Hiring Tools

We put together a list of top recruiting software platforms tech recruiters, HR can use, in no particular order.

Best Recruiting Platforms are

1. 1. HackerEarth (Coding Assessments)
   2. Dice (Open Web)
   3. Codility
   4. HireVue
   5. Pymetrics
   6. People Search (Workable)
   7. The Predictive Index
   8. Devskiller
   9. Hired
   10. Glider.ai

1. HackerEarth (Coding Assessments)

   Recruit, HackerEarth’s technical recruitment software, allows companies to use online coding tests to automate their tech screening process.

   With a library of more than 15,000 questions, technical leads, and even non-tech recruiters can conduct tests on a large scale to grade developers for virtually any technical role.

   Supporting 35+, Recruit auto-assesses the submissions of each developer instantly based on defined parameters such as logical correctness, time-efficiency, memory-efficiency, and code quality.

   Tech recruiters can then analyze each applicant’s performance with the detailed reporting and analytics features within Recruit.

   With its proctoring measures and plagiarism detection techniques, recruiters can be surer about the originality of each submission. -

   Looking to hire developer - Request a free demo

2. Dice (Open Web)

   An award-winning social recruiting platform, Open Web aggregates profiles from over 180+ social sites to give you tech talent with hard-to-find skills.Tech recruiters can build a tech pro’s profile from digital signatures gathered from these social sites. Dice Open Web also helps them to reach out to passive candidates and get better response rates, saving time and cost.
   
   This recruiting platform offers predictive analytics to increase the efficiency of the hiring process.
   
   Talent acquisition and hiring managers can also get an overview of the candidates' technical aptitude as Open Web focuses on portals such as GitHub and Stack Overflow.
   
   (Also read: 5 reasons you should use Talent Assessment Software)

3. Codility

   Codility offers an intuitive recruiting platform to increase brand visibility and help source programmers to add value to your company. Developers can be evaluated, or inspired, using customized tests/challenges and interviewed via the automated platform.

4. HireVue

   Utah-based HireVue calls its product an “all-in-one video interview and pre-hire assessment solution.”The digital interview platform helped recruiters choose applicants from a sea of resumes by watching videos where they had recorded responses to interview questions.The company now adds artificial intelligence (voice recognition software, licensed facial recognition software, a ranking algorithm) to pick the ideal candidate.
   
   HireVue promises tech recruiters a modern, simple approach to hiring through insightful data.

5. Pymetrics

   Using neuroscience games and AI, Pymetrics offers a bold recruiting platform that is bias-free.It helps tech recruiters build a profile of a candidate not based on resumes but on their emotional and cognitive traits.Pymetrics identifies what candidates are best at and matches them to the right jobs; this approach puts applicants on a more equal footing.“If LinkedIn and Match.com could have a child, Pymetrics would be it.” (Digital Trends)

6. People Search (Workable)

   This search engine from Workable helps tech recruiters source candidates using “information aggregated from multiple sources in real-time,” streamline applicant tracking processes and manage interviews.People Search helps personalize reach and boost response rates. It allows Boolean queries as well.

7. The Predictive Index

   This is a behavioral assessment designed to be an effective, simple, and easy evaluation of existing and future employee work skills.The proven methodology helps tech recruiters define the cognitive and behavior requirements for a job and assess and hire candidates accurately.The test uses a free-choice format and is not timed; it takes about six minutes and measures four constructs: extroversion, dominance, patience, and formality.

8. Devskiller

   Devskiller lets companies use their own code base to test programmers online and lets developers use their own IDEs and resources.Tech recruiters can screen applicants with real-world sample tests to assess what really matters and interview them in real time.The recruiter-friendly solution automatically measures the coding skills and finds the real problem solvers. The company says it aims to imitate a “first day at work experience.”

9. Hired

   Hired brings together tech recruiters and employees, matching the right people to the right jobs.The website offers “algorithmic matching, key ATS integrations, and 1:1 support” to make smart recruiting decisions for employers looking for top quality technical talent.

10. Glider.ai

    This artificial intelligence-powered competency-based hiring platform helps recruiters build great tech teams. Glider’s approach combines the preferences and capabilities of employers (and job seekers) to ensure an efficient recruitment process without bias. For data-driven hiring decisions, Glider offers auto-scored coding tasks, video interviews, and real-world simulations.

Conclusion

Detailed feature comparison of 8 recruiting software platform for developer hiring

Companies have found an increase in the number of applications from PwDs when application processes including tests are adjusted to accommodate their needs. Fujitsu, the leading Japanese IT products, and services provider noted a 3.4% increase in the proportion of applications from candidates with disabilities when they made small changes to their recruitment process including asking for information about disability and reasonable adjustments early-on in the application process.

