2025 is here, and it is time to look ahead. Start planning your tech hiring needs as per your business requirements, revamp your recruiting processes, and come up with creative ways to land that perfect “unicorn candidate”!

Right? Well, jumping in blindly without heeding what this year holds for you can be a mistake. So before you put together your plans, ask yourselves this—What are the most important 2025 recruiting trends in tech hiring that you should be prepared for? What are the predictions that will shape this year?

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

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

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

Mike “Batman” Cohen is the Founder of Wayne Technologies which is a Sourcing-as-a-Service company. It provides Recruitment Data and Candidate Outreach services and aims to elevate the talent acquisition journey.

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

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

Steve O’Brien serves as Senior Vice President, Talent Acquisition at Syneos Health where he leads a global team of the world’s best recruiters hiring talent in over 30 countries and engaging markets in over 24 languages. He has nearly twenty years of diversified recruitment experience.

Patricia (Sonja Sky) Gatlin is a New York Times featured activist, DEI Specialist, EdTechie, and Founder of Newbies in Tech. She has worked 10+ years in Higher Education and 3+ years in Tech. She’s recently merged the two fields and currently works part-time as a Diversity Lead sourcing and recruiting STEM professionals to teach gifted students. She aims to inspire people, and become a Chief Diversity Officer and Tech influencer.

Let’s get to it, shall we?

Overview of the upcoming tech industry landscape in 2024

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

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

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

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

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

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

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

6 industry experts predict the 2025 recruiting trends

#1 We’ve seen many important moments in the tech industry this year; such as the wave of quiet quitting, and tech companies standing up for their female employees against Roe vs. Wade. Do you foresee any of these carrying over to 2025 and why?

Rado: In my opinion, a lot of those will carry over. I felt this was a preparation year for what was to come. I expect next year to have a lot of turmoil. There is still a raging war in Europe, the economy is a stretch team, and for the first time since the dot-com, bubble tech is not out of this.

Mike: I wish I had the crystal ball for this, but I hope that when the market starts picking up again (rapidly I’m inclined to think) that companies will have to adopt more and higher levels of support for the employees as it relates to culture, DEI, and general happiness. As competition picks back up for top candidates across the board, especially in high-tech, what we’ve learned and where the market has been heading since 2020 will play an even bigger and more important role in the attraction and retention of talent.

Pamela: Quiet quitting has been here way before 2022, and it is here to stay if organizations and companies with poor management and leadership are unwilling to inspire and motivate people. The only difference I see in 2025 is that some small part of those poorly managed companies will become more aware of the reality that quiet quitting is happening in their backyard. Tech companies are now setting the trends for creating benefits policies that protect everyone equally, and this won’t be any different in 2025.

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

Brian: Yes, absolutely. In the 2022 Edelman Trust Barometer report, the global agency surveyed more than 36k+ people across 28 countries, and out of this pool, almost 1 in every 2 people interviewed said they see government and media as divisive forces. We as a global population are looking at increasing levels of our local, national, and global companies, nonprofits, communities, and organizations to be champions for our rights, ideologies, and values.

On the other hand, the report also found that people do not think businesses are doing enough to solve society’s issues, be that climate change; economic inequality; healthcare; wellness; diversity, equity, inclusion; reskilling; and many more. For people to work at their best, their (company) environments will need to be supportive and conducive to their growth, optimization, and potential. The companies that find a way to balance business growth and personal growth will do disproportionately well compared to those that don’t.

Steve: Quiet quitting in the tech space will naturally face pressure as there is a redistribution of tech talent. Over the past few years, major employers gobbled up tech talent in part catalyzed by the further normalization of virtual working decreasing locations’ role as “friction” in the labor market. That said, the dialogue between “talent” and “employer” will continue to play out with quiet quitting and benefits related to the Dobbs decision being examples of this dialogue. For example, I expect the idea of dual employment and fractionalized employment to remain a vibrant point of discussion in 2023.

