Tech Assessment

7 Changes In HackerEarth Assessments You Missed Out On

18% of hiring managers state that finding qualified entry-level technology talent has become even more complex over the last year (an 8% increase from 2021). This is where pre-employment assessment tools step in! Screening developers' talent and finding the cream of the crop just got a whole lot better. HackerEarth’s coding assessment platform has made it easier for recruiters and HR professionals to screen and assess applicants.

Our assessment platform lets recruiters create coding tests based on their requirements and auto-evaluates the results of the candidates, thus eliminating the human-error factor. HackerEarth’s assessment platform also has pre-added customizable questions and templates that further make it easy to create a test.

But it doesn’t stop there, our teams of experts are always working to offer you the best features and assessment tools. This brings us to the main topic of this article, 7 major changes in the HackerEarth assessments platform that you may have missed out on.

Key changes in our assessments platform

1. DevOps question type

Changes in assessments - DevOps question type

As the name suggests, it is a new question type for recruiters to evaluate and assess DevOps skills. With this you can assess:

Machine configuration skills
Environment setup skills
Infrastructure management skills (this includes cloud infrastructure, load balancing, and scaling)
Automating workflow
Assessment and performance monitoring responsibilities

Typically, the DevOps assessment test is 60% real-world project-related questions and 40% related MCQs and will help you evaluate their:

Programming proficiency
Problems solving capabilities
Knowledge of cybersecurity fundamentals
Understanding of required frameworks
And other skills in relation to the job.

After an evaluation is complete, our platform will auto-assess the answers and give recruiters precise feedback on the candidates' performance and this includes:

Total test score
Results of the evaluation based on the score
Time at which the candidate submitted the test
Offers a list of test cases along with the status
Individual scoring for each test case executed correctly

Also, read: How To Create An Automated Assessment With HackerEarth

2. D&I - Flag offensive and R-rated language while question creation

This major update is a part of our diversity and inclusion initiative. This feature focuses on highlighting and flagging words deemed offensive or prejudiced for or against one person or group of people (communities) when admins are creating a question. Changes in assessments - D&I

These words will be highlighted to the admins (recruiters and HRs) when they’re in the process of creating the test and test questions. To further simplify it, the platform will highlight the entire sentence, making it easier to edit.

Changes in assessments - D&I

This will help in making the interview space a much safer and more comfortable place for every candidate.

Also, read: Tips to Identify and Remove Unintended Bias In the Assessment Process

3. All new user interface and navigation

This pretty much speaks for itself. We’ve given our user interface a new look which we think is quite refreshing. To further add to it, navigation has been made much easier so you can access any document/file/tool with ease.

4. Assessment listing search

If you’ve already used our platform, you may know it can list all the tests you and your team created but lacked certain filters and search functionalities.But that’s not the case anymore, you can now filter tests and evaluations based on their completion status or the admins (HRs/recruiters) who created them. This makes it easier to filter and locate your assessments/tests.

5. Test reliability score

Changes in assessments - test reliability score

This new feature helps recruiters assess if their tests are reliable enough to assess two candidates with similar skills and experience with the outcome of each being pretty much the same. If the result of the two equally skilled candidates in question are similar, then the test is deemed to be reliable.By taking this into account, our platform will let you know how reliable your test is. This way you can further customize your evaluations to get better results.

6. Subjective question auto evaluation

Remember how you manually had to evaluate the candidates' written answers to subjective questions?Well, you can make that a memory of the past. Our platform will auto-evaluate candidates’ answers based on your expectations! How?You can now add an expected answer from your side while creating subjective questions (this will not be shown to any candidate).There is 'A View difference' option that allows the admin to see the difference between the actual answer and the candidate's answer.

Once your candidate has submitted their answer, our platform will compare the given solution to the expected answer and score it accordingly.

Also, read: Top Developers Point Out 4 Mistakes With Tech Hiring Assessments

7. L&D - Consolidated candidate profile

This feature mostly relates not to recruitment but to Learning and Development. It helps L&D managers view, track, and monitor every employee's performance based on regular assessments and their results.

If the L&D manager wants to evaluate their teams, they just have to hand out assessments created on HE and our platform will evaluate and give them accurate feedback. Additionally, they can search for any candidate with ease and track their progress history as well.

This helps in giving managers much deeper insight into how well their teams are doing and how well every employee is improving.

Final Thoughts

These changes in our assessments platform can help you step up your recruiting game. From DevOps question types to the L&D - Consolidated candidate profile, we know these features can help in making recruiting easy and more streamlined for you.Give HackerEarth Assessments a try if you haven’t already. You can choose the free trial if you’re still doubtful.

Cheers!

