Artificial intelligence is becoming an indelible part of modern business in every industry and every niche. Business leaders in all sectors nowadays have a golden opportunity to leverage conversational AI recruitment to empower all of their departments to achieve better results–HR included.

With conversational AI making strides and breakthroughs at every corner, it’s no wonder that businesses of all sizes are nowadays integrating AI tools into their processes. When it comes to HR, this can be a game-changer for the way you source and hire talent, onboard employees, and run your daily HR operations.

What Is Conversational AI?

Conversational AI is a type of artificial intelligence that can mimic human conversations and behaviors. While conversational AI has been around for years by now, in the last few years it has experienced exponential growth in popularity due to advanced tools like ChatGPT hitting the global market.

Role of Conversational AI in Improving Workflow in HR Department

Let’s take a look at the role conversational AI holds in your HR department.

Automated and streamlined candidate screening

First things first, it should go without saying that conversational AI recruiting has an important role to play in modern recruitment. From sourcing and reaching out to potential candidates, all the way to candidate screening, post-interview analysis, and even decision-making– AI has something valuable to bring to the table.

Since conversational AI is inherently unbiased, it can eliminate subconscious biases from the screening and recruitment processes in general. But as we all know, this type of AI is also great for generating ideas and creative solutions.

In addition to standard candidate screening, you might also want to use AI to generate fun icebreaker questions for the interview process, and every follow-up conversation with each candidate as well.

By scrubbing through their application and other available data from different sources, the AI can recommend unique icebreaker questions that will engage a particular candidate and make them feel more at ease.

Creating more interactive onboarding programs

There are several important perks that AI brings to the table that HR experts can use to create better onboarding experiences: speed, inclusivity, and self-service.

To put this into perspective, conversational AI can be a great tool for quickly generating the foundational pillars of your onboarding strategy. With the right set of parameters and guidelines, the AI can quickly generate the basis for what your HR experts will turn into a comprehensive onboarding process.

AI is also useful for eliminating bias in the onboarding process. Proper application can help members of the LGBTQIA+ community feel more included, respected, and welcomed in their new work environments.

However, one of the best parts is that you can use conversational and generative AI tools to create a self-service onboarding database. This platform will serve to provide new hires with all the info they need to hit the ground running.

Building an employee self-service platform

Speaking of a self-service platform, this is a great opportunity for business leaders to enhance productivity and efficiency across their organizations. Aside from building an AI-driven resource platform for onboarding and new hires in general, it’s a good idea to build a general company self-service platform for all teams.

Veteran employees and new hires alike need a resource center where they can get answers to their questions and source the materials they need to do their jobs. With AI, they can do this without disrupting the workflow of others or taking time away from their colleagues and higher-ups.

This is where conversational AI and chatbot platforms come in.

One of the biggest advantages ChatGPT has over traditional search engines is, for example, the ability to provide useful information and answers to questions with related context. Not only can they search for the right information but they can respond to employee queries with real-world examples, explanations, and interpretations.

While Google typically only provides search results, generative AI provides information and insights. Armed with your internal database, a conversational chatbot can provide these types of insights to your employees.

Providing personalized employee training

Generally speaking, personalization and providing personalized experiences is one of the biggest challenges that companies face nowadays when it comes to customer acquisition and retention. That said, the same goes for the employee-facing strategies and processes in your organization.

Personalizing HR processes is a difficult challenge because of the sheer number of processes in question, but again, generative and conversational AI can lend a helping hand. When it comes to personalizing training, ongoing development, and even mentorships, conversational AI for HR professionals and project managers can be an instrumental tool.

HR professionals can take on the task of structuring and personalizing employee training by first devising training programs with the help of AI. They can then use AI to complement direct mentorship in the workplace and offload some of the work from the mentors’ shoulders.

Both mentors and HR experts alike have an opportunity to leverage AI to personalize their training approach for every employee. This means using AI for ideation, yes, but it also means using it to compile and make sense of employee data and behaviors to adapt and personalize their strategies.

Also, read: Next in Tech: AI, Assessments, and The Great Over-Correction

Better data analysis and insights

If there is one thing that conversational AI is good at, it’s collectively delivering data, insights, and reports quickly. The ability to collect, collate, and present data efficiently and effectively can save businesses time and money, and empower HR professionals to make better, data-driven decisions for the company.

Modern businesses have a great opportunity to leverage HR data analytics to generate company-wide insights fast. This is done through surveys, pulse surveys, engagement metrics, and behavioral data obtained through employee interactions with various tools and software.

This is really where modern AI tools shine in comparison to previous generations of AI.

With visualization software, the AI can quickly present the data as manageable charts and infographics that illustrate key points and insights and even suggest the next steps.

Modern conversational AI can advise and use various inputs (prompts and datasets) to quickly ideate solutions and strategic decisions.

Ensuring better compliance in the organization

When it comes to compliance and policymaking in your organization, conversational AI can help you with compliance and creating policies that adhere to local laws and regulations. From tech-driven DE&I to defining workplace safety, culture, and ensuring compliance with local labor laws, conversational AI can help HR generate the right documentation.

But of course, it’s not just about creating policies, it’s also about implementing and integrating them into the workplace. Employees need to internalize these policies and adopt them to ensure not only the safety of the brand as a whole but also their success in your organization.

By providing accurate and up-to-date information, AI systems can guide employees through various policies, address compliance-related questions, and flag potential issues. The system can send alerts directly to the HR department if some policies require attention or if any of the employees are having trouble adopting them.

HR can then send subsequent short-form surveys to employees to gather additional feedback and see if the AI-suggested changes have made a difference.

Automated leave and attendance management

It should go without saying that AI is good for process automation in any HR department, even if it simply means automating some menial and repetitive tasks to free up individual bandwidth.

AI-driven attendance management allows employees to use chatbots to submit leave requests, check leave balances, and get notifications or answers to questions before submitting their requests. All of this reduces paperwork and administrative overhead for the HR staff.

Most importantly, simply automating this one aspect of people management allows HR professionals to tend to complex tasks and focus on strategic work for the company. But on the strategic level, you can use AI not only to automate this process but to plan for it as well.

What this means is that AI-driven software can help HR professionals plan their human resources well in advance, based on demand forecasts, projected staff shortages, and more.

Automated performance management and analysis

Last but not least, conversational and general AI can automate performance management both in-house and remotely. While you’re using performance monitoring software to capture employee data in the workplace, you can then use AI to interpret that data.

