Tech Assessment

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How are communities fuelling growth in businesses?⁠⁠⁠⁠

If you think about it, your business is actually a community of sorts. And, if you do it right, your brand can create a community of ardent followers. If it thrives, you can expect tremendous business growth.

Creating a viral, self-sustaining strategy

Companies like Google and Facebook are open sourcing their core platform libraries for people on GitHub. Not only does GitHub, the largest open source community in the world, allow these companies to boost their tech credibility but it also fosters innovation by getting the best programmers to drive innovation.

Although open source may not be a business model on its own, it is great for improving user adoption and market value. Laurie Wurster, research director at Gartner, said, “Gaining a competitive advantage has emerged as a significant reason for adopting an OSS (open source software) solution, suggesting that users are beginning to look at OSS differently–if they can customize the code to make it unique to their company, they have created a competitive advantage.”

Let’s look at a few examples of how Google communities are changing the world while moving its business ahead. Google Product forums connect their product teams with actual users. The community conversations spawn new product features; they are also helping forums where participants ask questions and exchange advice. Google Translate Community invites polyglots to translate or validate existing translations; the company’s paid-version API is available to companies who require multi-lingual support. Contributors to Google Local Guides, a community-driven program, help others (and Google) by reviewing places they have been to. These guides impact navigation with the information and photos they share.

When it comes to new technologies, developer communities hold the key to enabling businesses. Google engages with the developer community via its developer programs—Google Developer Groups (to engage with a wide range of developers for new platform adoption and demand generation), Google Developers Experts (to identify people who are strong in a few technologies and make them engage with local communities rather than them putting Googlers all across the map), and Google Business Groups (to help SMEs).

Companies such as HackerEarth and HackerRank also nurture developer communities. They connect skilled programmers and tech companies looking to source top talent to drive product innovation. This translates into appreciable savings in terms of hiring efforts, time, and money, that is, better returns in the future for companies who sign up for their offerings. For example, HackerEarth has a community of over a million programmers. Their participation helps companies drive innovation and talent management on the platform.

Building a positive feedback loop

There is no better way to drive your business forward than happy customers who become advocates, helping you get more potential promoters. For example, studies show that glowing customer recommendations on Twitter can increase business for that brand by about 50%.

How do companies attract and retain customer loyalty, differentiate in a highly competitive market, and get customers to be brand advocates? Community! Their community teams focus on the customer. They listen to the customer. They create amazing social experiences that encourage customer interactions. And they know that quality, authenticity, and respect are the cornerstones of any successful community strategy.

You have mobile phone companies such as OnePlus and Xiaomi. They, leverage their community forums and social media to create a huge buzz during product launches, consequently investing much lesser, and sometimes even zero dollars, on advertising. These communities offer loads of product feedback as well. Their user communities do it all in exchange for product invites, merchandise, and invites to exclusive events. Building close-knit communities or tech evangelists have clearly propelled business for these Chinese companies.

Putting together a branded online community

A branded community is an example of co-creation where the company and the consumers create and find value. “A brand community is a community with a specific business objective lead by an executive sponsor, where a company creates a space for people with a common sense of identity to participate in ongoing, shared experiences.”

Why do companies need a branded online community?

  • Retention and customer satisfaction
  • Product feedback/ideation for the future/review beta products
  • Enhance brand awareness, credibility, and exposure
  • Generate revenue
  • Create a cost-effective, simple marketing channel
  • Support brand advocates
  • Less investment in support staff and call centers
  • Cross-promotion

An oft-quoted example of a branded community propelling business is Austria-based Red Bull through relevant social and digital campaigns. Synonymous with adventure, the energy drink company “got its wings” through strategic sponsorships (motor, alpine, and extreme sports) and celebrity endorsements, pull marketing strategies through interesting, emotional and authentic content, and attracting customers through quality merchandise. By glorifying everything that’s visible and not mainstream, Red Bull’s community of student entrepreneurs has fortified the brand’s perception by millennials through creative and daring initiatives across campuses. (Read how top community managers ensure that they have a thoroughly engaged audience via social platforms.)

