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Vibe coding is a new method of using natural language prompts and AI tools to generate code. I have seen firsthand that this change makes software more accessible to everyone. In the past, being able to produce functional code was a strong advantage for developers. Today, when code is produced quickly through AI, the true value lies in designing, refining, and optimizing systems. Our role now goes beyond writing code; we must also ensure that our systems remain efficient and reliable.
From Machine Language to Natural Language
I recall the early days when every line of code was written manually. We progressed from machine language to high-level programming, and now we are beginning to interact with our tools using natural language. This development does not only increase speed but also changes how we approach problem solving. Product managers can now create working demos in hours instead of weeks, and founders have a clearer way of pitching their ideas with functional prototypes. It is important for us to rethink our role as developers and focus on architecture and system design rather than simply on typing c
The Promise and the Pitfalls
I have experienced both sides of vibe coding. In cases where the goal was to build a quick prototype or a simple internal tool, AI-generated code provided impressive results. Teams have been able to test new ideas and validate concepts much faster. However, when it comes to more complex systems that require careful planning and attention to detail, the output from AI can be problematic. I have seen situations where AI produces large volumes of code that become difficult to manage without significant human intervention.
AI-powered coding tools like GitHub Copilot and AWS’s Q Developer have demonstrated significant productivity gains. For instance, at the National Australia Bank, it’s reported that half of the production code is generated by Q Developer, allowing developers to focus on higher-level problem-solving . Similarly, platforms like Lovable enable non-coders to build viable tech businesses using natural language prompts, contributing to a shift where AI-generated code reduces the need for large engineering teams. However, there are challenges. AI-generated code can sometimes be verbose or lack the architectural discipline required for complex systems. While AI can rapidly produce prototypes or simple utilities, building large-scale systems still necessitates experienced engineers to refine and optimize the code.
The Economic Impact
The democratization of code generation is altering the economic landscape of software development. As AI tools become more prevalent, the value of average coding skills may diminish, potentially affecting salaries for entry-level positions. Conversely, developers who excel in system design, architecture, and optimization are likely to see increased demand and compensation. Seizing the Opportunity
Vibe coding is most beneficial in areas such as rapid prototyping and building simple applications or internal tools. It frees up valuable time that we can then invest in higher-level tasks such as system architecture, security, and user experience. When used in the right context, AI becomes a helpful partner that accelerates the development process without replacing the need for skilled engineers.
This is revolutionizing our craft, much like the shift from machine language to assembly to high-level languages did in the past. AI can churn out code at lightning speed, but remember, “Any fool can write code that a computer can understand. Good programmers write code that humans can understand.” Use AI for rapid prototyping, but it’s your expertise that transforms raw output into robust, scalable software. By honing our skills in design and architecture, we ensure our work remains impactful and enduring. Let’s continue to learn, adapt, and build software that stands the test of time.
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In a digitally-native hiring landscape, online assessments have proven to be both a boon and a bane for recruiters and employers.
The ease and efficiency of virtual interviews, take home programming tests and remote coding challenges is transformative. Around 82% of companies use pre-employment assessments as reliable indicators of a candidate's skills and potential.
Online skill assessment tests have been proven to streamline technical hiring and enable recruiters to significantly reduce the time and cost to identify and hire top talent.
In the realm of online assessments, remote assessments have transformed the hiring landscape, boosting the speed and efficiency of screening and evaluating talent. On the flip side, candidates have learned how to use creative methods and AI tools to cheat in tests.
As it turns out, technology that makes hiring easier for recruiters and managers - is also their Achilles' heel.
Cheating in Online Assessments is a High Stakes Problem
With the proliferation of AI in recruitment, the conversation around cheating has come to the forefront, putting recruiters and hiring managers in a bit of a flux.
The problem becomes twofold - if finding the right talent can be a competitive advantage, the consequences of hiring the wrong one can be equally damaging and counter-productive.
As per Forbes, a wrong hire can cost a company around 30% of an employee's salary - not to mention, loss of precious productive hours and morale disruption.
The question that arises is - "Can organizations continue to leverage AI-driven tools for online assessments without compromising on the integrity of their hiring process? "
This article will discuss the common methods candidates use to outsmart online assessments. We will also dive deep into actionable steps that you can take to prevent cheating while delivering a positive candidate experience.
Common Cheating Tactics and How You Can Combat Them
Using ChatGPT and other AI tools to write code
Copy-pasting code using AI-based platforms and online code generators is one of common cheat codes in candidates' books. For tackling technical assessments, candidates conveniently use readily available tools like ChatGPT and GitHub.
Using these tools, candidates can easily generate solutions to solve common programming challenges such as:
Debugging code
Optimizing existing code
Writing problem-specific code from scratch
Ways to prevent it
Enable full-screen mode
Disable copy-and-paste functionality
Restrict tab switching outside of code editors
Use AI to detect code that has been copied and pasted
Enlist external help to complete the assessment
Candidates often seek out someone else to take the assessment on their behalf. In many cases, they also use screen sharing and remote collaboration tools for real-time assistance.
In extreme cases, some candidates might have an off-camera individual present in the same environment for help.
Ways to prevent it
Verify a candidate using video authentication
Restrict test access from specific IP addresses
Use online proctoring by taking snapshots of the candidate periodically
Use a 360 degree environment scan to ensure no unauthorized individual is present
Using multiple devices at the same time
Candidates attempting to cheat often rely on secondary devices such as a computer, tablet, notebook or a mobile phone hidden from the line of sight of their webcam.
By using multiple devices, candidates can look up information, search for solutions or simply augment their answers.
Ways to prevent it
Track mouse exit count to detect irregularities
Detect when a new device or peripheral is connected
Use network monitoring and scanning to detect any smart devices in proximity
Conduct a virtual whiteboard interview to monitor movements and gestures
Using remote desktop software and virtual machines
Tech-savvy candidates go to great lengths to cheat. Using virtual machines, candidates can search for answers using a secondary OS while their primary OS is being monitored.
Remote desktop software is another cheating technique which lets candidates give access to a third-person, allowing them to control their device.
With remote desktops, candidates can screen share the test window and use external help.
Ways to prevent it
Restrict access to virtual machines
AI-based proctoring for identifying malicious keystrokes
Use smart browsers to block candidates from using VMs
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Former employees who return to work with the same organisation are essential assets. In talent acquisition, such employees are also termed as ‘Boomerang employees’. Former employees are valuable because they require the least training and onboarding because of their familiarity with the organization’s policies. Rehiring former employees by offering them more perks is a mark of a successful hiring process. This article will elaborate on the talent acquisition strategies for rehiring former employees, supported by a few real-life examples and best practices.
Why Should Organizations Consider Rehiring?
One of the best ways of ensuring quality hire with a low candidate turnover is to deploy employee retention programs like rehiring female professionals who wish to return to work after a career break. This gives former employees a chance to prove their expertise while ensuring them the organization’s faith in their skills and abilities. Besides, seeing former employees return to their old organizations encourages newly appointed employees to be more productive and contribute to the overall success of the organization they are working for. A few other benefits of rehiring old employees are listed below.
Reduced Hiring Costs
Hiring new talent incurs a few additional costs. For example, tasks such as sourcing resumes of potential candidates, reaching out to them, conducting interviews and screenings costs money to the HR department. Hiring former employees cuts down these costs and aids a seamless transition process for them.
Faster Onboarding
Since boomerang employees are well acquainted with the company’s onboarding process, they don’t have to undergo the entire exercise. A quick, one-day session informing them of any recent changes in the company’s work policies is sufficient to onboard them.
Retention of Knowledge
As a former employee, rehired executives have knowledge of the previous workflows and insights from working on former projects. This can be valuable in optimizing a current project. They bring immense knowledge and experience with them which can be instrumental in driving new projects to success.Starbucks is a prime example of a company that has successfully leveraged boomerang employees. Howard Schultz, the company's CEO, left in 2000 but returned in 2008 during a critical time for the firm. His leadership was instrumental in revitalizing the brand amid financial challenges.
Best Practices for Rehiring Former Employees
Implementing best practices is the safest way to go about any operation. Hiring former employees can be a daunting task especially if it involves someone who was fired previously. It is important to draft certain policies around rehiring former employees. Here are a few of them that can help you to get started.
1. Create a Clear Rehire Policy
While considering rehiring a former employee, it is essential to go through data indicating the reason why they had to leave in the first place. Any offer being offered must supersede their previous offer while marking clear boundaries to maintain work ethics. Offer a fair compensation that justifies their skills and abilities which can be major contributors to the success of the organization. A well-defined policy not only streamlines the rehiring process but also promotes fairness within the organization.
2. Conduct Thorough Exit Interviews
Exit interviews provide valuable insights into why employees leave and can help maintain relationships for potential future rehires. Key aspects to cover include:
Reasons for departure.
Conditions under which they might consider returning.
Feedback on organizational practices.
Keeping lines of communication open during these discussions can foster goodwill and encourage former employees to consider returning when the time is right.
3. Maintain Connections with Alumni
Creating and maintaining an alumni association must be an integral part of HR strategies. This exercise ensures that the HR department can find former employees in times of dire need and indicates to former employees how the organization is vested in their lives even after they have left them. This gesture fosters a feeling of goodwill and gratitude among former hires. Alumni networks and social media groups help former employees stay in touch with each other, thus improving their interpersonal communication.Research indicates that about 15% of rehired employees return because they maintained connections with their former employers.
4. Assess Current Needs Before Reaching Out
Before reaching out to former employees, assess all viable options and list out the reasons why rehiring is inevitable. Consider:
Changes in job responsibilities since their departure.
Skills or experiences gained by other team members during their absence.
It is essential to understand how the presence of a boomerang employee can be instrumental in solving professional crises before contacting them. It is also important to consider their present circumstances.
5. Initiate an Honest Conversation
When you get in touch with a former employee, it is important to understand their perspective on the job being offered. Make them feel heard and empathize with any difficult situations they may have had to face during their time in the organization. Understand why they would consider rejoining the company. These steps indicate that you truly care about them and fosters a certain level of trust between them and the organization which can motivate them to rejoin with a positive attitude.
6. Implement a Reboarding Program
When a former employee rejoins, HR departments must ensure a robust reboarding exercise is conducted to update them about any changes within the organization regarding the work policies and culture changes, training them about any new tools or systems that were deployed during their absence and allowing them time to reconnect with old team members or acquaint with new ones.
7. Make Them Feel Welcome
Creating a welcoming environment is essential for helping returning employees adjust smoothly. Consider:
Organizing team lunches or social events during their first week.
Assigning a mentor or buddy from their previous team to help them reacclimate.
Providing resources that facilitate learning about any organizational changes.
A positive onboarding experience reinforces their decision to return and fosters loyalty.
Real-Life Examples of Successful Rehiring
Several companies have successfully implemented these strategies:
IBM: The tech giant has embraced boomerang hiring by actively reaching out to former employees who possess critical skills in emerging technologies. IBM has found that these individuals often bring fresh perspectives that contribute significantly to innovation7.
Zappos: Known for its strong company culture, Zappos maintains an alumni network that keeps former employees engaged with the brand. This connection has led to numerous successful rehiring instances, enhancing both morale and productivity within teams6.
Conclusion
Rehiring former employees can provide organizations with unique advantages, including reduced costs, quicker onboarding, and retained knowledge. By implementing strategic practices—such as creating clear policies, maintaining connections, assessing current needs, and fostering welcoming environments—companies can effectively tap into this valuable talent pool.