Delivery of tests is incomplete without appropriate assessment. The next step to successfully recruiting PwDs is the accurate interpretation of test results. But have answers to such questions ready. Is there any difference in the criteria for gauging performance? How should the test evaluation match the accommodations made during the test (extra time allotted, the presence of external reader, etc.)?

Comparing apples to apples: Interpreting test results

Talent assessment tests are standardized, which makes it easier to test multiple applicants with the same yardstick for performance. Interpreting results of tests that have been tweaked to allow for different abilities are complex because each person and his/her test result is unique. However, there are certain guidelines which can help during interpretation of results.

• If test times were extended for an applicant, then employers must look at accuracy and test performance at different time limits, and under different sections. This should be compared with the aspects of the job that is highly relevant to the test, to get a true measure of performance. For instance, a test taker took an additional 30 minutes to complete a test that contained analytical, mathematical, verbal, and critical reasoning sections. When the evaluators took a closer look, they found that he had completed the analytical section faster compared to the rest of the test, the applicant will move to the next stage provided analytical skills are considered crucial for the role that he had applied for.
• It is incorrectly assumed that while comparing test results, one should use a norm group of applicants with the same disability. This is because two people with the same disability are affected by it in two different ways. The best approach is to use a standard norm group, with or without disabilities, and compare performance to the job requirements.
• When using psychometric tests to gauge personality, they should be analyzed in the standard way. There isn’t any difference in how these standard tests are interpreted for persons with or without disabilities.

As soon as a job vacancy arises, the job description should be evaluated by HR reps (after undergoing training on the disability types and degrees) to study possibilities of inclusion. (Also read: How not to write a job post) The next step is to open up the position on the website and job boards for people with or without disabilities. When people with disabilities express interest, companies can use talent assessments to make the application process convenient for them. While technology is a great enabler for recruiting people with disabilities, employers must know that the results from tests and questionnaires don’t work in silos, and only make up a small slice of the overall recruitment pie. The test results, however, need to be followed-up by interviews and any other suitable steps to determine if the candidate is a good fit for the role.

As a whole, the recruitment process has to be made more convenient and accessible to encourage more PwDs to apply for jobs within companies. When designing job descriptions, or deciding on the types of assessments to use, or the interview process, companies must think of how they can make adjustments to the environment or the process to encourage more people with disabilities to apply for roles.

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What does the future hold?

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When used effectively, talent assessment tools can have a major impact on key performance indicators (KPIs), such as cost-to-and time per-hire, hiring managers’ satisfaction, employee retention, performance, and engagement.” –Aberdeen Group Study (May 2015).

We could not agree more.

The same study reveals the following:

• • Businesses that use talent assessment tools are 36% more likely to be satisfied with their new hire.
  • Seven out of ten (71%) of the Best-in-Class (top 20%) companies now use tech recruitment software.
  • These companies now enjoy 15% year-on-year improvement in hiring managers’ satisfaction.

Keeping in mind these statistics, we have seen that job titles are having a moment in the last few years. And HR is not an exception to these new trends either.

At Google, HR is called “People’s Operations.” This term is very popular with other tech companies as well.

For Facebook, “People@” is the term that describes the team which focuses on three things:

Hire the best people, foster continuous personal growth, and enrich the overall Facebook experience.

Other companies have transformed HR managers into Talent Acquisition Managers.

These companies are underlining the importance of acquiring the right people rather than hiring just someone to fill an open position.

They are looking for talent!

Along similar lines, in a previous article “Why companies can’t avoid university recruitment,” I spoke about how, now more than ever, it is time for companies to decide if they will or will not enter the War for Talent.

Companies are identifying new ways to attract and retain talent.

And, they are increasingly starting to use assessment tools before making the final hiring decision.

But, why use a talent assessment tools? What does it provide you with? Is it worth it?

Well, let’s try to answer these 3 questions by looking at —

5 reasons to use tech recruitment software :

1. Accurate evidence-based information

   Tech recruitment software provides you with the opportunity to receive result-based proven information after a candidate has been first tested.

   Resumes can mislead even the most experienced recruiters. Some people tend to “fake” and exaggerate their experiences and their achievements.

   For example, Yahoo’s former CEO Scott Thompson was removed from his position after it was discovered that he lied on his resume. (Read – 5 ways to get better quality applicants)

   Another trick candidates use is to make themselves “sound intelligent” during the interview. An interview is about selling yourself (your profile) anyway, so why not?

   Unfortunately, recruiters often think that when a candidate sounds intelligent, he/she might actually be intelligent. This is not always true.

