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How to Write a Welcome Letter or Email to New Employees

There are a lot of elements to a successful onboarding strategy, but here we’ll talk about one very easy yet effective step that’s necessary for all organizations: a welcome email or letter to the new employee.

You’ll want to write an authentic, engaging, yet clear and straightforward email or letter, and that’s surprisingly not as hard to do as you might think. While there’s some room for flexibility and creativity, especially when it comes to the details of the organization, we’ve prepared a handy template that will help guide you through the process.

The Basics

The welcome letter is crucial because it’s the first real concrete welcome to the organization message for a new hire. It’s a way to verbalize how excited the company is to work with this person, gives them an overview of what they need to know and the next steps, and is also a good way to remember their start in the company later on.

Roberta Young, an HR manager at Paper Fellows, explains that “the welcome letter must be written by the manager and not by another employee. This is a way to start the relationship between manager and employee on a positive note from the first day, and by writing a genuine and friendly letter, you’re creating employee engagement and trust from the get go.”

Conduct accurate coding assessments to hire the right developers. Find out more.

The Breakdown

The first thing your welcome letter should have is the welcome to the employee. Then, you should introduce yourself and explain in a couple of short points how you came to be in this position in the organization, even sharing your own experience as a new employee if relevant. This will build trust between you, the manager, and the new hire. Don’t overshare, as a lot of this can be discussed in person also.

The next part of the letter should cover the logistics of their first day, like where and when to go, what to look forward to, what to prepare in advance, and even share the dress code if there is one.

Finally, give a brief overview of the onboarding journey and what the steps to becoming a full employee look like. This is a good place to mention the positives about the employee that got them hired and how you see them fitting into the organization long term.

It’s important that your welcome letter or email is written professionally and without mistakes to give a good first impression of the company. Here are some tools that can help you craft the perfect email:

  • Via Writing and Let’s Go and Learn are writing guides to get you started if you’re drawing a blank.
  • Essayroo and Do My Assignment Online are two excellent editing tools that will look at your email and identify errors in flow or consistency. These tools are recommended by Best Assignment Services.
  • Academized and State of Writing are grammar resources that will double check your welcome letter for any mistakes or typos.
  • Boom Essays and UK Writings are online proofreading tools to get a second opinion on any spelling mistakes. They are well reviewed at UK Top Writers and for good reason.
  • Beamfox and Talmundo are candidates preboarding software that personalizes candidate preboarding from the day candidate sign the contract to the onboarding. They have an intensive list of all possible templates required for great onboarding.
  • Academadvisor and My Writing Way are writing blogs that can help walk you through the process from start to finish and give you some good inspiration.

Do’s and Don’ts of Welcome Emails

Here are some tips that will help you create great emails for your new employees:

    • Do make it personal
    • Don’t forget to send additional materials
    • Do send them a prepared schedule
    • Do make sure you include your company culture and spirit into your email
    • Don’t drown them in new information
    • Do set goals right away

Welcome email Template#1

Dear <Name>,

Welcome to <company name>! We’re so excited to have you join our expanding team. I know that your hard work and great sense of humor will fit in well with the rest of the group here.

We spoke a bit during the interview process, but I’m looking forward to getting to know you better. I’ve been with this company for <how many years>, and every day I continue to learn more. As your manager, I’m excited to see how you’ll grow with the team and the company and what you can bring to the table.

I’ll see you on <date and time> at <exact location>. We’ll grab some coffee and have an informal tour of the office to meet the rest of the team, then we’ll get all your paperwork sorted and get you started on your training journey. No need to bring anything – just yourself!

I’m excited to see you tackle this amazing journey, learn from the team, and eventually make your mark in the <industry or role>.

Looking forward to <date>,

<Your name and title>

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Welcome email Template#2

Dear [Employee’s name],

We are all really excited to welcome you to our team! As agreed, your start date is [date.] We expect you to be in our offices by [time] and our dress code is [casual/ business casual.]

[If necessary, remind your employee that they need to bring their ID/ paperwork.]

At [Company name], we care about giving our employees everything they need to perform their best. As you will soon see, we have prepared your workstation with all necessary equipment. Our team will help you setup your computer, software and online accounts on your first day. [Plus, if applicable, mention any extra things you’ve prepared for your new hire, like a parking spot, a coffee mug with their name or a company t-shirt.]

We’ve planned your first days to help you settle in properly. You can find more details in the enclosed agenda. As you will see, you’ll have plenty of time to read and complete your employment paperwork (HR will be there to help you during this process!) You will also meet with your hiring manager to discuss your first steps. For your first week, we have also planned a few training sessions to give you a better understanding of our company and operations.

