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We Built The Tech That Can Help YOU Build Great Tech Teams

Baking a cake requires four basic ingredients. Eggs, flour, sugar, and butter. Get the proportions of any of these ingredients wrong and you will have a lumpy, soggy mass of wetness that is nowhere near yum.

I like to think of the process of building great tech teams as baking cakes. You have four important parts of the process: Attract and Source, Assessments, Interview, Upskilling, and Engagement. Get any of these wrong and what you end up with is talent unfit for your present business requirements, and unprepared for future challenges.
For the last eight years, we at HackerEarth have perfected every single part of this process. What we have for you now is a cake suite of products and solutions carefully designed to optimize your tech hiring, and select the right talent for every role.

Presenting: HackerEarth for Enterprises.

Why a suite?

HackerEarth for Enterprises is the tech industry’s first comprehensive platform that unites every step of the tech employee lifecycle from engaging, sourcing, hiring, and upskilling developer and data science talent. Our solution provides full visibility across multiple teams within an organization to track the skills and progress of a developer as they move through the employee lifecycle and mature their capabilities over time.

The benefits of using HackerEarth for Enterprises

  1. Attract and source:

    We’ve talked about how tech hiring takes time. What makes it worse is the fact that top talent usually stays on the market for just about 10 days. You have a very small window of opportunity to attract the best devs from the time a hiring requirement comes up. With HackerEarth’s customized hackathons, you can attract the right talent by boosting your tech employer brand as well as crowdsource innovation from the global developer pool. This not only widens your sourcing funnel, but also helps in strengthening your tech employer brand.

    We’ve also run thousands of hiring challenges for companies like IBM, Microsoft, and Thoughtworks - at both university level (for campus hiring/internship programs) as well as for lateral hiring. With a HackerEarth hiring challenge, you can source from our community of 5 million developers (and counting), and pick the best for your team.

  1. Objective and automated assessments:

    Now that you’ve sourced, and chosen, the next step is to assess the developers for a skill fit. HackerEarth Assessments offers you a library of 20,000+ problem questions which you can use to create an assessment. With our platform, you can create your first assessment in under 5 mins based on role, skill, or even job description. If you want to, you also have the choice to create your own custom questions as well!

    This test can be mailed out to all developers you want to assess. With our robust proctoring features and benchmarked evaluations, you don’t have to toil through hours of code and manually assess every assignment. Objectivity and accuracy are guaranteed!

    The best part about HackerEarth Assessments is that it seamlessly integrates with top ATSs like Greenhouse, Workable, Taleo, JazzHR and more. In fact it’s super easy for us to integrate with your ATS even if we don’t support it out of the box. Having all the candidate data in a single place makes it easier to move through the steps easily and saves you the heartache of switching between multiple tools that probably don't talk to each other very well.

    Moreover, HackerEarth's Coding Assessments takes bias out of the process. Our built-in PII (Personal Identifiable Information) anonymizer feature lets you hide a candidate’s personal information like their name, gender, age etc., and instead places the spotlight dead center on their skills.

  1. Skill-based and unbiased tech interviews:

    When we were building our interview platform FaceCode, we wanted to change the way tech interviews have been conducted for long. Here’s how our intelligent interviewing platform helps hiring managers:
  • FaceCode helps you hire for skills. With FaceCode, hiring managers can ask questions in real-time and use pair programming during interviews. This way, candidates can showcase their coding skills in an environment they are familiar with, leaving very little room for jitters.
  • FaceCode makes feedback so much easier: Last year we ran a survey to understand the various challenges recruiters face during hiring. About 20% of the recruiters working in enterprises said that feedback and communication was a hassle (the number ranges from 15-20% across industry sizes). With FaceCode, we have made feedback gathering a breeze - in fact, our platform can literally write the feedback for you!

  1. Creating a future-ready tech team in the present:

    HackerEarth’s L&D platform helps you objectively assess your team and identify critical thinking and learning agility. Once these are defined, you can then curate learning pathways that will help your team grow and be ready for future challenges in the ‘now’. Constant evaluation and skill enhancement can ensure your tech team becomes future-proof, reduce your company’s tech debt, and create an equitable process for appraisals.

    With our internal hackathons, you can also keep your team engaged while working remotely. You can foster a culture of innovation in your organization by running a rapid prototyping sprint or solve core real-world customer challenges all while having a fun day at work.

So, are you suiting up for the suite?

The secret to making a good cake (what we started this post with) is getting the separate ingredients to mix together in the right proportions. Good things happen in the mixing bowl, as every baker worth their sea salt knows. HackerEarth for Enterprises suite is that mixing bowl.For far too long, we in the tech world have been running tech hiring in silos. A fragmented system where the assessment process has nothing to do with the skills required, or where the interviewer does not talk to the recruiter sourcing the candidates, obviously does not work. Hence, we decided to make life easier for recruiters and hiring managers by bringing the disparate processes together in one easy-to-use platform. #ComingTogetherAt HackerEarth, we have always aimed at making tech hiring fair and unprejudiced for developers, while not forgetting the troubles faced by recruiters and hiring managers across the globe. With this suite, we have managed to make the process seamless, intuitive, and intelligent, and ensured that both sides of the equation are equally benefited.
If you’d like to take HackerEarth for Enterprises for a spin, do talk to us at support@hackerearth.com .

