Hiring Strategies

Remote Hiring And Onboarding Tips For Technical Roles

The COVID-19 pandemic has forced an unprecedented number of individuals to work from home and the business landscape has shifted to adapt to their needs. The relationship between employers and employees is transforming rapidly with the advent of 4-day work weeks and remote-only businesses. This scenario presents both problems and opportunities for all businesses.

Organizations and their HR departments have had to rethink their onboarding procedures due to the increasing prevalence of hybrid workplaces and remote employment. The lack of direct physical contact with coworkers and supervisors can intimidate new employees. It can be tough to get to know an organization’s culture and the environment if you don’t meet face-to-face. When you don’t get a chance to get to know your coworkers, it’s easy to feel like an outsider in your new position.

However, with suitable methods and technologies in place, businesses can assure a seamless and effective onboarding process. Your new hires will feel more connected to their positions, teams, and your company if they are properly onboarded. If you want your new hires to be happy and well-adjusted to their new responsibilities, here are some remote onboarding tips and remote hiring tips you can use to make the most of the onboarding process for remote employees.

Remote hiring and remote onboarding best practices

Research shows that 31% of new employees leave within six months after starting a new job. Your company’s attrition rate and long-term growth could be significantly improved by ensuring a seamless onboarding process for new employees. Here are some ideas for onboarding remote employees in more depth:

Digital signatures for online contracts

Documentation during onboarding can help resolve disagreements, provide resources when necessary, and answer critical questions about a company’s operations. The new employee will likely be required to sign some paperwork as a precondition to employment. It’s a good idea to use virtual documents when you can’t use physical documentation. Legally binding electronic signature services, such as DocuSign and HelloSign can help.

Provide tools to get the job done, without delays

You should offer your new remote personnel the necessary gadgets such as computers and mobile phones a few days ahead of time. . It’s time wasted and the company’s image may be impacted too as a consequence. Keep an eye on non-delivery days like weekends and holidays so that you can choose premium shipping services that ensure fast arrival.

Make induction easier to manage

The productivity and sense of belonging of a remotely professional, especially a new hire, can be jeopardized by isolation. A distant worker cannot participate in team-building activities that foster communication and camaraderie. As a result, remote inductions necessitate a virtual introduction. The entire team can participate in short video conferences and individual meetings with supervisors. You may make meetings more engaging by using an ai powerpoint maker to craft informative introductory presentations for the participants. A team’s structure, objectives, and passion can all be communicated through these introductions. Slack or Google Chat are great options for sending a “welcome to the team” message to all new hires as well. Once they’ve met their coworkers, encourage the new employees to build a rapport with their coworkers in the rest of the company.

Introduce them to the responsibilities of their new positions

Your remote hires’ onboarding and acclimatization are slower because they are not in the office. They will be more comfortable if you plan and organize meetings with agendas, video links, and other supporting resources. You need to ensure that they are familiarized with all the people, and procedures they will need to complete their tasks properly. A clear strategy for the first 30, 60, and 90 days should be developed in conjunction with the new hires so that everyone is clear on what is expected of them in their roles.

30-60-90 Plan for New Hires - HackerEarth

Initiate more honest conversations

New employees may be reluctant to ask questions via email or instant messaging since it is more difficult to establish rapport and feel at ease in a virtual setting. As a result, being proactive and discussing an onboarding plan in advance is essential if you want to know exactly what to expect. You may want to create a checklist for your new remote staff that breaks down tasks and goals by day or week. Such a checklist will encourage a more transparent guide to set and meet expectations.

Onboard in small batches

Small-group onboarding and training are great ways to save time and effort when onboarding and training new employees. It also helps your new hires feel like a part of the team. Small batches of new employees can be brought up to speed in this manner. New employees can get to know each other better in a smaller group.

Take a listener’s perspective and act on them

When it comes to managing a remote team for the first time, you’re likely to face some challenges. For each new remote employee, you should ask for honest feedback regarding the process and how it worked or didn’t work for them. New employees’ onboarding can be improved with the help of the information the new hires provide you.

Encourage a sense of community

Although it may not always be realistic, you should attempt to incorporate remote employees into your team activities whenever possible. They will feel a sense of belonging by just receiving an invitation. In addition, try to throw in informal conversations and fun ice-breakers in your business sessions. For instance, you can request your senior personnel to reach out to the new hires, introduce themselves, and create a rapport. Employees that work remotely but are content, cohesive, and feel connected are valuable assets to any business. Do this and your company’s productivity will rise, employee morale will improve, new employees will flock to the company because of word-of-mouth recommendations, and the company’s culture will deepen.

