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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

Future-proof Your Online Assessments With HackerEarth

HackerEarth's AI-powered online proctoring solution is a tested and proven way to outsmart cheating and take preventive measures at the right stage. With HackerEarth's Smart Browser, recruiters can mitigate the threat of cheating and ensure their online assessments are accurate and trustworthy.
  • Secure, sealed-off testing environment
  • AI-enabled live test monitoring
  • Enterprise-grade, industry leading compliance
  • Built-in features to track, detect and flag cheating attempts
Boost your hiring efficiency and conduct reliable online assessments confidently with HackerEarth's revolutionary Smart Browser.

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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5 simple tips to survive your first hackathon

There is a first time for everything. If you are attending a hackathon for the first time, it helps to be prepared. With the right preparation, you can make your hackathon experience more fun and productive. At HackerEarth, we have conducted over 800+ hackathons worldwide. In this blog, we are sharing our top tips to help you get the most of out of your first hackathon:

1) Know what you want to accomplish

Victory lies in the eyes of the beholder. When it comes to hackathons, bagging the prize money is not the only win. Hackathons are a fun way to build cool products, meet new people, learn something new, and even find a good job. Define your victory for your first hackathon. Know what you want to accomplish. Are you building something for your portfolio? Do you want to learn more about an app or API? Are you trying to build your professional network to find a job? At the end of the day, if the experience motivates you to achieve more, it is a victory.

2) Do your homework

Start by brushing up your programming skills. Go through APIs, open source libraries, and hackathon themes, if any. Check out if there are any existing templates that you can use. Practice your introductory pitch at home. Jot down ideas that you can use. Bookmark websites that offer free templates and prototyping tools.

3) Don’t forget to bring the necessities

Make sure you take everything you need including your laptop, USB chargers, pen drive, etc. Although internet access is free at the hackathon venue, it is a good idea to have your back up ready, just in case.

4)Reach the venue on time and network

Being on time not only makes you look professional, it also gives you the chance to talk to everyone at the venue. Once the hackathon starts, almost everyone will be too busy with their projects. The best time to network is at the beginning of the hackathon. Use the opportunity to introduce yourself, present your pitch, and connect with people. If you have not formed your team, try to get people onboard. Talk to the organizers and sponsors to get some tips. Many hackathons also have company-sponsored booths, fun activities, and workshops. You can meet headhunters and maybe even take home some cool hackathon giveaways like T-shirts, laptop stickers, etc.

5) Be willing to teach and learn

Depending on your team and the prototype that you plan to build, you need to be ready to learn and teach. Don’t start building immediately. Brainstorm with your team to finalize a strategy to build a Minimum Viable Product (MVP). Be honest about what you can offer to the project. Assign ownership of tasks to team members according to their skills. As you build new products, you may have to learn new technologies and implement them on the fly. You may also have to explain technical concepts to your teammates who aren’t familiar with it.

Lastly, try to get enough rest and remember to have fun! You can perform your best when you are rested and happy. If you are focused and relaxed, you can code better and reduce the likelihood of bugs.

With the right attitude, teamwork, design, and presentation, you can make the most of your first hackathon.

What is your top tip for first-time hackathon participants? Share it with us in the Comments below.

What Is Digital Recruiting? - Building A Strong Digital Recruitment Strategy

The labor economy has long transitioned from a closed labor market to an open and mobile one, characterized by a restless workforce which is quick to jump to meatier opportunities.

High-performing individuals know that the conversation has shifted from “what can you do for us” to “what can we do for you.”

While the economy has changed phenomenally, some companies are still stuck using outdated recruiting methods and are struggling to attract and retain quality talent.

An effective way for such companies to reinvigorate their recruiting efforts would be to utilize digital recruiting tactics.

What is Digital Recruitment?

Digital recruitment is the process of leveraging technology to the source, attract, assess, select and hire candidates for vacant positions.

This includes leveraging job boards, career websites, mobile recruiting, online assessments, and social recruiting.

While most companies these days use at least one of the aforementioned tactics, they are still a long way from being classified as a digital strategy.

So, what are the different ingredients that make-up a digital recruitment strategy?

How can you spice up your recruiting stew by adding some nuggets of digital into it?

Let’s find out.

Evolution of digital recruitment

The metamorphosis of digital recruitment is a testament to how technology has revolutionized industries. Here’s a brief timeline::

Late 1990s – Birth of online job boards: Websites like Monster and Indeed ushered in a new era. Gone were the days of sifting through newspaper classifieds; job seekers now had digital hubs to find potential opportunities.