This Is Recruiting: Is Tech Recruiting A Sales Or A Marketing Role?

CSG’s Senior Global TA Manager Kimberly Haught loves being part of the tech recruitment industry. On most days, that is. She says she didn’t really identify with the early days of her career when she was given a database similar to every recruiter, and had to do a certain ‘number’ of cold calls every single day.According to Kimberly, this process with its lack of focus and targeted brand messaging, and zero emphasis on candidate experience is NOT how one should be looking to hire the best tech talent out there.In the decade and half that Kimberly has been in the industry, she has managed to build a formidable personal brand around herself. She says she did this by thinking like a marketer, and not just as a recruiter.We caught up with Kimberly to understand how others in the business can do the same for themselves (you can check out the entire conversation here). An hour later, we were three stellar tips richer on how to build a personal brand in the TA world and how it can benefit the company you are associated with.Let us distill Kimberly’s wisdom for you in three easily digestible nuggets:

#1. Understand why you need a ‘personal brand’

There was a time when developers took up jobs only because it paid well or would add to their work ex. Today, Gen Z coders are more aware of a company’s ‘karma points’ than the ones before them. They are cognizant of a company’s values, and this is an important factor for them deciding to take up an offer.
As a tech recruiter, you are the face of the company you represent. However, you are also a person with a core set of values. Kimberly says it is important for TA specialists to talk about the values they personally espouse, and which; by extrapolation, also echo the values of the companies they work for.
This makes it easier for tech talent to make the decision. If they are talking to a recruiter with the same values as them, chances are the company they represent would be a similar match.It also makes it easier for recruiters to hire when they change companies. The tech talent you hired, or interacted with, earlier already knows you for your values, and for the work you do. Hence, when you reach out to them again for a new role, they are that much more likely to respond.

#2. Stop being a reactionary recruiter

Think of yourself as a talent magnet, says Kimberly. Loosely translated, become a person developers would love to be connected with. Don’t begin your engagement process only after an open role lands on your desk demanding to be filled. Understand the business inside out, research which geographies work better for hiring, speak with hiring managers to predict future needs.Think of this in marketing parlance. Every company tries hard to keep its ‘brand recall’ high, so that customers are attracted to its products of their own volition. As a recruiting specialist, you need to ensure that your ‘brand recall’ is always high. Interacting with your company’s marketing team to align on social and branding strategies is also a great idea, says Kim. She gives the example of the #TuesdayTips social posts she started creating in collaboration with CSG’s corporate marketing team, which has been hugely successful in helping developers notice her as a ‘friend’ of the community.
Wondering how to engage with developers? Here's what we learnt from our hackathons in 2020

#3. Own your seat at the table

If as a recruiter, all you are doing is hunting an elusive ‘candidate persona’ which your boss asked you to, then you need to change this process asap.Gone are the days when recruiters were handed an open role and asked to fill it ‘at the earliest’ without any understanding of the actual requirements. Kimberly advises that recruiters be in constant touch with the leadership and understand the actual skillset they are looking for - what’s good to have, what’s not, and how a person like that could fit in with the company’s growth plans.Recruiters are the ones with their ear to the ground, and who are most attuned to changing asks in the developer community. It’s important for them to be a part of the decision making process, and to lead the tech hiring journey from the forefront. Remember, top talent is ALWAYS in demand. So, the faster you begin to change age-old hiring practices at your workplace, the better your chances of roping in the best.

Check out the full episode here:

How Recruiting The Right Tech Talent Can Solve Tech Debt

Now and then we read about a new, all-important parameter of software development that has technical teams buzzing. However, before we get carried away with the latest buzzwords that the industry is enamored with, it might help to look back at the thought processes that got us to where we are today.One such concept has been floating around in the industry since 1992, following a talk by Ward Cunningham, who co-authored the Manifesto for Agile.It’s called ‘Technical Debt’.

What is 'Technical Debt'?

For multiple reasons, companies sometimes have to prioritize speed over matters such as code quality, documentation, and the aim of creating code that degrades gracefully. This compromise is precisely what leads to accruing ‘Technical Debt’.



In other words, it is the ‘cost’ that companies ‘borrow’, to ensure speedy delivery, with the understanding that the tech team needs to pay off the ‘interest’. In simpler words, the team needs to refactor the codebase even after delivery to ensure that coding standards are met, and the delivered product or service remains trouble-free.
David Cunningham perhaps put it best when he said, “Shipping first-time code is like going into debt. A little debt speeds development so long as it is paid back promptly with refactoring. The danger occurs when the debt is not repaid. Every minute spent on code that is not quite right for the programming task of the moment counts as interest on that debt.”
[ebook2]

Why does it occur?

