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Data Visualization for Beginners-Part 3

Bonjour! Welcome to another part of the series on data visualization techniques. In the previous two articles, we discussed different data visualization techniques that can be applied to visualize and gather insights from categorical and continuous variables. You can check out the first two articles here:

In this article, we’ll go through the implementation and use of a bunch of data visualization techniques such as heat maps, surface plots, correlation plots, etc. We will also look at different techniques that can be used to visualize unstructured data such as images, text, etc.

 ### Importing the required libraries   
 import pandas as pd   
 import numpy as np  
 import seaborn as sns   
 import matplotlib.pyplot as plt   
 import plotly.plotly as py  
 import plotly.graph_objs as go  
 %matplotlib inline  

Heatmaps

A heat map(or heatmap) is a two-dimensional graphical representation of the data which uses colour to represent data points on the graph. It is useful in understanding underlying relationships between data values that would be much harder to understand if presented numerically in a table/ matrix.

### We can create a heatmap by simply using the seaborn library.   
 sample_data = np.random.rand(8, 12)  
 ax = sns.heatmap(sample_data)  
Heatmaps, seaborn, python, matplot, data visualization
Fig 1. Heatmap using the seaborn library

Let’s understand this using an example. We’ll be using the metadata from Deep Learning 3 challenge. Link to the dataset. Deep Learning 3 challenged the participants to predict the attributes of animals by looking at their images.

 ### Training metadata contains the name of the image and the corresponding attributes associated with the animal in the image.  
 train = pd.read_csv('meta-data/train.csv')  
 train.head()  

We will be analyzing how often an attribute occurs in relationship with the other attributes. To analyze this relationship, we will compute the co-occurrence matrix.

 ### Extracting the attributes  
 cols = list(train.columns)  
 cols.remove('Image_name')  
 attributes = np.array(train[cols])  
 print('There are {} attributes associated with {} images.'.format(attributes.shape[1],attributes.shape[0]))  
 Out: There are 85 attributes associated with 12,600 images.  
 # Compute the co-occurrence matrix  
 cooccurrence_matrix = np.dot(attributes.transpose(), attributes)  
 print('\n Co-occurrence matrix: \n', cooccurrence_matrix)  
 Out: Co-occurrence matrix:   
  [[5091 728 797 ... 3797 728 2024]  
  [ 728 1614  0 ... 669 1614 1003]  
  [ 797  0 1188 ... 1188  0 359]  
  ...  
  [3797 669 1188 ... 8305 743 3629]  
  [ 728 1614  0 ... 743 1933 1322]  
  [2024 1003 359 ... 3629 1322 6227]]  
 # Normalizing the co-occurrence matrix, by converting the values into a matrix  
 # Compute the co-occurrence matrix in percentage  
 #Reference:https://stackoverflow.com/questions/20574257/constructing-a-co-occurrence-matrix-in-python-pandas/20574460  
 cooccurrence_matrix_diagonal = np.diagonal(cooccurrence_matrix)  
 with np.errstate(divide = 'ignore', invalid='ignore'):  
   cooccurrence_matrix_percentage = np.nan_to_num(np.true_divide(cooccurrence_matrix, cooccurrence_matrix_diagonal))  
 print('\n Co-occurrence matrix percentage: \n', cooccurrence_matrix_percentage)  

We can see that the values in the co-occurrence matrix represent the occurrence of each attribute with the other attributes. Although the matrix contains all the information, it is visually hard to interpret and infer from the matrix. To counter this problem, we will use heat maps, which can help relate the co-occurrences graphically.

 fig = plt.figure(figsize=(10, 10))  
 sns.set(style='white')  
 # Draw the heatmap with the mask and correct aspect ratio   
 ax = sns.heatmap(cooccurrence_matrix_percentage, cmap='viridis', center=0, square=True, linewidths=0.15, cbar_kws={"shrink": 0.5, "label": "Co-occurrence frequency"}, )  
 ax.set_title('Heatmap of the attributes')  
 ax.set_xlabel('Attributes')  
 ax.set_ylabel('Attributes')  
 plt.show()  
Heatmap, data visualization, python, co occurence, seaborn
Fig 2. Heatmap of the co-occurrence matrix indicating the frequency of occurrence of one attribute with other

Since the frequency of the co-occurrence is represented by a colour pallet, we can now easily interpret which attributes appear together the most. Thus, we can infer that these attributes are common to most of the animals.

Machine learning challenge, ML challenge

Choropleth

Choropleths are a type of map that provides an easy way to show how some quantity varies across a geographical area or show the level of variability within a region. A heat map is similar but doesn’t include geographical boundaries. Choropleth maps are also appropriate for indicating differences in the distribution of the data over an area, like ownership or use of land or type of forest cover, density information, etc. We will be using the geopandas library to implement the choropleth graph.

We will be using choropleth graph to visualize the GDP across the globe. Link to the dataset.

 # Importing the required libraries  
 import geopandas as gpd   
 from shapely.geometry import Point  
 from matplotlib import cm  
 # GDP mapped to the corresponding country and their acronyms  
 df =pd.read_csv('GDP.csv')  
 df.head()  
COUNTRY GDP (BILLIONS) CODE
0 Afghanistan 21.71 AFG
1 Albania 13.40 ALB
2 Algeria 227.80 DZA
3 American Samoa 0.75 ASM
4 Andorra 4.80 AND
### Importing the geometry locations of each country on the world map  
 geo = gpd.read_file(gpd.datasets.get_path('naturalearth_lowres'))[['iso_a3', 'geometry']]  
 geo.columns = ['CODE', 'Geometry']  
 geo.head()  
# Mapping the country codes to the geometry locations  
 df = pd.merge(df, geo, left_on='CODE', right_on='CODE', how='inner')  
 #converting the dataframe to geo-dataframe  
 geometry = df['Geometry']  
 df.drop(['Geometry'], axis=1, inplace=True)  
 crs = {'init':'epsg:4326'}  
 geo_gdp = gpd.GeoDataFrame(df, crs=crs, geometry=geometry)  
 ## Plotting the choropleth  
 cpleth = geo_gdp.plot(column='GDP (BILLIONS)', cmap=cm.Spectral_r, legend=True, figsize=(8,8))  
 cpleth.set_title('Choropleth Graph - GDP of different countries')  
choropleth maps, choropleth graphs, data visualization techniques, python, big data, machine learning
Fig 3. Choropleth graph indicating the GDP according to geographical locations

Surface plot

Surface plots are used for the three-dimensional representation of the data. Rather than showing individual data points, surface plots show a functional relationship between a dependent variable (Z) and two independent variables (X and Y).

