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How to form a winning team for hackathons

Superhero movies and super successful companies have one thing in common. They both have a great team that strives to win, no matter what the challenge is. It is always the hero’s team that saves the day.

A challenge like a hackathon is no different. At hackathons, teams of developers, designers, and product managers work together to build prototypes and solve real-world problems within a specific time frame. The team that works the most efficiently and builds the best solution takes home the prize. Getting the right people on board gives your team a competitive advantage over others. Here are the top tips to form a winning team for your next hackathon:

1) Start your hunt early

Start looking for teammates from the time you decide to participate in a hackathon. Search for potential teammates on online platforms and communities like Stack Exchange, Stack Overflow, and Quora. Start with your own network of friends and like-minded acquaintances. You can also find other hackers on meetups and developer groups. Further, hackathons conducted on platforms like HackerEarth allow participants to form teams on the platform itself.

Start your hunt early
Start your hunt early

2) Work on your pitch

To attract talented people to your team, you need to sell your idea and your profile well. Update your Github profile and create a good pitch to share with potential teammates. Showcase your past projects. Highlight your skills and domain knowledge. Explain your idea and the problem that you plan to solve. Be proactive in pitching your idea and listen to feedback. Even if you arrive at the hackathon alone, with a good pitch, you still have a good chance of forming a great hackathon team.

Work on your pitch
Work on your pitch

3) Seek diversity

Diversity is what makes Avengers, the team of superheroes great as a team. Each member brings a unique strength to the table. While forming your hackathon team, hunt for talent from diverse domains like designing, frontend development, business management, etc. Having a team of people with diverse skill sets will help you in building a complete product.

Seek diversity
Seek diversity

4) Be aware of different working styles

Different people work differently and have different approaches to solving the same problem. Assign tasks and roles to team members based on their core strengths. Give everyone a fair chance to work on specific tasks which they are good at. Encourage mutual learning and problem-solving. Getting the chemistry right is the key to a successful team. If you have the time to prepare, do a mock run with your team to plan tasks and organize yourselves better as a team.

‘Getting the right people and the right chemistry is more important than getting the right idea.’?—?Ed Catmull, previously CEO of Pixar, author of Creativity, Inc.

Be aware of different working styles
Be aware of different working styles

A good team adapts well to any situation. Your final prototype is a result of your team’s work. By forming a good team, you can build better products and improve your chances of winning a hackathon.

Got a tip for building stronger hackathon teams? Share it with us in the comments below.

Announcing the winners of Slash Hack 2.0

Slash Hack is a hackathon conducted by HackerEarth, where developers from across the globe came together to celebrate the spirit of programming and built novel tangible solutions. This year, over 1328 hackers participated in the online event and created some amazing hacks.

The hackathon provided a platform for participants to meet like-minded people, network, and contribute ideas for building a better world. These are the winning hacks from the event:

1) Molescope: A real-time skin cancer recognition app

The Binary TRIO team lead by Jakub Klauco created a smartphone app that enables early detection of skin cancer, which highly improves the survival rate of patients. The app works both offline and real-time on Android phones. The team trained neural networks to recognize skin cancer by using image recognition engine based on the Google inception model. The training was done based on thousands of images of moles (both cancerous and non-cancerous).

Team Name: The Binary TRIO

Team Members: Jakub Klauco, Kuba Sanojca, and Nikita Orekhov



2) Helping Hand

This Android app aims to bridge the distance between NGOs and the less fortunate people on the streets who need aid. Users can create a public record of beggars, child labourers, and vagrants on the streets. NGOs can then view these records on the Website or on the Application itself to contact the people. NGO can then locate and help the people on the streets who need the aid. This application is built on .NET, and Xamarin Framework. Hence, it can also be ported across major platforms like iOS and Windows.

Team Name: MadTitans

Team Member: Anshul Jain



3) Finger On Map

Finger On Map is an application that allows you to plan a trip with your friends. If they don't have an account yet, they will receive an email with your invitation. You can then browse through all the trips you go on, add points of interest to them, and even group by days. The app becomes more interesting as you share your trip with other users. Users can edit the plans and each user can see changes made to the master plan.

