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5 tech skills that will help you earn more in 2018

When it comes to landing a high-paying job, the thing that counts the most is the practical skills you possess. In a dynamic and global industry like software, mastering the right skills at the right time is crucial. Here is a list of the most highly paid tech skills that you can pick up this New Year to boost your resume and your bank balance:

1) Data science skills

The demand for talented professionals in data science is on the rise. From the banking sector to retail, companies across sectors are vying to recruit candidates with talent in data science. Learning programming languages, like R, and SAS in data science is must-do. R language is the most in-demand data science skill that is useful for advanced statistical analysis and visualization. According to Glassdoor, Data Scientists earn close to $110,000 a year.

2) Mobile application development skills

You can make big money with your ideas for mobile apps. Don’t worry if you are new to the field. For those with a passion to build new products, app development projects are a great way to learn and build the skill portfolio. To be successful in the field, developers need to master programming languages like Java, Python, Swift, C++, C#, and, Objective C. Experience in UI and UX will give you an added edge.

With languages like C++, C#, and Objective C, you can create all types of mobile apps. Swift is more popular for building iOS apps. Additionally, learning programming languages like Java and Python can also help in automation and data crawling. As a language that can be run on any platform, Java is one of the most sought-after programming language used by more than 90% of Fortune 500 companies to build apps. If you know basic Java programming, you can quite easily create Android-based apps. The best way to find highly paid jobs in Java is by participating in hackathons and challenges conducted by recruiting companies. Find out recruiters hire Java developers here.

3) Data visualization skills

With the growth of machine learning and big data, the demand for skills in data analysis is expected to grow. This includes expertise in languages like SQL. Structured Query Language (SQL) is a specialized programming language designed for managing enterprise database. Knowledge of SQL can land you a high paid job as a business analyst or data analyst. Moreover, you can easily create summarize large volumes of business data. Learn more about SQL here.

4) SaaS and cloud computing skills

As more companies shift to cloud, the demand for professionals with skills in cloud computing and software as a service (SaaS) will grow. With SaaS programming skills, you can make over $50 an hour as a freelancer. To profit from the reap the benefits, add specific skills like Amazon Web Services, Microsoft Hyper-V, and VMware to your list for the year. Also, you can gain experience with DevOps, containers, cloud stack, and IPv6 to find well-paid software projects.

5) Cybersecurity skills

Protecting the database, networks, and applications from cyber attacks is not an easy job. Every company strives for a robust system to prevent costly security breaches. Skills in secure software development, intrusion detection, and attack mitigation are quite coveted. To become an expert, you can study about firewalls and scripting languages, and get a deep understanding of networks and operating systems. As a specialist in cybersecurity, you not only make big bucks, you also contribute effectively to building a safer world.

These 5 tech skills can make you richer this New Year. The key to a successful career in IT is to adapt to new technology and make learning new skills, a habit.

Want to add new programming skills to your resume? Get started with our practice section to learn the latest programming languages and practice your skills with interesting problem sets:

Leverage machine learning to amplify your social impact

“Data is abundant and cheap but knowledge is scarce and expensive.”

In the last few years, there has been a data revolution that has transformed the way we source, capture, and interact with data. From fortune 500 firms to start-ups, healthcare to fintech, machine learning and data science have become an integral part of everyday operations of most companies. Of all the sectors, the social good sector has not seen the push the other sectors have. It is not that the machine learning and data science techniques don't work for this sector, but the lack of financial support and staff has stopped them from creating their special brand of magic here.

At HackerEarth, we intend to tackle this issue by sponsoring machine learning and data science challenges for social good.

Machine learning at HackerEarth

Even though machine learning (ML) is a new wing at HackerEarth, this is the fastest growing unit in the company. Also, over the past year, we have grown to a community of 200K+ machine learning and data science enthusiasts. We have conducted 50+ challenges across sectors with an average of 6500+ people participating in each.

Machine learning challenge, ML challenge

The initiative

The “Machine Learning Challenges for Social Good” initiative is focused toward bringing interesting real-world data problems faced by nonprofits and governmental and non-governmental organizations to the machine learning and data science community’s notice. This is a win-win for both communities because the nonprofits and governmental and non-governmental organizations get their challenges addressed, and the machine learning and data science community gets to hone their skills while being agents of change.