Patricia: Quiet quitting has been around for generations—people doing the bare minimum because they are no longer incentivized to stretch themselves thin. Right now we’re in an economic crunch so companies are downsizing and tripling people’s workload. No one wants to talk about that. The same pay for a two-people workload is why gen Z are no longer betting on staying with companies until they die. They invest 5-6 years if they have a 401k or make a switch as soon as another opportunity. I don’t blame them because companies are not giving out promotions, bonuses, or even perks like they use to. But they are happy to have you work harder for less. No one discusses employees who were furloughed during the pandemic and how they suffered in silence.

Companies want to hold on to women in the workforce. Let’s be honest, there are more women in the world, black women are one of the most educated, and studies show that women outlive men. Women rock! They come up with amazing ideas and expedite growth by being mentors and role models.

#2 What is your pro tip for HR professionals/engineering managers who are currently dealing with the hiring freeze and anticipating a huge deluge of vacancies next year?

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

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

It’s in the decrease and increase where companies find the hardest challenges. Dealing with low levels of recruitment needs, or even very high levels with tons of open roles, while they present challenges, they are things that companies have, more or less, figured out. It’s the transition between the two that causes struggle.

Pamela: Remain calm – no need to “add fuel to the fire”! I know it is easier said than done, but in situations when you don’t have control over the outcome, the best thing to do is focus on the day-to-day priorities to get that feeling of control over your work and keep a positive mindset.

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

Companies can create internal hackathons to exercise creativity and shipping muscles for their teams to flex a growth mindset.

Companies can also invest in upskilling their current members so they stay agile when responsibilities shift or requirements change. When there are economic difficulties, hard times, or stressful situations, this warrants more company-wide compassion with a mindset centered around abundance and growth so everyone can survive and thrive together.

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

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

Patricia: Talk to hiring managers in all your departments. Ask, what are the top 3-5 roles they are hiring for in the new year? Let’s be honest, budgets are set between January and June. Start creating pools of candidates that you think would be the best fit. A lot of people get laid off in January too because some companies don’t want to do it during the holidays. Also, those end-of-the-year evaluations might not be so favorable. Either way, people are always looking for work. Get in front of your company’s needs but also the candidates’ needs.

Audit your company’s hiring process as sometimes your process can be extremely outdated! Sometimes your tech can be outdated as well. Do you need to create a better hiring process, onboarding, and off-boarding experience? Look at search committees. See if those persons in them have proper training on DEI, interviewing, or know the recruiting process in detail. Understand your retention rates and how effective are ERGs. Sometimes you’re great at getting talent but not at keeping them.

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

#3 What top 3 skills would you like HR professionals/engineering managers to add to their repertoire in 2025 to deal with upcoming challenges?

Rado: Prioritization, team time, and environment management.

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

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

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

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

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

1. Resilience is a “must-have” skill for the 21st century due to constant changes in the tech industry. Face and adapt to challenges. Overcome them and handle disappointments. Never give up. This will keep HR people alive in 2025.
2. Get some data analyst skills. The capacity to transfer numbers into data can help you be a better HR professional, prepared to improve the employee experience and show your leadership team how HR is leveraging data to drive business results.
3. Self-awareness allows you to react better to upsetting situations and workplace challenges. It is a healthy skill to cultivate – especially as an HR professional.

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

Brian: Agility, resourcefulness, and empathy.

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

Steve: Negotiation, data management, and talent development.

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

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

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

Patricia: Technology, research, and relationship building.

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

You are likely to fall back on your recruitment process if you don’t use candidate relationship management software.

When you have the software integrated into your recruitment process, you can:

• send them company updates and messages to keep them engaged
• follow up with them when a hiring opportunity comes up, using tools like an Auto Dialer to automate timely call reminders and outreach.

In this article, we’ll share how candidate relationship management software can help you improve in these areas and strengthen your recruitment processes.

Let’s read.

What is candidate relationship management?

Candidate relationship management is the structured process of maintaining a healthy, positive relationship with active, passive, and former candidates that may not have worked out in the past but can be a suitable match in the future.

By keeping these candidates engaged, you can:

• educate them about your company
• get them interested in working with you

Let’s say, a candidate has been interviewed for the role of a web developer. The recruiter ensures to keep them updated. But, they fail to do so. The candidate is likely to assume they have been ghosted. Errr.

