Hiring Tools

Hiring trends in a post COVID-19 world

The COVID-19 pandemic has disrupted the daily lives of people around the world. In the midst of the pandemic, the world is facing uncertainty across industries, and the recruitment industry is no different. Experts believe that the pandemic will have long-lasting effects on the recruitment industry even after it is left behind us. It will change how organizations attract, hire, and retain talent. Hence, recruiters and hiring managers have to prepare themselves to brace the changes brought about by the COVID-19 outbreak and continue to hire talented candidates. Here’s our take on a few hiring trends that the world will see in a post-COVID-19 world:

1. Recruitment strategies will shift to virtual platforms

Following the unforeseen disruption caused by the coronavirus pandemic, virtual interactions and remote interviews are replacing in-person job interviews and employee onboarding. Organizations are now resorting to intelligent automated systems that offer a virtual interviewing environment as well as provide a great onboarding experience.

Virtual platforms help the recruitment team to stay connected with candidates throughout the entire interview process without meeting them in person. Additionally, experts believe that the usage of coding assessment and video interview tools is expected to increase as part of the hiring process, especially in the tech industry.

One may ask, “Are remote hiring and onboarding just temporary solutions to tackle the COVID-19 pandemic?” We think not! Here’s why:

According to recent studies, recruiters reported a 67% spike in video interviews. Candidates were keen too—with a 150% increase in the number of candidates wanting to digitize their CV with a video.
Google has informed its candidates that interviews are to be conducted via Google Hangouts or using the organization’s videoconferencing service—BlueJeans. Also, the organization has witnessed a 60% increase in the use of Hangouts Meet.
Amazon has set up virtual interview portals for candidates to quickly connect with recruiters and complete necessary documents. The company has canceled several in-person interviews and leverages its video conferencing software, Amazon Chime, to conduct remote interviews with candidates.
According to a recent Gartner report, about 74% of CFOs expect some of their employees to continue working remotely even after the COVID-19 pandemic ends. Several organizations are planning to make flexible and remote work models a more permanent part of their cost- and workforce-management strategies after COVID-19 recedes.

Several organizations have moved to the virtual screening and onboarding process, with the aim to mitigate COVID-19-led disruption and sustain business continuity. But even beyond using virtual platforms for interviews, companies that learn to incorporate such platforms in new ways can open up a world of possibilities for reaching and communicating with candidates. That’s why virtual platforms will be one of the most relevant online recruiting strategies in the days to come.

Conduct remote coding interviews with FaceCode.

2. Candidate applications will surge significantly

Nearly 25 million people (and counting) worldwide face unemployment as COVID paralyzes all sectors of the modern economy. A quick recovery is unlikely, says Sangheon LEE, director of employment policy at the International Labor Organization.

In such times, companies are bound to see a spike in the number of applications for a job role. According to studies, youngsters are most likely to lose their jobs or see their income drop because of the pandemic. This can have serious long-term repercussions. If this cohort’s career is disrupted or postponed by even a year, it will have to compete with the new cohorts, joining the labor force after them—arguably, for fewer jobs.

Furthermore, as work from home becomes relatively commonplace, and remote jobs have no specific location requirements, organizations will receive job applications from around the world. Hence, the candidate pool is bound to increase.

As a benchmark, the average job advert receives 59 applicants. However, companies post COVID-19 can expect to receive over 250 applicants per job position.

As a result, recruiters and hiring managers should have smart recruitment strategies in place to tackle such high volume recruiting positions.

3. University recruitment will move online

One of the most fundamental areas that is rapidly changing is university recruitment. Some of these changes were evident even before the pandemic, such as digital portfolios, social media advertisements, and phone calls. They replaced the traditional methods to ease the tedious university recruitment process. In a post-COVID-19 world, students will experience university recruitment in a different light. Where recruiters have traditionally attracted students through on-campus events and tours, they must now shift focus to online activities. A study found that almost 73% of leaders are increasing their marketing efforts during this time. The study states that leaders are reallocating

18% for more content marketing
15% on organic growth
28% toward more online advertising
and 12% on social media marketing

More organizations will use Instagram and Facebook to engage with prospective students, share alumni stories, and provide valuable tips. As physical contact will become more restricted, email marketing will offer a great opportunity for recruiters to contact prospective students.

Hire the best tech talent from universities without the need to travel. Find out more.

4. Number of middle-management positions will drop

The 2008 recession saw organizations pulling out all types of middle-management positions. The same trend may continue in 2021, says John Sculley, who served as Apple’s CEO from 1983 to 1993. “A lot of organizations are going to say, ‘Wait a minute, we don’t really need all these layers of middle management that we had in the past,’” Sculley tells CNBC Make It.

