data set, which is an extraction of the 1994 census dataset. The prediction task is to determine whether a person makes more than 50K a year. Hereis the link to the dataset. In this blog, we will be using the dataset only for data analysis.

# Since the dataset doesn't contain the column header, we need to specify it manually.   
cols = ['age', 'workclass', 'fnlwgt', 'education', 'education-num', 'marital-status', 'occupation', 'relationship', 'race', 'gender', 'capital-gain', 'capital-loss', 'hours-per-week', 'native-country', 'annual-income']  

# Importing dataset   
data = pd.read_csv('adult dataset/adult.data', names=cols)  
# The first five columns of the dataset.   
data.head()  

Bar graph

A bar chart or graph is a graph with rectangular bars or bins that are used to plot categorical values. Each bar in the graph represents a categorical variable and the height of the bar is proportional to the value represented by it.

Bar graphs are used:

  • To make comparisons between variables
  • To visualize any trend in the data, i.e., they show the dependence of one variable on another
  • Estimate values of a variable
# Let's start by visualizing the distribution of gender in the dataset.  
fig, ax = plt.subplots()  
x = data.gender.unique()  
# Counting 'Males' and 'Females' in the dataset  
y = data.gender.value_counts()  
# Plotting the bar graph  
ax.bar(x, y)  
ax.set_xlabel('Gender')  
ax.set_ylabel('Count')  
plt.show()  
Bar graph, pyplot, python, data visualization,, machine learning, big data
Fig 1. Bar plot showing the distribution of gender in the dataset

From the figure, we can infer that there are more number of males than females in the dataset. Next, we will use the bar graph to visualize the distribution of annual income based on both gender and hours per week (i.e. the number of hours they work per week).

# For this plot, we will be using the seaborn library as it provides more flexibility with dataframes.   
sns.barplot(data.gender, data['hours-per-week'], hue=data['annual-income'])  
plt.show()

So from the figure above, we can infer that males and females with annual income less than 50K tend to work more per week.

Countplot

This is a seaborn-specific function which is used to plot the count or frequency distribution of each unique observation in the categorical variable. It is similar to a histogram over a categorical rather than quantitative variable.

So, let’s plot the number of males and females in the dataset using the countplot function.

# Using Countplot to count number of males and females in the dataset.  
sns.countplot(data.gender)  
plt.show()  
count plot, seabormn data visualization, python, big data, machine leanring
Fig 3. Distribution of gender using countplot.

Earlier, we plotted the same thing using a bar graph, and it required some external calculations on our part to do so. But we can do the same thing using the countplot function in just a single line of code. Next, we will see how we can use countplot for deeper insights.

# ‘hue’ is used to visualize the effect of an additional variable to the current distribution.  
sns.countplot(data.gender, hue=data['annual-income'])  
plt.show()  
countplot, using hue, data visualization using seaborn
Fig 4. Distribution of gender based on annual income using countplot.

From the figure above, we can count that number of males and females whose annual income is <=50 and > 50K. We can see that the approximate number of

  • Males with annual income <=50K : 15,000
  • Males with annual income > 50K: 7000
  • Females with annual income <=50K: 9000
  • Females with annual income > 50K: 1000

So, we can infer that out of 32,500 (approx) people, only 8000 people have income greater than 50K, out of which only 1000 of them are females.

Machine learning challenge, ML challenge

Box plot

Box plots are widely used in data visualization. Box plots, also known as box and whisker plots are used to visualize variations and compare different categories in a given set of data. It doesn’t display the distribution in detail but is useful in detecting whether a distribution is skewed and detect outliers in the data. In a box and whisker plot:

  • the box spans the interquartile range
  • a vertical line inside the box represents the median
  • two lines outside the box, the whiskers, extending to the highest and the lowest observations represent the possible outliers in the data
whisker plot, box plot, seaborn, python, pyplot
Fig 5. Box and whisker plot.

Let’s use a box and whisker plot to find a correlation between ‘hours-per-week’ and ‘relationship’ based on their annual income.

# Creating a box plot  
fig, ax = plt.subplots(figsize=(15, 8))  
sns.boxplot(x='relationship', y='hours-per-week', hue='annual-income', data=data, ax=ax)  
ax.set_title('Annual Income of people based on relationship and hours-per-week')  
plt.show()  
box plot, whisker plot, visualization using box plot, box plot using seaborn, box plot in python
Fig 6. Using box plot to visualize how people in different relationships earn based on the number of hours they work per week.

We can interpret some interesting results from the box plot. People with the same relationship status and an annual income more than 50K often work for more hours per week. Similarly, we can also infer that people who have a child and earn less than 50K tend to have more flexible working hours.
Apart from this, we can also detect outliers in the data. For example, people with relationship status ‘Not in family’ (see Fig 6.) and an income less than 50K have a large number of outliers at both the high and low ends. This also seems to be logically correct as a person who earns less than 50K annually may work more or less depending on the type of job and employment status.

