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HackerEarth Assessments integrates with Zoho Recruit

We are delighted to announce that we now integrate with Zoho Recruit. Hiring tech candidates just got a lot easier!Zoho Recruit is a leading cloud based applicant tracking system designed to make your hiring process seamless and effortless. Zoho Recruit users can now invite candidates for assessments and review their performance- all in one place.

A seamless way to find the right tech talent

Integrating HackerEarth and Zoho enables an efficient way for recruiters to screen and assess candidates, thus streamlining the technical recruiting process. With this integration, you can filter candidates, invite them for an assessment and view their performance. You can do all of this directly from Zoho Recruit without having to switch between the platforms.

Benefits of the integration

This integration enables a simple workflow between screening and assessing candidates. Here are a few benefits of this integration:

Conduct coding assessments

Once you’ve identified the right candidates for the technical role,
  • You can conveniently invite them to take an assessment.
  • You can choose from a list of assessments that you have created on HackerEarth’s platform.
  • Access 12K+ questions from the pre-built question library to test candidates.
  • Assess candidates over 41+ programming languages and 500+ developer skills using 11 different assessment types.

Seamlessly hire tech candidates

With screening, assessing and reporting all in one place, it’s now easier than ever to hire tech talent. Easily make the right decisions with HackerEarth’s candidate report and share insights with your team.

View candidate performance

Identify how the candidate performs as compared to their peers in the market. Understand industry benchmarks, get recommendations to shortlist candidates, and conduct live video interviews to assess their skills in real-time.

Integrating HackerEarth Assessments and Zoho Recruit

In order to be able to use HackerEarth Assessments with Zoho Recruit, you have to set up a 1-time integration. Here are the steps to set this up:
  1. On HackerEarth’s platform, navigate to the integrations section in your settings and Connect with Zoho Recruit
    HackerEarth and Zoho Recruit Integration
  2. Once you click on connect with Zoho Recruit, you will need to log-in to your Zoho account. Be sure to log in from the admin account to ensure a seamless integration.
    Zoho Sign-in
  3. In the next screen, click on “Accept” to give Zoho Recruit access to the account.
    HackerEarth and Zoho Integration
  4. This will generate a Client ID and Client Secret Key. Make a note of this key.
    Client ID and secret
  5. Once you do this, the next step is to complete the integration process from Zoho’s platform. For this, head on over to Zoho Marketplace, find HackerEarth, click “Install now”, and follow the steps to confirm the installation.
    Zoho confirmation
  6. In the next screen you will be prompted to enter the Client ID and the Client Secret Key. Enter the ID and key, and click “Save”.
    Final step of the integration
With that, you’ve successfully integrated HackerEarth Assessments with Zoho Recruit.

Inviting candidates for a coding assessment

Now that you’ve integrated both platforms you can easily Invite candidates for an assessment that you have set up on HackerEarth. Here’s how you can invite a candidate to take an assessment:
  1. Head over to the Candidate Module. Select a candidate that you would like to invite. On the candidate page, you will see a “Send Tests” button in the top right corner. Click this button to invite the candidate.
    Zoho Candidate Module
  2. On the next screen, you can choose the assessment you would like the candidate to attempt. Once you choose the assessment, click “Initiate Assessment”. This will send the information to the candidate.
    HackerEarth Assessment
  3. Once the candidate has attempted the assessment, you can view their performance from the HackerEarth Assessment section.
    HackerEarth candidate summary
If you need any help on 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.

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

System design interviews are an integral part of tech hiring and are conducted later in the interview process. System design interviews help you assess a candidate’s ability to design complex systems and understand their thought process for creating real-world products. While coding interviews tend to be a pass/fail system, design interviews are graded on a spectrum as they're more open-ended.

What are system design interviews?

Systems design is the process of defining, developing, and designing systems that satisfy the specific needs and requirements of a business or organization. It involves designing elements of a system, such as architecture, modules, components (and their interfaces), and data.

Some examples of system design interviews include:
  • Flowcharts: A step-wise and schematic representation of an algorithm.
  • Unified Modelling Language (UML): Helps system and software developers specify, visualize, construct, and document software systems as well as used for business modeling and other non-software systems.
  • Business Process Modelling Notation (BPMN): Used for creating a flow chart model that outlines the end-to-end steps of a planned business process.
  • Systems Modelling Language (SysML): Supports the analysis, design, and verification of complex systems, including software, hardware, information, procedures, personnel, and facilities in a graphical notation.
  • Architectural design: Describes the views, models, behavior, and structure of the system.
  • Logical design: Represent the inputs, data flow, and outputs of the system. For e.g., entity-relationship (ER) diagrams.