In such a scenario, send the candidate an apology/rejection message and feedback on why they were not hired. This helps them understand the key areas they need improvement in and creates a positive candidate experience.

For example, Airbnb rejects candidates via email and invites them to a feedback call. Candidates who pass certain stages before being rejected even get coupons to acknowledge their effort.

Importance of candidate relationship management

Candidate relationship management software fills jobs faster by connecting with current and future candidates through email marketing campaigns, recruiting event functionality, and job recommendation portals. Here are 3 ways why candidate relationship management is important:

Keeps the candidates engaged

When you have shortlisted the candidates to move to the next stage of the selection process, keep the candidates engaged with continuous communication.

Create a wider talent pool

With the recruitment CRM, you can collect the candidate’s information—their name, email address, CV, and other information. You can reach out to these candidates later when a new job role in the company opens up.

Track your talent pipeline

Do you have high-quality talent in your pipeline?As the talent market evolves, the need for skills evolves too. That’s when you need to keep track of your talent pipeline. With candidate relationship management software in place, you can check whether you have candidates in your talent pipeline or have exhausted the best talent.

4 ways candidate relationship management software can solidify recruitment process

Let’s understand how candidate relationship management software helps in improving talent sourcing in 5 different ways:

#1—Keep talent engaged throughout the recruitment lifecycle

A disengaged candidate experience leads to uninterested candidates.Candidates want to know whether their application is progressing or not. Here are some best practices to ensure timely candidate updates:

Respond faster

It is common for candidates to not receive replies to their messages, which triggers their actions. If you don’t respond to candidates’ messages or follow-up emails, they are likely to assume the job application isn’t progressing. Result? They’ll move on to apply to other companies.

The solution? Reply to their messages and emails within 48 hours.

Send updates

Let candidates know the status of their application.

• Is the application reviewed?
• Is it rejected?
• Is it moving forward?

Whatever the status of the application is, create a system that lets the candidates know about it.

For example,

Workello, a candidate relationship management tool, sent an automated email to the candidate telling them about the application’s status.

The email is short, and concise and directs the candidate to take the next steps. When the candidate applies for a job at Workello, the recruiter receives the notifications. On reviewing the application, the recruiter can either reject or approve the application.

Based on whether the recruiter approved or rejected the application, the candidate will receive an email (on behalf of the organization for which they applied).

Upon approval, they will receive an email with instructions for the next steps-for example, an invitation for a video interview or assessment.

Give specific instructions

When candidates get specific instructions from the candidate, they have better clarity on how to move forward with the application.

For example, when you post a job ad on job portals, don’t ask the candidate to attach their resume and cover letter. Ask them specific questions they can answer in their cover letter.

Several companies ask candidates to submit a video resume highlighting the specific questions the candidate needs to answer.

Also read: How to Keep Your Application Process Mobile Friendly?

Give them a hiring timeline

Candidates become disengaged during the recruitment process because of the time-consuming hiring process. By adding a hiring timeline, candidates have clear expectations of how long they need to wait before applying for another job role.

To create a hiring timeline:

• Determine an end date—Review the time taken to onboard past hires. Based on this, decide the timeline.
• Decide when to stop searching—Set a limit on how long you’ll accept new candidates.
• Schedule interviews—Set an ideal date range depending on how many candidates you want to interview.

Also read: How Your Tech Stack Can Help You Hire Top Talent

#2—Focus on active and passive candidates

A recruiting CRM stores information about active and passive candidates—their names, email addresses, the social channels they are active on, and notes of conversations you have had with them in the past.

By leveraging this information, you can reconnect with candidates and keep them engaged.

Active candidates

To maintain candidate relationship management with active candidates:

• Answer their queries. Clarify if they have any doubts about the job role or recruitment process, or while filling out the job application.
• Make it easily accessible for the candidates to reach out to you—via text messaging, calls, emails, or social platforms.
• Update them about their application’s progress at each step.
• Give them feedback after the interview is over. Either send it over email or invite the candidate for personalized video feedback.
• Stay in touch with them via email and social media, and let them know about new job opportunities.