AI can help you spot trends in the workplace, analyze the culture, gauge performance, etc. Visualized, interpreted, and put into context, this data will be invaluable for HR professionals to personalize their approach for every employee.

Experienced HR professionals know that performance management requires a personalized approach for each team member in your organization. Automated performance management makes it easier for them to analyze the unique needs of every employee to maximize their potential.

Also, read: AI in Recruitment: The Good, The Bad, The Ugly

Conclusion

In the fast-paced, competitive business world, companies big and small need to leverage the increasing accessibility of AI technology to empower their teams and transform their processes. Elevating your HR department through AI applications and conversational AI in particular should be one of your priorities in 2023, as well.

With these AI-driven solutions at your side, you can streamline various HR tasks, projects, and processes while minimizing financial and time waste. Be sure to start implementing conversational AI in your HR department, and you’ll be able to take your business forward as a whole.

One of the most widely used programming languages in the world, C++ is about 4 decades old. In comparison, Blockchain tech only arrived at the scene sometime in 2008, and is still considered comparatively ‘new’.

Developers and companies alike are still learning how to adopt Blockchain. One of the ways to disseminate information about the tech is via industry conferences which help Blockchain developers network with and learn from their peers.

But, is a Blockchain conference enough to fulfill this goal of interaction, adoption, and learning?

What is the best way to calculate the ROI from these conferences? What should the organizers do after the conference is completed?

Well the answer in our opinion is, conduct a hackathon to understand the uptake of information by developers who attended said conference, and help them utilize their newfound knowledge in practical ways to reach a defined ROI.

Let’s understand everything about hackathons vs conference, and how a Blockchain hackathon can be fruitful for your industry.

What are conferences?

Conferences are events where people with similar interests or professional backgrounds exchange ideas, share knowledge, network, and discuss industry-related topics.

Typically, conferences cover varied subjects such as technology, science, medicine, business, education, the arts, and more.

Usually, these events are organized at a large scale, attracting hundreds or even thousands of participants. They usually take place in a physical or virtual environment.

By attending these conferences, professionals can stay updated on the latest trends and innovations in their domain, find potential collaborators or partners, and broaden their network within a particular industry.

Talking about conferences, HackerEarth organized a tech conference in 2022 called Hire 1(0)1 for hiring managers and recruiters to help them build great tech teams. In this 2-day tech conference, HackerEarth invited keynote speakers who participated in the panel discussion to share their perspective.

Read more here: Hire 10 (1): 6 Takeaways From The Biggest Tech Conference in 2022

Here’s what happens in a conference:

• Presentations/Keynote Speeches: Speakers present their research, projects, or insights into the conference’s main theme or relevant subtopics. Presentations can be keynote speeches, panels, workshops, or poster sessions.
• Workshops: Subject matter experts share insights on topics of their expertise—imparting industry-specific knowledge into the attendees.
• Networking: Attendees can connect with professionals in their field.
• Exhibitions: Many conferences include an exhibition area where companies, organizations, and research groups showcase their products, services, or projects related to the conference’s focus.

What are hackathons?

Hackathons are social coding events where developers, designers, and other tech enthusiasts come together to collaboratively work on projects, solve problems, and build innovation.

They focus on ideation, or even software development of a specific product in a niche industry. They are organized by companies who want to accomplish a specific goal such as creating brand awareness or hiring developers.

Some hackathons are standalone events, while others are part of larger conferences or tech festivals.

With the rise of virtual events and online collaboration tools, many hackathons have also been conducted in fully remote or hybrid environments. This allows participants from different geographical locations to join in the event.

Here’s what happens in hackathons vs conference:

• Building a prototype: Participants work in teams or individually to create a functioning prototype or a minimum viable product (MVP) within the given timeframe. The atmosphere is often fast-paced and intense, fostering creativity and collaboration.
• Problem-solving projects: Participants are given a problem-solving statement. They need to address the problem through and provide the solution in the form of their project.
• Learning and skill development: Participants learn about new technologies, programming languages, or tools. Here, they can experiment with cutting-edge technologies and apply their skills to real-world problems.
• Networking: Participants can network with professionals from diverse backgrounds.
• Project review: At the end of the hackathon, teams present their projects to a panel of judges. Judges evaluate the projects based on criteria such as innovation, functionality, creativity, and feasibility and announce the winning team.
• Prizes and recognition: Many hackathons offer prizes, awards, or recognition to winning teams. These include cash prizes, access to resources, fundings or opportunities for further development.

Also, read: The Complete Guide to Organizing a Hackathon

How are conferences different from hackathons?

While conferences and hackathons appeal to be similar in nature, they are largely very different from each other in reality. Here’s what you should know about hackathons vs conference.

Conferences

Hackathons

At conferences, people can exchange ideas, build their professional network and deliver educational presentations and workshopsAt hackathons, along with networking and exchanging ideas, people can collaborate on projects and build product prototypes.The interaction at conferences is one-way—the speakers or panelists interact with the audience.The interaction at hackathons is two-way and one-on-one—participants can interact with the organizers and companies directly.Conferences give indirect ROI such as brand partnerships and new customers leading to increased revenue.Hackathons give direct ROI such as new hires, a product prototype or innovative ideas for a specific problem-solving statement.Conferences last for a few hours to days. For example, 2 days.Hackathons last for a few days to weeks and even months. For example, 3 months.

Why should Blockchain industries consider hackathons?

Blockchain companies who are *only* leveraging conferences to impart knowledge about the Blockchain industry need to rethink, and restructure their events. It’s time for them to consider hackathons vs conference to make their events more engaging, and ROI-driven.

Below are some reasons that will encourage you to host Blockchain hackathons (as part of your Blockchain conferences or as standalone events!).

• Product adoption: Companies invite developers to use their product, and improve it for better using their innovative ideas. For instance, coming up with an innovative feature that can be added to the product or app.

• User awareness: Companies organizing Blockchain hackathons can educate users about specific features of their Web3 app. They can talk about its benefits and the use cases as well.

• Building ecosystem: By inviting developers to solve a problem, share innovative ideas or build technologies in the Blockchain industry, you are building a network of Blockchain developers.

• Funding app ecosystem: Developers and founders developing Web3 technology can get funding for their ideas and efforts. For example, Web3athon 2023 offered $2,00,000 grants to developers building Web3 solutions.
• Innovation: To solve a specific problem in the Blockchain industry, developers can build disruptive technology.

