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Episode 4: Why Tech Hiring Based On Skills Should Be Your #1 Priority ft. Stranger Things

This post has been updated on October 19th, 2022.
Welcome to the last episode of #NetflixandHire! Over the last couple of episodes, we’ve learned that sometimes what you see is not what you get, why you shouldn’t judge a book by its cover, and why you need to think outside the box when it comes to tech screening and hiring. Doing this is a sure-shot formula to reach those ambitious tech hiring goals you’ve set for yourself.

P.S. If you haven't already gone through our previous episode, here you go! - Episode 3: How to up your collaborative hiring game in 2020 ft. Breaking Bad

Source: Reddit

For our finale, we’ve chosen a show that everyone is obsessed with—Stranger Things. This show has just enough intrigue to keep a seasoned pro on their toes while giving us major ‘80s nostalgia. The reason why we chose this show for this particular episode is the main protagonist, Eleven, aka El. If you’ve watched this show, you’ll know that the first impression anyone has of Eleven is of a helpless runaway who’s been subjected to something terrible. When she takes refuge at her soon-to-be-friend Mike’s place, you’d only feel sorry for her. But 20 minutes into the show, you’ll see Eleven channel her telekinetic skills to actually topple a truck while on the run from her abductors, giving us a goosebump-worthy moment when we least expect it🤯

Stranger Things - Eleven

Source: Amino Apps

Now think of it. If El was a resume you were screening, would you actually consider her a worthy candidate? With her shaved head and hospital gown, many would just judge her by her first impression and add her to a pile of other resumes that didn’t make the cut, thus disregarding her actual skill set.

And then there are the ‘Jim Hoppers’ who claim to have the skills but rises to the occasion much later (for the uninformed, Jim Hopper is the sheriff in El’s town who conveniently ignores the sinister events happening around him initially).

Stranger Things - Jim Hopper

Source: The Geek Heral

78% of resumes contain misleading statements, while 46% contain actual lies!

This is precisely why you need to hire based on skills if nothing else. According to staff.com, a tech giant like Google receives close to 2 million job applications in a year and with recruiters spending an average of just 6 seconds looking at a candidate’s resume, there is a high chance of overlooking potential ones.

The key takeaway—Seeing someone’s skills in action is a far better indicator of their performance than their CV

Here’s how you can measure how good a developer is at his job.

Screen coding skills before interviewing a developer in person

Incorporating skill-based assessments in your tech screening process is a sure-shot way of bringing only viable candidates to the interview stage. This also gives more bandwidth to your hiring managers to assess these candidates further on technical skills in the upcoming interview rounds.

Skill-based assessments allow you to create tests for a variety of programming skills ranging from basics such as C and C++ to more advanced topics such as Big Data.

Create a take-home coding test for free

Why skill-based hiring should be your go-to

1. You reduce the time to hire

Time to hire measures how quickly a recruiter is able to hire a candidate. Skill-based assessments reduce the number of tech screening rounds, thus reducing the time to hire.

A skill-based assessment can bring down your time to hire by 50%!

2. You reduce your cost per hire

The cost per hire is the total cost involved in hiring an employee. Technical assessments allow you to hire at scale at much lesser costs.

A skill-based assessment can save 87% of your hiring cost!

3. You improve the quality of tech hires

Quality of hire is the value a new employee brings to your company. This depends on how successful you are at finding candidates who are the right fit for your organization. Skill assessments can help you screen and shortlist talented developers quickly.

70% of the candidates who passed a skill-based assessment ended up getting hired!

4. You can scale your tech hiring

As your organization grows, your hiring requirements also grow. Skill assessments help you scale your hiring process through automated candidate screening, allowing you to screen more candidates in less time.

Companies have sped up their hiring cycle by 98% through assessments!

5. You can increase recruiter bandwidth

Recruiter bandwidth is the time and resources at the disposal of a recruiter. As all tactical aspects of hiring are taken care of by the skill assessment platform, it frees up more time for recruiters to concentrate on other aspects of hiring.

A skill assessment platform can increase recruiter bandwidth by 66%!

Now that you’ve discovered all the benefits of skill-based assessments, it’s time you started using them for screening and hiring developers. Also, if you’d be interested in trying out an assessment tool for yourself, you can sign up here.

We hope you’ve learned some great lessons over the course of #NetflixandHire. It’s time I went back to binge-watching more TV shows and I will be back with more content soon. Until next time. Till then, #NetfixandHire! 😎

My Internship at HackerEarth

Work Environment:

I have always dreamt of working for an organization where loads of responsibilities are placed on their employees. And HackerEarth does just that! Obviously, you get hired because of your skills, but founders and managers expect much more. Opportunities for learning and growth are plenty, as often, you work outside your job description. Everyone works together and the best part is, there's no middle management, so you learn from the best.