   If a candidate prepares for the interview; then the candidate can rock it. But it does not mean that he/she will do justice to the job tasks and responsibilities.

2. Enhance candidate experience

   Using a pre-hire assessment can make a candidate’s experience more interesting.

   By answering questions or by testing themselves on different exercises or projects, candidates have the opportunity to familiarize themselves with their capability to perform well or not in different situations.

   They receive real-time feedback after completing the assessment, and therefore, they get an idea of their possibility of getting to the next level.

   Tech recruitment software can be even more attractive via gamification features.

   A great example here is Heineken’s hiring process. Before even sending the resume, applicants are asked to go through a virtual journey with Heineken’s executives from different areas of the business.

   To complete the journey, the candidate should first answer some questions related to several soft and hard skills.

   After which the candidate will receive his/her feedback to identify strengths and areas for improvement. This helps the company filter out unqualified applicants.

   What does it mean in practice?

   It means lesser time spent screening CVs and more quality candidates.

3. Test on real tasks

   The best indicator of future job performance is to give the candidate a work sample test; a task that the candidate will be doing the job.” -Iris Bohnet, author of “What Works: Gender Equality by Design

   Say, you take a tech recruitment software like Recruit from HackerEarth.

   Create a test for all candidates, which may be a coding project similar to what they might be required to do the job.

   Thus, the recruitment team and the Hiring Manager will get more accurate insights into the candidates’ ability.

   Only successful candidates will be shortlisted and suggested to the company. Candidates who do not perform well will be disqualified from the hiring process.

   Therefore, well-qualified candidates only will make the longlist that recruiters will need to screen. Definitely makes a recruiter’s life easy, doesn’t it?

4. Reduce biased-recruiting decisions

   Recruiters are not machines but human beings, and as humans, we often are vulnerable to biased decisions.

   Sometimes we look for candidates who are “like us,” and at other times we use our intuition (sixth sense) based on experiences, feelings, and intellect to make a decision while preparing the shortlist.

   Therefore, our decisions are not always accurate and they will never be, but what we can do is reduce bias and wrong hiring decisions.

   As a recruiter, you can avoid biased decisions in the recruitment process by making use of talent assessment tools for pre-screening.

   Reduced bias in the recruitment process is positively related with higher performance of the new hire, as the hiring decision will only be based on skills, knowledge, and abilities of the candidate and not on your intuition about candidates’ future performance.

5. Minimize fill time and hiring costs and improving employee retention.

   Maybe it is not a completely representative sample, but in a case study conducted by Self-Management Group, adding an assessment tool in the recruitment process of a large communication organization reduced the fill time from three weeks to one-and-a-half weeks.

   Enriching the process in such a way provides the recruiters with the opportunity to focus and dedicate more time to “high potential” candidates and reduce the time spent on unqualified candidates.

   It gives recruiters the opportunity to become strategic partners of the team and the business.

   In addition, the organization saw a 40% reduction in their turnover.

   This happened because the talent assessment tools made candidates familiar with the type of key task they would be dealing with if hired.

   At the same time, the company ensured through this process that the candidates matched the required skills and job requirements.

   Moreover, hiring a proven-to-be-qualified candidate by first assessing him/her means lesser time recruiting for the same position a few weeks down the line.

How to pick the right tech recruitment software

Today we have a huge pool of pre-assessment tools varying from those who aim to test for cultural fit (cognitive ability tests, personality tests, etc.).

To those who are more specialized for testing particular skills or knowledge such as sales, coding, time-management, etc.

Before choosing the tool, it might help to first consider the following points:

• Take some time to think with your team about what would you like to test the candidates for

If you want to test their personality or their stress management skills, then recruitment software which measures soft skills should be used, but if you want to test your candidates on their ability to code for instance, then you should use the relevant tool such as Recruit.

• Think about tools which will provide your candidates with great experience throughout the application process.

Candidate experience is important as it is directly related to your ability as a company to attract talent.

It affects your employer branding. If you make the application process interesting and enjoyable, then you also increase your chances of becoming an even more attractive employer for other potential hires.

Think smart!

• Compare the quality of their reports.

An assessment tool is all about providing you with deep insights into candidates’ ability to score high.

If the feedback you receive from the assessment tool is not well-structured and detailed, then there is no reason for you as an employer to include such a tool in your recruitment process.

Research, benchmark, ask, and use trial versions before you decide which one to include in your hiring process.

• Make your life easier.

Before choosing a pre-hiring assessment tool, test if this tool and the information it will provide you with can be integrated with your ATS. It will save you much time and effort in aligning the two software.