It is useful in analyzing relationships between the dependent and the independent variables and thus helps in establishing desirable responses and operating conditions.

 from mpl_toolkits.mplot3d import Axes3D  
 from matplotlib.ticker import LinearLocator, FormatStrFormatter  
 # Creating a figure  
 # projection = '3d' enables the third dimension during plot  
 fig = plt.figure(figsize=(10,8))  
 ax = fig.gca(projection='3d')  
 # Initialize data   
 X = np.arange(-5,5,0.25)  
 Y = np.arange(-5,5,0.25)  
 # Creating a meshgrid  
 X, Y = np.meshgrid(X, Y)  
 R = np.sqrt(np.abs(X**2 - Y**2))  
 Z = np.exp(R)  
 # plot the surface   
 surf = ax.plot_surface(X, Y, Z, cmap=cm.GnBu, antialiased=False)  
 # Customize the z axis.  
 ax.zaxis.set_major_locator(LinearLocator(10))  
 ax.zaxis.set_major_formatter(FormatStrFormatter('%.02f'))  
 ax.set_title('Surface Plot')  
 # Add a color bar which maps values to colors.  
 fig.colorbar(surf, shrink=0.5, aspect=5)  
 plt.show()  

One of the main applications of surface plots in machine learning or data science is the analysis of the loss function. From a surface plot, we can analyze how the hyperparameters affect the loss function and thus help prevent overfitting of the model.

python, 3d plot, machine learning, data visualization, machine learning, loss function, gradient descent, big data
Fig 4. Surface plot visualizing the dependent variable w.r.t the independent variables in 3-dimensions

Visualizing high-dimensional datasets

Dimensionality refers to the number of attributes present in the dataset. For example, consumer-retail datasets can have a vast amount of variables (e.g. sales, promos, products, open, etc.). As a result, visually exploring the dataset to find potential correlations between variables becomes extremely challenging.

Therefore, we use a technique called dimensionality reduction to visualize higher dimensional datasets. Here, we will focus on two such techniques :

  • Principal Component Analysis (PCA)
  • T-distributed Stochastic Neighbor Embedding (t-SNE)

Principal Component Analysis (PCA)

Before we jump into understanding PCA, let’s review some terms:

  • Variance: Variance is simply the measure of the spread or extent of the data. Mathematically, it is the average squared deviation from the mean position.varaince, PCA, prinicipal component analysis
  • Covariance: Covariance is the measure of the extent to which corresponding elements from two sets of ordered data move in the same direction. It is the measure of how two random variables vary together. It is similar to variance, but where variance tells you the extent of one variable, covariance tells you the extent to which the two variables vary together. Mathematically, it is defined as:

A positive covariance means X and Y are positively related, i.e., if X increases, Y increases, while negative covariance means the opposite relation. However, zero variance means X and Y are not related.

PCA, Principal Component Analysis , dimension reduction, python, machine learning, big data, image classification
Fig 5. Different types of covariance

PCA is the orthogonal projection of data onto a lower-dimension linear space that maximizes variance (green line) of the projected data and minimizes the mean squared distance between the data point and the projects (blue line). The variance describes the direction of maximum information while the mean squared distance describes the information lost during projection of the data onto the lower dimension.

Thus, given a set of data points in a d-dimensional space, PCA projects these points onto a lower dimensional space while preserving as much information as possible.

 principal component analysis, machine learning, dimension reduction technqieus, data visualization techniques, deep learning, ICA, PCA
Fig 6. Illustration of principal component analysis

In the figure, the component along the direction of maximum variance is defined as the first principal axis. Similarly, the component along the direction of second maximum variance is defined as the second principal component, and so on. These principal components are referred to the new dimensions carrying the maximum information.

 # We will use the breast cancer dataset as an example  
 # The dataset is a binary classification dataset  
 # Importing the dataset  
 from sklearn.datasets import load_breast_cancer  
 data = load_breast_cancer()  
 X = pd.DataFrame(data=data.data, columns=data.feature_names) # Features   
 y = data.target # Target variable   
 # Importing PCA function  
 from sklearn.decomposition import PCA  
 pca = PCA(n_components=2) # n_components = number of principal components to generate  
 # Generating pca components from the data  
 pca_result = pca.fit_transform(X)  
 print("Explained variance ratio : \n",pca.explained_variance_ratio_)  
 Out: Explained variance ratio :   
  [0.98204467 0.01617649]  

We can see that 98% (approx) variance of the data is along the first principal component, while the second component only expresses 1.6% (approx) of the data.

 # Creating a figure   
 fig = plt.figure(1, figsize=(10, 10))  
 # Enabling 3-dimensional projection   
 ax = fig.gca(projection='3d')  
 for i, name in enumerate(data.target_names):  
   ax.text3D(np.std(pca_result[:, 0][y==i])-i*500 ,np.std(pca_result[:, 1][y==i]),0,s=name, horizontalalignment='center', bbox=dict(alpha=.5, edgecolor='w', facecolor='w'))  
 # Plotting the PCA components    
 ax.scatter(pca_result[:,0], pca_result[:, 1], c=y, cmap = plt.cm.Spectral,s=20, label=data.target_names)  
 plt.show()  
PCA, principal component analysis, pca, ica, higher dimension data, dimension reduction techniques, data visualization of higher dimensions
Fig 7. Visualizing the distribution of cancer across the data

Thus, with the help of PCA, we can get a visual perception of how the labels are distributed across given data (see Figure).

T-distributed Stochastic Neighbour Embedding (t-SNE)

T-distributed Stochastic Neighbour Embeddings (t-SNE) is a non-linear dimensionality reduction technique that is well suited for visualization of high-dimensional data. It was developed by Laurens van der Maten and Geoffrey Hinton. In contrast to PCA, which is a mathematical technique, t-SNE adopts a probabilistic approach.

PCA can be used for capturing the global structure of the high-dimensional data but fails to describe the local structure within the data. Whereas, “t-SNE” is capable of capturing the local structure of the high-dimensional data very well while also revealing global structure such as the presence of clusters at several scales. t-SNE converts the similarity between data points to joint probabilities and tries to maximize the Kullback-Leibler divergence between the joint probabilities of the low-dimensional embeddings and high-dimension data. In doing so, it preserves the original structure of the data.