Statistics On When New Hires Leave - HackerEarth

Remote hiring and you

Hire the best

Limiting your recruiting to a specific location might severely limit your options. Remote hiring platforms are a terrific method to improve workplace diversity with several benefits. Companies can reach rural communities or connect with talent irrespective of where they are located. The option to hire from a bigger talent pool without compromise can free you from the challenges of acquiring the best talent. All in all, remote hiring and onboarding allows you to build a truly global team with the perspectives, ideas, and creativity of people from all over the world.

Optimize costs

Remote onboarding can save you the cost of expensive on-location orientation programs. Dedicated trainers for each new employee? That’s a thing of the past. You can provide virtual training and online learning through a dedicated portal for your employees. Another advantage of remote hires is that it saves money on office expenses like new desks or workspaces – all you need is a decent internet connection and the necessary tools for new personnel.

Flexibility gain

Flexibility has become a norm for workers in most businesses since COVID-19. According to USA Today, working from home saves an average of $4,000 per year. 80% of workers believe remote choices help manage their mental health better. According to an Upwork survey, 68% of recruiting managers feel remote work is easier now than it was at the start of the pandemic. Remote hiring empowers you to seek out recruits that are looking for flexibility and convenience which traditional hiring cannot provide.

Hire and onboard employees with HackerEarth

If you don’t have the time to go through a series of interviews, you can use hackathons and coding assessments to evaluate possible employees. It’s cheaper for companies to locate and hire top-notch talent right where the action happens. Hackathons and coding assessments inspire creative problem solving, drive innovation and build brand exposure.

Hackathons are also a great means of ramping up employee engagement while encouraging teamwork. HackerEarth, a remote hiring platform, is a great resource for companies to conduct hackathons and coding assessments with ease. With HackerEarth, you can create a leaderboard for each code assessment to quickly and easily identify the best developers to hire for open positions. These events allow you to build very accurate code assessments even with very limited technical knowledge.

At HackerEarth, our mission is to help organizations of all sizes adopt strategies that help you evolve. Our unique approach can help you accelerate your growth while eliminating bottlenecks. Get in touch with us to learn how you can benefit from remote hiring and onboarding for your business.

Hiring Strategies

3 Skills For Digital Transformation In 2023 and How to Hire for Them

The race for qualified talent is on. As your digital transformation journey continues, it's important that your new hires have the skills necessary to integrate into a growing and changing organization. Tech giants with the resources to offer competitive salaries and hardy benefits packages make it more difficult for smaller organizations to recruit and retain excellent candidates.

Core technical competencies are necessary to ensure your candidates’ success in their new role, but be mindful that an aptitude for learning is equally important for employee growth. By focusing your hiring efforts around learning and other soft skills, acknowledging that additional technical experiences can be gained on the job, you ensure that you are hiring malleable candidates with strong foundational skills. Here are three skills required for successful digital transformation and how to hire for them.

Top skills to prioritize for digital transformation in 2022

Critical Thinking

Assessing critical thinking skills should be among the top priorities when hiring, for a few reasons. Largely, critical thinking is among the most sought-after candidate qualities, but also among the hardest to find. It is also cited as one of the most difficult skills to teach and cultivate within the workplace. Industry-specific hard skills are teachable through training and onboarding programs, while critical thinking can take much longer to improve. Choose to prioritize critical thinking skills when evaluating potential candidates.

First-round interviews are an excellent time to assess an applicant’s high-level thinking. To evaluate the way your potential employee evaluates information, processes it, and provides meaningful, strategic solutions, ask multipart questions. For example, Harvard Business Review suggests asking a candidate, “When you are working on a strategic project in your current job, how do you go about identifying the relevant stakeholders across the firm?” Questions like these give you insight into how a candidate thinks about a problem and whether or not they would be a good fit for your organization’s work environment.

As you search for critical thinkers, look beyond traditional backgrounds or areas of study. Be open to a diverse set of applicants that may surprise you with the way they approach a challenge.

Adaptability

Similar to critical thinking, candidates that are highly adaptable are valuable to organizations that are amidst a process change. Adaptability is important for digital transformation as companies transition from remote to hybrid and in-person work, for succeeding on a flexible team, and for growing and expanding as roles evolve.

Three things can help you as a hiring manager to screen for adaptability among applicants:

First, ask the right interview questions. Questions that simultaneously assess how candidates have performed in previous roles while also prompting them to show some personality can help you thoughtfully evaluate if they are adaptable or not.
Second, look for calmness and confidence during the interview. Candidates who have trouble collecting themselves under pressure won’t be the most adaptable in a high-stakes work environment.
Finally, set the right expectations for what the first months will look like in this role. The more you can prepare your applicants upfront, the better they will be able to navigate the changes that come.

Teamwork, Collaboration, and Communication

As your organization grows, accountability is important. Both in taking responsibility for your actions (good and bad) and supporting your team members through adversity. Seek to hire team members who can be successful as team leaders and followers—working in whatever role advances the team’s goal most efficiently.