Our role

HackerEarth will contribute by
  • Working with the organizations to identify and prepare the data set most suitable for the initiative
  • Hosting the challenge which includes the following (but not limited to)
    • Creating a problem statement with the given dataset
    • Finding support data sets if required
    • Framing the best evaluation metric to choose the winners
  • Promoting this to our developer community and inviting programmers to contribute to the cause
  • Sharing the winning approaches and ML models built, which the organizations can use
  • Sponsoring prizes
Are you a nonprofit or a governmental/non-governmental organization with a business/social problem for which primary or secondary data is available? If yes, please mail us at social@hackerearth.com. [Please use subject line “Reg: Machine Learning for Social Good | {Your Organization Name}]

The most promising tech jobs for 2018

Happiness is making the right career choice at the right time. If you are in tech, you are in luck. Some of the fastest growing jobs today are in the field of technology. Experts predict the IT industry will thrive in 2018 as the US economy improves. Job opportunities in tech are expected to increase by 12% by 2024. The highest demand for IT talent is expected to come from healthcare, financial service, and manufacturing sectors. And what’s more? The 2018 Salary Guide by Robert Half Technology found that of all professions, those in technology experienced the lowest on-the-job stress levels.

The growth of digital technology and big data has spawned specific job profiles like data scientists that are highly promising in terms of demand, growth, and pay. If you are thinking about your next big career move and doing some research about the fastest growing tech jobs, here is a list that can help:

1) Business intelligence analysts

Today, the world is driven by data. Companies are investing big money in recruiting talented business intelligence analysts to collect and make sense of their business data. Entry-level professionals in this field can make anywhere between $70,000 to $90,000 annually. For those with a significant amount of experience, the salary packages can go as high as $175,750 a year.

To excel in the field, you need some experience in database technology, analytics, and reporting tools. Recruiters generally prefer candidates with a bachelor’s degree in computer science, information systems, or engineering. The job also requires good communication skills as you will have to present your insights to many stakeholders.

2)Data scientists

The job profile of data scientist will continue to be among the most sought-after jobs in 2018. From finance to healthcare, companies across sectors will invest big time in hiring talented data scientists. Even entry-level professionals in the field can expect to make around $100,000 per annum. Data scientists help companies to gather, process, and analyze data. They are equally skilled in communicating their findings and offering recommendations to others. To do well in the field, you need good programming skills, strong analytical ability, and mathematical skills. Learn more about how you can become a data scientist here.

3) Database developers

Managing enterprise database is no child’s play. Acquiring talent to develop and manage databases comes at a price. Skilled professionals with experience in database programs like Microsoft SQL Server, Oracle, or IBM DB2 can make up to $175,750 per annum.

4)Web developers

Jobs in web development alone are expected to grow by 27% by 2024. Employers generally look for candidates skilled in coding languages like AJAX, C#, C++, Java, PHP, Python, etc. With an average salary of over $80,000, web development as a career is very creative and lucrative.

5)Network administrators

The demand for network administrators is expected to grow in the coming years. The role of network administrators is a highly skilled and critical one. An organization’s entire computer network depends on them. Experienced professionals with specific skills like Cisco network management, VoIP administration, and Linux/UNIX administration can earn up to $104,750 annually. Relevant professional certifications like the Cisco CCNP and Cisco CCIE can make your profile more valuable.

6)Data security administrators

Companies are investing big time to protect their data from security vulnerabilities. There is a high demand for security experts who can set up security systems to protect companies from cyber-attacks. Entry-level salaries for data security admins start at around $100,000 annually. Marketability of professionals increase with certifications like Certified Information Systems Security Professional (CISSP), Check Point Firewall administration, Cisco network administration, and LINUX/UNIX administration.

7)System administrators

Demand for skilled system administrators in the coming is predicted to grow by 8% by 2024. Systems administrators enable companies with to run their hardware and software smoothly. Experienced system administrators can make up to $102,500 per annum. Recruiters generally look for candidates with a bachelor’s degree in computer science or technical training certifications. The most popular certifications in the field include the Microsoft Certified Systems Administrator (MCSA), Microsoft Certified Systems Engineer (MCSE), and Sun Certified System Administrator (SCSA).

With the prospects of a rising career graph, a handsome salary, and ample opportunities for speedy promotion, these top tech jobs are easily among the most promising jobs for 2018.

Highlights of IndiaHacks 2017

Innovation was the focal point of IndiaHacks 2017, the fourth edition of HackerEarth’s country-wide event, conducted in partnership with IBM and Honeywell. The two-day event dedicated to programming was conducted on the 8th and 9th of September 2017 in Bangalore.The two-day event included a hackathon, two online programming challenges, and a tech conference. The event had over 55,000+ registrations with tech talks from some of the most prominent leaders in the IT sector.

Highlights from IndiaHacks 2017
Highlights of IndiaHacks 2017

The best hacks of the event

45 teams of programmers, designers, and project managers came together to build epic products at the offline hackathon event which had 3 main tracks – Internet of Things, Fintech, and AI. Submissions were received in areas including smart wearables, smart medical devices, smart driving experience, financial advisory, security, personal finance, blockchain, document life cycle management, recommendation systems, chatbots, and language processing systems.

Here are some of the best hacks of the event:

1) License integrated safety device

The license integrated safety device is a UUID-based vehicle tracking system which addresses the growing need for delivering effective safety, traffic control, and pollution control on roads. The technology can serve as a first responder management service in smart cities.