Also read: Improving Candidate Experience During Remote Tech Hiring Interviews with FaceCode

Passive candidates

To keep passive candidates engaged:

• Connect with them on their social channels like LinkedIn and Twitter and interact with them. Engage with their content and start a conversation in the DMs.
• Encourage passive candidates to follow the company’s social channels—to get them to stay updated about the company’s events and know about the work the company is doing.
• Invite them to online webinars—to humanize your interaction with them and provide them with learning resources.

Doing this you can familiarize the candidate with your organization. Once done, communicate with them via email.

When a job role opens up in your organization, send them personalized emails:

• to let the candidate know about it
• to see if they are a good fit for the job

Here’s how Manan Shah, Co-founder of Recruiterflow reached out to a passive candidate with a personalized email sharing about the content writing role in their organization.

What worked: In the email, words like content writer and marketer, LinkedIn, and Contensify help the passive candidate understand the extensive research the person has done before reaching out to them.

They introduced their company and gave reasons why the candidate should work with them—an opportunity to learn and grow quickly. They closed the email with a question to make sure the candidate responded to the email.

How to implement: Before writing a personalized email to a passive candidate, do extensive research on the candidate and their expertise. Go to social channels they are active on, and read the work they do and have done in the past. Take notes and use these pointers while crafting your email.

Highlight:

• What does your company do?
• Why should the candidate accept your offer?
• Why should they work with your organization?

Weave in at least one factor into your email and end the email with a question.

To improve your relationship with passive candidates, stay in touch with them even if you haven’t hired them.

#3—Set up drip campaigns

The recruitment CRM helps you streamline the communication with the candidates with a series of automated recruitment emails.

A drip campaign is a series of touch-point emails delivered automatically to highly targeted prospects at predefined intervals. When you send these email campaigns to ideal candidates to keep them engaged with your organization, it is termed a recruitment drip campaign.

Here’s a recruitment drip campaign template provided by Dmytro Kondratiev, CEO and Legal Advisor at LLC Services.

Email 1: Introduction and Interest Check

Subject: Opportunities at Acme Corp

Hi [Candidate],

I hope this email finds you well. I came across your profile on LinkedIn. I’m impressed by your experience and skills in the [industry] field. I’m reaching out to see if you would be interested in exploring career opportunities at Acme Corp.

At Acme Corp, we are a leading [industry] company that is constantly innovating and looking for top talent to join our team. We offer a dynamic work environment, competitive salaries, and opportunities for growth and development.

Would you be open to discussing potential job opportunities at Acme Corp? I would love to learn more about your career goals and see if there might be a fit for you at our company.

Best regards, [Your Name]

Email 2: Follow-Up and Value Proposition

Subject: Acme Corp – A Great Place to Work

Hi [Candidate],

I wanted to follow up on the email I sent last week regarding potential job opportunities at Acme Corp. I hope you had a chance to review some of the information I shared about our company.

At Acme Corp, we pride ourselves on creating a positive and supportive work culture where our employees can thrive. In addition to competitive salaries and benefits, we offer a range of perks and benefits, including:

• Flexible work schedules
• Professional development opportunities
• Employee wellness programs
• Social and team-building events

We believe that our people are our most valuable asset, and we are committed to creating an environment where they can grow and succeed.

If you are still interested in exploring opportunities at Acme Corp, I would be happy to schedule a call to discuss this further. Let me know if this works for you, and we can set a date and time that is convenient for you.

Best regards, [Your Name]

Email 3: Final Follow-Up and Next Steps

Subject: Acme Corp – Let’s Talk

Hi [Candidate],

I’m reaching out one final time to see if you might be interested in discussing career opportunities at Acme Corp. We are always on the lookout for talented professionals like yourself, and I believe you would be a great fit for our team.

If you are still interested in learning more, I would be happy to schedule a call to discuss potential job openings and how your skills and experience might align with our company.

Please let me know if you are available to chat, and we can set a date and time that works for you. I look forward to connecting with you and discussing how Acme Corp can support your career goals.