2000s – Rise of social media & LinkedIn: The introduction of platforms like LinkedIn added a networking component to the job-hunting process. Recruiters began to recognize the potential of social media channels not just to vet candidates, but to actively source and attract them.

2010s – ATS & AI-powered solutions: The Applicant Tracking System (ATS) became prevalent, helping companies manage and filter vast numbers of applications. Moreover, AI began assisting in sifting through resumes, predicting candidate success, and even automating preliminary interviews.

2020s and beyond – Virtual & remote recruitment: The COVID-19 pandemic accentuated the importance of remote hiring processes, virtual interviews, and digital onboarding. The definition of the workplace itself has shifted, and digital recruitment strategies have become integral in this new era.

Why is a digital recruitment strategy essential?

Wider reach: Digital platforms offer a global reach, allowing companies to tap into talent pools they might not have access to through traditional means.

Efficiency & speed: Automation tools and AI algorithms can process applications faster, ensure positions are filled more rapidly, and reduce the time-to-hire.

Enhanced candidate experience: A streamlined digital process means smoother application procedures, prompt communication, and an overall positive impression of the company.

Data-driven decisions: Digital recruitment tools provide analytics, allowing companies to make informed decisions based on concrete data about their hiring processes.

Components of a successful digital recruitment strategy

Crafting a robust digital recruitment strategy requires a blend of tools, techniques, and approaches. Let us list them for you.

Job portals & social media: These remain fundamental. Optimize your presence on job boards, but also engage on platforms like LinkedIn, Twitter, and even niche community forums relevant to your industry.

Employer branding: It’s not just about the job listing; it’s about selling your company culture. Create content that showcases life at your company, testimonials, and success stories.

AI & automation tools: Utilize AI for tasks such as resume parsing, chatbots for initial candidate queries, and predictive analytics to assess the potential success of candidates.

Mobile optimization: With many job seekers using mobile devices, ensure that your career page and application process are mobile-friendly.

Continuous feedback loop: Regularly gather feedback from both successful and unsuccessful candidates to refine and improve the recruitment process.

Diversity & Inclusion: Make it a point to have strategies in place that promote diversity in your talent pool, emphasizing a culture of inclusivity.

Mobile-friendly careers website

Optimizing career websites for mobile might seem like an obvious thing to do, but surprisingly not many companies are doing it.

In fact, by 2016, only 19% of recruiters were investing in a mobile career website. (Source: Jobvite Recruiter Nation Report 2016).

Optimizing for mobile is not an option anymore owing to increased smartphone adoption and usage.

Seventy-seven percent of job seekers check company websites to look for jobs (Source: Gallup State of the American Workplace Report 2017).

What happens when they open these websites on their phones only to find that the Submit button is not working?

Or worse still, their resumes are not getting attached, or any other such inconvenience which sets them back a few steps?

They switch tabs to some other website that works on their device. Result: your company just ended up losing a potential “stellar” candidate.

Companies must ensure that their careers website, landing pages, or any other digital resources are readable and work on mobile devices.

Incorporate digital recruitment strategy into every step

Examine your current recruiting process to see how digital hiring tactics can make them more efficient.

For instance, if you have a long application process on your career website to collect information about candidates, see if replacing that with a quick LinkedIn import will reduce the bounce rate (the rate of people who leave a website after visiting it) of your careers page.

Alternatively, check if a video interview reduces the overall cost of the hiring process (saves the cost of flying in a candidate, accommodation, and other expenses).

Examine each step of the recruiting funnel – from sourcing to selection to studying how digital practices and technology can reduce the time or the cost involved.

Conduct remote interviews effortlessly with FaceCode.

Leverage social media

There are many advantages to using social media for recruiting – starting from the quality of hire.

Employers who used social media to hire found a 49% improvement in candidate quality over candidates sourced only through traditional recruiting channels. (Source: Jobvite)

It is also an excellent channel to spread brand awareness.

Nearly 80% of Millennials look for people and culture fit with employers, followed by career potential (Source: Collegefeed, March 2014).

Apart from scouring websites, millennials look to social media channels to gather more information about the company emphasizing the significance of optimizing your social media bio for better exposure..

All these factors make it crucial for companies to have a social recruiting strategy.

But with the wide array of channels available, which are the ones that a company should be using?