It was a pleasure to join the Inside Sales team as a Market Research intern. Interning at HackerEarth gave me the freedom to learn from many vertices. Everyone at HackerEarth has the license to show off their brilliance. Delivering results with fresh designs and pitching in new concepts that capture consumer interests happen almost everyday! There’s pressure to break new ground, but dynamic energy drives the progress here. Pride in growing the company and sharing in its ups and downs creates a tight-knit team.

Not to forget, HackerEarth is one of the coolest places to work in. Plenty of perks keep employees happy, such as quarterly outings, flexible working hours, free food, a casual atmosphere, a gaming zone, etc.Every quarter, the entire organization gathers for a session with the CEO, Sachin Gupta. He gives an insight about the company, industry trends, what the company has achieved so far, what it intends to achieve, and much more. The level of transparency is impeccable! A special shoutout to Shishir, Head of Inside Sales, and probably the most resourceful person I have ever known. He helped me get a hang of things, starting right from the basics.

My Experience:

As a fresh MBA graduate, HackerEarth was the perfect place to calm my hunger - the hunger for knowledge, career growth, and skill development. As a Market Research intern, I learned that it is one of the most interesting and fastest growing fields to be in. It has a wide scope in the international forefront. This role not only improved my theoretical skills but also gave me hands-on experience in sales, marketing, lead generation, and business development. Apart from being one of the foremost startups in the country, HackerEarth also provides a fair working environment. The young and talented employees here are ready to walk an extra mile when you are in dire need.HackerEarth has an open culture and everyone is free to suggest new ideas and changes. There’s no scope of boring preset “to-do” lists; it is a world full of new challenges and possibilities. Yes, working at HackerEarth is an adventure!

Take Away:

It is said that good salespeople are hard to find, effective sales managers are rare commodities, and an outstanding sales director is like the proverbial needle in a haystack. The sales team at HackerEarth is exactly opposite of what is stated above. I was fortunate enough to work with this outstanding team - their effectiveness and principles are beyond brilliant!

I can confidently say that HackerEarth is “The Company” where one can acquire new prowesses and upskill themselves in a very short span of time. In only six months, I learned about consumer/client behavior, different research techniques, analytical skills, various marketing methods, to name a few. The company truly lives by its motto, “Everyone here is an owner of the company and we are always open to hearing people who can help us become better.” Career development opportunities are excellent for those with a go-to attitude and motivation to turn ideas into reality.





Technology Recruiting: The Future of Hiring Top Developers

Key Takeaways for Tech Recruiters

  • Benchmark existing employees to identify skill gaps before hiring externally.
  • Adopt data-driven strategies to expedite and enhance the quality of the hiring process.
  • Use AI-powered tools to assess and identify top talent.
  • Engage with talent via hackathons and coding challenges.
  • Aim to provide a positive candidate experience with your recruitment methods. 

Introduction

India’s technology sector has seen impeccable growth in recent years, creating exciting job opportunities for engineering professionals. However, the employment numbers reflect a different picture. Every year, roughly 1.5 million students graduate from engineering colleges. However, only 10% can find employment as they lack the practical skills to qualify for coveted jobs. Therefore, identifying, assessing and hiring top talent is challenging for even the most skilled and experienced recruiters. To tackle this issue, hiring teams must adapt data-driven strategies, leverage AI-powered tools and focus on skills-based hiring. 

In this article we explore modern technology recruiting techniques that can help recruiters make faster, fairer, and more efficient hiring decisions.

The Challenges in Tech Hiring Today

Decline In Skilled Talent

Although there is no shortage of highly qualified developers in today’s job market, there is an acute shortage of ones that are well-rounded. One of the major issues recruiters face today is finding the skilled and talented developers with industry-specific skills.

A LinkedIn report found that 67% of recruiters struggle to source qualified candidates for technical positions. 

Passive Hiring Is Passe

Traditional hiring methods are ineffective and are being replaced with AI and automation. Even advanced Applicant Tracking Systems (ATS) fail to capture real skills, leading to a gap between the job requirements and a candidate’s true capabilities leading to very few favourable results.

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Pro tip! Use live assessment tests to assess candidate skills in real time.

Bias in Hiring Still Exists

Several companies still rely on conventional hiring methods, leading to unconscious bias, causing them to miss out on acquiring great talent. Over 60% of hiring managers admit that hiring decisions are biased at some point in the recruitment process.

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Candidate Experience Matters More Than Ever

A positive candidate experience is crucial in retaining good talent. Shorter hiring periods, and prompt response after interviews are some of the ways to keep new talent engaged in the recruitment process.  Lengthy assessment periods, slow feedback loops and outdated interview formats turn candidates away even from the most admired brands/companies.

Pro tip! Aim to complete the entire hiring process for top talent within 2 weeks 

Overcoming Hiring Challenges with Modern Recruiting Techniques

Attracting Top Talent 

The first step towards employing the best tech talent is to craft meaningful job descriptions. In tech recruitment, top talent is attracted to a purpose-driven job description over everything else. Engineers are realists. So it is essential to showcase your organisation’s tech values to attract skilled talent.