Also, watch: Decrypting Blockchain Innovation

Examples of Blockchain hackathons by HackerEarth with proven impact

Below we have shared virtual Blockchain hackathons hosted by different Blockchain companies to build an ecosystem of Blockchain developers, and even fund their ideas.

Buidl

This hackathon, hosted by Coinbase Cloud, Polygon and Coindesk aimed at sourcing incredible ideas for Web3 innovations, and even funding them.

Image Source

Impact: Received 5,821 registrations

Web3athon

Web3athon is an annual, multi-Blockchain, virtual hackathon hosted by Consensus with partners Alchemy University and HackerEarth to build better, scalable products that use Web3 to provide appropriate solutions. With this hackathon, 6 teams building five Blockchain ecosystems will take home $2,00.000 grants.

This hackathon, which concluded after 14 weeks, offered $80,000 in prizes, and had 17 sponsors aimed at bringing more developers to Web3 through partner grant programs.

Image Source

Impact: Received over 6,000 registrations; 378 ideas in stage 1 and 163 projects submitted in stage 2.

Also, read: 15 Hackathon Ideas for Blockchain

Why did these Blockchain hackathons work?

Blockchain hackathons vs conference work better because they are more interactive and encourage the attendees to participate in the event, which rarely happens in conferences. But there are more reasons too. Let’s discover them:

• Innovation and creativity: Hackathons are a breeding ground for innovative and creative ideas. Blockchain technology is still relatively new, and hackathons allow participants to explore its potential applications in various industries and domains.
• Focused environment to learn: Hackathons offer a focused environment where participants can work intensely on their projects for a limited period. This concentrated effort can lead to rapid progress and viable prototypes or proof-of-concept development.
• Mentoring and collaborative learning: Participants at Blockchain hackathons often come from diverse backgrounds, including developers, designers, business professionals, and subject matter experts. We ensure that hackathons have AMA (Ask Me Anything) sessions with experts, and participants are encouraged to connect with each other on Discord and other forums so that they can learn from each other’s experiences and understand the technology via hands-on learning.
• Community and exposure: Many hackathons provide mentorship and support from experienced professionals in the blockchain space. These mentors can guide participants, share insights, and help refine their ideas and implementations. This exposure allows participants to showcase their projects to potential investors, collaborators, or employers.
• Potential for real-world implementation: Some hackathons are organized in collaboration with industry partners actively looking for innovative solutions to real-world problems. This increases the chances of successful projects getting further development and implementation opportunities.
• Open source culture: The open-source nature of many blockchain projects allows participants to build upon existing frameworks and contribute their work back to the community. This collaborative approach encourages continuous improvement and accelerates development.

How HackerEarth can help you maximize ROI from Blockchain hackathons?

Rootstock and Web3athon used HackerEarth’s Hackathon platform to host their virtual hackathon. This helped them manage everything end-to-end—from creating a landing page for their hackathon to promoting each hackathon to HackerEarth’s community of 7.8 million developers across the globe.

Just like them, HackerEarth can help you organize your next Blockchain hackathon as part of your industry conference or as a standalone event. Our team of experts can help you with:

• Creating a unique problem statement and theme for the event
• Managing participation and promotion activities
• Assessing and evaluating entries and submissions
• Feedback, mentoring, and learning activities at the event
• Creating unique IP (Intellectual Property) that can be used by your company to build actual products with real-world implications
• Helping developers understand your Blockchain tech or product and encourage adoption

Ready to create your next Blockchain hackathon? Book a demo with HackerEarth.

Business organizations are constantly trying to keep up-to-date with current trends, and this includes adopting the latest technology to assist with learning and development. After all, a well-trained workforce is great for business.

L&D tools can be used to train employees, and support them as they learn and grow. It’s a key part of corporate talent management as it helps to keep employees performing to a high standard.

These days, businesses rely on technology to help them train their employees. So, why is L&D so important and why does it need heavy investment? Let’s find out more about software tools that are available and how they can be used.

What is learning & development?

Learning and development (L&D) refers to the process of enhancing employees’ skills, knowledge, and competencies through various educational methods. It involves structured programs and activities designed to improve performance and foster personal and professional growth. L&D is crucial for organizations to stay competitive, adapt to industry changes, and ensure employees are equipped with the latest skills. Effective L&D programs include training sessions, workshops, online courses, and mentorship opportunities, which help in increasing productivity, boosting morale, and promoting innovation within the workforce. Investing in L&D ultimately leads to better employee retention and overall organizational success.

How is technology used in training and development?

Technology is widely used in training and development to enhance the learning experience, both at a school education level and in the workplace. Here are some common ways it’s used:

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E-learning platforms

E-learning platforms have perhaps become one of the most frequently used ways to learn new information on the computer.

These platforms offer various courses, modules, and resources that learners can access remotely through computers or mobile devices. They can also provide flexibility in terms of time and location, allowing learners to study at their own pace. This can be beneficial for organizations who want employees to participate in some training courses from home.

Multimedia tools

Technology provides various multimedia tools:

• Videos and video games
• Simulations
• Interactive modules

These tools engage learners through visual and interactive elements, making the learning experience more dynamic and impactful. This can often be more engaging than staring at a book!

While videos can demonstrate practical skills, simulations allow learners to practice in a safe and controlled environment. That’s why, businesses should look at the game development pipeline to create something that employees can use to learn in a fun and effective way.

Mobile learning

Pretty much everyone owns a smartphone nowadays, and this technology facilitates learning on the go. Mobile learning allows learners to access training materials and resources anytime and anywhere, making learning more convenient and flexible.

Apps and mobile-responsive websites provide bite-sized learning modules, assessments, and interactive content optimized for mobile devices.

Virtual reality and augmented reality

You may have already heard of immersive technologies like virtual reality (VR) and augmented reality (AR). They offer unique training experiences that are still really new in terms of learning tools.

VR creates simulated environments where learners can practice skills or undergo simulations, such as virtual safety drills or medical procedures. AR overlays digital information onto the real world, providing interactive guidance and support during training activities.

This way of learning may be more expensive than e-learning online, because it requires an investment into headsets. Businesses would need to find more money in their L&D budget to use this software.

