Hiring Strategies

Psychometric Assessments

What is psychometric testing and how to use it in hiring

In today’s competitive hiring landscape, engineering managers and recruiters are constantly seeking innovative ways to assess candidates beyond traditional resumes and interviews. Psychometric testing has emerged as a powerful tool to evaluate a candidate's cognitive abilities, personality traits, and behavioral tendencies. This data-driven approach not only enhances the recruitment process but also ensures more objective and comprehensive assessments of potential hires. With HackerEarth's psychometric tests, organizations can make informed, bias-free decisions that are based on reliable data and predictive insights.

What is psychometric testing?

Psychometric testing refers to standardized assessments designed to measure a candidate's mental capabilities and behavioral style. These tests offer deep insights into an individual's suitability for a role by evaluating their cognitive abilities, personality traits, and potential for success in specific job functions. Unlike traditional interviews, psychometric tests provide objective data that can help predict a candidate's future performance and cultural fit within an organization.

Why it matters in modern recruitment

In an era where hiring decisions are increasingly data-driven, psychometric testing offers several advantages:

Objective evaluation: Reduces reliance on subjective judgments, minimizing biases in the hiring process.
Predictive validity: Offers insights into a candidate's potential job performance and long-term success.
Scalability: Allows for efficient assessment of large volumes of candidates, particularly in tech hiring and campus recruitment.
Enhanced candidate experience: Provides candidates with a fair and transparent evaluation process.

Types of psychometric tests

Psychometric tests can be broadly categorized into four main types, each serving a distinct purpose in the recruitment process. HackerEarth offers a suite of psychometric tests, including the following:

Aptitude tests

Aptitude tests assess a candidate's cognitive abilities and potential to perform specific tasks. Common subtypes include:

Numerical reasoning: Evaluates the ability to work with numbers and interpret data.
Verbal reasoning: Assesses understanding and reasoning using concepts framed in words.
Logical reasoning: Measures the ability to identify patterns and logical sequences.

Personality tests

Personality tests aim to identify consistent patterns in a candidate's thoughts, feelings, and behaviors. These assessments help determine cultural fit and predict how a candidate might respond to various work situations. HackerEarth's personality tests are designed to assess how well candidates align with your organization’s values and the demands of specific job roles.

Situational judgment tests (SJTs)

SJTs present candidates with hypothetical, job-related situations and ask them to choose the most appropriate response. These tests assess decision-making and problem-solving skills in real-world contexts. HackerEarth’s SJTs are tailored to evaluate candidates’ practical abilities to handle real-world challenges specific to the role they’re applying for.

Role-specific skill tests

Particularly relevant in technical hiring, these tests evaluate a candidate's proficiency in specific skills required for the role. For example, coding assessments for software developers or domain-specific tests for data analysts. HackerEarth provides specialized role-based skill assessments, ensuring that you evaluate candidates on the exact competencies required for success in their job role.

How psychometric tests work in recruitment

The integration of psychometric tests into the recruitment process typically follows these steps:

Candidate experience: Candidates complete the assessments online, often as part of an initial application or after a preliminary screening.
Test structure: Tests are designed to be role-specific, ensuring relevance to the position in question.
Scoring and interpretation: Results are analyzed to provide insights into the candidate's abilities and fit for the role.
Integration with ATS: Many Applicant Tracking Systems (ATS) now integrate psychometric assessments, allowing for seamless incorporation into existing workflows.

Streamlining hiring with HackerEarth

With HackerEarth’s psychometric tests, recruiters can easily integrate the results directly into their Applicant Tracking Systems (ATS) for quick analysis and decision-making. This integration enhances the overall recruitment efficiency, particularly for large-scale hiring processes like campus recruitment or tech hiring.

Challenges and limitations

While psychometric testing offers numerous advantages, there are potential challenges to consider:

Misuse without context: Interpreting test results without considering the candidate's background and experience can lead to inaccurate conclusions.
Over-reliance on assessments: Relying solely on psychometric tests without incorporating interviews and other evaluation methods may overlook important candidate attributes.
Cultural bias: Some tests may inadvertently favor candidates from certain cultural backgrounds, potentially leading to biased outcomes.