As organizations continue navigating an ever-changing workforce landscape, embracing boomerang employees may be key to building resilient teams equipped for future challenges. By recognizing the potential benefits and following best practices outlined above, businesses can create a robust strategy for rehiring that enhances both employee satisfaction and organizational performance.
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Since the pandemic first hit in 2020, it has shuttered offices and industries had to adapt on the fly to continue working remotely. The tech industry needed to throw out ancient processes and discover newer avenues, especially in the field of tech recruiting. If you guessed where I’m heading with this, then you are on the right track!
Yes, I am talking about social media, its massive reach, and one form of recruiting that has shot into the limelight – Social Recruiting. Tapping into brand new spheres of talent while adopting creative recruiting strategies is the crux of social recruiting.
Although social recruiting has been around since 2008, it has become the need of the hour and a weapon to have in your corner with the pandemic rendering everything to a remote workspace. A study by Pew Research Centre found that a whopping 72% of Americans surveyed use social media heavily. This should put into perspective the large number of promising candidates you as a recruiter are not considering by failing to source candidates through social media.
Here are our 2 cents on everything you need to knowabout social recruiting and how to kill it #likeapro, true social media style!
What is social recruiting?
Social recruiting or social media recruiting is a talent acquisition strategy that refers to the use of social media platforms like LinkedIn, Facebook, Twitter, and Instagram to source and hire candidates. You can narrow down your target audience to quickly and effectively find candidates who are the right fit for your company.
Why traditional recruiting methods will no longer cut it
The global talent, mainly Gen Z do not spend time scouring newspapers for job vacancies, rather they are busy switching between Facebook, LinkedIn, and Instagram on their phone. Posting job ads on social media is easy, attracts a wider, more diverse pool of candidates, and is cheaper. “Some companies use tools to post to Instagram from PC, schedule content, and complete other tasks.”
Bidding adios to the old ways of recruitment has become necessary to stay competitive in these fast-paced, digital-forward times. It has been proven multiple times that the traditional approach towards recruiting brings no diversity to the company, stagnates growth, eliminates a large pool of passive candidates, and lowers profits in the long run.
Providing relief to time-consuming, archaic hiring practices is the new age social recruiting approach that is considerably cost-effective with a greater chance of bridging the ever-widening gap between recruiters and talented job seekers.
What do the numbers look like for social recruiting?
Still not convinced to make the switch? Here are the current statistics of the social media recruiting landscape in 2021.
✔️A Career Profiles study shows that 91% of companies rely on social media when recruiting.
✔️86% of job seekers use social media in their job search, according to CareerArc.
✔️35% of employers increased their social recruiting efforts from last year to now, according to CareerArc.
✔️A report by PostBeyond shows that 82% of companies attract passive candidates via social media.
Now that you’re sold on the awesomeness of social recruiting, there are some DON’Ts that you need to take note of before you kickstart your social hiring journey.
Don’t jump headlong into social media without a cohesive plan in place. Nobody is interested in being bombarded with generic content across different social media platforms. Identify your goals, tailor your strategy according to each platform, and measure ROI periodically to see what is working.
Not creating quality content to best showcase your brand, company values, workplace culture, etc., and simply posting job vacancies will never attract or engage potential candidates. Bring the personal factor to your hiring strategy, nurture relationships via your content, and maintain consistency in your efforts.
Don’t forget to take stock of your efforts regularly. Choose key metrics like reach, engagement, and conversion to measure activity; the results should guide your way forward.
What makes for a good social media recruiting strategy?
Social recruiting takes a little work to get right, but when well executed it represents a robust advantage. Tips to kickstart your social media recruiting strategy the right way.
#1 Put together candidate personas
Speaking to the right people is of the utmost importance. It helps you narrow down who you’re looking for. Establishing candidate personas enables you to have a targeted approach on social media.
Know what kind of profiles will be a good culture-fit and balance that with the skills necessary to be successful in the role.
#2 Choose the right social media platform
The role you’re hiring for, the industry you’re in and the persona you are trying to reach out to, dictates the platform you need to use.
Some roles may require digging deep into more niche social media platforms rather than the popular ones. You may even need to use a social media management tool to keep everything organized.
#3 Track metrics to create your pipeline of candidates
Every social network has its set of metrics that need to be monitored. For example, the best time to post on Instagram may be different than on Facebook or LinkedIn. Don’t get too engrossed in the likes and follows; make sure you’re tracking suitable recruitment metrics.
Depending on your platform and social media strategy, evaluate the given metrics monthly or quaterly to see where you stand, which platforms and strategies yield the highest quality candidates and what needs to be tweaked in your approach.
#4 Optimize your social media profiles
Most recruits consider a company based on its social media presence, which is why it is important to maintain a cohesive voice across all platforms being used. Maintain consistency in messaging that potrays the true reflection of your company’s brand and mission. Adjust settings to protect social media accounts. So you wouldn’t have to deal with the Facebook security issues or report Instagram account for getting hacked.
#5 Rope in your employees to be your ambassadors
Your existing workforce is your biggest ambassador. Leverage this at every opportunity by creating some guidelines so that employees understand the goal at hand and will create content with that in mind.
You can also create readily shareable content to make it easy for everyone to re-share, repurpose, and post on their personal social media profiles.
#6 Make use of video content
There are a lot of companies competing for top tier talent right now. The last thing you want to have happen is to get lost in the mix and lose out on a rockstar new hire.
Cut through the noise by using videos to portray the day-to-day life at your company is an effective way to reach prospective candidates.
#7 Measure how well your strategy is working
Speaking in numbers may not come naturally to recruiters but this is how you convince your stakeholders that your social hiring efforts are paying off.
Review the KPIs, goals and impacts of your social media recruiting strategy. From there, you can find your strengths and weaknesses to better adjust your resources and efforts.
We have further distilled tried and tested strategies that work for social recruiting into a cheatsheet, to simplify the process for you. Go through the step-by-step breakdown on how to approach each of the 7 tips given above to better your social media recruiting strategy.
There is a bonus takeaway included in the guide as well that helps you tailor your strategy for popular social media channels like LinkedIn, Facebook, Instagram and Twitter.
Leverage social recruiting like a pro
Social media recruiting is fast becoming the most effective hiring tactic in 2021. It enables you to showcase your company culture, reach a larger talent pool, be authentic and connect with your ideal candidates. As Gen Z and millennials make up more and more of the workforce, social media dictates the hiring strategies for recruiters to leverage upon.
Are your potential candidates on social media? Then your recruiting efforts should be, too.
This article from Forbes is slightly dated. The reason I mention it here is because it’s a fellow manager in the tech world talking about attrition in their team (oh how I hate the word). Liz Ryan, Founder and CEO of Human Workplace, gives the manager in question some very relevant advice for their issues.
The one that I took away and have held close to my heart ever since is this: Employee Turnover IS A Leadership Problem.Liz says that as leaders, we make certain commitments to the ones we hire. It then becomes our responsibility and obligation to make good on those promises. As CTOs, department heads, or team leads - it’s our integrity on the line.
Battling the performance dip
Research shows that about 40% of attrition happens in the very first year of a new employee joining your workforce. Your role then, is to ensure that this ‘honeymoon’ or ‘performing’ phase lasts for longer and your hires have enough and more reasons to stay put even after the initial high wears off.This voluntary attrition happens for a few universal reasons:
Overworked and underpaid workforce
The quality of work being lesser than expected
Culture misfit
When fighting attrition, it’s important to understand these factors and use them as ‘levers’ of discussion when dealing with a disgruntled employee. Allow me to demonstrate.
1. Compensation vs. Work
Industry standard is a very oft-used term when candidate hunting. Everyone professes to offer compensation that is at par with the “industry” norms. The thing we need to understand is that monetary benefits are just one aspect of what developers look for when joining a new job.As our recent Developer Survey points out, both student developers (63%) and experienced developers (69%) look for a challenging atmosphere where they can grow their skills. Monetary compensation ranks fourth on the list of must-haves for students, and second overall for experienced developers.Along with financial benefits, it is necessary to foster an environment of unbiased and objective learning. Learning to code, as I have talked about before, has become more accessible than ever and the YouTubes and GitHubs of the world offer developers an open platform to learn on their own. There is no reason why companies should not be offering upskilling initiatives as part of their compensation package, and encourage employees to become better. This is not monetary “compensation” per se, but a very attractive benefit nonetheless.Read more insights from over 25,000 developers in our annual developer survey here!
2. Quality of work
Someone recently asked me if QA is as boring as it sounds. I find it to be one of the most important parts of product building. It can, however, get exhausting. This is where as a CTO you need to ensure that your team is not burning out by avoiding repeat work through automation. Monotony doesn't make for painlessness after all. You can hire a CTO as a service for startups if you don't have a technical founder.Upskilling your team and keeping the spotlight on skills is all good, but your team also needs to have the scope to use those skills in real-time. Look for signs of dipped productivity that are a result of poor quality of work. These signs could pop up in various ways:
Procedural signs: If the input (workload) has remained the same but your team’s efficiency is still dipping, then it could be because your team has lost interest in the work itself. Increased mistakes in code, decreased quality of product - all of these are signs of exhaustion brought about by low quality of work.
Behavioral and emotional signs: When someone is invested in their work, they will take ownership of it and make sure targets are met. If any of your teammates are shirking responsibility, passing the buck, and generally refusing to take ownership or accountability then you have to ask them if it’s because they do not like the work they do anymore. Don’t let it get to the point where the monotony kills their spirit to work.
3. Culture fit
CTOs world over need to understand and acknowledge that ‘culture’ as we knew it is now dead. A year and more of remote work has shown us all that company culture is now moving towards personalization and specialization. As this article states, organizations thinking about hiring for cultural fit should accept that employees no longer need to fit into a monolithic organizational culture. “In fact, their diversity rather than their similarities could actually make the organization more culturally dynamic”, says the piece.
In my personal capacity as a CTO, I have always tried to hire employees who are smarter than me.
How does one figure that out? Look for skills that perhaps you are not very proficient at, and hire developers who have their ear on the ground for new tech. This creates a culture within the team where everyone is eager to learn, and the CTO is not a mythical figure spearheading innovation, change, and all things good. I want my team to know that they can drive change at their own level, and feel that this also helps take care of the feeling of monotony or decreased work quality.
Some other ‘tips’ from my experience...
Apart from ensuring that your team has no qualms on compensation, work quality, or office culture, there are some other things you can do as a CTO to ensure attrition remains low.
Don’t be reactionary: Attrition is not a sudden occurrence. It is the culmination of several factors, and being proactive about understanding your team’s needs will help you keep this number low. As a CTO, you can either choose to react when an employee brings their resignation letter to your table, or you can actively look for signs of unhappiness and work to solve them. A sentiment analysis, or regular check-ins with your teammates should help you understand the pulse of your team.
Act fast and be decisive: You must have heard the adage that employees don’t leave companies, they quit managers. It’s never more true than in this context. Imagine a scenario where an employee brings you their grievances, but you fail to act in time. Not only have you failed to retain a good employee, you have also failed to show your team that you care about their issues and are willing to take a stand when needed. Fast and decisive action will instill trust and loyalty among your team.
Think about the message you’re sending across: People management can be tricky. Before you take an action, think about how it affects your team. Does it show favoritism in any way? Or, does it invalidate their legitimate demands?
Even when you work with HR teams to design management processes, remember that your every action builds up your personal brand as a CTO. You don’t necessarily need to be the one with all the answers all the time, but you definitely need to be the one who tries the hardest.