Tech Assessment

Greeks to Geeks: What Plato Says About Bettering Your Team Culture

In the third edition of HackerEarth’s flagship tech conference – Hire 10(1), our keynote speaker from Adobe, Mr. Mino Thomas, used a word I hadn’t heard before in tech recruiting circles.

Sanguine, he said. And then Choleric. Melancholic. Phlegmatic.

I almost wondered if I had been teleported to a physician’s office. Or to the home of a literati. Fragments flashed past my eyes: Keats’ Ode on Melancholy, even the title of Garcia Marquez’s ‘Love In The Times Of Cholera’.

Until my overthinking brain stopped at the memory of Hippocrates and his theory of human humors, or personalities.

Two and a half millennia later, we were now using the ancient basis for illness to describe employee personalities, and what we could do to better team culture in the workplace.

Hippocrates, who?

The Greek physician Hippocrates (ca. 460 BCE–370 BCE), also known as the Father of Modern Medicine, is often credited with developing the theory of the four humors which manifest as different personality types. These personality types were dependent on four bodily fluids – blood, yellow bile, black bile, and phlegm – and their influence on the body and its emotions. Along with the fluids, Hippocrates also postulated that humoral makeup and the resultant personality could also be influenced by geography in his treatise on Airs, Waters, and Places.

Also, read: Keeping Culture Alive: What Recruiters Can Do While Hiring Remotely

Interesting, hmmm….

Hippocrates’ work builds on Plato’s theories of human temperament that bridge modern personality psychology and philosophy. The vast repertoire of literature on modern psychology underlines one truth that Plato espoused: the human psyche is not unitary, but plural. Simultaneously, each of us has an innate set of values that form our core belief system. The interplay between our plural psyches or sub-egos, and our core set of values is what forms our individual personalities, and forms the basis of our neurodiversity in the community.

This is, of course, an overly simplified explanation of what philosophers both modern and old have struggled to understand. From Myers Briggs to the DISC system, there are numerous ways and tools to distill a personality into easily identifiable metrics.

Funnily enough, Hippocrates wasn’t even trying to understand personality types when he formed his theory. He was looking at the reasons behind human illness when he postulated that there are four different body fluids or ‘humors’ which govern how and when we fall sick. As a corollary to each, he also told us how each humor affected the psyche or temperament of a person.

Let’s understand these in detail.

Team culture and Human temperament types - Sanguine

Traits: Sanguine are known to be supremely energetic and excited and are usually highly interested in staying on the go. They are usually the most social of the lot and tend to make a lot of friends easily. On the flip side; they also tend to lose interest abruptly.

Traits: Think bull-headed and strong. Think hot-tempered, demanding, and authoritative. Choleric individuals are great at motivating co-workers but tend to do things their way. They are not easy to give instructions to, because they already have a plan mapped out and they think that is the best!

Traits: If there’s one thing phlegmatic individuals are coughing up, it’s pearls of wisdom in the face of conflict! This personality type is loyal, focused, good at long-term projects, and the one that moves the team forward amidst small differences.

Traits: If someday you hear Frank Sinatra in the office on a Monday morning, best believe your Plato-nically melancholic teamster is in their thinking zone. This personality type is usually placid and thoughtful and good at analyzing situations and thinking matters through. On the flip side, they can also be depressed and moody.

Woof! That’s good information. Now how does it help people managers exactly?

Struggling With Team Culture? Plato Can Help!

A person’s temperament is their permanent psychological nature which determines how they think, feel, and interact. It reflects in their decisions and behavior, so knowing these abilities and characteristics can help HR professionals – or engineering managers – when they are building teams, or creating policies for retention and robust team culture.

If you’re dealing with a Sanguine:

Sanguines are exuberant personalities with high energy and creative excellence. As an HR Manager, you can utilize these individuals to carry out tasks that require more creativity. Sanguines tend to become the heart of the crowd, which can make them good leaders and trendsetters. They also love new things and can be delegated with new short-term projects or assigned to work on cultivating team culture changes.

Dos: Sanguines can lose interest easily. Check in frequently to measure their level of investment in a project. Fuel them with constant appreciation.

Don’ts: Tasks that require organizing can be tough for sanguines. So can open-ended long-term projects. Make sure they are not setting their personal bar very high, and feeling disinterested as a result of not achieving more than their expectations.

Also, read: What Leadership Means To Us At HackerEarth

If you’re dealing with a Choleric:

Choleric personalities usually demonstrate a fair ability to work well around people and are open to taking challenges. Choleric can prove to be good leaders, too. They have the energy and motivation to take the task to completion and usually like to motivate their peers as well.