Best practices for using psychometric tests in hiring

To maximize the effectiveness of psychometric testing, consider the following best practices:

Align with job role and competencies: Ensure that the tests are tailored to the specific requirements of the role.
Use validated, reliable assessments: Select tests that have been scientifically validated and are known for their reliability. HackerEarth’s psychometric assessments meet these criteria, ensuring you get accurate and actionable results.
Ensure fairness and inclusivity: Choose assessments that are free from cultural biases and are accessible to all candidates.
Provide feedback to candidates: Offer constructive feedback to candidates based on their test results, promoting transparency and trust.

Conclusion

Incorporating psychometric testing into the hiring process enables organizations to make more informed, objective, and effective recruitment decisions. By understanding and leveraging the various types of psychometric assessments, engineering managers and recruiters can enhance their ability to identify candidates who are not only technically proficient but also align with the organization's culture and values. For those in the tech industry, platforms like HackerEarth provide specialized tools to streamline this process, offering role-specific assessments and comprehensive analytics to support data-driven hiring decisions. With HackerEarth's psychometric tests, recruiters can ensure that their hiring decisions are objective, accurate, and aligned with the needs of their organization.

Hiring Strategies

Hiring Remote Developers Versus Relocation - What To Choose in 2024?

The pandemic has reshaped the global workforce area dramatically, causing tech companies to hire more remote developers. According to a recent Eurofound report, 34% of employees residing in the EU worked exclusively from home as of July 2021. Compared to pre-COVID statistics from 2018, that’s a whopping six-fold increase.

The numbers are similar in other regions around the world. In the IT sector, telework had been the norm before the coronavirus crisis broke out, let alone the current circumstances. At some point, many software engineering companies run into difficulties filling job positions in their area and turn to the workforce overseas. In August 2021, 77% of job offers posted on a popular social news website for computer science professionals mentioned remote work.

That being said, HR departments often face a nontrivial dilemma when trying to bridge the talent gap with local coders: to hire remote developers from offshore locations or relocate employees so that they work in your office. For a start, let’s dwell on the differences between these two options.

In the relocation scenario, a programmer moves to another place (city or country) to work onsite. The employer typically assists with work permits, visas, transportation, and accommodations. The whole process extends over several months.

Contrary to this approach, remote developers enhance your office team from another location. This tactic is much more cost-efficient than relocation as long as the software engineering or web design workflow is backed by proper administrative support, digital infrastructure, and the security of collaboration at a distance.

India is one of the world’s fastest-growing remote developer hubs

Companies based in Europe and North America are increasingly hiring remote developers from South Asia. India is dominating this ecosystem due to the high level of education and long-running track record of its IT professionals. Furthermore, the country is exhibiting a booming growth of developer population.

Some may argue that being in different time zones will put a spanner in the works, but well-thought-out management and coordination of efforts between onsite and remote teams can smooth the edges in this context. Another important thing to consider is that most Indian developers speak fluent English, which facilitates the interaction considerably.

Things on the plus side of programmer relocation

The ability to communicate in person and collaborate side-by-side is the fundamental advantage of relocating personnel to your locale. It underlies effective teamwork, quick decision-making, and instant feedback. The following aspects make a difference in this case:

Keeping corporate culture high. Having all employees under the same umbrella is the pillar of some companies’ culture. These enterprises spare no expense to turn their offices into oases for synergy between team members.
Face-to-face communication. Beyond all doubt, being able to discuss work issues in the same office is important. It is a prerequisite for problem-solving in real time without the need to give someone a phone call or type a message and wait for a reply.

81% of professional developers are employed full-time, a decrease from 83% in 2020. The percentage of professional developers saying they were independent contractors, freelancers, or self-employed increased from 9.5% in 2020 to 11.2% in 2021 - indicating potential job insecurity or a shift to more flexible work arrangements.

- StackOverflow

Challenges of relocation

The bitter truth is that developer relocation is a bumpy road. You will have to tackle a handful of bureaucratic obstacles, incur significant costs, and spend a lot of time addressing all the accommodation nuances. Ultimately, these hurdles may eclipse the advantages and discourage company executives from carrying through with their original intentions.