#4—Integrate with social media

Your candidate relationship management software should integrate with multiple social media channels. When a potential candidate provides their email address, the CRM should be able to find social accounts created using the same email address. By looking at the candidate’s social media profile, recruiters can learn more about the candidate’s background, personality, and additional details making the hiring process simpler.

Take a look at this LinkedIn About section. When the recruiter scanned the candidate’s LinkedIn profile and read the About section, they found out about candidate’s career transition they made.

The profile highlights:

• industry—B2B SaaS
• work experience—writing social media copy, newsletters, e-books, and how-to guides

By studying these highlights, the recruiter understands whether the candidate is the right fit for the role or not.

Also download: The Social Recruiting Cheatsheet

The connecting dots

To make sure you yield the best results for your recruitment needs:

• Send drip campaigns to candidates.
• Integrate the candidate’s social media profile for social screening.
• Update the candidate on each stage of the recruitment process.
• Save additional conversation notes along with each candidate’s details to refer back to later.

Are you ready to streamline your recruitment process with candidate relationship management software? The time is now!

This article was written by Sanketee Kher, a freelance content writer for B2B SaaS.

Are you looking to catapult your HR career to new heights?

To stay up-to-date on industry trends, network with your peers, and gain valuable knowledge—join online HR communities. These communities can offer a wealth of resources and support to navigate the ever-changing world of HR.

From discussion forums to LinkedIn and Slack groups, these communities provide you with tools and resources you need to succeed in your HR career.

HR communities are vital resources for HR professionals, offering platforms for knowledge sharing, problem-solving, and professional development. These communities typically feature:

• Networking opportunities: They provide a space for HR professionals to connect, share experiences, and build professional relationships.
• Knowledge sharing: HR communities often host a wealth of resources like articles, webinars, and case studies, keeping members informed about the latest HR trends and practices.
• Problem-solving forums: Members can seek advice and share solutions to common HR challenges, benefiting from the collective wisdom of the community.
• Professional development: Many HR communities offer training sessions, certifications, and workshops, helping HR professionals stay ahead in their careers.
• Advocacy and influence: Some communities actively advocate for HR interests, influencing policy and workplace standards.
• Global perspectives: As many communities are international, they offer insights into HR practices across different cultures and regions.
• Support and guidance: Newer HR professionals can gain mentorship and guidance from experienced members.

In this article, we’ll look at the top 7 picks for HR communities that you absolutely must join to boost your career.

7 Best HR communities for HR professionals

Let’s review the best HR communities you can join to make a difference:

1. People Geeks

If you’re a new HR professional looking for a supportive and engaging community, check out People Geeks by Culture Amp. This well-known HR community is a great place to:

connect with peers

discuss open roles within your organization

learn about events and meetups happening in your area

What sets People Geeks apart is their sense of community and collaboration. As an HR professional, it’s easy to feel isolated in your role. But with People Geeks, you have the opportunity to connect with like-minded individuals who are passionate about HR and building stellar company cultures. You can share ideas, ask questions, and get feedback from your peers in a supportive and inclusive environment.

Click to join!

2. Human Resources (HR) Professionals

With over 445,000 members, this is one of the largest and most active HR communities on the platform.

In this community, you’ll have the opportunity to:

• engage with other HR professionals from around the world
• have discussions on talent management, development, compensation, diversity, compliance, and employer branding

Whether you’re just starting your HR career or you’re an experienced professional, there’s something for everyone in this vibrant community. Plus, with so many members, you’ll have access to a wealth of knowledge and expertise from professionals at all levels of their careers.

Click to join!

Recommended read —

3. People Over Perks

One of the best HR communities is People Over Perks by Leapsome. This 5,000+ strong operations and HR community on Slack is a fantastic resource for HR professionals looking to:

• connect with like-minded individuals
• learn from their peers.

In this community, you can have conversations with other HR professionals, access members-only content, and discuss best practices with experienced professionals in the field. Plus, with the convenience of Slack, you’ll be able to stay connected and engaged with the community no matter where you are.

Click to join!