Martin Fowler, the chief scientist at ThoughtWorks built upon David Cunningham’s idea and created the ‘Technical Debt Quadrant’ in 2009. Fowler’s quadrant takes into account two key factors that could help teams understand if they are taking on technical debt for the right reasons: Intent and Context.

Martin Fowler categorized technical debt based on intent and prudence.

While technical debt is indeed seen in every facet of the tech industry, the fact is that it is nearly ubiquitous in the startup ecosystem. The reason for this can be clearly understood when you consider what Fowler outlined in his quadrant.

Most startups live and breathe in the top-right quadrant, where the need to be first-to-market is extremely pressing - making technical debt as common as coffee in the startup ecosystem.

Another key reason why the technical debt exists is because of the differences in priorities and comprehension, between the technical and business areas of a company.

Bridging the gap between new technology and its business use cases has been important since before the first-ever tech product was built, and will continue to linger on, in the tech industry. The dilemma of ‘building a technically-deep solution’ versus a solution that ‘ticks all boxes about the business need’ will forever remain, especially given the limited timeframes within which tech products are sometimes developed.This dilemma leads to a de-prioritization of efforts that are aimed at reducing the technical debt of a product. After all, technical debt is hard to understand or visualize, so non-tech people often underestimate its consequences, and developers often put it on the backburner in the face of other pressing business tasks.

How does one identify and remedy technical debt?

Although technical debt is universal, identifying it requires a bit of reading between the lines. As per the Linux Foundation, the following are symptoms that can help identify the presence of technical debt:

  • The increase in time needed to introduce new features

If the codebase isn’t built with a clear architecture and modularity, it naturally becomes harder to introduce new features.

  • The necessity for intensive knowledge transfers

Codebases with high technical debt make for longer onboarding times because certain aspects of the code can only be understood by insider developers. It also makes it hard to hire new developers.

  • Security concerns

The harder it gets to identify and fix errors in the codebase, the easier it is to exploit it.

  • High maintenance costs

Code written in a hurried or undisciplined manner will always take longer and costs more to maintain.

  • Lack of alignment with the bigger picture

More often than not, difficulty to keep up with the development and release cycle is a result of technical debt.So now we know what technical debt is, and how it can be identified. We also understand that good tech teams have little technical debt.

So, what can be done to remedy technical debt?

Before we try to outline ways in which we can alleviate technical debt, we need to understand that it is absolutely necessary. Some releases simply can’t be delayed and some deadlines just can’t be negotiated with. So, incurring technical debt is necessary to stay afloat in many situations. However, that doesn’t mean that we should ignore the consequences. Tech teams must harvest a healthy attitude with technical debt, where they incur the debt in a prudent manner, while constantly making efforts to minimize tech debt.

  • Consistently refactoring the codebase

Although it is easy to ignore refactoring because it is an effort that causes no visible changes on the outside, it is actually crucial to lowering technical debt. A disciplined approach to refactoring leads to a codebase that is low-maintenance, highly readable as well as highly functional, all while bringing down technical debt.

  • Going open source

Development effort that is in line with a larger upstream open source project can reduce the technical debt massively in the long run. By minimizing the technical debt of a module and consistently making it a part of the open-source infrastructure, any redundancy is weeded out.

  • Diligent documentation

In most cases, the comments within a piece of code, or the documentation of the codebase is just as important as the code itself. Among many reasons, this is the case because it makes it easier to reduce the technical debt. Digital documentation that colleagues can share with one another makes it easier to look up any information that is pertinent to a project and remove defects efficiently.

  • Timely testing

A great way of reducing technical debt is to get rid of regression bugs. This can be done with the help of test automation tool that enables more rigorous testing of every unit, along with testing of the whole product or service.

  • Continuously improving the development strategy

High technical debt is almost always a red flag. It signals that the software development strategy was not designed as holistically as possible. This is why, the best way to keep technical debt low, is to modify the strategy as and when new roadblocks are overcome.

Hiring the right talent is the key

Given the necessity for and the consequences of high technical debt, as well the need for continuous retrospection of the codebase, it is clear that hiring the right talent is of supreme importance. The ‘secret’ behind building great tech products has never really been hidden. However, even though there were never any detractors from the notion that clean, well-documented code is what enables companies to scale to newer heights, there has always been inertia to do the ‘boring’ stuff.

All too often, tech teams get so carried away by the bigger picture, that they compromise on the very foundation of the software they are building.
So clearly, it isn’t just necessary to find talent that can create a working solution. It is also necessary to find talent that diligently creates a solution that is as sustainable as it is functional.

This is precisely why hiring the right talent can be an overarching strategy to help bring down the technical debt of a company. Teams could surely benefit from having a quality assessment tool that doesn’t just allow them to create tests that are in-depth but also enables them to recognize coding discipline and the flow of logic while solving a problem.

HackerEarth Assessments does just that. Thanks to its database of 12,000+ questions, detailed analytics, and powerful pair-programming capabilities, it has helped tech recruiters and hiring managers all over the world, with creating assessments that help match their teams to the exact skill set they need.