Roles in tech companies that were typically assigned to employees in the middle-level bracket may be handled by tools. For instance, Capgemini is using IBM’s cognitive consulting tool Watson to assign people to projects. However, one fear of flattening the middle-management structure is that fewer managers will be available to oversee a higher volume of direct reports. This will create room for error, lack of oversight, and mismanagement.

5. New employee rights will emerge

State and local governments have mandated paid sick leaves for all employees during the COVID-19 outbreak. Hence, many organizations are shifting their focus to hourly workers that were formerly excluded from such perks. It is expected that these laws and policies will accelerate even after the pandemic subsides. As organizations hire new employees and increase retention rates in the face of completion once the economy reviews, this change may become permanent. Companies will need to leverage everything available to keep their employees, partners, and customers as safe as possible.

How has tech recruitment changed after pandemic?

The recruitment landscape, and tech recruitment in specific, has been profoundly reshaped in the post-pandemic era, marked by a significant shift towards remote and hybrid work models, accelerating the digital transformation within hiring processes. Organizations now prioritize digital collaboration skills and autonomy in their search for talent, leveraging advanced digital tools and platforms for virtual interviews, digital onboarding, and AI-driven candidate screening. This transformation extends to an increased focus on employee well-being, work-life balance, and the need for flexibility, fundamentally altering not only how companies recruit but also how candidates evaluate potential employers. As a result, recruitment strategies now emphasize adaptability, digital proficiency, and a strong alignment between organizational values and candidate expectations, setting a new standard for the future of work.

Summing up…

While governments, businesses, and citizens are finding ways to overcome this catastrophe, experts are trying to analyze the impact of COVID-19 on the future of the recruitment industry. Upswings and downturns in the industry are unfortunate, but with this pandemic, one of the biggest changes in hiring trends is likely to be how the recruitment process itself is conducted. Hence, recruiters and hiring managers need to think ahead to stay on top of the curve.

Hiring Tools

FaceCode: Unveiling powerful enhancements

Let’s consider the increasingly high demand for remote positions today, and the fact that location is no longer relevant when it comes to hiring candidates. However, just as managing a remote team is slightly different from managing an in-house team, hiring one has its unique challenges too.

It’s no secret that HackerEarth has helped several organizations successfully hire top tech talent, with customer obsession at the center of it all.

To take this further, our team has worked tirelessly over the past few months on amazing features to optimize the user experience and make video interviews more fun. Here’s unveiling new product enhancements in FaceCode to help you streamline your remote hiring process.

Multiple interviewers—the wisdom of the group

Ever heard of the expression, “the wisdom of the group”? That’s the principle behind adding multiple interviewers. Adding multiple interviewers has its benefits, especially in remote interviews where any hint of biased hiring must be eliminated.

Having extra interviewers on board helps keep things impartial. Also, it brings more perspectives on the selection process and saves time. Additionally, having multiple interviewers gives some insight into how well a candidate can handle group dynamics and a variety of people.

Now, while scheduling an interview on FaceCode, you can add up to 4 more interviewers, before or during an interview, to analyze the skills of a candidate. Additionally, to provide better user experience, FaceCode has separate video feed for candidate and interviewers.

Learn more.

Evaluation parameters—hiring isn’t just a game of chance

Everyone knows the cost of a bad hire. But you know what's also pretty frustrating? Not having a clue about what went wrong in the decision-making process.

Smart hiring managers have processes in place and know that hiring isn't just a game of chance. Additionally, savvy recruiters know that conducting structured interviews is an excellent way to screen and find the best candidates. Asking a set of questions in a structured interview format helps recruiters and hiring managers collect useful information from each interviewee that they can easily compare with other candidates' responses.

To help you do just that, FaceCode now supports evaluation criteria, allowing you to conduct structured interviews. While scheduling an interview, you can manually enter evaluation criteria such as technical abilities, communication skills, problem-solving skills, etc., which act like interview scorecards.

When the interview is over, a pop-up with these criteria is shown to the interviewers, and candidates are evaluated based on a five-star rating system against each criterion. The hiring team can compile the rating for every candidate, compare rankings, and identify the strongest ones.

A collaborative online diagram board to help you seamlessly conduct system design interviews

When interviewers visualize a candidate’s thought process, it's easier to understand, streamline, and communicate with them. A great way of transforming what's in a candidate’s mind into an easily-shareable idea is through diagrams or system design interviews.

However, we all know how hard it can be to conduct system design interviews even on a video call. We heard your feedback and we have integrated draw.io that allows you to create block diagrams and architecture design in a live interview. Thus, interviewers can evaluate a developer’s system design, problem-solving, and role-specific skills.

Once an interview is over, the final diagram is saved for interviewers and admins to preview later.

Speech to text conversion—Say goodbye to distractions

Sometimes, recruiters take notes during an interview to keep track of what is being discussed. However, if recruiters rely heavily on this technique, they may get distracted, reduce their involvement in the conversation, and miss out on important things. Also, it may sometimes be difficult to understand what the participants are saying or you may come across participants who are hearing impaired.