Advantages of system design interviews

1. Holistic skill assessment: These interviews assess a candidate's ability to design, plan, and articulate complex systems, going beyond basic coding skills.2. Evaluating architectural knowledge: They are crucial for roles requiring knowledge of system architecture, allowing interviewers to gauge a candidate's proficiency in this area.3. Testing problem-solving in real-world scenarios: System design interviews often involve real-world problems, testing how candidates approach practical challenges.4. Identifying big-picture thinking: They help identify candidates who can think strategically about system scalability, maintenance, and efficiency.5. Encouraging clear communication: Candidates must articulate their thought process clearly, demonstrating their communication and collaboration skills.

Why are system design interviews important?

Today, most tech companies invest in building scalable, high performant systems. Hence, it's essential for candidates to have impeccable design skills. The purpose of a system design interview is to go beyond the standard data structures and algorithm questions. You can see what candidates think about operational scenarios, edge cases, limitations, and assumptions.

System design interviews are intentionally open-ended. Through system design interviews, an interviewer can evaluate a candidate along different dimensions. It also helps to analyze a candidate's overall thought process, thinking, knowledge of end-to-end systems, and communication skills. However, we all know how hard it can be to conduct system design interviews even on a video call. While one can use a collaborative document like Google Docs to create diagrams and flowcharts, the process can be extremely tedious and result in poor candidate experience.

Integrating draw.io in HackerEarth FaceCode

To help you migrate to a completely remote hiring process, we have integrated draw.io to FaceCode. This allows you to effortlessly conduct system design interviews by letting developers create block diagrams and architecture designs in a live interview. Thus, interviewers can evaluate a developer's system design, problem-solving, and role-specific skills.

The draw.io editor provides a large variety of libraries to choose symbols from. Candidates can draw ER diagrams, network diagrams, mindmaps, wireframes, Venn diagrams, flowcharts, etc. You can select any category based on your requirement for candidates to answer system design questions.

Let's consider an example: you want to test your candidates on AWS/Analytics using the draw.io. editor.

You can go to the general set of shapes on the left, collapse it, and expand the AWS/Analytics set of shapes.

AWS/Analytics shapes

The editor will provide your candidate with a complete set of tools for drawing AWS/Analytics diagrams.

The candidate is required to drag an entity shape on the drawing canvas at the center and streamline their thought process into diagrams or system designs.

System design interview diagram board canvas

The draw.io interface is well-designed and easy to use, which adds to positive candidate experience. Additionally, it is collaborative, which means that the interviewer and interviewee can work on the same design simultaneously from different systems. Once an interview is over, the final diagram is saved for interviewers and admins to preview later.

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.

FAQs related to system design interviews

What is a system design interview?

It's an interview process focusing on a candidate's ability to design and plan complex systems, testing their understanding of architectural and scalability challenges.

How is it different from other technical interviews?

Unlike coding interviews, system design interviews focus more on big-picture thinking, requiring candidates to demonstrate planning, scalability, and architectural skills.

What should I prepare for a system design interview?

Familiarize yourself with basic system architecture, design patterns, scalability, and database management. Practice explaining your thought process clearly.

Are system design interviews only for senior positions?

They are more common for senior roles, but some companies use them for mid-level positions to assess architectural understanding.

How long do these interviews last?

They typically last about 45-60 minutes, depending on the complexity of the problem and the depth of discussion.

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.

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.

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.

  1. 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

Choosing HackerEarth from JazzHR

Entering the API key

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
Candidate details

Tests available on HackerEarth

E-mail template

E-mail sent by HackerEarth

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

Report

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.



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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. 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.

