Hiring Strategies

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

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

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

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

Let’s get to it, shall we?

What constitutes a good interview question?

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

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

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

Hire GREAT developers by asking the right questions

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

#1 How do you plan your day?

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

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

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

Value-based interview questions to ask

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

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

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

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

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

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

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

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

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

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

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#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.

Hiring Strategies

Hottest hiring trends for 2020

2020 looks like it’s going to be a phenomenal year for the recruitment industry. As a tech assessment company, we’re lucky to be able to regularly swap ideas with HR leaders, visit conferences, and read up on industry experts’ findings. Based on our findings on the latest hiring trends, here’s the scoop:

1. An increase in employee referrals and referral programs

82% of employers rated employee referrals above all other sources for generating the best return on investment (ROI) – careerbuilder

82% of employers rated employee referrals above all other sources for generating the best return on investment (ROI)

Your team is first-hand proof of what you stand for as an employer brand. Hence, it is very important that they are your strongest advocates. This recruiting trend is one of the main reasons why we will see an increased focus on collaborative hiring in the upcoming year.

Employee Referrals program: Hottest Hiring trends

Here is a 5 step guide to building the perfect employee referral program:

Determine the goal – Have a clear vision of what your referral program should accomplish.
Create an easy, employee-friendly process – The less work an employee has to do to refer a candidate, the more successful the program will be.
Train your workforce
- How to use the referral system
- What your company is looking for in a referred candidate
- What employees can expect when they refer a candidate
Don’t forget to say kudos – Recognize employees who are referring candidates. At HackerEarth, perks include referral bonuses and tech gadgets.
Measure your efforts
- Percentage of hires from referrals
- Percentage of qualified referrals
- Employee engagement in the referral program
- Quality of hires from the referral program

2. A shift from resume-based hiring to non-conventional hiring

resume-based hiring: hiring trends 2002

Google receives close to 2 million job applications a year and recruiters spend an average of 6 seconds looking at a candidate’s resume – The Ladders

Administer a personality test early – Traits like teamwork and judgment can help shortlist right-fit candidates.
Gamify your hiring process – Companies like Unilever use platforms like Pymetrics for AI-based candidate evaluation.
Use skill-based assessments – Integrate skill-based hiring methods across the hiring process.

“Recruitment is part of a broader trend of using gamification in the workplace... Traditional recruitment processes can be intimidating and stressful... game elements can bring out deeper psychological and behavioral aspects.” – Kerstin Oberprieler

Conduct accurate coding assessments with HackerEarth. Find out more.

3. A boom in Gen Z hiring

61 million Gen Zers will enter the US workforce in the coming years – CNBC

Recruiters must learn what makes Gen Z tick and how they differ from millennials. Tactics must be adapted accordingly. Learn more in this webinar.

4. Embracing remote work

There’s been a 78% increase in LinkedIn job posts advertising flexible work arrangements – Remote year

Think remote-first – Use tools like Trello or Zoom for remote-first operations.
Unified communication – Use Slack for both remote and in-office teams.
Collaborate using tools – Asana, Basecamp, and Slack enable connected remote teams.
Create social spaces online – Use digital platforms for informal bonding.
Celebrate success publicly – Use Slack or email to recognize accomplishments and boost engagement.

Conduct remote coding interviews effortlessly with FaceCode.

5. Looking beyond the conventional skill set

84% of recruiters say culture fit is a prominent factor in the hiring process – cubiks

Look within your own function for cross-training opportunities.
Establish a formal job rotation across departments.
Offer incentives for multi-skill certification.
Measure employee feedback – Use tools like QR code surveys to gather and analyze employee input.

There you have it, our selection of hiring trends to look out for in 2020. This isn’t an exhaustive list but we hope it gives a direction to your hiring plans for the upcoming year. Happy hiring!

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Hiring Strategies

Episode 2: How to get your recruiting metrics right in 2020 ft. The Crown

Welcome to the second episode of #NetflixandHire where we learn some great ways on how you can get your recruiting metrics right!

For this, we’ve chosen a TV show we LOVE and we can all learn from—The Crown.

Why? Because Queen Elizabeth sums it right—“In an increasingly complex world, we all need certainty.”