FaceCode can automatically convert spoken words to written text during interviews. You can also turn on the Highlights feature that shows important information in the transcript, thus allowing you to focus on key parts of the conversation.

Please note: This is a premium feature.

Learn more.

What’s next?

We are excited to announce the following upcoming feature updates:

To help interviewers pen down their thoughts during an interview, a new feature called “Notes” will be added on the interview page. This feature will allow interviewers to note down highlights of the interview without navigating from the interface or moving to a pen and paper option.
When an interview is being set-up, there will be an option to add the candidate assessment report. The assessment report link will be available to the interviewers during the interview in the form of a button.

Try FaceCode to refine your remote hiring process. If you need any help using this feature, write to us at support@hackerearth.com. If you’re new to HackerEarth and want to create accurate coding assessments, sign up for a 14-day free trial.

Hiring Tools

The Biggest Challenges Faced By Recruiters In University Hiring (+ Perfect Solutions)

Hi! My name is Mark and I am an HR Generalist by profession. I have recently joined a SaaS company and I have been asked to hire fresh graduates for various roles from different universities. I have to take end-to-end responsibility of hiring students, right from selecting which colleges to visit to rolling out the offer letter. This is huge!

I am getting tips from colleagues, arranging childcare for my son, and even buying a new outfit (first impressions last, you know!)

I go through the entire recruitment process and manage to hire some really good candidates by beating all the challenges associated with university hiring. However, on the day of joining, I find out something really shocking and challenging. Almost 40% of the candidates that my team and I hired didn’t join even after accepting an offer.

This brings us to a few important questions—Have you ever wondered what a day in the life of a university recruiter looks like? What are the challenges associated with university hiring? Let’s take a closer look (through Mark’s lens):

10 days to go for university hiring drive

I walk into the office. Go over to the coffee vending machine and grab a cup of cappuccino. I walk back to my desk, check social media—the Kardashians are trending again! (yawn)—and read my emails. I have to complete my first task today—shortlist the colleges we have to attend for hiring students.

Damn! There are so many universities around. How do I shortlist the best?

This brings us to the first challenge faced by recruiters in university hiring:

Challenge#1: So many universities, which one to choose?

Solutions

Look beyond pedigree:
Over the last decade, there has been a significant rise in tuition fees. Also, student debt continues to be a persistent problem among new grads. Many students opt to attend other reputable, non-Ivy league institutions that offer more competitive tuition rates. Additionally, income levels come into play here. According to studies, more than 40% of students with good grades but low-income families do not apply to some schools that tend to have a higher tuition fee. However, we are not saying that ignoring the Ivy Leagues altogether is a good idea. They have their prestige and have always been sought-after for a reason. But as the economy continues to shift, it is important as a recruiter to broaden your horizons and target other schools to make sure you’re accessing the right talent for your organization’s needs.
Identify your needs:
Next, list down the type of skills you are looking for to fill out job vacancies at your organization and then match your target universities. For instance, consider the type of academic programs an institution offers, accreditations, post-grad placements, etc. This could give you better insight into the types of students a particular institution has.
Talk to your current employees:
The alumni factor plays a very important role when you want to target universities. Make sure you’re reaching out to the upper management to see which universities they may prefer to see on your list.
Consider the past:
When determining the list of your target universities, consider the universities you have visited in the past and the ones you already have a strong relationship with. Leverage the connections you have built over time, which will help you jumpstart your process and get your pipeline in action early.
Expand your reach:
What if the universities that you have listed out are out of your reach? Traveling across states or even the country to put on a career fair or visiting a number of different universities throughout the season can be time-consuming and expensive. In such cases, consider conducting virtual career fairs. Also, you could use social media to connect with university ambassadors.

1 day to go for university hiring drive

It’s another day at work. I am super excited because tomorrow is D-day! I open my laptop and start going through the vacant positions again. Instant panic takes over when I realize that most open positions are for technical roles and I am from a non-tech background. In that case, how do I assess candidates effectively?

This brings us to the second challenge faced by recruiters in university hiring:

Challenge#2: How to interview candidates for technical roles if you don’t have a technical background?