To gauge the collaborative skills of your potential new hires, take the time to speak with candidates' references. Specifically, come with a set of questions that goes beyond the basics. Ask previous employers explicit questions like, “how does candidate X respond to constructive criticism?” or “what is candidate X’s strongest attribute when it comes to working on a team?”

Finally, giving potential candidates the opportunity to meet with as many members of the team as possible can ensure that strong relationships begin to form even during the interview process. Your trusted team members may uncover red flags you hadn’t seen previously or help move the needle on a candidate you were apprehensive about.

With open communication, you can build teams that will develop with your organization as it grows—furthering your digital transformation journey.

Hiring Strategies

7 Steps To Eliminate Bias In A Hybrid Workplace

The past nineteen months saw organizations adjust to the fully remote work model and now, the time has come to shift to a hybrid workplace. 74% of full-time employees are using a hybrid work model as seen by The 2021 Workplace Impact Report by VergeSense.

A hybrid workplace in 2022 can be synonymous with making the best of both worlds; flexibility and freedom, on one hand, productivity and structure on the other. You get to balance working from the office and working from wherever you want in a single workweek. You will save up on commute times, spend more hours with family, and not renege on face time with your teammates, all in one go!

This sounds like every employee’s dream, right? Well, not so fast. Every story has two sides to it, and this is no different. A hybrid work model comes with its own set of problems, the most major one being that of unconscious bias.

The downside of bias in a hybrid workplace

Research shows that managers tend to unintentionally favor in-office employees over remote workers. A prime example of proximity bias, it is a mental blind spot for most employers. There is a natural bias to building stronger relationships with people who are right in front of you. Consequently, managers may also tend to think that employees in close proximity to them are better workers and more productive than their hybrid counterparts.

Eliminate bias in a hybrid workplace: Statistics

Eliminate bias in a hybrid workplace: Statistics

While only human, managers need to consciously keep their biases in check as the consequences are vast and damaging to the company.

Recommended read: Recruiters Vs Bias - Who's Winning This War?

For starters, it leads to accidental favoritism of on-site workers. Such employees are more likely to get higher raises, bigger bonuses, and better projects than hybrid workers. Unequal treatment of co-workers has a direct impact on productivity, employee engagement, and attrition.

A side effect of proximity bias is the halo effect. You tend to build an inflated view of the people closest to you; in the case of work, management might begin to excuse the poor performance of on-site employees while overlooking the skills and expertise of those they are not in regular contact with.

Proximity bias a.k.a. distance bias can leave remote employees feeling demoralized and excluded. Seeing the side effects of working from home, could pressurize employees into remote-work stigma - they come back to the office in the hopes of being on the good side of their managers. Even if that’s not the best option for them.

Steps to Eliminate Proximity Bias In A Hybrid Workplace

On a better note, proximity bias is not here to stay (unlike the hybrid work model). That’s a big relief, ain’t it? It can be overcome with intention, dedicated training, and awareness.

Hybridity can be a major breeding ground for inequity if not dealt with precise strategy and planning. Ensuring remote employees are treated fairly in a hybrid workplace should be the priority going forward.

Recommended read: 7 Types Of Hiring Bias

Step 1

It all begins with awareness. Transitioning into a hybrid work environment from a fully remote setup is bound to have challenges. Accepting that one of the biggest challenges is cognitive bias at the employer level is a step in the right direction. Arrange for formal training and awareness sessions so that managers can learn to recognize their unconscious biases. Unless you are aware of your own biases, you cannot address the issue effectively.

Step 2

Survey your employees’ perception of proximity bias. Just because there is a high chance of this issue affecting any hybrid workplace does not necessarily mean your company is prey to it. It is always a good idea to find out what your employees are feeling instead of forming your own assumptions. Ask them questions like:

Have you ever been affected by proximity bias?
Do you believe that on-site workers are given preferential treatment over remote workers?
Do you feel pressured into coming back to the office because you believe in-office employees are perceived to be better workers?

Step 3

Employees need a role model whose behavior they can emulate. And the shortest way to nip proximity bias in the bud is for the leaders to work remotely for a certain period. Begin at the top-level management to send a clear message that going hybrid is the future of work. If the managers are coming into the office every day, employees will find it uncomfortable to work from home even if the option is on the table. And unless they experience working from home themselves, the leadership cannot foresee the issues or the plus points of remote work.

Step 4

Design all meetings with a virtual-first mentality. Proactively and intentionally invite remote meeting attendees to participate in the discussion, rather than allowing distance bias to get in the way. Another essential step is to equally distribute the burden of time-zone differences and rotate meeting times so as not to burden remote employees with too many early or late sessions.

Step 5

Offer flexible work schedules for both on-site and remote/hybrid employees. This way it will decrease the effect of distance bias—if you’re allowing in-office workers to customize their office timings, you’ll be less prone to make negative assumptions about the productivity level of remote workers.