 # We will be using the scikit learn library to implement t-SNE  
 # Importing the t-SNE library   
 from sklearn.manifold import TSNE  
 # We will be using the iris dataset for this example  
 from sklearn.datasets import load_iris  
 # Loading the iris dataset   
 data = load_iris()  
 # Extracting the features   
 X = data.data  
 # Extracting the labels   
 y = data.target  
 # There are four features in the iris dataset with three different labels.  
 print('Features in iris data:\n', data.feature_names)  
 print('Labels in iris data:\n', data.target_names)  
 Out: Features in iris data:  
  ['sepal length (cm)', 'sepal width (cm)', 'petal length (cm)', 'petal width (cm)']  
 Labels in iris data:  
  ['setosa' 'versicolor' 'virginica']  
 # Loading the TSNE model   
 # n_components = number of resultant components   
 # n_iter = Maximum number of iterations for the optimization.  
 tsne_model = TSNE(n_components=3, n_iter=2500, random_state=47)  
 # Generating new components   
 new_values = tsne_model.fit_transform(X)  
 labels = data.target_names  
 # Plotting the new dimensions/ components  
 fig = plt.figure(figsize=(5, 5))  
 ax = Axes3D(fig, rect=[0, 0, .95, 1], elev=48, azim=134)  
 for label, name in enumerate(labels):  
   ax.text3D(new_values[y==label, 0].mean(),  
        new_values[y==label, 1].mean() + 1.5,  
        new_values[y==label, 2].mean(), name,  
        horizontalalignment='center',  
        bbox=dict(alpha=.5, edgecolor='w', facecolor='w'))  
 ax.scatter(new_values[:,0], new_values[:,1], new_values[:,2], c=y)  
 ax.set_title('High-Dimension data visualization using t-SNE', loc='right')  
 plt.show()  
Iris data set, Tsne, data visualization of words, data visualization techniques, dimension reduction techniques, higher dimension data
Fig 8. Visualizing the feature space of the iris dataset using t-SNE

Thus, by reducing the dimensions using t-SNE, we can visualize the distribution of the labels over the feature space. We can see that in the figure the labels are clustered in their own little group. So, if we’re to use a clustering algorithm to generate clusters using the new features/components, we can accurately assign new points to a label.

Conclusion

Let’s quickly summarize the topics we covered. We started with the generation of heatmaps using random numbers and extended its application to a real-world example. Next, we implemented choropleth graphs to visualize the data points with respect to geographical locations. We moved on to implement surface plots to get an idea of how we can visualize the data in a three-dimensional surface. Finally, we used two- dimensional reduction techniques, PCA and t-SNE, to visualize high-dimensional datasets.

I encourage you to implement the examples described in this article to get a hands-on experience. Hope you enjoyed the article. Do let me know if you have any feedback, suggestions, or thoughts on this article in the comments below!

The 12 Most Effective Employee Selection Methods for Tech Teams

When hiring for tech roles, selecting the right candidate is critical to building a successful, high-performing team. Employee selection methods have evolved significantly over the years, and today’s tech companies need a mix of traditional and innovative strategies to ensure they find the best candidates for specialized roles. In this blog, we will explore the 12 most effective employee selection methods, with a particular focus on how they apply to tech teams.

1. Skills Assessments

What it is: Skills assessments are tests designed to measure a candidate’s proficiency in specific technical skills required for the role. In tech hiring, this often includes coding challenges, system design assessments, or platform-specific tasks.

Why it’s effective: This method provides an objective measure of a candidate’s capabilities, ensuring that they possess the technical skills needed for the job. For example, platforms like HackerEarth allow companies to create customized coding assessments to evaluate a developer’s ability to solve real-world technical problems.

Tech example: When hiring for a full-stack developer role, a company might use a skills assessment to test a candidate’s knowledge of front-end (e.g., React or Angular) and back-end technologies (e.g., Node.js or Python).

2. Structured Interviews

What it is: Structured interviews involve a standardized set of questions asked of all candidates, ensuring consistency and fairness in the evaluation process.

Why it’s effective: Structured interviews help minimize bias and provide a clear, fair comparison between candidates. In tech hiring, interviewers can assess both technical knowledge and cultural fit through predefined, job-relevant questions.

Tech example: For a data scientist role, structured questions might include: “Can you explain how you would approach cleaning a messy dataset?” or “Describe how you would build a machine learning model for predictive analysis.”

3. Behavioral Interviews

What it is: Behavioral interviews assess a candidate’s past experiences and behavior to predict future performance. The interviewer asks situational questions, such as “Tell me about a time when you faced a challenging project and how you handled it.”

Why it’s effective: Behavioral interviews provide insight into how candidates handle real-world situations, offering a better understanding of their problem-solving, teamwork, and leadership abilities.

Tech example: For a software engineering role, a behavioral question could be, “Tell me about a time you worked on a project that was behind schedule. How did you ensure it was delivered on time?”

4. Work Samples

What it is: Candidates are asked to complete a task or project that simulates real job responsibilities. This helps assess the candidate’s ability to perform in the actual work environment.

Why it’s effective: Work samples are highly predictive of job performance, especially in technical roles. It also allows candidates to showcase their problem-solving skills in a real-world context.

Tech example: A tech company might ask a candidate for a software engineering position to build a small web application or write a script to solve a particular issue during the interview process.

5. Psychometric Testing

What it is: Psychometric tests measure a candidate’s cognitive abilities, personality traits, and aptitude for specific tasks.

Why it’s effective: These tests give recruiters insights into how candidates think, learn, and approach challenges, which is crucial in tech roles that require critical thinking and innovation.

Tech example: For a product manager role, psychometric testing could measure cognitive flexibility and decision-making abilities, which are essential in handling complex tech projects.

6. Peer Interviews

What it is: Peer interviews involve current team members interviewing potential candidates. This allows the team to assess whether the candidate would fit well within the team and culture.

Why it’s effective: Peer interviews provide a balanced view of a candidate’s technical and interpersonal skills, helping ensure that the candidate will collaborate effectively with their future team.

Tech example: A software development team might have a senior developer interview a candidate to assess their coding ability, while also gauging their collaboration skills and approach to teamwork.

7. Hackathons and Coding Challenges

What it is: Hackathons and coding challenges are events where candidates are given a set of problems to solve within a limited time frame. These events allow companies to see how candidates approach problem-solving under pressure.

Why it’s effective: Hackathons help identify candidates who thrive under time constraints, have strong technical knowledge, and can innovate quickly.

Tech example: A company looking to hire front-end developers may hold a coding challenge where candidates are asked to build a feature in a React application within a few hours.

8. Job Simulations

What it is: Job simulations involve candidates participating in exercises that mimic the tasks they would perform in the job. It gives recruiters a sense of how candidates will handle job-specific tasks in a real environment.

Why it’s effective: It allows recruiters to see how a candidate performs under conditions similar to the actual job, making it highly predictive of future performance.

Tech example: For a DevOps role, a simulation might involve the candidate setting up and configuring a cloud-based infrastructure using AWS or Google Cloud.

9. Reference Checks

What it is: Reference checks involve speaking to former employers, colleagues, or clients to verify a candidate’s background and previous job performance.

Why it’s effective: Reference checks offer valuable insights into a candidate’s past performance, work habits, and ability to meet deadlines.

Tech example: A recruiter for a senior developer position might contact a candidate’s previous employer to confirm their role in leading a team through a major software release.

10. Workplace Culture Fit Assessment

What it is: This method evaluates whether a candidate’s values, attitudes, and behaviors align with the company’s culture. For tech teams, this is essential to ensure candidates can work collaboratively in a high-performance, often fast-paced environment.

Why it’s effective: Cultural fit helps ensure that the candidate will be happy and productive in the long run. It also aids in reducing turnover and improving team cohesion.

Tech example: During a hiring process for a startup tech company, the hiring team assesses whether a candidate values innovation, autonomy, and flexibility, which are essential traits in a fast-growing, agile company.

11. AI-Powered Screening

What it is: AI-powered screening tools use machine learning algorithms to evaluate resumes, screen candidates, and even predict job fit based on data patterns.

Why it’s effective: AI tools are fast and accurate, allowing recruiters to sift through large volumes of applicants and highlight the best candidates based on specific criteria.

Tech example: AI screening tools can analyze resumes for keywords and technical qualifications to match candidates with roles like backend developer, data scientist, or software architect.

12. Panel Interviews

What it is: Panel interviews involve multiple interviewers from different departments or teams, providing a comprehensive view of the candidate’s skills and fit for the role.

Why it’s effective: Panel interviews offer a broad perspective on the candidate’s strengths and weaknesses, helping to reduce individual bias.

Tech example: For a full-stack developer position, the panel might consist of a senior developer, a project manager, and an HR representative to assess technical proficiency, project management skills, and cultural fit.

Conclusion

Selecting the right candidate is crucial for building strong, capable tech teams. By using a combination of these 12 effective employee selection methods, tech recruiters can ensure they are hiring candidates who not only have the technical expertise but also fit well within the company’s culture.

Moreover, utilizing platforms like HackerEarth, with its skill-based assessments, coding challenges, and hackathons, can help streamline the hiring process, ensuring that hiring decisions are based on data-driven insights and real-world performance, not just resumes. With the right selection methods, companies can build robust teams capable of driving innovation and growth.

How to Manage Distributed Engineering Teams?

Distributed engineering teams are becoming the norm, especially in a tech landscape where talent knows no borders. While this shift unlocks access to a global talent pool, managing geographically dispersed teams comes with its own set of challenges. From ensuring collaboration to maintaining team morale, companies must adopt innovative strategies and leverage the right tools to thrive in this setup.

In this guide, we’ll walk through the key strategies to effectively manage distributed engineering teams and how platforms like HackerEarth can play a pivotal role in making this process seamless.

Understanding the challenges of distributed engineering teams

Distributed engineering teams offer flexibility and access to a global talent pool, but they also bring unique challenges. These obstacles, if not addressed effectively, can hinder productivity and collaboration. Here’s a closer look, with real-world examples:

1. Time zone disparities

Coordinating workflows across multiple time zones can lead to delays in decision-making and reduced productivity. For instance, a team with members in California, London, and India may struggle to find overlapping hours for live discussions. Companies like GitHub address this by adopting asynchronous work policies, encouraging documentation and recorded meetings so team members can access information on their schedules.

2. Communication barriers

Without face-to-face interactions, miscommunication becomes a real risk, especially when cultural differences or language nuances come into play. For example, a distributed team at a tech startup may misinterpret the tone of emails or Slack messages, causing unnecessary friction. Tools like Slack’s huddles or Zoom meetings help bridge this gap by enabling quick clarifications and fostering team alignment.

3. Performance measurement difficulties

Managers often find it challenging to assess contributions objectively when team members are scattered. For instance, in traditional setups, physical presence can be a misleading indicator of productivity. Companies like Automattic, the creators of WordPress, mitigate this by focusing on deliverables and outcomes rather than hours worked. HackerEarth’s assessment tools are particularly valuable in this context, allowing managers to evaluate skills and performance through standardized, role-specific coding tests.

4. Building team culture

Creating a sense of belonging among team members who have never met in person is no small feat. Remote-first companies like Zapier combat this by hosting virtual team-building activities, such as trivia nights, and by arranging periodic in-person retreats to strengthen relationships. These activities go a long way in making team members feel connected despite the distance.

5. Ensuring consistent upskilling

Distributed engineering teams often miss out on the informal knowledge-sharing that happens in physical office spaces. For example, a junior developer might not have immediate access to mentorship opportunities. Companies like Stripe address this by creating structured learning paths, ensuring that engineers continuously upskill. HackerEarth’s Skill Development Platform supports this effort by providing curated resources for learning cutting-edge technologies and staying updated with industry trends.

Strategies to manage distributed engineering teams

1. Implement flexible work policies

Distributed teams thrive when employees have the flexibility to adapt their work schedules around time zones and personal productivity peaks. Tech companies like GitLab, which operates with a 100% remote workforce, emphasize asynchronous work to ensure that productivity isn’t limited by time zones.

2. Leverage collaborative tools for seamless workflows

Platforms like GitHub, Jira, and Slack are non-negotiable for distributed engineering teams. They provide the foundation for task management, version control, and real-time communication. These tools help teams collaborate effectively, whether they’re debugging code or brainstorming new features.

3. Use continuous assessment to monitor performance

Tracking performance in distributed teams requires consistent and objective evaluation methods. HackerEarth Assessments is an excellent tool for this purpose, allowing engineering managers to set up role-specific coding tests and evaluate engineers on their problem-solving and technical skills.

By using skill-based benchmarks, you can:

  • Ensure your engineers meet technical standards.
  • Identify areas where additional training or support might be needed.
  • Maintain fairness by evaluating contributions objectively, regardless of location.

4. Upskill your engineering teams

For distributed teams to stay competitive, continuous learning is critical. HackerEarth’s Skill Development Platform provides opportunities for engineers to learn new technologies, improve existing skills, and stay updated with industry trends. By integrating upskilling into workflows, tech leaders can ensure their teams are future-ready.

5. Foster a strong team culture

Remote-first companies like Zapier and Automattic are known for investing in team-building activities and virtual social hours. Regularly scheduled virtual meetups, offsite retreats, and cultural alignment activities help distributed teams build trust and camaraderie.

Measuring success in distributed engineering teams

Evaluating the effectiveness of distributed engineering teams requires a shift from traditional metrics to those that account for the nuances of remote work. Here’s how companies can measure success with actionable examples:

1. Delivery timelines and quality of work

Instead of focusing on hours worked, prioritize results. For instance, a distributed team at Netflix ensures high-quality work by adopting incremental delivery practices and tracking sprint completions. Tools like Jira or Trello provide visibility into project progress, helping managers assess whether teams meet deadlines without compromising on quality.

2. Collaboration and communication effectiveness

Strong communication is vital for distributed teams. Metrics like response times on Slack or participation rates in virtual standups can indicate how effectively the team collaborates. For example, GitLab, a fully remote company, uses team-member satisfaction surveys and tracks engagement in asynchronous meetings to identify gaps in communication.

3. Employee satisfaction and retention rates

Satisfied team members are more likely to stay and perform well. Regular pulse surveys using tools like CultureAmp or Officevibe can capture team sentiment. Companies like Zapier also monitor employee turnover rates to understand how well their distributed work model supports team well-being.

4. Productivity metrics

Tracking the number of tasks completed per sprint or evaluating the velocity of the team can offer insights into productivity. At Atlassian, distributed teams are evaluated through team-based OKRs (Objectives and Key Results) that align individual contributions with overall business goals, ensuring accountability without micromanagement.

5. Skill development and innovation

Distributed teams thrive when their skills are continuously upgraded. Measuring participation in skill-building initiatives, such as online courses or hackathons, is an essential metric. For example, companies can use HackerEarth’s continuous assessment tools to evaluate engineers’ progress in learning new programming languages or frameworks. Additionally, tracking the number of innovative solutions delivered by the team can indicate growth and creativity.

6. Code quality and peer reviews

Distributed engineering teams should prioritize code quality. Metrics like the number of bugs detected in staging or the time taken to resolve critical issues help assess success. For instance, engineering teams at Google rely heavily on peer code reviews to maintain quality standards and ensure distributed teams work cohesively.

How HackerEarth enables success for distributed engineering teams

Distributed teams need platforms that support their workflows and growth. HackerEarth provides:

  • Continuous skill assessment: Ensure consistent performance through coding challenges and real-world problem-solving tests tailored to specific roles.
  • Skill-based upskilling: Empower your engineers with access to curated learning paths, ensuring your team stays ahead of the curve.
  • Hackathons for innovation: Host internal or external hackathons to foster collaboration and bring out the best ideas, even in a distributed setting.

Conclusion

Distributed engineering teams represent the future of work in the tech industry. With thoughtful strategies, robust collaboration tools, and a focus on continuous learning and assessment, managing these teams becomes not only feasible but highly effective. Platforms like HackerEarth provide the infrastructure needed to hire, assess, and grow talent across the globe, making them an indispensable part of any distributed team’s success story.

The Ultimate 30-60-90 Day Plan for New Managers: A Roadmap for Leadership Success

Managing a team to drive a company’s growth and overall success is an excellent opportunity for any professional to exhibit their leadership skills. Studies have shown that changes implemented within the first 100 days of a change in leadership set the path for the rest of the financial year for any organization. A 30-60-90 day plan is designed to help managers, new and seasoned, set their team for success in the long run. 

This guide explains more than just the 30-60-90-day framework. We discuss how practical insights, action-driven strategies and implementing performance metrics can set your organization up for long-term success.

What Is A 30-60-90 Day Plan?

     

Managerial roles are coveted by many but only a few master them. What sets great managers apart is their ability to recognise key goals and challenges and create frameworks that deliver swift and effective results. A 30-60-90 day plan is one of the stepping stones to achieving managerial excellence. It is a systematic layout of some of the critical objectives to achieve within the first 90 days of work, focusing on learning, building key relationships and eventually contributing to the team.

Why a 30-60-90 Day Plan is Crucial for New Managers

  • Builds Credibility: Demonstrates strategic thinking and intent to align with business goals, creating trust between managers and team members.
  • Drives Team Engagement: Builds team spirit, encouraging individual team members to contribute, thus building a good rapport with your new team. 
  • Accelerates Impact: Enables early wins, setting the stage for long-term success.
  • Reduces Role Uncertainty: Provides a clear roadmap for execution and accountability.

Phase 1: The First 30 Days – Observe, Listen, and Learn

Goals:

  • Build rapport with your team and stakeholders.
  • Understand team dynamics, challenges, and workflows.
  • Set mutual expectations.
  • Identify what drives quick wins and immediate impact areas.

Key Actions:

1. Establish Trust and Open Communication

🔹 Conduct 1:1 meetings with team members to understand their strengths, motivations, and concerns.
🔹 Set up introductory meetings with cross-functional teams and senior leaders to understand their expectations.
🔹 Foster an open-door policy and encourage transparent discussions.

2. Understand Business Objectives and Performance Metrics

🔹 Review company strategy, team OKRs, and historical performance data.
🔹 Assess key initiatives and expectations and come up with strategies that align with the senior leadership’s projections.
🔹 Identify urgent bottlenecks that require immediate attention.

3. Evaluate Team Strengths and Skill Gaps

🔹 Identify high-performers and leadership potential within the team.
🔹 Assess areas for upskilling and create a learning roadmap.
🔹 Define initial competency benchmarks for the team.

Success Indicators:

  • Completed 1:1 meetings with all team members and key stakeholders.
  • Documented team goals and quick wins.
  • Clear understanding of business objectives and team structure.

Phase 2: Days 31-60 – Build and Strategize

Goals:

  • Implement process improvements and optimize workflows.
  • Strengthen team collaboration and alignment.
  • Set short-term and long-term performance goals.
  • Identify leadership opportunities within the team.

Key Actions:

1. Implement Quick Wins and Process Enhancements

  • Introduce efficiency improvements based on early observations.
  • Automate repetitive tasks, streamline meetings, and remove roadblocks.
  • Launch a team initiative to encourage problem-solving and innovation.

2. Define and Align Goals Using OKRs or SMART Metrics

  • Set clear team and individual goals that align with company objectives.
  • Establish measurable KPIs to track progress and impact.
  • Develop accountability mechanisms for goal tracking.

3. Strengthen Team Dynamics and Collaboration

  • Organize team-building activities to foster trust.
  • Facilitate cross-functional collaboration for increased efficiency.
  • Introduce mentorship and peer learning programs.

Success Indicators:

  • Documented team and individual goals with clear KPIs
  • Implementation of at least one major process improvement
  • Increased team engagement and collaboration

Phase 3: Days 61-90 – Execute and Optimize

Goals:

 Drive business outcomes with measurable impact.

  • Foster a high-performance team culture.
  • Assess, filter, and implement feedback to optimize leadership style.
  • Develop a long-term agile strategy that drives successful results in the long run.

Key Actions:

1. Review and Optimize Team Performance

🔹 Conduct a mid-quarter performance review and make suitable adjustments to business strategies from time to time.

🔹 Address performance gaps through coaching and mentorship.
🔹 Recognize and celebrate team achievements to boost morale.

2. Establish a Culture of Continuous Learning and Growth

🔹 Encourage upskilling through training and development programs.
🔹 Implement real-time feedback loops for team members.
🔹 Provide clear career growth opportunities to retain top talent.

3. Refine Your Leadership Approach

🔹 Seek anonymous feedback on your leadership style.
🔹 Adjust communication and decision-making based on team insights.
🔹 Develop a 6-12 month strategic plan for sustained success.

Success Indicators:

 Improved team performance metrics and productivity
Positive feedback from peers and direct reports
A clear strategic roadmap 

Start Your 30-60-90 Day Journey

When implemented correctly, a well-structured 30-60-90 day plan can drive tremendous results contributing to an organization’s success. For new leaders, having a roadmap can help them understand their organization’s long-term business goals, develop successful relationships within and outside their team, enable them to build a team of effective contributors and craft successful strategies that align with their organization’s goals, all of which are important elements of successful leadership. 

How to Assess Troubleshooting Skills During Tech Hiring

Troubleshooting is a critical skill in tech roles, where professionals frequently encounter complex issues requiring quick thinking and effective problem-solving. Whether it’s debugging code, resolving infrastructure issues, or addressing production outages, strong troubleshooting skills directly impact business continuity and success.

Assessing troubleshooting abilities, however, requires a structured approach to evaluate how candidates perform under pressure, analyze problems, and apply solutions. In this guide, we’ll explore actionable strategies for identifying troubleshooting skills during tech hiring and how HackerEarth can simplify this process.

Why are troubleshooting skills essential in tech?

Troubleshooting goes beyond technical knowledge—it’s about adaptability, logical reasoning, and collaboration. According to LinkedIn data, 65% of employers rank problem-solving as one of the most sought-after skills, and in tech hiring, troubleshooting is often a deal-breaker for high-stakes roles.

For instance:

  • A backend developer must identify and resolve database errors causing performance issues.
  • A DevOps engineer must diagnose and fix infrastructure bottlenecks impacting deployment pipelines.
  • A tech support specialist must quickly assess and resolve user-reported software bugs to ensure customer satisfaction.

Strong troubleshooting skills allow teams to minimize downtime, maintain efficiency, and deliver consistent results under challenging circumstances.

Key metrics for assessing troubleshooting skills

When evaluating troubleshooting abilities, focus on metrics that reveal both technical competency and approach. Here’s what to assess:

1. Problem Analysis

Definition: The ability to break down complex problems into smaller, manageable components.

Example: A candidate diagnosing a system outage should methodically isolate potential causes, such as server misconfigurations, network issues, or software bugs, rather than guessing solutions.

How to assess:

  • Present a real-world scenario like a broken API or slow-loading web application.
  • Observe how candidates analyze logs, identify patterns, and prioritize potential causes.

2. Logical thinking

Definition: Using structured reasoning to find the most efficient path to a solution.

Example: In debugging, a candidate must decide whether to review recent code changes, test dependencies, or analyze error messages. Logical thinking ensures they avoid trial-and-error approaches.

How to assess:

  • Use coding challenges with intentionally embedded bugs.
  • Evaluate whether candidates take a step-by-step approach to resolve issues systematically.

3. Technical knowledge

Definition: Applying the right tools, frameworks, or languages to fix specific issues.

Example: An engineer troubleshooting a Kubernetes pod failure should know how to check resource limits, examine container logs, and test DNS configurations.

How to assess:

  • Conduct hands-on assessments that mimic real job challenges, such as server misconfigurations or deployment errors.
  • Use HackerEarth’s role-specific assessments to measure candidates’ proficiency in tools like Kubernetes, Docker, or Python.

4. Stress management

Definition: Staying calm and focused while troubleshooting high-pressure issues.

Example: During a production outage, a site reliability engineer (SRE) must prioritize fixes, communicate effectively with stakeholders, and implement temporary workarounds while investigating root causes.

How to assess:

  • Simulate high-pressure scenarios, such as resolving a critical bug in a limited timeframe.
  • Observe how candidates balance urgency with accuracy, communicate updates, and avoid panic-driven decisions.

5. Collaboration

Definition: Effectively working with teammates or stakeholders to resolve problems.

Example: A full-stack developer working on a complex bug may need input from database administrators or UX designers to address dependencies and align solutions.

How to assess:

  • Incorporate team-based problem-solving tasks into your hiring process.
  • Use HackerEarth’s virtual hackathons to evaluate how candidates collaborate in real-time to resolve shared challenges.

Effective methods to assess troubleshooting skills

1. Real-world simulations

Create hands-on tasks that mirror the challenges candidates would face in the role. For example:

  • Ask a DevOps candidate to debug a CI/CD pipeline failure.
  • Assign a frontend developer a task to fix performance issues on a web page.

HackerEarth’s customizable assessments allow recruiters to design problem-solving scenarios tailored to specific roles, ensuring candidates are tested on relevant troubleshooting tasks.

2. Case studies

Present candidates with a technical issue and ask them to outline their thought process for resolving it. Case studies reveal their analytical approach, logical reasoning, and technical understanding.

Example: “Your team discovers that a recently deployed feature caused a spike in server load. How would you investigate and address the issue?”

3. Pair programming

Pair programming sessions are an excellent way to observe how candidates troubleshoot collaboratively. During these sessions:

  • Provide candidates with a buggy codebase and ask them to work through solutions alongside an interviewer.
  • Evaluate how well they communicate their thought process and adapt to feedback.

HackerEarth’s FaceCode platform enables real-time coding interviews and collaborative problem-solving, providing interviewers with detailed insights into candidates’ performance.

4. Debugging challenges

Introduce deliberate bugs into code or system configurations and ask candidates to identify and fix them. Debugging challenges test both technical knowledge and structured troubleshooting approaches.

HackerEarth’s coding assessments come equipped with debugging tasks designed for multiple tech stacks, allowing recruiters to assess candidates’ skills efficiently.

5. Behavioral interviews

Ask candidates about past experiences with troubleshooting, such as:

  • “Describe a time when you resolved a critical issue under a tight deadline. What was your approach?”
  • “How do you prioritize tasks when facing multiple problems at once?”

Behavioral interviews offer insights into candidates’ problem-solving mindset and adaptability.

How HackerEarth supports troubleshooting skill assessment

HackerEarth’s platform is purpose-built to help recruiters evaluate troubleshooting skills with precision:

  • Role-specific tests: Design tailored assessments for DevOps, software development, QA, and more.
  • Real-time simulations: Use HackerEarth’s hands-on environments to replicate real-world challenges like debugging, system outages, or performance optimization.
  • AI-driven insights: Gain detailed analytics on how candidates approach problem-solving, including time taken for each step.
  • Live interviews: Conduct collaborative troubleshooting exercises with coding tools, whiteboarding, and replay options.

Conclusion

Troubleshooting is an indispensable skill for tech professionals, and hiring the right talent can mean the difference between quick resolutions and costly downtime. By using structured assessments, real-world simulations, and HackerEarth’s innovative tools, recruiters can identify candidates who excel under pressure, think critically, and resolve complex issues effectively.

With HackerEarth, you can build a robust hiring process that ensures your tech team has the problem-solvers they need to succeed.

A Comprehensive Guide to Communication Assessment for Recruiters

Effective communication is the cornerstone of success in any organization. For recruiters, identifying candidates who excel in communication is critical—not just for client-facing roles, but for fostering collaboration, solving problems, and driving innovation within teams. Assessing communication skills, however, requires more than a basic interview. In this guide, we’ll explore what communication assessments entail, their benefits, and how HackerEarth equips recruiters with tools to evaluate communication skills effectively.

What Is a Communication Assessment?

A communication assessment evaluates a candidate’s ability to convey ideas, collaborate effectively, and adapt their communication style based on the context. It typically focuses on:

  • Verbal communication: Speaking clearly and persuasively.
  • Written communication: Crafting clear, concise, and professional messages.
  • Active listening: Understanding and processing information effectively.
  • Non-verbal communication: Body language, tone, and emotional intelligence.

For tech roles, effective communication often involves simplifying complex ideas for non-technical stakeholders or collaborating with diverse, cross-functional teams.

Why are communication skills critical?

According to a LinkedIn report, 92% of recruiters believe soft skills like communication are as important as, if not more important than, technical skills. Poor communication can lead to misunderstandings, delays, and even project failure—especially in fast-paced environments like tech startups or agile development teams.

Key benefits of communication assessments:

  1. Improved hiring accuracy: Ensures candidates fit team dynamics.
  2. Better team collaboration: Strong communicators bridge gaps across departments.
  3. Higher client satisfaction: Particularly for roles involving stakeholder interaction.
  4. Reduced turnover: Employees with strong communication skills often adapt better to organizational changes.

Challenges of assessing communication skills

Communication is subjective, making it harder to assess than technical proficiency. Common challenges include:

  • Bias in Interviews: Some candidates may sound polished but lack depth.
  • Overlooking context-specific communication: For instance, a great presenter might struggle with concise written communication.
  • Time constraints: Communication skills can’t always be judged effectively during a standard 30-minute interview.

How to conduct effective Communication Assessments

Here’s how recruiters can design a comprehensive communication evaluation:

1. Define role-specific needs

Different roles require varying levels of communication skills. For instance:

  • A project manager must excel in conflict resolution and stakeholder presentations.
  • A software developer needs to articulate technical ideas and collaborate with teams.

HackerEarth’s customizable assessments allow recruiters to tailor tests for specific roles, ensuring candidates are evaluated against relevant scenarios.

2. Use multi-modal assessments

Evaluate communication across multiple channels:

  • Written tests: Assess clarity and grammar with email or documentation tasks.
  • Video interviews: Gauge verbal fluency, confidence, and body language.
  • Group exercises: Test active listening and teamwork through role-playing or case studies.

With HackerEarth’s FaceCode platform, recruiters can assess verbal and non-verbal communication in real-time. The platform even includes AI-powered analysis for objective evaluations.

3. Incorporate role-playing scenarios

Simulated scenarios, such as mock client meetings or code reviews, provide deeper insights into candidates’ communication styles. For example:

  • A software engineer could be asked to explain a technical concept to a non-technical stakeholder.
  • A product manager might outline a roadmap to a cross-functional team.

HackerEarth’s virtual hackathons can also serve as a testing ground for collaboration and communication under pressure.

4. Evaluate for adaptability

In dynamic work environments, communication adaptability is crucial. Assess candidates’ ability to switch between formal and informal communication or adjust based on the audience.

Key metrics for communication assessment

When assessing communication skills for tech roles, it’s essential to focus on metrics relevant to real-world scenarios. Here’s a breakdown of critical metrics and how they apply to technical teams:

  1. Clarity

Definition: The ability to articulate ideas, technical concepts, or solutions in a straightforward and understandable manner.

Tech example: A software engineer explaining a new API integration to a product manager should avoid overly technical jargon and focus on the key features, limitations, and impact on timelines. Clarity ensures that non-technical stakeholders can make informed decisions based on accurate, digestible information.

How to assess:

  • Ask candidates to explain a complex technical concept (e.g., “Explain the difference between REST and GraphQL”) as if presenting it to a non-technical audience.
  • Evaluate how well they break down ideas into simple, actionable points.
  1. Relevance

Definition: Communicating in a way that focuses on the task or question at hand, without veering into unnecessary details.

Tech example: In a sprint planning meeting, a team lead should concisely address progress, blockers, and priorities, instead of discussing unrelated challenges or hypothetical scenarios. This keeps the discussion focused and productive.

How to assess:

  • Give candidates a scenario, such as responding to a project update request from a stakeholder, and evaluate whether their response addresses the stakeholder’s primary concerns without unnecessary elaboration.
  1. Adaptability

Definition: The ability to adjust communication style based on the audience, whether technical or non-technical, senior executives or peers.

Tech example: A DevOps engineer presenting infrastructure updates to C-suite executives must simplify technical details and focus on cost savings or uptime improvements, whereas the same discussion with their DevOps team would involve detailed configurations and tools.

How to assess:

  • Provide two scenarios: one requiring a technical deep dive and another involving a high-level summary for executives.
  • Evaluate whether the candidate adapts their tone, content, and level of detail appropriately.
  1. Active listening

Definition: Understanding and processing the concerns, questions, or feedback of others before responding.

Tech example: During a cross-functional meeting, an engineering manager should actively listen to a designer’s concerns about a UI constraint and incorporate their input into a feasible technical solution.

How to assess:

  • Conduct mock collaborative exercises where candidates must gather requirements or feedback from others.
  • Observe how well they clarify details, paraphrase concerns, and address specific inputs.
  1. Conciseness

Definition: Communicating necessary information without overloading the listener with excessive details or redundant explanations.

Tech example: A backend developer explaining a database migration plan should focus on key elements—why the migration is needed, the expected impact, and the timeline—without delving into intricate SQL queries unless asked.

How to assess:

  • Include tasks such as writing an email update about a project delay.
  • Evaluate how well the candidate conveys the situation, its implications, and next steps in a short, clear format.
  1. Engagement

Definition: Demonstrating attentiveness, enthusiasm, and emotional intelligence in communication, fostering collaboration and trust.

Tech example: A team lead conducting a code review should provide constructive feedback that motivates developers to improve rather than demoralize them. For instance, instead of saying, “This is wrong,” they could say, “This works, but here’s a more efficient approach we could explore.”

How to assess:

  • Observe candidate interactions in group tasks, such as brainstorming sessions or problem-solving exercises.
  • Assess whether they encourage participation, respond thoughtfully, and maintain a positive tone.

How HackerEarth simplifies communication assessments

HackerEarth is designed to streamline communication evaluations with its comprehensive platform. Here’s how:

  • Role-specific tests with subjective questions: Create assessments tailored to tech roles, integrating communication tasks into coding challenges or technical interviews.
  • Live interviews: Conduct real-time assessments of verbal communication, complete with video recording and playback features for review.
  • Scenario-based tasks: Use built-in tools to simulate real-world situations, such as creating project documentation or presenting solutions.
  • AI-powered insights: Leverage AI analytics for unbiased evaluation of written and verbal communication.
  • Hackathons for team collaboration: Assess communication in collaborative environments where candidates must interact to solve problems.

For example, a recruiter looking for a software engineer with strong cross-functional collaboration skills can use HackerEarth to combine coding challenges with scenario-based communication assessments.

Conclusion

Communication assessments are vital for building high-performing teams, especially in tech-driven organizations where collaboration is key. By focusing on role-specific needs, using multi-modal evaluations, and leveraging tools like HackerEarth, recruiters can ensure they’re hiring candidates who excel both technically and interpersonally.

With HackerEarth’s skill-based approach, recruiters gain a seamless, data-driven way to assess communication, empowering them to make smarter hiring decisions and build stronger teams.

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Forecasting Tech Hiring Trends For 2023 With 6 Experts

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

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

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

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

Meet the Expert Panel

Radoslav Stankov

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

Mike Cohen

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

Pamela Ilieva

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

Brian H. Hough

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

Steve O'Brien

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

Patricia (Sonja Sky) Gatlin

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

Overview of the upcoming tech industry landscape in 2024

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

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

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

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

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

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

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

6 industry experts predict the 2023 recruiting trends

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

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

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

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

Pamela Ilieva, Director of International Recruitment, Shortlister

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


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

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

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

Patricia Gatlin, DEI Specialist and Curator, #blacklinkedin

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

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

Radoslav Stankov, Head of Engineering, Product Hunt

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

Mike “Batman” Cohen, Founder of Wayne Technologies

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

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

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

Companies can create internal hackathons to exercise creativity...


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


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

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

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


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


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

6 industry experts predict the 2023 recruiting trends

Rado: Prioritization, team time, and environment management.

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

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

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

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

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

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

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


Brian: Agility, resourcefulness, and empathy.

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

Steve: Negotiation, data management, and talent development.

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

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


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

Patricia: Technology, research, and relationship building.

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

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.

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

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

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

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

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

Developer Survey

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

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

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

Staying ahead of the skills game

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

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

How happy are developers

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

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

What works when looking for work

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

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


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


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

Tips straight from the horse’s mouth

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

  • The insight where developer happiness is correlated to work hours didn’t find a significant difference between the cohorts. Devs working for less than 40 hours seemed marginally happier than those that clocked in more than 60 hours a week.
“This is an interesting data point, which shows that devs are passionate about what they do. You can increase their workload by 50% and still not affect their happiness. From a work perspective, as a recruiter, you have to get your hiring manager to understand that while devs never say no to more work, HMs shouldn’t overload the devs. Devs are difficult to source and burnout only leads to killing your talent pool, which is something that you do not want,” says Steve.
  • Roughly 45% of both student and professional developers learned how to code in college was another insight that was open to interpretation.
“Let’s look at it differently. Less than half of the surveyed developers learned how to code in college. There’s a major segment of the market today that is not necessarily following the ‘college degree to getting a job’ path. Developers are beginning to look at their skillsets differently and using various platforms to upskill themselves. Development is not about pedigree, it’s more about the potential to demonstrate skills. This is an interesting shift in the way we approach testing and evaluating devs in 2021.”

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

  • Node.js and AngularJS are the most popular frameworks among students and professionals.
“I was surprised by how many young students wanted to learn AngularJS, given that it’s more of an enterprise framework. Another thing that stood out to me was that the younger generation wants to learn technologies that are not necessarily cool like ExtJS (35%). This is good because people are picking technologies that they enjoy working with instead of just going along with what everyone else is doing. This also builds a more diverse technology pool.” — Rado
  • 22% of devs say ‘Zoom Fatigue’ is real and directly affects productivity.
“Especially for younger people who still haven’t figured out a routine to develop their skills, there is something I’d like you to try out. Start using noise-canceling headphones. They help keep distractions to a minimum. I find clutter-free working spaces to be an interesting concept as well.”

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

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

View all

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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