Thriving on user-generated content

At times, a community of people creates the value while the business creates a platform. For example, Airbnb, Feastly, Lyft, and Duolingo, which have user-generated community strategies, are scaling rapidly. For instance, using amazing storytelling to “sell an experience” and great social campaigns driving fan engagement, Airbnb, an online marketplace, and hospitality service, set the sharing economy’s P2P marketplace model rolling. With more than 800,000 listings in about 200 countries, disruptive Airbnb could well ensure that the company will make $3.5 billion a year by 2020. With Duolingo, which is an online language-learning tool, the community helps in translation (that’s how it earns revenue), beta testing, and development of new course content via the Incubator.

Tools such as Jive and Higher Logic offer cloud-based community platforms for external engagement. Research shows that companies using online communities can expect 94% customer retention, 54% drive in revenue growth, and 88% increased web traffic. Whereas, Wells Fargo and NASA are keen on building internal communities for value creation; this is still in comparatively nascent stages.

Social has changed almost everything

According to 2014 study of online communities by Demand Metric and DNN, close to 20% of the participants reported that their online branded community impacted over 30% of the company revenues. And, data revealed these additional insights — in online communities that influence 16% or more of revenue, 64% have strong community engagement, 54% use intermediate or advanced metrics, and 69% have executive teams that are highly involved in the community.

Community engagement is a key ROI metric. Social platforms such as Instagram, Imgur, and others have strong community teams that work on engagements with users over and outside their platform. Instagram Co-founder Mike Krieger said, “What distinguishes us is a community. Staying tuned in is really the key. From the beginning, our very first hire – this is, like, against every business textbook [and everyone else in the business world’s advice] of hiring engineers, [and] like, maybe hir[ing] some designers and PMs. We hired a community manager first…” He attributes much of the photo-sharing platform’s stupendous success to the community. Imgur is an another platform completely driven by viral images which are again contributed by its community.

Product discovery platforms, such as Wooplr, Product Hunt, and Influenster, help businesses grow through community-driven curation; a close-knit community hunts for and reviews products to up sales and brand awareness. This is the sole form of content Product Hunt generates. (Ryan, the CEO of the company, has shared some thoughts here.)

According to CMX, the SPACE model defines how businesses can drive value through communities.

http://cmxhub.com/article/the-space-model/
CMX Hub : Space Model http://cmxhub.com/article/the-space-model/

If you are customer-facing business, you need a community. You need to continuously nurture that connection with your consumers. This you do for gathering feedback on products or services (e.g. UserVoice), acting as support forums for queries/complaints (e.g. Uber uses Zendesk), and designing effective customer acquisitions and retention campaigns (e.g. HootSuite uses Influitive). Or, the community is your business. Either way, they are inextricably connected.

Conclusion

Businesses can’t sustain without connections. And what is a community but a bunch of valuable connections? For smaller businesses, especially, the decentralized, sustainable, and scalable concept of “community” can build trusted relationships with people who share their goals, thereby boosting business.

Community members soldier on, fueled by passion, to build new things and create an impact for people and organizations. There’s a reason community of fans such as Lego Ideas, HOG, and Made Unboxed flourish. They are indisputable social engines to power business growth; perhaps a community is one of the most vital corporate assets to help create lifetime value.

Hope you enjoyed reading, feel free to share your thoughts in the comments section down below. More content to follow around building great community, so stay tuned!

Guide to building your first VR application

“Just keep it simple, silly!”

It is often both exciting and intimidating while starting to learn new stuff, but it is also the only way to keep us updated, with one foot in the future.

Although there is so much of frenzy around Mixed Reality these days, there are really very few developers currently working on AR/VR.

While there already is a lot of shortage of tech talent worldwide, the scales of demand and supply are even more skewed in this particular category.

Here is all that you need to know to start building your first application for Virtual Reality:

Start by Exploring

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Before you sit down and start developing, you’ll need to know a little bit about the ecosystem itself and the scope of the technology in the current landscape. You do that by spending enough time exploring new applications and following relevant industry insiders, developers, and media channels who are already neck deep in the stuff and listen to what they have to say.

For more information on getting started with virtual reality, go here.

Get your tools right

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Don’t worry about having the latest and most expensive VR Gear in the beginning. Just get yourself a $10 Google Cardboard; that’ll be enough to get you started. Also, do not download the latest version of Unity or Google VR as they usually come with several bugs and need a lot of fixing which at the beginning might leave you stumped. Go for the most stable build out there.