A hiring manager’s guide to hiring the right developer

We all know that hiring the right developeris a lot of hard work; you have to identify your requirements, find the right candidate, then integrate them into your team smoothly. Studies reveal that almost 24% percent of employers admit that they face considerable difficulties when searching for tech candidates. What’s worse, over 50% of businesses hire tech employees who don’t meet their top job requirements.

While this process isn’t a simple one, there is nothing like the energy that a talented and motivated employee can bring to your organization. The result is not only a tech project finished on time but an exciting new addition to your company that will make a lasting impact.

Read on to find out how intuitive tech managers attract and hire stellar developers.

1. Identify your requirements

Figure out the type of problems you are trying to solve, the challenges your candidate will face, and the outcomes you want to achieve. From there, let the nature of the work and the goals of the position determine the strengths, innate traits, and foundational knowledge that a candidate needs to possess. For example, if you are looking to hire the right software developer, the key skills to look for are mathematical aptitude, problem-solving, knowledge of programming languages such as Java and Python, accuracy and attention to detail, etc. While you may be an expert, it is always wise to bring more technical expertise and resources into recruiting. You can put your developer team in a room together and talk to them about how you can hire people like them. They can help you with the correct terminologies that are must-have and nice-to-have.

2. Get everyone on the same page

It is of utmost importance for the hiring manager, the development team, and the leadership team to be on the same page about who they are looking to hire, what will be the employee’s responsibilities, what primary technical skills are required, and how the person’s success in the role will be gauged. By having a clear understanding of expectations early on in the process, hiring managers can make sure candidates can perform the tasks efficiently which will be required as part of the role.

3.Know where to find developers

The goal in the sourcing stage is to attract as many talented developers as possible. Piquing interest is key and a simple and gender-fluid job description will definitely help you.

There are different resources that you can use to while hiring the right developers:

  1. Developer communities: Tech communities are full of potential hires waiting to be discovered. Communities from where you can source talent for free include GitHub, Stack Overflow, and Hacker News.
  2. Personal networking: Sometimes, things that we are looking for are right in front of us and we hardly notice them. Take for example your company’s Linkedin profile. You can find some great candidates just by looking at it closely. Also, make use of your personal and professional contacts and resources. Attend local meetups in your area for entrepreneurs in technology and you will find that there are many people who might just be looking for this kind of position.
  3. Social media: Did you know that 53% of young online adults aged 18–29 use Instagram actively? Social media is a powerhouse of talent if used the right way.
  4. Virtual job fairs: This is not exactly a cost-free way of sourcing talent but it is comparatively cheaper (average of $8,000 for one virtual event) than the conventional way of recruitment.
  5. Job boards: Authentic Jobs, Mashable Job Board, Smashing Magazine Jobs, and StackOverflow Careers 2.0 are our top picks.

Also read: 5 Tips to source tech talent without your local staffing agency’s help

Further Reading

How to Attract and Select the Best Developers
Hiring Developers

4. Start with a conversation and only then jump to take-home coding tests

Pre-employment or take-home coding tests are an absolute necessity for evaluating the skills of a developer. However, tossing them at a busy developer in the early stages will drive them away. Hence, before you give them a test of any sort, start with a face-to-face or telephonic discussion about prior work experience and technical projects that they have worked on. This allows both the employer and employee to assess the chemistry and fit, learn from each other, and decide if moving forward with a coding test or additional interviews makes sense.

5. Listen, learn, and collaborate during the interview

Each employer should be asking open-ended, thought-provoking questions to begin a dialogue with the interviewee. Some examples include:

  • Tell me something about a project that you are working on: By asking this question, you should be able to get the developer talking in a comfort area. If candidates are strategic in their answers, they will pick an area that’s aligned to the role they are interviewing for. Look for a candidate’s ability to tell a story and whether they can explain why they are working on it. This question acts like an ice-breaker that can lead to several other questions and discussion areas that will help you understand who is sitting in front of you.
  • Where are you in your job search?: In addition to being a good ice-breaker, asking this question will also give you an idea of how far the candidate is in the job exploration and research process. Ultimately, you’re looking to understand what motivates them in the workplace, so you can assess if there is a likely fit between your technology work and their work style and aspirations.

You can also discuss the work style and practices of the potential candidate. If your candidate is someone who works remotely, you should ask questions about how they’ve been successfully working in a remote environment and the challenges they faced while collaborating with centralized teams. It is important to remember that while some developers like to mentor, others need mentoring and some prefer working alone. These questions are designed to help you evaluate whether the candidate is the right fit, whether he/she will be able to enhance the working style of the team they may join, and what may be the areas of change.

6. Hire the most promising candidate

Yay! You have finally found a great developer you’d like to hire. However, before you roll the offer letter, go with a trial first. You could give them a small project that’s complicated enough to test their problem-solving and role-specific skills and simple enough to be finished in a short time without a considerable cost. Hire the developer only if the code is right, is delivered on time, and you are satisfied with the communication and way of working. Last but not least, define expectations straight from the beginning.