Our team is excited to meet you and look forward to introducing themselves to you during [planned event/ lunchtime].

If you have any questions prior to your arrival, please feel free to email or call me and I’ll be more than happy to help you.

We are looking forward to working with you and seeing you achieve great things!

Best regards,

[Your name]

[Your signature]

Now that you’ve learned all the basics and seen an example, it’s time to start writing your own welcome letter. Good luck!

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How to use mock interviews to streamline your technical interview prep

This blog is a guest contribution from Algodaily.com

The way most people study/prepare for technical interviews with coding problems isn’t conducive. An average person will go on a site like HackerEarth or AlgoDaily and will only spend a few minutes actually trying to solve a problem.

Often, they’ll then jump to the solution after getting stuck. Then they’ll read the solution, try to memorize it, and call it a day.

A better way to prepare

Here’s a more effective way, and it’s why the AlgoDaily system was designed the way it was:

  • First, choose a cadence
  • One interview problem a day seems to be the ideal amount. If you do 2 or 3 a day in the manner described, you’ll be spending 3-4 hours doing it, which is quite ambitious unless you are preparing full time.
  • It’s also mentally tiring, and you are unlikely to derive a whole lot of marginal benefits from the 3rd or 4th problem. At a certain point, you’ll probably begin to eagerly jump toward obvious solutions, which will not help you understand where your strengths and weaknesses lie.
  • The below suggestions nudge your thought process toward retaining the patterns and eventually help you solve problems you’ve never solved prior.
  • Commit some time and try to solve the problem by yourself
  • Before jumping to the solution, dedicate about 20-30 minutes to a problem and try to solve it all by yourself. Try to get some semblance of a correct output.
  • Brute force it if you have to—try to reason about any working solution, no matter how slow it is. It will help you understand the necessities to optimize it later.
  • Don’t fret if you get stuck
  • If you’re stuck at a problem, restart by looking for hints and then keep trying to solve it. Repeat until there are no more hints.
  • When you run out of hints, start going through the problem statement or solution very slowly. As soon as you are unstuck, STOP READING. Use the bit of insight to start coding again.
  • Anytime you get stuck again, repeat from the beginningEven though you’ve read a part of the solution, the vast majority of learning comes from the struggle of thinking it through yourself. That is what will help you retain it for the next time.Here are some additional steps that really made the difference in my prep:
    • Write the solution again in another programming language. This will let you think through the abstractions again and help with retention
    • Save the problem and revisit it in increasingly long spurts. This is called spaced repetition, a technique employed in the AlgoDaily technical interview course. For example, you may want to try to solve a problem today, again in 2 days, then revisit in a week, then a month.
    Some questions to ask at each step:
    • What have I learned so far? Is there anything I should know for solving the problem the next time?
    • What pattern or technique was the solution derived from?
    • What hint did I need? How far was I from solving it myself?
    • If asked the same question tomorrow, can I readily solve it without any assistance?

Before we jump into the importance of mock interviews, here are some things you must cover.

Without a solid understanding of the following concepts, you may struggle during mock interviews:

  1. Hash Tables: This is arguably the most critical data structure. Make sure you can implement one from scratch.
  2. Stacks/Queues: It is important that you know these data structures such as FILO and FIFO
  3. Linked Lists: Know about singly linked lists, doubly linked lists, and circular.
  4. Trees: Get to know basic tree/node construction, traversal, and manipulation algorithms. Learn about the subsets—binary trees, n-ary trees, and trie-trees. Lower-level or senior programmers should know about balanced binary trees and their implementation.
  5. Graphs: Learn about implementations (objects and pointers, matrix, and adjacency list) and their pros and cons.
  6. Algorithms:
    1. Sorting: Get to know the details of at least two n*log(n) sorting algorithm. I recommend Quicksort and Mergesort
    2. Binary Search: Binary search is the most popular search algorithm. It is efficient and also one of the most commonly used techniques that is used to solve problems
    3. Tree/Graph traversal algorithms: Breadth-first Search and Depth-first Search are musts. Also know inorder, postorder, preorder.
    4. Basic discrete math (logic, set theory, etc.)

For this knowledge, the best way to study might be the flash-card style. There are tons of flash-card applications online, and there are many guides and quizzes at AlgoDaily. You could also pull in a friend to conduct a mock interview, speaking of which—

Mock interviews are key.

You must practice some mock interviews before attending an actual interview. Ideally, this would simulate as much of the real interview as possible.