2) Real-time assistant for badminton players

The real-time assistant is a wearable device that enables players to know their fitness level, and match readiness by analyzing their “smash” profile. This profile has fitness details such as calorie intake, fluid intake, workout before sessions, and performance levels.

3) GPS- and IoT-based soldier tracking and health indication system

The low cost, IoT-based wearable device is equipped with biosensors. The device offers a reliable system to guard the lives of soldiers. The system can help locate and monitor the health of soldiers in combat.

4) TechnoFin: a simpler solution for managing financial problems

With time-series modelling and predictive analysis, TechnoFin serves as a full-fledged financial recommendation engine. It addresses all the problems related to investing in stock market, real-estate, gold, and banking.

5) Money multiplier

Money multiplier, an app integrated with Watson Conversation, aims to educate the financially illiterate. The app helps in the analysis of monthly account statements, monthly limit for savings, and helps users understand the Net Asset Value(NAV) of mutual funds.

6) Security for financial transactions

The ML-based security software aims to make transactions safer by identifying and tracking user behavior. Using Apache Lucene-based Elastic search or Solr engine, the software stores transactional data and identifies user pattern.

7) Smart Courses

The smart online learning software uses an image recognition recommendation system to evaluate facial expressions of students and operates accordingly. The system can be equipped with a smart assistant or chatbot to answer user queries.

8) Genre-switching music recommendation system

The recommendation software specializes in giving a good mix of genres based on the correlation established between the tapped genres using reinforcement learning.

9) Bot104

BOT 104 tracks the number of beds available in nearby hospitals and allows users to book hospital beds easily. The software also has a feature to auto-generate bills using custom QR codes.

IndiaHacks Tech Conference 2017

The IndiaHacks tech conference had many insightful sessions by some amazing tech leaders. The conference had 9 tech talks, 2 panel discussions, and 16 tech huddles on topics related to various tech domains like machine learning , artificial intelligence, APIs, and cloud computing. Speakers from IBM, ThoughtWorks, Honeywell, RBS, Credit Suisse, and other sponsoring companies shared their insights on various topics such as blockchain, chatbots, big data, and fintech.

IndiaHacks Conference 2017
IndiaHacks Conference 2017

With the increasing dominance of technology in every aspect of our life from banking to healthcare, there is greater pressure on software makers to meet commercial and consumer expectations. The tech conference featured discussions on industry trends, research, and latest innovation to build and maintain revolutionary, scalable software. The event also had an exhibition area, where sponsoring companies showcased their latest software products and services. The exhibition area was abuzz with interactive activities that included insightful demos, creative games, and contests.

https://twitter.com/TharikaTelliche/status/906860304184651776

With an outreach of over 2 Million, IndiaHacks 2017 was one of biggest nationwide tech events of the year. The event provided a platform for industry leaders, investors, and some of the most talented programmers of the country to come together, and share their knowledge to tackle some of the biggest challenges in the software industry.

How to assess a Java developer skills while hiring

Java has continued to be a major force in enabling these technologies within these enterprises.

The problem arises when you want to hire a candidate who has proven Java developer skills.

How do you assess Java developer skills with accuracy when you have no clue how Java works or have never worked init?

If you want to hire a developer who knows Java but doesn’t know how to develop good quality code in a reasonable amount of time, then proceed with the Java APIs and programming tests.

If you want a decent developer, then forget about a paper-pen programming assessment and just talk to them about how they would go about building solutions and the tools they would use, and you’d better use an online assessment.

Ask them about frameworks they know of and what their strengths and weaknesses are as developers. (Read:How to hire a technical source)

Awareness of different IDEs, build tools, test tools, and documentation skills would also be worth querying. If you want quality software, it’s important that they know the “why” and the “how.”

Does a resume by itself represent the actual skills of a candidate? If not, then how can you screen the candidate?

I’ve seen people without degrees who could write incredible algorithms and could quote Knuth by heart.

How can you find the right Java developer skills for your organization?

In this post, I will discuss the best practices we follow while hiring and screening Java developersat HackerEarth.

But before I begin, here’s a little primer.

Why Java?

Java is the closest thing to a Lingua Franca (idiom meaning “Common Language”) in the IT industry. Everyone who has used it once is likely to stick with it.

Java is a computing platform used for portable codes for desktop and server environments. In simple terms, it helps develop an application and share it cross-platform.

It’s an object-oriented programming language which comes with the niche facility of a just-in-time compiler.

What do you need to know before you hire a Java Developer?

Since Java is so often used in every possible application in IT, it is essential to understand that learning it in college or getting basic certifications are hardly useful unless the recruitment is for a beginner’srole.

Java is changing almost every year and with new build and framework releases, hands-on experience in the latest or required libraries and framework should be the priority.