The most stable build at the time of publishing of this article is:
Unity3d 5.4.2: Unity – Get Unity – Download Archive
Google VR 1.03: Google VR SDK for Unity

(To download GVR 1.03: Go to the above link. Then, click on “33 commits” under where it says Google VR SDK for Unity and above where it says Branch: master.

Where it says GVR Unity SDK v1.0.3, click on the “< >” button on the far right. That takes you to a version of the repository from a previous date, v1.0.3 in this case.

Finally, click on the green “Clone or download button” and select Download Zip.

*It’ll be a big file of size around 800 MB, but you’ll just need the Unity package which is about 50 MB; you’ll have to download the complete file though, then delete the rest of it later.)

Form a routine

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You might have classes or a job, but if you don’t take some time out every day, then with each day that you don’t get hands on the tools, it will push you back a lot and the next time you open the tools, you might have a hard time figuring out where you left. You might have to start all over again!


What I did and what I recommend is committing at least half an hour each day to familiarizing yourself with the gaming engine you’re working on whether you are able to make significant progress each day or not.


Also, so that you don’t lose focus and interest along the way, I suggest you form a small group of 3–5 friends who are also interested in the space on Whatsapp, Facebook, or wherever you like and make it a point to share at least one article that you come across each day in that group. It will force you to develop a habit of reading something related every day. Do it even if nobody else seems to be participating.

Practice, Practice, Practice

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This is a no brainer; most development on VR depends on how well you know your gaming engine (Unity in this case) and a little bit of programming. And no matter what you think you’ll typically have to put in at least 40–50 hours of productive time on getting a hang of these tools before you can really start building your own stuff. A lot of tutorials are available online which will guide you while making your first application without much of a background.

I suggest that you read as many tutorials as you can to understand these tools. You will be deceiving yourself if you believe that you’ve got the hang of the tools the first time you follow the tutorial and what you create will actually work. You’ll soon discover that it will be hard for you to recall any of it a day or two later, Don’t pull out your hair if your application doesn’t come up as they taught in the tutorial, as what’ll happen most of the time is you’ll have different machines, different SDKs, and different versions of packages that you’ll be using. So, it will be only natural if something doesn’t work quite as it does in the tutorial.

Combinatory Approach

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Do what you know. After spending some time on the tutorials, you’ll have learned a couple of tricks and will be comfortable implementing some of the functionalities really well. Just focus on that and nothing else. Don’t go into your first project with a specific idea. ?Learn what you can do and design an application around that. Don’t let a specific idea bog you down. Remember this, your first project is supposed to be something of a disaster, and there is no shame in accepting that. You’ll get only better from there.

Start small

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Learn that complex applications are made with huge teams over a long duration. Starting off the first time, you might not necessarily have the correct frame of reference of how long it is going to take you to build stuff, so don’t plan any project which you think is going to take more than a couple of weeks. For example, if you’re building a game like Mario, then do so by stripping all the unnecessary items like keeping it to just one level only without any enemies to dodge or points to collect and other additional conditions; just focus on the minimum number of things that will make it work, say, setting the environment and making your player jump and move. You’ll be surprised that the first time around even this is going to take you a huge amount of time. You can always add things later on. Your first application is going to take you an amount of time that is cumulative of all the practice time that you put in and even more. But just stick to it and your routine; it is a part of the process and don’t be afraid to write a little bit of code. If you design it right, you’ll need to do very little of coding anyway to get anything done.

Don’t worry about making it look pretty; worry about it working at all

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When you are just getting started, you’ll want to go in with the idea of everything being perfect. Just make a note that it is anyway going to be time consuming and also difficult the first time, so do not waste your energy trying to make it look good, just keep striving toward making it work at all. The first ever VR application that I built on my own was very rudimentary, yet it took me about a month to build it, and a lot of time was spent figuring out small details. When you get started, you’ll realize that most of the time it will be the small stuff that keeps you from moving ahead. Sometimes, things won’t work because a library that you’re working on doesn’t exist anymore or because an update in the SDK makes a lot of what you’ve done irrelevant. This is part of the process as well, allowing you to learn the details of the process of building.

Here is the link of the application that I built:

https://play.google.com/store/apps/details?id=com.Pratham.ShootemVR

The project it open source, use it to learn and build if you want to. Here is the link to the assets: https://github.com/pratham2504/Shoot-em-VR

Set milestones

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Even though it sounds obvious, you’ll be surprised how easy is it to let days go by without getting much stuff done. Setting small daily milestones will help. Don’t wait if you are not making progress; just ask around or in sometime you’ll convince yourself that it is not working and just quit. Use forums and repositories such as Stackoverflow or Unity Community resources or just ask people at random who’s working on similar things. Most of the time, you’ll find help.

