Hiring Strategies

The future is now!

Every aspect of handling a business has seen a significant change in recent years and quite a lot of it is due to a storm of post-COVID technological advancements. From AI, and machine learning, to HR tech, every aspect of running a business is being revolutionized.

The recruitment industry is no different – the strategies used by HR professionals to recruit skilled candidates are currently seeing a massive change. Not all of it is tech-related; quite a lot of the changes are about employing new and impactful strategies to engage talent.

In short – this is about employer branding!

But what is employer branding in recruitment?

A relatively new concept that is making the rounds. It’s a key factor to help brands remain influential and maintain a good reputation among consumers and potential employees alike.

In fact, reputation matters so much that, according to a 2017 study, 67% of men and 86% of women in the US will not join a company with a poor reputation. Furthermore, do bear in mind that recruitment is fast becoming more like marketing. Hence, using the same strategies for employment branding is now becoming an essential part of the hiring process.

Marketing + employer branding… but why?

The answer is simple, to attract the best talent there is. With start-ups popping up around every corner complementing the high scarcity of skilled candidates, recruiters are forced to re-strategize and adopt new strategies.

As a recruiter, you must understand one thing, treat candidates like you would treat a customer and the job role is the product you are offering them. This can be done with a great recruitment strategy and employer branding.

Multiple top-tier brands have already adopted this strategy. For example, Starbucks has quite successfully created a great work environment. They use their social media handles to let the world know how good their employees are.

Additionally, they also have a separate social media handle to connect and interact with job seekers. This is a great example of an employer brand.

Employer Brand: A Definition

The term “employer brand” is used to define an organization’s reputation from the perspective of potential candidates/employees and is also used to convey the brand’s values and how they treat its employees.

Employer branding refers to the process of how an employer brand is made and maintained.

Employer branding has a direct impact on recruitment numbers as brands with a good reputation attract and retain more employees. Furthermore, they’ll also witness a significant increase in employee satisfaction as compared to brands with poor reputation.

As per TalentLyft, around 83% of employed individuals will quit their current job if they get an offer from another organization with a better reputation. This clearly shows how important employer branding is.

How Building An Employer Brand Will Help Your Business

When recruitment branding strategies are a huge part of the recruitment process, it comes as no surprise that there are a slew of benefits that follow. From attracting and retaining top talent to boosting your organization’s performance, there are many.

But it will all only come together when you implement an effective recruitment branding strategy. Mentioned below are a few pointers on how to build a strong employer brand.

Low Cost Of Hiring

As per these statistics by LinkedIn, you can reduce your organization’s cost-per-hire by a whopping 50%.

If you’re thinking it may also reduce the quality of candidates, in the same report you can also see that a good employer branding strategy attracts more qualified candidates. Taking simple steps such as letting everyone know about your workplace values through social media posts and similar activities can go a long way in attracting top talent without much investment.

Also Read: The Ultimate Guide To Social Recruiting

Better Chances Of Attracting Top Talent

A follow-up to the previous point, a good employer branding strategy makes it easy for recruiters to connect with skilled and exemplary candidates.

Typically, a lot of effort and resources would go into attracting, hiring, and retaining top talent, but the winds are changing direction now. By creating a good employer brand you can attract top talent without hassle. All it takes is maintaining a positive work culture and letting people know about it.

Improved Retention

Employer branding isn’t only used for attracting top talent, it is also used to improve retention rates and decrease employee turnover rates.

By bonding with potential employees during the hiring process, you’re promoting a good level of engagement with the brand and when employees are engaged/interactive, it boosts productivity levels as well.

Increased productivity also means decreased employee turnover rates and improved retention rates.

More Brand Credibility

With a great employer branding strategy, the brand’s credibility improves as well. It’s common knowledge that customers would not like to interact with brands that have a bad reputation. This means if you want customers to interact with your brand, you need credibility.

When you employ a good employer branding strategy, it can create a ripple effect in boosting the brand’s credibility.

Boost Organization’s Performance

When a brand has a good reputation, people are more likely to interact with them and buy its products/services. But the same cannot be said for brands with a negative reputation. Let’s take Apple, for example. A big brand with a great name managed to besmirch its name briefly due to a scandal, where they purposely slowed down old versions of iPhones and this negatively impacted their brand name and business.

In 2017, as reported by LinkedIn, it was seen that brands with great employer branding saw their revenue increase by 20% and this speaks volumes.

Tips To Build An Employer Brand

If you want to build an effective employer brand, then remember, it’s the small things that matter most. For instance, you should give employee reviews the same attention you give customer reviews. Similarly, there are other things you can do to improve employee experience and become a great employer brand.

• Build a delightful hiring process

If you want the best candidates to join your organization, you need to have a good hiring process. When the recruitment process is enjoyable and engaging for the candidate, the enthusiasm is carried over when they’re hired and this improves employee performance and increases retention rates as well.

You must make the candidate feel valued. Apart from using HR tech tools, there are other things you can do to make the process delightful as well:

• Pay attention to employee experience

Among the most important points, always pay attention to employee experience as it matters a great deal. The experience of the employee always affects engagement with other employees. With good employee experience, you can see improved engagement levels, and good engagement levels translate to higher productivity.

Furthermore, employee experience also affects retention rates, if employee experience isn’t up to the mark then employees will start to quit, thus increasing employee turnover rates. But with positive employee experience, retention rates will improve.

• Providing perks that matter to the employee

Employee benefits and perks are crucial. Your employees need to feel rewarded for everything they’re doing for the organization. As per this report by Aflac, nearly 49% of employees look for new job opportunities if their current employee benefits and perks aren’t satisfactory.

Benefits and perks, typically, are extended to the employees’ families as well, covering everything from health to financials. Perks are a little different than benefits, perks are added benefits and brands nowadays are leaning toward offering several great perks like flexible working hours, work-from-home options, and other similar benefits.

Let’s take Google, for example. They’re known for offering great employee perks like flexible work schedules to building in-house gyms for employees. They also offer sleep pods for employees to take power naps and this is just the tip of the iceberg.

With work-from-home taking over, the perks offered are even more attractive, like, lack of micro-management, hybrid working options, options to choose your login and logout timings, live workout sessions, free food delivery coupons, and much more.

With great perks

… how great is that?

• Offer learning and development opportunities

The opportunity to learn and grow is a major deciding factor for candidates when they’re on the hunt for a job. As per a 2020 survey by Stack Overflow, it was seen that 59% of candidates are looking for an opportunity to learn and develop their skills as well.

In addition to that, when you ask employees to learn and develop additional skills, they are engaged and they also cement their place as valuable assets who deliver quality great results.

• Align your Employer Branding Strategy with Overall Brand Strategy

Remember Employer Brand and Corporate Brand are two different sides of the same coin. A corporate brand’s main aim is to increase sales and bring in revenue, whereas, an employer brand maintains focus on the recruitment and retention of employees.

Employer branding strategy involve understanding if the workplace is good enough for employees, introducing inclusive policies, and looking out for barriers in the recruitment process. So to get the best result, it is important to align their objectives and prioritize both of them equally. If they aren’t, then it could affect your recruitment process as well as your business operations.

• Seek the expertise of the marketing team

As previously mentioned, recruitment has become more like marketing in recent years and it only makes sense to take the guidance of marketing experts.

You should be able effectively to market the job role and the brand to potential employees and candidates. Incorporating content based marketing into your strategy ensures that your efforts respect candidate preferences while building trust and transparency. With the help of a marketing team, you can do the same in the most effective manner.

With strong competition on the rise, an effective marketing strategy aligned with your recruitment goals will help you attract and hire top talent.

• Monitor employee reviews as much as customer reviews

Just like a customer who reviews products online before purchasing them, people research brands before sending over their job applications.

The best way to know about a brand’s workplace environment is to read online reviews of the same. Of course, getting a positive review from every employee (past or present) may be impossible but how you respond to them also tells a lot about your brand’s values.

On the off chance you come across a credible negative review, make sure you address it.

Building an employment brand is as important as building your organization’s corporate brand. If you can recruit top talent then the success of your corporate brand increases as well.

How HackerEarth can help build an employer brand

• Innovative assessment tools: HackerEarth’s cutting-edge assessment tools enable companies to showcase their commitment to hiring the best talent through merit and skill, reinforcing the image of a quality-focused employer.
• Enhanced candidate experience: The platform’s user-friendly interface and efficient process enhance the candidate experience, reflecting positively on the employer’s brand.
• Customizable challenges: By offering customizable coding challenges and skill assessments, HackerEarth allows companies to align their recruitment process with their brand ethos and values.
• Global reach: The ability to reach a wide, global talent pool with HackerEarth’s platform showcases a company’s international presence and appeal, enhancing its brand image.
• Data-driven insights: The platform provides data-driven insights into the hiring process, showcasing the employer’s commitment to transparency and informed decision-making.
• Diversity and Inclusion: By facilitating unbiased and skill-based assessments, HackerEarth helps companies in promoting diversity and inclusivity, which are key aspects of a modern employer brand.

The pandemic has resulted in a new kind of workplace burnout—making employee well-being more critical than ever. An Indeed survey reports 67% of all workers believe the pandemic has worsened burnout.

Paradigm shifts across all industries in how they work, post-COVID, and an unprecedented talent shortage due to the Great Resignation are sure-fire indicators of employee burnout.

Tech leaders around the world are asking themselves how to avoid burnout at work—how to cope with short-staffed tech teams, long task lists, tight deadlines, and the added pressure of adapting to the relatively new model of hybrid work.

Burnout has become synonymous with tech-related jobs and it doesn’t have to be. It is strongly influenced by how employees are managed and is preventable when you focus on the right factors.

In this blog, let’s reflect on the causes and consequences that come with workplace burnout and go about trying to reduce the chances of this happening.

Understanding workplace burnout: what it is and what it isn’t

I'm getting a bit burned out/crispy y'all. Day to day growing pains and conflict hit me hard today. I don't have a lot of reserves and need to find a way through.

I know a lot of people are in the same place. We'll get through this.

— Joe Beda (@jbeda) March 16, 2021

Workplace burnout occurs due to chronic workplace stress that has not been successfully managed, as defined by The World Health Organization (WHO). And no, it is NOT solely due to working long hours.

COVID has accelerated the adoption of remote work. IT teams have been forced to take on rapid digital transformation to enable distributed workforces, completely out of the blue. The hyper use of technology, feeling disconnected from your team, or even being micromanaged by your manager can lead to workplace burnout.

When dealing with occupational burnout, I spoke with around 12 people. Colleagues & friends — some of whom I had known for many years.

Most of them said they had also dealt with burnout, either in the past or now. This BLEW MY MIND, since I know them very well.

— Roy Sarkar (@readroy) January 26, 2022

Key signals as given by WHO, to keep an eye out for:

• Feeling utterly exhausted
• Harboring negative feelings towards your work
• Decreasing professional efficacy

According to a Gallup study, burned-out employees are 63% more prone to take a sick day, 2.6x as likely to be actively seeking a different job, and the most worrisome of all, 23% more likely to visit the emergency room.

Also, read: What Recruiters Forecast For Tech Hiring In 2022

How to reduce burnout in the workplace

The past 2 years have been stressful, to say the least. People are making different life choices than they would have made before the pandemic, and defining success in new ways.

Employees are zeroing in on what matters most—how to derive maximum value from their work without putting their mental health at risk. They are expecting more from their managers, and more from their organizations in terms of empathy and understanding. 52% questioned their purpose at their day-to-day job in a recent Gartner survey.

As a manager, it falls upon you to take care of your employees—make sure their problems are heard, they don’t have unreasonable workloads, and they trust you to stand by them. But how do you do that when you are experiencing burnout as well?

Remember, as managers, you get burned out too. As seen in a Gallup survey, managers are more likely to suffer frequent burnout than the people they manage.

Managers, here are 7 ways on how to fix work burnout:

• Lead by example

The team looks up to their manager to emulate appropriate workplace behaviors. This means it is critical for managers to first deal with their own stress. Otherwise, it permeates the atmosphere at work where your team starts picking up on your stress and everything takes a turn for the worse.

Just like any employee on the team, managers need to take their vacation, go on regular breaks, and be intentional about pursuing work/life balance. Show your team that you deal with burnout seriously and set a good example for them to follow.

Also, read: Corporate Compassion In The New ‘New Normal’: Where Do You Stand?

• Encourage flexibility in the workday

How do organizations and business leaders help their anxious and burned-out employees? Empower your teams with flexibility. Don’t place limitations on how they work and where they work from.

The 9-to-5 workday model had been waning even pre-pandemic, but in a world of remote work and pandemic stress, it’s more crucial than ever that employees are allowed to choose their schedule—and be at their productive best.

A McKinsey study shows more than 50% of employees report that they would like to work from home at least three days a week post-pandemic. Offer remote/hybrid working models for your employees. If anything is to be learned from the Great Resignation, it is that people will switch jobs if their company returned to fully on-site work.

Recognize that when employees have the freedom to structure the workday around their needs, they won’t run into walls of frustration and stress and are instead, more motivated to work.

After working remotely for the entirety of the past two years, HackerEarth has transitioned into a hybrid work model—we are now expected to be in the office only one day per week. And, so far, it’s been great finally meeting our team in person, most of whom joined during the pandemic.

Also, read: The ‘Great Resignation’ In The Tech Industry – How To Prevent It

• Provide employee assistance programs

Employee assistance programs can also promote self-care and stress management by providing mental health counseling and diet, exercise, and wellness coaching. Managers are not mental health experts but they point their employees in the right direction—encourage them to seek help from the resources available.

We, at HackerEarth, are pre-registered to 1to1help, an emotional well-being Employee Assistance Program that helps employees prioritize mental health. They conduct regular sessions on achieving work-life balance, managing anxiety, why taking care of mental health is important, and so on.

• Equip employees with the proper tools

Make use of technology. Any task that is repetitive or doesn’t require manual effort can be automated. Leveraging the right set of tools for every task can significantly bring down stress levels and slash workloads for tech teams.

For instance, if you are a recruiter hiring for a developer, you cannot do everything by yourself—manually sifting through thousands of applications does not make sense. You need to be equipped with a stellar ATS to quickly scan resumes, a platform that offers screening capabilities through coding assessments and an intelligent coding interview tool like HackerEarth, and good onboarding software to make your recruits feel right at home!

Also, read: 21 Tech Recruiting Tools To Scale Your Hiring In 2021

• Limit the team’s working hours

The downside of remote work is knowing how to switch off from work. With the lines getting blurrier between work and personal life, managers need to set clear parameters on work hours and expectations. Keep checking on your employees to ensure they are not overexerting themselves and being tempted to work long hours.

Zoom fatigue is real and hampers productivity to a large extent. As a manager, you have the power to establish meeting-free days, which greatly improve employee well-being. Have one day (or at least a half-day) with no meetings across your team. This will allow employees to catch up on emails and tasks that are behind—otherwise, contributing to a feeling of being swamped. They could even use this time to rest and recalibrate.

• Promote work-life balance

Glint’s latest Employee Well-Being Report saw that today’s job candidates rank good work-life balance and excellent compensation/benefits as their main factors when considering working for an organization.

Promoting work-life balance begins at the top. At an organizational level, enforce company policy to shut down early before the holidays. Offer flexible scheduling of workdays to accommodate your employees’ needs.

Our entire office at HackerEarth went into OOO (Out Of Office) mode for the first-ever winter annual break last year. That was ten days of absolutely no work— only relaxing, spending time with loved ones, and maybe, going on a trip!

Managers must also ensure they take time out for exercise, family, and self-care. Within the workplace, offering a quiet space for your teams to unplug, meditate, pray or relax for a few minutes can help manage stress.

Also, read: 7 Employee Engagement Strategies For WFH Tech Teams

• Encourage employees to use vacation time

Set an example by taking vacations where you, as a manager, are fully cut off from any work-related communication. Verbally encourage your team members to use their vacation time before it expires.

Make well-being a priority and foster a culture where employees encourage one another to have a healthy, productive work life amply supported by taking breaks to unplug and rejuvenate—either short ones or longer time-off. Given the rampant increase of stress and anxiety over the past couple of years, time-off will do wonders for your employees’ mental health.

The job market is always changing – and with it, the way companies recruit and hire new employees. From in-person interviews to virtual job interviews to now job simulations, companies are constantly looking for new and innovative ways to assess candidates. Job simulations are a relatively new addition to the hiring process, but they’re quickly becoming one of the most popular tools employers use to assess candidates. Job simulations are precisely what they sound like – simulations of real-world job tasks. They can be used for various positions, from customer service reps to salespeople to engineers. One of the benefits of job simulations is that they allow candidates to show off their skills in a realistic setting. In a job simulation, candidates can demonstrate their ability to problem-solve, work under pressure, and think on their feet – skills that are often difficult to assess in a traditional job interview.

What is a job simulation?

Job simulations are tests that ask applicants to perform tasks that are similar to tasks they would do every day on the job. Job simulations are an increasingly popular way to help hiring managers make good decisions about whom they choose as employees. They provide a more realistic assessment of what it will be like working with them, giving you valuable insight into whether or not this person would fit into your business well and produce great results for the company overall. There are different types of job simulations, but they all have one goal in common: to help you assess a job candidate’s skills, abilities, and potential job fit. For example, some job simulations might ask candidates to complete a series of online exercises similar to what they would do on the job while others might be more like role-playing exercises, where the candidate is put in a simulated work environment and asked to complete tasks or solve problems.

Also read: Hire The Best Coders For Your Team With HackerEarth’s Coding Assessment

Job simulation benefits that you need to know about

Job simulations offer several benefits for both employers and job candidates. Job simulations allow employers to assess job candidates’ skills, abilities, and knowledge in a real-world setting. This type of assessment is especially beneficial for positions that require problem-solving skills or decision-making ability. For job candidates, job simulations offer a chance to demonstrate their skills and abilities in a pressure-free environment. They also provide an opportunity to receive feedback from an employer on their performance. Overall, job simulations are valuable for both employers and job candidates. Given below are the most commonly used simulations:

A better understanding of the job:

Job applicants can learn about what they will be doing on the job which means that if they are hired, they will know exactly what is expected of them. This gives them peace of mind because employers are more transparent about available positions. Positions have detailed descriptions of what the employee is responsible for. This will help the employee do well under pressure and follow protocol.

Predict on-the-job performance:

You can find out in advance what a candidate’s true performance on the job is like by using simulations, which are unique to hiring. With these tasks given to new employees and their real-life results compared against one another, it will give you confidence that your decision was correct when making someone an offer or not.

Easy and time-saving:

Job simulations are a time-saving, cost-effective, and user-friendly alternative to pre-employment tests. They can be completed in just minutes without any hassle or difficulty which makes them perfect for busy hiring managers looking to get the job done quickly.

Impartiality:

People can understand how they measure up to other people for certain jobs. They know that this system is fairer than other systems because it is not possible to know what skills were used during training sessions.

Predict job satisfaction:

You want your employees to be happy and enjoy their work. This is because they will perform better if they are happy. One way to make sure people know if they will like the job is by simulating a real work environment. This will help the candidate understand more about what the job entails. When someone understands that they will enjoy the job tasks, they are more likely to enjoy the job itself. It is great for you because you can make a wise decision, and it is also great for them because they can have a better understanding of the job.

Employers stick to their main objective:

You should not just hire someone because you like them. If everyone is similar, there will not be a good balance in the workplace. It is better to have a team of people who are different from each other. You can do this by using job simulations. This will help you to choose the best candidate based on their skills and not on personal biases.

Personalized simulations:

You can create simulations that are personalized to the job. This will help you to assess if the candidate has the specific skills that are required for the job. It is important to have a simulation that is as close to the real job as possible. This way, you can be sure that you are making the best decision for your company.

Customizable:

You can customize simulations to assess different skills. For example, if you want to assess teamwork skills, you can create a simulation that requires candidates to work together to complete a task. If you want to assess customer service skills, you can create a simulation in which candidates have to deal with difficult customers.

Objective:

Simulations are objective and provide data that can be analyzed. This data can be used to make decisions about who to hire.

Valid:

The validity of simulations means they accurately reflect the job. If a simulation is not valid, it will provide inaccurate data about jobs to be performed on them.

Reliable:

Simulations are reliable and produce consistent results. If a simulation is not reliable, it will not provide accurate data about the job.

Option to opt-out:

Opting out is an option that applicants have. It might seem like a disadvantage at first, but it’s better for both the candidate and employer if they leave before being hired because leaving after hiring will affect your workforce management whereas opting out during the job posting process won’t.

Promotes diversity:

Company leaders are realizing that they need to have a diverse workforce for their company to succeed. Without it, customers will go elsewhere and growth might never happen. Many companies struggle to find employees that represent the full spectrum of society. Some businesses have trouble retaining them and others might not be able to hire applicants at all because their job descriptions are too general, which can lead employers into unconscious hiring bias where they subconsciously select candidates based on race or gender rather than qualifications such as skillset.

Also, read: Diversity And Inclusion in 2022: 5 Essentials Rules To Follow

Some common problems people face when trying to create inclusive workplaces include employee retention issues due to ongoing support from management. The need for more diverse recruitment tactics to succeed with this task as hiring managers are having difficulty finding qualified workers. The solution lies in making sure everyone feels valued. Job simulations allow people to explore jobs without any risk or consequences, allowing them to find out if it’s something they want before investing time and energy into starting a new career. Many times candidates go through this process early on in their search so that they get more information about what type of job would be best suited for them. This makes sure that once things do become serious between two companies there is no confusion as far as what is expected of either side. Job simulations provide an invaluable service for both employer and employee, taking the guesswork out of the hiring process and allowing everyone to move forward with confidence. Job simulation exercises have been used for many years to prepare employees before they take on new roles. These simulations allow companies to measure both knowledge of the position and ability, but also interpersonal skills through role-plays where people get infinite chances at making mistakes without any consequences.

Types of job simulations

There are many different types of job simulations. You might have to do an assignment in person, take a test online, or do a project at home. You might also have to act out a role, give a presentation, or do a simulation on the computer. Given below are a few of the most common job simulation examples:

Hands-on tests:

Hands-on tests are a way for potential employers to see how you would do the job. They will ask you to do things that are similar to what you would do on the job. This could be writing code, working with others to design a website, or completing an onsite construction task.

Also, read: 6 things to look for in your coding assessment tool

Live job simulations:

Live simulations are a way to see how you might handle different situations. They can be done in a virtual room or in person. You might have to do a role-play, group interview, presentation, or case study. The goal is to see how you solve problems, use your skills, and understand the role. Group interviews can show who has leadership skills, who works well independently, or who is good with clients.

Role-Playing:

Role-playing is a common way to test someone’s skills in a work environment. In this type of simulation, you will be asked to pretend to be in a work situation and deal with the challenges that come up.

Take-home tests:

Some companies prefer to give candidates a take-home assignment instead of a timed skill test or live simulation. Here, job seekers should take-home assignments to show how they work independently and without hands-on management. Some experts believe this is less accurate than doing the job in person, but if you’re looking for an insight into someone’s skill set it can be a good strategy.

Situational tests:

Situational judgment tests are questions about work-related scenarios. The test-taker is asked to use their judgment to find a solution that will work out for everyone involved. These tests are good for jobs such as customer service and supervisory roles.

In basket tests:

In-basket exercises test how well you can do certain tasks such as responding to emails, taking phone calls, and handling grievances in a set amount of time. They are often used to test administrative and managerial skills.

Live presentations:

Presentations can be a great way to assess candidates’ ability to present in a convincing, enthusiastic, and engaging way with their audience. Presentations allow you to see how well someone can structure a presentation and how they adapt when something unexpected happens. Presentations are the best way to find people for jobs in sales, marketing, human resources, and training and development.

Group interviews:

Group exercises are when more than one person is invited to work together. The people in the group are assessed on their performance and behaviors. Many customer-facing positions, like sales, consulting, or management positions use group exercises. This way, you can see how well the candidates work in a team, communicate, as well as delegate tasks. Group interviews are also helpful when you want to save time and money. You can also use this opportunity to spot leaders, reduce biases, and compare candidates in real-time.

Live Case Studies:

In this type of interview, you will be given a challenging and relevant business scenario to solve. These interviews are good for higher-level positions as they put candidates in difficult environments with high pressure which can assess their problem-solving skills or adaptability abilities. As you can see, there are many different types of job simulations that you can use in your hiring process. By using a variety of job simulations, you can get a better idea of how the candidate would perform on the job and how to prepare for job simulation practice tests. If you’re looking to improve your hiring process, consider using some or all of these different types of job simulations.

How to set up and run a job simulation assessment for tech hiring

Incorporating job simulations into the tech hiring process offers a direct window into a candidate’s practical skills and problem-solving abilities. Here’s a comprehensive step-by-step breakdown of the process:

• Conduct a ‘Needs Analysis’

Begin by understanding the core responsibilities and challenges of the job role. Engage with team members to identify crucial tasks and potential scenarios that can be used in the simulation. Tech recruiters can sync up with engineering leads and CTOs, to understand the nuances of an open role and the expectations from a developer who fills the role.

• Develop the scenario

Design a task that mirrors the real-world responsibilities that align with the given role. Ensure it’s challenging enough to gauge a candidate’s skills but feasible within the given timeframe.

• Establish a controlled environment

Utilize platforms like virtual machines, sandboxed environments, or specific simulation software. This ensures that candidates have a realistic experience without the risk of disrupting main systems.

• Clarify objectives and guidelines

Set clear expectations. Candidates should be aware of the objectives, available tools, time limits, and the process of evaluation

• Monitor and evaluate

While the candidate is engaged in the task, observe their approach, resourcefulness, and efficiency. It’s not just about the end result; the process can be equally telling.

• Feedback and reflection

Post-simulation, hold a debriefing session. Discuss the candidate’s approach, thought process, and areas of improvement. This feedback will help both the candidate and the evaluator understand clearly if said candidate is the right person for the job.

Examples of common job simulation tests

In the realm of tech hiring, job simulations can vary widely based on the role in question. Here are some useful examples:

Code writing and debugging simulations: This is a staple for developer roles. Candidates might be asked to write code fulfilling specific criteria or debug existing code to rectify issues.

System Design simulations: Especially relevant for architect roles, this simulation assesses the ability to design robust systems given certain constraints and requirements.

Pair programming: Candidates collaborate with a current team member to co-create a solution, offering insights into their teamwork and coding abilities simultaneously.

Technical troubleshooting: Particularly helpful for IT support or system admin roles, simulations might revolve around diagnosing and resolving tech issues within a system.

When and where to use online job simulation test in tech hiring

Post the initial screening: Once resumes have been shortlisted and basic qualifications are vetted, engineering leaders can use simulations to delve deeper into a candidate’s practical skills.

Before conducting an in-person interview: Before investing time in comprehensive interviews, simulations can provide a skill-based shortlist, ensuring only the most competent candidates move through to the next stage.

For remote evaluations: With the rise of remote work, simulations offer a consistent metric to evaluate candidates globally and understand their real-world skills.

For lateral hiring and specialized roles: For roles that demand deep expertise or are pivotal to business operations, simulations can provide a more nuanced understanding of a candidate’s capabilities.

Also, read: Complete Coding Assessment Guide – Definition, Advantages, and Best Practices

Create the perfect online job simulation assessments with HackerEarth

If you’re looking for the perfect online job simulation assessment for developers, HackerEarth has exactly what you need. Our job simulation questions are specifically designed to test a developer’s skills and knowledge, and they can be customized to match the job you’re hiring for. Plus, our platform makes it easy to administer the assessment and track results.

Also, read: How To Create An Automated Assessment With HackerEarth

Over 13000+ questions

HackerEarth Assessments provides an excellent library of coding questions that you can use for assessment purposes. It also offers the ability to create custom test items if needed, with 13000+ unique exam-building possibilities at your disposal. Get the ability to ask 12 different types of questions, including project-type problems with custom data sets and test cases.

Automated invigilation and robust proctoring

HackerEarth’s automated invigilation with robust proctoring gives you the security of knowing that your assessments are completely fair. It also prevents impersonation, reports tab switching for all hackers on screen at once, and customizable stringency settings to make sure no one gets treated unfairly or willingly cheats and plagiarizes their work which is why we recommend this powerful tool.

40+ programming languages

With the ability to code in 40+ programming languages, a real-time editor, and compatibility with Jupyter Notebooks. HackerEarth Assessments make it easy for developers who love learning new things on their terms while also being able to provide employers valuable feedback through assessments.

Detailed reporting

HackerEarth has made it easy to find and evaluate developers. With detailed reports on each candidate’s performance, insight-rich software that captures all the important data about codes executed during interviews as well as a replay feature for those wanting more detail – HackerEarth is your one-stop shop when looking at potential new hires.

Data-driven dashboards

The HackerEarth Assessments dashboard is a data-driven insight to help finetune the hiring funnel. It gives you an in-depth analysis of your coding tests and creates industry-leading processes for finding new talent, enabling any business or organization that needs it with no artificial intelligence required.

Enterprise-level features

HackerEarth is the perfect place for any enterprise looking to build their tech team with no worries. We offer industry-leading compliance, security, and scalability so you can be confident in whatever size of the organization that suits your needs best. In a world where the job market is becoming increasingly competitive, it’s more important than ever to make sure you’re doing everything in your power to set yourself apart from the rest. Work simulations are one way of doing just that. They give candidates a chance to experience what it would be like to do the job they’re applying for. Not only that, but as mentioned above, job simulation training also has several other benefits that can help both employers and employees alike. If you’re looking for ways to create better online job simulations while hiring developers, check out HackerEarth as it has everything you need under one roof.

FAQs on job simulations in tech hiring:

#1 How extensive should a job simulation be?

It should be comprehensive enough to gauge necessary skills but should not demand too much of a candidate’s time. Understand that many candidates are working employees who may not have too much time on their hands to devote to a simulation test. Creating a really long test will only result in drop offs. A good time limit for such tests usually ranges between 30 minutes to 2 hours.

#2 How do job simulations compare to traditional interviews?

Simulations are more task-oriented, focusing on practical skills. Traditional interviews, while also essential, often emphasize soft skills and cultural fit. Simulations can help in finding the right candidate for specialized roles, and gives developers a way to showcase their skills in real time. Traditional interviews may lack this component of real-time skill testing, and hence fall behind job simulations in terms of efficacy.

#3 Is there a candidate preference for job simulations?

Many candidates appreciate the clarity and fairness simulations offer, allowing them to demonstrate skills in a realistic context, rather than abstract discussions.

#4 Are job simulations adaptable for all tech roles?

Absolutely, but the design and complexity should be tailored to align with the specific responsibilities and challenges of the role in question.

Are you worried about the great resignation in tech? This is a problem that is affecting businesses all over the world. But don’t worry, there are things that you can do to prevent it from happening in your organization. In this blog post, we will discuss the great employee resignation and look at some tips on how to avoid it.

First of all, let’s first understand what exactly is the Great Resignation –

The tech industry benefits from an abundance of fresh talent supply annually. However, more than 4 million people in the US alone quit their jobs in 2021- a record number, and this mass exodus isn’t unique to America. One survey found that 41% (or 11 out 15) global workers were considering their exit during 2021 according to Microsoft’s data – which means it could very well continue in 2022 as well. In another study, 39 out of 50 countries surveyed saw higher rates of employee resignations.

So what’s the reason for this Great Resignation?

Well, there isn’t any single particular factor but research shows that it is largely due to “workplace frustration“. This can have a lot of different sources and meanings, but in most cases, it mostly includes workplace culture and environment and being overworked. It could also be due to low compensation or because of negative relationships with co-workers and/or management. And let’s not forget about job dissatisfaction! LinkedIn published a study where they found out that 79% of millennials confessed to being unhappy at their jobs.

What do the statistics say?

A 2021 study by Bankrate showed that 52% of employers noticed a greater number of employee resignations within six months of joining. Moreover, 89% were concerned with how this would impact their business and 28% claimed that they had already lost some clients due to this problem.

When asked which generation is most likely to quit their jobs, more than half (55%) of the respondents said Generation Y or millennials. And if you thought that’s bad enough, more than one-third (35%) believe that employee retention will be even worse in 2022!

How the Great Resignation affected the tech industry

The Great Resignation significantly impacted the tech industry, reshaping how companies approach talent management and acquisition. Tech professionals, enjoying a market flush with opportunities, have become more selective about their employment choices. The reasons for this shift are multifaceted:

• Seeking Better Work-Life Balance: Many tech professionals have started prioritizing roles that offer flexibility, remote work options, and a better balance between personal life and work.
• Demand for Higher Compensation: With the tech industry booming, skilled professionals are aware of their market value and are seeking higher compensation and benefits.
• Career Advancement Opportunities: Tech professionals are looking for roles that offer clear pathways for career advancement and skill development.
• Cultural Fit and Values: There is an increasing emphasis on finding companies whose values align with their own, especially regarding innovation, diversity, and corporate responsibility.
• Impact of Pandemic: The COVID-19 pandemic has prompted many to reassess their career goals and seek jobs that provide more security and satisfaction.

This shift requires tech companies to reevaluate their talent acquisition strategies, focusing more on employee engagement, retention programs, and creating an attractive company culture to combat the high turnover rates.

Here is how you can avoid the Great Resignation at your company

Put an emphasis on employee well being

To combat the high rates of burnout-fueled employee resignations at your company, giving workers time off and expecting them to take it when they need it isn’t enough. Travel options remain limited so people may feel there’s no excuse for using their vacation days while others might believe that the work culture encourages always being present (despite new findings of how this can affect health).

Employees need the time to focus on their mental and emotional well-being. Many workers face a lack of fulfillment regardless of whether they are paid fairly or have tasks to perform. Organizations that provide employees with opportunities to be creative, build social connections at work, or do work on passion projects within the organization will see happier workers who are more committed.