These libraries contain pre-written essential required functions; you can save time by not having to rewrite anything.

A candidate working on J2SE 5.0 released in 2004 may not be knowledgeableenoughto work in Java 8 released in 2014.

Before we begin discussing the Java developer online hiring process, it is essential to understand common terms used in Java hiring. Many of these terms are often used interchangeably, and I will be sharing only the important ones.

Check out this amazing glossary of all the Java terms here .

What is Java SE and Java EE?

It refers to Java Standard Edition used for development and deployment of codes for the desktop environment.

Java Enterprise Edition is built on top of Java SE. Java EE provides an API and runtime environment for developing and running a large-scale application.

What certification can you expect?

Most candidates today, who see themselves as skilled developers, are certified in Java. But what are the various Java certifications and what do they mean?

Oracle has 4 levels of Java certification that certify you in different levels of expertise.

The table below represents the four levels and the certification and associated skills.

Oracle Certified Associate (OCA) Oracle certified Associate, Junior Java SE 5,6,8 Fundamental skills
Oracle Certified Professional (OCP) Oracle certified Associate, OCAJP 7, OCAJP 8 Implementation, Basic of web development
Oracle Certified Expert (OCE) OCPJP 6, OCPJP 7, OCPJP 8 Web Development, API, Enterprise, Server Faces, Web Services
Oracle Certified Master (OCM) OCEJWCD 6, OCEJWSD 6, OCEJSFD 6, OCEEJBD 6, OCEJPAD Architect, Designing, Enterprise edition technology

* Only Oracle certified candidates are considered to be Java certified.

List of common skills on which candidates are evaluated in a Java Developer hiring process

  • OOP Concepts
    • Abstraction (Interface, Abstract Class, implements)
    • Encapsulation (access modifiers – public, private, protected, default)
    • Inheritance (extends, super)
    • Polymorphism (overloading, overriding)
  • Core Java Concepts
    • Variables, Scope of Variables, Autoboxing/Unboxing, Constructors, Operators, Input, Output, Conditions, Loops, Methods, Arrays, Objects, String APIs)
  • Advanced Concepts
    • Packages, Interfaces, Inheritance, Polymorphism, Exceptions
  • Java Generics
  • Collections/Data Structures
    • Lists, Maps, Arrays Lists, Sets
  • Inner Classes
  • Static – Keywords
  • File Handling APIs
  • Network APIs
  • Garbage Collection
  • Serialization
  • JVM Architecture
  • Frameworks
    • Spring, Hibernate
  • Multi-Threading
    • (Synchronization, Thread, Runnable)
  • Experience in web services (REST and/or SOAP)
  • Build tools – e.g. Ant, Maven
  • Lambda Expressions
  • Streams
  • J2EE, EJB, JSF

Irrespective of this detailed list, there is no definite fail-safe way or approach to judging a candidate on these parameters.

Assessing a Java developer skills

Screening is often considered tedious, time-consuming, and still frequently inefficient when you are trying to find the right candidate. You may source 500 or 1000 resumes for a job, but what is important is getting the most suitable candidate for the job.

Over a period, I’ve realized that any Java developer candidate can be screened based on the following two challenges:

  • Simple algorithmic challenge
  • Application development

Simple Algorithmic Challenge

Despite some really amazing sources available for more detailed testing, many firms still prefer using simple algorithmic challenges in assessing the job aspirants. (Read – How to remotely assess tech talent?)

Thecandidate is provided with one or many programming problems which have to be completed within the stipulated time. The solutions are usually judged based on test cases, time, and memory efficiency.

Each programming challenge taken by candidates is evaluated for its accurateness, time, and space complexity by the technical team.

Unlike automated scoring, human raters could bias test results in different ways.

Tools like HackerEarth – Recruit help you test candidates with minimumhuman intervention. (5 reasons you should use a talent assessment tool)

Recruit challenges candidates using questions from its extensive library while also providing flexibility to enter questions of the recruiter’s choice.

A candidate can be tested on various programming skills through multiple-choice questions, subjective questions, programming questions, golf questions (Problems which are solved in the least number of steps), and approximation questions.

The solution to these questions is automatically evaluated based on defined criteria.

A sample Golf problemstatement for assessment:

How to hire Java developers, Assess java developers, Hire a Java programmer, how to assess java programmer, How to assess senior java developer, best ways to hire a programmer, Assessment tools for Java developers, Assessment tools, HR tools for Java developers, how do i hire Java Developers, hire a java developer, java developer skills

Application Development – Java Multiple File Project Challenges

Real-life problems do not come with a problem statement. Developers usually deal with problems of finding the right framework or editing a broken patch in a program while coding.

When it comes to hiring senior-level or experienced Java developers, it becomes verydifficult for recruiters, as well as candidates, to demonstrate their knowledge and skill througha simple programming challenge.