Step 6

Create a level playing field for all your employees and as leaders, you have to be much more conscious in everything you do. If a new opportunity arises for an employee, carefully choose the best-qualified person for the job instead of picking someone who is right in front of you. Take the time out to discuss career development with all your employees, individually. This may reveal areas where remote workers are feeling left out. Also, intentionally keep everyone in the know with messaging apps like Slack, Microsoft Teams, etc. With fewer watercooler conversations, it’s easy for hybrid employees to miss out on information, both work-related and non-work-related.

Recommended read: 7 Employee Engagement Strategies For WFH Tech Teams

Step 7

Evaluate all employees (on-site and remote) on standard parameters solely based on performance. Managers need to keep their eye on tangible metrics instead of assessing an employee’s productivity by the number of hours they spend at the office. Set clear employee objectives and evaluate them based on the impact that they provide; this ensures a fair, equitable assessment of each employee. Hybridity causes an imbalance in the resources that different sets of employees have access to and the visibility levels of each set of employees. Quarterly reviews present an opportunity for managers and employees to review and discuss such imbalances and how to approach them going forward.

Pro-tip

Consider hiring a head of remote operations. A head of remote will be the voice of remote/hybrid workers, ensure all employees feel like they belong, have access to similar resources, and create a culture of equitability while keeping proximity bias at bay.

Hiring Strategies

How to Calculate Your Tech Recruitment ROI

The demand for technical talent is higher than ever. Our brand new edition of the State Of Developer Recruitment survey reports that over 30% of respondents are expecting to hire over 100 developers in 2022.Frantically sinking resources into hiring at scale when there are chances that several employees will quit before their first-year mark is your sign to stop and evaluate your tech recruiting ROI; especially when the cost of a bad hire is an expensive mistake to make.

The tech industry already has a high rate of attrition with costs of bad hires skyrocketing. It cannot afford any further delays due to hiring slips and misses. Keeping certain performance indicators in mind will help you assess what is working for you and what needs to be tweaked.

What is Recruitment ROI?

Recruitment ROI (Return on Investment) is a performance measure used to evaluate the efficiency of an organization’s hiring process. It helps businesses and HR professionals determine the value and effectiveness of their recruitment strategies. Simply put, Recruitment ROI gauges the benefits (qualified candidates, successful hires) against the costs (advertising expenses, recruiter salaries, interview expenses, etc.) involved in the recruitment process.

Understanding this metric helps companies allocate their resources more efficiently, ensuring that every dollar spent on hiring brings the maximum possible value to the organization.

7 metrics to monitor tech recruiting ROI

Metric to calculate your tech recruiting ROI

Time to hire

On average, it takes 42 days to fill an open position. Right from posting a new job opening to hiring a candidate for that role constitutes the time to fill metric. It takes time to complete the process right from sourcing, recruitment marketing, screening to interviewing. It is every recruiter’s goal to reduce the time to fill by as much as possible but it is increasingly difficult to do so when recruiting technical talent.

Coupled with the usual sourcing and interviewing phases, you also need to carry out skills assessments, which only prolongs the time to hire. If this area needs to be optimized, it is time to streamline your hiring processes. Cut down on the several phases of the interview; assess your candidate with a skills assessment instead of a phone interview.

Quality of hire

This recruitment metric is vital to evaluating whether the newly employed candidate is a good hire or a bad hire. You need to assess how much value the new hire contributes to the team and what is their impact on the long-term success of the company. This is subjective and varies from company to company as performance/culture fit can’t just be confined to scores or numbers.

Improving the quality of the source from where you’re hiring directly improves the quality of the candidates. Instead of relying on high-volume recruitment tactics, where you get plenty of leads of under-qualified candidates limit your talent pool. Set aside applicants that are a right fit for the role. Also, assess the ratio of passive to active candidates in your talent pool and work on improving this.

Cost per hire

The simplest way to measure return on investment for your tech recruiting is to calculate how much you’re spending for each hire. What costs are you running up for the entire talent acquisition process? Can you switch to a new tool that is not such a drain on the resources without compromising on its performance? How much are you spending on recruitment marketing?

Tracking the cost per hire helps you analyze where you’re spending more money than you should, how to reduce it, and provides an opportunity for you to spend it elsewhere.

Candidate experience

63% of job seekers will likely reject a job offer because of poor candidate experience, and you certainly don’t want that. If your hiring procedures are clunky and long, you decrease your chances of attracting top talent by a lot. Find the gaps in your tech recruitment processes to make them candidate-friendly and improve your employer brand.

Getting a candidate on board is not the end game. You have to keep an eye on how the early days of the new hire are going, ensure that they are satisfied with the job, and meet expectations of the role.