If it’s a whiteboard interview, grab a whiteboard and a knowledgeable friend, and force yourself to answer random algorithm/data structure questions from them.

Here are a few things to keep in mind while practicing mock interviews:

  1. First, ensure that your friend or pairing partner is also a software engineer, preferably of the same level as you. He/she should be comfortable breaking down a problem into hints for you.
  2. Have a timer available. Limit it to 30 minutes as most companies’ interviews last around 45-60 minutes. This additional time will help boost your confidence for the actual interview day.
  3. Your mock interviewer should not be looking for the correct answer immediately. Have them evaluate your approach: did you ask the right questions to understand scope? Did you have a brute-force solution within the first 5 minutes? Did you write pseudocode to get your thoughts down? Are your test cases adequate and covering all edge cases?
  4. Ensure that the challenges being covered are among the more common ones to ensure you’re being efficient with study time. AlgoDaily’s free challenges can be useful for this.
  5. Write down all feedback and try to improve in the next mock interview.
  6. Also, take turns interviewing. Being in the interviewer’s seat will help you understand what companies are looking for when evaluating a candidate. It will also help you realize how difficult it is to be an interviewer, and ease some of the nerves when you realize they are working hard to help you solve the problem.

Check out HackerEarth for some fantastic resources that I’ve used when preparing for mock coding interviews. The competitions really help with time management and on-your-feet thinking that you’ll need.

Best of luck and happy coding!

AlgoDaily provides a visual technical interview course. HackerEarth members can email team@algodaily.com for a discount.

How to manage a distributed team with both office and remote workers

Every distributed team looks different, but they all have one thing in common: they’re the future of work. Since distributed teams are set to become the norm – according to numerous recent studies and reports – it’s key that you adapt and update your management skills for this new mode of work.

A new study by IWG reveals that 70% of employees globally work remotely at least once a week – and 50% of employees work remotely half the week.

This is one of the first studies to survey professionals in 96 different countries and across a range of industries. Statistics fluctuate depending on the country and industry. (For example, remote IT workers are leading the pack.) However, this huge percentage shows that remote work – whether part-time or full-time – is a major trend worldwide.

What is a distributed team?

A distributed team is a group of individuals who work together from different geographical locations, leveraging technology to communicate, collaborate, and achieve common goals. Unlike traditional teams that operate from a single office space, distributed teams can span cities, countries, and even continents, allowing organizations to tap into a global talent pool. This model supports a variety of work arrangements, including remote work, flexible schedules, and hybrid offices, enabling team members to work from home, co-working spaces, or any location with internet connectivity.

Distributed teams offer several advantages, including access to a wider range of skills, round-the-clock productivity across time zones, and significant cost savings on office space and resources. However, they also present challenges such as cultural differences, communication barriers, and the need for strong digital security practices. Effective management of distributed teams involves fostering a culture of trust, promoting clear and open communication, and utilizing technology to maintain connectivity and collaboration.

A distributed team – comprised of both office and remote workers – will always have its own unique size, structure, processes and purpose. As the manager, your job is to make sure these diverse parts work together efficiently. To do this, we’ve put together some strategies to get you into a remote management mindset for great results with mixed teams.

1. Think remote first

One of the biggest mistakes when it comes to running distributed teams is simply using in-office management methods and then applying them to the remote space. This kind of thinking will make your remote practices clumsy and often second-rate. It’s best to think remote first, so that your processes make sense for both models.

Start with how to manage remotely – through a tool like Trello? with daily stand-ups via Zoom? – and then see how this fits into the in-office group. Most project management software are also excellent for in-office. For example, if you think Trello is the best way to track your remote workers, you can use this tool across the board with your entire distributed team. By going remote first, you’ll minimize issues and create consistent management tactics for your distributed team. (Also read: 10 steps guide on how to manage remote teams)

2. Use the same communication channels

Make sure you’re using the same processes with your in-office and remote workers. In other words, your in-office workers shouldn’t be communicating or having in-person meetings without keeping the remote side in the loop. Consistency in the way you communicate is essential. Otherwise, decisions and discussions may take place without input from the whole team. This can create confusion for remote workers and feelings of unfairness.

Try to create communication channels that are digitally documented so that all team members can access this information and get updates in their own time and location. Slack is a great solution for this, as communication is both immediate and leaves a “digital papel trail” so that deadlines and expectations are clearly agreed upon.

With a distributed team, you should also over-communicate at the beginning to make sure that your team is running smoothly. Check in with daily and weekly meetings and clearly resolve issues so that your distributed team feels confident in the communication channels you’ve set up.