Team: warna

Team member: Damian Tarnacki



Want to win a hackathon?

Check out our upcoming hackathons here: https://www.hackerearth.com/challenges/

Meet the winners of IndiaHacks 2017

The IT landscape as we know it is getting redefined every day. Change is constant. The need of the hour for tech companies, big and small, is to innovate fast and keep up with the change. Innovation was the main focus ofIndiaHacks 2017, HackerEarth’s country-wide hackathon, aimed atbuilding software products to transform the world.

Thousands of submissions were received from developers across the country.The hackathon had three tracks – Internet of Things, Fintech, and AI. Based on the first offline session conducted in three regional zones – Delhi, Pune, and Bangalore, 10 finalists were chosen for each track. Thirty finalists participated in the offline hackathon conducted on the 8th and 9th of September in Bangalore.

Meet the winners of IndiaHacks 2017
Meet the winners of IndiaHacks 2017

In the final round, teams built some incredible apps and prototypes.We are happy to present the winning hacks of IndiaHacks 2017:

Winners in Internet of Things (IOT)

1) License Integrated Safety Device

The License Integrated Safety Device is a UUID-based vehicle tracking system that addresses the growing need for delivering effective safety, traffic control, and pollution control. The technology can act as a first responder management service in smart cities.

Application:

  • The system comes with hardware that mimics access control system for automobiles. This prevents any unauthorized access.
  • The device tracks the user’s coordinates when on the move. This information can be aggregated to a cloud- based system, allowing companies to gain insights and provide value-added services for smart city management.
  • The data can also be consolidated into a city surveillance system to manage traffic by prioritizing user’s needs and routing optimally.

1ST Prize winners:

Team Name: Team_Anonymous

Submission Theme: Smart Driving Experience

Team Members: Sohail Chamadia, Kunal sharma

2) Real-time assistant for badminton players

The real-time assistant is a wearable device that enables players to know their fitness level and match readiness by analyzing their “smash” profiles. This profile has fitness details such as calorie intake, fluid intake, workout before sessions, and performance level of players. The device comes with an Arduino Nano, GY521 accelerometer, a sound sensor, and a Bluetooth HC-05. The device can help badminton players in the following ways:

  • It calculates the player’s fitness level including the power generated by hand, the jump intensity, and the smash speed.
  • It helps players to know their physical strength before a match.
  • It provides insights players can use to adjust their fitness routine and improve their performance.

2nd Prize winners

Team Name: Smashlytics

Submission Theme: Smart Wearables

Team Members: Dey Subhankar

3) GPS and IoT-based soldier tracking and health indication system

The low-cost, wearable device based on IoT is equipped with biosensors. The device offers a reliable system to guard the lives of soldiers. The system can help locate and monitor the health of soldiers in combat. The main applications of the software are as follows:

  • With IoT, armed forces can know the location of their soldiers directly on a smart phone.
  • The technology can help monitor the health and ammunition of the soldiers in combat.
  • GSM module can be used for effective high-speed transmission, short-range, and soldier-to-soldier wireless communications.

3rd Prize winners

Team Name: Tech_Monsters

Submission Theme: Smart Wearables

Team Members: Jasvinder Singh Chhabra, Ritesh Agarwal

Winners in Fintech

1) TechnoFin – A simple solution to financial problems

With time-series modelling, and predictive analysis, TechnoFin serves as a full-fledged financial recommendation engine. It addresses all the problems related to investing in stock market, real-estate, gold, and banking. The model can be used to predict the following:

  • Stock prices with high accuracy and help in the comparison of stocks.
  • Real-estate prices, and gold prices.

1ST Prize winners:

Team Name: FIN_ishers

Submission Theme: Financial Advisory

Team Members: Avinash G Kori, Akhil Poojary

2) MoneyMultiplier

Money Multiplier, an app integrated with Watson Conversation, aims to educate the financially illiterate. The app helps in the analysis of monthly account statement, and the monthly limit for savings. It also helps in understanding the Net Asset Value (NAV) of mutual funds.