Let’s get the lowdown on these gotchas:

A cumbersome hiring process. It’s hard to find a competent developer and get them on board these days, and even more so if the candidate resides in another country. This is doable, though. If you are successful in your scouting endeavors and recruit the right professional, that’s half the battle. Keep in mind that you will additionally need to prep and file paperwork for visas and work permits. Sorting out all these technicalities gobbles up your time, which means you may have to postpone your next major project.
Costs. Moving has never been cheap. If you are planning to cover your new employee’s relocation expenses, be ready to pay a few eyebrow-raising bills for the travel, temporary or corporate housing, and other services. You may additionally need to pay for language lessons. If the employee is moving with their family, assistance with schooling and childcare may be necessary, too. All this expenditure is particularly frustrating if it eventually turns out that the person is not the right fit.
Low flexibility. With relocation, it is problematic to align the size of your dev team with your current programming needs down the line. After investing funds and a ton of effort, such a decision can be tough.
Also, there are several caveats on the employee’s end. Culture shock, social integration difficulties, and a strain on family relationships due to the dramatic change are common problems encountered in light of relocation.

The benefits of recruiting remote developers

IT firms can get a lot of mileage out of working with remote coders. This method of cooperation is more cost-efficient and more flexible than the relocation approach, with today’s top-notch technologies helping you ruin communication barriers that used to be a serious concern. Here is a summary of arguments in favor of this move:

Less time, less spending. If you choose to cooperate with a remote development team, relocation costs won’t be draining your budget. Also, neither your company nor the employee has to go through the fuss of moving and finding an apartment near your office. At the end of the day, you save a great deal of time by extracting this tedious part out of the equation.
A competent crew. According to a SkillValue report, developers from India have a decent score index (78.13 out of 100), which means they are competent enough to meet your company’s programming needs. Their qualification stems, in part, from an increasing level of education in the country. Many of these coders have a wide spectrum of skills in both mainstream and rare programming languages. Most of them can easily communicate with foreigners owing to their excellent English, both written and spoken. Plus, diligence is part of their mentality.
Flexibility. Sometimes, software engineering businesses need to upsize or downsize their teams based on current projects and the state of the market niche they are in. A recruitment model involving remote devs allows you to adjust the size of your team to different circumstances quickly. As a rule, this can be done with a month’s notice.
Corporate culture. There is no denying that an in-house team is the best environment for nurturing your company’s values. With remote workers, you can fill the void by having a dedicated HR manager who is responsible for continuous communication with an overseas team. This is also a great way to gather feedback from remote colleagues and address their concerns in real time.
Plenty of secure communication channels. There is no need to reinvent the wheel here. Specialized platforms such as Slack and Zoom will help you maintain permanent communication with your staff working from another place. These services provide end-to-end encryption of your video conferences and chats to keep sensitive information intact. Although Zoom dealt with a series of security and privacy scandals last year, it has since addressed those vulnerabilities and is now a reliable tool to stay in touch with your teleworkers.

Are you up to hiring remote developers? HackerEarth is here to help

HackerEarth is a company headquartered in San Francisco, US, that specializes in assessing and screening software developers to help organizations make informed, data-driven hiring decisions. Boasting a decade of experience in this area, it provides enterprise software that accurately evaluates candidates for more than 12 roles and 80 skills across all levels. The company has conducted over 1,000 virtual hackathons over the years.

With HackerEarth’s automated tools, you can easily set up a real-time remote programming or video interviewing session with your candidates. Frictionless integration with the world’s top applicant tracking systems (ATS), such as Zoho, Workable, and Greenhouse, further facilitates the hiring workflow. This platform is used by hundreds of high-profile customers around the world, including Amazon, Barclays, Intel, VMWare, and Zalora.

You can hire remote developers, grow, and build strong teams with the company’s flexible assessment as well as learning and development plans. If you want to enhance your business with remote development talent, outsourcing the hardest part to HackerEarth is a sure-shot way to give your recruitment effort a boost.