Leverage AI-Powered Screening

AI-powered recruitment tools can help recruiters find top talent without bias, automate mundane tasks, reduce hiring time and ensure diversity.

How to Implement AI-Powered Assessments:

  • AI-driven assessments rank candidates based on skills and problem-solving efficiency.
  • Automated coding interview platforms like HackerEarth FaceCodeprovide real-time code playback and instant feedback.
  • Reduce unconscious bias by using AI-powered resume masking to focus on skills rather than demographics.

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Pro Tip: Remember that no matter how efficient AI is, at the end of the day it is a program that can produce potentially biased results. Hence, ensure that your hiring strategies include human intervention at crucial stages.

Use Hackathons to Identify Top Talent

Hackathons are an excellent way to engage with top developers while assessing their technical and collaboration skills.

How to Use Hackathon as a Hiring Tool?

  • Host a hiring hackathon to attract top talent and test problem-solving capabilities.
  • Use hackathons as a pre-hiring assessment to see how candidates perform under real-world pressure.
  • Engage with HackerEarth’s rich global developer community of 9.6M+ developers..

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Adopt Skills-Based Hiring

Resumes fail to capture the true skills of potential candidates. Instead, use online assessment tools to understand and assess potential candidates in real time.

How to Implement Skills-Based Assessments:

  • Use HackerEarth Assessments to evaluate coding and problem-solving abilities.
  • Design real-world coding projects that mimic actual work scenarios.
  • Incorporate full-stack developer assessments to gauge a candidate’s overall expertise.

Enhance Candidate Experience with Seamless Processes

Leverage developer-friendly forums like GitHub and LinkedIn to attract skilful candidates. Make yourself approachable to potential candidates by leveraging chatbots to answer common questions they might have about your company. Such practices enhance employee engagement, garner good brand recognition and facilitate seamless hiring.

How to Enhance Candidate Experience?

  • Cut down assessment time with AI-powered adaptive testing that adjusts difficulty based on responses.
  • Offer live coding interviews instead of multiple rounds of generic technical screenings.
  • Provide instant feedback to candidates post-assessment to improve engagement.

Benchmark Internal Talent for Strategic Hiring

Implement internal feedback loops that help bridge skill gaps, and then advertise for candidates accordingly.

How to Implement:

  • Use internal benchmarking to measure current employee skills against industry standards.
  • Create personalized learning paths for upskilling developers before sourcing externally.
  • Encourage internal upward mobility by promoting skilled employees into open roles instead of hiring externally. It’s not only cheaper but it also increases retention and improves employee morale.

Case Study: How MoEngage Enhanced Hiring Quality with HackerEarth

Challenge: MoEngage, a customer engagement platform, wanted to add top notch talent to its engineering team quickly but found conventional screening methods misaligned and difficult to manage. 

Solution: By partnering with HackerEarth, MoEngage introduced technical assessments to pre-screen candidates before technical interviews. This streamlined the hiring process and ensured that only qualified candidates progressed to the interview stages.

Key Achievements:

  • 50% improvement in candidate quality: The introduction of assessments led to a higher calibre of candidates reaching the interview stage.
  • 400% expansion in the talent pool: Automated assessments allowed MoEngage to consider a broader range of applicants without increasing the recruitment team's workload.
  • Reduction in interviews per hire: Previously, hiring managers interviewed up to 15 candidates per role; with HackerEarth's assessments, this number decreased to 6, optimising interviewer time and resources.

Results: MoEngage successfully scaled its engineering teams, improved the efficiency of its hiring process, and ensured a higher calibre of new hires, contributing to the company's growth and innovation.

Read the full case study here: hackerearth.com

The Future of Technology Recruiting

The recruitment landscape is evolving rapidly. With AI, data-driven decision-making, and skills-first hiring, companies can identify and retain the best developers faster and more efficiently.

Conclusion

The tech industry is making transformative strides with the help of AI and automation. To keep up with changing times, recruiters must accept and adapt data-driven methods to identify, assess and hire skilled professionals. HackerEarth’s assessment solutions are agile and capable of helping modern-day recruiters carry out their mission of aligning top tier talent with organization’s needs. Skills-based assessments, AI-driven hiring practices, and hackathons are here to stay, and recruiters must leverage these tools to find the best tech talent in the industry.

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9 Creative Recruitment Strategies To Hire Developer On A Budget

Recruiting top-class talent is challenging in itself and doing it on a low budget can be quite a daunting task!

Startups and mid-sized companies that typically operate on a shoestring (small) budget (before they catch the eye of the big VCs and make it to the big league) are commonly faced with the predicament of how to recruit the right candidate with their limited budget.

At a time when big companies lure top talent with generous salaries and bonuses, VMware, Splunk, and Cadence the top three paying companies in America pay their employees in the range $160k according to Business Insider.

What chance do the smaller players have?

According to a study by Deloitte, employees reported work-life balance as being the most important factor apart from salary.

In another finding, a whopping 42% of those surveyed by Towards Data Science was willing to choose a lesser paying job with fewer working hours than a better-paying one with more working hours!