A full-fledged application challenge is used to test a candidate’s capability of developing a complete Java application. He or she has to apply theoretical knowledge and practical skills to get a complete application running.

The candidate must know enough about the framework and libraries to survive the screen test. The solution is then assessed manually using JUnit and by creating custom test cases.

HackerEarth Java Multi File Application helps you assess candidates on application-building skills. Similar to Algorithmic challenges, you can test candidates by using questions from the Recruit library or via a custom library.

The application feature helps a recruiter to check candidates’ know-how by requesting them to develop an application from scratch.

Or the recruiter can choose to partially share an application feature and ask them to complete the rest as part of the assessment.

Benefits of using a Java Multifile Project are the following:

  • It can be used to test hands-on programming skills rather than just algorithmic coding knowledge.
  • Candidates can actually relate the problems to real-life scenarios, which makes problem-solving interesting.
  • JUnits help in testing the entire code flow and not just I/O. Output matching is flawed and can even be achieved through brute force. JUnits on the other hand, if written properly, can test the entire code flow of the candidate.

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You may have realized while reading this lengthy article that the best approach to assess a Java developer is not via conventional approaches but vianew technologies foreffective assessment.


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List of top C & C++ books for programming enthusiasts

Perhaps a post on these programming languages needs no fore ward. But then again, for the skeptics who are rooting for Go and Swift, here’s a little bit of background that reinforces the fact that despite not being the most popular ones today, these object-oriented languages still form the base for many applications.

Why bother

Java and C# were touted as the pet languages of the 2000s. Now, people talk Python and Ruby, Javascript and PHP.However, fundamental programming skills still necessitate a solid foundation in C and C++. (You can read more here- Top programming languages that will be most popular in 2017)

TIOBE may be scorning C now, but Dice and other job portals show a significant demand for these skill sets across industries. Beginner-friendliness, scalability, and a sizable community continue to make C++ a major player as well.

“They [C and C++] are the native tongue for system-level programming, and they probably will be for many years. Eventually, though, languages like Google Go or D may replace them,” says Gartner Research Analysts Mark Driver. “The trial-by-fire of learning C tends to weed out the noncommitted, so knowledge of C at the very least makes you stand out,” he added.

These languages act like a “mental model” that helps you go where places you thought you couldn’t. Bjarne Stroustrup, the C++ creator, says, “Basically, nothing that can handle complexity runs as fast as C++.” Used with some scripting language, it is for “high performance, high reliability, small footprint, low energy consumption, all of these good things.”

With a plethora of resources available, choosing the best can leave you in a tizzy. We’ve got a list, a valuable one, which keeps the curious ones who wonder what’s beneath the hood get as “close to the machine” as possible.

List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

Stroustrup: The C++ Programming Language (4th Edition)

What’s better than studying from the guru himself? Bjarne Stroustrup created C++ in 1979.

The book covers the language in its entirety, talking about containers, algorithms, abstraction mechanisms, concurrency, utilities, basic facilities, standard libraries, and design models. This reorganized edition discusses C++11, a version that followed C++03, and then got superseded by C++14 and C++17 later on. A must-have for programming enthusiasts, because it certainly is a definitive reference book for general programming principles and practice using C++. Reviewers are raving about the code examples and the way the language has been presented. It may not be the best book for novices according to some readers; it is more of a “description of the features and the reasoning” than answering how-tos. Look at the detailed table of contents here and access the exercises here.

You can buy the book here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

Accelerated C++: Practical Programming by Example by Andrew Koenig and Barbara E. Moo

For learners who are eager to get into the practical aspects of C++, this book, which is a part of Stroustrup’s C++ in-depth series, is the go-to reference. If you don’t have time for the basics, then you can go directly into the coding bit with the help of Koenig and Moo’s “accelerated” C++. Topics covered include “basic string handling, loop and flow-control statements, arrays, functions and methods, iterators, file I/O, operator overloading, inheritance, polymorphism and virtual functions.”

Founding member of the ANSI/ISO C++ committee, Dag Brück, says “This is a first-rate introductory book that takes a practical approach to solving problems using C++. It covers a much wider scope of C++ programming than other introductory books I’ve seen, and in a surprisingly compact format.” The authors talk about features using understandable examples, teaching you how to use the features rather than trying to explain the whats and whys. It takes you from standard library abstractions to defining your own. Key takeaways that crystallize low-level and high-level concepts and end-of-chapter exercises cement your understanding.

With this book, you can begin programming right away!