Also, read: Now in Tech: AI, Assessments, and The Great Over-Correction

Social learning and collaboration tools

Social learning means connecting learners with peers and instructors. This can be in the form of discussion forums, chat features, and video conferencing tools. It enables employees to interact, share knowledge, and collaborate on projects. Social learning fosters a sense of community, encourages peer support, and enhances knowledge exchange.

Data collection and personalization

Another way technology is used in learning and development is to collect and analyze data. It can create personalized learning experiences tailored to individual learner needs and preferences.

These adaptive technologies use learner data to dynamically adjust content, pacing, and assessments, optimizing learning.

What is the relationship between technology and learning?

As we know, technology has significantly transformed the way we acquire knowledge, access information, and engage in the learning process. So, let’s take a look at the relationship between technology and learning.

Accessibility and flexibility

Technology has made learning more accessible and flexible than ever before. Online platforms, e-learning modules, and digital resources enable employees to access business materials from anywhere at any time.

This accessibility breaks down barriers related to geographical location, time constraints, and physical limitations, providing opportunities for lifelong learning. There are also various platforms available to suit differing budgets, which makes it more accessible to even more small businesses.

Engagement and interactivity

Learner engagement and interactivity is enhanced with technology. Using multimedia tools, interactive simulations, videos, and gamification elements create immersive and dynamic learning experiences.

Whether it’s learning about new store policies or VoIP auto dialer software, interactive elements capture learners’ attention and promote active participation, resulting in improved knowledge retention and understanding.

Personalization and adaptive learning

Adaptive technologies make use of data analytics and algorithms to assess learners’ progress, preferences, and learning styles.

This data-driven approach enables the delivery of more customizable content, pacing, and assessments, tailoring the learning experience to the individual’s needs.

Information and knowledge acquisition

Technology provides instant access to vast amounts of information and knowledge resources. Search engines, online databases, digital libraries, and educational websites enable learners to explore various topics, conduct research, and expand their understanding.

It equips learners with the skills to navigate and evaluate information critically, promoting digital literacy.

Continuous learning and professional development

Advances in tech can assist with lifelong learning and continuous professional development. Online courses, webinars, podcasts, and microlearning modules offer opportunities for individuals to upskill, reskill, and stay updated with industry trends.

This enables professionals to acquire knowledge and skills at their own pace and according to their specific needs.

Also, read: Upskilling and Reskilling: Ready to Future-Proof Your Workforce?

How to use technology for teaching and learning?

Technology can be used for teaching and learning, but it does require heavy investment to get the best options available. Here are some key considerations for effective utilization of technology:

Aligned with teaching

Technology should be aligned with teaching principles and learning objectives. It should genuinely be helpful to the subject matter, such as teaching employees about ML solutions using computers. Businesses should carefully select technology tools and platforms that align with their methods and the desired outcomes.

Blended learning approach

Incorporating a blended learning approach combines traditional face-to-face instruction with online and technology-enabled activities. This approach allows for a balanced integration of technology and in-person interactions, leveraging the benefits of both. It may also be more cost-effective for businesses. You can use technology for delivering content to engage learners in interactive activities, and encourage collaboration.

Active and engaging learning

Technology can promote active and engaging learning experiences. Businesses should make the most of all tools that could capture people’s attention and make learning fun, not boring. Encouraging learners to actively participate, reflect, and apply their knowledge through technology-based activities promotes deeper understanding and knowledge retention.

Personalization and differentiation

You can create personalized learning experiences to cater to individual learner needs, interests, and abilities with software. Some technologies can analyze learner data and provide tailored content, pacing, and assessments.

Collaboration and communication

Technology tools and platforms encourage collaboration and communication among colleagues, instructors, and peers. Forums, online chat features, video conferencing, and collaborative document editing platforms are there to allow people to connect, share ideas, and engage in group projects. Businesses should offer a collaborative learning environment where learners can actively participate and exchange knowledge and perspectives.

Continuous professional development

Technology plays a crucial role in supporting an employee’s professional development. Once hired, they can continue to learn about their job by making use of e-learning software. Online resources, webinars, virtual conferences, and professional learning communities provide opportunities for companies to enhance their learning strategies.

Data-informed decision making

You can use valuable data and analytics on learner progress, engagement, and performance, to make data-informed decisions to enhance teaching and learning experiences and improve operational efficiency. Utilize data analytics to gain insights into learner needs, identify areas for improvement, and make data-informed decisions to enhance teaching and learning experiences.

Types of learning development tools

There are many types of learning development tools that businesses use to keep employees up to date with their job role. Here are some of the most used learning development tools:

1. Video training software

Using video software can be an easy and effective way to educate employees about the job. Managers can create and share videos with staff members to train them on a particular topic such as how to use the new computer system, or just for general annual training updates.

It helps L&D teams to educate employees in a cost-effective way.

2. Knowledge sharing tools

Knowledge sharing tools can allow businesses to distribute important company information. This can be assets such as the company manual or training guides.

By consolidating all manuals and guides in one place, it acts as a resource for employees to revisit any time they feel like they might need to brush up on their training. They have continued access to learning materials while at work.

3. Learning management systems (LMS)

Some business learning management systems utilize e-learning platforms. These are created to help businesses keep track of employee training progress and oversee development programs. Implementing such systems in corporate organizations can assist in compliance training and the employee onboarding process.

Additionally, LMS platforms often provide features for content creation, assessment management, reporting, and maintenance, ensuring that the learning materials and courses are up-to-date and easily accessible to learners.

Why should we invest more in learning and development technology?

Investing more in learning and development technology is crucial for unlocking the full potential of employee training and professional development.

As we’ve seen, L&D technology enhances engagement, improves knowledge retention, and creates proficiency, leading to improved learning outcomes and skill acquisition. Plus, it enables learning opportunities, which can be great for businesses who employ staff all across the world.

While there may be upfront costs, investing in technology leads to long-term cost savings through the elimination of physical materials and reduced travel expenses.

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The truth is, engineers no more look forward to job positions that offer only a great salary. They are growing increasingly biased towards roles that challenge their expertise and companies that enable positive candidate experience.

The best way to gauge what a role can offer is during the technical interview process. When we asked Piyush Tripathi, the Lead Engineer at Square about the elements he looks for in tech interviews, he shared:

When interviewing with tech companies such as Amazon, Twilio and SendGrid, I focus on several key factors. While compensation is certainly a consideration, it’s not my only focus. A significant factor I evaluate is the alignment of my expertise with the company’s needs. For instance, when interviewing with SendGrid, I was aware that they were working on an email API platform, and as an API expert, I knew it was an excellent fit for my skill set.