3. Collaborate using digital management tools

There are great digital tools out there to boost team collaboration. If your team relies on email to collaborate, you may consider other more immediate tools. Your inbox can often get bogged down by too many messages, which you don’t see immediately. However, other tools like Slack, Asana or Basecamp can promote easy and instant communication so that your team stays connected and nimble.

If you’re not sure what digital management tools might be good fits for your teams, do some research to find more information on some of the best tools out there for remote work.

4. Create social spaces online

In addition to getting work done, you should also build relationships within your distributed team. This will make your team members feel more unified, as studies show that loneliness can be a big challenge for working remotely.

So, it’s a good idea to create social spaces for your distributed team. Some ideas include: channels or boards for sharing photos of your weekend plans, social events such as “virtual happy hours” or even a Friday email sharing stories from the week. These small steps will make your distributed team feel more connected and happier.

5. Be transparent with workflow

You should also document the defined workflow for your distributed team and share these processes with them. A good way to do this is to create a Google Drive folder with these documents that you can then update and share with your team.

By staying clear and transparent about how you expect your team to work, you’ll see big strides in collaboration and processes. Get everybody on the same page by better defining the expected workflow.

6. Create results-based evaluations for all employees

As we mentioned above, your employees – whether in-office or remote – should be treated the same way. When it comes to evaluations, create metrics that apply to both groups. Specifically, focus on the results achieved by team members, and not other elements that aren’t shared among the distributed team (such as hours logged at the office).

The baseline for evaluations should be equal and consistent. Looking at results is a great way to make constructive evaluations and motivate team members.

7. Celebrate successes publically

When remote workers feel “out of the loop,” it’s usually because they don’t see how they’re positively impacting the team or company. One way to solve this isolation is to communicate successes across the company. In fact, under any working model, this is an excellent idea. Send a weekly email of successes, or use a Slack channel to give regular shoutouts to good work! Your workers will feel appreciated and more engaged in their job.

In the end, managing a distributed team isn’t any harder than managing other kinds of team. However, these distributed team strategies will help steer you away from common problems and help you create effective collaboration and communication within your team. Whatever your distributed team looks like, you’ll be well on your way to success.

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Let’s create a better future

Say, you have a leadership role in a company, and it is up to you to take it to greater heights in terms of profitability and culture. That’s great.

But, what about your responsibility as a citizen of this planet to society? Do you strive as hard to make a difference? How committed are you to bettering lives with your know-how and resources? Most people would have heard the saying “with great power comes great responsibility,” but we have mostly perceived it in superheroes context. You are the hero in your story and your company and its function is your superpower.

How do we contribute to making a better world?

As a company that strongly believes in crowdsourcing for innovation, we started with the trend of hackathons for social good. Hackathons with the intent to solve real-world crises like “child abuse prevention,”Rural Development,” “Transparency, Governance, and Freedom of Press,” etc. We try by partnering with nonprofits and non-governmental organizations who have been constantly trying to push through the obstacles to bring a difference to people’s lives.

We realized these organizations have the potential to implement changes but are finding it hard in terms of manpower and resources. Meanwhile, there are developers who are capable of building solutions but have no means to implement them. When both these parties are brought together, that is where the magic happens. Passionate developers come up with creative solutions to tackle the problems and the non-profits go on and implement these solutions.



Sure, we understand we cannot solve all the bigger problems in the world but we can try not to ignore the ones we are able to address. You can make a difference not only by addressing the larger issues but also by not ignoring the smaller ones or the ones we are able to address.

How can you host a hackathon for social good?

  1. Identify a problem you and your company can address: Identifying the problem is perhaps the most important part of the whole process. After you have identified the problem, you can decide how your organization and the product and services it offers fit into addressing the problems.
  2. Identify non-profits and organizations which are working in that domain: These are organizations that lack the resources and need our help to fight these problems but they have the capability and need to implement the solutions that can help solve the problems better.
  3. Assemble a team who can constantly work with the developers and non-profits: This team should be able to act as a bridge between the developers and the non-profits. The non-profits are short on resources and manpower and hence would require assistance in the adoption of the solution built by the developers.
  4. Market the hackathon: It’s necessary to reach a large number of developers to get a good number of developers who are capable of building tangible solutions to address the given problem.
  5. Judges and Prizes: Define clear judging criteria and identify the judges for the hackathon. The prizes are not a huge factor but they certainly motivate the participants to give their best.

How does hosting a social hackathon benefit your organization?