LinkedIn Talent Hub is the latest addition to HackerEarth’s long list of ATS integration partners! You can now schedule HackerEarth Assessments, among other features, directly from your Linkedin Talent Hub dashboard.
On average, a software engineer role takes nearly 66 days to fill, due to a time-consuming hiring process. To cut down on time and attract top talent, align yourself with the tools needed to provide a better hiring experience.
HackerEarth’s integration with LinkedIn Talent Hub makes it possible to streamline the candidate recruitment process. Recruiters can now source, screen, and assess candidates all on the Talent Hub, significantly reducing delays and making it a more engaging experience for both recruiters and candidates, alike.
Here’s how the HackerEarth's integration with LinkedIn will benefit you
You can schedule and invite candidates to take assessments from within Linkedin Talent Hub. Each candidate’s HackerEarth assessment score and performance report is synced with the Talent Hub dashboard instantly, making this data easily accessible for all your team members.
Recruiters are expected to use different platforms for different stages in the hiring lifecycle; one for sourcing, another one for screening, and so on. This integration enables recruiters to save time by eliminating the back and forth between your ATS and HackerEarth’s platform. All candidate information, assessment data, the status of the hiring stage, and scorecards can be viewed on the LinkedIn Talent Hub platform.
Your guide to trying out the integration
Experience seamless tech hiring for yourself! We have prepared a detailed guide on how to authorize your integration with LinkedIn Talent Hub. Write to us at support@hackerearth.com if you face any issues while using this new feature.
LinkedIn users can read more about the HackerEarth Assessments integration here. You can also find other ATS popular platforms that HackerEarth integrates with on our website.
Allow us to streamline your tech recruitment. Sign up for a 14-day free trial today.
There’s nothing quite like walking into a campus cafeteria, a large conference room, or endless halls stacked together for a weekend-long hackathon. Developers of all skill levels, with various backgrounds in countless programming languages and areas of expertise, all coming together for one purpose: to build something new. This is exactly what we talked about in Episode 3 of the Tech Stack Playbook, Are Hackathons Just for the Pros?
In a world of constant innovation, hackathons are a breath of fresh air for those who dare to create what hasn’t been created, to try something new and different, and to break out of one’s shell and push the envelope of one’s skills. Events like these are so important for developers, whether you are a beginner or an advanced software engineer, hackathons are the great equalizer and skill democratizer.
You can form a team with developers who have different skills than you, who have worked or are working at companies you might want to work at one day, or who may have expertise in the areas you hope to have. You might end up learning more from the competition in the span of 48 hours than a boot camp, course, or year of schooling. The lessons you gain, both in software development, entrepreneurship, and in working as a team will pay dividends down the road.
When you’re able to learn cyclically — try, learn, fail, learn, succeed, learn, repeat — over and over again, you expose yourself to the gamut of what technology enables: a willingness to try first and learn each step of the way.
Things to know going into a hackathon
There can be quite a lot to think about going to a hackathon…some of the questions that can be racing through your head could be…
Who are the judges?
Who are the partners?
What are the time limits?
What are the restraints/limitations/constraints/requirements?
Where is the hackathon?
What type of hackathon will I be participating in?
How do I form a team?
And on and on…
There is an endless amount of questions that can be swirling through our heads, but the main questions to ask ourselves is, will I be attending a Development-Focused Hackathon or a Proof-of-Concept Hackathon. Each comes with its specific requirements, needs, and processes, which are vital to know how to crush each type of hackathon.
While this is not an inclusive list of everything you will need to know for a hackathon, it is hopefully a helpful guide on what to know going into both types of hackathons so you can crush it and make an impact!
Top 3 languages to know for a development-focused hackathon
I define product-focused hackathons as ones where you will have to build something technically unique with code that will be evaluated by various merits, from how accurate the data model is, how advanced the computation is, or how novel the use-case is. This is when you will be building a full-stack application that must accomplish a specific goal or set of goals and be presentable for the judges to review and possibly use. You will want to put on your creative developer hats and consider what could X industry benefit from ABC partners’ technology or what use-case could I implement ABC partners’ technology for? Take time in the beginning to build up an exciting, important, and relevant technology system that you can show off.
So what would be helpful to know for a hackathon like this?
#1. Git & GitHub — these skills, whether you are working with a team in real-time or working virtually, will help you and your team stay in sync across all changes to the repository and help you collaborate more efficiently, quickly, and accurately.
If you’re working with a global team at a virtual hackathon, how will you be able to keep up with code changes throughout the event, especially if you and your team are in different parts of the world and in different time zones? GitHub will be your best friend, linking your teammates together as if you were in the same room. You don’t need to be a git expert, but knowing how to do pull requests, branch your code, and code reviews, will be crucial.
#2. A front-end framework like React, Angular, Vue — knowing how to build a fully-packaged application where everything is packaged and compiled for you is key. React, for example, is amazing for this because you’re able to run code from a startup script, build a package and deploy that on the cloud, like AWS, and there are so many benefits from knowing React.
Knowing this front-end framework because now you can operationalize your code, you don’t have to have different repositories and codebases connected together in pieces. React will let you put all of your code together and bundle it up seamlessly, which is pretty incredible as an advancement of progressive web applications and making software for the web.
There is also an immense amount of documentation around front-end frameworks like React, as well as YouTube videos, Medium blog posts, and StackOverflow forum posts about React as well. You will never run out of resources to pull from, and having a very well-documented front-end framework like React that most developers will be knowledgeable about will help to make the hackathon experience as seamless across your team as possible. There are also so many great resources, like TeamTreehouse, that provide quick and efficient trainings to help you jump start your React/front-end development skills in no time.
#3. A back-end language like AWS (cloud services), Node.JS or TypeScript (local server), Python (algorithmic code) — will allow you to work with data, endpoints, and build the logic backbone of your software application.
Perhaps you want to be able to predict data in the future or visualize some sort of information as it comes in. Your back-end language or back-end services will be vital for helping support the front-end build of the site.
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Top 3 tools to know for a proof-of-concept hackathon
This type of hackathon is a bit different than a development-focused one because here, the goal is to mission and vision your way to success.
#1. A design tool like Figma, Sketch, or Adobe XD — knowing how to wireframe and build out the UI/UX (user interface/experience) of the user journey throughout the software is a powerful skill. Even more powerful is being able to build out app wireframe examples in a hackathon with a limited amount of time and resources to build.
By creating mockups, this is critical for sharing this with the judges who want to see what you have visioned and where you want to go. Mockups help to make the software real and sell your vision to an external audience. Design skill sets are so helpful in places like this.
#2. Knowing a presentation software like Google Slides, PowerPoint, or Keynote — having pretty savvy presentation skills will help to sell your mission and vision even more. Google Slides is often the default for sharing presentations, especially with judges.
#3. A front-end framework like React, Angular, Vue — at least being able to build out a front-end mockup will help to impress them with your vision of what you have built so far and where you can scale this idea. Judges are also making judgments about your ability to carry this forward, so you’ll want to make sure you can show some development skills, even if it isn’t required, because it will add credibility to your vision, beyond stand-out designs and visuals.
All it takes is one, or two, solid steps forward…
Everything is achievable with the right plan. It just takes the right steps and some courage to push past the imposter syndrome, the self-doubt you might be feeling, or the uneasiness of “not being good enough just yet.”
Sometimes being thrown into the thick of it is how we end up learning the most, and this is what makes technology and programming so special — everyone is still trying to figure out the answer too. If everyone had all of the answers, software engineering wouldn’t be a career because everything would be built already.
What if you could be the key to unlocking the solution to a big industry-wide problem? What if you could be the needed ingredients to a team that wants to help the world with a specific use case?
The only way to find out what’s out there is to sign up for a hackathon and get started testing the limits of your personal innovation engine. The future is there for those who dare to believe, dream, and build. I hope you take those first steps and go on to build transformative tech for your communities and the world!
This post has been contributed by Brian Hough, Chief Technology Officer and Co-Founder of Airblock Technologies, AWSCommunity Builder, Host of Tech Stack Playbook, and five-time Global Hackathon Winner.
As someone who’s very active on the hackathon scene, Brian knows a thing or two about the arsenal of tools and tricks developers need in order to win one. Hope you find his tips handy!
Virtual hackathons are online events where people come together to explore challenges, and design and build solutions. Unlike physical hackathons, in a virtual hackathon the finale can be hosted from anywhere and do not have the same geographical boundaries—all you need is a live-streaming platform like Zoom to get started.
Furthermore, these hackathon finales last for a few hours or a few days. When we asked Vineet Khandelwal, Director of Customer Success at HackerEarth about the ideal duration of a hackathon, he said that the registration for a hackathon usually takes 4-8 weeks depending on the size of the community that the hackathon is targeting.
This timeframe is used to create a buzz about the hackathon in our community and enables the registered candidates to come up with a unique idea related to the theme of the hackathon. The time in which the participants can work on their ideas and submit a working prototype is usually another 4 weeks which ultimately end with a virtual finale.
If this sounds daunting, let’s break it down together as we take you through the intensive process of organizing virtual hackathons.
Why should you host a virtual hackathon?
A virtual hackathon comes with several perks that a physical hackathon would not have. Let’s talk about these benefits in detail.
Cost-effective
With a virtual hackathon, you can reduce overheads you otherwise have to bear in a physical hackathon—the elimination of paying rent for physical venues, food, event settings, and more. Moreover, this makes it easier for candidates as well, as they can attend the hackathon from the comfort of their homes.
Eco-friendly
Most companies are becoming environment conscious, and virtual hackathons are helpful in that way.
With virtual hackathons, the carbon emissions the online event produces are much lesser than a physical event as participants don’t have to travel.
The research article published in International Journal of Environmental Studies talks about a case study based on a virtual conference held by Airminers in 2020, which produces 66 times less greenhouse emissions than in-person gathering in San Francisco would have done.
Clearly: Virtual hackathons are a boon for the environment too.
Diversity
With physical hackathons, you can only invite local developers — from the same city, state, or nearby places. But virtual hackathons open doors to different geographical locations, helping the company get diverse participants with a large skillset.
Developers like to be associated with projects where they can use their skills for real-world problems. For example, if you want to introduce a specific technology in a geographical location you’ve never explored, participants from that region can give ideas and develop the technology that works well for people in that region.
How to host a successful virtual hackathon?
At HackerEarth, we have perfected a 4-step process for organizing and conducting a hackathon which we recommend to our clients. This process begins with ideating the theme for a hackathon and includes tips on promoting and gaining more participants as well. Let’s begin.
Step 1: Decide your goals
Ask yourself this—what do you want to accomplish with this virtual hackathon?
Do you want to engage with participants and create awareness about your company?
Do you want to develop a product prototype via crowdsourced ideas?
Or, do you want to attract talent and hire them?
Once you have the answers, you can proceed further.
Let’s look at LGBTQIA+ matters, a recent virtual hackathon organized with the clear aim to foster cross-cultural dialogue, promote awareness and understanding of LGBTQIA+ issues and developing innovative solutions to address the challenges faced by LGBTQIA+ community.
Themes should be decided according to the trends in industry, the company’s own target audience and product lines, and whether they want to build employer branding by using CSR initiatives.
So, pick the theme for the virtual hackathon keeping these components in mind.
For example, the Perkins School of Blind used our end-to-end managed hackathon platform to host the Perkins Hacks in 2018. Participating developers had to build a wearable device for older people with lower vision to navigate spaces.
In this hackathon, the theme was visual impairment, and the challenge was building such a device that was never developed before.
But you don’t have to always stick to one theme. You can have multiple themes for a single hackathon.
