HackerEarth Blog https://www.hackerearth.com/blog/ Innovation Management, Technical Recruitment, and Competitive Programming Resources Tue, 22 Nov 2022 12:40:03 +0000 en-US hourly 1 https://wordpress.org/?v=6.1.1 https://www.hackerearth.com/blog/wp-content/uploads/2020/03/favicon-1.ico HackerEarth Blog https://www.hackerearth.com/blog/ 32 32 10 Tech Recruiting Strategies To Find The Best Tech Talent https://www.hackerearth.com/blog/talent-assessment/tech-recruiting-strategies/ https://www.hackerearth.com/blog/talent-assessment/tech-recruiting-strategies/#respond Tue, 22 Nov 2022 12:40:03 +0000 https://www.hackerearth.com/blog/?p=32707 tech recruiting strategiestech recruiting strategiesLike an onion’s skin, recruiters uncover multiple layers in their recruitment process: sourcing, screening, and evaluation to find the best talent with the...

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tech recruiting strategies

Like an onion’s skin, recruiters uncover multiple layers in their recruitment process: sourcing, screening, and evaluation to find the best talent with the modern tech recruiting strategies that gel into your organization.

Earlier, these layers had a traditional face.

Your company is looking for a front-end developer. You create a job description → publish it on job boards → scan the resume of applicants → shortlist the right fit candidate → call them for a walkthrough interview.

But with changing times, traditional talent acquisition has transformed in and out. Now, you can’t *just* hire tech candidates who are willing to work. You need candidates who align with your company values and have relevant skills and attitude to get the work done—which make the attributes of the best tech talent.

The process is complicated and draining. But we have 10 best recruiting practices outlined to help you navigate and find the right fit for your organization.

10 tech recruiting strategies to find the right technology talent

Let’s break down each talent acquisition strategy and how to implement them to make your organization’s recruitment process seamless.

Strategy#1—Look for people who already fit the culture

You need people who understand your company’s vision and align with your values. These people make the best employees who fit into your company culture.

To hire based on culture fit, do this:

  • Be clear on the kind of employees you are looking for based on their skill sets, values, good word habits, and personality.
  • Ask the candidates to add a cover letter to their job applications. Observe cover letters that emphasize on company aspirations the candidate is attracted to
  • Once the candidates are filtered based on their cover letter, give them a brief test to see if they fit into the company culture.
  • Ask them specific questions based on their resume to understand their attitude and personality.
  • In your interview process, talk about the company culture in detail and highlight what makes your company better than your competitors. Be transparent about the salary, benefits, work schedule flexibility, and type of job.

Strategy #2—Understand how candidates approach their work

Picture this: a software developer kickstarts a new project. No specific requirements have been communicated. There is a high chance that the project will go haywire. That’s where great communication and questioning skills come into play—to scour information from their client to get the project on track.

No matter the tech role you are hiring for, assess their work approach by asking them problem-solving questions.

Few ideas to start with:

  • When was the last time you failed a project?
  • Share your recent best project and how did you approach it
  • Tell about an uncomfortable event or experience in your life that reshaped your work approach

Strategy #3—Review and optimize your job description

Your job descriptions should be able to do two things: be searchable and be easy to understand

When reviewing your job description, make sure:

  • The job titles are easily searchable.
  • Highlight the must-have skills and experience
  • Use white spacing and bullet points for a quick scan

Take a look at how this job description focuses on two things—the roles and responsibilities and the best fit eligibility for the role.

Tech recruiting strategy: optimize job descriptions


Why this works: We have started by introducing our company and the work done—to give the tech candidate an idea of who we are and the kind of work we have done. Plus, the job description is formatted with bullet points, white spaces, and sections in bold.

Strategy #4—Use recruitment software to save time

Imagine sorting through multiple job applications and selecting qualified candidates for the role of Java developer.

The process can leave you drained. The result? You take a longer time to select qualified candidates—leading the candidates to lose interest. An alternative to enhance this tech recruitment strategy is using the best recruitment tools and improving your hiring performance without losing out on the best talents.

Technology in recruiting like HackerEarth’s Assessments helps you create coding test interviews, evaluate the developers accurately and shortlist them based on an auto-generated leaderboard after every coding test.