Just remember, anything worth doing is a struggle but if you stick to it, you’ll eventually get there.

And have fun while learning and building cool stuff. You’ll be glad when you show what you built to your friends for the first time even if it may not look all that pretty.

Excited about VR?

Register at the UnitedByHCl hackathon
Happy mixing reality!

Can the Asus Tinker Board take the pie away from Raspberry Pi ?

To satisfy our voracious appetite for economical, easily-programmable, and open source hardware to bring our imagination to life, technology giants such as Broadcom, Intel, Texas Instruments, Samsung, and Qualcomm have come up with their own single- board computers. But none of them were successful in replacing Raspberry Pi.

Recently, Asus, the Taiwanese chip major, recently launched its own single-board computer “Tinker Board.”

Tinker Board

Raspberry Pi vs. Tinker Board - A battle of super boards

Raspberry Pi 3 comes with 64-bit ARM Cortex-A57 based Broadcom BCM2837 quad-core processor at 1.2GHz, whereas Tinker Board comes with a slightly powerful processor, a 32-bit ARM Cortex-A17 based Rockchip RK3288 quad-core at 1.8GHz.

The GPU of Tinker Board is more powerful than Broadcom VideoCore IV GPU used in Raspberry Pi 3. The Tinker Board comes with Rockchip RK3288's ARM Mali-T764 graphics core with full H.264 4K video decode capability, whereas Raspberry Pi 3 has a standard HD output.

The Asus Tinker Board supports 192K/24-bit audio sample rates, whereas the Raspberry Pi 3 is just able to handle 48K/16-bit.

The Tinker Board has 2 GB LPDDR3 RAM which is twice that of Raspberry Pi 3. The board from Asus comes with an integrated full-speed Gigabit Ethernet port, which is a significant boost over the Raspberry Pi's 100Mb LAN. Similar to Raspberry Pi 3 Model B, integrated connectivity options such as 802.11b/g/n WiFi and Bluetooth 4 are available on Tinker Board.

Like you see in Raspberry Pi 3, Tinker Board also has the following features:
  • Built-in WiFi
  • 4 USB ports
  • 1 HDMI 2.0
  • 1 MicroSD card slot
  • 40 GPIO pins
  • A 3.5mm audio jack
  • 1 Micro USB for power
The Asus Tinker Board supports Debian Linux and KODI (formerly called XBMC or Xbox Media Center) with its slick media streaming interface.

Undoubtedly Asus Tinker Board has better specs than Raspberry Pi 3. But Tinker Board loses when it comes to pricing. Raspberry Pi 3 is priced at $35, whereas Tinker Board is priced at $68.

But how do the benchmark metrics look?

The benchmark scores of CPU/Memory- Tinker Board Vs Raspberry Pi

The benchmark scores of storage- Tinker Board Vs Raspberry Pi

Undoubtedly, the Asus Tinker Board wins in specs and performance metrics, but does that mean Raspberry Pi 3 is going lose ground to Tinker Board? I don’t think so because it's not just specs that made Raspberry Pi a revolutionary product, but it is more than that:

Support by the Raspberry Pi team: Active support by the Raspberry Pi foundation has created a sufficient knowledge base which builds enough trust among the developers to consider it for their DIY projects.

Vast user base: Raspberry Pi has a very engaged and innovative user base of makers or DIY enthusiasts because of which there is always a new project / hack every day.

Availability: Raspberry Pi has widespread and continued availability of supporting hardware.

In the early days of Raspberry Pi, the creators thought that they would be able to sell 10,000 units in its lifetime. But the Raspberry Pi foundation has sold more than a million units.

I don't see the adoption of Raspberry Pi dipping any time soon, do you?

How the right tech talent can help you win the digital war

The war for tech talent is on. Are you prepared?

"If you hire a single one of these people that means war."

Wrote Steve Jobs to Sergey Brin when Google allegedly tried to poach members of Apple's Safari team. The tech talent war has always existed. Now, it has intensified and is about to get worse.

Hey! I am not a tech company. Why should I be worried? If this is what you’re thinking, well, think again.