Tech interviews have completely changed from what they used to look like earlier. Today’s engineer wants specific roles that match their expertise and values organizations who prioritize candidate experience.

So, for engineers to choose your organization to work at, you need to assess their skills smartly and change your old ways of executing technical online interview. How?

Keep reading to find out.

What to look for when interviewing engineers?

To be able to finalize the right engineering candidates for your organization, you need to be mindful of both the hard and soft skills you should assess. Below, we have shared four skills you should look for. These skills will help you:

• Assess the candidate for the specific technical abilities relevant to their role.
• Assess the personality strengths and weaknesses of the candidate to understand whether they can execute responsibilities in the long run or not.

1. Technical skills

By analyzing technical skills, you’ll be able to understand if the engineering candidate fits the role or not.

For example, a front-end developer should have good knowledge of Python and front-end languages such as HTML/ CSS, Javascript, XML, etc.

Note: The nature of technical skills you’ll look at depends on the kind of engineer the tech organization is hiring.

Also, Read: How To Assess Programming Skills Before Hiring

2. Problem-solving skills

Problem-solving is the ability to solve a problem logically and find a solution based on facts and expertise. By identifying problems-solving skills, you’ll understand the engineer’s capacity to analyze problems by interpreting the data.

To assess problem-solving skills, ask problem-solving interview questions and then look for candidates who approach complex problems with a structured and logical mindset. They should be able to:

• Break down complex problems
• Identify potential solutions
• Evaluate trade-offs

3. Effective communication

An engineer’s job is both technical and complex, but for non-technical people—be it folks from other departments or clients, it’s difficult to understand those technicalities with ease. That’s where we see how important it is for engineers to be able to break down complex conversations into easier ones.

A quote from the Report ‘Communication Skills For the 21st Century Engineer’ sums it up:

There is ample evidence that graduate engineers lack the required standard of communication skills, particularly when compared to the needs of the industry internationally. Communication skills are a regular feature of an engineer’s job in industry; some graduates employed in industry have identified that education in communication skills needs to be improved, given the demands encountered in the industry.

Note: This applies to engineers of all levels.

4. Teamwork and collaboration

Whether the engineer is willing to work with other team members or enjoys working independently gives a fair understanding of the few other skills of the engineer. These skills include his learning capabilities, willingness to bond with teams, and leadership traits.

So, ask the candidate questions that reflect their team playing capabilities.

Historical challenges with technical online interview

Problem with most tech organizations: they’re still using the traditional methods to conduct technical online interview—conducting multiple online interview rounds even for junior-level engineering roles, not giving proper feedback, not engaging with the candidates at each phase, both before and after the interview is conducted, and so on.

It’s time to break the old patterns of tech interviews. Below we have listed the exact challenges developers have been unhappy about and how you can fix them.

Challenge #1: Poor communication

The biggest challenge for engineers is poor communication. Engineers feel stuck and clueless when recruiters and interviewers do not communicate the right way.

Tripathi further pinpoints the same issue:

I believe timely communication could be improved. Sometimes, there is a significant waiting period between the various stages of the process, which can leave candidates feeling uncertain and anxious. Providing clear timeframes and keeping candidates informed can alleviate some of these concerns.

It doesn’t matter whether it’s the pre-interview, during the interview or the post-interview stage, engineers frequently experience disengagement with recruiters.

• Pre-interview: When engineers do not have end-to-end information about the role, the online interview process and the timelines for the interview.
• During the interview: When interviewers do not show interest in the conversation when the candidate is sharing their approach and solutions with the them
• Post-interview: When engineers are left wondering whether or not they’ve been selected as recruiters do not get back to them and update them on the application progress.

💡Solution: For effective communication, you need to be transparent with the candidate about your expectations with the role, the interview rounds, the interview process and the tools that will be made available to the candidate during the interview.

Tripathi continues by sharing his experience with Square and shares how engaged the interviewers were during the process.

It was clear that they had done their research and thoroughly reviewed my resume. Their coding tools were also flexible, which made it easy for me to provide my answers. Additionally, they were very respectful of my time. When we had to reschedule, they apologized and gave me multiple options, which made me feel valued.”

Challenge #2: Unwillingness to give proper feedback

Feedback has always been a challenge, even for non-technical roles. Whenever it’s time to announce results, companies fail to give actionable feedback. The only golden words an engineer would hear:

“Thank you for your time but unfortunately you couldn’t make it through :-(”

This is a sad moment for engineers. They don’t know what went wrong. Did they lack technical knowledge of the coding language they preferred in the interview? Was the code they ran erroneous?

If engineers receive the right feedback, they can understand their performance in the interview, and better themselves for future technical online interview.

💡Solution: Give personalized feedback to each engineer candidate either after the interview or during the interview.

• During the interview feedback: Use tools like HackerEarth’s FaceCode that allow you to give feedback in real-time to candidates for the live code they have run.
• After the interview: Send pre-recorded videos via Loom to these candidates and share with them where they lacked.

Challenge #3: Asking engineers to code on paper

Coding on paper is one of the traditional methods many companies hiring engineers have used in the past.

Irony: Some companies still follow this process.

Imagine the developer writing the code on paper and not being able to run the code and see whether their syntax is error free and actually working!

They won’t be able to do it unless you allow the candidates to write the code first and then run it on the computer. But this approach has drawbacks too, especially for remote interviews.

As a remote interviewer, for sure—you can see the written code by the developer on paper but cannot see the execution part. This makes evaluating the engineer a painful process.

Also, read: 4 Reasons Why Coding Interviews are Broken

💡Solution: For on-site interviews, going with the pen and paper + running the code on desktop is an acceptable approach; but for technical online0 interview, you’ll need live coding tools.

Konstantin Ovchinnikov, the Frontend Developer at Storylane shares his experience of how he felt confused and directionless when he participated in a tech challenge.

I invested several days in a significant coding challenge, only to receive an unclear response that they liked it but did not proceed further due to a business owner’s decision. This left me feeling confused and frustrated, as it seemed like a waste of my time and effort. I hope to encounter a more streamlined and transparent process in the future, perhaps with more emphasis on live coding during the interview itself.