Also Read: Redefine Remote Work Management With These 6 Automation Tools 

Strategy #5—Use reference screening calls

With a reference screening call, a recruiter contacts the candidate’s former workplace to get more information on the candidate’s performance and skills. By doing so, you get two things:

  1. Ensure the candidate has the relevant qualifications needed for the job role
  2. Understand if their attitude and values are the right for the organization or not

To utilize this recruiting tip, ask the candidate to share the contact details of their colleagues you can reach out to. When you reach out to the candidate’s colleagues to know more about them, ask:

  • What was the best project that the candidate worked on?
  • What are the behavioral traits of the candidate you like?
  • What’s one weakness of the candidate?
  • What’s the strength of the candidate?

Strategy #6—Work with an industry specialist recruiter

Having an industry specialist or niche recruiter acts as an amplifier to your current tech recruitment strategies. When you work with them, you can expect comprehensive market advice from them—salary expectations, current market trends, and available skill sets.

Also, they have an active network—which gives you immediate access to the niche talent pool.

A simple way to find niche recruiters is through LinkedIn. Search with keywords like “technology recruiter”, “technical recruiter”, and “tech recruiter”. Filter down the searches based on your requirements and check the recruiter’s LinkedIn profiles.

Tech recruiting strategies: finding tech recruiters on LinkedIn

Strategy #7—Hire a recruitment agency

When your company’s hiring requirements include hiring at scale, a single person cannot handle mass assessments. That’s where you need to hire a recruitment agency over a niche recruiter.

To find the right recruitment agency:

  • Look for agencies with (at least) some amount of experience in the technology industry.
  • Check the agency’s website, Glassdoor reviews, testimonials, case studies, experience, and socials like LinkedIn
  • Explain to them your hiring requirements
  • Interview the agency and ask relevant questions to understand if they are the right fit. Some questions include:
  • how long does it take to find the best talent
  • what does your hiring process look like?
  • Check the portfolio and testimonials of each recruiter and see how the recruiters of the agency work.
  • Confirm the recruitment agency’s budget before finalizing them.

Strategy #8—Leverage social recruiting

Socially active people are always on the lookout for new opportunities, and that’s where you can fill the gap by leveraging social media as an effective tech recruiting strategy. Social recruiting is all about sourcing and hiring candidates via social channels like LinkedIn, Twitter, Facebook, Instagram, and Reddit.

There are two ways you can recruit via social channels:

  1. By activating your LinkedIn profile and constantly sharing job roles your company is hiring for
  2. By scanning the LinkedIn profiles of users who match the keywords your company is currently hiring for.

Sidenote: Combine both—activate your profile and do LinkedIn outreach for great conversions.

Let’s understand this with an example of Laura, a tech recruiter hiring Java developers for her company.

To hire the candidate, she created a job posting on LinkedIn and published a hiring post on her LinkedIn profile.

Next, she looked up candidates by adding the keyword “Java developers” to the LinkedIn search bar and selecting the LinkedIn profiles from relevant results. She then reached out to these people who aren’t actively looking for opportunities. She shares the details about the job profile with them and forwards the details of the interested candidates for the next stage i.e, candidate screening.

But here’s the catch: you need to have an effective social recruiting strategy for maximum results.

Here’s how you can do it:

  • Define the candidate persona—one who has the expertise and fits your company culture
  • Choose the social media platform where your ideal candidate persona is active
  • Create an outreach strategy and a list of candidates you’ll reach out to
  • Activate your social media profile by posting content about your company culture and the work you do
  • Start the planned recruitment activity based on the strategy
  • Measure how well your strategy is performing and review the KPIs; if not working well, tweak the strategy

Strategy #9—Invest in employer branding

Your employer brand defines your values and POV as a person and how it aligns with your company—attracting people who want to work with you.

With the changing recruitment practices, having an impactful employer brand is an effective tech recruiting strategy which helps the candidates decide if they would like to work with your company or not. According to CareerArc’s 2021 Future of Recruiting Study, 82% of candidates consider employer brand and reputation before applying for the job. Clearly: investing in employer branding is part of tech recruiting strategy crucial to building trust and getting the right candidate for your organization.

Shield’s Founder and CEO, Andreas Jonsson has built an engaged audience of 40K+ where he talks about personal branding and LinkedIn content creation. Because he actively creates content on LinkedIn, people who read his content know his aspirations and values.