Solutions:

Steer away from leading questions:
When interviewing students for a technical role, it is tempting to ask a direct, leading question, such as “How many years of experience do you have using Django?” This happens especially when you have a list of skills to tick off. The best practice to follow is to avoid mentioning the names of technologies or frameworks and keep questions open-ended. For example, you could ask, “What are your favorite programming languages/frameworks” or “Define a project you have worked on recently.”
Clear your doubts:
It may be impossible for a recruiter to know all programming languages, tools, and frameworks, whether he/she is from a tech background or not. Obviously, it’s a good idea to keep abreast of new tech trends. However, one should always remember that “the best people to explain the programming languages and skills to you are the ones that use it.”
Decide in advance:
We have already spoken under challenge#1 about listing down the type of skills you are looking for and then match your target universities. However, there, we were mostly talking about programming languages, frameworks, and agile methodologies. Here we mean thinking about what qualities you need from a particular candidate in order to get the job done—and done well. For instance, do you need an innovator or a technical whizz? Does your team need someone who is motivated by building products or solving technical problems?
Conduct skill-based assessments:
The next logical step is to create skill-based assessments. Trusted by 1,000+ companies, HackerEarth provides accurate technical assessments for more than 11 developer roles. It has an extensive library of 12,000+ questions, 100 skills, and 35+ programming languages. You don’t have to be a technical wizard to create these coding assessments. Just enter the job description or the job role and the platform will automatically create a test for you. This method will let you measure the technical competencies of candidates with ease. It is tempting to cover multiple topics, such as technical aptitude, logical reasoning, verbal ability, psychometric quotient, and so on. However, what works best are short and focused tests. Identify that one skill that’s most important to your hiring needs and conduct a quick, relevant 45- to 60-minute test.
Prepare a list of questions:
For face-to-face interviews, you can prepare a list of standard questions by researching the role. You can ask your CTOs, engineering managers, or team leads for tips related to technical screening of candidates, then write up your own list of developer-proof questions.

University drive day!

It’s 8 AM in the morning. I grab a muffin, a bottle of pulpy orange juice, and hop on a rental car. My team and I make it to the university at 9 AM sharp. With half an hour to go for the pre-placement talk, I start making notes and thinking about the type of questions students could ask us. I hope we make a good impression (praying silently!)

This brings us to the third challenge faced by recruiters in university hiring:

Challenge#3: What if you fail to make a good first impression among students (and they choose your competitors)?

Solutions:

Be innovative:
The pre-placement talk is crucial in attracting the right talent. It is what sets the initial impression of your company. While geographical expansion, growth/outreach-related numbers, and stats are impressive, it is how a person can contribute or make an impact that’s interesting. Your pre-placement talk should cover the following points:

How they will fit in as new college graduates

How they can make an impact

Work culture

Hierarchy followed within the organization

Types of projects

Interesting market and technology trends

Build your brand:

Major organizations, such as Microsoft, Google, and Qualcomm, have been using the on-campus student ambassador program. You can appoint student ambassadors in colleges, and these students will represent your organization on their universities. Also, you can work with them to get your organization’s technical experts invited to events and conferences as speakers or for college projects. This will create a desire among students to be part of your company. Creating brand loyalty among students earlier on can prove to be of immense help and reduce the drop-off rate in the future.

Leverage social media:

The importance of a social media strategy cannot be overstated, especially if you want to get the best from university recruitments. In today’s digital world, students are bound to look at your organization’s social media page when deciding whether or not to apply for a position in your company. The best practice to follow is to post regularly about your work culture and the cool projects that you undertake to give students a sneak peek at what your company is all about. Have a repository of videos on your social media handle, detailing various aspects of your business such as perks, infrastructure, special amenities, and more.

Conduct a talk session with alumni:

If you have previously had a successful university drive, use it to your advantage. Identify a student, now working with your company, who can act as alumni and conduct sessions in colleagues you wish to recruit from. Having alumni represent your company will increase your brand appeal among students, therefore increasing your chance to have another successful university recruitment drive.

Spice up the job description:

A well-written job description can set the right expectations and help you connect better with the candidates. An extension of your brand, a job description needs to give a one- or two-line company overview, and mention the right job title, core responsibilities, minimum requirements, and compensation and benefits. During university hiring drives, candidates have to choose between multiple opportunities from various companies. This is true especially during the first few days of the university hiring season. Interesting and crisp-yet-informative job descriptions can tip the scales in your favor.

It’s 2 PM—We have shortlisted 30 candidates out of the 250 candidates who had attempted the pre-employment test and took part in the group discussion. It’s now time to meet these candidates face-to-face. Even though the entire process took us a significant amount of time, I am thankful that we have managed to shortlist a very talented pool of candidates. But wait a minute! I think some of the rockstar talent that we have shortlisted have only been exaggerating their skills. What do we do now? We have already dedicated a lot of time and resources into it.

This brings us to the fourth and the most important challenge faced by recruiters in university hiring:

Challenge#4: How to save time to hire without compromising on the quality of candidates?