Recommended read: 7 Employee Engagement Strategies For WFH Tech Teams

Hybrid and flexible work options

While many employees prefer being in the office, a lot of them work remotely as a result of personal commitments and circumstances. While remote working allows employees to be productive even when they’re not in the office, some people prefer interacting with their co-workers in person.

The past 16 months are proof that remote (or at least hybrid) working is the future! A recent survey shows 39% of the workers would consider quitting if employers weren’t flexible about remote positions. Among millennials (aged 18–34) this figure sits higher still at 49%. The trend towards virtual teams paired up nicely via technology means less time spent commuting each day which also helps improve company productivity overall.

Retaining talent in roles that can’t be performed from afar is becoming increasingly difficult. Some companies are looking for new amenities to offer their employees, hoping this will help create a sense of balance and preserve stability within the workplace.

The need has become so urgent because workers who spend all day commuting every week may find themselves with little free time when they arrive at home after work – unless there’s another meeting or conference call during what would traditionally qualify as “free” hours.

Recommended read: 4 Things The Pandemic Taught Us About Diverse Tech Teams

Reward loyalty

To attract the best workers, employers should offer competitive compensation packages. You have to pay people enough so they don’t think about money when deciding if working for your company is worth it. Try giving out one-time bonuses as well as student loan repayment assistance and work-from-home options. Employees love to feel appreciated by their bosses, so take the time to show appreciation via bonuses, promotions, or even just a simple email.

Focus on the big picture

While there are endless reasons why people choose to resign, lack of opportunities for growth or advancement is a major one. Make sure you regularly discuss career paths with employees and help them grow within your company. You also need to have a smooth and memorable onboarding process so the new hires feel like they’re part of something great from day one! No matter how many perks you offer, if they don’t feel welcome and a part of the team, your company will almost always have to deal with a high resignation rate.

Recommended read: 7 Ways To Reduce Burnout In Your Tech Teams

Provide opportunities for growth

Employers should create retention strategies to keep top talent around by pretending their best employees just handed in resignations and asking themselves what they could do that would change the person’s mind. Forward-thinking organizations have been doing interviews like this since last month—with each employee advising on where things can be improved or future opportunities offered up.

Care for your employees as well as their families

To retain their employees, employers should make provisions for the physical as well as mental well-being of the employees and their dependents. This can include but is not limited to, medical insurance, discounts on gym memberships, access to a network of mental health resources, maternity and paternity leaves, etc. They can also help parents of small children by providing child care assistance programs or paid time off (PTO).

Be sure to review your company’s policies

Hiring and onboarding processes can make or break your business. It is not only important to go over all of the policies and processes related to hiring and onboarding but also to follow through with them without exception.

You also need to create an environment where these talented individuals feel comfortable speaking up about issues in the workplace. Finally, once the employees are hired, employers need to ensure they have ongoing training programs so that employees can learn and upskill throughout their time at your company.

Recommended read: A Note On Our New Leave Policies

Analyze the blind spots within your system

Look at metrics such as compensation, time spent between promotions (i.e., number of years), location(s) of the company, function/size pay increases over one’s career path, etc. to identify problems that might be causing your employees to quit.

When trying new ideas or programs keep an open mind and remember that there will always come those within our organizations who aren’t happy no matter where they work!

Retain your top talent with HackerEarth

Here is how you can keep your top talent using HackerEarth:

Continuous assessments

• Skill Evaluation: HackerEarth enables managers to continuously keep assessing employee skills and team members’ skill development. This helps employers address potential problem areas with the help of specific metrics.
• Learning and Development: Keeping employees up to date with the latest technologies and trends is a must. HackerEarth’s learning and development assessment tool helps employers stay ahead of the curve and improve the overall productivity of their workforce.
• Employee Engagement: Employee participation is key to overall organizational success. HackerEarth’s gamification tools help employers engage their talent with real-time feedback, on-the-go assessments as well as Hackathons – reducing overall employee resignations.
• Competency Mapping: Competency mapping is the foundation for any successful organization. HackerEarth’s unique competency mapping tool helps employers in identifying, developing, and retaining talent by optimizing every hiring decision that gives great ROI.

HackerEarth is a platform that connects organizations with skilled developers and helps them participate in major hackathons. This is done by providing access to qualified talent without the need for any bandwidth or environmental drain, as well as hosting challenges specifically designed for a virtual space!

HackerEarth virtual hackathons:

When it comes to assessing employee skills by running a successful hackathon, there is no better place than HackerEarth. HackerEarth has the experience and knowledge needed for all phases of conducting these events at scale across different industries.

• HackerEarth is the only curated hiring company that guarantees you’ll get all of your engagement needs without any bandwidth drain.
• With the HackerEarth platform, you can manage your virtual hackathons or hiring challenges from anywhere in the world and even at scale.
• Working with HackerEarth means working in one of the largest communities for qualified developers.

The great employee resignation in technology is a growing problem that has been affecting businesses all over the world. Luckily, there are things you can do to prevent it from happening in your business. Follow the steps above to stop the Great Resignation from affecting your organization.