The world leader in mobile payments is neither Apple nor Samsung. It is Starbucks! Yes, Starbucks, the coffeehouse chain. According to Mckinsey, today's cars have 100 million lines of programming codes. A startup that delivers medical marijuana is a buzzing startup in the Silicon Valley.

What does it take to win the digital war?

If you are a boy scout at heart and want to be prepared, then your first step should be to equip yourself with the right tech team. If the enemy’s army is standing at your gates, shouldn’t you have started building your army a long time ago? Like 6 months ago.

If digital revolution is a war, then your kickass tech team is your anti-aircraft defense.

It does not matter whether you sell coffee, cars, or medical marijuana. You are either digitally connected to customers or you are losing to someone else. The scary part is that you may not even know who your competitor is!

If you concur with this notion, then this article has served its purpose. If you are still not sure about how hiring a tech team will help your company, you may want to continue reading.

I am still skeptical, how did the world's largest coffeehouse chain become the world leader in mobile payments beating all the tech titans? There are two parts to this story, the well-known story and the one that was orchestrated behind the scenes.

The well-known story

In 2013, Q3 earnings conference, Howard Schultz (Chairman and CEO, Starbucks) said,

“No single competency is enabling us to elevate the Starbucks brand more than our global leadership in mobile, digital, and loyalty. Starbucks is a clear leader in mobile payments and we are encouraged by how consumers have embraced mobile apps as a way to pay.”

In 2009, Starbucks rolled out its first mobile card app in 16 stores in Seattle. This app allowed its customers find the nearest stores, order online, pay via mobile, and collect reward points. It was an instant hit. Soon Starbucks rolled the app out in other states, nationwide in the US, and now in many countries around the world.

In 2016, 21% of all the Starbucks orders were made via mobile resulting in an increase in the revenue by 12% to roughly $5.4 billion. Starbucks has invested $300 million in digital initiatives in 2016, up from $145 million last year.

There are over 2 million apps available in various app stores and every single one of them is competing to make it among one of the top 50 apps on your mobile. While some like Facebook, Twitter, and WhatsApp have cemented their respective positions, how did MyStarbucks break in especially being a closed loop payment app?

What happens behind the scenes?

Starbucks hired a small Portland-based tech team called the Small Society and they developed an app that was pretty darn great. Small Society just did not replicate the website of Starbucks. They designed an app that had great design, functionality and best of all, they understood the customers of Starbucks. In early 2009, most of the iPhone users were early adopters. Small society provided them a smart and sophisticated app that saved them time and effort. It seamlessly weaved loyalty programs and incentives. Getting free products for accumulating reward points proved to be very successful. In short, Small Society developed a great app for Starbucks.

Small Society

Small society is not a one-hit wonder and they are a proof that a talented tech team can do wonders for your company. Time and time again they have proved their expertise in the IOS app arena. In 2008, Raven Zachary and his team developed an IOS app for the Democratic Party—’Obama for America’. The app was a first-of-its-kind in the political arena and helped the party at the grass-roots level and eventually Small Society was formed. Since then they have worked with Amazon, Zipcar, Whole Foods, and many other brands. Four years later in 2012, Walmart acquired Small Society and 3 years later Zachary went on to work with Microsoft Hololens.

The number of companies that are seeking Small Society’s developer expertise is a testament to the importance of having that talented tech team, which can change your future!

Attracting and hiring the right tech talent

While we are aware of the latest developments in technology and initiatives by pioneering companies, the tech talent war that happens behind the scenes often goes unnoticed.

We do not realize the importance of attracting tech talent until we struggle to fill a crucial open position or accomplish a challenging task with a mediocre team.

It’s not just Starbucks. You’ve heard about the connected car wave that hit the automobile industry. The world's leading automobile makers are competing with each other. These companies made efforts to equip themselves well before this wave hit. They anticipated the change.

Toyota hired everyone from an MIT-based startup Jaybridge Robotics. The 16-member MIT team that included software engineers, AI, and robotics experts is now a part of the Toyota Research Institute and powers the connected cars revolution.

Similarly, Renault and Nissan are hiring 1000+ developers to compete in the connected car revolution.

Medical marijuana

Eaze, a medical marijuana delivery startup in San Francisco, recently received $13 million in funding. Technically, Eaze is a logistics company that delivers marijuana. However, when you go all digital, even the tiniest digital feature determines the success of the company. A recent review of Eaze by TechCrunch pointed out that not having the online and mobile payment option as the major drawback for the company.