Dos: Be careful of their my-way-or-highway approach, especially when it comes to positioning cholerics in leadership positions. This personality type usually makes for dedicated employees, who like to see the job getting done regardless of teething issues. Hand them a management job that involves delegation and watch them flourish.

Don’ts: Cholerics are result oriented and meticulous, so don’t give them open-ended projects that will never convert into something actionable. Employees who fall under the choleric personality type can also come across as rude or brash since they like productive discussions instead of beating around the bush. Never set meetings without agendas 🙂

If you’re dealing with a Phlegmatic:

People with a phlegmatic personality can seem to be slower-paced when compared with other types. They are usually introverts, with very stable energy who do not seek adventure or the limelight. They can be observant but are usually hesitant to speak up, and generally avoid conflict or arguments.

Dos: Phlegmatics will not proactively take up leadership positions, so it’s up to people managers to push them toward glory. Otherwise, this personality type runs the risk of stagnating in the same role. Their stable energy is good for running long-term projects which they will not get bored of easily.

Don’ts: Phlegmatics tend to overlook small disputes in favor of the positive forward movement. This makes it easy to think they have no issues or complaints, so don’t fall into that trap. They also like to take frequent breaks and recharge, so don’t envy their ‘me’ time.

If you’re dealing with a Melancholic:

Despite what the name suggests, this personality type is not all doom and gloom! They are placid and thoughtful; analyzing everything and getting down to the brass tacks when need be. Their introverted behavior can make it hard for them to show up as leaders or ‘fun’ people, but make no mistake – they are team players and loyal to a fault.

Dos: Melancholics are very process-oriented and love details. They might find things a bit hard to handle if structure is not followed. Help the melancholics in your team build processes, and structure their projects so that they can excel in their roles.

Don’ts: Don’t leave them behind because they are introverted and love quiet. Also, do not mistake their loyalty for a lack of ambition and drive. These personality types can be slow, but they are definitely value-driven and a keeper!

The role of people managers in getting different personalities to work together

Post the pandemic, people managers have been facing new challenges in managing teams and team culture in remote settings. In this situation, it is even more vital that HR and Engineering managers understand different personality types and the temperaments of their teammates better than before. Doing so can open great avenues of resource management and building out a great team culture.

If you know your workforce well, it becomes easier to identify their strengths and weaknesses and create a plan to improve on them. Whether it is about improving productivity, team culture, or retaining an individual, understanding the whys of their personality can go a long way in helping people managers create stronger teams in the future.

Tech Assessment

Effective Workplace Communication Tips For Remote Teams

Team members who work remotely face communication challenges every day. The digital work environment brings a host of challenges for organizations and they need to proactively take steps to promote collaboration and two-way communication! A culture of open, honest, and transparent communication fosters the exploration of new, creative ideas necessary for innovative thinking. Recent research shows that the right workplace environment can boost employee productivity by up to 25%. Regular communication between teams can lead to higher job satisfaction, which reduces absenteeism, sick days, and turnover. In addition, when people feel understood at work, they will also put effort into understanding clients or customers. Today's modern tools make communication more accessible than ever, so there's no excuse not to implement them sooner rather than later. How can you make meaningful connections when working with your teammates at different locations and rarely interacting face-to-face? Communication can be tricky to master in remote teams, but it is not impossible. Effective communication can help remote teams become closer and improve collaboration. Remote teams have unique communication needs. Managing such teams requires understanding the challenges and nuances of communicating effectively.

Workplace communication: Why it is essential for success

Effective communication is paramount to achieving business objectives, fostering a corporate culture, creating accountability, ensuring work gets done, and increasing revenue. When a company makes improving communication a mission, it does more than prevent future misunderstandings and conflicts. Instead, they position themselves for sustainability and long-term success. Start by conducting an internal communications audit to determine whether your internal communications serve the company's needs or need adjustment. A communication channel audit asks a few basic questions:

How well are you getting the information you need?

How effective are the following channels of communication?

Do you find it easy to find information or contact the right people when necessary?

Here are a few critical points for effective workplace communication.

Empathy is key

Remote work is bound to have a learning curve. Some will adapt quickly, and some will need time to get used to it. It is essential to be empathetic toward all employees trying to minimize this learning curve. During the transition, let them know you will be available for assistance and that they can voice their concerns. A little compassion can go a long way during this stressful time. We should try to create an open dialogue and keep the lines of communication open.

Also, read: Corporate Compassion In The New ‘New Normal’: Where Do You Stand?