4. r/humanresources

Are you an HR professional looking for a community with free-flowing conversations? Look no further than r/humanresources on Reddit. With almost 75,000 members, this subreddit is a go-to resource for HR professionals looking to:

• seek career advice
• ask questions
• get feedback from their peers

You can share your experiences, ask for advice, and engage with other HR professionals from around the world. Plus, it’s ranked in the top 5% of subreddits based on size.

Click to join!

5. #People

As an Operations or HR professional, you know firsthand the importance of building and maintaining a strong, supportive community within your organization. That’s why you should join the #People community.

By participating in this 6,000+ inclusive group, you can tap into:

• a wealth of knowledge and experience from your peers
• get advice on best practices and challenges you may be facing
• participate in AMA (Ask Me Anything) sessions with industry experts

But #People isn’t just a place to ask for help and advice—you can also share your insights and expertise. For example, you could get tips on how to develop a training program, conduct employee pulse surveys, or even improve company culture.

By actively participating in discussions and offering your perspective, you can help shape the direction of the HR field and make an impact on the professional development of your colleagues.

Besides, #People also has a newsletter and podcast you can tune into for more valuable information and resources. So why wait? Join the #People community today and start building meaningful connections with like-minded professionals dedicated to driving success in the world of People Operations and HR.

Click to join!

6. Resources for Humans

As an HR professional, you know staying current and connected is the key to success in your field. This is why you should join the Resources for Humans community on Lattice. With over 18,000 HR leaders already participating, this community is a go-to resource for getting advice and gaining access to a wide range of channels on Slack.

By joining this HR community, you’ll be able to:

• connect with like-minded professionals
• share your experiences
• learn from experts and stay abreast of trends in HR.

But that’s not all. As a member of this community, you’ll have access to mentorship and discussions about HR strategy. Whether you’re starting your HR career or you’re a seasoned pro, this is a worthwhile HR community to join.

Click to join!

7. HRtoHR

Are you short on time but still want to stay connected and up-to-date in the world of HR and recruiting? Look no further than HRtoHR, the Slack community for recruiters and HR professionals.

In this dynamic community, you’ll have the opportunity to connect with peers and share your insights and experiences in real-time. Plus, with a focus on daily challenges, HR tools, and more, HRtoHR is the right place to stay on top of developments.

But HRtoHR isn’t just a place to learn and connect. It’s also a valuable resource for:

• building your professional network
• finding new opportunities
• reducing your learning curve by leveraging expert insights.

Click to join!

Join the best HR community today

Joining these online HR communities can be a game-changer for your career. Here are a few reasons why:

• Stay up-to-date on industry trends: HR is an ever-evolving field, and it’s important to stay on top of the latest trends and best practices. By joining an HR community, you’ll have access to a wealth of knowledge and resources to help you stay informed and relevant in your career.
• Network with your peers: HR professionals can often feel isolated in their roles, especially if they work in smaller organizations or remotely. Joining an HR community lets you connect with others in your field, share ideas and experiences, and even find job opportunities.
• Gain valuable knowledge and skills: Many HR communities offer online courses, webinars, and other educational resources to help you grow and develop as a professional. Whether you’re looking to navigate through HR software or earn a certification, an HR community can provide you with the tools and resources you need to succeed.
• Find support and guidance: Since HR can be a challenging field, it’s nice to have a supportive network of professionals to turn to for guidance and advice. Many professionals are happy to share their knowledge and experiences in these HR communities.

No matter the stage of your professional journey, there’s a community out there that’s meant for you. So why wait? Start exploring these communities today and take the first step towards advancing your HR career.

Before we begin, let me share a bit about our journey.

At Amadeus for Developers, we offer travel data and services to developers across the world through REST APIs. Thanks to HackerEarth’s platform, we recently hosted the Hack the Journey/Coding India Edition DevOps coding challenge and we invited all developers from India to participate. Since India is one of our main markets, our goal was to allow developers to explore our travel APIs and challenge their knowledge of travel solutions. We designed both theoretical and backend coding challenges, but in this article, we will focus only on the coding part.

The coding challenges were a combination of algorithmic problems and travel technologies. We asked developers to use data from the Amadeus for Developers REST APIs and our SDKs to solve them.

In this article, we will share with you the best practices to build successful Javascript coding challenges with APIs, based on our experience hosting such challenges for global developers.