Solutions:

Know the industry scenario:
Review your last 6 months of hires to determine how your organization stands against the competition. Determine the time taken by candidates to move between all stages of the recruitment process (from sourcing to rolling out the job offer). This will help you diagnose where the slowdown is happening. You can then evaluate and eliminate the time-consuming factors associated with your recruitment process.
Have a structured recruitment process:
Grab a piece of paper and sketch your recruitment process out, from start to finish! What are the typical steps involved in a recruitment process, what does the candidate journey look like, how long does it take to fill a position, and more. Make things visible—that’s the only way you can exactly check where to improve and save time.
Build a candidate pipeline:
A well-built candidate pipeline can be extremely resourceful for your team. When managed effectively, it can drastically reduce your time-to-hire because you already have a list of candidates before the search even really starts. Also, look for speedy ways to source candidates by running paid ad campaigns, using social media to identify candidates in your industry, internal referrals, browsing talent databases, etc.
Use an ATS:
According to studies, 75 % of recruiters now use an applicant tracking system (ATS), with 36% reporting that using an ATS has saved them time. The primary purpose of using an ATS is to filter candidates automatically based on keywords, skills, pedigree, years of experience, etc. An ATS can also give you a sense of how many days it takes on average to close a position. Additionally, with an ATS, it's easy to measure recruitment campaigns by other hiring metrics, such as the number of candidates interviewed and hired. The continual monitoring of results can also keep recruiters mindful of their recruitment methods.
Leverage the power of recruitment tools:
With pre-employment recruitment tools, recruiters can assess a large pool of candidates, while utilizing minimum time and resources. You can create customized tests for different roles in a matter of minutes and shortlist candidates without compromising on quality.

Related read: 4 steps to pick the right tech recruiting software.

A day after the university hiring drive

My boss pats my back and tells me that we have done an excellent job. I am super glad that we could overcome challenges and make some perfect hires for our organization. I am now looking forward to welcoming the new employees to the future workforce. To set me on the right path, HackerEarth has created an employee onboarding checklist to make my journey a smoother one.

Want them to help you too? Sign up for a 14-day free trial today!

Hiring Tools

Unveiling HackerEarth’s integration with JazzHR

HackerEarth has added JazzHR ATS to its growing list of ATS integrations. JazzHR is a popular and user friendly ATS software that enables organizations to find and hire talent faster.

HackerEarth and JazzHR: Benefits of the integration

The integration between HackerEarth and JazzHR allows recruiters to streamline the technical recruitment workflow. Using this integration, you can post about job openings on JazzHR, setup HackerEarth assessments, invite candidates, and generate and share detailed candidate reports with your team. All this can be done directly from JazzHR’s interface.

Setting up the recruitment workflow

To set up the integration with JazzHR , you'll need an account with HackerEarth. In case you’re new to HackerEarth, please sign up to create an account.

Retrieve the API key from your HackerEarth account

Once you’ve logged in to HackerEarth,

Click on Settings and navigate to Integrations
Choose JazzHR from the list and click on Generate API Key
Copy the API key

Choose JazzHR from the list of ATS integrations available on HackerEarth

2. Sign in to JazzHR to complete the integration

Navigate to Settings and click on Integrations
Choose HackerEarth from the list. Click on Connect
Paste the API key into the field

3. Send assessments to candidates

View the job roles that are open and check the workflow status of candidates who have been sourced for the role. Click on candidates’ name and view their profile
In a candidate’s profile, click on Send HackerEarth under the Assessments tab
Select the most appropriate test amongst the list
Next, customize the email template and choose the date and time to send the invite

4. Analyze and share insights on candidate performance

Once a candidate has completed an assessment, you will receive an email with the test score. Visit the candidate profile and view the test score and test completion date. Click on View details to view the results externally on the HackerEarth Assessment platform. This link can be shared via public access.

Analyze a candidate

Try the JazzHR integration with HackerEarth and let us know how it works for you. If you need any help using this feature, write to us at support@hackerearth.com. If you’re new to HackerEarth and want to create accurate skill-based developer assessments, sign up for a 14-day free trial.

Hiring Tools

A big bang of new features on HackerEarth Assessments

Over the past few months, our team has been working tirelessly on amazing features to optimize the user experience and make test creation more fun using HackerEarth. We’re now ready to unveil them.

Everything in one place

Earlier, before publishing a test, users had to navigate to different tabs for adding questions, modifying test settings, adding admins, and more. This involved a lot of back and forth and figuring out what to change and where. With the new test overview feature on HackerEarth Assessments, you can get a snapshot of the questions, the language used, proctoring type, candidate information, and admin management, all in a single place.

The test overview page lists the recommended settings for the following:

Test: Name, description, instructions, type, link, and start and end dates
Questions: Number, difficulty level, and type. Additionally, you get the option to enable question shuffling and display error messages
Language: The choice of test language
Proctoring: Default proctoring type enabled
Candidate: Information collected from candidates
Email: Auto-reminder email feature
Test admins: List of admins managing the test

You can view or modify them before inviting candidates to take the test.

Test overview snapshot

2. Just skill-based tests? Not anymore.

That’s right. Now you can choose a job role or simply upload a job description and the HackerEarth platform will create a test for you.