The attractive perks and benefits offered by tech biggies to their employees to keep them interested in more evidence supporting the finding that salaries aren’t everything.

For instance, Netflix offers its employees unlimited maternity and paternity leaves in their first year of parenthood.

Airbnb, on the other hand, offers its employees an annual stipend of $2000 to travel!

While the latter may not be applicable to a firm with budget constraints, a flexible work schedule can be very attractive to many employees. (Also Read – Employee onboarding: Looking at the bigger picture).

So what should startups do to hire developers and other tech talents on a small budget? While everyone is looking to get that developer worth million dollar bucks, there are few creative recruiting strategies to hire great talents, let’s discuss them below

Shoestring budget, how to recruit on budget, hire developer on budget, budget hiring, 9 creative recruitment strategies for hiring top talent , creative recruitment strategies

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9 creative recruitment strategies for hiring top talent

  1. Appeal to their emotional side

    While salary and bonuses may be more appealing to the logical side of the brain, there is another way to attract a potential hire – by appealing to their emotional side.

    At the core, all of us are driven towards finding a sense of purpose.

    If you can get candidates invested in your company’s mission, then it can go a long way in shifting their focus from merely looking for a well-paying job to one where he/she could make a difference in the larger scheme of things.

  2. Additional perks never hurt

    Maybe you have a fancy cafeteria with unlimited snacks and all your employees are equipped with MacBook Pros. Or maybe not.

    One thing we need to understand is that not all employees seek these fancy perks.

    Quality bonding time with everyone over a piping hot cuppa and some munchies to go around may be just as appealing!

    Most companies tend to overlook certain easy-to-implement and highly effective perks that would appeal to the employees, such as

    1. Flexitime

      A flexible work plan empowers employees to plan their work around their own schedule, which in turn leads to a more productive workforce that is self-motivated and doesn’t need constant reminders or supervision.

      The flexitime can be in the form of late clock-in time or early clock-out time. Since the flexiwork applies to everyone involved, employees are more willing to pitch in for a colleague in case of emergencies.

    2. Healthy meal options

      Promoting a healthy workplace is also in fashion these days, with cafeterias serving all kinds of healthy and nutritious food for the employees.

      By adopting a healthy food policy, not only are you offering your employees a healthier alternative but also positioning yourself as an employer that cares for its employees’ health and well-being.

    3. Convertible or standing desks

      Emerging as one of the fastest growing and in-demand employee benefit across companies, the humble standing desks or sit-to-stand desks can be an inexpensive yet attractive perk to offer to a prospective candidate.

      These desks, apart from making the workspace more robust and dynamic, ensure better collaboration among employees.

    4. Discounted neighborhood membership

      Most startups operating on a tight budget would not be able to afford a fully functional gym in their workplace, however, a group discount at a neighboring gym can be an excellent alternative.

      This would promote a healthier, dynamic work environment.

    5. Travel or holiday allowance

      An excellent benefit to add to your list would be a holiday allowance that can boost the happiness quotient among employees in your office to new levels.

      A dash of creativity coupled with some well-thought out and relevant benefits can empower you to not only retain your current crop of employees but also galvanize them into becoming brand ambassadors for your company.

      Referral hires who are well versed with the dynamics and work culture of your company, thanks to this band of brand ambassadors, would be willing to take a pay cut because they know they would be a good fit here. (Also Read – How employee wellness affects productivity: four fundamental pillars)

  3. Work-life balance

    Whether you’re running a bookkeeping side hustle with a team of two or managing an enterprise with a dozen headcounts, you must prioritize the work-life balances of your employees .Employees today do not prefer to be tied down to their desks for long work hours and require time-off to socialize, follow their passions, pursue higher education and lead a fulfilling life.

    It is imperative for employers to understand this need, and offer employees an excellent work-life balance. Such a workforce tends to be more productive and infuses robust energy to the workplace.

    A study by Deloitte reports how employees revealed that work-life balance was one of the most important factors while considering a job.

    There are limited hours in a day and demanding that your employee work for longer hours not only builds resentment but also affects productivity!

    An unhealthy lifestyle with irregular meals of unwholesome food, lack of adequate exercise, and the absence of stress-relieving activities can potentially lead to life-altering or fatal lifestyle diseases!

  4. Autonomy, mastery, and purpose

    Experiments in the 1970s by well-renowned psychologist Edward Deci studied how money and motivation derived different results from its subjects.

    In these experiments, a group of people was divided into two sets, one that was asked to solve a puzzle with money as the reward and the other who was asked to solve a similar puzzle without any monetary rewards.

    He found the second group that was simply offered a challenge without any monetary compensation to be more motivated than the one that was offered compensation.

    This example is in no way to suggest you withdraw monetary compensation for your employees from the table! On the contrary, the lesson we could perhaps learn from this is that humans have an intrinsic need to succeed, which can be leveraged by offering them an environment that is conducive to attaining such a goal.