First-year attrition

A new hire will take a minimum of one year to settle down and begin producing their best work, especially in an engineering team. If your candidates are leaving before they complete a year with you, you never have a chance of getting back what you invested in them. Talent acquisition costs will add up and affect your company’s bottom line.

Unclear expectations and poor performance lead to first-year attrition. When candidates are met with unrealistic expectations that don’t necessarily align with the job requirements, it’s more likely they’ll quit the position within a year. And when you hire an unsuitable candidate for the job, performance will suffer and you may have to let the employee go. Take care to clearly communicate what is expected out of the candidate for the position and ensure they have enough resources to maximize their performance.

Offer acceptance rate

An offer acceptance rate (OAR) determines the percentage of candidates who have accepted a formal job offer letter from your organization. This measurement ought to be vigorously depended on as a sign of a recruiter’s competence.

It is indicative of the recruiter’s ability to trace out the candidate’s priorities, needs, and major issues before an offer is extended. It is no mean feat to arrive on an offer that hits the sweet spot for both the applicant and the organization.

Application completion rate

Another important metric to track is the number of individuals who finish your application form. Low application completion rates mean that individuals drop off midway by as much as 60% according to a CareerBuilder survey — because it’s too lengthy, is tedious, or complicated.

It could also show some sort of technical issue. Investigate low application completion rates right away. Your entire hiring process is hindered until you do, especially as this is the first step in a series of rounds.

Formula for calculating Recruitment ROI

To calculate the ROI of your recruitment process, you can use the following formula:

Recruitment ROI = ((Benefits of Hiring−Cost of Recruitment)/Cost of Recruitment)×100

where,

Benefits of Hiring is the monetary value that a new hire brings to the organization. This could be measured in terms of the new hire’s revenue generation, cost savings, or any other financial metric deemed relevant,

and,

Cost of Recruitment is the cumulative of expenses associated with the recruitment process. This includes advertising costs, recruiter salaries, interview expenses, onboarding costs, training costs, and any other relevant expenses.

By calculating Recruitment ROI, you can determine the percentage return on the investments made to hire.

Challenges in measuring Recruitment ROI

Measuring Recruitment ROI is undeniably complex, but by understanding and addressing these challenges, organizations can gain a clearer picture of their hiring process‘s efficiency and effectiveness. Some of the common challenges faced while measuring this metric are listed below:

1. Quantifying intangible benefits is hard: Unlike direct costs, benefits like improved team synergy, cultural fit, or long-term potential of a recruit can be challenging to quantify.

2. Variable costs can affect standardization: Costs can vary widely between hiring campaigns, making it challenging to maintain a standard measure for ROI calculations.

3. There is usually no immediate ROI: The true ROI of a recruit might be realized only after a significant amount of time, especially if the position requires extensive training or has a longer gestation period for maximum productivity.

4.Speed of hiring can affect ROI: It’s essential to balance the quality of hires with the number of hires. An organization might make many inexpensive hires quickly, but if those hires are not a good fit, the long-term ROI may be negative.

5. Indirect costs might be hard to quantify: There are hidden costs associated with recruitment, such as the time managers spend on interviews, which might not be easily accounted for.

6. ROI can change if the business goals change: As business objectives shift, the value or “benefit” expected from a hire might change, affecting the perceived ROI.

7. External factors: Economic changes, industry trends, and labor market shifts can all impact the cost or value of a new hire, complicating ROI calculations.

How we calculate recruiting ROI at HackerEarth

We designed an ROI Calculator that simulates the potential amount of time you could save if you use HackerEarth’s offerings in your tech hiring process. This would directly lead to a significant decrease in the cost per hire metric. That’s why they say, “Time is of the essence when it comes to making quality hires!”

Hiring Strategies

Reshaping The Education Landscape For India’s Future-Ready Tech Talent

In May this year the global banking giant Credit Suisse reported that it would hire more than a thousand developers from India, making our country a base for global innovation, and home to over 25% of its tech workforce. I recount this statistic to underscore how over the last two decades, India has emerged as the largest pool of tech talent in the world.

The developer community grows exponentially year on year, and from playing a supporting role for other industries, we have now graduated to the forefront of developing cutting-edge technologies and innovative applications that will power the future. To sustain this momentum, we must understand the secret of creating a future-ready tech community lies in how we support and educate them.

With the continuous evolution of technology, devising education curricula that keep up with advancements becomes imperative.

When I was in college, we used hard disks and CDs for storing code. The first thing I learnt during my internship was how to store code in a code base and the importance of checking in to a central repository. I hadn’t heard of GitHub till then.This is but a small example, to showcase the gap between what coders are taught in professional institutions and what their work environment demands of them. In today’s startup culture where the learning curve is extremely steep and coders are expected to be shipping code as soon as they join work, rote learning has no reason to exist at all.