There you have it; our 6-step guide to hiring the right developer. Any tips you’d like to share from your personal experience in hiring a dev? We would love to entertain a conversation. Drop a short excerpt from your experience in the comments below.

Want to create accurate skill-based assessments and hire the best developers? We can help you. Write to us at support@hackerearth.com and we will get back to you shortly.

Keeping Culture Alive: What Recruiters Can Do While Hiring Remotely

Up till the beginning of this year, if anyone asked about the best restaurants in town we’d redirect them to the team handling reimbursements. You see, at HackerEarth we match new employees with a buddy, and the buddy gets a ‘buddy bonus’ for taking their fellow Hackster out on their first day of work. Coffee and bonding, right? The bills told us which restaurant in town was the flavor of the month, and which was past-a it’s prime cut.

That stopped in March. With COVID came a new crisis - the inability to showcase our company culture the way we were used to. No more in-person interviews. No more candidates walking around our office and soaking in the ‘vibe’ that we have spent years perfecting.

The Vibe. How we miss thee!

The ping-pong table with its loud laughter. The shared lunches and team hangouts. The wall with HackerEarth’s values plastered in big bold letters.A company’s culture is way more than games and funny graffiti. However, these elements of our everyday work life speak way more about us than a carefully crafted presentation could. One of the many facts about HackerEarth which continues to impress me is seeing how the leadership sends heartfelt mails with shoutouts to team members for every big achievement. Our Slack channel is full of kudos and appreciation. These are the things that don’t make it to any company presentation but make our 9-5 worth the grind.
Leaves and perks can be quantified, but how do you document intangibles that form the core of who you are as a brand, and a workplace?

Bringing us back to the vibe, and how it translates to our new normal.

Many think that company culture takes effect only when an employee joins work. I disagree, and so does this survey from the Addison group which says that 70% of candidates leave midway during the hiring process because it’s too slow, or the recruiter wasn’t easy to communicate with.

Culture begins with the first ‘Hello’ (such Jerry Maguire feels!), and the onus is on us recruiters to be the torchbearers for our brands. Given that everyone is dealing with so much during this pandemic, it’s an added responsibility for recruiters to ensure that every new member, and their butterflies, feel included and welcomed from the get-go.

Included. Welcomed. Appreciated.

When the talent acquisition team at HackerEarth sat down to discuss what changes we needed to bring into our processes amid this pandemic, we narrowed it down to these three feelings. If every new hire felt this way on their first day, we would know we had done our jobs well.

Remote hacking the Vibe.

Once we had the goals set out, we sat down to hack out a plan. Coffees are banned currently, but communication isn’t. The first step was ensuring every communication sent to a prospect underlined what the values propositions we needed to highlight.

Step 1: Re-craft the EVP to answer the most important questions candidates have in this new normal

In 2016, PathMotion - a recruitment tech company - set out to find out what candidates were asking of employers via its platforms. Four years; 20,116 conversations, and 2.9 million candidate questions later, they figured that since 2016 (source):
  • The number of candidates viewing culture-related content has increased by three times
  • Readership for diversity-related content has increased by four times
  • Viewership for content related to work-life balance has tripled
EVP, or the Employee Value Proposition, is an important tool in a recruiter’s arsenal. We rejigged ours to put more emphasis on work-life balance, diversity, and company culture. When you are working remotely, you probably do not care as much about the number of annual leaves as you do about being expected to be available 24*7, or slog extra on weekends because what else are you going to do in a lockdown?
Our EVP makes it very clear that we value our employees’ time, and are cognizant of the added pressure that many are living under. Our mental health and insurance policies, wellness leaves, structured working hours form an important part of the EVP now - probably even more than before.
At the same time, we did not want to come across as a company that does not know how to have fun. We added the video from our GPTW win to the presentation to give prospects a feel of what our normal day-to-day looks like. The Friday games and ‘happy hours’ got a mention. As did the upskilling and personal growth initiatives taken up by the HR team.

Step 2: Regular communication that makes employees feel included

One of the best feelings in the world is to feel wanted and valued. Funny thing, it doesn’t take much to make someone feel so.Our plan to keep a new hire engaged and included begins the moment they accept an offer. The first ‘welcome’ email that they get is a .gif of the HR team. We don’t do formal at HackerEarth, and this email really sets the tone for our future communications.

HR Team - HackerEarth - Company Culture

In the days that follow, we send out regular emails with the subject line ‘Did You Know’, each comprising a factoid about the company or the team that the employee will be working with. When there is a long gap between the candidate accepting the offer and their official first day, mails like this can go a long way in making them feel like they belong.If the said employee has any direct reports, we make sure to schedule meetings so that the team can get to know each other. Breaking the ice is tricky any day and more so over a virtual call, hence why we like to get any awkwardness out of the way sooner than later. We also like to invite new employees to team huddles and other team activities. All with consent, of course.[ebook1]Waiting for the ‘first day’ to do all this can make the remote onboarding process a tad overwhelming for candidates. Instead, we choose to schedule these at regular intervals over the garden leave period. I think it also helps them absorb their work expectations better so that they come in to work prepped and ready to hit the ground running.