Don't micromanage

Managing remote teams is challenging since you can't just walk up to people and see what they are doing during the workday. Some people try to contact their teammates multiple times a day to check their progress. Even though it may work for urgent tasks, it isn't a good idea. Regardless of how they work, they are responsible adults. The key to effective remote working is trusting your team members, and not harassing them with repeated calls and emails. Use collaboration and tracking tools, but resist overly intrusive means and too many calls.

Make internal messaging a priority

An office is where someone can share their views if they are not comfortable speaking in a meeting. But in a virtual environment, this isn't easy. They must be able to have one-on-one discussions. Using messaging tools that let people communicate outside the group is the best way to do so in a remote team. In addition, using a messaging system can help employees communicate quickly and efficiently without straining their inboxes. Using it may even spark more communication among employees once they learn how easy it is. For example, you could use tools like Slack or WhatsApp to accomplish this. According to David Grossman's report, "The cost of poor communications, "companies incur an estimated $62.4 million annually due to workplace communication barriers, which profiled 400 large companies with 100,00 employees.

Specify communication tools for remote workers

Having too many communication tools means too many places to share information. Employees often miss messages when conversations are dispersed across multiple platforms. It is also possible for employees to become overwhelmed by messages from everywhere. There should be tools for synchronous and asynchronous communication for remote teams. You can also use ControlHippo to streamline your communication with sales and support teams.

Instant messaging applications should be used for asynchronous communication.
Project management tools can be utilized to share work updates.
Email must be used only for critical communication taking into account email security protocols..
For synchronous communications like team meetings or 1:1 discussions, consider using video applications or a reliable cloud phone system.

Encourage virtual team-building activities

One of the biggest problems remote workers face is loneliness, which results in disengagement, reduced productivity, and employee turnover. Developing personal and social bonds among team members is the only way to combat loneliness. When team members connect, they can communicate better, discuss problems, and find solutions before they become huge problems. It is possible to conduct synchronous and asynchronous team-building activities in virtual teams, just like there are activities for people in an office. Video conferencing possibilities are practically endless, especially with a good WiFi connection and a bit of imagination.

Weekly virtual trivia nights
Game nights
Theme-based virtual happy hour every week
Encourage non-work-related conversations through video coffee dates

Reward employees for achievements

We celebrate all kinds of events at work - birthdays, festivals, sporting events, and accomplishments. However, most remote teams neglect to do so since it's complicated. People believe it makes no sense to celebrate a birthday or a festive occasion if you are working remotely or if it falls on a holiday if you have no way of decorating the office or eating together. Nevertheless, good teams find a way to show appreciation, even as simple as singing "Happy Birthday to You" or sharing a photo of a celebration. Applaud individual and team achievements. Send physical cards and gifts that people can hold in their hands.

Also, read: 7 Employee Engagement Strategies For WFH Tech Teams

Implement a support system

Create a support system for tools and processes that your team uses. You can building a knowledge base or FAQ that helps your team learn how to use the tools. Most of the tools you use come with support systems, such as a self-help portal and customer service. However, you may still want to create content that shows how your business uses the tools. Set up a single point of contact in the team to coordinate any help team members may need to access policies and processes. Share links to policy documents and procedures so they can be easily found. Creating a telephone directory and listing everyone's contact details would be wise—outline clear guidelines as to who to contact during an emergency.

Wrapping up

Nowadays, as offices are becoming more and more online environments, workplace communication is becoming more critical, alongside digital tools and proper training. Improved workplace communication increases productivity, profitability, and employee retention and potentially saves businesses millions of dollars.

Tech Assessment

5 Tech Roles Still In Demand in 2025

On any given day, you can be sure that there are tons of tech roles that are always in demand, the game is to know which ones. One reason for that is the ever-advancing technology and its requirements. To fulfill those requirements, there are new tech roles added periodically.Furthermore, let’s not forget that the pandemic sort of gave the tech world a gentle nudge to further itself in every way. As a result, we now have a lot of tech roles but the problem remains with the scarcity of tech candidates. One reason that can be attributed to a lack of skills is the advancement of technology, people just don’t have time to familiarize themselves with the new technology, and by the time they do, there is already something else in the pipeline.

Tech roles still in demand

The Most Sought-After Tech Roles in 2022

After meticulous research, here are 5 tech roles that we found to still be in demand:

#1 - JavaScript developer

What do they do?

JavaScript is one of the most popular and most used programming languages as well. In fact, nearly 97% of web applications have been made using JavaScript. A good JavaScript developer must have adequate knowledge of the programming language and should be familiar with its delicate intricacies as well.

When we say it is one of the most popular languages, it is. This also means that it’s one of the most sought-after tech roles and like other tech roles, the world is not short of JavaScript developers. But here’s the main issue, junior-level JavaScript developers are easy to find but as you climb up the ladder, finding the right JavaScript developer could be quite the challenge.