It sends a message to the world and community that you care. You care about the smiles of the people who can’t have them, you care about helping thousands of people you have never met, and you care about making the world a better place.


It brings your brand closer to people and improves the brand image as a company that cares about the society and the world.

You can always join us and be a part of our social hackathons. Reach out to us at community@hackerearth.com to setup a call.

Top 10 artificial intelligence companies

The artificial intelligence industry is expected to reach $59.8 billion by 2025. With use cases in almost every industry vertical, artificial intelligence is predicted to be the future of technology by thought leaders including Bill Gates. From sales forecasting to improving productivity, the application of artificial intelligence (AI) is immense for companies worldwide.

As companies race to scale up their AI capabilities, the demand for experts in the field is expected to rise. Geography-wise, the United States accounts for 66 % percent of the total global investment in AI. As companies bet big time on AI, recruiters are paying impressive salaries to hire AI talent. Glassdoor Research estimates the average annual base pay for AI-based jobs at $111,118 per year.

Here are the top companies that are hiring AI talent as per the Glassdoor research:

1) Amazon

The online retail giant applies AI and ML technologies to improve both their products and services. Amazon Echo is one of their most popular AI-based products that use Alexa, an intelligent personal assistant. After acquiring Kiva, a robotics company in 2012, Amazon implemented an ML algorithm to automate their picking and packaging process. This brought down their ‘Click to ship’ cycle to just 15 minutes, thereby reducing operating costs by 20% while improving inventory capacity by 50%. The company also uses ML technology to identify workflows and enhance their customer interactions. Amazon also has a cloud computing division, Amazon Web Services, which offers AI services. With many AI and ML projects in their bucket, Amazon is one of the top AI companies to work for.

2) NVIDIA

The IT company which featured among Fortune’s top 100 companies to work for in 2017 has big plans for AI. Nvidia’s products include computer chips and platforms with ARM/ GPU that can be used in a variety of devices from drones to automobiles. Their latest graphics processing unit (GPU), Titan V is one of the most powerful GPU of all time and can be used for research in AI and ML. The Glassdoor research ranks Nvidia at number 2 on their list of top companies hiring for AI talent.

3) Microsoft

As one of the leading software companies, Microsoft has been building its AI capabilities on different fronts to drive their business. With a variety of AI-based products and services like Cortona, CNTK, cognitive services, and industry-specific AI apps, Microsoft offers developers many interesting and challenging projects in AI.

4) IBM

Watson is IBM’s most well-known AI projects. IBM’s Watson division is focused on developing cloud-based artificial intelligence technologies for their own products and other organizations. The technology has been used in several spheres including cancer research and retail. IBM is investing heavily in developing their AI capabilities for a wide range of use cases from self-driving cars to hospitality.

5) Accenture

Accenture is investing heavily in combining different technologies with AI and IoT. With the objective of developing AI-based solutions for its clients, Accenture has set up a global network of innovation hubs for developing AI technologies in San Jose, California, and Arlington, Virginia, in the United States; Sophia Antipolis, France; Beijing, China; Bangalore, India; and Dublin, Ireland.

6) Facebook

With over 3 billion users, worldwide, Facebook is the leading social networking site in the world. The company recognized as one of the best places to work in 2018 by Glassdoor is also home to cutting-edge innovations in AI. Their internal group called Facebook AI Research (FAIR) is committed to solving challenges in AI. Apart from acquiring AI companies like Masquerade and Zurich Eye, the company has also invested strategically in their own artificial intelligence labs. The company’s AI research team led by deep learning pioneer, Yann LeCun has many major initiatives planned for 2018 to improve the efficiency of the social media platform.

7) Intel

Intel is investing big time in AI and ML technologies. Apart from developing new ML frameworks and AI chips, the company has invested in many AI startups and acquired AI-focused companies. Saffron Technology is one such company that was acquired by Intel. With a focus on building greater AI capabilities, Intel is among the top 10 companies hiring AI talent in the market.

8) Samsung

The smartphone manufacturer is developing AI technologies to improve camera features, security and user experience of mobile phones. Their AI-powered assistant, Bixby, is designed to deliver a better user experience for mobile phone users. The company is also investing in AI-based startups and have set up AI research centers worldwide.

9) Lenovo

To leverage on AI and ML technologies for manufacturing, the company will invest $1.2 billion in the next two to four years. Their range of AI concept devices includes SmartCast+, an intelligent, interactive speaker that delivers AR experience. Apart from working with renowned tech universities, Lenovo has also set up specialized research labs in the US, Germany, and China.