And knowing Shield, and working with the company comes as a by-product. The impact of his employer branding is amplified by his employees too—who talk about their company, personal branding, and LinkedIn—the same content pillars the company is known for.

Because the employees enthusiastically talk about it, their connections got to know about the company, what it does, and the value it serves—which instantly attracts them to work with the company.

Also Read: Building An Employer Brand: Everything You Need To Know

Strategy #10—Organize hackathons

Hackathons are a gateway to hiring employees by testing their skills and selecting the best candidate who gives proof of their expertise. To hire employees through hackathons: create a problem statement for the candidate persona. Candidates who bring you the best solution to the problem statement are the right fit for the role.

To create the problem-solving statement for your hackathon, do this:

  • Define the theme of the innovation
  • Specify the pain points
  • Narrow down the problem
  • Define the eligibility rules for candidates to participate

Take a look at how Cogito runs its hackathon on HackerEarth. They have mentioned the job profile in their headline and highlighted the AI solution they want to build (the problem statement).


Also Read: 5 Lessons From Running 200 Remote Hackathons

Use these recruiting strategies to take recruitment to the next level

To amplify your recruitment and selection process, club 3-4 of these tech recruiting strategies together. For example, identify the candidates that fit into your work culture. Once identified, screen them and understand how they approach work issues. To screen them further, contact their former workplace to know about their skills and attitude better.

So, what are you waiting for? Solidify your recruitment system with these recruitment hacks.

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Developers Skill Assessment Software: Testing Beyond the Technical https://www.hackerearth.com/blog/talent-assessment/skill-assessment-software/ https://www.hackerearth.com/blog/talent-assessment/skill-assessment-software/#respond Fri, 18 Nov 2022 06:04:35 +0000 https://www.hackerearth.com/blog/?p=32695 Developers Skill Assessment Software: Testing Beyond the TechnicalDevelopers Skill Assessment Software: Testing Beyond the TechnicalSkill assessment software has become the new buzzword in the software development industry. Recruiters are looking for highly skilled candidates to handle their...

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Developers Skill Assessment Software: Testing Beyond the Technical

Skill assessment software has become the new buzzword in the software development industry. Recruiters are looking for highly skilled candidates to handle their software development duties. The market for systems integration, software, and IoT hardware has reached $520 billion as of 2021 compared to $235 billion in 2017 and is expected to continue the trend for many years. As a result, the demand for talented software developers is witnessing unprecedented growth.

While the number of software developers globally is estimated to reach 28.7 million by 2024, this number falls woefully short of the required levels. As the demand for software developers shows no signs of abating, recruiters are eager to hire qualified software developers.

Are you also looking to hire the best software developer to grow your business? How can you ensure that the candidate you select best fits the role?

You need to find a well-rounded candidate that is sufficiently qualified in both hard and soft skills. Asking the right technical interview questions when recruiting developers is important but so is clear communication, good work ethic, and alignment with your organization’s goals.

First, let’s tackle the technical expertise of a candidate, which can be determined with a coding assessment platform. It is one of the most popular skill assessment tools as it offers recruiters direct insight into the candidate’s skill set.

What are technical skills testing software?

Technical Skills Assessment Software solutions are used by companies to ascertain the candidates’ technical skills. Recruiters use these platforms to test the technical skills of the candidates, like coding, while shortlisting prospective employees for technical roles. Software developer assessment platforms are widely used for pre-employment testing as they offer the flexibility to set difficulty levels, select the coding language, and then rank the candidates based purely on performance. As a result, companies can eliminate candidates who do not possess the necessary skill sets from the recruitment process.

A coding assessment platform is nowadays an integral part of the recruitment process as it allows for live coding interviews as well. Moreover, these software solutions also support remote interviewing for different technical profiles. A technical talent assessment platform comes with an in-built video feature to facilitate remote interviews. Alternatively, the software can also integrate with a suitable video call platform.

Why companies are using technical assessment software to hire the right talent

 Key Benefits Of Coding Assessments Tools

Most software development companies use skill assessment software to complete the coding assessment for candidates who have applied for the vacancy. These platforms allow the companies to screen out unsuitable candidates at the outset, allowing the time and flexibility to select the best developers for the available profiles.