This article is contributed by David Balaban. David is a computer security researcher with over 17 years of experience in malware analysis. He is also a regular contributor to 500+ high-profile tech and security websites. David regularly covers topics related to the cyber threat landscape and has a strong track record as an investigative journalist.

You can find some of his guest articles here OR connect with him at David Balaban Security.

Hiring Strategies

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.

Hiring Strategies

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?

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! :)

Hiring Strategies

8 Recruitment Trends That Will Impact Talent Acquisition in 2024

New year. New you. New recruitment trends.

And with this, you need to tweak your ongoing strategies to find the best tech talent. Some trends will continue to stay the same while others will want you to multiply your ongoing efforts with a new approach. But to ensure you do all of this the right way, you need to know the recruitment trends that are being forecasted to turn talent acquisition on its head in 2023!

Trend #1—Recruitment through social media

Social media has been the north star for recruiters and hiring managers. It’s not restricted to building a personal brand and influencer marketing anymore; also finding quality and targeted candidates. With more and more people joining the social squad, social recruiting will continue to be one of the primary channels for recruiters to source candidates.

Tech recruitment trend: social recruiting

Clearly: recruiting via social media is an effective recruiting strategy. Recruiters are seeing the results and this will become more effective with social channels like LinkedIn.

If you are a recruiter leveraging LinkedIn, here’s how you can amplify your efforts:

Connect with candidates by scanning their LinkedIn profiles and understanding their interests, skills, experience level and so on
Send them an Inmail asking if they are open to opportunities and sharing the job profile you are hiring for

Pro tip: To reach out to super-targeted candidates, make a list of ideal candidates. Engage with their content first or connect with them on LinkedIn and introduce yourself and your company first.

Trend #2—Automation: or ATS- Automated nurturing for resumes

An ATS or applicant tracking system remains to be a savior in the recruitment industry and takes off the load of the hefty manual hiring process. Whether you want to create stronger job descriptions or automate tedious workflows—an ATS can do it all for you; however, recruiters will rely on the ATS only to an extent. They’ll leverage automation and manual efforts to get the best results. When hiring for super-targeted and niche job profiles, recruiters will still have to do a deep dive into their target candidate personas by reaching out to select candidates and scanning their profiles.

Tech recruitment trend: ATS

Recruiters will need to carry out several recruiting tasks manually if they are hiring for a laser-focused senior or niche role. On the flip side, an ATS works in favor when hiring for junior-level roles.

A simple workflow for carrying out your recruitment process via ATS looks like this:

Created a job posting for a junior-level role → candidate applies for the role → an ATS emailer is sent to the candidate asking for the online assessment → candidate takes the test → invited for the interview process (if the test gets approved).

When this recruitment workflow is conducted by recruiters manually for senior roles, each task remains the same but the workload of screening every profile for different roles lessens which makes the ATS a winner.

Trend #3—Reskilling and upskilling to enhance internal mobility

After the layoffs by big tech giants like Twitter and Meta, it is obvious employees can be laid off at any time, at any stage of employment. However, before laying off the employees, companies follow a layoff plan and a multi-step approach on who to select for the layoff. They look at tenure, certifications, performance reviews, and promotability. Based on these factors, they create a scale and measure the employees on this scale, and then lay them off.

External hires are 61% more likely to be laid off or fired in their first year of service and 21% more likely to leave.

And the common point for these layoffs is performance. If the employees are not learning and upskilling, there will always be a lag in their performance. That’s why you need to regulate programs for your employees to help them upskill and reskill themselves to stay ahead of such situations.

And how, you may ask, do you encourage them to upskill? Offer stipends for certifications or conduct in-house training—from educational programs to personal development programs—all of them help in the growth of the employee.

Leaders can invest in programs that teach people tools and approaches for self-development. At my own company, it is ingrained in our values to respect boundaries and the needs of our employers, creating the space for honest communication, and reshaping the mindset from what this employee can do for the company to instead, what can our company do for this employee? We work with our employees to invest in their self-discovery to uncover how they can create meaning in their work through the Pathways Work at Meaning Program. Otherwise, the cycle of quitting will persist, whether quietly or out loud.