10)Adobe

Adobe has several new programs and projects focused on building better tools powered by AI. With their Sensei platform based on AI and ML, Adobe plans to offer better user experience to its clients. The company plans to incorporate more AI-based technology in its services and products.

By leading the AI revolution, these top AI companies are among the best places to work for AI experts. In their report titled, How AI Boosts Industry Profits and Innovation, Accenture Research, and Frontier Economics predict that artificial intelligence has the potential to enable 38% profit gains and result in an economic boost of $14 trillions by 2035. With the potential to increase corporate profitability, the AI buzz is here to stay and will pave the way for technological advancements in the future.

Technical recruiting for dummies. Attracting the top talent.

You can’t be in the tech community without realizing there is a shortage of talent – Mitch Kapor, Entrepreneur

While talking about the talent shortage, the IT industry is one of the most mentioned! Living in the digital era, more and more organizations decide to invest in their digital presence every day.

Most of these organizations face obstacles in identifying and attracting tech talent.

Especially, if an organization does not operate in the IT sector, but aims to focus on its IT department to compete with other market players.

In this case, it makes it even more difficult for these companies.

Tech talent knows that out there is a huge demand for them. Therefore, they take advantage of the situation, and they aim to secure a place among big companies.

They are more motivated, and it gives them more pleasant to work in a company which solely focuses on IT products rather than in a company which operates in consulting and needs its IT department just to ensure the smooth operation of its processes and systems.

Knowing what tech employees are looking for, organizations need to focus more on some specific steps to attract and secure motivated tech talent for their department (even if they can’t be called an IT or a software company…that’s not the case if you play it smart)

6 steps guide to tech recruiting for dummies

Define your needs (Be realistic with yourself)

Having built (or not) a strong employer brand, the first contact you will have with candidates is the job description that you will present them. Make sure you create an attractive job description without going too far.

Present the company’s mission and focus on why someone should consider a position in your company.

What do you offer?

Is there any opportunity to make the new hire feel he/she will have an impact on the company’s achievements?

Is there a specific “cool” project you are working on? What makes you different from other companies?

To answer all these questions you first need to do two things:

  • define your needs
  • be realistic while defining your needs

Recruiters and hiring managers together should take some time and discuss a team’s needs and how they are or can be aligned with the company’s bigger goals.

Try to identify why you have this position and define the tasks the new hire will be expected to take on.

Do not look at blogs and websites which offer you ready job description templates and just copy-paste.

If you want to use them, that’s ok, but use them only as a template which will help you to develop your own specific job description.

My job description is…being enthusiastic – Dhani Harrison

In your job description, you should focus on what set of skills and knowledge you are looking for in candidates who will apply.

If you provide candidates with real examples of how their skills and knowledge will be utilized aiming to achieve a bigger goal or to work on building a vision, candidates will understand that they will be part of a team which performs with a purpose; they will appreciate it and even the top tech talent will be willing to work with you.

Highlight your strengths

Focus on your cool project/product/service

Bet it a big or a small company, a start-up or a well-established company, each has its own strengths. A big company can be good at easily approaching big clients and selling to candidates thanks to its brand and exposure, but a start-up can be good at working on very cool projects which are expected to disrupt markets.

Because you are not big (yet) it does not mean that you can’t be attractive to top tech talent.

If you present to candidates an interesting project that you will be working on for the next few months or if you present them with a new product/service which is about to launch and is expected to change the way we used to see what it replaces (think of Apple launch and Nokia’s “death”), then yes, you give them a huge reason to join your team.

Therefore, be encouraged to include a detailed description of the project that the new hire will be working on.

Do not solely focus on a generic description of the team and its goals, but provide candidates with information about the impact that their work is expected to have on the final product/service.

Tell them about the tools and the systems you use, and let them know that you are open to new ideas/suggestions on improving your processes. Tell them you provide them with ownership.

Over half (54%) of the organizations say the digital talent gap is hampering their digital transformation programs and that their organization is losing competitive advantage because of a shortage of digital talent.

– UKTN

Make your employees your “EVP” ambassadors

Another strength of your company could also be the company culture and the flexibility you offer at work. Think of LinkedIn, Netflix and Google.

Despite the success they have because of their products/services, they are well known for their employee-friendly programs and processes.

As big companies they may have already built their brand, and you may not be there yet, but that’s OK! Not everyone has a strong employer brand, and it takes time, effort, and financial investment to build one.

What you can do is show your candidates your ambition and how serious you are about becoming the best in your industry; show them also how you plan to achieve that.

Show them your commitment to invest in their learning and development; after all, investment in learning new skills is related to the company’s overall performance.