P.S. If you haven't already gone through our previous episode, here you go! - Episode 1: How to drive inclusive hiring in tech ft. Orange Is the New Black

Source: Pop Culture Times

The show delivers an important message on how, as a leader, you are responsible not only for the well-being of yourself but everyone else around you, and that it never hurts to be informed. Through the seasons, you realize that as a constitutional monarch, Queen Elizabeth, though not having any political power, is always in a position to advise the Government. You can also see how she strives to be informed—by hiring a private tutor and staying on top of official documents—just so she can keep things in check.

Now, being a tech recruiter is no less than being a monarch. You’re tasked with connecting with the right developers, bringing in the right talent, and making sure your kingdom, (ahem) organization, flourishes. But can you be so sure of doing these things without the right metrics? We think not! In fact, the Recruitment Operations benchmark report by Yello vouches for the same.

The key takeaway—Recruitment operations is all about streamlining hiring processes, cutting costs, and driving greater efficiency.

Top 3 tracked recruiting metrics
Source: Yello

Now, let’s look at how you can measure and tackle each of the above metrics, ‘The Crown’ style:

1) Reducing your time-to-hire

“There is one thing I’ve learned in 52 years of public service is that there is no problem so complex, nor crisis so grave that it cannot be satisfactorily resolved within 20 minutes.” — Winston Churchill

Source: Pinterest

Did you know that 52% of the recruiters take more than 3 hours to actually make a hire! Hence time-to-hire is the first recruiting metric that we will cover.

Honestly, if Churchill could solve political emergencies in a matter of minutes, we could surely solve the time-to-hire problem with a little help.

The 2 biggest pitfalls that recruiters face when it comes to closing positions are:

Screening candidates
Scheduling interviews

How can you screen developers and schedule interviews better?

Use personality tests

From Minna’s 16 developer profiles to Hackernoon’s 9, developers exhibit a myriad of profiles. Different projects need different behaviors and value profiles apart from skills. Hence, it’s important to get to know prospective employees and their work ethic to understand if they would be the right fit for your organization. Here are some questions from Alistair Doulin’s programmer personality test that you could use.

Use skill-based assessments

Using skill-based assessments to test technical competencies is a great way of making sure that you only have the right candidates in the interview stage. It gives both recruiters and hiring managers enough bandwidth to concentrate better on testing candidates in the later stages of the interview. It is no wonder that skill-assessments can bring down your time-to-hire by 50%.

Create a take-home coding test for free

Use live video interviews

An easy and time-tested method for scheduling interviews better is to use a live video interview tool. Some cool benefits of using such a tool:

Scheduling interviews gets a lot simpler when assessing remote developers.
You can watch candidates as they code and evaluate them for job readiness.
With access to interview history, you always have data on hand to make the right hiring decision.

Did you know that by adding a live video interview tool in your hiring process, you can bring down your average time to hire to 10 days!

2) Decreasing your cost-per-hire

Season 3 sees Prince Charles’s investiture as the Prince of Wales and the demands of the royal family for the deployment of 15,000 troops, 21 gun salutes, and a battery of Royal Field Artillery among other things. However, the then Prime Minister, Harold Wilson, understands that a penny saved is a penny earned and he advises Charles to “Go and study there and address the country in Native Welsh” to make a more meaningful impact on the people of Wales.

Source: The Digital Weekly

It’s time we took a leaf out of Wilson’s book and saved some money by cutting down unnecessary hiring costs.

How can you reduce your hiring cost?

Did you know that recruiters spend 35% of their annual recruiting budget on external agencies to hire 10 technologists! No wonder this recruiting metric is really important to recruiters. Here are some ways on how you can reduce your hiring costs by minimizing your dependency on external agencies:

Leverage social media to build a developer brand

Prospective employees would like to know all the cool things that your company has been up to and see the kind of work culture in store for them. Setting up live Q&A sessions, building a talent pipeline using your company’s Linkedin profile and attracting Gen Z developers through Instagram, Snapchat and Pinterest could be some ways in which you can gauge their interest.

Attend local meetups

Look for local developer meetups and conferences. You can find a lot of free events in your locality on Meetup. Shortlist for events that align with your recruiting goals. You could make some connections a couple of days before the event so you know whom to spend time with on the day of the event.

Make your tech team your brand advocate

Your tech team is first-hand proof of what you stand for as a developer brand. Hence, it is very important that your developers are your strongest advocates. Try incorporating a referral program and encourage developers to share their experiences working with you to ensure a greater recall.