Use these 6 best practices to design Javascript coding challenges

Let’s explore the 6 best practices that you need for designing Javascript coding challenges for developers:

#1—Define your objective

An essential first step is to define your objectives. When you have that clear in mind, you can build challenges to meet your goals. Some common objectives could be:

• Hiring: many companies use coding challenges as part of the recruitment process to identify and evaluate the technical skills of potential candidates.
• Awareness: companies build coding challenges to bring awareness to the developer community about their product.
• Testing your product: Javascript coding challenges are a great way to allow developers to play with your product. That can bring you valuable feedback and future ideas to improve your product roadmap.

#2—Choose the programming language

One of the key decisions you have to make when you build Javascript coding challenges: which programming language the participants will be required to use. There are several factors to take into consideration in order to identify the most fitting ones:

• Top languages: by choosing one of the top languages in the market such as Python, JavaScript, etc. you will attract a larger number of participants.
• Company-used languages: if your goal is hiring, you might want to evaluate the participants’ coding skills in  your company’s programming languages
• Your familiarity with the language: make sure you are familiar with the language you offer the challenge. That will help you build challenges that fit the language and also better understand the submitted solutions.

For example, in our case, we designed both a Python and Node coding challenge since these are languages we use on a daily basis, but are also the top-used languages for our SDKs. Developers were able to choose to participate in one of these.

Also read: Top 10 Programming Languages of the Future

#3—Define the challenge

The challenge definition is one of the most crucial steps when it comes to the event’s success. Below are some points to consider:

• Difficulty level: By providing developers with some warm-up tasks and later on more challenging ones, you give them the opportunity to understand your APIs gradually. Make sure you find the right balance. To ensure the Javascript coding challenges are at the level you are thinking of, it could be useful to ask a colleague to solve them. This will give you an idea of how much time and effort is required to complete the tasks, and allow you to adjust the difficulty accordingly.
• Static data: Define challenges that the APIs always return the same data. This will help you to evaluate the solution’s correctness with the unit tests. Since that’s not easy to guarantee, you can build some sandbox environments with static data and coordinate with your API development teams to ensure that the data is not refreshed during the event.

#4—Maximize the efficiency of SDKs

If you provide SDKs as part of your API, you want developers to focus on the challenge solution and use your SDK efficiently, so we would suggest the followings:

• Set up the environment: pre-install the SDKs so developers won’t spend time and effort preparing the environment.
• Make docs accessible: to make it easy for developers to make their first API call, consider giving them the necessary resources during the challenge.

#5—Ensure API stability

Ensuring the stability of your APIs is essential to let developers solve the given challenges. Here are some points to consider:

• Check API stability: If there are any known to you instabilities (eg. backend refresh on specific days) try to avoid the event on these days. If this is not possible, inform the participants about these times to avoid potential disruptions.
• Rate limits: don’t forget to consider the API rate limits when you design the Javascript coding challenges. Provide the participants with the necessary documentation or even some helper functions to help them focus on the challenge solution.

Even if instability affects some solutions, it’s not the end of the world. If the developers have hardcoded their solution, make sure you verify their algorithm and any comments they might have left to prove that they were going to arrive at the correct answers despite the instability.

#6—Conduct unit tests

The unit tests are critical to evaluate the submissions and help you find the winners. Some best practices for the unit tests are:

• Validate API usage: in order to validate that developers indeed used your API to solve the challenge, write some unit tests to identify the usage of an API key. Also in the file that developers are going to write the code, you can pre-define some variables that are expected to add the API key and secret.
• Hide unit test files: this will ensure that developers won’t be able to know what are the expected solutions. Just a tip, it is possible for participants to get through the logs of the unit tests, and in that case, make sure you encrypt them.

Comprehensive list of JavaScript coding challenges

Delving deep into JavaScript requires a mix of theoretical knowledge and hands-on coding practice. Below are various coding challenges, organized by difficulty level and specific concepts, designed to test and improve your JavaScript prowess.