While keeping the aforementioned in mind, it is important to make your employees “Employee Value Proposition” (EVP) ambassadors. Who can promote your company to candidates better than your own employees? Exactly, no one!

Your employees’ happiness and willingness to share the open positions, along with the positive impact that the company culture may have, can be your best employer branding strategy. And the best…it will cost you nothing!

Choose the right sourcing channels

Now that you have defined your needs, and you have created an appealing but realistic job description focusing on your needs, projects, and strengths, it is time to make the decision where to look for top tech talent. Your career website and LinkedIn are two of the most well-known platforms to post your new open positions, but think a bit further and take the next step.

When you post a job on LinkedIn ask your hiring manager and other team members to share it as well. Thus, “taking advantage” of the hiring manager’s and other team members’ network, you will be able to reach out to even more relevant talent (Word of Mouth). [Read – What is social HR? ]

I know someone who knows someone who may know someone else. – The Pooh Sticks (edited)

Build a partnership with strategic universities

Think of relevant universities. University job boards do not exist only for entry-level positions. Remember that most of the universities have also alumni groups.

Candidates with experience could be found there as well. If not, if your job description manages to gain the attention of one of the other members, be sure that he/she will share it with others. That’s the purpose of an alumni group, to help each other grow in their career by sharing knowledge and opportunities.

Be proactive and start building partnerships in advance with universities where top tech talent study(ied). Make sure you hold a presentation in front of students and make sure you involve students in different case studies or coding exercises which will challenge them and convince them that you are an employer worth working for.

Take advantage of talent pools (use hackathons, talent assessment software)

“By 2020 1.3 million new U.S software jobs will require tech talent. But there will only be 400,000 new US computer science grads.” – Indeed blog

Supposing that you have followed all the steps mentioned above, your only remaining task now is to ensure you approach candidates with relevant experience, skills, and knowledge.

One way to do this is by taking advantage of existing talent pools. You may have your own talent pool, but sometimes it is not enough on its own. You can partner with third-party organizations which provide you with a platform where you can reach out to tech talent.

Companies such as HackerEarth can help you organize different hackathons where people from all over the world can participate and only the best ones will go into the remaining steps of the recruitment process.

What does it mean for you? It means a bigger talent pool with no boundaries; all candidates will be tested and assessed on their skills about a specific project or about using specific tools or programs, and it also means that you will be guaranteed a shortlist of qualified candidates for your open position.

Hackathons are not the only way, of course! You can also ask candidates to participate in finding a solution to your case study or for a specific project that you create for them. To be more practical, you can give to your potential candidates a “work sample test” (tasks that the candidate will be performing in the job if hired). This method is the best indicator of future job performance.

To summarize, taking care of these steps is expected to make it easier for employers to approach top tech talent even if the company does not operate in the IT/Software industry. In any case, today when technology is taking over everything, every organization has a digital side, and therefore every company is somehow an IT/Software-focused company.

The way you approach candidates can make it even more clear for them the fact that how serious and ambitious you are to take your IT/Software department to the next level.

Finally, if you make sure you provide candidates with the correct information about the position and the company, and if you use the right channels and tools to approach and assess these candidates, then what is left for you to do is celebrate with your team members about the new hire, because you have already ensured that you will onboard the best one! 😉 ( Also read: How to hire the best developer talent at your next career fair )

You can find some more statistics about top tech talent

75 percent of hiring managers report that the time it takes to fill IT positions has increased over the past three years, with the No. 1 reason being “inability to find qualified candidates.-WilsonHCG
Only 36% of people working in tech feel that they have a clear career path, versus 50% of people working in fields such as marketing and finance, according to a survey from TINYPluse.
83% of employers support that the tech talent shortage had hurt their business through lost revenue, slower product development, and increased employee burnout. – Indeed blog
28% of techies said they understand their companies’ vision compared with 43% of non-techies. – The Economist“
47% of techies said they had good relations with their work colleagues compared with 56% of non-techies. – The Economist

Top technical recruiting platform comparison

We decided to compare the 8 most common recruitment software platforms as per the number of users. These comparisons have been made from an external source.

(Read – Top 10 recruiting software platforms)

All platforms have been compared based on price, number of users (admins), number of assessments and 9 other criteria.