3) Boosting your retention rate

“Keep one eye on the future. The distant future” - King George VI

The series portrays King George VI as the monarch who rose to the occasion at the expense of his physical and mental health. You can clearly see his preparedness when he urges Churchill to let Elizabeth undertake the commonwealth tour to ease her into her future role as Queen in order to keep the monarchy standing in the case of his demise.

#NetflixandHire- The Crown
Source: Business Insider

It’s time we channeled our inner King George and thought about the future of our workforce. Is all that sweat and blood that went into recruiting your dream tech team going to waste? This brings us to our 3rd recruiting metric: retention. Taking some steps to retain your tech team for the long run is the only way forward.

How to increase retention in your tech team?

We had recently written this detailed article on how to ensure your tech talent pool is poaching proof. Here’s the gist:

Provide autonomy and purpose to your developers
Develop a community internally
Provide perks and privileges your developers can’t say no to
Have an open discussion with your employees in the incentive process
Provide creative freedom and growth opportunities

There you have it—our royal advice on how to get your tech recruiting metrics right this year. Let us know if any of these solutions have helped better your hiring process in the comments below. See you soon in the next episode! Until then, #NetflixandHire 😎

Hiring Strategies

Talent Acquisition Strategies For Rehiring Former Employees

Former employees who return to work with the same organisation are essential assets. In talent acquisition, such employees are also termed as ‘Boomerang employees’. Former employees are valuable because they require the least training and onboarding because of their familiarity with the organization’s policies. Rehiring former employees by offering them more perks is a mark of a successful hiring process. This article will elaborate on the talent acquisition strategies for rehiring former employees, supported by a few real-life examples and best practices.

Why Should Organizations Consider Rehiring?

One of the best ways of ensuring quality hire with a low candidate turnover is to deploy employee retention programs like rehiring female professionals who wish to return to work after a career break. This gives former employees a chance to prove their expertise while ensuring them the organization’s faith in their skills and abilities. Besides, seeing former employees return to their old organizations encourages newly appointed employees to be more productive and contribute to the overall success of the organization they are working for. A few other benefits of rehiring old employees are listed below.

Reduced Hiring Costs

Hiring new talent incurs a few additional costs. For example, tasks such as sourcing resumes of potential candidates, reaching out to them, conducting interviews and screenings costs money to the HR department. Hiring former employees cuts down these costs and aids a seamless transition process for them.

Faster Onboarding

Since boomerang employees are well acquainted with the company’s onboarding process, they don’t have to undergo the entire exercise. A quick, one-day session informing them of any recent changes in the company’s work policies is sufficient to onboard them.

Retention of Knowledge

As a former employee, rehired executives have knowledge of the previous workflows and insights from working on former projects. This can be valuable in optimizing a current project. They bring immense knowledge and experience with them which can be instrumental in driving new projects to success.Starbucks is a prime example of a company that has successfully leveraged boomerang employees. Howard Schultz, the company's CEO, left in 2000 but returned in 2008 during a critical time for the firm. His leadership was instrumental in revitalizing the brand amid financial challenges.

Best Practices for Rehiring Former Employees

Implementing best practices is the safest way to go about any operation. Hiring former employees can be a daunting task especially if it involves someone who was fired previously. It is important to draft certain policies around rehiring former employees. Here are a few of them that can help you to get started.

1. Create a Clear Rehire Policy

While considering rehiring a former employee, it is essential to go through data indicating the reason why they had to leave in the first place. Any offer being offered must supersede their previous offer while marking clear boundaries to maintain work ethics. Offer a fair compensation that justifies their skills and abilities which can be major contributors to the success of the organization. A well-defined policy not only streamlines the rehiring process but also promotes fairness within the organization.

2. Conduct Thorough Exit Interviews

Exit interviews provide valuable insights into why employees leave and can help maintain relationships for potential future rehires. Key aspects to cover include:

Reasons for departure.
Conditions under which they might consider returning.
Feedback on organizational practices.

Keeping lines of communication open during these discussions can foster goodwill and encourage former employees to consider returning when the time is right.

3. Maintain Connections with Alumni

Creating and maintaining an alumni association must be an integral part of HR strategies. This exercise ensures that the HR department can find former employees in times of dire need and indicates to former employees how the organization is vested in their lives even after they have left them. This gesture fosters a feeling of goodwill and gratitude among former hires. Alumni networks and social media groups help former employees stay in touch with each other, thus improving their interpersonal communication.Research indicates that about 15% of rehired employees return because they maintained connections with their former employers.

4. Assess Current Needs Before Reaching Out

Before reaching out to former employees, assess all viable options and list out the reasons why rehiring is inevitable. Consider:

Changes in job responsibilities since their departure.
Skills or experiences gained by other team members during their absence.

It is essential to understand how the presence of a boomerang employee can be instrumental in solving professional crises before contacting them. It is also important to consider their present circumstances.

5. Initiate an Honest Conversation

When you get in touch with a former employee, it is important to understand their perspective on the job being offered. Make them feel heard and empathize with any difficult situations they may have had to face during their time in the organization. Understand why they would consider rejoining the company. These steps indicate that you truly care about them and fosters a certain level of trust between them and the organization which can motivate them to rejoin with a positive attitude.

6. Implement a Reboarding Program

When a former employee rejoins, HR departments must ensure a robust reboarding exercise is conducted to update them about any changes within the organization regarding the work policies and culture changes, training them about any new tools or systems that were deployed during their absence and allowing them time to reconnect with old team members or acquaint with new ones.

7. Make Them Feel Welcome

Creating a welcoming environment is essential for helping returning employees adjust smoothly. Consider:

Organizing team lunches or social events during their first week.
Assigning a mentor or buddy from their previous team to help them reacclimate.
Providing resources that facilitate learning about any organizational changes.

A positive onboarding experience reinforces their decision to return and fosters loyalty.

Real-Life Examples of Successful Rehiring

Several companies have successfully implemented these strategies:

IBM: The tech giant has embraced boomerang hiring by actively reaching out to former employees who possess critical skills in emerging technologies. IBM has found that these individuals often bring fresh perspectives that contribute significantly to innovation7.

Zappos: Known for its strong company culture, Zappos maintains an alumni network that keeps former employees engaged with the brand. This connection has led to numerous successful rehiring instances, enhancing both morale and productivity within teams6.

Conclusion

Rehiring former employees can provide organizations with unique advantages, including reduced costs, quicker onboarding, and retained knowledge. By implementing strategic practices—such as creating clear policies, maintaining connections, assessing current needs, and fostering welcoming environments—companies can effectively tap into this valuable talent pool.

As organizations continue navigating an ever-changing workforce landscape, embracing boomerang employees may be key to building resilient teams equipped for future challenges. By recognizing the potential benefits and following best practices outlined above, businesses can create a robust strategy for rehiring that enhances both employee satisfaction and organizational performance.

Hiring Strategies

How Skills-Based Hiring Lays the Foundation for Inclusive Recruitment Practices?

Building a diverse and inclusive workforce is no longer just a “nice-to-have” goal; it’s a critical driver of innovation and business success. According to a report by McKinsey, companies with diverse teams are 35% more likely to outperform their competitors. However, achieving true inclusivity starts with one pivotal shift—moving away from traditional hiring practices and adopting skills-based hiring.

Skills-based hiring focuses on evaluating a candidate’s capabilities and potential rather than relying on arbitrary filters like degrees, years of experience, or specific job titles. This hiring methodology not only helps find the right talent but also creates a more level playing field for candidates from diverse backgrounds.

In this blog, we’ll explore how skills-based hiring promotes inclusivity in recruitment and how tools like HackerEarth enable organizations to implement this practice effectively.

The problem with traditional hiring

Traditional recruitment practices often unconsciously favor candidates from privileged backgrounds. Hiring managers may rely heavily on resumes, prioritizing candidates from prestigious schools, specific geographies, or those with extensive experience in a narrow domain.

This can lead to:

Unconscious biases: Favoring certain names, demographics, or alma maters.
Exclusion of non-traditional candidates: Self-taught programmers or career changers may be overlooked.
Focus on pedigree over potential: Candidates who lack traditional credentials but possess high capability are often filtered out.

Skills-based hiring eliminates these barriers by focusing solely on the competencies required for the role, ensuring every candidate has an equal opportunity to shine.

How skills-based hiring drives inclusivity

1. Evaluating potential over pedigree

Instead of looking at where candidates studied or worked, skills-based hiring prioritizes what they can do. This approach ensures that candidates with unconventional educational paths or career trajectories are given a fair chance. For example, in tech hiring, many successful developers are self-taught or have bootcamp certifications rather than computer science degrees.

2. Reducing unconscious bias

Bias in hiring often stems from subjective factors such as a candidate’s name, gender, or ethnicity. Skills-based hiring leverages objective evaluations like coding challenges, technical assessments, and situational tests to focus on measurable performance rather than assumptions.

3. Encouraging diverse talent pools

When the emphasis shifts to skills, organizations can tap into broader talent pools, including career returners, veterans, or professionals transitioning from other industries. This naturally boosts diversity within teams.

4. Enabling blind hiring

Blind hiring involves masking personally identifiable information (PII) to prevent bias during the early stages of recruitment. By anonymizing candidate data, recruiters can make decisions purely based on skills and performance, paving the way for a more equitable process.

The role of HackerEarth in inclusive hiring

Consider a company looking to hire for an entry-level tech role. Traditionally, they might filter candidates by GPA, alma mater, or prior internships. However, by shifting to a skills-based model using HackerEarth:

The company deploys a coding challenge open to all applicants.
The challenge evaluates core skills like problem-solving, algorithms, and debugging.
Candidates are shortlisted based purely on their performance, with PII masked to ensure anonymity.

The result? The company discovers talented candidates from non-traditional backgrounds, including self-taught developers, women returning to the workforce, and professionals from underrepresented communities.

HackerEarth’s platform is purpose-built for skills-first recruitment. Through coding challenges, technical skill assessments, and project-based evaluations, HackerEarth enables companies to implement inclusive hiring practices seamlessly.

Here’s how HackerEarth supports inclusive recruitment:

Objective assessments

With HackerEarth’s platform, candidates undergo skill-based evaluations tailored to the specific requirements of the role. This ensures every candidate is judged on their capabilities, not their resumes.

Project-based challenges

For technical roles, project-based assessments replicate real-world tasks, giving candidates the opportunity to demonstrate their problem-solving and creative thinking skills. This levels the playing field, especially for candidates with less traditional experience.

Blind hiring with PII masking

HackerEarth offers a PII masking feature that hides sensitive information like names, email addresses, and phone numbers during the screening process. By anonymizing candidate data, recruiters can eliminate bias and focus purely on skills and performance.

For example, when screening candidates for a software engineering role, the hiring manager only sees the scores and code quality of the candidate—without knowing their gender, ethnicity, or educational background. This ensures that hiring decisions are both objective and inclusive.

Measuring the impact of skills-based hiring on inclusivity

The impact of skills-based hiring on inclusivity can be profound, transforming not only recruitment outcomes but also workplace culture and business performance. Here’s how organizations can measure and evaluate this impact with specific metrics and examples:

1. Diversity in candidate pools

By prioritizing skills over traditional credentials, companies often see a marked increase in the diversity of applicants. This can be measured by tracking the demographic breakdown of candidates before and after implementing skills-based hiring. For example:

A tech company using HackerEarth’s assessments found that 40% of their shortlisted candidates were from non-traditional educational backgrounds, compared to just 10% under their previous system.

2. Bias reduction in hiring decisions

One of the key outcomes of skills-based hiring is the elimination of unconscious bias. To measure this, organizations can analyze hiring trends such as:

Gender-neutral hiring outcomes: Comparing the ratio of male-to-female hires before and after adopting blind hiring practices.
Representation of underrepresented groups: Tracking year-over-year increases in hires from historically marginalized communities.

For example, companies using HackerEarth’s PII masking feature often report a higher proportion of hires from diverse backgrounds, as candidate evaluations are based purely on skill performance.

3. Retention rates

Employees hired for their skills and potential are more likely to feel valued and find roles that align with their abilities. Higher retention rates among hires from skills-based recruitment are a strong indicator of its success.

Tech teams often measure how long candidates stay in roles and their progression within the company. Candidates selected based on objective assessments typically exhibit higher job satisfaction and stay longer.

4. Performance and productivity metrics

Candidates hired through skills-based methods often outperform those selected through traditional means. Metrics to evaluate this include:

On-the-job performance reviews: Teams can assess the quality and efficiency of work delivered by skills-based hires.
Time to productivity: Measuring how quickly new hires reach full productivity in their roles. For instance, a data analyst hired through a technical assessment might require less training, reducing ramp-up time by 20%.