You can use coding softwares like HackerEarth’s FaceCode to conduct live coding interviews. With such coding tools, you’ll be able to see the developer type the code in real-time and evaluate their approach to solving the problem and assess the candidate’s skill of understanding the complex systems. .

How HackerEarth can help engineering managers and recruiters streamline their technical online interview process

Moment of truth: your organization needs to break the odds tech companies have followed for ages. From assessing the developers’ technical skills or conducting live coding interviews to provide them real-time feedback on their written code, HackerEarth can be your knight in shining armor 😎

You ask how? Well, let us give you three answers:

• Identify the engineers’ strengths and weaknesses: HackerEarth’s Assessments let you screen the engineer’s technical knowledge based on the coding questions you ask them. This helps you quickly evaluate the results and tells you the weaknesses and strengths of the candidate and gives them a score on their strengths and weaknesses allowing you to filter out the top-performing engineers.

• Assessing practical skills: Once you have filtered out the top developers, use HackerEarth’s FaceCode to schedule coding interviews—invite the selected engineers and ask them to code in real time. Best part? You get automated interview summaries with AI-based behavioral insights that help the interviewers make smarter hiring decisions.

• Demonstrating real-world problem-solving abilities: If you want to step up your hiring process and don’t want to hire engineers the traditional way, leverage HackerEarth’s Hackathons to organize tech hackathons where you can give a real-world problem statement to engineers to work on and evaluate their skills based on the results.

If you want to break through those old ways of conducting tech interviews and improve the interview experience for your engineering candidates, book a demo with HackerEarth.

This article was written with insights from James Deverick at Sage

The current state of workplace DE&I

When it comes to diversity, equity, and inclusion (DE&I), it’s crucial to understand that these are three different ideas. Of course, they are related, but developing an effective overall DEI strategy means understanding where they overlap and where they’re distinct.

• Diversity: This relates to the representation of people in the workplace according to gender, ethnicity, age, physical ability range, neurodiversity, sexuality, etc.
• Equity: This is about ensuring fair treatment for all. It involves arranging your policies and practices so they don’t inadvertently disadvantage anyone.
• Inclusion: Making sure everyone is included and given an equal opportunity to contribute. This means actively considering any biases weighing against this and trying to overcome them.

One challenge that often crops up when aiming to implement a DEI strategy is the asymmetry of information. That’s to say that when data silos develop in your organization, it causes problems. A lack of access to business-critical knowledge can quickly become a barrier to inclusion.

Centralizing your data with an ERP software solution is an excellent way to resolve this. This kind of tool allows you to store all your information in a secure database that links up your systems. Instead of your various teams having no clue what other departments are doing, everyone has access to company-wide data that’s updated in real-time.

This makes it much easier for staff from every area of your business to make contributions, as they all have access to the same information. ERP tools thus level the playing field, which is exactly what you need if you want to focus on DEI.

Of course, this is just one of the ways tech can help boost your DEI efforts. So, it’s now time to dig a little deeper into the broad array of benefits to be gained.

The role of empathetic technology in DE&I

Before we go any further, let’s first spend a moment exploring what exactly is meant by “empathetic technology”. This term covers the use of any tech-based tools or systems designed to understand and respond to human emotions.

The kinds of things that count as empathetic technology include:

• Wearables that use physical metrics to determine a person’s mood.
• Customer service chatbots.
• Platforms that use AI to make an easy-to-learn user interface.

When applied in the workplace, empathetic technology can play a significant role in achieving DE&I goals.

Some major benefits you can gain from implementing this kind of tech into your strategy include:

Fosters inclusion and accessibility

Key to promoting inclusion and accessibility is recognizing that individuals’ different perspectives on life have value in and of themselves. It’s crucial to find ways for all employees to participate equally, regardless of their background.

Examples of empathetic technology that can support this include:

• Voice recognition and natural language processing tools. These can make workplace communication more accessible for people who have disabilities.
• Multilingual language support for your key platform user interface. This can help staff whose first language isn’t the one used for general workplace communication.
• Personalized content and recommendations using machine learning techniques. Catering to individual needs and preferences using tailored content makes sure employees feel valued and included.

Mitigates bias and discrimination

No matter how hard you try to avoid it, the truth is that human beings are creatures of bias. Confirmation bias, logical fallacies, groupthink—we’ve all been there.

Let’s take recruitment. You’ve probably devoted a lot of time to developing an effective hiring process that acknowledges the importance of diversity in tech. After all, you know your business will thrive if it can attract top talent.

Maybe you already use cutting-edge techniques such as values-based recruitment (which you absolutely should, by the way). But could you be doing more to make the process more equitable?

Luckily, there’s help out. Empathetic tech can go a long way toward stripping out any remaining biases in your selection procedures. That’s because AI algorithms can be trained to detect and minimize biases in your process, helping you make fairer and more diverse hiring decisions.

Once your people have settled in, empathetic technology can help you in other ways too. For example, you can use it to develop training plans to reduce the risk of discrimination in the workplace.

One approach is to use augmented reality or virtual reality platforms. These can simulate real-life scenarios to raise awareness about unconscious biases and foster empathy among employees.

Enhances collaboration and cultural understanding

The right tech can also play a significant role in breaking down barriers and promoting effective communication among diverse teams.

Let’s use chatbots as an example. The standard of chatbot tech has undergone phenomenal improvements over the past few years. When most people hear the word “chatbot”, automated customer service agents probably spring to mind, but there are other ways you can use them in the workplace to promote DEI.

For instance, chatbots can be helpful as virtual trainers or guides to educate employees about different cultural norms and customs. They’re also a good option for delivering interactive modules or simulations to raise awareness about cultural diversity.

This kind of initiative helps your employees better grasp cultural differences. In the long run, this is one of the best employee retention strategies, since staff are much more likely to stay in a work environment where they feel valued and understood by their peers.

How to adopt empathetic technology in your DEI strategy

Whatever type of tech you plan to introduce into your organization, there are a few essential elements you first need to consider.

Set clear goals and objectives

Clarity is key. Define your DEI-related goals and objectives aligning with your organization’s overall strategy. Work out how empathetic technology can contribute to achieving these and develop a list of realistic KPIs.

Be specific about the metrics you want to hit, whether it’s fostering inclusion, mitigating bias, or enhancing cultural understanding. Make sure you set down in detail what the desired outcomes are and set deadlines for meeting these.