Here’s how this works

Job description to test

In addition to the prebuilt skill-based tests or custom tests available, recruiters can now create a test by uploading or pasting a job description. Built on NLP, the platform extracts the skills and experience from the description and creates an assessment best suited to evaluate a candidate.

Job description to test feature

Job role to test

Now, users can create a test for 11 different developer roles. These pre-built, role-based tests can be readily used for assessing candidates for a particular role. The platform will suggest the skills relevant for the selected job role and you can add/modify the skills and experience to create the test.

Test creation based on job role

3. It’s easy on the eye

HackerEarth's feature on question listing has a more attractive interface. Adding sections and pooling questions is now a lot easier. By selecting the topic and the difficulty level, you can add questions either automatically or manually. What’s more? There’s a new drag and drop functionality, making it easier to add/reorder questions while creating a test.

Question listing feature

4. More visibility, more reports

We’ve several clients who use HackerEarth to manage their tech screening process on a global scale, using it across different business units or accounts. Earlier, there was no way for decision makers to track the screening process across different units. The new admin reports feature gives them visibility into the screening process across all their business units.

Using a real-time dashboard, you can get an overview of the assessment funnel for the entire organization. You can view the number of published tests and compare the count of invited and attempted candidates. You’ll also be able to know the count of candidates who’ve cleared the cutoff score and finally been shortlisted.

Get an overall view of all these metrics as well as a segregated view based on sections for tests and admins. What’s more? You can filter them based on accounts and export the data for collaboration.

Assessment funnel - HackerEarth reports

5. Practice made perfect

While you might already be aware of the practice tests that are available on HackerEarth, now we’ve made them more dynamic. The practice tests will be automatically aligned to the actual tests created. Whenever a new test is published, the platform will also generate a practice test based on the same skill type and question format.

This will drastically improve candidate experience as they’ll be more familiar with the test environment and know what to expect during the test.

Dynamic practice tests on HackerEarth

6. Get biweekly updates

Receive biweekly reports via email with account updates regarding invite usage, test-level insights and other admin details.

That’s it for now. But stay tuned for more exciting updates. Until then, try using these new features and let us know what you think. If you’re new and want to create intelligent tech assessments using HackerEarth, sign up for our 14-day free trial. And if you need help, write to us at support@hackerearth.com.

Hiring Tools

6 things business owners should do before interviewing potential employees

Taking a small business from a startup to a success story is a challenging difficult task. To turn your dream of becoming a successful business owner into reality, you must hire the right employees. While most entrepreneurs handle all aspects of running a business single-handedly in the beginning, this eventually becomes problematic.

Before hiring employees, you will need to invest time and energy into interviewing each candidate. The average interview/hiring process takes around 23 days. Trying to rush through this process can create several problems in the long run.

Luckily, there are a variety of things you can do to make the employee interview process easier and more efficient. Read below to find out how business owners can ace the employee interview process.

Putting the right technology in place is crucial
Tasks such as manually uploading job listings on various online message boards can be time-consuming and frustrating. Instead of letting these mundane tasks take your focus off of your business, you need to use an applicant tracking system (ATS) during the hiring process. Not only can this software help you reduce the amount of time spent on administrative tasks, but you can also narrow down the vast number of resumes you receive for a particular position.

An ATS uses a complex algorithm to scan resumes. Business owners can pick from a list of keywords and indicators before the scanning process begins. With these variables, the ATS can pick out the best resumes for a business owner. If you are looking for a way to speed up the recruitment cycle and ensure a quality hire, then an ATS is a great investment. You can learn more about how an ATS work before choosing the right one.
Brainstorm with your existing employees before hiring new employees
One of the most important aspects of the hiring process is creating a detailed and accurate job listing. It should adequately describe the requirements for the position you need to fill. Instead of trying to come up with this job listing on your own, consult with other members of your team.

Often, team members can offer a fresh perspective on what is required of an employee. A brainstorming session will help you get the information regarding the role a new employee needs to fill and what skills are required to excel in a new position.

Also, before interviewing a potential candidate, you need to figure out what type of pre-employment screenings are required. Generally, businesses in the US use medical physicals and drug screenings for their new employees. This helps you avoid potentially bad hires.
Choosing the right interview time and method
Once you start to narrow down the list of applicants, it will be time to start the interview process. Some business owners fail to realize that there are a number of ways they can conduct these meetings. If the applicant lives in the same area where your business is located, having a face to face meeting is a good option. However, this will not be possible if you are using a remote worker to fill a position.

Using tools such as a video chatting software is essential when trying to connect with a remote applicant. Before conducting interviews, you need to figure out what you have on your schedule. Ideally, you want to schedule the meeting during a time when you don’t have many tasks to do. You will also need to offer the candidate a high degree of flexibility. Doing this will show them that your company is willing to go the extra mile to work with them.
Prepare for the interview
Going into the interview process without a list of questions for an applicant is a huge mistake. Taking the time to adequately prepare for an interview can help you get all the information you need to make the right hire. Asking questions regarding a person’s previous experience and what they view as their strengths and weaknesses is vital.