I know from experience - my own, and that of coders I have worked with - that what we are taught in our four-year degree courses leaves us underprepared for the workplace. The emphasis then should be on a holistic curriculum that prioritizes conceptual understanding and practical applications, over theoretical knowledge.

Let’s take another example - that of a data scientist, since this is a role currently in demand. An undergraduate student studies a plethora of courses in their four years, and dedicates only a semester or so studying core AI and Data Science topics. At work, they are expected to ace complex business problems with just a few months’ of knowledge. Needless to say, it is tough.

Many data scientists end up using online resources, certification programs, and practice platforms like Kaggle to upskill themselves on their own. This conclusively proves that the content of current engineering curriculums is nowhere it needs to be.

Skill-focused education that prioritizes and encourages interest in new and early technologies should be the norm going forward.

I believe there is ample scope to revamp our current college curricula and focus on improving students’ skill sets. One way of achieving this could be to condense our four-year courses. Colleges can then:

Create a teaching framework that includes at least 1-2 core languages like C++ and Python
Include the most important and popular coding frameworks for specific industry roles like backend or frontend engineers, or data scientists
Substantiate this with multiple internship programs and an ecosystem that hones the technical skills of students and fosters upskilling and growth by encouraging them to build practical applications

Reskilling is key to continuous, long-term growth in the developer world. Technology changes every day and a self-starter who can pick up new skills on the go is considered a prize in the business world. Our education system also needs to provide students with the means to be self-sufficient and job-ready. The need of the hour is not just learning new technical skills. Students must learn more about learning itself.

Along with this, there needs to be an acknowledgment of the soft skills a developer needs to excel at work.

It is always nice to have a high CGP, but the students who crack the top jobs have more than this. In the real world, a coder’s secondary and tertiary skills are their bread and butter. At school, it may not always be important to communicate well, but when you are with your peers and superiors, not being able to communicate well can make a huge impact on how you grow within the organization. I have personally seen many good coders stay stuck in their jobs because they couldn’t communicate their issues, and ask for help.

My mentor at my first job said to me that my emails were ‘pithy’. Even today, I reread my emails thrice before hitting send. Why? Because part of my job description involves distilling technical jargons into layman terms so that the other spokes of the business wheel (namely marketing, customer support, product management, etc.) can do their jobs as well.

I am glad someone pointed out my lack of communication skills to me early on and allowed me to improve. Students in engineering colleges need this particular brand of mentorship as well. Along with their core skills, they should be given opportunities to groom themselves. Colleges can work with companies and provide mentorship programs for young graduates to help them with interview prep, and other life skills so that our graduates leave school with a well-rounded skill set.

The pandemic has changed the way we look at education and learning. Colleges need to take note of this.

Online learning has created a level playing field irrespective of location and delivery channels. Education has been democratized and anyone with access to the internet can potentially learn the skills they need to be a coder. Compared to these online resources, the cost of a college degree remains comparatively high. (Sidebar: I took a full course online on Blockchain and Crypto by Gary Gensler, a professor at MIT, free of cost. Imagine what a specialized course like this would cost in a premier institution!)

As businesses move ahead with a skill-first approach to hiring, it won’t be long before college pedigree loses its sheen. You may hail from an IIT, but can you code better than the self-taught developer who learned their skills on YouTube? There are ISAs that offer a reputable degree at a fraction of the cost that a premier institution in India does. The gap is narrowing, and the high cost of a degree could be the final nail in the coffin for engineering colleges.

For educational institutions to retain their prominence, they must create a curriculum that meets the needs of the future. Collaboration between educators and tech companies is critical. Foresight and expertise should be the guiding principle for educating future tech talent. It is imperative to have education and training that have well-defined outcomes, allowing education providers to work backward from the market requirement and future advancement.

To wit...

There is a growing consensus that the demand and nature of our jobs have changed over the years and the importance of coding as a massive in-demand skill now cannot be ignored.The pandemic has eliminated barriers of geography that existed. This has opened up opportunities for skill-based learning that goes beyond large cities. Businesses now realize that education and work can happen anywhere - interest and ability are the only deciding factors. They are more than happy to hire developers with proven skills rather than with good resumes. Businesses need tech talent that can foresee challenges and remain forearmed. Education plays a key role in building this future-ready talent pool.

The aim of education and training, therefore, should be to create a new generation of coders who are not only great programmers but are also well-adapted to a changing world of remote work and rapid growth, which demands innovation even amid a crisis. Geography is no barrier to learning anymore, and skills are the only currency in this new normal. Our education systems must adapt, pronto.

****

As originally published in The Hindu Business Line.

Hiring Strategies

Corporate Compassion In The New 'New Normal': Where Do You Stand?