Industries

Information tech
Computer software
Financial services
Internet

How much do they earn?The average salary of a JavaScript developer in the US is $114,169 per year.

#2 - Blockchain developer

What do they do?

Blockchain, as you know, is an integral part of the crypto economy. It serves as the only ledger where every transaction is recorded. Blockchain refers to databases made for the purpose of storing and organizing data. Blockchain development is the process of creating and maintaining blockchain applications/systems.

To be a good blockchain developer, you should have a good knowledge of Hyperledger, Smart contract, Node JS, and Solidity. If you are not up to speed with these skills, completing a blockchain developer training course is the best way to build out your abilities and improve your employability. Blockchain developers are responsible for the development of products and services that are related to blockchain technology.

Industries

Information tech
Computer services
Healthcare services
Financial services

How much do they earn?A senior blockchain developer can earn up to $150,000 per year.

#3- Artificial Intelligence specialist

What do they do?

Artificial intelligence and machine learning are two branches of tech that have been causing quite a stir in recent years. As per this report by Semrush, the worldwide market value for AI is predicted to reach a whopping $190.61 billion by 2025.The main role of an artificial intelligence specialist is to work on the creation of devices, software, and programs, that can think for themselves. This is done to automate a lot of processes in the business world as well as the tech world. A good artificial intelligence specialist should know about the following:

Machine learning
TensorFlow
Python
Natural language processing (NLP)
Deep Learning

Industries

Information tech
Computer services
Healthcare services
Financial services

How much do they earn?The average annual earnings of an artificial intelligence specialist is $108,106 per year.

#4- Back-end developer

What do they do?

The main role of back-end developers is to create and maintain the various functionalities and features that everyone uses on an application or website. The front-end development mostly has to do with the appearance of an application, whereas, the back-end deals with the actual functionality of the application.

Back-end developers with high-level experience are quite hard to find. A good back-end developer must be able to do just more than develop applications, they are also responsible for debugging systems, maintaining data, and much more.

Industries

E-learning
Internet
Computer software
Gaming technology

How much do they earn?On average, a back-end developer in the US earns about $94,998 per year.

#5 - Cybersecurity specialist

What do they do?

The description of this role is pretty self-explanatory, it is to keep computer information systems and all the data in them safe! Be it from hackers, malware, online phishing, and many more. Their job revolves around the creation of cybersecurity and defense programs and software to be used in the business sphere.The job role of a cyber security specialist requires high-level expertise in the following areas:

Vulnerability assessment
Penetration Testing
Information Security
Network Security
SIEM (Security Information and Event Management)

Industries

Accounting
Cyber security
Infotech services
Financial tech

How much do they earn?

The average salary for a cyber security specialist in the US is $83,516 per year.

These are just a few of the many job roles that are in demand. We know the challenges you face while searching and evaluating tech talent, so why don't you give our tech recruitment platform a try? It's got great features to help you streamline the entire process and to make things easier, you can always start off with the free trial!

Until then, happy hiring!

Tech Assessment

Hire1O(1): 6 Takeaways From The Biggest Tech Conference

We at HackerEarth are excited to announce that the first physical edition of Hire 10(1) held on August 25th, 2022 in Bangalore was a roaring success! We have been virtually hosting this tech conference of (and for) tech recruiters and engineering managers since 2020, and this was the first time we got to meet everyone in person.

For the uninitiated, Hire10(1) is a mini event that is designed to do one thing above all else: share actionable insights to help recruiters and hiring managers build great tech teams. So, if you are in HR or Tech, and are spending a significant amount of your time hiring tech talent, this is one event where you’d get your money’s worth. After all, to recruit the best, it makes sense to learn from the best.

The best thing about a tech recruiting event? The insights. The networking. The brain fodder. And that is exactly why we’ve packaged the biggest takeaways from the event in this article for those of you that have missed attending!

P.S. Live snippets from the event have been captured on this Twitter thread.

How to make your tech hiring process resilient with Hire10(1)

Our CTO, Vishwastam Shukla kicked off the event and spoke about the why, when, and how of tech recruiting. In his words, “When you’re growing, you needed to hire yesterday. Sourcing is not a switch you can flip on. That’s why the first step in recruitment is employer branding. This is also why our hackathon platform has been so crucial. It is a powerful driver of employer branding along with innovation.”

Next up on stage, we had our wonderful keynote speaker Mino Thomas, Senior Director of HR at Adobe. While there were a lot of stories, some philosophy, and several takeaways on the need to have difficult conversations in the post-pandemic world, what stood out to us was, “Build trust. Have focus. And have conversations that make you uncomfortable, or else it’s not a conversation worth having!”

Moving on to our stellar panel, expertly moderated by our VP of Marketing, Alfred Alexander. Kapil Vardhan from Teachmint, Sowmya Malliah from Tekion Corp, Savita Hortikar from ThoughtWorks, Pragya Joshi from Cleartax, and Mohana M D from Standard Chartered had a wealth of information to share.

The conversation centered around how each company and industry vertical has changed and adapted to the whiplash effect of 2020 and after.

Our audience was enraptured by the wealthy exchange of information and ideas going on in the room, as you can see here –

Here are the highlights of the event:

#1 Looking back in retrospect

The discussion addressed how recruiting teams need to go back and assess their tools, and systems, and introspect on their internal processes during the hiring freezes and the post-pandemic lull. It is a blessing in disguise for recruiters to identify gaps in their hiring processes and work on improving them.

#2 Changing your mindset for better hiring

Hiring the right talent, to align with your vision is important, while also trying to evolve with the changing market space, especially in 2022.

Sowmya Malliah of Tekion Corp said, “Tier 2 and 3 colleges are such an underrated source of talented developers. We’ve hired many developers from these colleges over the last year. We look purely at the skill, and it makes matters better.”

Also, read: Create The Perfect Virtual Recruiting Strategy For Universities With These Tips

#3 Creating people-centric HR systems

There is no right way to deal with situations such as recession that lead to layoffs or the Great resignation where people left their jobs in droves. The onus falls upon the HR teams to take care of their people, understand the strengths of existing talent, and help them grow either through upskilling or opportunities that create a sense of challenge. It also goes without saying that you need to ensure all employees leave on a positive note.

Mohana reiterates the fact that “As an HR leader, it pays to stay on track with what skills are relevant, and stay in touch with top talent at your company even after they move on. The common denominator between welcoming an employee and laying them off is the human aspect.”

Also, read: Corporate Compassion In The New ‘New Normal’: Where Do You Stand?

#4 Building resilient tech teams

The hiring space has seen immense change in the last 3 years—from going remote due to the complete shutdown of offices to settling into the sweet hybrid mode of work. Post-pandemic, hiring teams have had to adapt and innovate as a lot of people want the flexibility of working from home. Without this option, the talent pool seems to shrink multifold. People are willing to switch jobs rather than go back to the office full-time.

Pragya also stresses the idea that “Trust definitely needs building because job security is so important to the candidate. They need to trust that they will be needed a few months or years down the road.”

This is the right time to begin building confidence in your existing and new employees. Create a space for them to openly share their fears about their job in the current uncertain market scenario, which helps in strengthening trust in their employers. This in turn leads to robust tech teams that can handle any challenge that comes their way!

#5 Investing in employer branding and engagement

Companies need to define the kind of talent they require, be more present among the people, and create a strong community connection. It is important to nurture talent and build a strong relationship between the company’s values and the employee’s values to create better engagement of employees during this rapidly changing talent ecosystem.

Also, read: Building An Employer Brand: Everything You Need To Know

#6 Focusing on the mental well-being of recruiters

During the Q&A session, an audience member asked the panelists if they thought it was imperative for companies to focus on the mental health of recruiters to create resilience.

Savita Hortikar of Thoughtworks nailed it when she said, “Recruiters need a therapist on speed dial!”

Recruitment as a career can become stressful with or without a pandemic to make matters worse. Organizations need to prioritize work-life balance, now more than ever to help their recruiting teams get some much-needed downtime.

Another important thing to keep in mind is how hiring managers go about sending their requirements to the recruiting teams. Sitting down and discussing the open job role in detail will go a long way rather than simply expecting them to do everything on their own. Be present with them throughout the process instead of playing the number game of getting as many roles filled as possible.

This would help relieve recruiters of a lot of anxiety and stress that comes with the job.

For the whole experience, watch our recording of the event here! See you next year at Hire10(1), until then happy hiring 🙂

Tech Assessment

How To Create A Great Take-home Coding Test

Like with any other job role, in order to be a successful developer, you have to possess the required coding skills. It can also be referred to as the building blocks of a great developer.

The challenge arises when assessing them and there are numerous reasons for the same.

For starters, it could be the pressure of the interview that could hinder developers from showcasing their skillset. But there is a way to tackle this, a take-home coding test is what you need. It offers developers a pressure-free avenue to take advantage of while giving coding tests.But if the take-home coding test is flawed, then you should expect flawed results as well. This is why in this article, we’ll cover the essential basics of creating a great take-home coding test.

Take-home coding tests - what are they?

In simple terms, they’re nothing but small assessment projects that HR/recruiters assign potential employees (developers). This is done to assess their coding skills and their knowledge in the required field. Typically, the assessments aren’t easy or difficult and demand a few hours' time for their completion.This gives developers (potential employees) to showcase their best coding skills in an environment that is free of interview pressure. It offers candidates a relaxed atmosphere to work in.

Challenges faced with take-home coding tests

When it comes to take-home coding tests, it is important for the recruiter to understand that their candidates have to work on these tests outside their current working hours. how to create a great take home coding test

how to create a great take home coding test

The solution

Although, the end result always depends on the candidate and the company in question. Here are a few essential tips that you should consider following for a higher rate of success in your company’s hiring endeavors.

Testing coding skills

The very first step is to make the goal of the assessment clear to the candidate. Here are a few questions you must answer as a recruiter to get a better picture of what you’re looking for:

What level of experience does this role require?
What type of coding/tech skills are we looking to evaluate?
Will a simple screening suffice or is a full-tech evaluation necessary?
Is it possible to assess their skills with automated processes or is a manual assessment required?

Now get on to the creation of the task description. Follow the below-mentioned format:

Introduction - give a brief outline of the task at hand
Instruction to start off with - write a small description of the setup and how the particular test works. This helps them start off quickly and saves time as well.
State expectations - in this part, you jot down what you’re looking for in a developer and mentioned the part of the assessment that they should focus on. This will help them showcase relevant skills to the best of their abilities.
Help - here you can state what should be done if the candidate gets stuck on a particular problem of the test.
Estimated time required - this helps the candidate plan out and save time for the test beforehand.

After this, you can automate the test so that it can be used by candidates on their devices. If you have a lot of candidates to assess, you can also use the auto-test features to grade candidates.Here are a few extra tips that you can make use of:

Make use of a Git repository rather than sharing tasks via email.
Request your candidates to create a “pull request” in place of sending an email
Offer a pre-uploaded template for the candidate to work with.

Standardize scoring system

Make sure a standardized scoring/grading system is in place, this helps in the elimination of selection bias. You can use a standard 1 - 5 scale for grading your candidates or you can also automate the scoring process, this makes it easier as well.

How to improve your take-home coding test

If you’re just starting out with these, then you should expect a couple of flaws but don’t worry it's always bound to happen, but the main problem is when your candidates don’t point out issues with the take-home coding tests. how to create a great take home coding test

This will undoubtedly help you create a great take-home coding test.

Final thoughts

Of course, searching for the right developer is never too easy. But if you use the right strategy and implement the right techniques, it does not have to be too hard either. The above-mentioned approach is a great one and can help you hire great developers as it gives you an insight into the mind of the developers and how they tackle problems and it also helps save a lot of time.Also, why don't you check out HackerEarth's coding assessment platform, you can create coding tests for interviews with ease and it also helps simplify the process. It's a great addition to your hiring arsenal, you can start off with the free trial!

Happy hiring!

Authors

Meet our Authors

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

Ruehie Jaiya Karri

Kumari Trishya

Hiring Strategies

Forecasting Tech Hiring Trends For 2023 With 6 Experts

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

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

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

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

Meet the Expert Panel

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

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

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

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

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

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

Overview of the upcoming tech industry landscape in 2024

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

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

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

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

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

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

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

6 industry experts predict the 2023 recruiting trends

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

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

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

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

Pamela Ilieva, Director of International Recruitment, Shortlister

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

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

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

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

Patricia Gatlin, DEI Specialist and Curator, #blacklinkedin

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

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

Radoslav Stankov, Head of Engineering, Product Hunt

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

Mike “Batman” Cohen, Founder of Wayne Technologies

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

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

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

Companies can create internal hackathons to exercise creativity...

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

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

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

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

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

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

6 industry experts predict the 2023 recruiting trends

Rado: Prioritization, team time, and environment management.

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

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

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

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

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

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

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

Brian: Agility, resourcefulness, and empathy.

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

Steve: Negotiation, data management, and talent development.

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

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

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

Patricia: Technology, research, and relationship building.

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

Hiring Strategies

7 Tech Recruiting Trends To Watch Out For In 2024

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

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

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

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

7 tech recruiting trends for 2024

6 Tech Recruiting Trends To Watch Out For In 2022

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

Trend #1—Leverage data-driven recruiting

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

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

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

Trend #2—Have impactful employer branding

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

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

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

Trend #3—Focus on candidate-driven market

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

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

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

Recommended read: What NOT To Do When Recruiting Fresh Talent

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

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

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

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

—Swetha Harikrishnan, Sr. HR Director, HackerEarth

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

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

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

Trend #6—Conduct remote interviews

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

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

Trend #7—Be proactive in candidate engagement

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

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

—Narayani Gurunathan, CEO, PlaceNet Consultants

Recruiting Tech Talent Just Got Easier With HackerEarth

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

Our tech recruiting platform enables you to:

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

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

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

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

Developer Insights

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

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

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

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

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

Developer Survey

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

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

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

Staying ahead of the skills game

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

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

How happy are developers

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

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

What works when looking for work

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

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

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

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

Tips straight from the horse’s mouth

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

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

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

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

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

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

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

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

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

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

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

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

View all

Hiring Strategies

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

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

What is Pre-Employement Assessment?

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

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

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

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

Why pre-employment assessments are key in hiring

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

Improved decision-making:

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

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

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

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

Types of pre-employment assessments

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

1. Skill Assessments:

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

2. Personality Assessments:

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

3. Cognitive Ability Tests:

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

4. Integrity Assessments:

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

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

Leading employment assessment tools and tests in 2024

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

HackerEarth:

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

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

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

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

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

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

Choosing the right pre-employment assessment tool

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

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

Comparative analysis of assessment options

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

Technical skills assessment:

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

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

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

Additional tips:

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

Best practices for using pre-employment assessment tools

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

Define your assessment goals:

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

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

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

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

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

Interpreting assessment results accurately

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

Use results as one data point:

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

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

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

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

Choosing the right pre-employment assessment tools

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

Industry and role requirements:

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

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

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

Budget and accessibility considerations

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

Budget:

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

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

Additional Tips:

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

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

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

Future trends in pre-employment assessments

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

Artificial intelligence (AI):

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

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

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

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

Conclusion

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

Hiring Strategies

Tech Layoffs: What To Expect In 2024

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

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

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

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

What are tech layoffs?

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

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

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

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

Causes for layoffs in the tech industry

Why are tech employees suffering so much?

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

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

In addition, some common reasons could be:

Financial struggles

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

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

Changes in demand

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

Restructuring

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

Automation

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

Mergers and acquisitions

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

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

Will layoffs increase in 2024?

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

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

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

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

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

What types of companies are prone to tech layoffs?

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

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

Large tech firms

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

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

Startups

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

Small and medium-sized businesses

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

Companies in certain industries

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

Companies that lean on government funding

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

How to track tech layoffs?

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

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

Use tech layoffs tracker

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

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

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

News articles

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

Social media

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

Online forums and communities

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

Government reports

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

How do companies reduce tech layoffs?

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

Salary reductions

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

Implementing a hiring freeze

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

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

Non-essential expense reduction

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

Reducing working hours

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

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

Tech layoffs to bleed into this year

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

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

Hiring Tools

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

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

What is Headhunting in recruitment?

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

How do headhunting and traditional recruitment differ from each other?

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

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

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

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

Types of headhunting in recruitment

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

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

How does headhunting work?

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

Identifying the role

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

Defining the job

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

Candidate identification and sourcing

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

Approaching candidates

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

Assessment and Evaluation

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

Interviews and negotiations

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

Finalizing the hire

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

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

Common challenges in headhunting

Despite its advantages, headhunting also presents certain challenges:

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

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

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

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

Advantages of Headhunting

Headhunting offers several advantages over traditional recruitment methods:

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

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

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

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

Conclusion

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

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Tech Assessment

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Hippocrates, who?

Interesting, hmmm….

Let’s understand these in detail.

Woof! That’s good information. Now how does it help people managers exactly?

If you’re dealing with a Sanguine:

If you’re dealing with a Choleric:

If you’re dealing with a Phlegmatic:

If you’re dealing with a Melancholic:

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Empathy is key

Don't micromanage

Make internal messaging a priority

Specify communication tools for remote workers

Encourage virtual team-building activities

Reward employees for achievements

Implement a support system

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5 Tech Roles Still In Demand in 2025

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#1 - JavaScript developer

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#3- Artificial Intelligence specialist

#4- Back-end developer

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#1 Looking back in retrospect

#2 Changing your mindset for better hiring

#3 Creating people-centric HR systems

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#5 Investing in employer branding and engagement

#6 Focusing on the mental well-being of recruiters

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Challenges faced with take-home coding tests

The solution

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Standardize scoring system

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Meet the Expert Panel

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6 industry experts predict the 2023 recruiting trends

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

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

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

7 Tech Recruiting Trends To Watch Out For In 2024

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Trend #1—Leverage data-driven recruiting

Trend #2—Have impactful employer branding

Trend #3—Focus on candidate-driven market

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

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

Trend #6—Conduct remote interviews

Trend #7—Be proactive in candidate engagement

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