5. Candidate experience

A more inclusive and transparent hiring process often translates to better candidate experiences. Companies can collect feedback through surveys, focusing on questions like:

Did the process feel fair and unbiased?
Did the assessments reflect the skills required for the role?

Candidates who feel judged solely on their abilities are more likely to recommend the company to peers, boosting the employer brand.

6. Innovation and team performance

Diverse teams foster innovation. By hiring for skills, companies build teams with a wide range of perspectives and problem-solving approaches. To measure this:

Track the number of innovative projects delivered by diverse teams.
Collect qualitative feedback from team leads about collaboration and creativity.

Conclusion

Skills-based hiring is more than just a recruitment strategy; it’s a way to democratize access to opportunities and build truly inclusive workplaces. By prioritizing abilities over arbitrary filters, companies can create hiring processes that are fair, efficient, and aligned with their diversity goals.

With tools like HackerEarth’s objective assessments and PII masking, organizations can adopt inclusive hiring practices that benefit both candidates and employers. In today’s competitive talent landscape, a skills-first approach isn’t just the future—it’s the foundation of a thriving and equitable workforce.

Hiring Strategies

Evaluating Remote Work Effectiveness Through Comprehensive Work Surveys

Remote work has become a permanent fixture for many businesses, especially in the tech industry, where flexibility and talent acquisition from global pools of candidates have proven invaluable. While some companies have pushed to bring employees back to the office, remote work continues to be a crucial factor for retaining talent and ensuring productivity. One of the most effective ways to assess how remote work is impacting employee performance and overall company culture is through comprehensive work surveys.

By collecting and analyzing feedback from remote workers, companies can uncover key insights into their experience, identify gaps, and implement targeted strategies to improve both employee satisfaction and organizational performance.

The growing importance of remote work

Even as many organizations attempt to bring employees back to the office, remote work continues to play a significant role in the workforce. A Gartner survey revealed that 82% of company leaders plan to allow employees to work remotely some of the time. This shift toward flexible work arrangements is not only driven by convenience but also by a competitive advantage in talent acquisition. According to a report by Buffer, 32% of remote workers list "flexible schedule" as their top benefit, making it a key factor in employee retention.

Remote work, however, is not without its challenges. Gallup found that while remote workers tend to be more engaged than in-office employees, they also face issues with isolation, overwork, and struggles with maintaining a healthy work-life balance. These issues highlight the importance of evaluating the effectiveness of remote work and addressing areas of concern through surveys.

How remote work surveys help tech teams fill gaps

For tech teams, surveys serve as a powerful tool for identifying challenges that may impact productivity, collaboration, and team cohesion. By evaluating specific aspects of remote work such as communication, access to resources, and technical skills, teams can pinpoint areas that require attention or improvement.

For example, a software development team working remotely may encounter issues with collaboration, particularly when team members are spread across different time zones. A survey might reveal that employees are facing difficulties with synchronous communication or lack the proper tools to effectively share code and ideas in real time. With this insight, the team could invest in tools like asynchronous communication platforms or collaboration software designed for remote work.

Surveys can also help tech teams assess whether employees feel confident in their technical abilities while working remotely. If employees express frustration with coding environments, access to relevant software, or security concerns, it’s an opportunity to address those gaps through additional training, access to upgraded tools, or adjustments to remote work policies. This data-driven approach allows tech teams to bridge gaps, improve workflows, and provide necessary resources to optimize performance.

How HR leaders can use remote work surveys to enhance company culture

For HR leaders, understanding the remote work experience is critical to fostering a positive and inclusive company culture. Surveys provide HR with an opportunity to gauge employee satisfaction, engagement, and concerns, offering a clear picture of the organization's strengths and weaknesses in a remote-first environment. With this data, HR leaders can make informed decisions that improve the work environment and enhance employee retention.