It is not a surprise, the startup is actively looking to hire more developers. Here is a snapshot of their Careers section.

eaze-hiring-tech-talent

Process innovation

In today’s digital age, a talented tech team is vital for process innovation. When you are in a business where you neither have a proprietary product nor groundbreaking technology, the only way to stay ahead of your competition is by innovating the process and offering your customers the "wow" experience.

The word coffee entered the English language in the 15th century. Benz patented the first automobile in 1886 and the earliest written record for the use of Marijuana dates back to 2737 B.C in China.

If you notice, neither of these three companies invented the product they sell nor are they the only ones to sell these products. Although Starbucks comes up with new beverage-related products, like their to-die-for Caramel Waffle Cone frappuccino, it is not exactly a leap from the ice factory to the refrigerator in terms of product innovation.

There is nothing preventing from others doing what they do. Their products are still the same. The only difference is in how it is being offered and how the company connects with its customers.

To connect digitally, you need the right tech talent who can enable you to do just that and innovate the processes that you have been following for years.

Key resources and partners

In a business model, the key resources and partners are the enablers. They enable you to offer the value proposition to your customers. In this case, the digital and tech talent are your key resources.

Behind every great technology is an insanely strong technical team—a technical team composed of engineers, programmers, designers. This is the team that is always out of the limelight, anxiously waiting backstage while the product is being launched, hoping that everything goes as planned.

The question is do you have such a team yet?

See why more than 4,000 companies choose HackerEarth to hire developers

companies hiring tech talent using HackerEarth Start your trial

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How football betting odds work using Poisson distribution

Toward the end of the 19th century, Russia-born Polish economist, Ladislaus Bortkiewicz came up with a strategy to predict the incidence of deaths among Prussian soldiers from horse kicks.

And he did this how? He applied the Poisson distribution. It ended becoming a famous example by the way.

Fast forward a bit...

Poisson distribution can be used in many scenarios—importantly and interestingly in betting.

Sports betting is a global phenomenon, and it is estimated that this industry is worth between $700bn and $1tn globally.

And football betting is most popular among all sports.

But how does football betting odds work? how are football betting odds calculated?

It's difficult to believe that a simple mathematical equation - Poisson distribution is used to calculate the odds for a football match.

Betting on a team winning or losing is done based on the calculation explaining the sports betting across a globe.

What is 'Football betting odds' and how they define bets?

[caption id="attachment_5252" align="aligncenter" width="911"]Football betting odds, How are football betting odds calculated, Football betting explained using Poisson distribution, How football betting works ,Poisson distribution, How football betting is done, how is poisson equation used in football betting, Manchester united vs Manchester city, How do I bet on football, What are football odds Image Source: Bet365[/caption]

If you've ever tried placing a few pounds on your favorite team, you would have noticed these confusing numbers in front of you.

These numbers are called 'odds' and they define the probabilities of each possible outcome in an event.

The higher the value of these numbers, the less probable that particular event is.

Take the Real Madrid vs Roma match above as an example.

Since the probability of Madrid winning is higher, the odds against them winning is just 1.40. A draw, which is more unlikely, has odds of 4.75.

And the odds of a highly unlikely Roma win in 7.00.



How do these numbers impact your bet amount and their returns?

Simple. In the above example, if you bet 1 pound on a Real Madrid win and win the bet, you get back a total of 1.40 pounds (inclusive of the 1 pound that you originally bet).

Which is why winning bets on more unlikely events (like a Roma victory) gets you bigger returns.

In this case, you would have got back 7 pounds for every pound you bet on Roma if they ended up winning.

Let us now see how do bookmakers calculate football betting odds using a simple Poisson Distribution equation.

What is Poisson distribution?

“Poisson distribution is the probability of the number of events that occur in a given interval when the expected number of events is known and the events occur independently of one another.

For instance, suppose you sit in a park for a few days and count the number of people who come to the park in a black T-shirt.

Using Poisson distribution, you can guess if the number of people coming to the park on a specific day in a black t-shirt will be 10, 11, etc.

But how does it relate to football betting odds prediction?

If you are able to calculate the average attack and defense strength of the teams in a match over a certain period and calculate the Poisson distribution, you will be able to predict the odds of one team performing over other.