You can buy the book here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

C++ Primer (5th Edition) 5th Edition by Stanley B. Lippman, Josée Lajoie, and Barbara E. Moo

In the C++ primer, the authors focus on the 2011 revised standard. In the Why Read This Book section, they say they “emphasize good style and explain the rationale behind the rules.” The first part of the book covers basics of C++ such as variables, strings, vectors, arrays, expressions, statements, functions, and classes. The next section deals with the I/O library, sequential and associative containers, generic algorithms, and dynamic memory. Another part takes you through copy control, overloaded operations and conversions, OOP, templates, and generic programming. The primer teaches you high-level programming techniques, such as specialized library facilities and tools for large programs, in the later sections. Learners don’t have to know C, but they need to be familiar with writing, compiling, and running a program “in at least one modern block-structured language.”

You can buy the book here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

Effective Modern C++: 42 Specific Ways to Improve Your Use of C++11 and C++14 (1st Edition) by Scott Meyers

A part of his Effective C++ book series, this edition talks about how you can use the new features of C++11 and C++14, such as lambda expressions and move semantics, effectively. A software architect at Microsoft and chair of ISO C++ standards committee, Herb Sutter, says: “After I learned the C++ basics, I then learned how to use C++ in production code from Meyer’s series of Effective C++ books. Effective Modern C++ is the most important how-to book for advice on key guidelines, styles, and idioms to use modern C++ effectively and well. Don’t own it yet? Buy this one. Now.”

With this book, Meyers ensures that you can “create software that’s correct, efficient, maintainable, and portable.” Topics covered include perfect forwarding, except specifications, braced initialization, auto type declarations, and differences between std:: atomic and volatile and their relation to the concurrency API of C++.

A few reviewers feel that some basic knowledge of C++ is required to fully appreciate this edition on modern C++. Lots of great examples and bite-sized “items” tell you why the features have been added and what they can do; it is a set of guidelines on the newer additions to C++ rather than an introductory text to learn C++.

You can buy the book here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

Exceptional C++: 40 New Engineering Puzzles, Programming Problems, and Solutions by Herb Sutter

This top-quality book is a part of Stroustrup’s C++ in-depth series. Written by Herb Sutter, arenowned expert in C++, the book talks about the what, the why, and the how-to of “solid software engineering” using scenarios in a problem-solution format. Sutter answers questions such as “How does writing inline affect performance? How does exception safety go beyond try and catch statements? What’s the real memory cost of using standard containers?”

If you want to be one of the best C++ programmers around, Exceptional C++ is a definitive guide to topics such as generic programming, writing reusable templates, exception safety issues, compiler firewalls, class design, inheritance, and polymorphism, and optimization. Exemplary presentation and entertaining puzzles make this a must-buy. His next book, More Exceptional C++: 40 New Engineering Puzzles, Programming Problems, and Solutions continues the journey. With an aim to help you write exceptional code, the book comes with new detailed sections (e.g. multi-threaded environments) and insights on vital topics covered in the prequel.

You can buy the book here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

The C Programming Language 2nd Edition by Brian W. Kernighan and Dennis M. Ritchie

Despite having been originally published in 1978, this amazing book continues to be the bible for C programmers. Ritchie (1941–2011) was the original C language designer, and he also co-designed the UNIX OS. The K&R (authors) C version is different from the ANSI C or the earlier version.

The book discusses has challenging exercises to help you attain a working knowledge of C. It concisely and clearly types, operators, and expressions, control flow, functions and program structure, pointers and arrays, structures, input and output, and the UNIX system interface. You need some programming background; you need to know what a compiler is; the book teaches you the syntax and not exactly the programming principles. For example, when it talks four pages about functions, it doesn’t actually tell you what a function is. Still, this seminal text has the first Hello World program.

In the preface to the second edition published in 1988, the authors write: We have improved the exposition of critical features, such as pointers, that are central to C programming. We have refined the original examples, and have added new examples in several chapters. For instance, the treatment of complicated declarations is augmented by programs that convert declarations into words and vice versa. As before, all examples have been tested directly from the text, which is in machine-readable form.

You can buy the book here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

A Book on C: Programming in C (4th Edition) by Al Kelley and Ira Pohl

Kelley and Pohl have put together a great tutorial on ANSI C. The authors have used unique and clear explanations of program code, along with all-encompassing exercises and summary tables, to highlight the power of C, a general purpose programming language.

The USPs of the book include a chapter on how to move to Java from C, detailed coverage of pointers, multi-file programming, and recursion, an improved standard library functions appendix, and more focus on abstract data types. The comprehensive tutorial on ANSI C also discusses input/output and the operating system, lexical elements, operators, and the c system, the preprocessor, structures, functions, unions, transitioning to C++ from C, how ANSI C is different from traditional C, and advanced applications.

You can buy the book here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

Expert C Programming: Deep C Secrets by Peter van der Linden

This book isn’t for a beginner either. Once you have learned C from K & R, Linden’s book can answer questions such as “How can you debug linker errors? What is an activation record? Why are arrays and pointers not identical?” Unlike most bland technical books, Linden has managed to keep the reader engaged with humor, puzzles, depth of content, cultural references, and exercises. Although some bits in the book may not seem relevant anymore, it is still a satisfying read with its hacker stories and more.