“I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” - Maya Angelou

These words of Maya Angelou ring loud, even more so in the wake of a global pandemic. At the start of COVID, the tech industry faced new challenges, and then some, when it came to adapting to the “new normal” of remote work.And then, we were hit by a second, more virulent wave. We saw a hybrid work environment with half the workforce working from home, and the rest from the office, as the next “new normal.” With the ever-evolving view of what ‘new normal’ means, one thing is for certain at this point. Such unprecedented times call for unprecedented measures, especially in the work environment.An entirely new approach to leadership is required; one that grounds its fundamentals in practicing compassion. Every organization needs to act as an agent of change to create a compassionate as well as an inclusive workplace - for where would organizations stand without the support of their people?

COVID has brought corporate compassion into sharp focus

The past year of working remotely has changed a lot of things for companies as well as employees. We have all become more understanding. All of us had to drop off calls midway through for various reasons; we’ve become familiar with our colleagues’ kids and pets too.Work culture has undergone a dynamic shift with employees being cognizant of their colleagues’ family needs, respecting boundaries, and l caring for each other a lot more than before. Employees have even agreed to take lesser pay if it meant avoiding layoffs for other teams in their organization. As leaders, having open and honest communication about the financial standing of the company goes a long way in gaining the loyalty of your workforce.Corporate compassion is expected now. Employees are better engaged by empathetic leaders who do not shy away from difficult conversations. According to the 2021 State of Workplace Empathy report by Businesssolver, nearly 72% of respondents believe empathetic organizations lead to more motivated employees, which in turn leads to higher productivity.

Recommended read: How To Build Safe And PROUD Workplace - A Personal Story

Encourage everyone to discuss their individual experiences and perspectives so that you can collectively re-emerge into the next normal. The pandemic’s most important lesson is that businesses can’t go it alone. Preparing for the future requires a concrete plan that focuses on building a compassionate organization.

How to foster a compassionate workplace

A company with a conscience is a formidable thing to reckon with in today’s evolving world. Also, the best talent in the market gravitates toward a company that truly cares about its employees.Here’s what you can do to cultivate corporate compassion, as well as comfort, and address the concerns of your employees, to build a resilient workforce for the future.

Design employee-forward strategies that focus on safety and well-being

In the aftermath of COVID, the primary concern of organizations should be that of the safety of their people. While it is crucial to follow government guidelines about reopening workplaces, we have to go beyond that to provide additional well-being benefits to employees.Offer flexibility of hours and location of work to your employees. If the past year has shown something, it is that we can get things done as well as maintain a high level of productivity, right from our homes. Give them a choice about where they want to work; be it the office or remotely.The key is to create a hybrid work environment and achieve a balance between physical office space and remote work.

Check in with employees regularly

With your team working remotely, it is important to not let them feel disconnected. Regular, consistent communication helps make your employees feel seen and appreciated. Check in with them about how they are doing if they are facing any challenges, and how you can help. Publicly recognize compassionate acts taken by others to further encourage a mutually supportive community.Take care of your people and back them up with practical support like additional sick days, extended leave, and increased health coverage. Alleviating such basic concerns of your employees will help them be more productive.

Recognize your people’s grief and help them heal

As organizations slowly navigate going back to work, leaders must recognize that employees will need different kinds of support in the aftermath of COVID. It is not as simple as asking people to calm down, move on and expect business to continue as usual.Instead of issuing blanket policies or thinking that all employees need the same kind of support, address each individual’s grief separately. They could be experiencing anxiety about future losses, feeling out of control, worrying about unstable job situations, or coping with the possible loss of loved ones.Be sensitive to different experiences, find the right interventions and adjust them specifically for each employee’s situation; ask them how you can offer your support. As a leader, help your employees find meaning in their grief so that they can heal from it and move forward toward a semblance of normalcy.

Allow for differences in how others cope

Not everybody reacts to a situation in the same way. It is important to hold open discussions where you can learn what your employees need and then create a safe environment for them. As a compassionate leader, you need to validate whatever feelings your employees express as normal, and then go about addressing them.Mental well-being is just as important as physical well-being. Providing safe workplace forums, putting your employees in touch with mental health experts, and ensuring they get the help they require will go a long way in helping them move past this situation.

Be transparent with employees to build trust

The pandemic had resulted in several of the tech giants laying off employees. Instead of keeping your employees in the dark, give them clarity about the financial implications of the crisis on the company. They will appreciate honesty and feel involved in the decision-making process. Alternative plans can be made instead of resorting to layoffs and an empowered workforce will only make it easier to achieve favorable outcomes.

Recommended read: Building Future-Ready Tech Teams

Corporate compassion dictates the way forward

Compassionate leaders are better equipped to shepherd their employees into a post-crisis next normal; organizations that realize the paramount importance of acting with integrity and compassion will be more likely to thrive in a post-pandemic world. This is critical to employee wellbeing, productivity, and retention.The time has come to ask yourselves. Where do you stand?

It is okay if you do not have all the answers but sometimes, all it takes is to listen to your workforce and act on that basis. Being mindful and understanding is key, which is not all that hard to do, eh?