Once you get this information, you can figure out whether a particular person is the right fit for your needs. Many business owners use personality tests to get more information about potential employees. The more you know about a potential employee, the easier it will be to hire them with confidence.

If you feel like you don’t have the time or the skills needed to handle the interview and hiring process alone, outsourcing these responsibilities may be a good idea. Luckily, there are a number of staffing agencies that will be more than happy to lend a hand. Typically, these agencies will have a large pool of talent they can pull from to fill your vacancies. However, before hiring an agency to help with this important work, take a look at their reputation and track record.
Evaluate each candidate beforehand
In most cases, business owners receive several resumes when they post about a job listing on the Internet. Rather than getting overwhelmed with the hiring process, taking the time to evaluate each candidate should be your main goal. Just because you receive tons of applications doesn’t mean you have to slack when it comes to checking for references or contacting the candidate’s former employers.

Following such practices can give you an idea of how well they performed for others in the past. You need to make sure that the potential candidate left their last job on good terms. If you are confronted with a slew of bad reviews for a particular candidate, you may need to avoid hiring them.
Work on assessing candidates’ long-term potential
Hiring new employees can be a very stressful and time-consuming process. This is why choosing employees that want a long-term career within your organization is of utmost importance. During the interview process, you need to ask questions regarding where a person sees himself/herself in the next five or ten years. The answer to this question can provide you with valuable insights into how long a person will be with your company.

Also, be sure to give the candidate some information on opportunities such as salary increase and other benefits. Creating a team of loyal employees will require you to put a lot of energy into enhancing your team’s skills and utilizing the strengths they have. The money and time you invest in developing the talent you have in place will pay off in the long run.

Great employees are the backbone of a successful business

While finding and hiring the right employees can be difficult, it is well worth the effort you invest. With the right employees, you can grow and expand your business with ease.

Read - Top tips to prepare for software engineering interviews

Authors

Meet our Authors

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

Ruehie Jaiya Karri

Kumari Trishya

Hiring Strategies

Forecasting Tech Hiring Trends For 2023 With 6 Experts

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

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

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

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

Meet the Expert Panel

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

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

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

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

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

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

Overview of the upcoming tech industry landscape in 2024

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

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

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

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

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

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

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

6 industry experts predict the 2023 recruiting trends

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

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

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

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

Pamela Ilieva, Director of International Recruitment, Shortlister

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

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

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

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

Patricia Gatlin, DEI Specialist and Curator, #blacklinkedin

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

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

Radoslav Stankov, Head of Engineering, Product Hunt

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

Mike “Batman” Cohen, Founder of Wayne Technologies

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

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

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

Companies can create internal hackathons to exercise creativity...

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

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

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

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

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

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

6 industry experts predict the 2023 recruiting trends

Rado: Prioritization, team time, and environment management.

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

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

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

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

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

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

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

Brian: Agility, resourcefulness, and empathy.

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

Steve: Negotiation, data management, and talent development.

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

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

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

Patricia: Technology, research, and relationship building.

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

Hiring Strategies

7 Tech Recruiting Trends To Watch Out For In 2024

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

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

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

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

7 tech recruiting trends for 2024

6 Tech Recruiting Trends To Watch Out For In 2022

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

Trend #1—Leverage data-driven recruiting

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

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

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

Trend #2—Have impactful employer branding

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

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

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

Trend #3—Focus on candidate-driven market

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

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

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

Recommended read: What NOT To Do When Recruiting Fresh Talent

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

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

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

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

—Swetha Harikrishnan, Sr. HR Director, HackerEarth

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

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

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

Trend #6—Conduct remote interviews

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

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

Trend #7—Be proactive in candidate engagement

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

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

—Narayani Gurunathan, CEO, PlaceNet Consultants

Recruiting Tech Talent Just Got Easier With HackerEarth

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

Our tech recruiting platform enables you to:

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

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

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

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

Developer Insights

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

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

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

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

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

Developer Survey

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

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

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

Staying ahead of the skills game

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

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

How happy are developers

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

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

What works when looking for work

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

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

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

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

Tips straight from the horse’s mouth

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

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

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

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

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

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

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

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

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

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

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

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

View all

Hiring Strategies

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

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

What is Pre-Employement Assessment?