Take a look at the following sample social recruiting strategy.

You can see that the career site is in the center, being the most crucial, and contains job postings and landing pages.



All the other tactics are orbiting around it and have been prioritized and labeled as such based on the company objectives.

The first step to social recruiting is to create your own social recruiting universe and understand where your targeted candidates are present.

Create a recruiting strategy to engage and convert active and passive talent on these channels.

This can include job postings on LinkedIn, videos showcasing employee stories or company culture on YouTube, tweets about company awards or events on Twitter, and much more.

Digital recruiting, digital recruitment, recruitment, hiring, digital hiring, digital recruitment strategy

Image Source: Workology.com

Create social media accounts on channels actively used by your target audience and update them frequently.

Information on company culture, mission, values, people, and any other information that gives active and passive candidates insight into the company and what it stands for.

More is not always better

We have talked about the importance of having a digital presence.

It is commonly believed that the more platforms you are available on, the better it is for your digital recruitment.

While we understand the importance of being accessible, this has to be balanced with your team’s bandwidth. Digital is only a means to an end, it shouldn’t become an end in itself.

Otherwise, you will find your teams spending more time managing these online channels and less time actually recruiting talent.

Identify the top channels that work for you, and see how these can be used in a scalable way, to search, shortlist, and select candidates.

Customize it to your business

A company’s digital recruitment plan is as unique as the company and its goals. Something that might work for your competitors might not work for you.

We cannot emphasize enough the importance of customizing the recruitment plan to a business and its goals.

If your competitors are using Instagram, for instance, examine if having an account on Instagram is truly useful for your business and communication plan.

If your target audience isn’t engaging on that channel, it’s best to skip it and save yourself time going through pictures of toes and colorful but inedible food.

Let’s take a look at another example.

Assume your standard applicant is not a millennial but a baby boomer; she might not be comfortable with interviews scheduled via text messaging.

Instead, she might prefer emails followed by a face-to-face interview, and not a video conference.

The combinations are varied, and only a company that knows its goals and target audience clearly will be able to create a customized plan that meets its needs.

Partner with technology

Any discussion on digital recruitment is incomplete without talking about the technologies that support it.

Recruiters can use a recruitment management system (if they’re not using one already) to post jobs on the website and multiple job boards, screen and rank applicants, and integrate with their human resource management tools for seamless operations.

Companies can use online assessment tools to identify high-performing individuals and screen them using convenient tests which can be administered remotely.

There are tools that can identify passive candidates or the ones who are not actively looking for job changes.

Companies that have traditionally relied on checklists of college degrees and experience to screen candidates are increasingly finding the approach redundant, not to mention time-intensive and one-dimensional.

Recruiting tools use sophisticated algorithms to assess innate capabilities while giving adequate weighting to the traditionally-important factors such as education and experience and help companies find smart talent.
Conduct accurate coding assessments with HackerEarth. Find out more.

Put a bow on it

All these different tactics need to work in unison like a well-played orchestra. While digitizing your recruiting strategy, ensure that any change to the process is only making it more convenient for applicants.

Make the whole experience seamless for applicants – whether they access the website on a mobile, a desktop or their tablets.

They shouldn’t struggle with viewing company profiles or information, submitting applications or expressing interest of any sort.

It is best to use a similar theme on all the social media channels, with the same icons, banners, and company branding to aid quick recognition.

Ensure that the information is consistent across channels to avoid confusion.

For instance, if you announce openings for front-end developers on Twitter, but the careers website that you’re directing the users to was not updated with information on the opening, applicants are going to be left confused and would most probably turn away from the site.

Look to the future

Traditional recruiting has passed the baton to digital.

The time has come to adapt, to transition from dinosaur recruiting strategies to technology-backed modern ones.

By not utilizing these techniques, companies are not only letting go of an opportunity to attract quality talent but also relinquishing a chance to reduce the burden on recruiters.

Savvy candidates are evaluating you like they would when making purchase decisions.

So, companies that are not hitting multiple channels to catch their attention, engage them, and finally convert them with an easy application process will find themselves on the losing side of this battle for talent.

Hire & assess your remote candidate effectively, with HackerEarth Recruit

Hiring and recruitment challenges in Japan

For various reasons, powerful companies in Japan home to amazingly advanced technology and manufacturing capabilities in several industries have failed to become as global as their peers overseas.

One of the challenges in achieving their globalization goals is their inadequate talent management strategy.

Like everywhere, Japanese HR professionals are trying to do justice to everything from recruiting to engaging to retaining talent in everchanging competitive markets to help organizations remain innovative.

What’s stopping businesses in Japan from moving forward

  • Traditional hiring practices

White-collar recruiting typically begins at the graduate level, where companies ready promising students from prestigious universities for “lifelong employment.”

In this “Shinotsu” culture, new graduates are recruited systematically every April based on their ambition, communication skills, and character.

Unfortunately, these fresh hires come with no specific job skills. According to a 2015 Robert Walters survey, nearly 50% of the employers had difficulty finding candidates with the required technical knowledge.

Firms then lack the flexibility to adapt to the changing requirements, and the training period to get them to work ready can be time-intensive.

Job positions are usually filled by internal candidates.

For recruiters, when there is a lack of adequate domestic talent, hiring foreign workers is not seen as an attractive option by most companies. (But this is changing!)

  • Rigid business practices

The Japanese “Tateshakai,” or vertical society, age, and seniority are sacrosanct. This can be demotivating for young, creative employees who also can’t get ahead based on skill alone.

Personal desires have no place in the traditional workplace where conformity, teamwork, and loyalty are all important attributes.

The egalitarian compensation companies and tenure-based promotion are not quite enough for the newer generation. Furthermore, social alienation and fear of failure prevent many young workers from becoming the entrepreneurs they would like to be.

For recruiters contacting potential employees can be difficult as “individual ambition” is frowned upon and the stigma of disloyalty is a huge barrier.

Most companies follow a job rotation/multi-tasking system that ends up producing generalists rather than specialists.

  • Dwindling and inadequate talent pool

The same survey showed that 72% of Japanese companies have been affected by talent shortages. Companies will suffer when looking for talent in emerging technologies such as artificial intelligence, self-driving technology, financial planning analysis, and web analytics.

The Hays 2016 Global Skills Index showed a significant talent mismatch in Japan (with a score of just 9.8) resulting in “wage pressure in high-skill occupations and talent shortage.”

A shrinking workforce, low birth rate, lack of creative confidence, and the inability to communicate fluently in English have contributed to a labor squeeze hampering economic development.

The current labor force in several sectors is quite ill-equipped to deal with the pressures of competition and globalization. In jobs which require employees to be bilingual, there are few candidates to choose from.

(This will an urgent need as Japan gets closer to the 2020 Tokyo Olympics and 2019 Rugby World Cup.)

  • Cultural impact

An intensely private people, the Japanese show very little engagement on social sites such as LinkedIn (less than 1% of the population is on it!).

However, sites such as Twitter, Facebook, and YouTube which offer anonymity have more success. Then again, for contacting them this becomes a challenge.

For recruiters, sourcing and attracting talent are significantly impacted by cultural factors. Apart from privacy and confidentiality issues, winning employees’ trust and convincing them to change jobs can be daunting.

Company culture favors recruitment of qualified candidates via referrals, and job advertisements typically have poor response rates in Japan.

For companies that don’t command strong brand reputation, attracting a candidate is not easy.

In Japan, changing jobs is an important decision and often candidates need time to speak with families before accepting an offer.

This can be frustrating for hiring professionals.

How the HR function can reassess its recruitment strategies

In the last decade, Japanese companies have been rigorously rethinking their hiring practices and revamping the traditional talent management system to deal with the changing economic environment.

To boost its innovative culture, social norms are now shifting to become more supportive of a vibrant startup ecosystem.

HR professionals understand that the values, both business and social, which were once dominant are no longer on the front burner.

Let’s look at some of the new recruitment approaches of talent acquisition professionals in Japan companies:

  • Embracing diversity

With its working population decreasing, Japan is embracing diversity and inclusion to meet the goal of sustainable economic growth. In light of Abe’s “womenomics,” HR professionals in firms such as Daiwa Securities Group Inc. are working to boost women involvement and mobilize the elderly population by modifying policies; examples include providing childcare and flexible work arrangements and initiating executive leadership training programs for women.

For example, Snack food maker Calbee Inc. had 20% women managers in 2014 compared to 5.9% in 2009. In a bid to improve diversity, the company also had the drive to recruit people who graduated five years ago.

There are more than two jobs for every job applicant in Tokyo.

The talent shortage is worse in smaller companies. However, rigid hiring practices are changing; HR is considering foreigners (and bots).

In 2017, Japan had over a million foreign workers. Japanese HR are also stepping up mid-career hiring efforts to fill positions.

  • Creating a global rotation system

Japanese firms are slowly moving toward global HR practices.

Companies such as Shiseido, Komatsu, Nissan, and Sony send top executives for an international stint to broaden their experience and skill set.

HR can ensure training of core employees to successfully function globally, be comfortable in cross-cultural settings, and be able to make sensible, management decisions independently.

For foreign ops, employees hired locally also need to be given career advancement and rotational opportunities and not just left to higher management, which is mostly Japanese.

  • Doing more than recruiting and internal placement

Traditional HR philosophies are not helping to manage a younger or diverse workforce.

HR can enforce policies where Japanese employees are required to communicate with foreign co-workers in English (as Mitsubishi Corp. does). HR should identify employees (regardless of their nationality) who can be pushed for global executive training and deployed overseas.

HR needs to create a compelling employer brand to attract the right talent. A Gallup survey shows that Japan has a really low (7%) percentage of engaged people.

HR professionals must address issues such as long working hours, low take-home pay, rigid corporate culture, seniority-based promotion, harassment, and unfair reward systems to reduce disengagement.

Long-term engagement will result in more actively engaged employees, lower attrition, and better productivity due to increased motivation.

The current business landscape in Japan

Japan's business landscape is marked by a blend of traditional practices and modern challenges. Despite being a global leader in technology and manufacturing, Japanese firms often struggle with globalization due to rigid hiring practices and a conservative business culture. The traditional "Shinotsu" recruitment system, focusing on hiring fresh graduates for lifelong employment, poses challenges in acquiring specialized skills quickly. Additionally, the vertical societal structure ("Tateshakai") impacts workplace dynamics, often stifling young, innovative talent.

Japan also faces demographic challenges like an aging population and low birth rates, which exacerbate talent shortages, especially in emerging technologies. While there's a gradual shift towards more inclusive and diverse hiring practices, including mid-career hiring and increased women's participation, the transition is slow. These factors collectively create a unique business environment in Japan, requiring innovative strategies to navigate successfully.

How HackerEarth can make your talent search easier in Japan?

HackerEarth offers solutions that can significantly ease the talent search in Japan's unique business environment. By leveraging its comprehensive suite of technical assessment and remote interviewing tools, HackerEarth can help Japanese companies overcome traditional recruitment barriers.

For instance, HackerEarth's platform can assist in identifying highly skilled candidates regardless of their educational background, which is particularly valuable in a market dominated by the "Shinotsu" system. Its skill-based assessments and coding tests allow companies to focus on practical skills rather than just academic pedigree. This approach is beneficial for identifying talent in emerging technologies, where there's a current shortage in Japan.

Furthermore, HackerEarth's platform supports diversity in hiring, enabling companies to tap into a broader talent pool, including mid-career professionals and underrepresented groups. This aligns well with the changing dynamics in Japan's workforce. Additionally, its user-friendly interface and efficient screening process make it easier for companies to adapt to global HR practices, facilitating a smoother transition into modern recruitment methodologies.

Conclusion

HR has to work with the business leaders to ensure the success of their initiatives—flexibility, skill-based recognition, self-development, challenging work opportunities, social projects, strong language skills, diversity, candidate experience, and individual enterprise.

Japan has gone from being a seller’s market to a buyer’s one. Potential recruits are asking more questions and are more focused on individual career advancement than before.

Source: Japan Today

“Recruitment today is about processes, technology, and people who represent your brand and messages on your behalf,” says Lanis Yarzab, VP Asia–Pacific operations, Pontoon Solutions.

HR need to actively build an attractive employee brand and showcase the company culture via social channels to ensure that a consistent, positive message is delivered.

Japanese companies are ripe for the automation of the recruitment processes such as screening and some unbiased, skill-specific hiring which can leave the HR to deal with more value-adding services.

Instead of developing talent (not buying) or leveraging internal talent through job rotation, HR needs to use tools for objective assessment and do some strategic workforce planning if organizations are to stay innovative.

Hire talent in your organization with HackerEarth Recruit. Be unbiased.

On-Demand Webinar

Announcing the winners of Slash Hack 2.0

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

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

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

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

Team Name: The Binary TRIO

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



2) Helping Hand

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

Team Name: MadTitans

Team Member: Anshul Jain



3) Finger On Map

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

Team: warna

Team member: Damian Tarnacki



Want to win a hackathon?

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

3 types of online proctoring services and how to select the best for hiring

The exam hall is shrouded in silence, barring the abrasive scraping of pen on paper. A mere glance at the person sitting across you earns a pointy stare from the invigilator/proctor. With hawk-like eyes (most are believed to have those all-seeing-eyes at the back of their heads as well) she keeps everyone under her purview, flushing out the suspicious characters at first glance. Invigilators, or proctors, as they are called, are an irreplaceable feature of our traditional competitive examinations, critical to preserving its integrity. Or are they?

As with most things traditional, proctoring, too, is undergoing substantial transformation thanks to technological advancements. With online proctoringprogressively becoming mainstream, more and more educational institutions and companies are adopting online proctoring as opposed to the more traditional form of proctoring thanks to its many advantages. Some of the early adopters of online proctoring for their recruitment needs include companies such as Amazon, Walmart Labs, Cognizant, Honeywell, among several big and not-so-big companies.

What is online proctoring?

Online proctoring, similar to offline proctoring (or just your regular invigilation), is a service that safeguards the integrity of the exam undertaken by remotely monitoring (via a webcam) the activities of the candidate during the course of the examination.

To use an online proctored examination to spearhead your recruitment drive, the first step is to choose an online proctoring service provider that is right for you. Keeping in mind a few points would make it easier to choose. Specify what areas you want the candidate to be assessed on and the skill level that the position requires. It helps to understand how the proctoring works — is it manual or are the candidates’ activities recorded via their webcam? Ensure that the service you choose offers solutions to not only prevent cheating but check the authenticity of the candidate.

How does an online proctored exam work?

The candidates appearing for the online proctored examination are required to download the software application onto the device (laptop or desktop) that will be used for the purpose. When the candidate begins the examination, the application assesses his/her computer and webcam and a lockdown mechanism is used to prevent him/her from opening any web browsers. The candidate has to confirm his/her identity by one of the many methods that are required by the application. While few may require the candidate to show proof of identity to the camera, some others use facial recognition software to confirm the candidate’s identity. Certain others use advanced technology to further confirm the candidate’s identity by instructing him/her to type a certain phrase and then analyzing the keystrokes with previously submitted samples. Whatever the method employed, after confirming the candidate’s identity, the application requires the candidate to show around the room where the test takes place to confirm there is no one else to assist with the exam.

Once the exam begins, there are three ways in which online proctoring can take place: Live online proctoring, Recorded proctoring, and Advanced automated proctoring according to this guide.

Live online proctoring:

In this form of proctoring, a qualified proctor monitors the candidate as he/she is giving the exam through live audio and video feeds. These proctors are trained to ensure the authenticity of the candidate and look for any red flags such as suspicious eye or facial movements or the appearance of any unverified device that could indicate possible cheating. In case suspicious circumstances do arise, the proctor can either shut down the test or notify the company of the prohibited activity. This form of proctoring allows the proctor to monitor up to 32 (a standard number for most proctors) candidates at a time. Both the candidate and proctor can be in any location as long as they both have access to the internet. However, the only disadvantage of this kind of proctoring is that it is dependent on the availability of the proctor on a given date and time. It is also expensive since it needs human intervention just like offline proctoring and for the same reason is not scalable either.

Recorded proctoring:

Unlike live online proctoring, a recorded proctoring, as its name suggests, merely records the activities of the candidate during the examination, which is then played back by a proctor at the greater speed to look for any suspicious behavior or occurrence during the course of the exam. This form of proctoring has an advantage in that it requires no scheduling since the candidate can take the exam at any time convenient to him/her. But as this too requires human intervention for reviewing the clip, it is expensive and difficult to scale.

Advanced automated proctoring:

This is the most advanced form of proctoring (as the name suggests) and requires no manual intervention whatsoever. This form of proctoring records the activities of the candidate while also monitoring the feed for red flags of any sort that would indicate malpractice using advanced audio and video analytics. It is the least expensive of all these forms of proctoring since it eliminates the need for manual intervention and is scalable for the same reason.

Certain online proctors go a step further by limiting the candidate logins to specific IP addresses and blocking the copy-paste option, further securing the integrity of the test conducted.

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Challenges faced when using proctored tests

  • Remote proctoring often requires access to a student’s computer and workspace, which can raise privacy issues.
  • Issues like poor internet connectivity, software glitches, and hardware compatibility can disrupt the testing process.
  • The presence of a proctor, even virtually, can increase anxiety levels in some test-takers, potentially impacting their performance.
  • Proctoring services can be expensive, and not all students may have access to the required technology, leading to inequalities.

Challenges faced when assessing candidates without proctored tests:

Without proctoring, there’s an increased risk of cheating and plagiarism, which can compromise the integrity of the exam.It becomes challenging to ensure that the work submitted is indeed the student’s own, making it difficult to accurately assess their knowledge and skills. Moreover, students who adhere to academic integrity might be at a disadvantage compared to those who do not.

Why should companies opt for online proctoring assessments?

With remote assessments becoming a norm, companies can assess and recruit talent irrespective of geographical constraints. However, unless these online assessments are proctored by a reliable proctor, there is no guarantee that the candidate who pulls off a brilliant performance during the assessment is the same one who is hired! Hence, it is crucial to verify the authenticity of the candidate who undertakes the assessment, and that is where online proctoring comes in handy. With its many stringent security measures in place, these tools ensure that the integrity of the assessment process is preserved.

Tips to select a good remote proctoring tool

  • Privacy compliance: Choose a tool that complies with privacy laws and regulations, such as GDPR or FERPA, and ensures data security.
  • User-friendly interface: The tool should be easy for both instructors and students to use, with clear instructions and minimal technical requirements.
  • Technical support: Opt for a service that offers robust technical support to address any issues promptly during the exam.
  • Customizable settings: Look for tools that offer customization in terms of the level of surveillance, types of permitted resources, and flexibility in exam settings.
  • Integration with Learning Management Systems (LMS): The tool should seamlessly integrate with existing LMS platforms to streamline the process.
  • Anti-cheating features: Ensure the tool has reliable anti-cheating features like identity verification, browser locking, AI monitoring, and plagiarism detection.
  • Accessibility and inclusivity: The proctoring solution should cater to students with different needs and provide accommodations where necessary.
  • Cost-effectiveness: Consider the cost of the tool and ensure it provides value for money, especially if it will be used extensively.
  • Trial and feedback: If possible, test the tool in a trial run and gather feedback from both instructors and students to assess its effectiveness and ease of use.
  • Reputation and reviews: Research and read reviews about the tool's performance, reliability, and customer satisfaction to make an informed decision.

    • What does the future hold?

    While we are clearly in the dark when it comes to what the future might unfold, we can be fairly certain that online assessments are going to be indispensable to recruitment, ergo the need for online proctoring. With its reliable safety features such as facial recognition, keyboard, and facial movement analysis, online proctoring goes a long way in preserving the integrity of the examination conducted. However, a quick search on the web will baffle you with the number of not-so-reputable blogs that provide tips and tricks to cheat these proctors. But these solutions require such laboriously elaborate set-ups that even the most hardened ‘cheater’ would be discouraged to take it up. And since its pros far outweigh its cons, it wouldn’t be too long before online proctoring is synonymous with online recruitment.

    Hire talent in your organization unbiased with HackerEarth Assessment

    EmpowHER: Importance of women empowerment in an organization

    They tried hard to maintain their employment status even after the war ended.

    Over the years, women’s movements and revolutions helped achieve the desired basic benefits for women initiating women empowerment.

    India is an agrarian country which saw many women out in the fields working all day long.

    Though they had entered the labor force, they needed to start making a mark for themselves in the corporate world. With increasing levels of education, women slowly started transitioning themselves from the field to other jobs in business and corporate world.

    Women have certainly come a long way and working outside the home resulted in a number of positive empowerment outcomes such as financial independence and greater decision-making power within the household.

    Though we can celebrate the rise in the number of women in organizations, it still needs to be seen if we can increase the numbers at the senior management level and break gender stereotypes and cultural dictates that hold them from sitting at the table.

    The various initiatives taken up by organizations to support work-life balance are fast gaining popularity across different industries and sectors, and the gap we see now is slowly yet steadily being bridged.

    With India poised to become the largest economy in the world by 2030, it definitely cannot afford to leave half of its workforce behind!

    (Also read: What is blind hiring and how effective is it?)

    Empower women in your organization. Recruit without bias with

    HackerEarth Talent Assessment Software!

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    Read this guide and learn how you can establish a less frustrating developer hiring workflow for both hiring teams and candidates.
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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!
    View all

    What is Headhunting In Recruitment?: Types & 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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