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

Forecasting Tech Hiring Trends For 2023 With 6 Experts

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

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

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

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

Meet the Expert Panel

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

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

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

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

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

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

Overview of the upcoming tech industry landscape in 2024

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

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

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

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

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

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

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

6 industry experts predict the 2023 recruiting trends

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

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

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

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

Pamela Ilieva, Director of International Recruitment, Shortlister

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

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

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

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

Patricia Gatlin, DEI Specialist and Curator, #blacklinkedin

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

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

Radoslav Stankov, Head of Engineering, Product Hunt

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

Mike “Batman” Cohen, Founder of Wayne Technologies

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

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

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

Companies can create internal hackathons to exercise creativity...

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

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

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

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

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

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

6 industry experts predict the 2023 recruiting trends

Rado: Prioritization, team time, and environment management.

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

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

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

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

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

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

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

Brian: Agility, resourcefulness, and empathy.

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

Steve: Negotiation, data management, and talent development.

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

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

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

Patricia: Technology, research, and relationship building.

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

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.

Developer Insights

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

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

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

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

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

Developer Survey

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

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

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

Staying ahead of the skills game

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

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

How happy are developers

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

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

What works when looking for work

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

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

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

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

Tips straight from the horse’s mouth

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

The insight where developer happiness is correlated to work hours didn’t find a significant difference between the cohorts. Devs working for less than 40 hours seemed marginally happier than those that clocked in more than 60 hours a week.

“This is an interesting data point, which shows that devs are passionate about what they do. You can increase their workload by 50% and still not affect their happiness. From a work perspective, as a recruiter, you have to get your hiring manager to understand that while devs never say no to more work, HMs shouldn’t overload the devs. Devs are difficult to source and burnout only leads to killing your talent pool, which is something that you do not want,” says Steve.

Roughly 45% of both student and professional developers learned how to code in college was another insight that was open to interpretation.

“Let’s look at it differently. Less than half of the surveyed developers learned how to code in college. There’s a major segment of the market today that is not necessarily following the ‘college degree to getting a job’ path. Developers are beginning to look at their skillsets differently and using various platforms to upskill themselves. Development is not about pedigree, it’s more about the potential to demonstrate skills. This is an interesting shift in the way we approach testing and evaluating devs in 2021.”

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

Node.js and AngularJS are the most popular frameworks among students and professionals.

“I was surprised by how many young students wanted to learn AngularJS, given that it’s more of an enterprise framework. Another thing that stood out to me was that the younger generation wants to learn technologies that are not necessarily cool like ExtJS (35%). This is good because people are picking technologies that they enjoy working with instead of just going along with what everyone else is doing. This also builds a more diverse technology pool.” — Rado

22% of devs say ‘Zoom Fatigue’ is real and directly affects productivity.

“Especially for younger people who still haven’t figured out a routine to develop their skills, there is something I’d like you to try out. Start using noise-canceling headphones. They help keep distractions to a minimum. I find clutter-free working spaces to be an interesting concept as well.”

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

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

View all

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 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

Remote Hiring And Onboarding Tips For Technical Roles

Remote hiring and remote onboarding best practices

Digital signatures for online contracts

Provide tools to get the job done, without delays

Make induction easier to manage

Introduce them to the responsibilities of their new positions

Initiate more honest conversations

Onboard in small batches

Take a listener’s perspective and act on them

Encourage a sense of community

Remote hiring and you

Hire the best

Optimize costs

Flexibility gain

Hire and onboard employees with HackerEarth

3 Skills For Digital Transformation In 2023 and How to Hire for Them

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Critical Thinking

Adaptability

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Pro-tip

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7 metrics to monitor tech recruiting ROI

Time to hire

Quality of hire

Cost per hire

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First-year attrition

Offer acceptance rate

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Formula for calculating Recruitment ROI

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How we calculate recruiting ROI at HackerEarth

Reshaping The Education Landscape For India’s Future-Ready Tech Talent

With the continuous evolution of technology, devising education curricula that keep up with advancements becomes imperative.

Skill-focused education that prioritizes and encourages interest in new and early technologies should be the norm going forward.

Along with this, there needs to be an acknowledgment of the soft skills a developer needs to excel at work.

The pandemic has changed the way we look at education and learning. Colleges need to take note of this.

To wit...

Corporate Compassion In The New 'New Normal': Where Do You Stand?

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Design employee-forward strategies that focus on safety and well-being

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7 tech recruiting trends for 2024

Trend #1—Leverage data-driven recruiting

Trend #2—Have impactful employer branding

Trend #3—Focus on candidate-driven market

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

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

Trend #6—Conduct remote interviews

Trend #7—Be proactive in candidate engagement

Recruiting Tech Talent Just Got Easier With HackerEarth