💡Pro tip: HackerEarth’s Hackathons allows you to add multiple themes for the participants to pick from.
Step 3: Choose the timelines
Dates: Virtual hackathons are long-term events with multiple stakeholders. This is why, it is important to divide the duration into specific phases and timelines so that everything can move smoothly.
For example, virtual hackathon organized by Intel, the event timelines were broken down into individual phases: date of registration, dates when submission phase 1 and phase 2 start, and so on.
Step 4: Get the word out
Once you have planned all the elements like collaborating with judges, deciding on the prizes, setting up communication, etc., it’s time to promote the event.
A simple way to do it is to promote the virtual hackathon on social media. For example, companies use HackerEarth’s Hackathons to conduct their virtual hackathons where we promote their online hackathons on social media platforms like Twitter and drive registrations.
Here are some ways to spread the word about virtual hackathons:
Get your employees to share about the virtual hackathon on social media channels like Twitter and LinkedIn.
Create a short video with your company’s leadership team and share it on the official social channels.
Tell the participants the benefits of participating in the virtual hackathon—prizes, subject matter experts, and more.
Conduct polls and ask questions to keep developers engaged and curious about the upcoming virtual hackathon. This is where digital business cards can be handy as they can be used everywhere. You have the option of including custom links such as polls, hackathon registration pages etc. Along with contact detail you can use top digital card software. So go ahead and on your platform where you are promoting hackathon.
What do you need to host a virtual hackathon?
Wondering what exactly you need to host a virtual hackathon? Here’s a list you must follow:
Software
Here are a few tools you must use to host a virtual hackathon:
Video and text platform
Since the hackathon finale is hosted virtually, it’s imperative to choose a good video conferencing platform to conduct the event.
✅Google Meet and Zoom: Meet the participants virtually
Digital collaboration
Participants will need a place to manage all projects and timelines, and brainstorm ideas with their team members.
✅HackerEarth’s Hackathons: Registration of participants and organizations, managing the project and team formation.
✅Slack and Discord: Use asynchronous messaging platforms for more interactive group activities.
✅Screen Recorder : Use a free screen recorder to communicate effectively with other remote participants when organizing the event
Centralized resource hub
Don’t give participants the chance to come to you during the live hackathon to ask about event-related information like rules, schedules, FAQs, contact information, and promotional material.
Instead, create a centralized resource workspace using Google Docs, Dropbox, or Notion and give access to each participant and share that on the hackathon page under the Resource Center tab Leverage a text summarizer to highlight key points related to your hackathon that can serve as a guiding document and add it to your resource hub. Here are a few suggestions from our end.
✅Google Docs and Dropbox: Save important documents and resources for participants and organizers to access
✅Notion: Create collaborative documents
Presentation during the finale
While Zoom and Google Meet’s screen-sharing options are good options to showcase presentations, and conduct a simple finale, to make it look more lucrative you can dip your toes in the latest technological advancements like VR using tools like Hubilio to make it more interesting..
Judges
Just like a physical hackathon, virtual hackathons too need to have a judging panel to assess the finished project and award prizes.
🧠Best practice: Invite subject matter experts related to the theme.
Also, having a judging panel can help you with the promotion. Here’s how: During the promotion, talk about the specific judges who’ll be judging the event and share their credentials.
This will drive curiosity and more interest from participants. Plus, ask the judges to promote the event on their social media channels and in their network to get more registrations.
Prizes
While running a virtual hackathon, there’s no limit on the kind of prizes you can offer to the winners. Some of them include cash prizes, cryptocurrency, and digital and physical products.
For example, the organizers of HCL Volt MX Hackathon 2023 handed out multiple prizes after the hackathon ended which included the main prize category (the three winners get cash prizes worth $7000, 4000, and 3000) and special prizes with creative titles like ‘Most Innovative Submission’ and ‘Most Beautiful Design’.
You need a landing page to drive more registrations to your virtual hackathon. This is where participants can better get all the information they need about the virtual hackathon.
Companies without an official hackathon landing page can use HackerEarth’s hackathons platform to set up a landing page and share all the information related to the event.
Picture this: Your virtual hackathon is live. Participants are willing. Judges are curious to see the final project.
But there comes a blocker: the participants have a concern related to a specific component but alas, there’s no way for them to communicate about it.
That’s why, along with providing a platform that enables communication within teams, you also need to set up a company workspace, especially for online hackathons where one cannot just turn around and ask for help. This way participants can raise their concerns and get them addressed in real time.
A Slack or Discord workspace works great as developers are already familiar with such platforms and it has the necessary file sharing and other capabilities needed for such conversations. Providing virtual phone number for participants to reach out with queries can complement your existing communication plan.
What are good ideas for a virtual hackathon?
If you’re planning to host a virtual hackathon but are clueless about where to start, here are a few ideas you might find helpful.
Web3
Coindesk hosted a crypto, blockchain, and Web3-oriented hackathon called Consensus 2023 where they wanted to bring the Web2 developers into Web3 and support native Web3 builders. This virtual hackathon was focused on teams and projects open to seeking out the right protocols to build on it.
The Hacking Health Tech hackathon, hosted by Johnson and Johnson Medtech was aimed at building medical technology to enable efficiency in surgical procedures and developing wearable technology.
While there are several niche hackathons that we talked about above, you don’t have to always box your virtual hackathons. Instead, here are a few generic hackathon ideas you can use too:
Impact Analysis hosted a virtual hackathon where they wanted frontend developers to build and design AI/ML-enabled enterprise SaaS software for retail companies
DAO Global Hackathon 2023 was a 4-week virtual hackathon to get hackers to leverage existing tools and build governance and coordination tools
AI Genesis hackathon is organized where developers will explore the power of artificial intelligence with themes in domains like gaming, social media, visual art, and music.
3 expert tips from top engineers that can make your virtual hackathons A+
Tip #1: Have clear communication
One tip I’d like to share with you is to prioritize clear and concise communication throughout the event. Effective communication plays a crucial role in ensuring participants understand the guidelines, challenges, and judging criteria.
As a judge at various events, including the design event at Michigan Tech University, I’ve witnessed how transparent communication fosters a positive and engaging atmosphere.
To achieve this, leverage multiple channels to disseminate information, such as a dedicated hackathon website or landing page. This page can serve as a central hub for participants, providing them with detailed instructions, schedules, and access to necessary resources. Additionally, consider hosting pre-event webinars or virtual orientation sessions to address any questions or concerns participants may have.
Make sure the event is well-organized and easy to navigate. This means providing clear instructions and resources for participants, as well as having a dedicated team of staff members who are available to answer questions and provide support. It is also important to create a positive and engaging atmosphere for participants so that they feel comfortable and motivated to participate.
In comparison to physical hackathons, the social aspects of virtual hackathons present the biggest challenge. Building relationships and cooperating with others requires extra effort because people are no longer working in the same rooms together.
How HackerEarth helps in maximizing virtual hackathons
We have put down the ins and outs of how you can host a virtual hackathon in your organization. We know the process of developing a virtual hackathon from scratch is time-consuming.
When time is money, and when your internal team doesn’t have the bandwidth to plan the event in detail, you can use HackerEarth’s end-to-end managed hackathons for organizing an event that will resonate with the developer community. From setting up the theme for your virtual hackathon to providing the landing page to promoting your virtual hackathon—HackerEarth does everything.
A virtual hackathon is an event where individuals or teams connect virtually to collaborate and solve problems through technology.
During a virtual hackathon, participants usually work on projects related to software development, coding, web design, or other areas of technology. They form teams, brainstorm ideas, and work intensively over a set period of time, typically ranging from a few hours to a few days or even weeks.
Participants collaborate remotely using various communication tools, such as video conferencing, chat platforms, and project management software. They leverage their skills, creativity, and expertise to develop innovative solutions, build prototypes, or create functioning applications or software.
Organizers of virtual hackathons provide participants with the necessary resources, guidelines, and access to relevant tools or technologies. They may also organize workshops, mentorship sessions, and expert talks to support participants in their projects. At the end of the event, participants typically present their work to a panel of judges who evaluate the projects based on criteria such as innovation, functionality, and presentation.
What are the advantages of virtual hackathons?
Virtual hackathons offer several advantages over traditional in-person hackathons. Here are some key benefits:
Diversity: It allows participants from all over the world to participate in the event—increasing the diversity of participants and encouraging a wider range of perspectives and ideas.
Cost-effective: Participants can save on travel expenses, accommodation, and other costs associated with attending in-person hackathons. Plus, organizations can bear lower expenses when compared to physical hackathons.
Accessibility: Participants have immediate access to online resources, documentation, tutorials, and open-source libraries, which enables rapid learning and implementation of new technologies, frameworks, or tools during the event.
Networking: It gives them a chance to connect with participants, mentors, industry experts, and potential employers from around the world—expanding their professional network, exploring job prospects, and seeking mentorship or guidance.
How can one ensure a smooth virtual hackathon experience?
To ensure a smooth virtual hackathon experience, consider the following tips:
Clear communication: Establish clear channels of communication for participants, mentors, and organizers. For example, Zoom for video conferencing, Slack for messaging, and Notion for project management.
Robust technical platform: Ensure that the live streaming platform can handle the expected number of participants and their activities.
Detailed guidelines: Provide participants with detailed guidelines about the hackathon’s rules, project submission requirements, judging criteria, and timelines.
Realistic timelines: Give participants sufficient time to prepare before the hackathon starts. Share relevant resources, pre-event materials, and any specific challenges or problem statements in advance so participants can familiarize themselves with the topic.
Mentors and support: Arrange subject matter experts to support participants during the hackathon. Offer mentorship sessions, Q&A opportunities, and technical assistance to help teams overcome obstacles and enhance their projects.
Regular check-ins: Schedule regular check-ins with participants to monitor progress, address concerns, and provide guidance. Use video conferencing or chat platforms to hold virtual stand-up meetings or progress updates.
Engaging workshops and talks: Organize virtual workshops or talks on relevant topics to enhance participants’ skills and knowledge—technical skills, design thinking, project management, or industry insights, providing valuable learning opportunities.
Transparent judging process: Clearly communicate the judging criteria and process to participants in advance.
Which platform is best for a hackathon?
HackerEarth’s hackathons platform helps companies conduct virtual hackathons from scratch. They provide a process management team, creative and design support, organic event promotion, and evaluation of product ideas.
What are the types of hackathons?
Internal hackathons: These hackathons are conducted internally within the organization. Here, employees collaborate to solve internal challenges, develop new products or features, or foster innovation in the company.
External hackathons: These hackathons are conducted externally where participants outside of the organization share their skill sets and bring in innovative solutions such as a product prototype.
In-person hackathons: These are physical hackathons where participants come together in one place to work on projects. These events usually last for a few hours or a few days. In such hackathons, participants are restricted as only location-specific folks can only participate.
Virtual hackathons: These are virtual events where participants from any geographical location can participate. These hackathons are hosted on a live-streaming platform which makes it easier for talent from different geographical locations to come and participate.
The conventional methods of recruiting can no longer keep up with the rapidly changing landscape of the tech world. With it becoming increasingly difficult to find skilled talent, recruiters have to think out of the box to attract and retain the best candidates out there.
How can that be done? Technology, of course. It is the one-stop solution for most of the challenges in the tech industry. There are automated tools for every step of the recruiting lifecycle, from sourcing to onboarding.
However, there is a lot of noise in this space, and it can be hard to tell what’s real from what’s simply a good marketing pitch. You may not need tech recruiting tools for all the stages of hiring. Depending on your requirements, do your research and choose wisely.