John Barry, the author of Sunburst, Technobabble, and other books says “In Expert C Programming, Peter van der Linden combines C language expertise and a subtle sense of humor to deliver a C programming book that stands out from the pack. In a genre too often known for windy, lifeless prose, van der Linden’s crisp language, tongue-in-cheek attitude, and real-world examples engage and instruct.”

For C programming enthusiasts, this book is about the background stories and the appreciation for the language. The lore aside, Linden discusses advanced concepts related to compiling, pointers, and memory usage. The 11 chapters have positive titles that make you curious about linking, runtime data structures, declarations, arrays, and so on.

You can buy the book here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

Let us C by Yashavant P. Kanetkar

This is a book that helps you learn C from scratch. The author, who says he picked up the language from Dennis Ritchie’s book on C programming, has explained the basic concepts such as decision control instruction, complex decision making, loop control instruction, complex repetitions, case-control instruction, functions, pointers, recursion, data types revisited, the c preprocessor, arrays, strings, structures, console input/ output and file input/ output, C in Linux, and operations on bits in an easy-to-understand format. The book also teaches you how to create programs using Visual Studio and NetBeans.

You can buy it here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

Introduction to Algorithms 3rd Edition by Thomas H. Cormen, Charles E. Leiserson, Ronald L. Rivest, and Clifford Stein

This is what Daniel Spielman, Henry Ford II Professor of Computer Science, Mathematics, and Applied Science at Yale, has to say about this book, Introduction to Algorithms, the ‘bible’ of the field, is a comprehensive textbook covering the full spectrum of modern algorithms: from the fastest algorithms and data structures to polynomial-time algorithms for seemingly intractable problems, from classical algorithms in graph theory to special algorithms for string matching, computational geometry, and number theory. The revised third edition notably adds a chapter on van Emde Boas trees, one of the most useful data structures, and on multithreaded algorithms, a topic of increasing importance.”

The book is meant for readers at all levels. With a bit of programming background, learners can grasp the magic—design, and analysis—of algorithms. The book broadly covers foundations, sorting and order statistics, data structures, advanced techniques such as dynamic programming and greedy algorithms, advanced data structures such as Fibonacci Heaps and van Emde Boas Trees, graph algorithms, and a few selected topics such as matrix operators, linear programming, polynomials and FFT, string matching, computational geometry, and NP-completeness.

You can buy the book here.


List of top C & C++ books for programming enthusiasts,What are the best C++ books, best C books for beginners

Data Structures and Algorithms Made Easy by Narasimha Karumanchi

For whom is this book? Prof. Hsin-Mu Tsai, National Taiwan University, answers it in his book review. He says, “This book is a good supplement to a conventional data structure textbook, as it offers many good code examples and selections of relevant problems **with solutions**. There is no deep analysis or detailed proof in this book, which is not what this book is for (for example, as a textbook to teach algorithm and complexity analysis), and what you would be able to find in a conventional data structure textbook. The book could also be good for a professional who just wants a quick review of important data structure concepts and implementations.”

Reviewers on Amazon believe that this book is a must-have for job interviews and competitive exams. The author emphasizes problem analysis over theory. The book is coded in C and C++. A comprehensive introduction, recursion and backtracking, linked lists, stacks, queues, trees, heaps, graph algorithms, sorting, searching, selection algorithms, symbol tables, hashing, string, divide-and-conquer, and greedy algorithms, complexity classes, and dynamic programming are the key chapters in the book. Looks like he has covered just about everything you need for a binge-reading evening!

You can buy the book here.


Summary

Computers are not about calculations, they are about information—organizing, retrieving, and manipulating it. You want to write efficient programs? Then you need to understand and learn to work with data structures. Data structures and algorithms tell you how you can put the programming languages you mastered to good use. Pick up C and C++ and implement and play around with data structures, and see how exciting it all is. In spite of young upstarts, dependable C and C++ continue to be the programming languages of choice for several applications.

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Forecasting Tech Hiring Trends For 2023 With 6 Experts

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

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

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

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

Meet the Expert Panel

Radoslav Stankov

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

Mike Cohen

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

Pamela Ilieva

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

Brian H. Hough

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

Steve O'Brien

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

Patricia (Sonja Sky) Gatlin

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

Overview of the upcoming tech industry landscape in 2024

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

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

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

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

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

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

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

6 industry experts predict the 2023 recruiting trends

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

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

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

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

Pamela Ilieva, Director of International Recruitment, Shortlister

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


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

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

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

Patricia Gatlin, DEI Specialist and Curator, #blacklinkedin

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

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

Radoslav Stankov, Head of Engineering, Product Hunt

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

Mike “Batman” Cohen, Founder of Wayne Technologies

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

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

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

Companies can create internal hackathons to exercise creativity...