Download full comparison by filling the form below –

top recruiting software, top 10 recruitment software platform, recruitment software platform, top recruiting software platform comparison
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7 Tech Recruiting Trends To Watch Out For In 2024

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

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

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

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

7 tech recruiting trends for 2024

6 Tech Recruiting Trends To Watch Out For In 2022

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

Trend #1—Leverage data-driven recruiting

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

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

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

Trend #2—Have impactful employer branding

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

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

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

Trend #3—Focus on candidate-driven market

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

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

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

Recommended read: What NOT To Do When Recruiting Fresh Talent

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

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

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

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

—Swetha Harikrishnan, Sr. HR Director, HackerEarth

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

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

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

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

Trend #6—Conduct remote interviews

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

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

Trend #7—Be proactive in candidate engagement

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

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

—Narayani Gurunathan, CEO, PlaceNet Consultants

Recruiting Tech Talent Just Got Easier With HackerEarth

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

Our tech recruiting platform enables you to:

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

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

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

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

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

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

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

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

Let’s get to it, shall we?

Hire great developers

What constitutes a good interview question?

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

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

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

Hire GREAT developers by asking the right questions

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

#1 How do you plan your day?

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

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

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

Value-based interview questions to ask

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Developer Hiring Statistics

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

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

Recruit GREAT developers by asking the right questions

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

#1 Write an algorithm for the following

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

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

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

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

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

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

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

#3 Some high-level design (HLD) questions

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

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

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

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

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

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

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

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

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

What is Pre-Employement Assessment?

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

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

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

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

Why pre-employment assessments are key in hiring

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

  • Improved decision-making:

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

  • Reduced bias:

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

  • Increased efficiency:

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

  • Enhanced candidate experience:

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

Types of pre-employment assessments

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

1. Skill Assessments:

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

2. Personality Assessments:

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

3. Cognitive Ability Tests:

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

4. Integrity Assessments:

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

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

Leading employment assessment tools and tests in 2024

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

  • HackerEarth:

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

  • SHL:

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

  • Pymetrics:

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

  • Wonderlic:

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

  • Harver:

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

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

Choosing the right pre-employment assessment tool

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

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

Comparative analysis of assessment options

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

  • Technical skills assessment:

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

  • Soft skills and personality assessment:

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

  • Candidate experience:

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

Additional tips:

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

Best practices for using pre-employment assessment tools

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

  • Define your assessment goals:

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

  • Choose the right assessments:

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

  • Set clear expectations:

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

  • Integrate seamlessly:

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

  • Train your team:

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

Interpreting assessment results accurately

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

  • Use results as one data point:

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

  • Understand score limitations:

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

  • Look for patterns and trends:

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

  • Focus on potential, not guarantees:

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

Choosing the right pre-employment assessment tools

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

  • Industry and role requirements:

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

  • Company culture and values:

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

  • Candidate experience:

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

Budget and accessibility considerations

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

  • Budget:

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

  • Accessibility:

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

Additional Tips:

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

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

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

Future trends in pre-employment assessments

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

  • Artificial intelligence (AI):

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

  • Adaptive testing:

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

  • Micro-assessments:

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

  • Gamification:

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

Conclusion

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

Tech Layoffs: What To Expect In 2024

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

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

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

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

What are tech layoffs?

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

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

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

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

Causes for layoffs in the tech industry

Why are tech employees suffering so much?

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

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

In addition, some common reasons could be:

Financial struggles

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

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

Changes in demand

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

Restructuring

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

Automation

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

Mergers and acquisitions

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

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

Will layoffs increase in 2024?

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

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

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

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

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

What types of companies are prone to tech layoffs?

2023 Round Up Of Layoffs In Big Tech

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

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

Large tech firms

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

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

Startups

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

Small and medium-sized businesses

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

Companies in certain industries

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

Companies that lean on government funding

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

How to track tech layoffs?

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

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

Use tech layoffs tracker

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

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

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

News articles

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

Social media

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

Online forums and communities

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

Government reports

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

How do companies reduce tech layoffs?

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

Salary reductions

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

Implementing a hiring freeze

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

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

Non-essential expense reduction

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

Reducing working hours

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

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

Tech layoffs to bleed into this year

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

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

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

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

What is Headhunting in recruitment?

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

How do headhunting and traditional recruitment differ from each other?

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

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

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

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

Types of headhunting in recruitment

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

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

How does headhunting work?

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

Identifying the role

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

Defining the job

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

Candidate identification and sourcing

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

Approaching candidates

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

Assessment and Evaluation

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

Interviews and negotiations

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

Finalizing the hire

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

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

Common challenges in headhunting

Despite its advantages, headhunting also presents certain challenges:

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

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

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

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

Advantages of Headhunting

Headhunting offers several advantages over traditional recruitment methods:

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

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

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

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

Conclusion

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

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