1. Beginner challenges

• Basic arithmetic operations:
  • Challenge: Create a JavaScript function that takes two numbers as arguments and returns their sum, difference, product, and quotient
  • Concept: Basic functions and arithmetic operationsString reversal:
• String reversal:
  • Challenge: Write a JavaScript function that reverses a string
  • Concept: String manipulation
• Array duplication:
• Challenge: Create a function that removes duplicates from an array
• Concept: Array manipulation and iteration

2. Intermediate challenges

• Palindrome check:
• Challenge: Determine if a given string is a palindrome (reads the same backward as forward, ignoring spaces, punctuation, and capitalization).
• Concept: String manipulation and conditional logic
• Fibonacci series:
  • Challenge: Write a function that generates the first ‘n’ numbers in the Fibonacci series
  • Concept: Recursion and iterative solutions
• Find the missing number:
  • Challenge: Given an array containing n distinct numbers taken from 0, 1, 2, …, n, find the one that is missing from the array
  • Concept: Mathematical operations and array manipulation

3. Advanced challenges

• Flatten nested array:
  • Challenge: Implement a function that flattens a nested array
  • Concept: Recursion and array manipulation
• Implement bind():
  • Challenge: Replicate the functionality of the bind() function without using the built-in function
  • Concept: Advanced functions and the ‘this’ keyword
• Deep equality check:
  • Challenge: Write a function that checks if two objects (and their nested objects) are deeply equal
  • Concept: Recursion, object manipulation, and deep comparison

4. Concept-specific challenges

• Promises:
  • Challenge: Create a mock API call using JavaScript’s Promise
  • Concept: Asynchronous programming and Promises
• Closures:
  • Challenge: Design a function that generates a series of functions to add n to their argument, where n is the order in which they were generated
  • Concept: Closures and function factories
• DOM Manipulation:
  • Challenge: Build a simple JavaScript-based to-do list with add, delete, and mark as completed functionalities
  • Concept: DOM manipulation and event handling

Additional tips for solving JavaScript coding challenges

While the right logic and approach are essential for solving coding challenges, there are several other aspects that can enhance your problem-solving journey, especially when using JavaScript. Here are some additional pointers:

• Before jumping into the code, make sure you understand the problem thoroughly. It might help to write down or discuss the problem with someone else or even talk aloud to yourself. Often, solutions emerge from a deeper understanding.
• If a problem seems too complex, break it down into smaller components or steps. This modular approach can make the overall challenge more manageable and can aid in systematic problem solving.
• JavaScript has a plethora of built-in methods, especially for arrays and strings. Familiarize yourself with these, but also know when they might be overkill. Sometimes a simpler approach might be more efficient and more readable.
• When solving a challenge, think about potential edge cases. For example, consider empty strings, arrays, or the minimum and maximum possible inputs.
• Use console.log() extensively to understand the flow of your code and to pinpoint issues. Developer tools in browsers can also provide insights into the execution of your JavaScript code.
• Your first solution doesn’t always have to be the most efficient. It’s okay to arrive at a working solution first and then iterate on it to make it better.
• Like any skill, coding gets better with regular practice. Regularly engage with coding platforms, participate in coding challenges, and always strive to learn from your mistakes.
• JavaScript, like all languages, evolves. Stay updated with the latest ECMAScript specifications and new methods or features that might be introduced.
• Join coding forums or communities where you can post your solutions and receive feedback. Sometimes, there are multiple ways to solve a problem, and seeing others’ solutions can provide new perspectives.
• Frustration can be a natural part of the problem-solving process. If you’re stuck, take a break. Sometimes, stepping away and coming back with a fresh mind can make all the difference.

Also read: How to Create a Great Take-Home Coding Test?

Create Javascript coding challenges with HackerEarth

To sum up, it’s crucial to carefully consider several factors when creating challenges that require developers to use APIs to reach the problem solution. By following best practices such as ensuring API stability, building the right unit tests, and providing necessary resources, you can create successful Javascript coding challenges that allow developers to explore and test their knowledge of your APIs. Lastly, don’t hesitate to ask HackerEarth for support and advice. Thanks to them, we were able to solve many of our doubts and build a successful coding challenge together.

We hope that these tips will be useful for your own journey.