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


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

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

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


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


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

6 industry experts predict the 2023 recruiting trends

Rado: Prioritization, team time, and environment management.

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

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

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

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

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

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

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


Brian: Agility, resourcefulness, and empathy.

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

Steve: Negotiation, data management, and talent development.

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

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


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

Patricia: Technology, research, and relationship building.

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

7 Tech Recruiting Trends To Watch Out For In 2024

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

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

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

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

7 tech recruiting trends for 2024

6 Tech Recruiting Trends To Watch Out For In 2022

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

Trend #1—Leverage data-driven recruiting

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

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

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

Trend #2—Have impactful employer branding

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

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

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

Trend #3—Focus on candidate-driven market

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

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

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


Recommended read: What NOT To Do When Recruiting Fresh Talent


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

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

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

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

—Swetha Harikrishnan, Sr. HR Director, HackerEarth

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


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

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

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

Trend #6—Conduct remote interviews

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

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

Trend #7—Be proactive in candidate engagement

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

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

—Narayani Gurunathan, CEO, PlaceNet Consultants

Recruiting Tech Talent Just Got Easier With HackerEarth

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

Our tech recruiting platform enables you to:

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

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


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

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

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

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

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

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

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

Developer Survey

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

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

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

Staying ahead of the skills game

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

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

How happy are developers

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

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

What works when looking for work

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

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


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


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

Tips straight from the horse’s mouth

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

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

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

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

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

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

View all

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

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

What is Pre-Employement Assessment?

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

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

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

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

Why pre-employment assessments are key in hiring

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

  • Improved decision-making:

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

  • Reduced bias:

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

  • Increased efficiency:

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

  • Enhanced candidate experience:

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

Types of pre-employment assessments

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

1. Skill Assessments:

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

2. Personality Assessments:

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

3. Cognitive Ability Tests:

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

4. Integrity Assessments:

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

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

Leading employment assessment tools and tests in 2024

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

  • HackerEarth:

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

  • SHL:

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

  • Pymetrics:

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

  • Wonderlic:

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

  • Harver:

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

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

Choosing the right pre-employment assessment tool

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

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

Comparative analysis of assessment options

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

  • Technical skills assessment:

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

  • Soft skills and personality assessment:

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

  • Candidate experience:

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

Additional tips:

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

Best practices for using pre-employment assessment tools

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

  • Define your assessment goals:

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

  • Choose the right assessments:

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

  • Set clear expectations:

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

  • Integrate seamlessly:

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

  • Train your team:

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

Interpreting assessment results accurately

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

  • Use results as one data point:

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

  • Understand score limitations:

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

  • Look for patterns and trends:

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

  • Focus on potential, not guarantees:

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

Choosing the right pre-employment assessment tools

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

  • Industry and role requirements:

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

  • Company culture and values:

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

  • Candidate experience:

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

Budget and accessibility considerations

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

  • Budget:

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

  • Accessibility:

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

Additional Tips:

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

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

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

Future trends in pre-employment assessments

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

  • Artificial intelligence (AI):

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

  • Adaptive testing:

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

  • Micro-assessments:

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

  • Gamification:

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

Conclusion

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

Tech Layoffs: What To Expect In 2024

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

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

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

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

What are tech layoffs?

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

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

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

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

Causes for layoffs in the tech industry

Why are tech employees suffering so much?

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

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

In addition, some common reasons could be:

Financial struggles

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


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


Changes in demand

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

Restructuring

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

Automation

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

Mergers and acquisitions

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

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

Will layoffs increase in 2024?

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

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

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

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


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


What types of companies are prone to tech layoffs?

2023 Round Up Of Layoffs In Big Tech

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

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

Large tech firms

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

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

Startups

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

Small and medium-sized businesses

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

Companies in certain industries

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

Companies that lean on government funding

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

How to track tech layoffs?

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

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

Use tech layoffs tracker

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

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

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

News articles

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

Social media

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

Online forums and communities

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

Government reports

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

How do companies reduce tech layoffs?

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

Salary reductions

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

Implementing a hiring freeze

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


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


Non-essential expense reduction

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

Reducing working hours

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

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

Tech layoffs to bleed into this year

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

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

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

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

What is Headhunting in recruitment?

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

How do headhunting and traditional recruitment differ from each other?

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

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

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

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

Types of headhunting in recruitment

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

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

How does headhunting work?

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

Identifying the role

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

Defining the job

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

Candidate identification and sourcing

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

Approaching candidates

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

Assessment and Evaluation

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

Interviews and negotiations

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

Finalizing the hire

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

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

Common challenges in headhunting

Despite its advantages, headhunting also presents certain challenges:

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

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

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

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

Advantages of Headhunting

Headhunting offers several advantages over traditional recruitment methods:

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

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

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

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

Conclusion

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

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