But if the data is too long the data would be irrelevant, and if it's short, outliers might skew the data.

This means that not only external factors like transfers, home, and away from ground affect the odds, but also the duration of events which need to be taken into consideration for calculation.

Let’s see how football betting odds work using Poisson distribution

Before we apply Poisson, we need to get some mathematical figures.

Let’s use this method to calculate the odds for the Manchester United vs. Manchester City matches to be played on February 26, 2017.

First, we need to find the attack and defense strength of these teams.

Calculating Average Attack and Defense for prediction

Before we identify a particular team strength and weakness, we need to find the average strength and weakness of all teams in the last playing season.

This can be calculated by dividing the total goals scored in particular season by a total number of games played in a particular season.
  • Number of Goals Scored at Home / Number of Games = 203/380 = 0.534
  • Number of Goals Scored Away / Number of Games = 158/380 = 0.415
The difference from the values above gives the “Attack intensity” of a team.

We will also need an average of goals conceded to know the weakness, which is simply the inverse of goals scored.

The average number of goals conceded at Home = 0.415

The average number of goals conceded away = 0.534

This gives us the “ Defense intensity” of a team.

Now that we have the average strength and weakness of the teams, let's take a look at the stats for Manchester United and Manchester City in 2015.

Based on these stats, we can calculate the Poisson distribution for the teams playing in February 2017, where Manchester United is the away team and Manchester City is the home team.

[caption id="attachment_5249" align="aligncenter" width="3509"]Football betting odds, How are football betting odds calculated, Football betting explained using Poisson distribution, How football betting works ,Poisson distribution, How football betting is done, how is poisson equation used in football betting, Manchester united vs Manchester city, How do I bet on football, What are football odds 2015 Statistics - Manchester United vs Manchester City[/caption]

Predicting Manchester United Goals

Let’s see the possibility of Manchester United scoring at Manchester City’s home ground.

Number of Goals scored away = 22/19 = 1.15

Manchester United Goals = Number of goals scored/Season’s average goals scored away = 1.36/0.415 = 2.77

Manchester City Defense at home

This is calculated by dividing the number of goals conceded at home in the last season by the home team by the number of away games, which is 1.105 ( (21/19).

Manchester City Goals = Number of goals conceded/ Season’s average goals conceded = 1.105/0.415 = 2.66

Manchester United’s Goals = Manchester United’s Attack? Manchester City Defense? Average Number of Goals = 3.05

Predicting Manchester City Goals

Manchester City Attack at Home

Manchester City = Number of Goals scored home - 47/19 = 2.47

Manchester City Goals = Number of goals scored/Average goals scored in the last season =2.47/0.534 = 4.62

Manchester United Defense away

Take the number of goals conceded away last season by the away team and divide by the number of away games, which is equal to 1.05 ((20/19).

Manchester United Goals = Number of goals conceded/Average goals conceded in the last season =1.05/0.534 =1.966

Manchester City’s Goals = Manchester City’s Attack? Manchester United’s Defense? Average No. Goals = 1.10

Once we have the averages of Manchester United’s goals and Manchester City’s goals, we can use them to calculate the Poisson distribution for a number of goals scored by a particular team . (various goals possibilities).

Poisson Distribution betting – Predicting multiple match outcomes

The formula for Poisson distribution is:

P(x; ?) = (e-?) (?x) / x!

e = Euler’s constant = 2.718

! = Factorial

x = number of successes of the event

µ = mean distribution of the event

It can be coded as follows
#include <stdio.h>

#include <math.h>
double factorial(int n) {
int fact = 1;
for (int i = 1; i<=n; i++) fact *= i;
return fact;
}
float poisson(int r, float mean) {
return (exp((-1) * mean) * pow(mean,r))/factorial(r);
}
int main(int argc, char const *argv[])
{
printf("%f\n", poisson(1, 1.10));
return 0;
}

You can also use the Poisson Distribution Calculator for such equations.

Poisson Distribution prediction for match the between Manchester United and Manchester City

Goals 0 1 2 3 4 5
Manchester United 4.73% 14.44% 22.02% 22.39% 17.07% 10.41%
Manchester City 33.28% 36.61% 20.13% 7.38% 2.03% 0.44%
Probability 1.5 5.28 4.43 1.65 0.34 0.23

The possibility that Manchester United and Manchester City would score 1 goal each is 14.44% and 36.61% respectively.