Key areas to focus on in work surveys include:

Employee well-being and mental health:
Surveys can provide HR teams with insights into the well-being of remote employees. Given that remote workers are more likely to experience burnout, loneliness, or a disconnect from their colleagues, HR leaders can use surveys to gauge how employees are coping and identify ways to better support mental health. For instance, if a significant portion of employees report feeling isolated, HR can organize virtual team-building activities or offer access to mental health resources and support.
Inclusion and diversity:
Remote work can provide an opportunity to diversify teams by hiring talent from different geographical locations. However, it can also unintentionally create barriers for employees in remote settings. Surveys can assess whether all employees feel equally included in decision-making processes, team discussions, and social interactions. HR can then implement strategies to address these disparities, such as establishing structured virtual check-ins or introducing initiatives aimed at increasing diversity and inclusion in remote teams.
Employee development:
Remote work can sometimes limit employees' access to career development opportunities, especially in tech roles where continuous learning is essential. HR leaders can use surveys to understand how employees feel about their growth prospects and whether they have the tools and support needed to advance in their careers. If gaps are identified, HR can introduce online training programs, virtual mentorship opportunities, and access to skill-enhancing platforms to foster employee development.
Communication and engagement:
Effective communication is the cornerstone of any successful remote workforce. Surveys allow HR to evaluate whether remote employees feel adequately informed about company updates, policies, and goals. If employees feel disconnected, HR leaders can enhance communication strategies by increasing the frequency of company-wide updates, organizing virtual town halls, or encouraging greater use of collaboration tools that allow employees to stay engaged and informed.

Conclusion

Evaluating remote work effectiveness through comprehensive surveys is more important than ever as companies continue to embrace flexible work policies. Surveys provide valuable data that can help both tech teams and HR leaders address key challenges, improve employee satisfaction, and foster a thriving remote work environment.

By leveraging surveys, companies can bridge gaps in productivity, communication, and employee well-being, and ultimately create a more supportive, engaging, and efficient remote work culture. As remote work continues to evolve, these insights will be vital for ensuring that employees remain connected, productive, and satisfied, no matter where they work.

Authors

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

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Hiring Strategies

7 Tech Recruiting Trends To Watch Out For In 2024

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

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

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

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

7 tech recruiting trends for 2024

6 Tech Recruiting Trends To Watch Out For In 2022

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

Trend #1—Leverage data-driven recruiting

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

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

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

Trend #2—Have impactful employer branding

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

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

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

Trend #3—Focus on candidate-driven market

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

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

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

Recommended read: What NOT To Do When Recruiting Fresh Talent

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

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

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

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

—Swetha Harikrishnan, Sr. HR Director, HackerEarth

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

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

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

Trend #6—Conduct remote interviews

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

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

Trend #7—Be proactive in candidate engagement

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

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

—Narayani Gurunathan, CEO, PlaceNet Consultants

Recruiting Tech Talent Just Got Easier With HackerEarth

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

Our tech recruiting platform enables you to:

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

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

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

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

Hiring Strategies

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

Let’s get to it, shall we?

What constitutes a good interview question?

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

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

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

Hire GREAT developers by asking the right questions

#1 How do you plan your day?

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

Value-based interview questions to ask

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

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

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

#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?

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

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

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

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

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

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

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

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

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

Developer Hiring Statistics

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

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

Recruit GREAT developers by asking the right questions

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

#1 Write an algorithm for the following

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

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

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

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

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

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

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

#3 Some high-level design (HLD) questions

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

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

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

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

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

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

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

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

View all

Hiring Strategies

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

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

What is Pre-Employement Assessment?

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

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

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

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

Why pre-employment assessments are key in hiring

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

Improved decision-making:

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

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

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

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

Types of pre-employment assessments

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

1. Skill Assessments:

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

2. Personality Assessments:

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

3. Cognitive Ability Tests:

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

4. Integrity Assessments:

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

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

Leading employment assessment tools and tests in 2024

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

HackerEarth:

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

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

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

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

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

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

Choosing the right pre-employment assessment tool

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

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

Comparative analysis of assessment options

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

Technical skills assessment:

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

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

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

Additional tips:

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

Best practices for using pre-employment assessment tools

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

Define your assessment goals:

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

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

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

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

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

Interpreting assessment results accurately

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

Use results as one data point:

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

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

Analyze results across different assessments and identify consistent patterns that align with your desired candidate profile.
Focus on potential, not guarantees:

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

Choosing the right pre-employment assessment tools

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

Industry and role requirements:

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

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

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

Budget and accessibility considerations

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

Budget:

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

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

Additional Tips:

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

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

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

Future trends in pre-employment assessments

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

Artificial intelligence (AI):

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

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

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

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

Conclusion

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

Hiring Strategies

Tech Layoffs: What To Expect In 2024

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

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

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

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

What are tech layoffs?