Tech recruiting technology tools for each stage of the hiring process
Job aggregator tools for sourcing
Talent sourcing takes up a huge chunk of time for recruiters. Without the help of sourcing tools, it will be akin to searching for a needle in a haystack. Automated job aggregator tools make it easy to grow your talent pipeline. There are plenty of avenues like job portals, placement agencies, social media, and hiring challenges to source candidates from.
Job boards and job aggregators are fundamental to the recruiting ecosystem because direct applicants make up 48% of all hires. Let’s take a look at the key features of this recruiting tool for recruiters:
increases the visibility of your job postings across a wide range of job boards/portals
carry out an in-depth search of candidates using filters like skills, experience, location, etc. to spot the best ones
find resumes, contact information, online portfolios, etc., and gather the data under one profile for each candidate. These profiles can be quickly added to your pipeline and you can engage with them over a period of time
make a quick assessment of the candidate based on their portfolio and projects
All the data related to a candidate can be stored on one platform with easy accessibility to the entire HR team
Job aggregators to keep in mind:
Indeed is said to be the largest platform for external hires with 75% of job applications coming in and 47% of all hires in the US
Glassdoor has its own job board where 83% of its 64 million monthly users are currently looking for a job
LinkedIn provides a Job Search Tool with advanced search capabilities and can filter out results based on location, skills, industry, and recommendations
Standalone applicant tracking systems (ATS)
Using numerous job boards and portals for posting your job vacancies can quickly become exhausting if you have to do it manually. A study by GetApp shows that 86% of recruiters say using an ATS has increased the speed at which they hire candidates.
A good ATS, recruitment technology tool offers capabilities like:
job opening posting across multiple job boards and websites
automated screening of candidates, and their resumes, which also decreases human bias and errors
database assistance where you can store all applicants’ information
view the status of each candidate throughout the interview process
send out assessment invites from the ATS itself to the selected candidates and prepare a performance report in real-time
initiate offer letters directly from the ATS, get them signed by the candidates and save the documents digitally on the cloud
Offering most of the features listed above, we have some good ATS options in the mix like:
Lever, a San Francisco startup, focuses on diversity and metric-based recruiting
Naukri RMS, automates the hiring process from end-to-end
LinkedIn Talent Hub, allows customers to source, manage, and hire in one integrated platform
Recruitment CRM tools for engagement
Waiting for a role to open to begin scouting for skilled developers is not a good idea. Instead, build and maintain a talent pool of passive candidates. Keep them engaged with company updates and relevant content so that you know exactly whom to approach for any role when the time comes. This is where recruitment CRM tools step in. They help in:
building a personal connection with the candidates during the hiring process
keep your candidates in the know by sending timely updates at each stage of the process
reduce time-to-hire by eliminating manual data entry and increase productivity with collaborative hiring
effectively engage prospective candidates through social media
nurture and engage candidates who were not hired in this phase but can be given an opportunity in the future
Recruitment CRM tools that need to be tried out for yourself:
Zoho has a cloud-based CRM platform that offers diverse solutions for building a relationship with your candidates
Yello provides an automated talent acquisition platform with a variety of services
Beamery, a London-based startup offers self-styled recruitment marketing software
Tech screening and assessment software
With scores of applications coming in, it is a huge task for recruiters to identify the ones worth talking to. Do the applicants with great resumes possess the skills that they say they have? The technical screening round is designed to filter candidates who exhibit the skills they listed on their resumes. Additionally, assessments are an effective way to test the behavioral and technical skills of developers. Coding assessment tools provide features like:
create highly accurate coding assessments or even custom ones based on the job role/skills/experience with minimum technical knowledge
make use of an extensive inbuilt library of questions across programming languages and skills with a robust proctoring system
set standard benchmarks for performance to shortlist candidates easily
sync seamlessly with your existing ATS to keep candidate information in one place
Screening tools that make the lives of recruiters easy:
HackerEarth Assessments helps you to objectively evaluate developers with a rich library of 13K+ questions across 80+ skills and shortlist candidates based purely on their performance
DevSkiller provides an automated technical screening platform that assesses candidates based on their skills
CodeSignal offers coding tests and assessments for hiring at scale
HackerEarth’s recent developer survey showed that 40% of developers preferred to be interviewed on interview tools that are equipped with code editors and video conferencing. For a fair and objective screening and evaluation of the applicants, coding interview tools are the best choice. They offer features such as:
conduct structured interviews with standard evaluation parameters
have real-time code editors with built-in compilers (doing away with whiteboards)
allow pair-programming
have AI-powered functionalities
provide real-time feedback and automated summary of each interview
enable blind interviewing to combat bias in the process
Coding interview tools that come with most of the functionalities given above:
FaceCode allows you to invite and conduct coding interviews on a collaborative, real-time code editor that also automates your interview summaries
CoderPad offers an intuitive programming interface that enables you to leave the whiteboard behind
CodeBunk provides an online real-time editor and compiler for interviewing developers
Background check tech recruiting tools
You are ready to roll out the offer letter as the selected candidate has excelled in all the rounds of interviews. It is advisable to conduct a background check before that to avoid making a bad hire as well as for additional security purposes. Some advanced features of such tools include:
an applicant’s ID verification, credit check, drug screening, and social media check
an applicant’s civil court records, motor vehicle records, and fingerprints for a more detailed verification
recruiters can create custom screening packages according to job role or department
This helps create a fuller picture of the candidate to deem whether they will be a good fit for the company. Some useful tools to try out include:
GoodHire provides an easy employee background check experience with its pre-bundled and custom-designed packages
Sterling helps create safer environments for your employees with its myriad background check services
Verified First enables accelerated background screening of candidates with its platform
Onboarding and core HR management software
Onboarding tools
Recruitment doesn’t end once the candidate signs the offer letter. There’s still the matter of onboarding. You are given one shot to make a great first impression on your new joiner and you do not want them to be blinded by paperwork.
With nearly 58% of organizations focusing their onboarding programs on lengthy processes and paperwork, only 12% of employees feel that their organization does a great job of onboarding. This is a wake-up call for organizations to switch to suitable tools for onboarding.
Now, let’s help make onboarding enjoyable for you and the candidate with the latest tech recruiting tools in the market. They have automated capabilities to:
help new hires self-onboard themselves with a checklist of tasks
finish filling out paperwork like offer letters, tax forms, and company NDAs ahead of time
customize the onboarding workflows like creating email addresses, allocating company devices, etc. for different candidates
introduce them to the rest of the team with welcome emails
HR management tools
Now that you have onboarded your new joiners, the next step is to ensure they have an easy and hassle-free employee experience. An integrated HR management tool allows you to manage the entire employee lifecycle from a single platform.
has self-service options for availing leaves, travel reimbursements, and timesheet entry
maintains a database of existing employees’ profiles
Tools that offer services for the complete employee lifecycle:
BambooHR takes care of onboarding, compensation of employees, and building culture at the workplace with its integrated platform
Leapsome enables companies to carry out performance management, personalized development, onboarding new hires and so much more
Darwinbox provides an end-to-end HRMS Suite and provides services for all stages of the employee lifecycle
Your employees are the foundation of your company. Therefore, the onus falls on you, as recruiters, to give them the best possible experience. Armed with this toolkit of tech recruiting tools, you can simplify your entire hiring process and keep your employees happy, at the same time.
FAQs on tech recruiting tools for recruiters:
#1 How can tech recruiting tools benefit my hiring process?
Tech recruiting tools can save time and increase efficiency in the recruitment process. Additionally, they also provide valuable data and insights into the recruitment process, helping businesses make informed decisions about their hiring needs and strategies.
#2 What is the difference between an applicant tracking system (ATS) and a recruiting tool?
An applicant tracking system (ATS) is a specific type of recruiting tool that is designed to manage and track resumes and job applications. While all ATSs are recruiting tools, not all recruiting tools are ATSs.
#3 How can I integrate tech recruiting tools into my existing recruitment process?
Integrating tech recruiting tools into your existing recruitment process can vary depending on the tool you choose and your current recruitment process. Some tools offer seamless integration with other HR and recruitment software, while others may require more manual setup and configuration. Be sure to consider the level of integration offered by each platform when choosing a tech recruiting tool.
#4 How to use social media as a recruiting tool?
Using social media as a recruiting tool can be an effective way to reach and engage with potential candidates. Here are some tips on how to use social media effectively for recruiting:
Choose the right platforms: Consider which platforms your target audience is using and focus your efforts on those. For example, LinkedIn is ideal for professional networking and job postings, while Instagram and Snapchat can be useful for reaching younger candidates.
Create a company profile: Establish a company profile on the social media platforms you’ve chosen and make sure it’s professional, up-to-date, and provides a good representation of your company culture.
Post job opportunities: Regularly post job opportunities on your social media profiles and encourage your followers to share the opportunities with their networks.
Engage with your followers: Respond to comments and messages, and share content that your followers might find interesting or relevant to the job.
Utilize employee advocacy: Encourage your employees to share your job postings and company culture on their personal social media accounts. This can help expand your reach and increase the credibility of your company.
Measure your success: Use analytics tools to track the success of your social media recruiting efforts, including the number of job views, applications, and hires generated from each platform.
Keep it professional: Remember to maintain a professional tone and image when using social media for recruiting. Avoid making any discriminatory comments or posting anything that could damage the reputation of your company.
#5 What tools do tech recruiters use?
There are several tools and platforms that can be used in tech recruitment to make the hiring process more efficient and effective. Some of the important ones are:
Applicant Tracking Systems (ATS): An ATS is a software tool that helps to streamline the recruitment process by automating many of the tasks involved, such as tracking resumes, scheduling interviews, and generating reports.
Job boards: Recruiters use job boards like Indeed, Glassdoor, and LinkedIn to post job openings and search for potential candidates.
Video conferencing software: With the increasing trend of remote work, video conferencing software such as Zoom, Skype, or Google Meet has become an indispensable tool for conducting virtual interviews.
Employee Referral Programs: Such programs encourage current employees to refer friends, family members, or acquaintances who they think would be a good fit for the company.
Pre-employment assessment tools: Employ pre-employment assessments to determine a candidate’s skills, personality, and work style, which can be useful in making hiring decisions.
Social media: Use social media platforms such as Twitter, Facebook, and LinkedIn to connect with potential candidates and promote job openings.
Chatbots: Integrate chatbots into a company’s website or career page to assist with frequently asked questions, schedule interviews, and collect candidate information.
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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.
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.
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:
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.
Simplifying the application process: AI-powered recruiting tools can simplify the application process, allowing candidates to apply for jobs with just a few clicks.
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.
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.
“Every hire is an investment for a company. A good hire will give you a higher ROI; if it is a bad hire, it will cost you a lot of time and money.”
Especially in tech hiring!
An effective tech recruitment process helps you attract the best talents, reduce hiring costs, and enhance company culture and reputation.
Businesses increasingly depend on technical knowledge to compete in today’s fast-paced, technologically driven world. Online platforms that provide technical recruiting solutions have popped up to assist companies in finding and employing top talent in response to this demand.
The two most well-known platforms in this field are HackerEarth and Mettl. To help businesses make wise choices for their technical employment requirements, we will compare these two platforms’ features, benefits, and limitations in this article.
This comparison of Mettl alternative, HackerEarth and Mettl itself, will offer helpful information to help you make the best decision, whether you’re a small company trying to expand your tech staff or a massive organization needing a simplified recruiting process.
HackerEarth
HackerEarth is based in San Francisco, USA, and offers enterprise software to aid companies with technical recruitment. Its services include remote video interviewing and technical skill assessments that are commonly used by organizations.