[Read – Top 10 recruiting software platforms ]

To summarize, the aforementioned five reasons help answer a question asked in the first part of this article:

“Is a tech recruitment software worth it?”

Well, the answer actually is very simple.

If you care about the quality of your candidates. And if you want your recruiting team to become more of a strategic partner for the business, then yes, it is worth it!

Including tech recruitment software in the recruitment process of your company may lead to a higher performance of the new hire.

More engagement for the candidates through a more attractive recruitment journey, and more time for strategic decisions from a recruiter’s perspective.

Also, it also can save you money by making a decision faster and by minimizing the chances of going through cycles of recruitment.

However, more than one out of three companies (36%)

“cited the lack of urgency by senior management to be the biggest barrier to implementing scientifically-based employee and pre-employment assessments.”

Hopefully, this article will help senior managers to better understand the benefits of a talent assessment tool and its effect on the quality of their hires!

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3. 8 ways to hire a developer [Actionable tips]

Here is a Free trial to tech recruitment software to hire your first candidate!

In a recent research study conducted by Robert Half, almost one-quarter of CFOs claimed that their companies are doing more entry-level university recruiting than they were doing five years ago.

Another article from HBR states that 84% of employers understand and accept the importance of college hiring.

With these statistics, it is clear that the job market is more dependent on young talent than ever before, and the war about hiring the best talent in the VUCA era has already started.

The question is this: “Will you enter the war or will you sit back and be a regular passive player?”

What is campus recruitment?

Campus recruitment is the process through which companies visit educational institutions to engage with students and identify potential employees before they graduate. This method involves organizing recruitment drives, career fairs, and on-campus interviews, allowing companies to meet with a large pool of candidates in a short period. The primary goal is to attract fresh talent with up-to-date academic knowledge and innovative ideas to join the workforce. Companies typically coordinate with college placement cells to streamline the process, ensuring they can connect with students from relevant fields of study.

Andrea Pecetto, Chief Commercial Officer at WeUni, emphasizes: "Employers can have greater confidence in graduates from accredited institutions, knowing they have undergone a structured, high-quality education aligned with industry needs."

Why should you relook at your campus recruitment strategy

Campus recruitment is crucial for both employers and students. For employers, it provides access to a vast talent pool of young, enthusiastic candidates who are up-to-date with the latest technologies and industry trends. It helps companies fill entry-level positions with candidates who can be trained and molded according to organizational needs. For students, campus recruitment offers a direct pathway to employment, reducing the stress and uncertainty of job hunting post-graduation. It bridges the gap between academia and industry, giving students a platform to showcase their skills and secure positions aligned with their career aspirations. Additionally, it fosters a symbiotic relationship between educational institutions and the corporate sector, ensuring academic curricula remain relevant to industry needs.

5 advantages of University Recruitment

1. Strengthen your employer branding - engaging opportunities

   University recruitment helps you engage with emerging talent. Being present at universities gives you the opportunity to highlight your company’s values, development opportunities, organizational culture, and work-life balance—all key factors that attract Millennials and Generation Z. Creating strong programs and engaging alumni to speak on your behalf can further amplify your employer brand.

2. Improve the retention rate

   Employees tend to feel loyal to their first employer. By making them feel welcome and showing clear growth paths, you create engaged, long-term team members. According to a Workopolis article, TD Business Banking had a 98.6% retention rate for 600 MBA students recruited between 2009 and 2013. Millennials show strong loyalty when engaged effectively.

3. Bring new knowledge and skills

   Students bring fresh knowledge, perspectives, and ideas. Their recent exposure to the latest academic content and digital fluency makes them valuable assets, particularly in a rapidly evolving technological landscape.

4. Quick learners who are adaptable are easier to manage

   New graduates are typically eager to learn, adapt quickly, and perform well. They value mentorship and view their first manager as a role model, making them easier to guide and more receptive to feedback.

5. Save on yearly employee salaries

   Fresh graduates are often open to lower starting salaries in exchange for growth opportunities, mentorship, and experience. This makes them a cost-effective option for building your talent pipeline without compromising on potential.

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

How to boost the efficiency of your University recruitment strategy

Most advice on university recruitment emphasizes strong relationships with colleges. While that’s important, aligning your strategy with emerging tech and trends is even more crucial today.

Use Talent Assessment Software (TAS) to prescreen and evaluate candidates. These tools make recruitment more efficient by assessing skills early and accurately. TAS platforms like HackerEarth can help run coding challenges and hackathons, bridging the gap between industry needs and academic preparation.

Students today seek real-world exposure. Collaborate with universities to offer practical learning opportunities. Use platforms like HackerEarth to organize challenges, offer skill-based training, and create engagement beyond just hiring