74% of Millennial and Gen Z workers plan to quit in 2023 due to a lack of upskilling and career advancement opportunities. I always advise prospective employees to look for what the company is offering: upskilling, mental health coverage like compensation for therapy if needed, education programs, and even testimonies from the leaders of the companies they are interested in working at to gather those invaluable specifics.

—Danny Gutknecht, Co-founder and CEO, Pathways.io

The key is to keep the employees in the learning loop—which will help you to fill open job roles internally and prepare them for any adverse situations ahead.

Also read: How HackerEarth Made it Through 2 Recessions Without Relying on Layoffs?

Trend #4—Employee well-being and engagement

Employee well-being and engagement have been the highlight for better workplace functioning ever since the pandemic. Candidates are now selective about the companies they want to work with. They even create a checklist of the kind of companies they want to work with. Here’s how a candidate’s basic filter checklist looks like:

Do I believe in their company’s purpose?
Will I work with people who inspire me?
Am I going to learn something I don’t already know?

Candidates are as laser-focused on their choice of companies as are the recruiters on finding the right tech talent. They have switched from just focusing on paychecks to companies that:

Offer career growth and learning
Respect their after-work boundaries
Offer them the flexibility to choose their work options
Value their emotional and mental health

One of the best ways to build a safe and supportive community is to communicate regularly with your employees. Make sure they feel comfortable approaching you with any personal or work-related issues they may be having. We have weekly meetings with our employees where we discuss the week’s highlights and achievements. We also discuss issues the employees may have experienced during the week and how we can work together as a team to solve them. The meeting also aims at strengthening the bond between the employees and the management. Your employees will appreciate knowing that you care about them as people, not just as workers.

—Matthew Ramirez, Founder, Rephrasely

Here’s the thing: offering employees an annual comp off to give themselves a break from the mental exhaustion of burnout won’t help. It needs to be ingrained in the company’s culture on how to create an employee-first ecosystem.

Trend #5—Employer branding

Employer branding will continue to be a crucial factor in attracting candidates and filling up roles at your organization with quality candidates. With a solid employer brand, you will be able to showcase your company values and aspirations and drive candidates who don't want to stay with you for the annual package but for what you are building. However, building such an employer brand needs effort and authenticity.

“When it comes to the employer brand, organizations are looking to ensure that it best aligns with the values of the talent they seek and that it is genuine,” she says. “The talent audience today is highly skeptical and cynical about corporate messaging. If you tell them that you are committed to diversity and sustainability, for example, you better be able to demonstrate it.”

—Amy Bush, President, Sevenstep

To demonstrate your company values to the candidates and attract the best talent, do this:

Get your employees to talk about the company on social media. For example, ask them to share about a fun activity the company did recently and how it impacted them.
Get ample PR coverage for the initiatives you have contributed to.
Showcase interviews with the leadership team—this helps the candidates understand your leaders’ vision and culture.

Also watch: Creating an Employer Brand That Sticks

Trend #6—Workforce diversification

Work diversification doesn’t just mean what, where, and how people work but also the type of work. Simply put, organizations now rely not just on a geographically distributed team but on a team with different employment types—full-time employees and freelancers.

We are especially proud of our commitment to belonging which is one of our core cultural values. We live it in so many ways. We’ve created a diverse team across geographies, genders, sexual orientations, races, ethnicity, ages, etc. We wanted to build a team that looked representative of our country and of our customers because doing so allows us to better serve them. It also makes for a healthier company culture where we aren’t all stereotypical “tech bros” building a platform that isn’t inclusive.

—Amy Spurling, Founder, Compt

With workforce diversification, companies are successful in doing two things: bringing employees from different backgrounds and having employees with specialized skills together.

A good way to amplify workforce diversification is by having a mix of full-time and independent employees, ideally, by following Pareto's principle of 70:30.

Trend #7—Predictive analysis

Companies will use predictive analysis to audit the skills of existing employees, shortlist them for difficult-to-fill roles, provide them with learning opportunities based on their skills, and help them build personalized career pathways.