Secure support from organizational leaders to prioritize DEI

There’s no doubt that although many leaders talk about diversity in tech, they don’t all walk the walk. Unfortunately, without C-suite buy-in, any DEI strategy is doomed to fail.

So, how do you engage organizational leaders and secure their commitment to prioritizing DEI efforts? Answer: you show them evidence of its practical benefits.

Let’s consider something familiar to most businesses: the accounts team. In any organization, one of the most critical functions of this team is paying suppliers and other stakeholders accurately and on time.

DEI policies can address unconscious biases and ensure equity in accounts payable processes. These could include such day-to-day operations as invoice processing, payment approvals, and expense reimbursements.

You can use modern account payable software to keep track of transactions and automate your procedures. Doing this makes it easier to make sure that all employees and stakeholders receive fair treatment. This will bolster your company’s reputation and boost your DEI credentials.

Also, Read: D&I Lessons to Learn From Top D&I Global Organizations

Adopt a user-centered design approach

Involving employees and stakeholders in the design and development process is also a good idea. This means conducting user research to understand the needs, preferences, and pain points your tech will address.

Some people are reluctant to embrace wearable tech, for example. It’s vital to be aware that previous work experiences may have left some employees mistrustful of senior management’s motives for introducing biometric tech into the workplace.

So, it’s crucial to incorporate their feedback and perspectives. This way, the technology you invest in will be more likely to meet employee expectations and be inclusive by design.

Provide comprehensive employee training and education programs

You can never have too much in the way of upskilling and reskilling in the workplace. Offer comprehensive training programs to educate employees on the benefits and ethical considerations of using empathetic technology.

Specifically, teach them how to use this tech to enhance DEI efforts, address biases, and promote inclusive practices. Encourage open dialogue and create spaces where employees can share their honest insights.

Prioritize data privacy and security considerations

Data privacy and security are paramount when implementing empathetic technology. Ensure compliance with relevant regulations and establish watertight procedures for protecting sensitive information by taking into account the utilization of top proxies to enhance security.

Keep a two-way conversation going at all times surrounding data collection, storage, and usage. Always remember to obtain explicit consent from users, as well as regularly review and update privacy policies to nip any problems in the bud before they cause real headaches.

Ensure technology can accommodate future growth

Your empathetic technology solutions must also be scalable and adaptable to evolving DEI requirements. Regularly evaluate the effectiveness of your tech and make necessary adjustments as your organizational goals develop.

New possibilities with empathetic technology

We’ve certainly come a long way from where we started. Over the years, DE&I policies have adapted as businesses everywhere have begun to understand how crucial it is to achieve diversity in tech.

Although some challenges remain, there’s no doubt that the rise of empathetic technology is opening up new possibilities for solving them. If you’re looking to breathe new life into your current DEI strategy, it could be time to get some digital help.

Artificial Intelligence (AI) has permeated virtually every industry, transforming operations and interactions. The tech recruitment sector is no exception, and AI’s influence shapes the hiring processes in revolutionary ways. From leveraging AI-powered chatbots for preliminary candidate screenings to deploying machine learning algorithms for efficient resume parsing, AI leaves an indelible mark on tech hiring practices.

Yet, amidst these promising advancements, we must acknowledge the other side of the coin: AI’s potential malpractices, including the likelihood of cheating on assessments, issues around data privacy, and the risk of bias against minority groups.

The dark side of AI in tech recruitment

The introduction of AI in recruitment, while presenting significant opportunities, also brings with it certain drawbacks and vulnerabilities. Sophisticated technologies could enable candidates to cheat on assessments, misrepresent abilities and potential hiring mistakes. This could lead to hiring candidates with falsifying skills or qualifications, which can cause a series of negative effects like:

• Reduced work quality: The work output might be sub-par if a candidate doesn’t genuinely possess the abilities they claimed to have.
• Team disruptions: Other team members may have to pick up the slack, leading to resentment and decreased morale.
• Rehiring costs: You might have to let go of such hires, resulting in additional costs for replacement.

Data privacy is another critical concern

Your company could be left exposed to significant risks if your AI recruiting software is not robust enough to protect sensitive employee information. The implications for an organization with insufficient data security could be severe such as:

• Reputational damage: Breaches of sensitive employee data can damage your company’s reputation, making it harder to attract clients and talented employees in the future.
• Legal consequences: Depending on the jurisdiction, you could face legal penalties, including hefty fines, for failing to protect sensitive data adequately.
• Loss of trust: A data breach could undermine employee trust in your organization, leading to decreased morale and productivity.
• Financial costs: Besides potential legal penalties, companies could also face direct financial losses from a data breach, including the costs of investigation, recovery, and measures to prevent future breaches.
• Operational disruption: Depending on the extent of the breach, normal business operations could be disrupted, causing additional financial losses and damage to the organization’s reputation.

Let’s talk about the potential for bias in AI recruiting software

Perhaps the most critical issue of all is the potential for unconscious bias. The potential for bias in AI recruiting software stems from the fact that these systems learn from the data they are trained on. If the training data contains biases – for example, if it reflects a history of preferentially hiring individuals of a certain age, gender, or ethnicity – the AI system can learn and replicate these biases.

Even with unbiased data, if the AI’s algorithms are not designed to account for bias, they can inadvertently create it. For instance, a hiring algorithm that prioritizes candidates with more years of experience may inadvertently discriminate against younger candidates or those who have taken career breaks, such as for child-rearing or health reasons.

This replication and possible amplification of human prejudices can result in discriminatory hiring practices. If your organization’s AI-enabled hiring system is found to be biased, you could face legal action, fines, and penalties. Diversity is proven to enhance creativity, problem-solving, and decision-making. In contrast, bias in hiring can lead to a homogenous workforce, so its absence would likely result in a less innovative and less competitive organization.

Also read: What We Learnt From Target’s Diversity And Inclusion Strategy

When used correctly, AI in recruitment can take your hiring to the next level

How do you evaluate the appropriateness of using AI in hiring for your organization? Here are some strategies for navigating the AI revolution in HR. These steps include building support for AI adoption, identifying HR functions that can be integrated with AI, avoiding potential pitfalls of AI use in HR, collaborating with IT leaders, and so on.

Despite certain challenges, AI can significantly enhance tech recruitment processes when used effectively. AI-based recruitment tools can automate many manual recruiting tasks, such as resume screening and interview scheduling, freeing up time for recruiters to focus on more complex tasks. Furthermore, AI can improve the candidate’s experience by providing quick responses and personalized communications. The outcome is a more efficient, candidate-friendly process, which could lead to higher-quality hires.