HackerEarth also provides a platform for developers to participate in coding challenges and hackathons. In addition, it provides tools for technical hiring such as coding tests, online interviews, and applicant management features. The hiring solutions provided by HackerEarth aid companies assess potential employees’ technical aptitude and select the best applicants for their specialized positions.
Mettl
Mettl, on the other hand, offers a range of assessment solutions for various industries, including IT, banking, healthcare, and retail. It provides online tests for coding, linguistic ability, and cognitive skills. The tests offered by Mettl assist employers find the best applicants for open positions and make data-driven recruiting choices. Additionally, Mettl provides solutions for personnel management and staff training and development.
Why should you go for HackerEarth over Mercer Mettl?
Because HackerEarth makes technical recruiting easy and fast, you must consider HackerEarth for technical competence evaluations and remote video interviews. It goes above and beyond to provide you with a full range of functions and guarantee the effectiveness of the questions in the database. Moreover, it is user-friendly and offers fantastic testing opportunities.
The coding assessments by HackerEarth guarantee the lowest time consumption and maximum efficiency. It provides a question bank of more than 17,000 coding-related questions and automated test development so that you can choose test questions as per the job role.
As a tech recruiter, you may need a clear understanding of a candidate’s skills. With HackerEarth’s code replay capability and insight-rich reporting on a developer’s performance, you can hire the right resource for your company.
Additionally, HackerEarth provides a more in-depth examination of your recruiting process so you can continuously enhance your coding exams and develop a hiring procedure that leads the industry.
HackerEarth and Mercer Mettl are the two well-known online tech assessment platforms that provide tools for managing and performing online examinations. We will examine the major areas where HackerEarth outperforms Mettl, thereby proving to be a great alternative to Mettl, in this comparison.
HackerEarth believes in upgrading itself and providing the most effortless navigation and solutions to recruiters and candidates.
HackerEarth provides various tools and capabilities to create and administer online tests, such as programming tests, multiple-choice questions, coding challenges, and more. The software also has remote proctoring, automatic evaluation, and plagiarism detection tools (like detecting the use of ChatGPT in coding assessments). On the other side, Mettl offers comparable functionality but has restricted capabilities for coding challenges and evaluations.
Test creation and administration
HackerEarth: It has a user-friendly interface that is simple to use and navigate. It makes it easy for recruiters to handle evaluations without zero technical know-how. The HackerEarth coding platform is also quite flexible and offers a variety of pre-built exams, including coding tests, aptitude tests, and domain-specific examinations. It has a rich library of 17,000+ questions across 900+ skills, which is fully accessible by the hiring team. Additionally, it allows you to create custom questions yourself or use the available question libraries.
Mettl: It can be challenging for a hiring manager to use Mettl efficiently since Mettl provides limited assessment and question libraries. Also, their team creates the test for them rather than giving access to hiring managers. This results in a higher turnaround time and reduces test customization possibilities since the request has to go back to the team, they have to make the changes, and so forth.
Reporting and analytics
HackerEarth: You may assess applicant performance and pinpoint areas for improvement with the help of HackerEarth’s full reporting and analytics tools. Its personalized dashboards, visualizations, and data exports simplify evaluating assessment results and real-time insights.
Most importantly, HackerEarth includes code quality scores in candidate performance reports, which lets you get a deeper insight into a candidate’s capabilities and make the correct hiring decision. Additionally, HackerEarth provides a health score index for each question in the library to help you add more accuracy to your assessments. The health score is based on parameters like degree of difficulty, choice of the programming language used, number of attempts over the past year, and so on.
Mettl: Mettl online assessment tool provides reporting and analytics. However, there may be only a few customization choices available. Also, Mettle does not provide code quality assurance which means hiring managers have to check the whole code manually. There is no option to leverage question-based analytics and Mettl does not include a health score index for its question library.
Adopting this platform may be challenging if you want highly customized reporting and analytics solutions.
HackerEarth: The security and privacy of user data are top priorities at HackerEarth. The platform protects data in transit and at rest using industry-standard encryption. Additionally, all user data is kept in secure, constantly monitored data centers with stringent access controls.
Along with these security measures, HackerEarth also provides IP limitations, role-based access controls, and multi-factor authentication. These features ensure that all activity is recorded and audited and that only authorized users can access sensitive data.
HackerEarth complies with several data privacy laws, such as GDPR and CCPA. The protection of candidate data is ensured by this compliance, which also enables businesses to fulfill their legal and regulatory responsibilities.
Mettl: The security and data privacy features of Mettl might not be as strong as those of HackerEarth. The platform does not provide the same selection of security measures, such as IP limitations or multi-factor authentication. Although the business asserts that it complies with GDPR and other laws, it cannot offer the same amount of accountability and transparency as other platforms.
Even though both HackerEarth and Mettl include security and data privacy measures, the Mettle alternative, HackerEarth’s platform is made to be more thorough, open, and legal. By doing this, businesses can better guarantee candidate data’s security and ability to fulfill legal and regulatory requirements.
Pricing and support
HackerEarth: To meet the demands of businesses of all sizes, HackerEarth offers a variety of customizable pricing options. The platform provides yearly and multi-year contracts in addition to a pay-as-you-go basis. You can select the price plan that best suits their demands regarding employment and budget.
HackerEarth offers chat customer support around the clock. The platform also provides a thorough knowledge base and documentation to assist users in getting started and troubleshooting problems.
Mettl: The lack of price information on Mettl’s website might make it challenging for businesses to decide whether the platform fits their budget. The organization also does not have a pay-as-you-go option, which might be problematic.
Mettl offers phone and emails customer assistance. However, the business website lacks information on support availability or response times. This lack of transparency may be an issue if you need prompt and efficient help.
User experience
HackerEarth: The interface on HackerEarth is designed to be simple for both recruiters and job seekers. As a result of the platform’s numerous adjustable choices for test creation and administration, you may design exams specifically suited to a job role. Additionally, the platform provides a selection of question types and test templates, making it simple to build and take exams effectively.
In terms of the candidate experience, HackerEarth provides a user-friendly interface that makes navigating the testing procedure straightforward and intuitive for applicants. As a result of the platform’s real-time feedback and scoring, applicants may feel more motivated and engaged during the testing process. The platform also provides several customization choices, like branding and message, which may assist recruiters in giving prospects a more exciting and tailored experience.
Mettl: The platform is intended to have a steeper learning curve than others and be more technical. It makes it challenging to rapidly and effectively construct exams and can be difficult for applicants unfamiliar with the platform due to its complex interface.
Additionally, Mettl does not provide real-time feedback or scoring, which might deter applicants from participating and being motivated by the testing process.
According to G2, HackerEarth and Mettl have 4.4 reviews out of 5. Users have also applauded HackerEarth’s customer service. Many agree that the staff members are friendly and quick to respond to any problems or queries. Overall, customer evaluations and feedback for HackerEarth point to the platform as simple to use. Both recruiters and applicants find it efficient.
Mettl has received mixed reviews from users, with some praising the platform for its features and functionality and others expressing frustration with its complex and technical interface.
May the best “brand” win!
Recruiting and selecting the ideal candidate demands a significant investment of time, attention, and effort.
This is where tech recruiting platforms like HackerEarth and Mettl have got you covered. They help streamline the whole process.Both HackerEarth and Mettl provide a wide variety of advanced features and capabilities for tech hiring.
We think HackerEarth is the superior choice. Especially, when contrasting the two platforms in terms of their salient characteristics and functioning. But, we may be biased!
So don’t take our word for it. Sign up for a free trial and check out HackerEarth’s offerings for yourself!
Let’s face it—cheating on tests is quite common. While technology has made a lot of things easier in tech recruiting, it
has also left the field wide open to malpractice. A 2020 report by ICAI shows
that 32% of undergraduate students have cheated in some form on an online test.
It’s human nature to want to bend
the rules a little bit. Which begs the question, how do you stay on top of cheating, plagiarism, and other forms of
malpractice during the assessment process?
How do you ensure that take-home assessments and remote interviews
stay authentic and credible? By relying on enhanced virtual supervision, of course!
HackerEarth Assessments has
always been one step ahead when it comes to remote proctoring which is able to capture the nuances of candidate
plagiarism. The recent advancements in technology (think generative AI) needed
more robust proctoring features, so we went ahead and built The HackerEarth Smart
Browser to ensure our assessments remain as foolproof as ever.
Presenting to you, the
latest HackerEarth proctoring fix - The Smart Browser
Our Smart Browser is the chocolatey version of a plain
donut when compared to a regular web browser. It is extra effective and comes packed with additional remote proctoring capabilities to
increase the quality of your screening assessments.
The chances of a candidate cheating on a HackerEarth technical assessment are virtually zero with
the latest features! Spilling all our secrets to show you why -
1. Sealed-off testing environment makes proctoring
simpler
To get started with
using the Smart Browser, enable the Smart Browser setting as shown above. This setting is available under the test
proctoring section on the test overview page.
As you can see, several other proctoring settings such as disabling
copy-paste, restricting candidates to full-screen mode, and logout on leaving the test interface are selected
automatically.Now, every candidate you invite to take the assessment will only be able to do so through the Smart
Browser. Candidates are prompted to download the Smart Browser from the link shared in the test invite mail.When the
candidate needs to click on the ‘start test’ button on the launch test screen, it opens in the Smart Browser. The
browser also prompts the candidate to switch to full-screen mode. Now, all candidates need to do is sign in and attempt
the test, as usual.
Also read: 6
Ways Candidates Try To Outsmart A Remote Proctored Assessment
2. Eagle-eyed online test monitoring leaves no room for error
Our AI-enabled Smart Browser takes frequent snapshots via the webcam, throughout the assessment.
Consequently, it is impossible to copy-paste code or impersonate a candidate.The browser prevents the following
candidate actions and facilitates thorough monitoring of the assessment:
Any candidate actions attempting to switch tabs with the intent to copy-paste or use a generative AI like ChatGPT
are shown a warning and captured in the candidate report.HackerEarth’s latest proctoring fixes
bulletproof our assessment platform, making it one of the most reliable and accurate sources of candidate hiring in the
market today.
Also read: 4 Ways
HackerEarth Flags The Use Of ChatGPT In Tech Hiring Assessments
Experience reliable assessments with the Smart Browser!
There you have it - our newest offering that preserves
the integrity of coding assessments and enables skill-first hiring, all in one go. Recruiters and hiring managers, this
is one feature that you can easily rely on and can be sure that every candidate’s test score is a result of their
ability alone.Curious to try out the Smart Browser? Well, don’t take our word for it. Head over here to check it out for
yourself!
We also love hearing from our customers so don’t hesitate to leave us any feedback you might
have.
In today’s fast-paced world, recruiting talent has become increasingly complicated. Technological advancements, high workforce expectations and a highly competitive market have pushed recruitment agencies to adopt innovative strategies for recruiting various types of talent. This article aims to explore one such recruitment strategy – headhunting.
What is Headhunting in recruitment?
In headhunting, companies or recruitment agencies identify, engage and hire highly skilled professionals to fill top positions in the respective companies. It is different from the traditional process in which candidates looking for job opportunities approach companies or recruitment agencies. In headhunting, executive headhunters, as recruiters are referred to, approach prospective candidates with the hiring company’s requirements and wait for them to respond. Executive headhunters generally look for passive candidates, those who work at crucial positions and are not on the lookout for new work opportunities. Besides, executive headhunters focus on filling critical, senior-level positions indispensable to companies. Depending on the nature of the operation, headhunting has three types. They are described later in this article. Before we move on to understand the types of headhunting, here is how the traditional recruitment process and headhunting are different.