Workforce churn is a reality today. Companies in the software industry use analytics to predict customer churn. Similarly, they can use their employee’s data such as data from employee surveys, 1:1 meetings, and productivity data from sprint burn-down charts to determine/predict the possibilities for their employee’s churn. Such analysis helps managers design innovative campaigns to re-engage with employees before the existing skills of the employees.

—Dr. Soudip Roy Chowdhary, CEO, Eugenie.ai

Some questions predictive analysis can help answer include:

What are your most effective candidate sourcing channels?
How long does the screening process take and which techniques are most effective?
How long does it take to go from application to offer?
What positions are likely to open in the future?
How likely is it for a new hire to perform well and stay long-term?
Where do bottlenecks occur in your hiring pipeline?
Which roles and skills are urgently needed to meet business goals?

Trend #8—AI in Talent Acquisition

Leveraging AI for candidate sourcing

AI-powered tools can efficiently scan vast resume databases, identifying top talent by analyzing skills, experience, and cultural fit—streamlining the initial sourcing phase.

Enhancing candidate assessment

Using NLP and machine learning, AI ensures objective and consistent candidate assessments by evaluating resumes and conducting initial interviews—reducing biases and saving time.

AI in predictive hiring

AI-based predictive analytics forecast a candidate’s potential success and tenure, enabling more informed hiring decisions and improving retention rates.

Ethical considerations and transparency

While powerful, AI must be used responsibly. Companies must ensure algorithmic transparency and actively address bias to build fair and ethical hiring practices.

Incorporating AI in talent acquisition is no longer optional—it is essential for efficient, fair, and scalable recruitment.

Grab the spotlight in 2024 with these recruitment trends

Now that you’ve seen all the major recruitment trends shaping the future of hiring, it’s time to reassess your strategies. While some trends are already familiar, others offer fresh angles to boost your recruiting game.

Analyze, adapt, and apply these insights to attract the best tech talent in 2024—and make your hiring strategy truly future-ready.

Hiring Strategies

7 Best HR Communities You Must Join In 2024

This article was written by Sanketee Kher, a freelance content writer for B2B SaaS.

Are you looking to catapult your HR career to new heights?

To stay up-to-date on industry trends, network with your peers, and gain valuable knowledge—join online HR communities. These communities can offer a wealth of resources and support to navigate the ever-changing world of HR.

From discussion forums to LinkedIn and Slack groups, these communities provide you with tools and resources you need to succeed in your HR career.

HR communities are vital resources for HR professionals, offering platforms for knowledge sharing, problem-solving, and professional development. These communities typically feature:

Networking opportunities: They provide a space for HR professionals to connect, share experiences, and build professional relationships.
Knowledge sharing: HR communities often host a wealth of resources like articles, webinars, and case studies, keeping members informed about the latest HR trends and practices.
Problem-solving forums: Members can seek advice and share solutions to common HR challenges, benefiting from the collective wisdom of the community.
Professional development: Many HR communities offer training sessions, certifications, and workshops, helping HR professionals stay ahead in their careers.
Advocacy and influence: Some communities actively advocate for HR interests, influencing policy and workplace standards.
Global perspectives: As many communities are international, they offer insights into HR practices across different cultures and regions.
Support and guidance: Newer HR professionals can gain mentorship and guidance from experienced members.

In this article, we'll look at the top 7 picks for HR communities that you absolutely must join to boost your career.

Join the best HR community today

Joining these online HR communities can be a game-changer for your career. Here are a few reasons why:

Stay up-to-date on industry trends: HR is an ever-evolving field, and it's important to stay on top of the latest trends and best practices. By joining an HR community, you'll have access to a wealth of knowledge and resources to help you stay informed and relevant in your career.
Network with your peers: HR professionals can often feel isolated in their roles, especially if they work in smaller organizations or remotely. Joining an HR community lets you connect with others in your field, share ideas and experiences, and even find job opportunities.
Gain valuable knowledge and skills: Many HR communities offer online courses, webinars, and other educational resources to help you grow and develop as a professional. Whether you're looking to navigate through HR software or earn a certification, an HR community can provide you with the tools and resources you need to succeed.
Find support and guidance: Since HR can be a challenging field, it's nice to have a supportive network of professionals to turn to for guidance and advice. Many professionals are happy to share their knowledge and experiences in these HR communities.