Step 3: Help the employee through the onboarding and acclimatizing process

In recent months I have seen firsthand how the time taken for hand-off from recruiting to onboarding has increased. Since the recruiter or TA is the first point of contact for candidates, they are comfortable coming back to us with issues they face during their ‘settling-in’ phase.In a non-COVID world, I might have redirected them to the onboarding team for said issues. It’s a possibility even today, but one that I prefer not to indulge in. Reports show that 25% of new hires leave a job within the first 90 days. But the same reports also say that when they go through a structured onboarding process, 58% of new hires are likely to stay in the same job for 3 years or more.None of us wants to make remote onboarding a game of chess for our new hires. So, instead, we choose to go that extra step and resolve employee queries on our own, until they get a hang of how things work. Goes back to what I said earlier about making them feel included and welcome.

Final Thoughts.

If you too have been wondering how you can call attention to the best bits of your company’s culture when hiring, I hope the above tips will help you.Many say that COVID will end up killing the need for company culture. The argument is that when everyone’s working remotely, culture doesn’t come into play. That is simply untrue.Culture isn’t defined by the number of hours you spend at an office desk or limited to the number of WFHs an employee can take. Just like the ping-pong table and coffee-with-a-buddy, flexi-working hours and WFH bonuses are add ons. Culture has, and always will manifest in what you do and how you do it when you are together as a team, and as a brand. In the way you communicate and collaborate, or listen to every voice at the table. In how you enable teammates who are aching to break the monotony and come back to the office while honoring the wishes of those who think they are safer home. Culture has always been about creating a judgment-less, supportive work environment where ideas can find appreciation. Remote work is not going to kill that even if it tried.

Viva la vibe!

Inside Tips on how to ace coding interviews in top companies

“Software is a great combination between artistry and engineering.”
– Bill Gates

In college, I wanted to learn to build things that would have a significant and positive impact on mankind. I looked around and saw that there were people and organizations out there that were doing this on a daily basis. They were pushing the human race forward with their numerous contributions to society. But unfortunately for me, I was not able to find anyone/anything that could show me the path to these organizations or offer me the necessary guidance toward cracking their coding interviews. I discovered how to ace coding interviews the hard way, by getting knocked from one resource to another, finally securing offers from HackerEarth, Microsoft, Airbus and GeeksforGeeks in my final year. This was why I wanted to share my learning with whoever’s now looking for that guide. They can invest their time and energy in the right direction from the very beginning.

A lot of people who are job hunting want to know just how to land a great job at a swanky company. They want to know what are all the types of questions asked in their interviews and the topics that they should prepare for. If you are one of those people, you are in the right place. We hope that we will be able to help you prepare and ace your coding interviews!

So, you want to hold a cool job as a Software Engineer in FAANG (Facebook, Amazon, Apple, Netflix and Google), eh? Not that it’s wholly impossible but let’s backtrack a bit.

You first need to know everything that your interviewer wants to know about you. To be able to crack their coding interview, you need to broadly exhibit these 3 important skills:

  1. Problem Solving Ability (Data Structures and Algorithms)
    These make up the bulk of the coding interviews. The intent here is to assess your problem-solving skills and the questions are typically around concepts of Algorithms and Data Structures. A rookie mistake to make during these interviews is to start coding too soon. In the first 10 minutes of the interview, try seeking more clarity on the question. For example, try asking details of the expected input with questions like “Will there be any negative inputs?” and explaining the solution approach. It also helps to think out loud, that way the interviewer gets to understand your thought process and, if you are lucky, gives you hints early on if he/she sees you going in the wrong direction. Only begin writing code once you and your interviewer agree that this is the best possible approach for the solution.
  1. Domain knowledge (includes core subjects of CS)
    It is a no brainer that if you are interviewing for the role of Frontend Engineer – then you will, without a doubt, be questioned on basic technologies like HTML, JavaScript, React, etc. These are the domain skills specific to the job role that you are applying for. So, be sure to read the job description thoroughly and prepare yourself for these questions.There are a few skills that are common across the majority of software job roles and are, in fact, the core concepts of Computer Science. These include, but aren’t limited to:
    Object-Oriented Programming (OOP), Operating Systems, Databases, Computer Networks, Caching and Web Technologies.
  1. Communication skills
    This might seem like a cliche but trust me it is not. A large part of what developers do daily involves effective communication and collaboration. Communication is not just knowing what to say – it is about the how, the when, and the where, as well. You need to know how to put your point across with just the right level of detail; you need to know when to ask for help and not be the cause for decreased levels of productivity; and finally – you should know where, i.e, in which channels you need to communicate in, so your information doesn’t get lost and reaches the right people. In a nutshell, you need to communicate in a way your job gets done in the most simple and quick manner.There is also a 4th skill to know and master – systems design –but that’s something only for more experienced job-seekers applying for senior software engineering positions.

Approach based on time left for the interview.

Before giving you the scoop on the hot topics in interviews and their associated questions, let us discuss our battle strategy to tackle it. It’s usually beneficial to prepare for interviews according to the time you have left before it. Makes sense, right? Well, let’s jump right in!

1-3 months to interview:

Oh boy, less than 3 months to showdown. Since we can never actually know which data structure or algorithm might be asked, here it is a good idea to get a working knowledge of as many topics as you possibly can. What this means is, we are going for a ‘jack of all trades’ approach rather than ‘master of one’.

if ( !agreeWithThis )

{

For the people who disagree with this point of view, let me try and convince you – suppose you spend the bulk of your prep time and ace one of the most asked topics: arrays. Now imagine you show up to the interview and the interviewer asks you a question from graphs – bonkers, right? However, if you have the basics down, maybe you can somehow work on a solution, which will be much better than thinking about X-Y axes on hearing “graphs”.

}

Convinced? Great! You should go for a Breadth-First approach on topics and just prepare enough questions from each topic to get a hang of the concept. Do not spend a lot of time on any one specific topic. What this means can differ from person to person. One might take 8-10 questions to get the topic straight, while another might do it in 4-5. What’s important is that you do not cross the 10-12 question threshold, or else you’ll be eating into the time of another topic.

Resources to definitely follow: Cracking the Coding Interview by Gayle McDowell

3-6 months to interview

This can be one of the most ideal timelines. You have enough time to get a good grasp on the topics while you’re still not so far along from the interview that you’re not motivated enough. You should follow the breadth-first approach described above and spend more time on topics to get a good grasp on them.

Simultaneously, try building small projects alongside. My recommendation is that you start with your web portfolio. Besides the benefits of having a personal portfolio, it will also give you an idea of how to build and publish a website on your own. You can add other projects in here as well.

A good way to get hands-on experience with cool projects is to participate in Hackathons. They are short tech events in which teams of developers get together to build a solution to a proposed problem. They are a great way of learning how to collaborate, working well in a team, and to upskill yourself. You can find all Hackathons going on at HackerEarth here.

Would you like to get updates once a month on our latest articles? We won’t spam, we promise. Subscribe now to The HackerEarth Blog!

6+ months to interview

Boy, oh, boy, are you gonna nail this interview or what? Since you have a lot of time to prepare, we suggest that after getting comfortable by doing the above things, you can start contributing to open source projects on GitHub. You can Google “good first issue” to start with. Repository maintainers put this tag on issues to make it easier for freshers to start contributing to open source. Also, give another go at the questions. You will refresh your memory and might even come up with a better or more concise way of solving them.

The Problems:

Without further ado, let me present to you the most commonly asked topics in competitive interviews. Each topic will have one tutorial article and a few questions associated with it. You can directly attempt the questions if you are comfortable with the topic. The questions have been chosen to help you solidify your understanding of the topic and also serve as a test. Ideally try and maintain a healthy ratio of 3-6-1 of easy, medium and hard problems.

  1. Arrays:
  2. Binary Search:
  3. Sorting:
  4. Stacks:
  5. Queues:
  6. Hash Maps and Tables
  7. Linked List
  8. Trees
  9. Dynamic Programming (DP)
  10. Strings
  11. Graphs

Some tips on interviewing w/ special note on remote interviewing:

  1. Go to the company’s careers page and read up on their job description. They do tell you everything that you need to know about that role.
  2. Create mock interviews by yourself by pairing up with friends who are also interviewing for a similar job. Try to simulate real interviews as much as possible by interviewing over a video call and perhaps use a shared doc to write code. Give each other pointers on what went well and what did not.  
  3. When applying, make sure that you don’t put all your eggs in one basket. Apply to a whole range of companies and job roles to significantly increase your chances of receiving an offer.
  4. Most companies have a distinct pattern in which they take interviews. For example, Amazon conducts 5-6 rounds of interviews and they like to emphasize a lot on their leadership principles (LPs). In this case, it would be prudent to be well prepared and research beforehand about the same, so you know exactly what to expect.

Last but not the least, go communicate with people and read about their past experiences of interviewing at the companies that you are now applying for. And remember to give back and share your experiences too, so that that might help someone in need!

So, all the very best, and may the odds be ever in your favor!

Developers Interview tips

I am a SWE in the community team at HackerEarth. I enjoy building things with code, reading books and playing the occasional sport.

Vaibhav Sharma

‍Product marketing manager

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Forecasting Tech Hiring Trends For 2023 With 6 Experts

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

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

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

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

Meet the Expert Panel

Radoslav Stankov

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

Mike Cohen

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

Pamela Ilieva

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

Brian H. Hough

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

Steve O'Brien

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

Patricia (Sonja Sky) Gatlin

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

Overview of the upcoming tech industry landscape in 2024

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

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

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

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

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

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

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

6 industry experts predict the 2023 recruiting trends

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

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

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

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

Pamela Ilieva, Director of International Recruitment, Shortlister

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

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

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

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

Patricia Gatlin, DEI Specialist and Curator, #blacklinkedin

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

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

Radoslav Stankov, Head of Engineering, Product Hunt

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

Mike “Batman” Cohen, Founder of Wayne Technologies

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

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

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

Companies can create internal hackathons to exercise creativity...

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

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

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

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

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

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

6 industry experts predict the 2023 recruiting trends

Rado: Prioritization, team time, and environment management.

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

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

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

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

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

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

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

Brian: Agility, resourcefulness, and empathy.

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

Steve: Negotiation, data management, and talent development.

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

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

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

Patricia: Technology, research, and relationship building.

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

7 Tech Recruiting Trends To Watch Out For In 2024

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

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

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

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

7 tech recruiting trends for 2024

6 Tech Recruiting Trends To Watch Out For In 2022

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

Trend #1—Leverage data-driven recruiting

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

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

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

Trend #2—Have impactful employer branding

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

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

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

Trend #3—Focus on candidate-driven market

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

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

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

Recommended read: What NOT To Do When Recruiting Fresh Talent

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

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

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

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

—Swetha Harikrishnan, Sr. HR Director, HackerEarth

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

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

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

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

Trend #6—Conduct remote interviews

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

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

Trend #7—Be proactive in candidate engagement

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

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

—Narayani Gurunathan, CEO, PlaceNet Consultants

Recruiting Tech Talent Just Got Easier With HackerEarth

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

Our tech recruiting platform enables you to:

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

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

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

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

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

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

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

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

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

Developer Survey

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

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

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

Staying ahead of the skills game

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

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

How happy are developers

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

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

What works when looking for work

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

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

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

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

Tips straight from the horse’s mouth

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

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

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

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

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

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

View all

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

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

What is Pre-Employement Assessment?

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

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

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

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

Why pre-employment assessments are key in hiring

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

  • Improved decision-making:

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

  • Reduced bias:

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

  • Increased efficiency:

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

  • Enhanced candidate experience:

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

Types of pre-employment assessments

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

1. Skill Assessments:

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

2. Personality Assessments:

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

3. Cognitive Ability Tests:

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

4. Integrity Assessments:

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

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

Leading employment assessment tools and tests in 2024

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

  • HackerEarth:

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

  • SHL:

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

  • Pymetrics:

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

  • Wonderlic:

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

  • Harver:

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

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

Choosing the right pre-employment assessment tool

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

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

Comparative analysis of assessment options

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

  • Technical skills assessment:

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

  • Soft skills and personality assessment:

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

  • Candidate experience:

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

Additional tips:

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

Best practices for using pre-employment assessment tools

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

  • Define your assessment goals:

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

  • Choose the right assessments:

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

  • Set clear expectations:

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

  • Integrate seamlessly:

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

  • Train your team:

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

Interpreting assessment results accurately

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

  • Use results as one data point:

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

  • Understand score limitations:

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

  • Look for patterns and trends:

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

  • Focus on potential, not guarantees:

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

Choosing the right pre-employment assessment tools

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

  • Industry and role requirements:

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

  • Company culture and values:

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

  • Candidate experience:

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

Budget and accessibility considerations

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

  • Budget:

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

  • Accessibility:

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

Additional Tips:

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

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

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

Future trends in pre-employment assessments

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

  • Artificial intelligence (AI):

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

  • Adaptive testing:

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

  • Micro-assessments:

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

  • Gamification:

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

Conclusion

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

Tech Layoffs: What To Expect In 2024

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

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

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

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

What are tech layoffs?

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

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

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

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

Causes for layoffs in the tech industry

Why are tech employees suffering so much?

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

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

In addition, some common reasons could be:

Financial struggles

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

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

Changes in demand

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

Restructuring

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

Automation

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

Mergers and acquisitions

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

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

Will layoffs increase in 2024?

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

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

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

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

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

What types of companies are prone to tech layoffs?

2023 Round Up Of Layoffs In Big Tech

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

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

Large tech firms

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

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

Startups

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

Small and medium-sized businesses

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

Companies in certain industries

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

Companies that lean on government funding

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

How to track tech layoffs?

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

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

Use tech layoffs tracker

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

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

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

News articles

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

Social media

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

Online forums and communities

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

Government reports

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

How do companies reduce tech layoffs?

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

Salary reductions

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

Implementing a hiring freeze

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

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

Non-essential expense reduction

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

Reducing working hours

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

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

Tech layoffs to bleed into this year

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

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

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

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

What is Headhunting in recruitment?

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

How do headhunting and traditional recruitment differ from each other?

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

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

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

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

Types of headhunting in recruitment

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

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

How does headhunting work?

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

Identifying the role

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

Defining the job

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

Candidate identification and sourcing

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

Approaching candidates

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

Assessment and Evaluation

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

Interviews and negotiations

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

Finalizing the hire

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

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

Common challenges in headhunting

Despite its advantages, headhunting also presents certain challenges:

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

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

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

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

Advantages of Headhunting

Headhunting offers several advantages over traditional recruitment methods:

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

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

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

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

Conclusion

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

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