How do headhunting and traditional recruitment differ from each other?
Headhunting is a type of recruitment process in which top-level managers and executives in similar positions are hired. Since these professionals are not on the lookout for jobs, headhunters have to thoroughly understand the hiring companies’ requirements and study the work profiles of potential candidates before creating a list.
In the traditional approach, there is a long list of candidates applying for jobs online and offline. Candidates approach recruiters for jobs. Apart from this primary difference, there are other factors that define the difference between these two schools of recruitment.
AspectHeadhuntingTraditional RecruitmentCandidate TypePrimarily passive candidateActive job seekersApproachFocused on specific high-level rolesBroader; includes various levelsScopeproactive outreachReactive: candidates applyCostGenerally more expensive due to expertise requiredTypically lower costsControlManaged by headhuntersManaged internally by HR teams
All the above parameters will help you to understand how headhunting differs from traditional recruitment methods, better.
Types of headhunting in recruitment
Direct headhunting: In direct recruitment, hiring teams reach out to potential candidates through personal communication. Companies conduct direct headhunting in-house, without outsourcing the process to hiring recruitment agencies. Very few businesses conduct this type of recruitment for top jobs as it involves extensive screening across networks outside the company’s expanse.
Indirect headhunting: This method involves recruiters getting in touch with their prospective candidates through indirect modes of communication such as email and phone calls. Indirect headhunting is less intrusive and allows candidates to respond at their convenience.Third-party recruitment: Companies approach external recruitment agencies or executive headhunters to recruit highly skilled professionals for top positions. This method often leverages the company’s extensive contact network and expertise in niche industries.
How does headhunting work?
Finding highly skilled professionals to fill critical positions can be tricky if there is no system for it. Expert executive headhunters employ recruitment software to conduct headhunting efficiently as it facilitates a seamless recruitment process for executive headhunters. Most software is AI-powered and expedites processes like candidate sourcing, interactions with prospective professionals and upkeep of communication history. This makes the process of executive search in recruitment a little bit easier. Apart from using software to recruit executives, here are the various stages of finding high-calibre executives through headhunting.
Identifying the role
Once there is a vacancy for a top job, one of the top executives like a CEO, director or the head of the company, reach out to the concerned personnel with their requirements. Depending on how large a company is, they may choose to headhunt with the help of an external recruiting agency or conduct it in-house. Generally, the task is assigned to external recruitment agencies specializing in headhunting. Executive headhunters possess a database of highly qualified professionals who work in crucial positions in some of the best companies. This makes them the top choice of conglomerates looking to hire some of the best talents in the industry.
Defining the job
Once an executive headhunter or a recruiting agency is finalized, companies conduct meetings to discuss the nature of the role, how the company works, the management hierarchy among other important aspects of the job. Headhunters are expected to understand these points thoroughly and establish a clear understanding of their expectations and goals.
Candidate identification and sourcing
Headhunters analyse and understand the requirements of their clients and begin creating a pool of suitable candidates from their database. The professionals are shortlisted after conducting extensive research of job profiles, number of years of industry experience, professional networks and online platforms.
Approaching candidates
Once the potential candidates have been identified and shortlisted, headhunters move on to get in touch with them discreetly through various communication channels. As such candidates are already working at top level positions at other companies, executive headhunters have to be low-key while doing so.
Assessment and Evaluation
In this next step, extensive screening and evaluation of candidates is conducted to determine their suitability for the advertised position.
Interviews and negotiations
Compensation is a major topic of discussion among recruiters and prospective candidates. A lot of deliberation and negotiation goes on between the hiring organization and the selected executives which is facilitated by the headhunters.
Finalizing the hire
Things come to a close once the suitable candidates accept the job offer. On accepting the offer letter, headhunters help finalize the hiring process to ensure a smooth transition.
The steps listed above form the blueprint for a typical headhunting process. Headhunting has been crucial in helping companies hire the right people for crucial positions that come with great responsibility. However, all systems have a set of challenges no matter how perfect their working algorithm is. Here are a few challenges that talent acquisition agencies face while headhunting.
Common challenges in headhunting
Despite its advantages, headhunting also presents certain challenges:
Cost Implications: Engaging headhunters can be more expensive than traditional recruitment methods due to their specialized skills and services.
Time-Consuming Process: While headhunting can be efficient, finding the right candidate for senior positions may still take time due to thorough evaluation processes.
Market Competition: The competition for top talent is fierce; organizations must present compelling offers to attract passive candidates away from their current roles.
Although the above mentioned factors can pose challenges in the headhunting process, there are more upsides than there are downsides to it. Here is how headhunting has helped revolutionize the recruitment of high-profile candidates.
Advantages of Headhunting
Headhunting offers several advantages over traditional recruitment methods:
Access to Passive Candidates: By targeting individuals who are not actively seeking new employment, organisations can access a broader pool of highly skilled professionals.
Confidentiality: The discreet nature of headhunting protects both candidates’ current employment situations and the hiring organisation’s strategic interests.
Customized Search: Headhunters tailor their search based on the specific needs of the organization, ensuring a better fit between candidates and company culture.
Industry Expertise: Many headhunters specialise in particular sectors, providing valuable insights into market dynamics and candidate qualifications.
Conclusion
Although headhunting can be costly and time-consuming, it is one of the most effective ways of finding good candidates for top jobs. Executive headhunters face several challenges maintaining the g discreetness while getting in touch with prospective clients. As organizations navigate increasingly competitive markets, understanding the nuances of headhunting becomes vital for effective recruitment strategies. To keep up with the technological advancements, it is better to optimise your hiring process by employing online recruitment software like HackerEarth, which enables companies to conduct multiple interviews and evaluation tests online, thus improving candidate experience. By collaborating with skilled headhunters who possess industry expertise and insights into market trends, companies can enhance their chances of securing high-caliber professionals who drive success in their respective fields.
The job industry is not the same as it was 30 years ago. Progresses in AI and automation have created a new work culture that demands highly skilled professionals who drive innovation and work efficiently. This has led to an increase in the number of companies reaching out to external sources of recruitment for hiring talent. Over the years, we have seen several job aggregators optimise their algorithms to suit the rising demand for talent in the market and new players entering the talent acquisition industry. This article will tell you all about how external sources of recruitment help companies scout some of the best candidates in the industry, the importance of external recruitment in organizations across the globe and how it can be leveraged to find talent effectively.
Understanding external sources of recruitment
External sources refer to recruitment agencies, online job portals, job fairs, professional associations and any other organizations that facilitate seamless recruitment. When companies employ external recruitment sources, they access a wider pool of talent which helps them find the right candidates much faster than hiring people in-house. They save both time and effort in the recruitment process.
Online job portals
Online resume aggregators like LinkedIn, Naukri, Indeed, Shine, etc. contain a large database of prospective candidates. With the advent of AI, online external sources of recruitment have optimised their algorithms to show the right jobs to the right candidates. Once companies figure out how to utilise job portals for recruitment, they can expedite their hiring process efficiently.
Social Media
Ours is a generation that thrives on social media. To boost my IG presence, I have explored various strategies, from getting paid Instagram users to optimizing post timing and engaging with my audience consistently. Platforms like FB an IG have been optimized to serve job seekers and recruiters alike. The algorithms of social media platforms like Facebook and Instagram have been optimised to serve job seekers and recruiters alike. Leveraging them to post well-placed ads for job listings is another way to implement external sources of recruitment strategies.
Employee Referrals
Referrals are another great external source of recruitment for hiring teams. Encouraging employees to refer their friends and acquaintances for vacancies enables companies to access highly skilled candidates faster.
Campus Recruitment
Hiring freshers from campus allows companies to train and harness new talent. Campus recruitment drives are a great external recruitment resource where hiring managers can expedite the hiring process by conducting screening processes in short periods.
Recruitment Agencies
Companies who are looking to fill specific positions with highly skilled and experienced candidates approach external recruitment agencies or executive headhunters to do so. These agencies are well-equipped to look for suitable candidates and they also undertake the task of identifying, screening and recruiting such people.
Job Fairs
This is a win-win situation for job seekers and hiring teams. Job fairs allow potential candidates to understand how specific companies work while allowing hiring managers to scout for potential candidates and proceed with the hiring process if possible.
Importance of External Recruitment
The role of recruitment agencies in talent acquisition is of paramount importance. They possess the necessary resources to help companies find the right candidates and facilitate a seamless hiring process through their internal system. Here is how external sources of recruitment benefit companies.
Diversity of Skill Sets
External recruitment resources are a great way for companies to hire candidates with diverse professional backgrounds. They possess industry-relevant skills which can be put to good use in this highly competitive market.
Fresh Perspectives
Candidates hired through external recruitment resources come from varied backgrounds. This helps them drive innovation and run things a little differently, thus bringing in a fresh approach to any project they undertake.
Access to Specialized Talent
Companies cannot hire anyone to fill critical roles that require highly qualified executives. This task is assigned to executive headhunters who specialize in identifying and screening high-calibre candidates with the right amount of industry experience. Huge conglomerates and companies seek special talent through external recruiters who have carved a niche for themselves.
Now that you have learnt the different ways in which leveraging external sources of recruitment benefits companies, let’s take a look at some of the best practices of external recruitment to understand how to effectively use their resources.
Best Practices for Effective External Recruitment
Identifying, reaching out to and screening the right candidates requires a robust working system. Every system works efficiently if a few best practices are implemented. For example, hiring through social media platforms requires companies to provide details about their working environment, how the job is relevant to their audience and well-positioned advertisements. The same applies to the other external sources of recruitment. Here is how you can optimise the system to ensure an effective recruitment process.
Craft Clear and Compelling Job Descriptions
Detail Responsibilities: Clearly outline the key responsibilities and expectations for the role.
Highlight Company Culture: Include information about the company’s mission, values, and growth opportunities to attract candidates who align with your organizational culture.
Leverage Multiple Recruitment Channels
Diversify Sources: Use a mix of job boards, social media platforms, recruitment agencies, and networking events to maximize reach. Relying on a single source can limit your candidate pool.
Utilize Industry-Specific Platforms: In addition to general job boards, consider niche job sites that cater to specific industries or skill sets
Streamline the Application Process
Simplify Applications: Ensure that the application process is user-friendly. Lengthy or complicated forms can deter potential candidates from applying.
Mobile Optimization: Many candidates use mobile devices to apply for jobs, so ensure your application process is mobile-friendly.
Engage in Proactive Sourcing
Reach Out to Passive Candidates: Actively seek out candidates who may not be actively looking for a job but could be a great fit for your organization. Use LinkedIn and other professional networks for this purpose.
Maintain a Talent Pool: Keep a database of previous applicants and strong candidates for future openings, allowing you to reach out when new roles become available.
Utilize Social Media Effectively
Promote Job Openings: Use social media platforms like LinkedIn, Facebook, and Twitter to share job postings and engage with potential candidates. This approach can also enhance your employer brand
Conduct Background Checks: There are several ways of learning about potential candidates. Checking out candidate profiles on job boards like LinkedIn or social media platforms can give companies a better understanding of their potential candidates, thus confirming whether they are the right fit for the organization.
Implement Data-Driven Recruitment
Analyze Recruitment Metrics: Track key metrics such as time-to-hire, cost-per-hire, and source effectiveness. This data can help refine your recruitment strategies over time. Using external hiring software like HackeEarth can streamline the recruitment process, thus ensuring quality hires without having to indulge internal resources for the same.