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

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

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

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

Causes for layoffs in the tech industry

Why are tech employees suffering so much?

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

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

In addition, some common reasons could be:

Financial struggles

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

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

Changes in demand

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

Restructuring

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

Automation

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

Mergers and acquisitions

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

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

Will layoffs increase in 2024?

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

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

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

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

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

What types of companies are prone to tech layoffs?

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

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

Large tech firms

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

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

Startups

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

Small and medium-sized businesses

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

Companies in certain industries

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

Companies that lean on government funding

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

How to track tech layoffs?

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

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

Use tech layoffs tracker

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

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

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

News articles

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

Social media

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

Online forums and communities

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

Government reports

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

How do companies reduce tech layoffs?

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

Salary reductions

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

Implementing a hiring freeze

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

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

Non-essential expense reduction

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

Reducing working hours

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

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

Tech layoffs to bleed into this year

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

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

Hiring Tools

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

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

What is Headhunting in recruitment?

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

How do headhunting and traditional recruitment differ from each other?

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

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

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

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

Types of headhunting in recruitment

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

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

How does headhunting work?

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

Identifying the role

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

Defining the job

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

Candidate identification and sourcing

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

Approaching candidates

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

Assessment and Evaluation

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

Interviews and negotiations

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

Finalizing the hire

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

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

Common challenges in headhunting

Despite its advantages, headhunting also presents certain challenges:

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

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

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

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

Advantages of Headhunting

Headhunting offers several advantages over traditional recruitment methods:

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

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

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

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

Conclusion

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

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Hiring Strategies

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

What constitutes a good interview question?

Hire GREAT developers by asking the right questions

#1 How do you plan your day?

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

Value-based interview questions to ask

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

#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?

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

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

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

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

Hottest hiring trends for 2020

1. An increase in employee referrals and referral programs

Here is a 5 step guide to building the perfect employee referral program:

2. A shift from resume-based hiring to non-conventional hiring

3. A boom in Gen Z hiring

4. Embracing remote work

5. Looking beyond the conventional skill set

Episode 2: How to get your recruiting metrics right in 2020 ft. The Crown

1) Reducing your time-to-hire

How can you screen developers and schedule interviews better?

Create a take-home coding test for free

2) Decreasing your cost-per-hire

How can you reduce your hiring cost?

Make your tech team your brand advocate

3) Boosting your retention rate

Talent Acquisition Strategies For Rehiring Former Employees

Why Should Organizations Consider Rehiring?

Reduced Hiring Costs

Faster Onboarding

Retention of Knowledge

Best Practices for Rehiring Former Employees

1. Create a Clear Rehire Policy

2. Conduct Thorough Exit Interviews

3. Maintain Connections with Alumni

4. Assess Current Needs Before Reaching Out

5. Initiate an Honest Conversation

6. Implement a Reboarding Program

7. Make Them Feel Welcome

Real-Life Examples of Successful Rehiring

Conclusion

How Skills-Based Hiring Lays the Foundation for Inclusive Recruitment Practices?

The problem with traditional hiring

How skills-based hiring drives inclusivity

1. Evaluating potential over pedigree

2. Reducing unconscious bias

3. Encouraging diverse talent pools

4. Enabling blind hiring

The role of HackerEarth in inclusive hiring

Measuring the impact of skills-based hiring on inclusivity

1. Diversity in candidate pools

2. Bias reduction in hiring decisions

3. Retention rates

4. Performance and productivity metrics

5. Candidate experience

6. Innovation and team performance

Conclusion

Evaluating Remote Work Effectiveness Through Comprehensive Work Surveys

The growing importance of remote work

How remote work surveys help tech teams fill gaps

How HR leaders can use remote work surveys to enhance company culture

Conclusion

Technical Screening Guide: All You Need To Know

Explore HackerEarth’s top products for Hiring & Innovation

Meet our Authors

7 Tech Recruiting Trends To Watch Out For In 2024

7 tech recruiting trends for 2024

Trend #1—Leverage data-driven recruiting

Trend #2—Have impactful employer branding

Trend #3—Focus on candidate-driven market

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

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

Trend #6—Conduct remote interviews

Trend #7—Be proactive in candidate engagement

Recruiting Tech Talent Just Got Easier With HackerEarth

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

What constitutes a good interview question?

Hire GREAT developers by asking the right questions