  5. Potential for growth

    Some of the best hires are often looking for an excellent opportunity and a challenge as well!

    They are keen to know about the company’s growth prospects and their own professional advancement and career prospects.

    In a poll by Gallup, 87% of the millennials reported career advancement was very important in a job.

    A candidate who understands his current role, as well as the career prospects within the company, is much more likely to take a salary cut in lieu of career advancement.

  6. Stock options

    Several companies offer equity or stock options as part of the compensation.

    This would mean that the salary that the employee gets in hand would be much lesser since he gets to have greater skin in the game.

    This is an excellent way to align the company’s interests with that of the employee.

    The employee who chooses to take a lesser salary in lieu of equity believes in the company’s potential and is incentivized to grow the company so that her own shares also increase in value.

    Microsoft is one of the early companies who offered stock options to its employees and created 3 billionaires and over 12,000 millionaires in the process!

  7. Sell them on your technology

    A very effective way to attract players to your team is to sell them on the hot technology you are working on.

    People, from entry-level to senior-level employees, would take a smaller paycheck if they get to work on cutting-edge skills. (Also Read – Automation in recruitment and why it is a necessity for HR)

  8. Show them you only hire the best

    Compelling stories about your team and their superior industry knowledge would persuade a talented hire to be part of your team.

    The reason?

    An A-player prefers to work with other A-players and would be willing to take home a few dollars less for the opportunity to be in the company of great talent.

  9. Job vs. Career

    The best hires are not merely looking for a job to earn money!

    Instead, they are looking for a workplace that has the potential to grow and offers similar growth prospects to its employees.

    In short, a lucrative career is what a top-class talent is looking for.

    To convince a person such as this, you need to play up your company’s mission, its goals, its potential for growth, its team, and its work culture.

    It is imperative to find a dedicated team of talented employees to boost your company’s success and without lucrative paychecks, these above-mentioned ideas can serve you well in attracting great talent.

Conclusion

While finding new ways to retain employees through exciting perks and keep them engaged with new challenges, remember to not tweak the hiring process to such an extent that you have to make do with less than the best talent.

There are other ways to cut costs— employ novel tools to identify talent, streamline the evaluation and interviewing processes, and manage employees— and weed out under-qualified candidates.

Automation can save several man-hours, which means you save lots of pennies too, and improve the effectiveness and efficiency of your recruitment strategy.

Read how start-ups like GyanMatrix & global NGOs are using Technology Recruitment Software for hiring technical talents on budget.

Take a 14-day FREE trial for HackerEarth Recruit to see if the software is a right fit for your organization.

Employee onboarding checklist for new hire

First impression matters.

After spending months investing resources to find great talent to fill a key role within the company, it is terribly disappointing to have the employee resign within a year. This is the case for many companies, which are not able to meet new hires’ expectations and as a result, lose good people. This happens because while new hires join the company with much motivation and excitement, they somehow end up becoming disillusioned often within the first few days itself. (Also read: Why employees frequently switch jobs and how to retain them)

Unfortunate examples of these employers involve superficial employee onboarding programs, unclear communication to new hires prior to the first day, unstructured training, and neglected information regarding the HR’s and hiring department’s responsibilities.

According to TalentWise

  • 91% of new hires stick with a company for at least one year if the organization has efficient onboarding processes
  • 69% of those new hires stick with a company for at least three years when it has a well-structured onboarding program

Steps to creating your employee onboarding checklist for new employee

To consider the hiring process for a specific position successful, employers need first to make sure that their new hires will not leave the company soon. That said, it is important to show them from day one that you as an employer care about them and respect the fact that these people will be the people who will drive the company’s overall performance in the near future. Thus, you will help them keep alive, and maybe enhance, their excitement and motivation for joining you. (Also read: 7 ways recruiters can increase the offer-to-joining ratio)

When do you make the first impression in employee onboarding?

If you think you will make the first impression the moment the new hire will formally join the company, you have already lost the game!

The first impression will take place at the moment you will contact the candidates. The way you approach them, the tone of your communication, and the overall experience you provide them with are all part of the first impression you are making on candidates you are considering for a key position within the company. Even if you don’t know yet who will be hired in the end, you should know that the “employee onboarding” starts when you approach the candidates. In the end, this is why you approach them because you believe that they could join the company.

There are plenty of examples when candidates were very excited to join a company, but they don’t because of an unstructured and unclear hiring process. They were not impressed with the way the company dealt with the hiring process, and them.

How to avoid such a bad impression:

  • Set and communicate a clear timeline regarding the hiring process – Let the candidates know how long it will take, what the steps are, and when to expect what.
  • Communicate status update to each candidate at each step – It is important for the candidates to be updated about their application status. They need to know if they made it to the next step or not. Should they start applying somewhere else or wait a bit longer for your decision? They need to know.
  • Involve gamification in the hiring process – Gamification of the hiring process is a great way to provide candidates with a great experience— an experience which makes them feel that even if they do not get the position, at least they enjoyed the journey.
  • Incorporate Talent Assessment Software – TAS has a twofold goal. On one hand, it helps employers to ensure that the person they will hire will be able to perform well in the new role, and, on the other hand, it helps candidates create a positive impression about the dedication of the company to ensure that it will hire only the best. Somehow, it makes them feel special when they succeed. For example, HackerEarth Recruit is a technical recruitment platform that helps companies assess candidate performance via customized online coding tests.