Use Predictive Analytics: In this age of fast paced internet, everybody makes data-driven decisions. Using predictive analytics to study employee data will help companies predict future trends, thus facilitating a productive hiring process.
Conclusion
External sources of recruitment play a very important role in an organization’s talent acquisition strategy. By employing various channels of recruitment such as social media, employee referrals and campus recruitment drives, companies can effectively carry out their hiring processes. AI-based recruitment management systems also help in the process. Implementing best practices in external recruitment will enable organizations to enhance their hiring processes effectively while meeting their strategic goals.
The Progressive Pre-Employment Assessment is a crucial step in the hiring process, as it evaluates candidates through various dimensions including cognitive abilities, personality traits, and role-specific skills.
While employers and recruiters have this in the palm of their hand, candidates who master it will successfully navigate the assessment and have a higher chance of landing that dream job. But what does it entail in the first place?
Candidates can expect to undergo tests that assess verbal, numerical, and work style capabilities, as well as a personality assessment. Hence, understanding the structure and purpose of the Progressive Pre-Employment Assessment can give candidates a competitive edge. But before one tackles online tests, we must first dissect what this assessment is and what it consists of.
The evolution of pre-employment assessments
Pre-employment assessments have undergone significant changes over the decades, from rudimentary tests to sophisticated, modern evaluations. Let’s put the two side by side.
Traditional methods:
Initially, pre-employment assessments focused on basic skills and educational qualifications. These paper-based tests primarily assessed cognitive and verbal abilities, without any conclusions about the candidates’ output in very specific situations.
Modern techniques:
Today, online assessments are prevalent, evaluating a variety of dimensions, including cognitive skills, personality traits, and behavioral evaluations. These tools offer a more comprehensive view of a candidate's job performance potential, while, at the same time, saving precious time for both parties involved.
In today’s competitive job market, progressive pre-employment assessments play a crucial as they not only measure technical skills and knowledge but also provide insights into a candidate's ethical bias, cultural fit, and communication skills.
Likewise, assessment tests have evolved to include situational judgment tests and culture fit analyses, which are pivotal in assessing the suitability of a candidate for specific roles. And this isn’t just in terms of skillsets—they help in identifying candidates who align well with the company's values and working environment.
This is mainly for the tests’ ability to accurately gauge a candidate's interpersonal skills and emotional intelligence, which are essential for roles that require teamwork and client interactions.
What are progressive pre-employment assessments?
Progressive pre-employment assessments are structured evaluations designed to judge a candidate’s abilities and fit for a role at Progressive Insurance. Unlike traditional aptitude tests, these assessments encompass various elements such as cognitive abilities, situational judgments, and personality traits.
These tests typically include verbal and numerical reasoning sections, as well as work style assessments that gauge behavioral tendencies. Through this merger of multiple dimensions, Progressive seeks to understand not just the skills and knowledge of the candidate, but also their ethical perspectives and communication skills.
Components of a progressive assessment strategy
What sets progressive assessments apart? Well, as most employers just focus on the basic credentials and competencies, the comprehensive assessment strategy at Progressive includes several key components:
Cognitive evaluations: These tests measure candidates' logical reasoning and problem-solving capabilities through verbal, numerical, and abstract reasoning questions.
Personality assessments: These tests evaluate traits and tendencies to understand how a candidate might behave in various workplace scenarios. They aim to provide insight into their ethical bias and interpersonal skills.
Behavioral evaluations: These sections analyze how candidates might act in specific situations, ensuring a good cultural fit and alignment with Progressive's values.
Role-specific skills tests: These assessments focus on the specialized skills required for the position, ensuring the candidate has the necessary technical knowledge and expertise.
Implementing progressive assessments
Successful implementation of Progressive Assessments in the hiring process requires designing an effective assessment process and following best practices for administration. This ensures accuracy, better data security, and reliable decision-making. In particular, the implementation hinges on the feasibility of the original design.
Step 1 --- Designing the assessment process
Designing an effective Progressive Assessment involves understanding the specific needs of the role and the company's approach to hiring. Each test component — verbal, numerical, and work style — must align with the desired skills and personality traits for the role.
HR teams need to define clear objectives for each assessment section. This includes establishing what each part aims to evaluate, like the problem-solving or personality assessments. Incorporating legal and policy guidelines ensures the assessments are fair and non-discriminatory, which is crucial for avoiding legal issues.
Likewise, everaging online assessment tests provides flexibility and efficiency. These tests allow candidates to complete them remotely, easing logistics and scheduling concerns. Ensuring security is also essential, and implementing testing and other recruitment tools can help enhance data security and accuracy.
Step 2 --- Best practices for assessment administration
Administering assessments effectively revolves around consistency and fairness. Establish structured guidelines for the administration process to ensure each candidate undergoes the same conditions, promoting reliability. This includes standardizing the timing, environment, and instructions for all assessments.
Training HR representatives is vital. They should be well-versed in handling the assessments, from initial candidate interactions to evaluating the results. Regular training updates ensure the team remains knowledgeable about best practices and any new tools used in the assessment process.
Administering assessments also involves maintaining better data security and accuracy. This is achieved by utilizing secure online platforms and ensuring that only authorized personnel have access to sensitive data. Leveraging top API penetration testing tools is one approach to securing candidate data and preserving the integrity of the assessment process.
Implementing consistent feedback mechanisms for candidates can also improve the process. Providing insights on their performance helps candidates understand their strengths and areas for growth, which reflects positively on the company’s commitment to candidate experience.
Benefits of progressive assessments
Progressive assessments offer significant advantages in the hiring process, such as improving the accuracy of hiring decisions and enhancing the overall candidate experience. These benefits help companies find better-fitting candidates and reduce turnover rates.
1. Improved hiring accuracy
Progressive pre-employment assessments allow companies to evaluate candidates more comprehensively. By assessing personality traits, cognitive abilities, and ethical biases, employers can identify individuals who align with the company’s values and have the necessary skills for the job.
For example, personality assessments can pinpoint traits like empathy, communication, and problem-solving abilities. This helps employers select candidates who are not only qualified but also fit well within the team. Evaluating these qualities ensures that new hires can thrive in customer service roles where empathy and effective communication are crucial.
Moreover, using tools like the DDI Adaptive Reasoning Test helps to simulate real job tasks. This gives employers deeper insights into a candidate's capability to handle job-specific challenges. As a result, the company is more likely to experience lower turnover rates due to better candidate-job fit.
2. Enhanced candidate experience
A well-structured assessment process can significantly enhance the candidate experience. Clear instructions,fair testing procedures, and timely feedback create a positive impression of the company. Candidates appreciate transparency and feel valued when the process is designed with their experience in mind.
Implementing assessments that reflect actual job roles and responsibilities gives candidates a realistic preview of the job. This reduces later dissatisfaction and turnover. Additionally, personality assessments that highlight traits such as confidence and empathy provide a more engaging candidate experience.
Companies can also strengthen their employer brand by showcasing their commitment to a fair and comprehensive hiring process. Providing resources like practice tests helps candidates feel better prepared and less anxious about the assessment, leading to a more positive perception of the company.
Common pitfalls in progressive assessments
Candidates often struggle with the cognitive abilities section, which requires strong analytical skills and problem-solving capabilities. The situational judgment tests can also be tricky as they assess empathy, decision-making, and customer service scenarios. Personality assessments can pose challenges as well, especially for those unsure how to present their personality traits aligned with the job role.
A significant issue is also misinterpretation of the test's format and expectations. Many find it daunting to navigate through various sections, such as verbal, numerical, and work style assessments. Lastly, some candidates might overlook the legal nuances of personality assessments or document redaction protocols, leading to compliance issues.
Strategies to overcome challenges
To tackle cognitive abilities assessments, candidates should engage in consistent practice with sample questions and mock tests. This helps enhance their analytical and problem-solving skills. For situational judgment tests, it is essential to practice empathy and customer service scenarios to develop a better understanding of role-specific challenges.
In personality assessments, being honest while demonstrating relevant personality traits like being a team player is crucial. Seeking guidance from study materials such as Job Test Prep can provide a realistic testing environment.
Understanding legal considerations, such as those around document redaction, is important for compliance. Utilizing a document redaction SDK can ensure adherence to required policies. Familiarity with each section's format will aid in navigating the assessments confidently and effectively.
Trends and innovations in employee assessments
There is a growing emphasis on AI-powered assessments —these tools analyze vast amounts of data to predict a candidate's job performance, ensuring a more objective and efficient selection process.
Personality assessments are evolving to include metrics like empathy and communication skills, which are crucial for roles in customer service and other people-centric positions.
Additionally, gamified assessments, which make the evaluation process engaging, are gaining popularity. They not only assess problem-solving skills but also gauge how candidates perform under pressure.
Organizations can prepare for the future by integrating cutting-edge technologies into their hiring processes. Investing in training for evaluators to accurately interpret new assessment metrics is crucial. This involves
Moreover, companies should stay updated on legal requirements to maintain compliance and ensure fair assessment practices.
Encouraging candidates to focus on developing their personality traits, such as being team players and showing confidence, can also better prepare them for progressive assessments that look beyond technical skills.
The strategic value of progressive assessments
Progressive pre-employment assessments rigorously evaluate candidates on multiple fronts, including cognitive abilities, situational judgment, personality fit, and role-specific skills. This multifaceted approach not only helps in identifying the best match for specific roles but also reduces the risk of bad hires.
By investing in these assessments, companies can significantly enhance their recruitment processes. Consistent use of these tools leads to more informed decision-making, reducing turnover rates and ensuring employee retention.
Appropriate preparation and implementation of these assessments can streamline the hiring pipeline, saving time and resources. Furthermore, this approach bolsters team performance and aligns employee roles with their strengths, promoting a culture of efficiency and productivity. While Progressive is far from the only company using this approach, they’ve set a standard in terms of looking at candidates holistically and making sure they’re truly ready for the job.
Frequently Asked Questions
This section covers common inquiries related to the Progressive Pre-Employment Assessments, including differences from psychometric tests, benefits for small businesses, legal considerations, and the role of technology.
How do progressive assessments differ from psychometric testing?
Progressive assessments typically examine a candidate's ethical bias and personality traits. In contrast, psychometric tests focus on cognitive abilities and personality dimensions. The Progressive Pre-Employment Assessment includes verbal, numerical, and work style components, offering a broader evaluation spectrum.
Can small businesses benefit from implementing progressive assessment strategies?
Small businesses can gain significant advantages from adopting progressive assessment strategies. These assessments help identify candidates that align closely with the company’s values and culture, reducing turnover rates. Additionally, they provide insights into a candidate's ethical stance and work style, which are crucial for cohesive team dynamics.
What are the legal considerations when using pre-employment assessments?
Legal considerations include ensuring compliance with equal employment opportunity laws and avoiding discrimination based on race, gender, or disability. It is essential to validate the assessment tools and ensure they are scientifically proven to be fair. Companies must also maintain transparency about the purpose and usage of the assessments.
How can technology enhance the effectiveness of progressive assessments?
Technology can streamline the assessment process by allowing candidates to complete the tests remotely. Advanced analytics help in the accurate interpretation of results, ensuring a better match between the candidate and the job role. Many platforms offer practice tests that mirror the actual assessment, aiding in preparation and reducing test anxiety.
Our AI-enabled Smart Browser takes frequent snapshots via the webcam, throughout the assessment.
Consequently, it is impossible to copy-paste code or impersonate a candidate.The browser prevents the following
candidate actions and facilitates thorough monitoring of the assessment:
