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Vibe Coding: Shaping the Future of Software

A New Era of Code Vibe coding is a new method of using natural language prompts and AI tools to generate code. I have seen firsthand that this change Discover how vibe coding is reshaping software development. Learn about its benefits, challenges, and what it means for developers in the AI era.
Author
Vishwastam Shukla
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June 25, 2025
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3 min read

A New Era of Code

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.​

Ready to streamline your recruitment process? Get a free demo to explore cutting-edge solutions and resources for your hiring needs.

How Candidates Use Technology to Cheat in Online Technical Assessments

Discover common technologies used by candidates for cheating in online assessments. Explore effective prevention methods like proctoring, AI monitoring, and smart test formats.
Author
Nischal V Chadaga
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June 25, 2025
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3 min read

Impact of Online Assessments in Technical Hiring


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.



According to research, nearly 30 to 50 percent of candidates cheat in online assessments for entry level jobs. Even 10% of senior candidates have been reportedly caught cheating.

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


  1. 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
  2. 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
  3. 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
  4. 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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Talent Acquisition Strategies For Rehiring Former Employees

Discover effective talent acquisition strategies for rehiring former employees. Learn how to attract, evaluate, and retain top boomerang talent to strengthen your workforce.
Author
Nischal V Chadaga
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June 25, 2025
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3 min read
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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Composing Jazz Music with Deep Learning

Deep Learning is on the rise, extending its application in every field, ranging from computer vision to natural language processing, healthcare, speech recognition, generating art, addition of sound to silent movies, machine translation, advertising, self-driving cars, etc. In this blog, we will extend the power of deep learning to the domain of music production. We will talk about how we can use deep learning to generate new musical beats.

The current technological advancements have transformed the way we produce music, listen, and work with music. With the advent of deep learning, it has now become possible to generate music without the need for working with instruments artists may not have had access to or the skills to use previously. This offers artists more creative freedom and ability to explore different domains of music.

Recurrent Neural Networks

Since music is a sequence of notes and chords, it doesn’t have a fixed dimensionality. Traditional deep neural network techniques cannot be applied to generate music as they assume the inputs and targets/outputs to have fixed dimensionality and outputs to be independent of each other. It is therefore clear that a domain-independent method that learns to map sequences to sequences would be useful.

Recurrent neural networks (RNNs) are a class of artificial neural networks that make use of sequential information present in the data.

recurrent neural network, deep learning, character based learning,
Fig. 1 A basic RNN unit.

A recurrent neural network has looped, or recurrent, connections which allow the network to hold information across inputs. These connections can be thought of as memory cells. In other words, RNNs can make use of information learned in the previous time step. As seen in Fig. 1, the output of the previous hidden/activation layer is fed into the next hidden layer. Such an architecture is efficient in learning sequence-based data.

In this blog, we will be using the Long Short-Term Memory (LSTM) architecture. LSTM is a type of recurrent neural network (proposed by Hochreiter and Schmidhuber, 1997) that can remember a piece of information and keep it saved for many timesteps.

Dataset

Our dataset includes piano tunes stored in the MIDI format. MIDI (Musical Instrument Digital Interface) is a protocol which allows electronic instruments and other digital musical tools to communicate with each other. Since a MIDI file only represents player information, i.e., a series of messages like ‘note on’, ‘note off, it is more compact, easy to modify, and can be adapted to any instrument.

Before we move forward, let us understand some music related terminologies:

  • Note: A note is either a single sound or its representation in notation. Each note consist of pitch, octave, and an offset.
  • Pitch: Pitch refers to the frequency of the sound.
  • Octave: An octave is the interval between one musical pitch and another with half or double its frequency.
  • Offset: Refers to the location of the note.
  • Chord: Playing multiple notes at the same time constitutes a chord.

Data Preprocessing

We will use the music21 toolkit (a toolkit for computer-aided musicology, MIT) to extract data from these MIDI files.

  1. Notes Extraction

     def get_notes():  
         notes = []  
         for file in songs:  
           # converting .mid file to stream object  
           midi = converter.parse(file)  
           notes_to_parse = []  
           try:  
             # Given a single stream, partition into a part for each unique instrument  
             parts = instrument.partitionByInstrument(midi)  
           except:  
             pass  
           if parts: # if parts has instrument parts   
             notes_to_parse = parts.parts[0].recurse()  
           else:  
             notes_to_parse = midi.flat.notes  
           for element in notes_to_parse:   
             if isinstance(element, note.Note):  
               # if element is a note, extract pitch   
               notes.append(str(element.pitch))  
             elif(isinstance(element, chord.Chord)):  
               # if element is a chord, append the normal form of the   
               # chord (a list of integers) to the list of notes.   
               notes.append('.'.join(str(n) for n in element.normalOrder))  
         with open('data/notes', 'wb') as filepath:  
           pickle.dump(notes, filepath)  
         return notes  
      

    The function get_notes returns a list of notes and chords present in the .mid file. We use the converter.parse function to convert the midi file in a stream object, which in turn is used to extract notes and chords present in the file. The list returned by the function get_notes() looks as follows:

     Out:  
         ['F2', '4.5.7', '9.0', 'C3', '5.7.9', '7.0', 'E4', '4.5.8', '4.8', '4.8', '4', 'G#3',  
         'D4', 'G#3', 'C4', '4', 'B3', 'A2', 'E3', 'A3', '0.4', 'D4', '7.11', 'E3', '0.4.7', 'B4', 'C3', 'G3', 'C4', '4.7', '11.2', 'C3', 'C4', '11.2.4', 'G4', 'F2', 'C3', '0.5', '9.0', '4.7', 'F2', '4.5.7.9.0', '4.8', 'F4', '4', '4.8', '2.4', 'G#3',  
        '8.0', 'E2', 'E3', 'B3', 'A2', '4.9', '0.4', '7.11', 'A2', '9.0.4', ...........]  

    We can see that the list consists of pitches and chords (represented as a list of integers separated by a dot). We assume each new chord to be a new pitch on the list. As letters are used to generate words in a sentence, similarly the music vocabulary used to generate music is defined by the unique pitches in the notes list.

  2. Generating Input and Output Sequences

    A neural network accepts only real values as input and since the pitches in the notes list are in string format, we need to map each pitch in the notes list to an integer. We can do so as follows:

     # Extract the unique pitches in the list of notes.   
       pitchnames = sorted(set(item for item in notes))  
       # create a dictionary to map pitches to integers  
       note_to_int = dict((note, number) for number, note in enumerate(pitchnames))  
      

    Next, we will create an array of input and output sequences to train our model. Each input sequence will consist of 100 notes, while the output array stores the 101st note for the corresponding input sequence. So, the objective of the model will be to predict the 101st note of the input sequence of notes.

     # create input sequences and the corresponding outputs  
       for i in range(0, len(notes) - sequence_length, 1):  
         sequence_in = notes[i: i + sequence_length]  
         sequence_out = notes[i + sequence_length]  
         network_input.append([note_to_int[char] for char in sequence_in])  
         network_output.append(note_to_int[sequence_out])  
      

    Next, we reshape and normalize the input vector sequence before feeding it to the model. Finally, we one-hot encode our output vector.

     n_patterns = len(network_input)  
       # reshape the input into a format compatible with LSTM layers   
       network_input = np.reshape(network_input, (n_patterns, sequence_length, 1))  
       # normalize input  
       network_input = network_input / float(n_vocab)  
       # One hot encode the output vector  
       network_output = np_utils.to_categorical(network_output)  
      

Model Architecture

Machine learning challenge, ML challenge

We will use keras to build our model architecture. We use a character level-based architecture to train the model. So each input note in the music file is used to predict the next note in the file, i.e., each LSTM cell takes the previous layer activation (a⟨t−1⟩) and the previous layers actual output (y⟨t−1⟩) as input at the current time step tt. This is depicted in the following figure (Fig 2.).

LSTM, Long term short architecture, Recurrent neural network, music generation, neural network,
Fig 2. One to Many LSTM architecture

Our model architecture is defined as:

 model = Sequential()  
   model.add(LSTM(128, input_shape=network_in.shape[1:], return_sequences=True))  
   model.add(Dropout(0.2))  
   model.add(LSTM(128, return_sequences=True))  
   model.add(Flatten())  
   model.add(Dense(256))  
   model.add(Dropout(0.3))  
   model.add(Dense(n_vocab))  
   model.add(Activation('softmax'))  
   model.compile(loss='categorical_crossentropy', optimizer='adam')  
  

Our music model consists of two LSTM layers with each layer consisting of 128 hidden layers. We use ‘categorical cross entropy‘ as the loss function and ‘adam‘ as the optimizer. Fig. 3 shows the model summary.

LSTM, Long short term memory, model architecture, music generation, rnn, recurrent neural netowrk
Fig 3. Model summary

Model Training

To train the model, we call the model.fit function with the input and output sequences as the input to the function. We also create a model checkpoint which saves the best model weights.

 from keras.callbacks import ModelCheckpoint  
   def train(model, network_input, network_output, epochs):   
     """  
     Train the neural network  
     """  
     filepath = 'weights.best.music3.hdf5'  
     checkpoint = ModelCheckpoint(filepath, monitor='loss', verbose=0, save_best_only=True)  
     model.fit(network_input, network_output, epochs=epochs, batch_size=32, callbacks=[checkpoint])  
   def train_network():  
     epochs = 200  
     notes = get_notes()  
     print('Notes processed')  
     n_vocab = len(set(notes))  
     print('Vocab generated')  
     network_in, network_out = prepare_sequences(notes, n_vocab)  
     print('Input and Output processed')  
     model = create_network(network_in, n_vocab)  
     print('Model created')  
     return model  
     print('Training in progress')  
     train(model, network_in, network_out, epochs)  
     print('Training completed')  
  

The train_network method gets the notes, creates the input and output sequences, creates a model, and trains the model for 200 epochs.

Music Sample Generation

Now that we have trained our model, we can use it to generate some new notes. To generate new notes, we need a starting note. So, we randomly pick an integer and pick a random sequence from the input sequence as a starting point.

 def generate_notes(model, network_input, pitchnames, n_vocab):  
     """ Generate notes from the neural network based on a sequence of notes """  
     # Pick a random integer  
     start = np.random.randint(0, len(network_input)-1)  
     int_to_note = dict((number, note) for number, note in enumerate(pitchnames))  
     # pick a random sequence from the input as a starting point for the prediction  
     pattern = network_input[start]  
     prediction_output = []  
     print('Generating notes........')  
     # generate 500 notes  
     for note_index in range(500):  
       prediction_input = np.reshape(pattern, (1, len(pattern), 1))  
       prediction_input = prediction_input / float(n_vocab)  
       prediction = model.predict(prediction_input, verbose=0)  
       # Predicted output is the argmax(P(h|D))  
       index = np.argmax(prediction)  
       # Mapping the predicted interger back to the corresponding note  
       result = int_to_note[index]  
       # Storing the predicted output  
       prediction_output.append(result)  
       pattern.append(index)  
       # Next input to the model  
       pattern = pattern[1:len(pattern)]  
     print('Notes Generated...')  
     return prediction_output  
  

Next, we use the trained model to predict the next 500 notes. At each time step, the output of the previous layer (ŷ⟨t−1⟩) is provided as input (x⟨t⟩) to the LSTM layer at the current time step t. This is depicted in the following figure (see Fig. 4).

sampling, sampling from rnn, LSTM, architecture, music sampling, music generation
Fig 4. Sampling from a trained network.

Since the predicted output is an array of probabilities, we choose the output at the index with the maximum probability. Finally, we map this index to the actual note and add this to the list of predicted output. Since the predicted output is a list of strings of notes and chords, we cannot play it. Hence, we encode the predicted output into the MIDI format using the create_midi method.

 ### Converts the predicted output to midi format  
   create_midi(prediction_output)  
  

To create some new jazz music, you can simply call the generate() method, which calls all the related methods and saves the predicted output as a MIDI file.

 #### Generate a new jazz music   
   generate()  
   Out:   
     Initiating music generation process.......  
     Loading Model weights.....  
     Model Loaded  
     Generating notes........  
     Notes Generated...  
     Saving Output file as midi....  
  

To play the generated MIDI in the Jupyter Notebook you can import the play_midi method from the play.py file or use an external MIDI player or convert the MIDI file to the mp3. Let’s listen to our generated jazz piano music.

 ### Play the Jazz music  
   play.play_midi('test_output3.mid')  
“Generated Track 1” Deep Learning Recurrent Neural Network
Audio Player

Conclusion

Congratulations! You can now generate your own jazz music. You can find the full code in this Github repository. I encourage you to play with the parameters of the model and train the model with input sequences of different sequence lengths. Try to implement the code for some other instrument (such as guitar). Furthermore, such a character-based model can also be applied to a text corpus to generate sample texts, such as a poem.

Also, you can showcase your own personal composer and any similar idea in the World Music Hackathonby HackerEarth.

Have anything to say? Feel free to comment below for any questions, suggestions, and discussions related to this article. Till then, happy coding.

World Music Hackathon: Re-engineering Music

Music is the universal language of mankind—a great uniter. It’s astonishing how music can connect souls, overcome barriers, and bring people closer. It is something that people who differ on anything and everything can have in common.

The World Music Hackathon is a festival of music, innovation, and creativity. We are pushing down the boundaries between “hacking” and “music” to bring the music and tech world together. There are no limits to what you can create; we encourage hacking of music in the broadest conceivable sense, for example, through instrument-building, data visualization, collaboration, improvisation, or any other way you can imagine.

There are craftsmen, researchers, and other music programmers who are doing great work in the field of music, however, they are not getting the consideration they merit for whatever reason.

This is your platform to change the future of the underserved music community and is by no means is limited to young and old, regional or cultural genres or gender identity. It is a platform that can induce diversity across backgrounds, perspectives, and abilities to drive personal growth through creation, collaboration, and communication.

Music is becoming more digital every day. What's more, the World Music Hackathon is the phase to explore different avenues regarding its progression and create thoughts for the future of music and music groups.

Your ideas can connect the artist with his or her audience, on- and offline, real-time or over time. Your ideas will interface the path in rethinking and re-engineering music for the digital age.

Here are the primary focus areas:
  • Enabling music for the disabled: For people with disabilities, technology has the potential to unlock new possibilities. Technology can enable communication, navigation, and independence of disabled people while learning and creating music.
  • Anti-piracy: According to Woolley, about 12.5 billion dollars are lost due to file sharing and music piracy, and 5 billion of that is profits lost from the music industry directly every year. Innovative technology can minimize and discourage music piracy.
  • Improving music recommendations: With the advent of technology, the glory of Radio DJs has passed, replacing musical gatekeepers with personalized algorithms and unlimited streaming services. With listeners now interested in a very diverse genre of music, content recommendation is at the heart of most subscription-based streaming platforms to enhance user experience and increase user engagement.
  • Ease of learning and playing music: New innovations provide fun and creative ways to enhance the learning experience. Apps and online tools can ease the more unsavory aspects of learning an instrument through gamification and progress tracking which help the learner stay motivated.
  • Innovate (reengineering music for the digital age): Innovate solutions that can make a difference in the world of music. You are only limited by your own imagination of what you can create.
We wish to bring together creative developer, designers, musicians, and product visionaries to test ideas and create products with the potential to change the world of music. There’s a lot that can be done here, so let’s unpack those beautiful ideas.Also, in addition to being good for humanity, this also helps foster innovation.

How HackerEarth is preparing for GDPR

HackerEarth is committed to honoring its users’ rights to data privacy and protection. We have a privacy-conscious culture, and GDPR is an opportunity for us to strengthen this further. Being GDPR-ready has been of the highest priority this past year, and our product and legal teams have devoted a lot of extra hours to adhere to its requirements, give users more control over their data, and explain what we do with the data. (PS: To further our crusade toward data protection, we are also in the process of the getting the ISO 27001 certification.)

What is GDPR?

General Data Protection Regulation (GDPR), which will go into effect on May 25, 2018, replaces the 1995 Data Protection Directive. Designed to give EU citizens more control over their data, it aims to use one all-encompassing privacy and security law to safeguard personal data. Regardless of their location, relevant controllers or processors dealing with EU residents’ personal data are required to update or craft new policies ahead of the date or be prepared for penalties.

What is personal data?

Article 4 in GDPR definition states that ‘Personal data’ means any information relating to an identified or identifiable natural person (‘data subject’); an identifiable natural person is one who can be identified, directly or indirectly, in particular by reference to an identifier such as a name, an identification number, location data, an online identifier or to one or more factors specific to the physical, physiological, genetic, mental, economic, cultural or social identity of that natural person.Both personally identifiable information (PII) and information which can be cross-referenced with other information to identify a person is included in the definition. Examples of sensitive PII include medical information, biometric information, social security ID, license number, birth date, etc. The personal data collected should be pseudonymized and/or encrypted.

How is HackerEarth getting ready for GDPR?

In our efforts to get the organization ready for sustainable compliance, HackerEarth has taken several steps—from raising awareness in the organization about the principles of GDPR and our data protection policy to training employees to responsibly handle user data and auditing.Also, to make sure our sub-processors do no breach the regulation, we are assessing our third-party service providers and partners and fine-tuning the contracts.

Product preparation

We have assessed HackerEarth Sprint, our innovation management software, and HackerEarth Recruit, our Technical Recruitment software, against the requirements of the GDPR and have implemented features that will help users achieve compliance.Our application teams strongly believe in letting the end users exercise their rights with respect to privacy. We are working to give you more control over the data you store in our systems. These provisions may vary based on your requirement, product characteristics, and mutually agreed upon statement of work. Our teams are working on these features and enhancements, which will be rolled out in phases.How HackerEarth enables customers to be GDPR compliant:
    • We have revised our privacy policy and terms of service.
    • We are encrypting all data in transit and at rest.
    • We are identifying and creating multiple delete profile use cases, including administrators having the control to delete users.
HackerEarth is also taking care of many more such features to ensure the customers are compliant and users have complete control over their data.

Process preparation

Based on our data flows and data handling practices, we have revised our privacy policy and added further information on the personal information we collect, why we collect it, how we will use it, how long we will store it, and so on. Moreover, we are reviewing our databases to make sure we have only the latest and most accurate information.We have put together a glossary of the terms and information on when HackerEarth acts as a data processor or a data controller. Additionally, we have appointed internal privacy champions for all our teams.

What happens in the event of a data breach?

In case a personal data breach occurs, we will send breach notifications in accordance with our internal incident response policy.We will notify our customers within 72 hours of us discovering the breach.
We will notify users through our blogs and social media for general incidents.
We will notify the concerned party through email (using the primary email address) for incidents specific to an individual user or an organization.

We have a whole series of blogs planned, with more updates and information to come. Please feel free to ask questions and share your concerns with us at vr-gdpr@hackerearth.com.

***For more information, see our Privacy Policy here.

Data visualization for beginners - Part 2

Welcome to Part II of the series on data visualization. In the last blog post, we explored different ways to visualize continuous variables and infer information. If you haven’t visited that article, you can find it here.In this blog, we will expand our exploration to categorical variables and investigate ways in which we can visualize and gain insights from them, in isolation and in combination with variables (both categorical and continuous).

Before we dive into the different graphs and plots, let’s define a categorical variable. In statistics, a categorical variable is one which has two or more categories, but there is no intrinsic ordering to them, for example, gender, color, cities, age group, etc. If there is some kind of ordering between the categories, the variables are classified as ordinal variables, for example, if you categorize car prices by cheap, moderate and expensive. Although these are categories, there is a clear ordering between the categories.

# Importing the necessary libraries.  
import numpy as np  
import pandas as pd  
import seaborn as sns  
import matplotlib.pyplot as plt  
%matplotlib inline  

We will be using the Adult data set, which is an extraction of the 1994 census dataset. The prediction task is to determine whether a person makes more than 50K a year. Hereis the link to the dataset. In this blog, we will be using the dataset only for data analysis.

# Since the dataset doesn't contain the column header, we need to specify it manually.   
cols = ['age', 'workclass', 'fnlwgt', 'education', 'education-num', 'marital-status', 'occupation', 'relationship', 'race', 'gender', 'capital-gain', 'capital-loss', 'hours-per-week', 'native-country', 'annual-income']  

# Importing dataset   
data = pd.read_csv('adult dataset/adult.data', names=cols)  
# The first five columns of the dataset.   
data.head()  

Bar graph

A bar chart or graph is a graph with rectangular bars or bins that are used to plot categorical values. Each bar in the graph represents a categorical variable and the height of the bar is proportional to the value represented by it.

Bar graphs are used:

  • To make comparisons between variables
  • To visualize any trend in the data, i.e., they show the dependence of one variable on another
  • Estimate values of a variable
# Let's start by visualizing the distribution of gender in the dataset.  
fig, ax = plt.subplots()  
x = data.gender.unique()  
# Counting 'Males' and 'Females' in the dataset  
y = data.gender.value_counts()  
# Plotting the bar graph  
ax.bar(x, y)  
ax.set_xlabel('Gender')  
ax.set_ylabel('Count')  
plt.show()  
Bar graph, pyplot, python, data visualization,, machine learning, big data
Fig 1. Bar plot showing the distribution of gender in the dataset

From the figure, we can infer that there are more number of males than females in the dataset. Next, we will use the bar graph to visualize the distribution of annual income based on both gender and hours per week (i.e. the number of hours they work per week).

# For this plot, we will be using the seaborn library as it provides more flexibility with dataframes.   
sns.barplot(data.gender, data['hours-per-week'], hue=data['annual-income'])  
plt.show()

So from the figure above, we can infer that males and females with annual income less than 50K tend to work more per week.

Countplot

This is a seaborn-specific function which is used to plot the count or frequency distribution of each unique observation in the categorical variable. It is similar to a histogram over a categorical rather than quantitative variable.

So, let’s plot the number of males and females in the dataset using the countplot function.

# Using Countplot to count number of males and females in the dataset.  
sns.countplot(data.gender)  
plt.show()  
count plot, seabormn data visualization, python, big data, machine leanring
Fig 3. Distribution of gender using countplot.

Earlier, we plotted the same thing using a bar graph, and it required some external calculations on our part to do so. But we can do the same thing using the countplot function in just a single line of code. Next, we will see how we can use countplot for deeper insights.

# ‘hue’ is used to visualize the effect of an additional variable to the current distribution.  
sns.countplot(data.gender, hue=data['annual-income'])  
plt.show()  
countplot, using hue, data visualization using seaborn
Fig 4. Distribution of gender based on annual income using countplot.

From the figure above, we can count that number of males and females whose annual income is <=50 and > 50K. We can see that the approximate number of

  • Males with annual income <=50K : 15,000
  • Males with annual income > 50K: 7000
  • Females with annual income <=50K: 9000
  • Females with annual income > 50K: 1000

So, we can infer that out of 32,500 (approx) people, only 8000 people have income greater than 50K, out of which only 1000 of them are females.

Machine learning challenge, ML challenge

Box plot

Box plots are widely used in data visualization. Box plots, also known as box and whisker plots are used to visualize variations and compare different categories in a given set of data. It doesn’t display the distribution in detail but is useful in detecting whether a distribution is skewed and detect outliers in the data. In a box and whisker plot:

  • the box spans the interquartile range
  • a vertical line inside the box represents the median
  • two lines outside the box, the whiskers, extending to the highest and the lowest observations represent the possible outliers in the data
whisker plot, box plot, seaborn, python, pyplot
Fig 5. Box and whisker plot.

Let’s use a box and whisker plot to find a correlation between ‘hours-per-week’ and ‘relationship’ based on their annual income.

# Creating a box plot  
fig, ax = plt.subplots(figsize=(15, 8))  
sns.boxplot(x='relationship', y='hours-per-week', hue='annual-income', data=data, ax=ax)  
ax.set_title('Annual Income of people based on relationship and hours-per-week')  
plt.show()  
box plot, whisker plot, visualization using box plot, box plot using seaborn, box plot in python
Fig 6. Using box plot to visualize how people in different relationships earn based on the number of hours they work per week.

We can interpret some interesting results from the box plot. People with the same relationship status and an annual income more than 50K often work for more hours per week. Similarly, we can also infer that people who have a child and earn less than 50K tend to have more flexible working hours.
Apart from this, we can also detect outliers in the data. For example, people with relationship status ‘Not in family’ (see Fig 6.) and an income less than 50K have a large number of outliers at both the high and low ends. This also seems to be logically correct as a person who earns less than 50K annually may work more or less depending on the type of job and employment status.

Strip plot

Strip plot is a data analysis technique used to plot the sorted values of a variable along one axis. It is used to represent the distribution of a continuous variable with respect to the different levels of a categorical variable. For example, a strip plot can be used to show the distribution of the variable ‘gender’, i.e., males and females, with respect to the number of hours they work each week. A strip plot is also a good complement to a box plot or a violin plot in cases where you want to showcase all the observations along with some representation of the underlying distribution.

# Using Strip plot to visualize the data.  
fig, ax= plt.subplots(figsize=(10, 8))  
sns.stripplot(data['annual-income'], data['hours-per-week'], jitter=True, ax=ax)  
ax.set_title('Strip plot')  
plt.show()  
strip plot, strip plot using seaborn, strip plot in python, seaborn, python, machine learning, big data
Fig 7. Strip plot showing the distribution of the earnings based on the number of hours they work per week.

In the figure, by looking at the distribution of the data points, we can deduce that most of the people with an annual income greater than 50K work between 40 and 60 hours per week. While those with income less than 50K work can work between 0 and 60 hours per week.

Violin plot

Sometimes the mean and median may not be enough to understand the distribution of the variable in the dataset. The data may be clustered around the maximum or minimum with nothing in the middle. Box plots are a great way to summarize the statistical information related to the distribution of the data (through the interquartile range, mean, median), but they cannot be used to visualize the variations in the distributions.

A violin plot is a combination of a box plot and kernel density function (KDE, described in Part I of this blog series) which can be used to visualize the probability distribution of the data. Violin plots can be interpreted as follows:

  • The outer layer shows the probability distribution of the data points and indicates 95% confidence interval. The thicker the layer, the higher the probability of the data points, and vice-versa.
  • The second layer shows a box plot indicating the interquartile range.
  • The third layer, or the dot, indicates the median of the data.

    violin plot, interpreting a violin plot, how to read violin plot, violin plot in data visualization
    Fig 8. Representation of a violin plot.

Let’s now build a violin plot. To start with, we will analyze the distribution of annual income of the people w.r.t. the number of hours they work per week.

fig, ax = plt.subplots(figsize=(10, 8))  
sns.violinplot(x='annual-income', y='hours-per-week', data=data, ax=ax)  
ax.set_title('Violin plot')  
plt.show()  
violin plot, visualization using violin plot, violin plot using seaborn, how to plot using violin plot
Fig 9. Violin plot showing the distribution of the annual income based on the number of hours they work per week.

In Fig 9, the median number working hours per week is same (40 approximately) for both people earning less than 50K and greater than 50K. Although people earning less than 50K can have a varied range of the hours they spend working per week, most of the people who earn more than 50K work in the range of 40 – 80 hours per week.

Next, we can visualize the same distribution, but this grouping them according to their gender.

# Violin plot  
fig, ax = plt.subplots(figsize=(10, 8))  
sns.violinplot(x='annual-income', y='hours-per-week', hue='gender', data=data, ax=ax)  
ax.set_title('Violin plot grouped according to gender')  
plt.show()  
data visualization using violin plot, violin plot in seaborn, seaborn plots, plots in big data, plots in machine learning
Fig 10. Distribution of annual income based on the number of hours worked per week and gender.

Adding the variable ‘gender’, gives us insights into how much each gender spends working per week based upon their annual income. From the figure, we can infer that males with annual income less than 50K tends to spend more hours working per week than females. But for people earning greater than 50K, both males and females spend an equal amount of hours per week working.

Violin plots, although more informative, are less frequently used in data visualization. It may be because they are hard to grasp and understand at first glance. But their ability to represent the variations in the data are making them popular among machine learning and data enthusiasts.

PairGrid

PairGrid is used to plot the pairwise relationship of all the variables in a dataset. This may seem to be similar to the pairplot we discussed in part I of this series. The difference is that instead of plotting all the plots automatically, as in the case of pairplot, Pair Grid creates a class instance, allowing us to map specific functions to the different sections of the grid.

Let’s start by defining the class.

# Creating an instance of the pair grid plot.  
g = sns.PairGrid(data=data, hue='annual-income')  

The variable ‘g’ here is a class instance. If we were to display ‘g’, then we will get a grid of empty plots. There are four grid sections to fill in a Pair Grid: upper triangle, lower triangle, the diagonal, and off-diagonal. To fill all the sections with the same plot, we can simply call ‘g.map’ with the type of plot and plot parameters.

# Creating a scatter plots for all pairs of variables.  
g = sns.PairGrid(data=data, hue='capital-gain')  
g.map(plt.scatter)  
data visualization using pair plot, visualizing multiple variabels, pair plot in seaborn, how to use pair plot
Fig 11. Scatter plot between each variable pair in the dataset.

The ‘g.map_lower’ method only fills the lower triangle of the grid while the ‘g.map_upper’ method only fills the upper triangle of the grid. Similarly, ‘g.map_diag’ and ‘g.map_offdiag’ fills the diagonal and off-diagonal of the grid, respectively.

#Here we plot scatter plot, histogram and violin plot using Pair grid.  
g = sns.PairGrid(data=data, vars = ['age', 'education-num', 'hours-per-week'])  
# with the help of the vars parameter we can select the variables between which we want the plot to be constructed.  

g.map_lower(plt.scatter, color='red')  
g.map_diag(plt.hist, bins=15)  
g.map_upper(sns.violinplot)  
data visualization using pair grid, how to use pair grid, pair grid, pair grid in seaborn, pair grid for big data
Fig 12. Pair Grid showing different plot between the different pair of variables.

Thus with the help of Pair Grid, we can visualize the relationship between the three variables (‘hours-per-week’, ‘education-num’ and ‘age’) using three different plots all in the same figure. Pair grid comes in handy when visualizing multiple plots in the same figure.

Conclusion

Let’s summarize what we learned. So, we started with visualizing the distribution of categorical variables in isolation. Then, we moved on to visualize the relationship between a categorical and a continuous variable. Finally, we explored visualizing relationships when more than two variables are involved. Next week, we will explore how we can visualize unstructured data. Finally, I encourage you to download the given census data (used in this blog) or any other dataset of your choice and play with all the variations of the plots learned in this blog. Till then, Adiós!

Are hackathons for beginners?

Hackathon Beginner: A term used in this blog to define someone who is new to the world of hackathons and is thinking of participating in one.

Are you a hackathon beginner? Does that make you feel worried or anxious? To be frank I was very nervous thinking that amidst all these experienced hackers, a beginner like me would not stand a chance.

I will talk about what worked for me and what didn’t at both online and offline hackathons.

However, I am not going to tell you, if as a beginner, hackathons are for you, but I will share my story. You can decide later if you still want to attend a hackathon.

On-site hackathons are usually hosted over the weekends and they last over 24–48 hours. This is a place where you meet a lot of like-minded people, learn and discuss new things and create a project per the themes or problem statements provided during the hackathon. Honestly, being an introvert and not being some sort of a genius or coding pro, I was not too excited by it.

I’ve participated in tons of hackathons now, and I believe everyone should attend at least one hackathon in their lifetime! Here’s why it’s awesome to go to these events, and why you shouldn’t be scared of taking part as a hackathon beginner.

What happens when you arrive at a hackathon

When you arrive at a hackathon, you will be greeted at the registration desk by a cheerful and friendly organizing team. The team can be university students or company professionals who are as passionate about learning and sharing amazing experiences like you are. The welcoming crowd at the registration desk may vary according to the size of the hackathon. There is a big chance that your welcome kit would include cool t-shirts, stickers, and other swags which are provided by the hackathon team and the sponsors.

hackathon beginners registration

You will then have to head to the venue where they will begin with the inaugural talks and the organising team will explain the rules of the hackathon. Then, you will have the sponsors talking about their products and API; they will tell you if the company is going to provide any special prize for teams that build apps using their products or APIs. Sometimes, somebody famous might come to talk to you!

During this time, you would probably want to put aside your gear and start talking to a few people. When I started talking to people at my first hackathon, I realised that for a lot of people it was their first hackathon as well. So, you do not want to miss an opportunity to talk to people and find out a bit more about them. You can discuss what they are planning to build over the next couple of days and what kind of technology stack they are going to use.

hackathon beginners

The hacking begins with the countdown timer. You will either have your own team or you can form a team on the spot (Which is why talking to people is important). You will find people working on similar ideas and technology stacks. You can build whatever you want as long as it is aligned to the hackathon problem statement. Remember that the best part of hackathons isn’t winning prizes. It’s about playing with awesome tech and meeting people who believe in crazy ideas like you do.

You will be able to work on your idea for the next 24–48 hrs. I have noticed some crazy people who work non-stop for almost the entire duration. You can always choose to take a break and eat some of the free food they have at the venue or take a power nap. My first hackathon venue had provisions for fun activities like foosball and table tennis. You can have a nice break from working and check on other teams and what they have built. People take turns at night to get some sleep.

Don’t rush to finish your hackathon project. Plan your project per the duration of the hackathon. Proper product planning and listing features that you and your team are going to work on are critical to your doing well in the hackathon and winning. If you rush it, you might just end up with a buggy product which will leave you frustrated with a lot of last-minute debugging.

hackathon beginners

Hacking is over and now it’s time for you to demo whatever you have crafted. At smaller hackathons where there is less participation, all teams demo their projects in front of everybody else. It really does not matter if you could not build a polished product or if you think whatever you build was stupid. It’s all about sharing how you built what you have built so far, what unique insights, ideas or approach you had towards solving the problem, and what you learned overall during the time you spent at the hackathon.

If you are at a bigger hackathon, then as it would take too much time for the demo, the judges usually split and walk around to cover more ground. Remember the science fairs we used to have in schools? That is exactly what happens. Then, the best teams are shortlisted by the judges to demo in front of everyone. It’s amazing to know how people took so many different approaches to solve the same problems.

This brings us to the closing ceremony where winners are announced and prizes are distributed. You will be thanked for coming and invited to come again if there is a next time.

Common myths most hackathon beginners harbour

You have to be a super coder

This used to be my biggest nightmare about hackathons. It is also the most common hackathon beginner myth. I used to believe I would be crushed like a cockroach by all these amazing super-coders. But after attending the first hackathon itself I realised, the super-coders don’t necessarily win hackathons. The teams with decent programmers and the best-laid plans always have better chances. It’s not just about programming in a hackathon, but it’s also about your idea and approach to solving the problem, the product planning, the pitch deck/presentation, and so much more. Every team has an equal chance of winning.

It’s expensive

Ninety-nine percent of the hackathons are free of cost. The only expense you might have are the travel expenses to go to the hackathon venue. Focus on the “might” because sometimes the organising team reimburses the travel expense for you. And if you are taking part in an online hackathon, you can work on your idea from the beach if you like.

I am such a fan of online hackathons now because of the flexibility and freedom this format offers.

It’s all about winning

That’s what I used to think in the start. As time passed and I attended more and more hackathons, I started caring more about meeting people with similar ideas, having fun, discussing creative ways to solve the problem, and, most importantly, learning and growing personally. Don’t believe me? Try it out yourself. Sometimes you do win and get amazing prizes in the process and sometimes you don’t. But the experience you gain is priceless. You don’t have to take my word for it.

Here is the StackOverflow developer survey 2018

hackathon beginner

Discovering the world of Online Hackathons

A whole new dimension of possibilities opened up after I discovered the world of online hackathons. Online hackathons give you certain degree of flexibility in terms of duration and people you can collaborate with; the very fact that I didn’t have to miss my university lectures was great. I started participating in more hackathons than ever before. I could code from my bed late at night, at university, near the pool, on the terrace, and just about anywhere I could carry my laptop with access to the internet. Initially, I had my fair share of initial doubts about connecting with people and discussing like we used to do in on-site hackathons and have fun. But who am I kidding in this generation of internet and connectivity? This never became an issue, and I could talk with fellow hackathon participants over dedicated hackathon slack channels and other similar mediums.

Over the course of time, the hackathon experience became so much better because the geographies and borders meant nothing. I could sit in San Francisco collaborate with hackers from Chicago and Montreal and participate in a food waste hackathon hosted by a New York based organisation.

It meant I get to work with people from all over the world and learn about them and their ways, and this has made me learn and grow multiple folds as an individual.

Now, what are your thoughts on hackathons? Would you like to give it a shot?

Yes, I understand that you might still have your reservations as a hackathon beginner, so here is beginner-level hackathon you can get started with. Once you are confident enough, you can go ahead and take part in other hackathons listed here.

All the best.

Data visualization for beginners - Part 1

This is a series of blogs dedicated to different data visualization techniques used in various domains of machine learning. Data Visualization is a critical step for building a powerful and efficient machine learning model. It helps us to better understand the data, generate better insights for feature engineering, and, finally, make better decisions during modeling and training of the model.

For this blog, we will use the seaborn and matplotlib libraries to generate the visualizations. Matplotlib is a MATLAB-like plotting framework in python, while seaborn is a python visualization library based on matplotlib. It provides a high-level interface for producing statistical graphics. In this blog, we will explore different statistical graphical techniques that can help us in effectively interpreting and understanding the data. Although all the plots using the seaborn library can be built using the matplotlib library, we usually prefer the seaborn library because of its ability to handle DataFrames.

We will start by importing the two libraries. Here is the guide to installing the matplotlib library and seaborn library. (Note that I’ll be using matplotlib and seaborn libraries interchangeably depending on the plot.)

### Importing necessary library  
import random  
import numpy as np  
import pandas as pd  
import seaborn as sns  
import matplotlib.pyplot as plt  
%matplotlib inline  

Simple Plot

Let’s begin by plotting a simple line plot which is used to plot a mathematical. A line plot is used to plot the relationship or dependence of one variable on another. Say, we have two variables ‘x’ and ‘y’ with the following values:

x = np.array([ 0, 0.53, 1.05, 1.58, 2.11, 2.63, 3.16, 3.68, 4.21,  
        4.74, 5.26, 5.79, 6.32, 6.84])  
y = np.array([ 0, 0.51, 0.87, 1. , 0.86, 0.49, -0.02, -0.51, -0.88,  
        -1. , -0.85, -0.47, 0.04, 0.53])  

To plot the relationship between the two variables, we can simply call the plot function.

### Creating a figure to plot the graph.  
fig, ax = plt.subplots()  
ax.plot(x, y)  
ax.set_xlabel('X data')  
ax.set_ylabel('Y data')  
ax.set_title('Relationship between variables X and Y')  
plt.show() # display the graph  
### if %matplotlib inline has been invoked already, then plt.show() is automatically invoked and the plot is displayed in the same window.  
Data Visualization Technique: Simple Plot - Relationship between X&Y
Fig. 1. Line Plot between X and Y

Here, we can see that the variables ‘x’ and ‘y’ have a sinusoidal relationship. Generally, .plot() function is used to find any mathematical relationship between the variables.

Histogram

Machine learning challenge, ML challenge

A histogram is one of the most frequently used data visualization techniques in machine learning. It represents the distribution of a continuous variable over a given interval or period of time. Histograms plot the data by dividing it into intervals called ‘bins’. It is used to inspect the underlying frequency distribution (eg. Normal distribution), outliers, skewness, etc.

Let’s assume some data ‘x’ and analyze its distribution and other related features.

### Let 'x' be the data with 1000 random points.   
x = np.random.randn(1000)  

Let’s plot a histogram to analyze the distribution of ‘x’.

plt.hist(x)  
plt.xlabel('Intervals')  
plt.ylabel('Value')  
plt.title('Distribution of the variable x')  
plt.show()  
Data Visualization Techniques: Histogram of variable x
Fig 2. Histogram showing the distribution of the variable ‘x’.

The above plot shows a normal distribution, i.e., the variable ‘x’ is normally distributed. We can also infer that the distribution is somewhat negatively skewed. We usually control the ‘bins’ parameters to produce a distribution with smooth boundaries. For example, if we set the number of ‘bins’ too low, say bins=5, then most of the values get accumulated in the same interval, and as a result they produce a distribution which is hard to predict.

plt.hist(x, bins=5)  
plt.xlabel('Intervals')  
plt.ylabel('Value')  
plt.title('Distribution of the variable x')  
plt.show()  
Data Visualization Techniques: Histogram with low number of bins
Fig 3. Histogram with low number of bins.

Similarly, if we increase the number of ‘bins’ to a high value, say bins=1000, each value will act as a separate bin, and as a result the distribution seems to be too random.

plt.hist(x, bins=1000)  
plt.xlabel('Intervals')  
plt.ylabel('Value')  
plt.title('Distribution of the variable x')  
plt.show()  
Data Visualization Techniques: Histogram with low bins
Fig. 4. Histogram with a large number of bins.

Kernel Density Function

Before we dive into understanding KDE, let’s understand what parametric and non-parametric data are.

Parametric Data: When the data is assumed to have been drawn from a particular distribution and some parametric test can be applied to it

Non-Parametric Data: When we have no knowledge about the population and the underlying distribution

Kernel Density Function is the non-parametric way of representing the probability distribution function of a random variable. It is used when the parametric distribution of the data doesn’t make much sense, and you want to avoid making assumptions about the data.

The kernel density estimator is the estimated pdf of a random variable. It is defined as
Kernel density equation
Similar to histograms, KDE plots the density of observations on one axis with height along the other axis.

### We will use the seaborn library to plot KDE.  
### Let's assume random data stored in variable 'x'.  
fig, ax = plt.subplots()  
### Generating random data  
x = np.random.rand(200)   
sns.kdeplot(x, shade=True, ax=ax)  
plt.show()  
Data visualization using Kernel Density Function
Fig 5. KDE plot for the random variable ‘x’.

Distplot combines the function of the histogram and the KDE plot into one figure.

### Generating a random sample  
x = np.random.random_sample(1000)  
### Plotting the distplot  
sns.distplot(x, bins=20)  
Data Visualization: Distplot using seaborn
Fig 6. Displot for the random variable ‘x’.

So, the distplot function plots the histogram and the KDE for the sample data in the same figure. You can tune the parameters of the displot to only display the histogram or kde or both. Distplot comes in handy when you want to visualize how close your assumption about the distribution of the data is to the actual distribution.

Scatter Plot

Scatter plots are used to determine the relationship between two variables. They show how much one variable is affected by another. It is the most commonly used data visualization technique and helps in drawing useful insights when comparing two variables. The relationship between two variables is called correlation. If the data points fit a line or curve with a positive slope, then the two variables are said to show positive correlation. If the line or curve has a negative slope, then the variables are said to have a negative correlation.

A perfect positive correlation has a value of 1 and a perfect negative correlation has a value of -1. The closer the value is to 1 or -1, the stronger the relationship between the variables. The closer the value is to 0, the weaker the correlation.

For our example, let’s define three variables ‘x’, ‘y’, and ‘z’, where ‘x’ and ‘z’ are randomly generated data and ‘y’ is defined as
EquationWe will use a scatter plot to find the relationship between the variables ‘x’ and ‘y’.

### Let's define the variables we want to find the relationship between.  
x = np.random.rand(500)  
z = np.random.rand(500)  
### Defining the variable 'y'  
y = x * (z + x)  
fig, ax = plt.subplots()  
ax.set_xlabel('X')  
ax.set_ylabel('Y')  
ax.set_title('Scatter plot between X and Y')  
plt.scatter(x, y, marker='.')  
plt.show()  
Data Visualization: Scatter plot between X & Y
Fig 7. Scatter plot between X and Y.

From the figure above we can see that the data points are very close to each other and also if we fit a curve, along with the points, it will have a positive slope. Therefore, we can infer that there is a strong positive correlation between the values of the variable ‘x’ and variable ‘y’.

Also, we can see that the curve that best fits the graph is quadratic in nature and this can be confirmed by looking at the definition of the variable ‘y’.

Joint Plot

Jointplot is seaborn library specific and can be used to quickly visualize and analyze the relationship between two variables and describe their individual distributions on the same plot.

Let’s start with using joint plot for producing the scatter plot.

### Defining the data.   
mean, covar = [0, 1], [[1, 0,], [0, 50]]  
### Drawing random samples from a multivariate normal distribution.  
### Two random variables are created, each containing 500 values, with the given mean and covariance.  
data = np.random.multivariate_normal(mean, covar, 500)  
### Storing the variables in a dataframe.  
df = pd.DataFrame(data=data, columns=['X', 'Y'])  
### Joint plot between X and Y  
sns.jointplot(df.X, df.Y, kind='scatter')  
plt.show()  
Data Visualisation: Joint plot using seaborn
Fig 8. Joint plot (scatter plot) between X and Y.

Next, we can use the joint point to find the best line or curve that fits the plot.

sns.jointplot(df.X, df.Y, kind='reg')  
plt.show()  
Data visualization: Using joint plot for regression
Fig 9. Using joint plot to plot the regression line that best fits the data points.

Apart from this, jointplot can also be used to plot ‘kde’, ‘hex plot’, and ‘residual plot’.

PairPlot

We can use scatter plot to plot the relationship between two variables. But what if the dataset has more than two variables (which is quite often the case), it can be a tedious task to visualize the relationship between each variable with the other variables.

The seaborn pairplot function does the same thing for us and in just one line of code. It is used to plot multiple pairwise bivariate (two variable) distribution in a dataset. It creates a matrix and plots the relationship for each pair of columns. It also draws a univariate distribution for each variable on the diagonal axes.

### Loading a dataset from the sklearn toy datasets  
from sklearn.datasets import load_linnerud  
### Loading the data  
linnerud_data = load_linnerud()  
### Extracting the column data  
data = linnerud_data.data  

Sklearn stores data in the form of a numpy array and not data frames, thereby storing the data in a dataframe.

### Creating a dataframe  
data = pd.DataFrame(data=data, columns=diabetes_data.feature_names)  
### Plotting a pairplot  
sns.pairplot(data=data)  
Data visualization: Pair plot for relation between columns
Fig 10. Pair plot showing the relationships between the columns of the dataset.

So, in the graph above, we can see the relationships between each of the variables with the other and thus infer which variables are most correlated.

Conclusion

Visualizations play an important role in data analysis and exploration. In this blog, we got introduced to different kinds of plots used for data analysis of continuous variables. Next week, we will explore the various data visualization techniques that can be applied to categorical variables or variables with discrete values. Next, I encourage you to download the iris dataset or any other dataset of your choice and apply and explore the techniques learned in this blog.

Have anything to say? Feel free to comment below for any questions, suggestions, and discussions related to this article. Till then, Sayōnara.

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AI In Recruitment: The Good, The Bad, The Ugly

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

Negative impact of AI

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

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

Data privacy is another critical concern

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

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

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

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

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

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

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

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

How to use AI during hiring freeze

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

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

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

For recruiters:

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

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

How FaceCode Can Help Improve Your Candidate Experience | AI in recruitment

For candidates:

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

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

For hiring managers:

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

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

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

For candidates:

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

For recruiters:

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

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

Where is AI in recruitment headed?

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

1. Blockchain-based background verification:

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

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

2. Immersive experiences using virtual reality (VR):

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

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

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

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

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

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

Looking For A Mettl Alternative? Let’s Talk About HackerEarth

“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?

Here's why HackerEarth is a great Mettl Alternative!

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.

Also read: What Makes HackerEarth The Tech Behind Great Tech Teams

HackerEarth Vs Mettl

Features and functionality

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.

Also read: How To Create An Automated Assessment With HackerEarth

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.

Also read: HackerEarth Assessments + The Smart Browser: Formula For Bulletproof Tech Hiring

Security and data privacy

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.

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

User reviews and feedback

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.

Free ebook to help you choose between Mettl and Mettle alternative, HackerEarth

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!

HackerEarth Assessments + The Smart Browser: Formula For Bulletproof Tech Hiring

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

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

Eagle-eyed online test monitoring with the smart browser leaves no room for errorOur 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:
  • Screensharing the test window
  • Keeping other applications open during the test
  • Resizing the test window
  • Taking screenshots of the test window
  • Recording the test window
  • Using malicious keystrokes
  • Viewing OS notifications
  • Running the test window within a virtual machine
  • Operating browser developer tools
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.

Until then, happy hiring!
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What is Headhunting In Recruitment?: Types &amp; How Does It Work?

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

What is Headhunting in recruitment?

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

How do headhunting and traditional recruitment differ from each other?

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

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

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

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

Types of headhunting in recruitment

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

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

How does headhunting work?

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

Identifying the role

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

Defining the job

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

Candidate identification and sourcing

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

Approaching candidates

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

Assessment and Evaluation

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

Interviews and negotiations

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

Finalizing the hire

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

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

Common challenges in headhunting

Despite its advantages, headhunting also presents certain challenges:

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

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

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

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

Advantages of Headhunting

Headhunting offers several advantages over traditional recruitment methods:

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

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

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

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

Conclusion

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

A Comprehensive Guide to External Sources of Recruitment

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.

Progressive Pre-Employment Assessment - A Complete Guide

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:

  1. Cognitive evaluations: These tests measure candidates' logical reasoning and problem-solving capabilities through verbal, numerical, and abstract reasoning questions.
  2. 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.
  3. Behavioral evaluations: These sections analyze how candidates might act in specific situations, ensuring a good cultural fit and alignment with Progressive's values.
  4. 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

understanding how to measure soft skills such as empathy and effective communication.

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.

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