Details of 2nd Prize winners

Team Name: ENSPIRE

Submission Theme: Financial Inclusion

Team Members: Suhit Kalubarme, Harish Shridhar Khot

3) Security for financial transactions

The ML-based security software aims to make transactions safer by identifying and tracking user behavior. Using Apache Lucene-based Elastic search or Solr engine, the software stores transactional data and identifies user pattern.

Details of 3rd Prize winners

Team Name: Secure_You

Submission Theme: Security

Team Members: Yadu Mathur, Sandhya SG

Winners in ArtificialIntelligence (AI )

1) Smart Courses

The smart online learning software uses smart image recognition recommendation system to evaluate facial expressions of students and then operates accordingly. The system can also be equipped with a smart assistant or chatbot to answer user queries.

1ST Prize winners:

Team Name: Zodiac

Submission Theme: Recommendation system

Team Members: Rishabh Malik, Aniket Sharma

2) Genre-switching music recommendation system

The recommendation software specializes in giving a good mix of genres based on the correlation established between the tapped genres using reinforcement learning.

2nd Prize winners

Team Name: Mad_Men

Submission Theme: Recommendation system

Team Members: Abhinav Anurag, Nitikesh Bhad

3) Bot104

BOT 104 tracks the number of beds available in nearby hospitals and helps users to book hospital beds easily. The software also has a feature to generate auto bills using QR codes.

3rd Prize winners

Team Name: Krypton

Submission Theme: Chatbots

Team Members: Jayesh Bidani, simran kaur

Winners of Online Challenge:

The programming and machine learning challenges were conducted online. Participants had to solve challenges online within a limited time frame. We are happy to present the winners of the online challenges of IndiaHacks 2017:

Winners of Machine Learning Challenge:

1st Prize winner:Bishwarup Bhattacharjee

2nd Prize winner:Siddharth Chandrakant

3rd Prize winner:Phani Srikanth

Winners of Programming Challenge:

1st Prize winner:Gennady Korotkevich

2nd Prize winner:Shik Chen

3rd Prize winner:Yuhao Du

A hackathon is a great platform for developersto network, showcase their talent, and learn new skills. It is one of the best ways tobuild your portfolio, grow your professional network, and become a better programmer.

How are communities fuelling growth in businesses?⁠⁠⁠⁠

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

Creating a viral, self-sustaining strategy

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

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

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

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

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

Building a positive feedback loop

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

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

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

Putting together a branded online community

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

Why do companies need a branded online community?

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

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

Thriving on user-generated content

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

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

Social has changed almost everything

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

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

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

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

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

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

Conclusion

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

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

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

Guide to building your first VR application

“Just keep it simple, silly!”

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

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

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

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

Start by Exploring

Source: source-2.gif

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

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

Get your tools right

Source: 62309-cardboard-vr.gif

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


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

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

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

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

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

Form a routine

Source: giphy.gif

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


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


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

Practice, Practice, Practice

Source: giphy-3.gif

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

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

Combinatory Approach

Source: marketo-tools.gif

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

Start small

Source: G1-start.gif

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

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

Source: PMQqMWf.gif

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

Here is the link of the application that I built:

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

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

Set milestones

Source: giphy.gif

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

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

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

Excited about VR?

Register at the UnitedByHCl hackathon
Happy mixing reality!

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

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

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

Tinker Board

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

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

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

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

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

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

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

But how do the benchmark metrics look?

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

The benchmark scores of storage- Tinker Board Vs Raspberry Pi

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

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

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

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

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

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

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7 Tech Recruiting Trends To Watch Out For In 2024

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

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

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

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

7 tech recruiting trends for 2024

6 Tech Recruiting Trends To Watch Out For In 2022

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

Trend #1—Leverage data-driven recruiting

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

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

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

Trend #2—Have impactful employer branding

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

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

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

Trend #3—Focus on candidate-driven market

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

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

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


Recommended read: What NOT To Do When Recruiting Fresh Talent


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

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

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

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

—Swetha Harikrishnan, Sr. HR Director, HackerEarth

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


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

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

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

Trend #6—Conduct remote interviews

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

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

Trend #7—Be proactive in candidate engagement

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

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

—Narayani Gurunathan, CEO, PlaceNet Consultants

Recruiting Tech Talent Just Got Easier With HackerEarth

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

Our tech recruiting platform enables you to:

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

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


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

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

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

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

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

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

Let’s get to it, shall we?

Hire great developers

What constitutes a good interview question?

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

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

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

Hire GREAT developers by asking the right questions

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

#1 How do you plan your day?

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

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

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

Value-based interview questions to ask

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

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


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


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

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

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

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

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

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

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

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


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


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

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

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

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

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

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

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

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

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

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

Developer Hiring Statistics

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

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

Recruit GREAT developers by asking the right questions

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

#1 Write an algorithm for the following

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

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


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


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

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

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


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


#3 Some high-level design (HLD) questions

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

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

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

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

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

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

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

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

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

What is Pre-Employement Assessment?

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

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

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

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

Why pre-employment assessments are key in hiring

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

  • Improved decision-making:

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

  • Reduced bias:

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

  • Increased efficiency:

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

  • Enhanced candidate experience:

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

Types of pre-employment assessments

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

1. Skill Assessments:

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

2. Personality Assessments:

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

3. Cognitive Ability Tests:

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

4. Integrity Assessments:

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

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

Leading employment assessment tools and tests in 2024

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

  • HackerEarth:

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

  • SHL:

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

  • Pymetrics:

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

  • Wonderlic:

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

  • Harver:

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

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

Choosing the right pre-employment assessment tool

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

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

Comparative analysis of assessment options

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

  • Technical skills assessment:

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

  • Soft skills and personality assessment:

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

  • Candidate experience:

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

Additional tips:

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

Best practices for using pre-employment assessment tools

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

  • Define your assessment goals:

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

  • Choose the right assessments:

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

  • Set clear expectations:

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

  • Integrate seamlessly:

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

  • Train your team:

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

Interpreting assessment results accurately

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

  • Use results as one data point:

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

  • Understand score limitations:

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

  • Look for patterns and trends:

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

  • Focus on potential, not guarantees:

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

Choosing the right pre-employment assessment tools

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

  • Industry and role requirements:

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

  • Company culture and values:

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

  • Candidate experience:

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

Budget and accessibility considerations

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

  • Budget:

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

  • Accessibility:

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

Additional Tips:

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

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

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

Future trends in pre-employment assessments

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

  • Artificial intelligence (AI):

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

  • Adaptive testing:

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

  • Micro-assessments:

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

  • Gamification:

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

Conclusion

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

Tech Layoffs: What To Expect In 2024

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

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

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

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

What are tech layoffs?

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

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

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

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

Causes for layoffs in the tech industry

Why are tech employees suffering so much?

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

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

In addition, some common reasons could be:

Financial struggles

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


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


Changes in demand

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

Restructuring

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

Automation

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

Mergers and acquisitions

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

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

Will layoffs increase in 2024?

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

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

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

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


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


What types of companies are prone to tech layoffs?

2023 Round Up Of Layoffs In Big Tech

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

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

Large tech firms

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

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

Startups

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

Small and medium-sized businesses

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

Companies in certain industries

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

Companies that lean on government funding

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

How to track tech layoffs?

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

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

Use tech layoffs tracker

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

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

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

News articles

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

Social media

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

Online forums and communities

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

Government reports

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

How do companies reduce tech layoffs?

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

Salary reductions

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

Implementing a hiring freeze

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


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


Non-essential expense reduction

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

Reducing working hours

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

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

Tech layoffs to bleed into this year

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

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

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

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

What is Headhunting in recruitment?

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

How do headhunting and traditional recruitment differ from each other?

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

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

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

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

Types of headhunting in recruitment

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

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

How does headhunting work?

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

Identifying the role

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

Defining the job

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

Candidate identification and sourcing

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

Approaching candidates

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

Assessment and Evaluation

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

Interviews and negotiations

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

Finalizing the hire

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

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

Common challenges in headhunting

Despite its advantages, headhunting also presents certain challenges:

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

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

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

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

Advantages of Headhunting

Headhunting offers several advantages over traditional recruitment methods:

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

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

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

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

Conclusion

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

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