Let’s look at several transformational possibilities chatbots can bring to human capital management for candidates and hiring teams. This includes automation and simplifying various tasks across domains such as recruiting, onboarding, core HR, absence management, benefits, performance management, and employee self-service resulting in the following:

For recruiters:

• Improved efficiency and productivity: Chatbots can handle routine tasks like responding to common inquiries or arranging interviews. Thereby, providing you with more time to concentrate on tasks of strategic importance.
• Enhanced candidate experience: With their ability to provide immediate responses, chatbots can make the application process more engaging and user-friendly.
• Data and insights: Chatbots can collect and analyze data from your interactions with candidates. And provide valuable insights into candidate preferences and behavior.
• Improved compliance: By consistently following predefined rules and guidelines, chatbots can help ensure that hiring processes are fair and compliant with relevant laws and regulations.
• Cost saving: By automating routine tasks for recruiters, chatbots can help reduce the labor costs associated with hiring.

Also read: 5 Steps To Create A Remote-First Candidate Experience In Recruitment

For candidates:

Additionally, candidates can leverage these AI-powered chatbots in a dialog flow manner to carry out various tasks. These tasks include the following:

• Personalized greetings: By using a candidate’s name and other personal information, chatbots can create a friendly, personalized experience.
• Job search: They can help candidates search for jobs based on specific criteria.
• Create a candidate profile: These AI-powered chatbots can guide candidates through the process of creating a profile. Thus, making it easier for them to apply for jobs.
• Upload resume: Chatbots can instruct candidates on uploading their resume, eliminating potential confusion.
• Apply for a job: They can streamline the application process, making it easier and faster for candidates to apply for jobs.
• Check application status: Chatbots can provide real-time updates on a candidate’s application status.
• Schedule interviews: They can match candidate and interviewer availability to schedule interviews, simplifying the process.

For hiring managers:

These can also be utilized by your tech hiring teams for various purposes, such as:

• Create requisition: Chatbots can guide hiring managers through the process of creating a job requisition.
• Create offers: They can assist in generating job offers, ensuring all necessary information is included.
• Access requisition and offers: Using chatbots can provide hiring managers with easy access to job requisitions and offers.
• Check on onboarding tasks: Chatbots can help track onboarding tasks, ensuring nothing is missed.

Other AI recruiting technologies can also enhance the hiring process for candidates and hiring teams in the following ways:

For candidates:

1. Tailor-made resumes and cover letters using generative AI: Generative AI can help candidates create custom resumes and cover letters, increasing their chances of standing out.
2. Simplifying the application process: AI-powered recruiting tools can simplify the application process, allowing candidates to apply for jobs with just a few clicks.
3. Provide similar job recommendations: AI can analyze candidates’ skills, experiences, and preferences to recommend similar jobs they might be interested in.

For recruiters:

• Find the best candidate: AI algorithms can analyze large amounts of data to help you identify the candidates most likely to succeed in a given role.
• Extract key skills from candidate job applications: Save a significant amount of time and effort by using AI-based recruiting software to quickly analyze job applications to identify key skills, thereby, speeding up the screening process.
• Take feedback from rejected candidates & share similar job recommendations: AI can collect feedback from rejected candidates for you to improve future hiring processes and recommend other suitable roles to the candidate.

These enhancements not only streamline the hiring process but also improve the quality of hires, reduce hiring biases, and improve the experience for everyone involved. The use of AI in hiring can indeed take it to the next level.

Where is AI in recruitment headed?

AI can dramatically reshape the recruitment landscape with the following key advancements:

1. Blockchain-based background verification:

Blockchain technology, renowned for its secure, transparent, and immutable nature, can revolutionize background checks. This process which can take anywhere from between a day to several weeks today for a single recruiter to do can be completed within a few clicks resulting in:

• Streamlined screening process: Blockchain can store, manage, and share candidates’ credentials and work histories. Thereby speeding up the verification and screening process. This approach eliminates the need for manual background checks. And leads to freeing up a good amount of time for you to focus on more important tasks.
• Enhanced trust and transparency: With blockchain, candidates, and employers can trust the validity of the information shared due to the nature of the technology. The cryptographic protection of blockchain ensures the data is tamper-proof, and decentralization provides transparency.
• Improved data accuracy and reliability: Since the blockchain ledger is immutable, it enhances the accuracy and reliability of the data stored. This can minimize the risks associated with false information on candidates’ resumes.
• Faster onboarding: A swift and reliable verification process means candidates can be onboarded more quickly. Thereby, improving the candidate experience and reducing the time-to-hire.
• Expanded talent pool: With blockchain, it’s easier and quicker to verify the credentials of candidates globally, thereby widening the potential talent pool.

2. Immersive experiences using virtual reality (VR):

VR can provide immersive experiences that enhance various aspects of the tech recruitment process:

• Interactive job previews: VR can allow potential candidates to virtually “experience” a day i.e., life at your company. This provides a more accurate and engaging job preview than traditional job descriptions.
• Virtual interviews and assessments: You can use VR to conduct virtual interviews or assessments. You can also evaluate candidates in a more interactive and immersive setting. This can be particularly useful for roles that require specific spatial or technical skills.
• Virtual onboarding programs: New hires can take a virtual tour of the office, meet their colleagues, and get acquainted with their tasks, all before their first day. This can significantly enhance the onboarding experience and help new hires feel more prepared.
• Immersive learning experiences: VR can provide realistic, immersive learning experiences for job-specific training or to enhance soft skills. These could be used during the recruitment process or for ongoing employee development.

Also read: 6 Strategies To Enhance Candidate Engagement In Tech Hiring (+ 3 Unique Examples)

AI + Recruiters: It’s all about the balance!

To summarize, AI in recruitment is a double-edged sword, carrying both promise and potential problems. The key lies in how recruiters use this technology, leveraging its benefits while vigilantly managing its risks. AI isn’t likely to replace recruiters or HR teams in the near future. Instead, you should leverage this tool to positively impact the entire hiring lifecycle.

With the right balance and careful management, AI can streamline hiring processes. It can create better candidate experiences, and ultimately lead to better recruitment decisions. Recruiters should continually experiment with and explore generative AI. To devise creative solutions, resulting in more successful hiring and the perfect fit for every open role.