“Before the first day” to-do list?

After considering the aforementioned practices, you can be sure that the new hire is likely to have the same or even increased motivation to join the company. By providing candidates with a positive experience throughout the hiring process, you (hopefully) convinced them that you care about the people you bring onboard; you want the best, and if they made it they have an extra reason to feel proud to join your family.

As soon as the candidate accepts the offer, you are all ready for the next step of the candidate preboarding process. The best way is to automate the journey using candidate preboarding software. These software help ensure that the preboarding is without glitches and also help in ensuring that the dropoff is minimal.

Create a “Before the First Day” list, and include on this list all the tasks that the employee preboarding team needs to complete:

  • Make sure you provide the new hire with some practical and clear information about the first day. Consider the question: “What should they expect on the first day of employment?”
  • Make sure all the paperwork has been finished before he/she joins the company. Enter him/her in your HR systems, have the laptop/desktop ready, and create for him/her all the necessary accounts. Show them you are structured and proactive.
  • Remind the hiring managers about the new hire a few days in advance, and make sure he/she has scheduled some time in their calendar to introduce the new hire to the rest of the team, and give a contact list. (Also read: 10 ways to build inclusive onboarding experience)

On the First Day – the “Official Employee Onboarding”:

Supposing that you managed to ensure the entire “Before the First Day” list has been checked, now, you need to think of the structure of the “Official Employee Onboarding.” This is the moment when you officially introduce the new hires to the company and make sure they will find the working environment you promised during the hiring process.

That said, consider the following practices, inspired by companies such as Google and Netflix:

  • Present your company’s policies and values; while doing so, try to reference specific examples. If you reference a story or a real example, they’ll be more likely to relate and understand.
  • Encourage open dialogue.
  • Discuss their responsibilities and be prepared to answer any questions.
  • Introduce them to the rest of the team.
  • Assign a dedicated mentor to each new hire.
  • Provide them with a schedule and timeline regarding their training.
  • Google employee onboarding program suggests that when training new hires, define success for each. Put together a roadmap to success based on the way you perceive it and expect it to be. Present them with as many KPIs as possible. Thus, you will help them have a clear image of what is expected of them.
  • Netflix onboarding program suggests you let new hires tackle huge projects from the beginning. It makes them feel like you trust them and believe in their knowledge, skills, and abilities.

Successfully ending the employee onboarding process

For some organizations, the official employee onboarding program, including the training, ends within three weeks, and for other companies after 2 or 3 months. There is no standard timeline on this. It always depends on the company culture, size, structure, and goals. What is important to make sure that you successfully end the employee onboarding process is that you (HR, IT, Facilities, and the Hiring Team) ensured that the new hire received well-structured training which will help him/her feel part of the team, perform as expected, and align personal goals with the overall company’s goals. The hiring manager should hold several feedback meetings with the new hire. In these meetings, the purpose should be to make sure that the new hire is ready to perform “independently.” If you are already there, then kudos on your well-structured onboarding program. If not, then it is time to review and adjust it according to your company’s needs and resources. (Also read: How to write an employee handbook)

Why do so many engineers hate their jobs?

It wouldn’t be too presumptuous to say that half the population considers their jobs are just to get them by. Forbes says 52.3% are unhappy at work, and 63% are not engaged in their jobs. People who are over 35 (says Robert Half) seem to be more listless and unhappy than their younger colleagues who still have some of the stardust in their eyes. Alright, so most people don’t enjoy their jobs. Not news, is it?

Engineers don’t have a better story to tell either. The ennui or disillusionment seems to be a part of their work lives. Even as we are moving from a reactive economy to a predictive one, engineering remains one of the more coveted professions. It now offers degrees that are quite versatile, with enough job roles waiting for you to try. However, many engineers have voted for job dissatisfaction for various reasons, in informal polls .

What makes them unhappy?

Overworked, over-enthusiastic

Most engineers will agree that they tend to feel burned out faster because of a number of hours they put in, especially in the initial days of the job. Long work hours can take a toll on their personal lives, fitness, health, and mental well-being. Although some people simply aren’t willing to put in more than 40 hours a week, there are a few eager beavers trying to impress management or the truly passionate ones who spend a lot of focused hours at the office. The upside is that these engineers who “outwork” their colleagues do typically get ahead quicker. The downside is that they can become disenchanted in no time if they don’t see any tangible results, not to mention becoming unwell over time.