No matter the stage of your professional journey, there's a community out there that's meant for you. So why wait? Start exploring these communities today and take the first step towards advancing your HR career.

Authors

Meet our Authors

Get to know the experts behind our content. From industry leaders to tech enthusiasts, our authors share valuable insights, trends, and expertise to keep you informed and inspired.

Ruehie Jaiya Karri

Kumari Trishya

Hiring Strategies

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

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.

Hiring Strategies

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

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

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

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

Let’s get to it, shall we?

What constitutes a good interview question?

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

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

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

Hire GREAT developers by asking the right questions

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

#1 How do you plan your day?

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

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

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

Value-based interview questions to ask

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Developer Hiring Statistics

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

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

Recruit GREAT developers by asking the right questions

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

#1 Write an algorithm for the following

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

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

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

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

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

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

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

#3 Some high-level design (HLD) questions

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

Here’s a pro-tip for you. LLD questions can be answered by both beginners and experienced developers. Mostly, senior developers can be expected to answer HLD questions. Choose your interview questions set wisely, and ask questions relevant to your candidate’s experience.

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

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

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

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

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

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

View all

Hiring Strategies

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

What is Pre-Employement Assessment?

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.

Why pre-employment assessments are key in hiring

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.

Leading employment assessment tools and tests in 2024

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.

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.

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

Hiring Strategies

Tech Layoffs: What To Expect In 2024

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.

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?

In addition, some common reasons could be:

Financial struggles

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

Changes in demand

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?

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?

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?

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

Social media

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?

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

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

Hiring Tools

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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Hiring Strategies

Psychometric Assessments

What is psychometric testing and how to use it in hiring

What is psychometric testing?

Why it matters in modern recruitment

Types of psychometric tests

Aptitude tests

Personality tests

Situational judgment tests (SJTs)

Role-specific skill tests

How psychometric tests work in recruitment

Streamlining hiring with HackerEarth

Challenges and limitations

Best practices for using psychometric tests in hiring

Conclusion

Hiring Remote Developers Versus Relocation - What To Choose in 2024?

India is one of the world’s fastest-growing remote developer hubs

Things on the plus side of programmer relocation

Challenges of relocation

The benefits of recruiting remote developers

Are you up to hiring remote developers? HackerEarth is here to help

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

What is Pre-Employement Assessment?

Why pre-employment assessments are key in hiring

Improved decision-making:

Reduced bias:

Increased efficiency:

Enhanced candidate experience:

Types of pre-employment assessments

1. Skill Assessments:

2. Personality Assessments:

3. Cognitive Ability Tests:

4. Integrity Assessments:

Leading employment assessment tools and tests in 2024

HackerEarth:

SHL:

Pymetrics:

Wonderlic:

Harver:

Choosing the right pre-employment assessment tool

Comparative analysis of assessment options

Technical skills assessment:

Soft skills and personality assessment:

Candidate experience:

Best practices for using pre-employment assessment tools

Define your assessment goals:

Choose the right assessments:

Set clear expectations:

Integrate seamlessly:

Train your team:

Interpreting assessment results accurately

Use results as one data point:

Understand score limitations:

Look for patterns and trends:

Focus on potential, not guarantees:

Choosing the right pre-employment assessment tools

Industry and role requirements:

Company culture and values:

Candidate experience:

Budget and accessibility considerations

Budget:

Accessibility:

Future trends in pre-employment assessments

Artificial intelligence (AI):

Adaptive testing:

Micro-assessments:

Gamification:

Conclusion

Tech Layoffs: What To Expect In 2024

What are tech layoffs?

Causes for layoffs in the tech industry

Financial struggles

Changes in demand

Restructuring

Automation

Mergers and acquisitions

Will layoffs increase in 2024?

What types of companies are prone to tech layoffs?

Large tech firms

Startups