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

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

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

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

Why pre-employment assessments are key in hiring

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

Improved decision-making:

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

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

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

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

Types of pre-employment assessments

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

1. Skill Assessments:

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

2. Personality Assessments:

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

3. Cognitive Ability Tests:

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

4. Integrity Assessments:

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

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

Leading employment assessment tools and tests in 2024

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

HackerEarth:

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

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

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

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

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

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

Choosing the right pre-employment assessment tool

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

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

Comparative analysis of assessment options

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

Technical skills assessment:

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

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

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

Additional tips:

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

Best practices for using pre-employment assessment tools

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

Define your assessment goals:

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

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

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

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

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

Interpreting assessment results accurately

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

Use results as one data point:

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

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

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

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

Choosing the right pre-employment assessment tools

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

Industry and role requirements:

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

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

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

Budget and accessibility considerations

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

Budget:

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

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

Additional Tips:

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

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

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

Future trends in pre-employment assessments

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

Artificial intelligence (AI):

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

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

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

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

Conclusion

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

Hiring Strategies

Tech Layoffs: What To Expect In 2024

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

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

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

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

What are tech layoffs?

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

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

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

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

Causes for layoffs in the tech industry

Why are tech employees suffering so much?

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

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

In addition, some common reasons could be:

Financial struggles

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

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

Changes in demand

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

Restructuring

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

Automation

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

Mergers and acquisitions

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

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

Will layoffs increase in 2024?

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

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

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

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

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

What types of companies are prone to tech layoffs?

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

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

Large tech firms

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

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

Startups

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

Small and medium-sized businesses

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

Companies in certain industries

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

Companies that lean on government funding

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

How to track tech layoffs?

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

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

Use tech layoffs tracker

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

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

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

News articles

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

Social media

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

Online forums and communities

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

Government reports

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

How do companies reduce tech layoffs?

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

Salary reductions

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

Implementing a hiring freeze

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

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

Non-essential expense reduction

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

Reducing working hours

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

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

Tech layoffs to bleed into this year

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

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

Hiring Tools

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

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

What is Headhunting in recruitment?

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

How do headhunting and traditional recruitment differ from each other?

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

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

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

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

Types of headhunting in recruitment

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

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

How does headhunting work?

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

Identifying the role

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

Defining the job

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

Candidate identification and sourcing

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

Approaching candidates

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

Assessment and Evaluation

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

Interviews and negotiations

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

Finalizing the hire

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

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

Common challenges in headhunting

Despite its advantages, headhunting also presents certain challenges:

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

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

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

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

Advantages of Headhunting

Headhunting offers several advantages over traditional recruitment methods:

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

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

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

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

Conclusion

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

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Hiring Tools

Hiring trends in a post COVID-19 world

1. Recruitment strategies will shift to virtual platforms

2. Candidate applications will surge significantly

3. University recruitment will move online

4. Number of middle-management positions will drop

5. New employee rights will emerge

How has tech recruitment changed after pandemic?

Summing up…

FaceCode: Unveiling powerful enhancements

Multiple interviewers—the wisdom of the group

Evaluation parameters—hiring isn’t just a game of chance

A collaborative online diagram board to help you seamlessly conduct system design interviews

Speech to text conversion—Say goodbye to distractions

What’s next?

The Biggest Challenges Faced By Recruiters In University Hiring (+ Perfect Solutions)

10 days to go for university hiring drive

Challenge#1: So many universities, which one to choose?

Solutions

1 day to go for university hiring drive

Challenge#2: How to interview candidates for technical roles if you don’t have a technical background?

Solutions:

University drive day!

Challenge#3: What if you fail to make a good first impression among students (and they choose your competitors)?

Solutions:

Build your brand:

Leverage social media:

Conduct a talk session with alumni:

Spice up the job description:

Challenge#4: How to save time to hire without compromising on the quality of candidates?

Solutions:

Know the industry scenario:

Have a structured recruitment process:

Build a candidate pipeline:

Use an ATS:

A day after the university hiring drive

Unveiling HackerEarth’s integration with JazzHR

HackerEarth and JazzHR: Benefits of the integration

Setting up the recruitment workflow

Retrieve the API key from your HackerEarth account

2. Sign in to JazzHR to complete the integration

Navigate to Settings and click on Integrations

Choose HackerEarth from the list. Click on Connect

Paste the API key into the field

3. Send assessments to candidates

4. Analyze and share insights on candidate performance

A big bang of new features on HackerEarth Assessments

Everything in one place

2. Just skill-based tests? Not anymore.

3. It’s easy on the eye

4. More visibility, more reports

5. Practice made perfect

6. Get biweekly updates

6 things business owners should do before interviewing potential employees

Putting the right technology in place is crucial

Brainstorm with your existing employees before hiring new employees

Choosing the right interview time and method

Prepare for the interview

Evaluate each candidate beforehand

Work on assessing candidates’ long-term potential

Great employees are the backbone of a successful business

Technical Screening Guide: All You Need To Know

Explore HackerEarth’s top products for Hiring & Innovation

Meet our Authors

Forecasting Tech Hiring Trends For 2023 With 6 Experts

Meet the Expert Panel

Overview of the upcoming tech industry landscape in 2024

6 industry experts predict the 2023 recruiting trends

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

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

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

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