What the company can do:

Appreciate the engineers who show up early and stay late, doing productive work to meet deadlines. But encourage a healthy work-life balance for all your employees by providing exercise access, company outings, recreational areas, community engagement activities, flexible schedules, team building events, training or workshops, and childcare facilities. In the long run, your company will be more attractive to potential hires. Also, you can improve employee retention and be home to loyal, better-quality workers.

Conduct accurate coding assessments with HackerEarth.

Underpaid, undervalued

Engineers in big tech firms may not identify with this because they tend to enjoy several benefits above-market compensation brings. On the whole, we recognize the engineering profession as one that guarantees financial security. And many engineers feel that they are, more or less, being paid adequately for the job they do. But in fledgling firms, this isn’t always the case. Apart from the insane hours, engineers are on their toes all the time trying to fix issues, whether it is complex machinery or code, before they escalate. The young engineering graduates often complain that their appraisals follow a bell-curve. In this infographic, 50.4% of engineers said they were qualified enough to make more money.

What the company can do:

Offer qualified engineers a decent compensation; a griping lot will negatively impact productivity and company morale. As an engineering firm, ensure that you have proper work scheduling and project management in place. In startups, engineers often feel that they are grossly underpaid (some are overpaid!) after working almost 70 to 80 hours per week. Losing skilled tech talent to the competition is easily avoided by ensuring fairness in your hiring practices and in your efforts to retain, recognize, and reward.

Under-prepared, confused

Young graduates come into jobs excited and hoping to become Q (from James Bond) and change the world. But in reality, they become disgruntled by having to deal with dull tasks like checking for inconsistencies in sheet numbers across design drafts. Some of them even quit the profession few months after realizing that either they were ill-informed or that engineering was much better at the Uni. According to Michael MacRae (ASME), engineers are “tasked with projects that require technical skills without also providing an environment offering collaboration, problem-solving, and other perks that satisfy the engineering mind and soul.”This is also cited as a reason, because these graduates are not prepared enough for all that the job requires them to do.

What the company can do:

Remember to outline the exact responsibilities that define a role at the outset. Make them understand that along with interesting tasks, some gray jobs will be part of the position. Tell them what opportunities for upward mobility exist. Clearly chalk out a plan for advancement for technical staff. Create a positive work environment with helpful, patient senior staff or experts to smoothen any wrinkles. Invest in your employee, and you will see how their appreciation translates into personal and company growth. Also, remember to have dedicated personnel to liaise with the engineers and other non-technical staff to minimize conflicts and lack of clarity between requirements and expected solutions.

Apart from these, what else can companies do to keep their engineers happy?

Cultivating a cooperative and positive workplace atmosphere

Encourage professional growth and skill advancement among your team. Foster a climate that prioritizes teamwork and the exchange of knowledge to resolve conflicts and boost collaboration. Establish an environment grounded in mutual respect, where each member feels appreciated and supported. Promote transparent and collaborative communication within the team. Explore literature like “Radical Candor” by Kim Scott, and “Extreme Ownership” by Jocko Willink and Leif Babin for further inspiration.

Elevating code quality and sustainability

Begin by instituting code review methodologies (such as mob/pair programming or pull requests) to guarantee adherence to best practices and superior code quality. Prioritize automated testing to identify issues early and confirm code accuracy. Plan for ongoing enhancements and allocate time for substantial refactoring and addressing technical debt to boost code sustainability. Encourage, or even mandate, comprehensive documentation in everyday tasks to improve clarity and ease of ongoing maintenance.

Refining recruitment and interview techniques

Recognize that many engineers struggle with conducting interviews. Select and train a group specifically for interviewing, focusing on effective and impartial methods. Develop a structured interview process that assesses candidates on relevant skills and problem-solving capabilities, steering clear of irrelevant challenges. Always offer constructive feedback to applicants to guide their development, regardless of hiring decisions.

Advocating for work-life harmony and employee wellness

Promote a culture that values the balance between work and personal life, and supports employee well-being. This includes refraining from late-night communications and offering flexible working conditions, especially as many in software engineering find remote or adaptable work more productive and enjoyable. Encourage breaks, physical activities, and screen-free time in innovative ways, such as scheduling meetings for slightly shorter durations. Provide support and resources for mental and physical health.

Encouraging ongoing improvement and learning

Highlight the significance of innovation, experimentation, and staying informed about industry developments. Build a learning-focused culture, offering groups for skill development, book clubs, and open training sessions. Motivate staff to embrace new technologies and enhance their abilities, potentially incorporating learning into performance reviews. Ensure there are methods to objectively evaluate and recognize continuous learning and skill development.

Streamlining operations and minimizing bureaucracy

Assess and refine internal processes to cut down on unnecessary meetings, bureaucratic hurdles, and inefficient practices. Give teams more autonomy in decision-making and reduce unnecessary approval steps, handoffs, reviews, or other procedural inefficiencies. Adopt agile methodologies to foster a more flexible, efficient, and adaptable work environment.

Championing diversity and inclusivity

Work towards creating a welcoming atmosphere for people from various backgrounds. Actively pursue diversity and inclusivity within the organization. If not already in place, implement policies and practices that ensure equal opportunities for all employees.