  6. 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
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7 Tech Recruiting Trends To Watch Out For In 2024

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

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

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

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

7 tech recruiting trends for 2024

6 Tech Recruiting Trends To Watch Out For In 2022

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

Trend #1—Leverage data-driven recruiting

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

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

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

Trend #2—Have impactful employer branding

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

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

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

Trend #3—Focus on candidate-driven market

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

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

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

Recommended read: What NOT To Do When Recruiting Fresh Talent

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

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

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

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

—Swetha Harikrishnan, Sr. HR Director, HackerEarth

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

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

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

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

Trend #6—Conduct remote interviews

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

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

Trend #7—Be proactive in candidate engagement

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

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

—Narayani Gurunathan, CEO, PlaceNet Consultants

Recruiting Tech Talent Just Got Easier With HackerEarth

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

Our tech recruiting platform enables you to:

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

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

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

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

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

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

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

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

Let’s get to it, shall we?

Hire great developers

What constitutes a good interview question?

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

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

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

Hire GREAT developers by asking the right questions

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

#1 How do you plan your day?

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

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

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

Value-based interview questions to ask

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Developer Hiring Statistics

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

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

Recruit GREAT developers by asking the right questions

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

#1 Write an algorithm for the following

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

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

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

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

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

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

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

#3 Some high-level design (HLD) questions

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

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

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

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

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

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

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

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

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

What is Pre-Employement Assessment?

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

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

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

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

Why pre-employment assessments are key in hiring

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

  • Improved decision-making:

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

  • Reduced bias:

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

  • Increased efficiency:

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

  • Enhanced candidate experience:

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

Types of pre-employment assessments

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

1. Skill Assessments:

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

2. Personality Assessments:

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

3. Cognitive Ability Tests:

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

4. Integrity Assessments:

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

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

Leading employment assessment tools and tests in 2024

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

  • HackerEarth:

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

  • SHL:

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

  • Pymetrics:

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

  • Wonderlic:

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

  • Harver:

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

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

Choosing the right pre-employment assessment tool

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

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

Comparative analysis of assessment options

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

  • Technical skills assessment:

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

  • Soft skills and personality assessment:

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

  • Candidate experience:

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

Additional tips:

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

Best practices for using pre-employment assessment tools

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

  • Define your assessment goals:

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

  • Choose the right assessments:

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

  • Set clear expectations:

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

  • Integrate seamlessly:

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

  • Train your team:

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

Interpreting assessment results accurately

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

  • Use results as one data point:

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

  • Understand score limitations:

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

  • Look for patterns and trends:

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

  • Focus on potential, not guarantees:

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

Choosing the right pre-employment assessment tools

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

  • Industry and role requirements:

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

  • Company culture and values:

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

  • Candidate experience:

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

Budget and accessibility considerations

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

  • Budget:

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

  • Accessibility:

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

Additional Tips:

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

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

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

Future trends in pre-employment assessments

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

  • Artificial intelligence (AI):

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

  • Adaptive testing:

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

  • Micro-assessments:

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

  • Gamification:

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

Conclusion

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

Tech Layoffs: What To Expect In 2024

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

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

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

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

What are tech layoffs?

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

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

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

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

Causes for layoffs in the tech industry

Why are tech employees suffering so much?

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

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

In addition, some common reasons could be:

Financial struggles

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

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

Changes in demand

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

Restructuring

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

Automation

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

Mergers and acquisitions

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

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

Will layoffs increase in 2024?

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

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

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

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

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

What types of companies are prone to tech layoffs?

2023 Round Up Of Layoffs In Big Tech

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

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

Large tech firms

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

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

Startups

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

Small and medium-sized businesses

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

Companies in certain industries

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

Companies that lean on government funding

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

How to track tech layoffs?

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

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

Use tech layoffs tracker

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

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

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

News articles

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

Social media

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

Online forums and communities

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

Government reports

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

How do companies reduce tech layoffs?

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

Salary reductions

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

Implementing a hiring freeze

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

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

Non-essential expense reduction

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

Reducing working hours

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

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

Tech layoffs to bleed into this year

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

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

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

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

What is Headhunting in recruitment?

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

How do headhunting and traditional recruitment differ from each other?

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

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

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

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

Types of headhunting in recruitment

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

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

How does headhunting work?

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

Identifying the role

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

Defining the job

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

Candidate identification and sourcing

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

Approaching candidates

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

Assessment and Evaluation

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

Interviews and negotiations

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

Finalizing the hire

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

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

Common challenges in headhunting

Despite its advantages, headhunting also presents certain challenges:

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

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

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

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

Advantages of Headhunting

Headhunting offers several advantages over traditional recruitment methods:

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

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

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

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

Conclusion

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

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