From the above distribution table we can see that the possibility of Manchester city scoring no goal is 4.73 and that of Manchester United is 33.28.

Scoring 2 goals, each for Manchester United and Manchester City is 22.02% and 20.13% respectively.

The possibilities decrease as the number of goals increases to 4 and 5 goals by the individual team.

Taking these number into consideration, the odds of Manchester City winning is high if the number of goals in a match is 0 or 1. But if Manchester United is able to score 2 goals it’s the probability of winning the match increases.

So how is football betting odds made?

Based on the number by distribution table and the probability of these goals in a match, it is clear that a 1-1 draw has the highest possibility of 5.28, followed by 4.43 for a 2-2 draw. But the possibility of Manchester City winning with 1-0 or 2-1 also looks great.

Based on the previous match at Old Trafford, which is the home ground to Manchester United, Manchester City won by 2-1.

Not taking any sides (I support Algorithm), I would put my bet on 1-0 or 1-1 draw in favor of Manchester City.

The disadvantage of using the Poisson equation is that it doesn’t take into consideration external factors like the players/coach changed in transfer windows, the home ground factor, and injured players.

It helps you calculate the distribution only based on the averages of previous occurrences.

But then Elihu Feustel is one such person who makes a million dollars by betting using mathematical algorithms.

Ubuntu Core 16: Building secure and interoperable IoT ecosystems

I have attended several IoT conferences, informal meetups, webinars, and podcasts. The most common questions during networking or Q&A sessions revolve around security and interoperability of IoT devices.

These concerns are valid, especially in light of recent Distributed Denial of Service (DDoS) attacks affecting Internet-connected devices.

To build consumer trust, companies in the IoT space—both hardware and software—are heavily investing in R&D to tackle these concerns sustainably.

In one such initiative, Canonical, the company behind Ubuntu, launched Ubuntu Core 16. Also known as Snappy, this is a minimal operating system designed for IoT devices. At its core are secure, remotely upgradeable Linux packages called 'snaps'.

Device Security

Ubuntu Core 16 secures IoT devices by delivering the entire operating system—including kernel, libraries, and applications—as snaps. The OS automatically updates to defend against new threats.

Snaps ensure security and reliability through the following features:

  • Read-only
  • Tamper-proof
  • Digitally signed
  • Stored as images

This architecture makes it very difficult to breach devices remotely without physical access.

Being transactional in nature, Ubuntu Core 16 automatically rolls back any failed updates, giving developers the freedom to innovate without compromising system stability.

The system retains multiple updates and selects the healthiest for installation. If an update fails, rollback ensures continuity.

Each Snap includes a meta/snap.yaml file, where developers can define:

  • Security requirements
  • Integration details with the system
  • Update schedules

This automates the update process, removing the need for human intervention.

Device Interoperability

Ubuntu Core 16 enables snaps to communicate and work together via:

  • Interfaces: Bridges between snaps
  • Plugs: Consumer snaps requesting services
  • Slots: Producer snaps offering services

Interfaces, plugs and slots in Ubuntu Core 16

Snaps Interfaces Example

Plug (Consumer Snap)

name: consumer_snap_name
plugs:
  db:
    interface: mysql

Slot (Producer Snap)

name: producer_snap_name
slots:
  db:
    interface: mysql

This setup enables both snaps to share a database. Additionally, snaps can share files with:

  • Other snaps from the same vendor
  • Community-maintained shared snaps using content-sharing interfaces

Additional Features of Ubuntu Core 16

Compatible with desktops, servers, and devices like Intel Joule, Qualcomm Dragonboard, Samsung Artik, Raspberry Pi2 and Pi3.

  • Keeps files compressed and signed using SquashFS blobs, avoiding file scattering across disks.
  • Compact OS with an image size of only 350 MB.
  • System and application updates use xdelta diffs—only changed code is updated.
  • Separation of kernel/device drivers and OS/snaps allows parallel development by different teams.

The term "Ubuntu" originates from Southern Africa and stands for “the belief in a universal bond of sharing that connects all humanity.” While technology can simplify and connect, it must be rooted in ethical principles.

No advanced system can safeguard humanity unless guided by sensible and humane ideologies. Building smart systems begins with building a thoughtful ecosystem of responsible people.

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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 &amp; 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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