Although the perks and compensation for tech-related jobs in big companies can be really attractive, cookie-cutter corporate environments may not work for some. Respect your engineers and empower them. Along with flexible work schedules, give them some autonomy and listen to their opinions. Give them the freedom to solve problems via innovative approaches in a results-driven culture. Groom them for leadership roles and train them on the managerial skills required to climb the ladder. Support their work-related interests and give them opportunities for career progression via access to and training on new tools and technologies. Conduct internal hackathons and other challenges to boost employee engagement by helping employees showcase their skills and foster collaboration and innovation. Recognize their contributions and ensure they see what difference their work is making to the company or the community.

If none of these work, then ask them what they need to be happy and productive. That has to work!

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7 Tech Recruiting Trends To Watch Out For In 2024

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

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

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

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

7 tech recruiting trends for 2024

6 Tech Recruiting Trends To Watch Out For In 2022

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

Trend #1—Leverage data-driven recruiting

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

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

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

Trend #2—Have impactful employer branding

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

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

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

Trend #3—Focus on candidate-driven market

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

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

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

Recommended read: What NOT To Do When Recruiting Fresh Talent

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

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

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

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

—Swetha Harikrishnan, Sr. HR Director, HackerEarth

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

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

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

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

Trend #6—Conduct remote interviews

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

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

Trend #7—Be proactive in candidate engagement

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

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

—Narayani Gurunathan, CEO, PlaceNet Consultants

Recruiting Tech Talent Just Got Easier With HackerEarth

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

Our tech recruiting platform enables you to:

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

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

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

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

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

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

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

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

Let’s get to it, shall we?

Hire great developers

What constitutes a good interview question?

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

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

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

Hire GREAT developers by asking the right questions

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

#1 How do you plan your day?

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

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

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

Value-based interview questions to ask

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

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

Recommended read: How Recruiting The Right Tech Talent Can Solve Tech Debt

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Developer Hiring Statistics

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

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

Recruit GREAT developers by asking the right questions

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

#1 Write an algorithm for the following

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

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

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

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

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

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

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

#3 Some high-level design (HLD) questions

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

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

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

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

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

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

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

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

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

What is Pre-Employement Assessment?

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

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

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

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

Why pre-employment assessments are key in hiring

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

  • Improved decision-making:

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

  • Reduced bias:

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

  • Increased efficiency:

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

  • Enhanced candidate experience:

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

Types of pre-employment assessments

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

1. Skill Assessments:

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

2. Personality Assessments:

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

3. Cognitive Ability Tests:

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

4. Integrity Assessments:

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

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

Leading employment assessment tools and tests in 2024

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

  • HackerEarth:

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

  • SHL:

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

  • Pymetrics:

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

  • Wonderlic:

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

  • Harver:

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

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

Choosing the right pre-employment assessment tool

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

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

Comparative analysis of assessment options

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

  • Technical skills assessment:

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

  • Soft skills and personality assessment:

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

  • Candidate experience:

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

Additional tips:

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

Best practices for using pre-employment assessment tools

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

  • Define your assessment goals:

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

  • Choose the right assessments:

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

  • Set clear expectations:

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

  • Integrate seamlessly:

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

  • Train your team:

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

Interpreting assessment results accurately

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

  • Use results as one data point:

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

  • Understand score limitations:

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

  • Look for patterns and trends:

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

  • Focus on potential, not guarantees:

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

Choosing the right pre-employment assessment tools

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

  • Industry and role requirements:

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

  • Company culture and values:

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

  • Candidate experience:

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

Budget and accessibility considerations

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

  • Budget:

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

  • Accessibility:

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

Additional Tips:

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

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

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

Future trends in pre-employment assessments

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

  • Artificial intelligence (AI):

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

  • Adaptive testing:

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

  • Micro-assessments:

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

  • Gamification:

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

Conclusion

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

Tech Layoffs: What To Expect In 2024

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

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

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

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

What are tech layoffs?

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

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

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

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

Causes for layoffs in the tech industry

Why are tech employees suffering so much?

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

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

In addition, some common reasons could be:

Financial struggles

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

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

Changes in demand

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

Restructuring

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

Automation

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

Mergers and acquisitions

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

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

Will layoffs increase in 2024?

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

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

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

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

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

What types of companies are prone to tech layoffs?

2023 Round Up Of Layoffs In Big Tech

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

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

Large tech firms

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

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

Startups

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

Small and medium-sized businesses

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

Companies in certain industries

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

Companies that lean on government funding

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

How to track tech layoffs?

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

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

Use tech layoffs tracker

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

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

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

News articles

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

Social media

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

Online forums and communities

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

Government reports

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

How do companies reduce tech layoffs?

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

Salary reductions

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

Implementing a hiring freeze

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

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

Non-essential expense reduction

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

Reducing working hours

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

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

Tech layoffs to bleed into this year

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

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

What is Headhunting In Recruitment?: Types & 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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