Strip plot

Strip plot is a data analysis technique used to plot the sorted values of a variable along one axis. It is used to represent the distribution of a continuous variable with respect to the different levels of a categorical variable. For example, a strip plot can be used to show the distribution of the variable ‘gender’, i.e., males and females, with respect to the number of hours they work each week. A strip plot is also a good complement to a box plot or a violin plot in cases where you want to showcase all the observations along with some representation of the underlying distribution.

# Using Strip plot to visualize the data.  
fig, ax= plt.subplots(figsize=(10, 8))  
sns.stripplot(data['annual-income'], data['hours-per-week'], jitter=True, ax=ax)  
ax.set_title('Strip plot')  
plt.show()  
strip plot, strip plot using seaborn, strip plot in python, seaborn, python, machine learning, big data
Fig 7. Strip plot showing the distribution of the earnings based on the number of hours they work per week.

In the figure, by looking at the distribution of the data points, we can deduce that most of the people with an annual income greater than 50K work between 40 and 60 hours per week. While those with income less than 50K work can work between 0 and 60 hours per week.

Violin plot

Sometimes the mean and median may not be enough to understand the distribution of the variable in the dataset. The data may be clustered around the maximum or minimum with nothing in the middle. Box plots are a great way to summarize the statistical information related to the distribution of the data (through the interquartile range, mean, median), but they cannot be used to visualize the variations in the distributions.

A violin plot is a combination of a box plot and kernel density function (KDE, described in Part I of this blog series) which can be used to visualize the probability distribution of the data. Violin plots can be interpreted as follows:

  • The outer layer shows the probability distribution of the data points and indicates 95% confidence interval. The thicker the layer, the higher the probability of the data points, and vice-versa.
  • The second layer shows a box plot indicating the interquartile range.
  • The third layer, or the dot, indicates the median of the data.

    violin plot, interpreting a violin plot, how to read violin plot, violin plot in data visualization
    Fig 8. Representation of a violin plot.

Let’s now build a violin plot. To start with, we will analyze the distribution of annual income of the people w.r.t. the number of hours they work per week.

fig, ax = plt.subplots(figsize=(10, 8))  
sns.violinplot(x='annual-income', y='hours-per-week', data=data, ax=ax)  
ax.set_title('Violin plot')  
plt.show()  
violin plot, visualization using violin plot, violin plot using seaborn, how to plot using violin plot
Fig 9. Violin plot showing the distribution of the annual income based on the number of hours they work per week.

In Fig 9, the median number working hours per week is same (40 approximately) for both people earning less than 50K and greater than 50K. Although people earning less than 50K can have a varied range of the hours they spend working per week, most of the people who earn more than 50K work in the range of 40 – 80 hours per week.

Next, we can visualize the same distribution, but this grouping them according to their gender.

# Violin plot  
fig, ax = plt.subplots(figsize=(10, 8))  
sns.violinplot(x='annual-income', y='hours-per-week', hue='gender', data=data, ax=ax)  
ax.set_title('Violin plot grouped according to gender')  
plt.show()  
data visualization using violin plot, violin plot in seaborn, seaborn plots, plots in big data, plots in machine learning
Fig 10. Distribution of annual income based on the number of hours worked per week and gender.

Adding the variable ‘gender’, gives us insights into how much each gender spends working per week based upon their annual income. From the figure, we can infer that males with annual income less than 50K tends to spend more hours working per week than females. But for people earning greater than 50K, both males and females spend an equal amount of hours per week working.

Violin plots, although more informative, are less frequently used in data visualization. It may be because they are hard to grasp and understand at first glance. But their ability to represent the variations in the data are making them popular among machine learning and data enthusiasts.

PairGrid

PairGrid is used to plot the pairwise relationship of all the variables in a dataset. This may seem to be similar to the pairplot we discussed in part I of this series. The difference is that instead of plotting all the plots automatically, as in the case of pairplot, Pair Grid creates a class instance, allowing us to map specific functions to the different sections of the grid.

Let’s start by defining the class.

# Creating an instance of the pair grid plot.  
g = sns.PairGrid(data=data, hue='annual-income')  

The variable ‘g’ here is a class instance. If we were to display ‘g’, then we will get a grid of empty plots. There are four grid sections to fill in a Pair Grid: upper triangle, lower triangle, the diagonal, and off-diagonal. To fill all the sections with the same plot, we can simply call ‘g.map’ with the type of plot and plot parameters.

# Creating a scatter plots for all pairs of variables.  
g = sns.PairGrid(data=data, hue='capital-gain')  
g.map(plt.scatter)  
data visualization using pair plot, visualizing multiple variabels, pair plot in seaborn, how to use pair plot
Fig 11. Scatter plot between each variable pair in the dataset.

The ‘g.map_lower’ method only fills the lower triangle of the grid while the ‘g.map_upper’ method only fills the upper triangle of the grid. Similarly, ‘g.map_diag’ and ‘g.map_offdiag’ fills the diagonal and off-diagonal of the grid, respectively.

#Here we plot scatter plot, histogram and violin plot using Pair grid.  
g = sns.PairGrid(data=data, vars = ['age', 'education-num', 'hours-per-week'])  
# with the help of the vars parameter we can select the variables between which we want the plot to be constructed.  

g.map_lower(plt.scatter, color='red')  
g.map_diag(plt.hist, bins=15)  
g.map_upper(sns.violinplot)  
data visualization using pair grid, how to use pair grid, pair grid, pair grid in seaborn, pair grid for big data
Fig 12. Pair Grid showing different plot between the different pair of variables.

Thus with the help of Pair Grid, we can visualize the relationship between the three variables (‘hours-per-week’, ‘education-num’ and ‘age’) using three different plots all in the same figure. Pair grid comes in handy when visualizing multiple plots in the same figure.

Conclusion

Let’s summarize what we learned. So, we started with visualizing the distribution of categorical variables in isolation. Then, we moved on to visualize the relationship between a categorical and a continuous variable. Finally, we explored visualizing relationships when more than two variables are involved. Next week, we will explore how we can visualize unstructured data. Finally, I encourage you to download the given census data (used in this blog) or any other dataset of your choice and play with all the variations of the plots learned in this blog. Till then, Adiós!

Data visualization for beginners - Part 1

This is a series of blogs dedicated to different data visualization techniques used in various domains of machine learning. Data Visualization is a critical step for building a powerful and efficient machine learning model. It helps us to better understand the data, generate better insights for feature engineering, and, finally, make better decisions during modeling and training of the model.

For this blog, we will use the seaborn and matplotlib libraries to generate the visualizations. Matplotlib is a MATLAB-like plotting framework in python, while seaborn is a python visualization library based on matplotlib. It provides a high-level interface for producing statistical graphics. In this blog, we will explore different statistical graphical techniques that can help us in effectively interpreting and understanding the data. Although all the plots using the seaborn library can be built using the matplotlib library, we usually prefer the seaborn library because of its ability to handle DataFrames.

We will start by importing the two libraries. Here is the guide to installing the matplotlib library and seaborn library. (Note that I’ll be using matplotlib and seaborn libraries interchangeably depending on the plot.)

### Importing necessary library  
import random  
import numpy as np  
import pandas as pd  
import seaborn as sns  
import matplotlib.pyplot as plt  
%matplotlib inline  

Simple Plot

Let’s begin by plotting a simple line plot which is used to plot a mathematical. A line plot is used to plot the relationship or dependence of one variable on another. Say, we have two variables ‘x’ and ‘y’ with the following values:

x = np.array([ 0, 0.53, 1.05, 1.58, 2.11, 2.63, 3.16, 3.68, 4.21,  
        4.74, 5.26, 5.79, 6.32, 6.84])  
y = np.array([ 0, 0.51, 0.87, 1. , 0.86, 0.49, -0.02, -0.51, -0.88,  
        -1. , -0.85, -0.47, 0.04, 0.53])  

To plot the relationship between the two variables, we can simply call the plot function.

### Creating a figure to plot the graph.  
fig, ax = plt.subplots()  
ax.plot(x, y)  
ax.set_xlabel('X data')  
ax.set_ylabel('Y data')  
ax.set_title('Relationship between variables X and Y')  
plt.show() # display the graph  
### if %matplotlib inline has been invoked already, then plt.show() is automatically invoked and the plot is displayed in the same window.  
Data Visualization Technique: Simple Plot - Relationship between X&Y
Fig. 1. Line Plot between X and Y

Here, we can see that the variables ‘x’ and ‘y’ have a sinusoidal relationship. Generally, .plot() function is used to find any mathematical relationship between the variables.

Histogram

Machine learning challenge, ML challenge

A histogram is one of the most frequently used data visualization techniques in machine learning. It represents the distribution of a continuous variable over a given interval or period of time. Histograms plot the data by dividing it into intervals called ‘bins’. It is used to inspect the underlying frequency distribution (eg. Normal distribution), outliers, skewness, etc.

Let’s assume some data ‘x’ and analyze its distribution and other related features.

### Let 'x' be the data with 1000 random points.   
x = np.random.randn(1000)  

Let’s plot a histogram to analyze the distribution of ‘x’.

plt.hist(x)  
plt.xlabel('Intervals')  
plt.ylabel('Value')  
plt.title('Distribution of the variable x')  
plt.show()  
Data Visualization Techniques: Histogram of variable x
Fig 2. Histogram showing the distribution of the variable ‘x’.

The above plot shows a normal distribution, i.e., the variable ‘x’ is normally distributed. We can also infer that the distribution is somewhat negatively skewed. We usually control the ‘bins’ parameters to produce a distribution with smooth boundaries. For example, if we set the number of ‘bins’ too low, say bins=5, then most of the values get accumulated in the same interval, and as a result they produce a distribution which is hard to predict.

plt.hist(x, bins=5)  
plt.xlabel('Intervals')  
plt.ylabel('Value')  
plt.title('Distribution of the variable x')  
plt.show()  
Data Visualization Techniques: Histogram with low number of bins
Fig 3. Histogram with low number of bins.

Similarly, if we increase the number of ‘bins’ to a high value, say bins=1000, each value will act as a separate bin, and as a result the distribution seems to be too random.

plt.hist(x, bins=1000)  
plt.xlabel('Intervals')  
plt.ylabel('Value')  
plt.title('Distribution of the variable x')  
plt.show()  
Data Visualization Techniques: Histogram with low bins
Fig. 4. Histogram with a large number of bins.

Kernel Density Function

Before we dive into understanding KDE, let’s understand what parametric and non-parametric data are.

Parametric Data: When the data is assumed to have been drawn from a particular distribution and some parametric test can be applied to it

Non-Parametric Data: When we have no knowledge about the population and the underlying distribution

Kernel Density Function is the non-parametric way of representing the probability distribution function of a random variable. It is used when the parametric distribution of the data doesn’t make much sense, and you want to avoid making assumptions about the data.

The kernel density estimator is the estimated pdf of a random variable. It is defined as
Kernel density equation
Similar to histograms, KDE plots the density of observations on one axis with height along the other axis.

### We will use the seaborn library to plot KDE.  
### Let's assume random data stored in variable 'x'.  
fig, ax = plt.subplots()  
### Generating random data  
x = np.random.rand(200)   
sns.kdeplot(x, shade=True, ax=ax)  
plt.show()  
Data visualization using Kernel Density Function
Fig 5. KDE plot for the random variable ‘x’.

Distplot combines the function of the histogram and the KDE plot into one figure.

### Generating a random sample  
x = np.random.random_sample(1000)  
### Plotting the distplot  
sns.distplot(x, bins=20)  
Data Visualization: Distplot using seaborn
Fig 6. Displot for the random variable ‘x’.

So, the distplot function plots the histogram and the KDE for the sample data in the same figure. You can tune the parameters of the displot to only display the histogram or kde or both. Distplot comes in handy when you want to visualize how close your assumption about the distribution of the data is to the actual distribution.

Scatter Plot

Scatter plots are used to determine the relationship between two variables. They show how much one variable is affected by another. It is the most commonly used data visualization technique and helps in drawing useful insights when comparing two variables. The relationship between two variables is called correlation. If the data points fit a line or curve with a positive slope, then the two variables are said to show positive correlation. If the line or curve has a negative slope, then the variables are said to have a negative correlation.

A perfect positive correlation has a value of 1 and a perfect negative correlation has a value of -1. The closer the value is to 1 or -1, the stronger the relationship between the variables. The closer the value is to 0, the weaker the correlation.

For our example, let’s define three variables ‘x’, ‘y’, and ‘z’, where ‘x’ and ‘z’ are randomly generated data and ‘y’ is defined as
EquationWe will use a scatter plot to find the relationship between the variables ‘x’ and ‘y’.

### Let's define the variables we want to find the relationship between.  
x = np.random.rand(500)  
z = np.random.rand(500)  
### Defining the variable 'y'  
y = x * (z + x)  
fig, ax = plt.subplots()  
ax.set_xlabel('X')  
ax.set_ylabel('Y')  
ax.set_title('Scatter plot between X and Y')  
plt.scatter(x, y, marker='.')  
plt.show()  
Data Visualization: Scatter plot between X & Y
Fig 7. Scatter plot between X and Y.

From the figure above we can see that the data points are very close to each other and also if we fit a curve, along with the points, it will have a positive slope. Therefore, we can infer that there is a strong positive correlation between the values of the variable ‘x’ and variable ‘y’.

Also, we can see that the curve that best fits the graph is quadratic in nature and this can be confirmed by looking at the definition of the variable ‘y’.

Joint Plot

Jointplot is seaborn library specific and can be used to quickly visualize and analyze the relationship between two variables and describe their individual distributions on the same plot.

Let’s start with using joint plot for producing the scatter plot.

### Defining the data.   
mean, covar = [0, 1], [[1, 0,], [0, 50]]  
### Drawing random samples from a multivariate normal distribution.  
### Two random variables are created, each containing 500 values, with the given mean and covariance.  
data = np.random.multivariate_normal(mean, covar, 500)  
### Storing the variables in a dataframe.  
df = pd.DataFrame(data=data, columns=['X', 'Y'])  
### Joint plot between X and Y  
sns.jointplot(df.X, df.Y, kind='scatter')  
plt.show()  
Data Visualisation: Joint plot using seaborn
Fig 8. Joint plot (scatter plot) between X and Y.

Next, we can use the joint point to find the best line or curve that fits the plot.

sns.jointplot(df.X, df.Y, kind='reg')  
plt.show()  
Data visualization: Using joint plot for regression
Fig 9. Using joint plot to plot the regression line that best fits the data points.

Apart from this, jointplot can also be used to plot ‘kde’, ‘hex plot’, and ‘residual plot’.

PairPlot

We can use scatter plot to plot the relationship between two variables. But what if the dataset has more than two variables (which is quite often the case), it can be a tedious task to visualize the relationship between each variable with the other variables.

The seaborn pairplot function does the same thing for us and in just one line of code. It is used to plot multiple pairwise bivariate (two variable) distribution in a dataset. It creates a matrix and plots the relationship for each pair of columns. It also draws a univariate distribution for each variable on the diagonal axes.

### Loading a dataset from the sklearn toy datasets  
from sklearn.datasets import load_linnerud  
### Loading the data  
linnerud_data = load_linnerud()  
### Extracting the column data  
data = linnerud_data.data  

Sklearn stores data in the form of a numpy array and not data frames, thereby storing the data in a dataframe.

### Creating a dataframe  
data = pd.DataFrame(data=data, columns=diabetes_data.feature_names)  
### Plotting a pairplot  
sns.pairplot(data=data)  
Data visualization: Pair plot for relation between columns
Fig 10. Pair plot showing the relationships between the columns of the dataset.

So, in the graph above, we can see the relationships between each of the variables with the other and thus infer which variables are most correlated.

Conclusion

Visualizations play an important role in data analysis and exploration. In this blog, we got introduced to different kinds of plots used for data analysis of continuous variables. Next week, we will explore the various data visualization techniques that can be applied to categorical variables or variables with discrete values. Next, I encourage you to download the iris dataset or any other dataset of your choice and apply and explore the techniques learned in this blog.

Have anything to say? Feel free to comment below for any questions, suggestions, and discussions related to this article. Till then, Sayōnara.

11 open source frameworks for AI and machine learning models

The meteoric rise of artificial intelligence in the last decade has spurred a huge demand for AI and ML skills in today’s job market. ML-based technology is now used in almost every industry vertical from finance to healthcare. In this blog, we have compiled a list of best frameworks and libraries that you can use to build machine learning models.

1) TensorFlow
Developed by Google, TensorFlow is an open-source software library built for deep learning or artificial neural networks. With TensorFlow, you can create neural networks and computation models using flowgraphs. It is one of the most well-maintained and popular open-source libraries available for deep learning. The TensorFlow framework is available in C++ and Python. Other similar deep learning frameworks that are based on Python include Theano, Torch, Lasagne, Blocks, MXNet, PyTorch, and Caffe. You can use TensorBoard for easy visualization and see the computation pipeline. Its flexible architecture allows you to deploy easily on different kinds of devices
On the negative side, TensorFlow does not have symbolic loops and does not support distributed learning. Further, it does not support Windows.

2)Theano
Theano is a Python library designed for deep learning. Using the tool, you can define and evaluate mathematical expressions including multi-dimensional arrays. Optimized for GPU, the tool comes with features including integration with NumPy, dynamic C code generation, and symbolic differentiation. However, to get a high level of abstraction, the tool will have to be used with other libraries such as Keras, Lasagne, and Blocks. The tool supports platforms such as Linux, Mac OS X, and Windows.

3) Torch
The Torch is an easy to use open-source computing framework for ML algorithms. The tool offers an efficient GPU support, N-dimensional array, numeric optimization routines, linear algebra routines, and routines for indexing, slicing, and transposing. Based on a scripting language called Lua, the tool comes with an ample number of pre-trained models. This flexible and efficient ML research tool supports major platforms such as Linux, Android, Mac OS X, iOS, and Windows.

4) Caffe
Caffe is a popular deep learning tool designed for building apps. Created by Yangqing Jia for a project during his Ph.D. at UC Berkeley, the tool has a good Matlab/C++/ Python interface. The tool allows you to quickly apply neural networks to the problem using text, without writing code. Caffe partially supports multi-GPU training. The tool supports operating systems such as Ubuntu, Mac OS X, and Windows.

5) Microsoft CNTK
Microsoft cognitive toolkit is one of the fastest deep learning frameworks with C#/C++/Python interface support. The open-source framework comes with powerful C++ API and is faster and more accurate than TensorFlow. The tool also supports distributed learning with built-in data readers. It supports algorithms such as Feed Forward, CNN, RNN, LSTM, and Sequence-to-Sequence. The tool supports Windows and Linux.

6) Keras
Written in Python, Keras is an open-source library designed to make the creation of new DL models easy. This high-level neural network API can be run on top of deep learning frameworks like TensorFlow, Microsoft CNTK, etc. Known for its user-friendliness and modularity, the tool is ideal for fast prototyping. The tool is optimized for both CPU and GPU.

Machine learning challenge, ML challenge

7) SciKit-Learn
SciKit-Learn is an open-source Python library designed for machine learning. The tool based on libraries such as NumPy, SciPy, and matplotlib can be used for data mining and data analysis. SciKit-Learn is equipped with a variety of ML models including linear and logistic regressors, SVM classifiers, and random forests. The tool can be used for multiple ML tasks such as classification, regression, and clustering. The tool supports operating systems like Windows and Linux. On the downside, it is not very efficient with GPU.

8)Accord.NET
Written in C#, Accord.NET is an ML framework designed for building production-grade computer vision, computer audition, signal processing and statistics applications. It is a well-documented ML framework that makes audio and image processing easy. The tool can be used for numerical optimization, artificial neural networks, and visualization. It supports Windows.

9)Spark MLIib
Apache Spark’s MLIib is an ML library that can be used in Java, Scala, Python, and R. Designed for processing large-scale data, this powerful library comes with many algorithms and utilities such as classification, regression, and clustering. The tool interoperates with NumPy in Python and R libraries. It can be easily plugged into Hadoop workflows.

10) Azure ML Studio
Azure ML studio is a modern cloud platform for data scientists. It can be used to develop ML models in the cloud. With a wide range of modeling options and algorithms, Azure is ideal for building larger ML models. The service provides 10GB of storage space per account. It can be used with R and Python programs.

11) Amazon Machine Learning
Amazon Machine Learning (AML) is an ML service that provides tools and wizards for creating ML models. With visual aids and easy-to-use analytics, AML aims to make ML more accessible to developers. AML can be connected to data stored in Amazon S3, Redshift, or RDS.

Machine learning frameworks come with pre-built components that are easy to understand and code. A good ML framework thus reduces the complexity of defining ML models. With these open-source ML frameworks, you build your ML models easily and quickly.

Know an ML framework that should be on this list? Share them in comments below.

20 free and open source data visualization tools

Data visualization is helping companies worldwide to identify patterns, predict outcomes, and improve business returns. Visualization is an important aspect of data analysis. Simply put, data visualization conveys outcomes of tabular or spatial data in a visual format. Images have the power to capture attention and convey ideas clearly. This aids decision making and drives action for improvements.

With the use of the right tools, you can sketch a convincing visual story from your raw data. Here are some free and open source tools for data visualization:

1) Candela

If you know Javascript, then you can use this open source tool to make rich data visualizations. Candela is an open-source suite of interoperable web visualization components.

Candela
Candela

2) Charted

Charted is a free data visualization tool that lets you create line graphs or bar charts from CSV files and Google spreadsheets. The toll comes with integrated components including LineUp component, UpSet component, OnSet component, Vega visualizations, and GeoJS geospatial visualizations. The tool does not store the data or manipulate it. Focused purely on visualization, it comes with basic features to create a line or stacked charts with labels and notes.

Charted
Charted

3) Datawrapper

Datawrapper is a mobile-friendly data visualization tool that lets you create charts and reports in seconds. The free version of the tool meant for a single user supports 10,000 monthly chart views. Using the tool, you can create different types of visualization such as bar chart, split chart, stacked chart, dot plot, arrow plot, area chart, scatter plot, symbol map, and choropleth map. You don’t need coding or designing skills to use the tool.

Datawrapper
Datawrapper

4) Google Data Studio

Google’s data visualization tool is free and easy to set up if you have a Gmail account. You can connect it easily with Google products such as Google AdWords, Google Analytics, YouTube Analytics, and Google Sheets.

Google Data Studio
Google Data Studio

5) Google Charts

Another simple and free data visualization tool by Google is the Google chart tool. The tool comes with interactive charts and data tools for visualization.

Google Charts
Google Charts

6) Leaflet

The leaflet is an open-source JavaScript library that allows you to make mobile-friendly interactive maps. The tool has a lot of plugins for adding features and works well on various desktop and mobile platforms.

Leaflet
Leaflet

7) MyHeatMap

MyHeatMap is a free tool to view your geographic data interactively. The free version of the tool offers only public maps and you can add only 20 data points for each of those free maps. The tool makes it easy to understand the data with color-coded heat maps. You can also switch between data sets within the same map.

MyHeatMap
MyHeatMap

8) Openheatmap

This free tool lets you turn your spreadsheet into a map. You can upload your CSV file or Google sheet to create an interactive online map in seconds. The tool can be used to explain data like customer demographics by zip codes.

Openheatmap
Openheatmap

9) Palladio

Palladio is a free tool designed to visualize complex historical data. It comes with features like map view, graph view, list view and gallery view. You can use the tool to visualize data in CSV, TAB, or TSV files. With the graph view, you can visualize the relationship between dimensions of your data. The data is displayed as nodes connected by lines. The list view, on the other hand, allows you to arrange data to make customized lists. The tool also has a gallery view to display data within a grid.

Palladio
Palladio

10) RawGraphs

RawGraphs is an open-source platform that helps you visualize TSV, CSV, DSV, or JSON data. The free tool is simple to use and helps in converting data to charts.

RawGraphs
RawGraphs

11) Tableau Public

Tableau Public is a free business intelligence tool that allows users to create and share interactive charts, graphs, maps, and app. The free version of the tool comes with 10 GB of storage. You can connect it to data sources like Google Sheets, Microsoft Excel, Text files, JSON files, Spatial files, Web Data Connectors, OData, and statistical files such as SAS (*.sas7bdat), SPSS (*.sav), and R (*.rdata, *.rda).

Tableau Public
Tableau Public

12) Timeline

A timeline is a free tool that allows you to create timelines for reports. You can connect your Google Drive account to create a timeline from Google Spreadsheet using the templates given in the tool. Using JSON, you can create custom installations.

Timeline
Timeline

13) Chartist.js

Chartist.js is a free data visualization that allows you to create responsive charts fast and easy.
The tool offers great flexibility and is customizable. You can even use CSS animations and transitions to your SVG elements.

Chartist.js
Chartist.js

14) ColorBrewer

ColorBrewer is a free tool that can be used to make your maps better in terms of color schemes. The tool makes it easy to differentiate colors on a complex map.

ColorBrewer
ColorBrewer

15) D3.JS

D3.JS is a free JavaScript library that helps you create images using data. The tool enables you to connect arbitrary data to a Document Object Model (DOM), and then apply data-driven transformations to the document. With DOM programming API, programmers can access documents as objects.

D3.JS
D3.JS

16) Plotly

Plotly is an open-source tool that allows you to compose, edit and share interactive data visualizations. You can use the tool to create D3.js charts and maps by uploading CSV files or connecting to the SQL database. You can also create charts with R or Python.

Plotly
Plotly

17) Polymaps

Polymaps is a free javascript library for creating dynamic, interactive maps in browsers. You can use the tool to get a display of multi-zoom datasets over maps. The tool uses scalable vector graphics (SVG) to display images, thus enabling you to define the design using CSS.

Polymaps
Polymaps

18) Weave

The Weave is a free data visualization platform that is ADA-compliant. The tool comes with a full keyboard and assistive device navigation and complete screen reader support. The tool also automatically gives descriptions of the images in real time.

Weave
Weave

19) Dygraphs

Dygraphs is an open-source charting library based on JavaScript. This free tool can be used to analyze dense data sets. The tool is highly customizable and works well in all browsers. The tool offers strong support for error bars/ confidence intervals.

Dygraphs

20) GanttPro

Apart from these, there are many data visualization tools that offer a free trial for a limited time GanttPro, a project management tool, for instance, helps you create charts for projects for free during their 15-day trial period.

GanttPro
GanttPro

Data visualization is crucial for accurate data analysis. With the right tools in hand, you can easily summarize and explain complex data to your stakeholders. By leveraging actionable insights generated from data, companies can make big profits and savings. Just how big are we talking about? Netflix saved around $1 billion in 2017 with its ML algorithm that recommends personalized TV shows and movies to subscribers. When used right, data analysis and visualization have the power to change the way people live their lives.

Know a great open source tool for data visualization? Share it in comments below.

Top tech trends to watch for in 2018

“We didn’t do anything wrong, but somehow, we lost,” said Nokia’s CEO Stephen Elop in his speech soon after Nokia’s announcement of being acquired by Microsoft in September 2013. The mobile giant that was once valued at $222 billion at its peak was acquired for just $7.2 billion by Microsoft that year. Failure to adapt to new trends in smartphone technology drove the legendary mobile company from market domination to sell-off.

The biggest lesson for from Nokia’s collapse in the mobile industry is to adapt to new tech trends before your consumers abandon you. Fast innovation is the key to keeping up with new technologies. By discerning the latest trends, companies can leverage the right technology and adapt in time to succeed. Here are the top tech trends that will define the IT landscape in 2018:

1) The incredible AI

Artificial intelligence (AI) is going to get better and smarter in 2018. Thanks to artificial intelligence, your everyday appliances from the security system to entertainment console will become more automated and smarter. Using software algorithms and sensors, artificial intelligence based devices will be able to do more complex actions and will play a significant role in several domains including healthcare, smart cars, and personal security. From making the financial sector more accurate and secure to powering smart personal assistants like Siri, you will see more of artificial intelligence based technology in your everyday life.

2) Planet of the robots

With more research and investment in robotics, you will also see more of intelligent drones and robots in 2018. According to IDC’s FutureScape: Worldwide Robotics 2017 Predictions report, 45% of the 200 leading global e-commerce and omnichannel commerce companies will deploy robotics systems in their order fulfillment, warehousing, and delivery operations. 2018 is going to witness the emergence of robotics in fields including agriculture, manufacturing, and medicine. Lifelike robots like Sophia could even play the role of human companions and help take care of children, the elderly and people with special needs. Sophia who looks like the late actor Audrey Hepburn was even awarded full citizenship of Saudi Arabia. Those worried about a robotic invasion can put their fears to rest. Robotics of the future will be designed to help people achieve more.

3) Mixed reality: The rise of immersive experience

With the digital revolution, today we have access to more content than ever before. Earlier, augmented reality (AR) and virtual reality (VR) defined the way people interacted with the digital world. The coming days will see the emergence of mixed reality (MR) that combines both augmented reality and virtual reality. The mixed reality technology enables users to interact in an environment where both physical and digital objects co-exist. 2018 will witness more application of the mixed reality technology in fields ranging from simulation-based learning, military training, aviation, healthcare to interactive product content management. According to the research firm Reportbuyer.com, the global mixed reality market size is expected to touch $2.8 billion by 2023.

4) Blockchain: The force awakens

The blockchain is the fundamental technology behind cryptocurrencies like bitcoin. The exponential rise of bitcoins has rekindled everyone’s interest in blockchain technology. The technology provides a secure way of sharing encrypted data on anything, from money to medical records, between companies, people, and institutions. Blockchain has the potential to revolutionize the financial sector and the world economy. In 2018, companies are going to invest heavily in developing their blockchain and fintech capabilities. As we move toward a digital, technologically advanced financial world, blockchain will play a crucial role in making our financial systems faster, more secure and efficient.

5) The age of machine learning

Businesses will increasingly leverage on machine learning to gain a competitive advantage in 2018. Machine learning deals with the technology that enables computers to learn explicitly without being programmed. The technology can be used to analyze large volumes of data and predict patterns. In the coming days, machine learning will be widely used in fields including data security, personal security, financial trading, healthcare, personalized marketing and online search.

6) IoT: Unchained

IoT is here to stay and thrive. According to Business Insider, the business spends on IoT solutions will reach $6 trillion by 2021. Internet of Things (IoT) is a network of devices that is embedded with software and sensors that enable these devices to connect and exchange data. The technology is applied in verticals including wearables, connected cars, connected homes, connected cities and industrial internet. 2018 will see the rise of “digital twins,” the next step in IoT-based technology. Companies will rely on the technology to predict problems through data analysis and simulations. Another disruptive technology that will emerge will be based on a combination of IoT and Blockchain technologies. The technology will be applied in domains including warehousing, healthcare, and financial sectors. There will be connected devices everywhere.

As the waves of new and emerging technologies hit the world, it is a good idea to start learning more about these new and upcoming tech domains. In today’s high-tech era, leveraging the right technology can mean the difference between success and failure. Consumers are quick to punish those who don’t innovate fast.

Nokia did not do anything wrong except miss out on the latest trends in mobile technology. While the competitors quickly caught on the demand for smarter phones, Nokia was left far behind. In the end, it is the lack of innovation and the failure to adapt to emerging technologies that force companies out of business. The lesson for everyone is to adapt and innovate before it is too late.
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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:

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

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

What is Pre-Employement Assessment?

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

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

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

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

Why pre-employment assessments are key in hiring

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

  • Improved decision-making:

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

  • Reduced bias:

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

  • Increased efficiency:

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

  • Enhanced candidate experience:

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

Types of pre-employment assessments

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

1. Skill Assessments:

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

2. Personality Assessments:

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

3. Cognitive Ability Tests:

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

4. Integrity Assessments:

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

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

Leading employment assessment tools and tests in 2024

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

  • HackerEarth:

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

  • SHL:

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

  • Pymetrics:

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

  • Wonderlic:

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

  • Harver:

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

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

Choosing the right pre-employment assessment tool

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

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

Comparative analysis of assessment options

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

  • Technical skills assessment:

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

  • Soft skills and personality assessment:

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

  • Candidate experience:

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

Additional tips:

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

Best practices for using pre-employment assessment tools

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

  • Define your assessment goals:

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

  • Choose the right assessments:

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

  • Set clear expectations:

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

  • Integrate seamlessly:

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

  • Train your team:

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

Interpreting assessment results accurately

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

  • Use results as one data point:

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

  • Understand score limitations:

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

  • Look for patterns and trends:

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

  • Focus on potential, not guarantees:

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

Choosing the right pre-employment assessment tools

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

  • Industry and role requirements:

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

  • Company culture and values:

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

  • Candidate experience:

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

Budget and accessibility considerations

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

  • Budget:

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

  • Accessibility:

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

Additional Tips:

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

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

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

Future trends in pre-employment assessments

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

  • Artificial intelligence (AI):

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

  • Adaptive testing:

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

  • Micro-assessments:

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

  • Gamification:

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

Conclusion

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

Tech Layoffs: What To Expect In 2024

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

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

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

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

What are tech layoffs?

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

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

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

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

Causes for layoffs in the tech industry

Why are tech employees suffering so much?

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

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

In addition, some common reasons could be:

Financial struggles

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


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


Changes in demand

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

Restructuring

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

Automation

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

Mergers and acquisitions

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

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

Will layoffs increase in 2024?

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

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

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

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


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


What types of companies are prone to tech layoffs?

2023 Round Up Of Layoffs In Big Tech

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

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

Large tech firms

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

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

Startups

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

Small and medium-sized businesses

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

Companies in certain industries

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

Companies that lean on government funding

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

How to track tech layoffs?

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

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

Use tech layoffs tracker

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

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

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

News articles

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

Social media

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

Online forums and communities

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

Government reports

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

How do companies reduce tech layoffs?

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

Salary reductions

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

Implementing a hiring freeze

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


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


Non-essential expense reduction

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

Reducing working hours

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

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

Tech layoffs to bleed into this year

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

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

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

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

What is Headhunting in recruitment?

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

How do headhunting and traditional recruitment differ from each other?

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

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

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

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

Types of headhunting in recruitment

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

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

How does headhunting work?

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

Identifying the role

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

Defining the job

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

Candidate identification and sourcing

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

Approaching candidates

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

Assessment and Evaluation

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

Interviews and negotiations

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

Finalizing the hire

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

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

Common challenges in headhunting

Despite its advantages, headhunting also presents certain challenges:

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

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

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

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

Advantages of Headhunting

Headhunting offers several advantages over traditional recruitment methods:

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

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

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

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

Conclusion

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

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