Higher accuracy

Technical assessments are quickly replacing traditional interviews in software developer assessment. Technical assessment software ensures higher accuracy while selecting candidates for specific profiles. The results of such a skill assessment are free from bias and are more reliable. Moreover, these tests help with the long-term prospects of the candidate in the given profile.

Real-time assessment

Skill assessment software allows recruiters to test the coding abilities of a candidate in real-world scenarios. This helps ensure that the shortlisted candidates possess all the required skills that the job demands. A technical assessment of a candidate’s skills offers deep insights into their ability to cope with the demands of the job.

Quicker and accurate

Completing a software developer assessment through technical assessment software is much quicker and more accurate than any other option that recruiters can use. These assessments are conducted at pre-interview levels and most often can be completed online. As a result, recruiters get insights into the skill set of the candidates before the interview stage, thereby allowing for shortlisting of the most suitable candidates only. Hence, the recruitment processes can be expedited through this approach.

Interesting recruitment process

An online assessment platform enables the recruiters to define the coding language and difficulty level per the requirements. This feature makes the assessment test an interesting experience for the candidates as well as for the recruiters. By eliminating mundane recruitment processes, these platforms allow the recruiters to shortlist the candidates based on purely their performance in the technical test.

Better employee retention

Online skills assessment software allows recruiters to accurately match candidates with suitable job profiles. As the candidates possess the required skills for a given profile, they enjoy better job satisfaction when they start working. As a result, employees are more likely to continue working with the company for an extended duration as their skill sets perfectly match the job requirements.

Also Read:  6 things to look for in your coding assessment tool

How does online skills assessment software work?

A skill assessment software tests a candidate’s expected skills through an engaging user flow. Recruiters can get rid of multiple offline hiring stages with the help of online skills assessment software. Moreover, these software solutions empower informed decision-making by ensuring transparency around the performance of every candidate. Here is a summary of how online skills assessment software works: –

  • Define the parameters: – First, you must select the coding language and difficulty level required for the test. You can also define the good and bad answers to help the platform grade the candidates accurately
  • Invite candidates: – You can invite the candidate through email or share a direct link on the recruitment page with the candidate. You can also monitor the progress of the candidates through this software
  • Check the result: – After the coding assessment has been completed, you can check the performance of candidates in the software. The candidates will be ranked based on the parameters defined by you
  • Finalize a decision: – After you have assessed the performance of different candidates, it is time to make a final decision. You can email the candidates with details related to the further selection process

Also, read: Some technical interview questions that you should ask potential software engineers when interviewing

Go beyond the technical: Soft skills the right talent needs

Now that you know how to ascertain the technical knowledge of your candidates, let’s take a look at some of the behavioral aspects of a candidate that sets them apart from the rest.


Communication skills are crucial while assessing the skills of your new hire. When working on a new project, developers must know how to start, the what, why, and how of the project for successful completion. And this happens when they ace at written and verbal communication well.

Oral communication: Imagine a developer reviewing a code for errors based on their manager’s instructions. Now, they have to explain where they found the error and how they are planning to improve it. This requires the developer to communicate their explanation in a simpler way that clarifies all the doubts.

Written communication: Beyond the documentation, your full-time developer needs to communicate over email and Slack messages. So, check how clearly they can communicate their written message.

To identify whether the developer you’re hiring is good at communication, do this:

  • Set up scrum meetings with the hiring managers and observe the interaction style of the developer
  • Get them to write emails and see how clear they are in their written communication

Also, read: Ask the right interview questions to reveal a candidate’s personality


While working on an important project, your team needs to take the final call— sometimes without their team leader too. That’s where they need to have the in-built leadership trait in them to ease the work.

To analyze this trait while hiring your next developer, don’t *just* emphasize asking them technical questions but also ask them about their life experiences where they displayed ownership and leadership qualities. Listening to their responses, you can identify how good leadership skills they have.

Also, read: What Leadership Means To Us At HackerEarth

Skill assessment software solutions are designed to transform how hiring processes for technical profiles are completed. Armed with such solutions and ensuring to test candidates for culture fit, recruiters are in a better position to select the best candidates in an unbiased manner.

Remember, a mix of strong technical skills and interpersonal qualities is how you spot good candidates for your tech teams.

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4 Images That Show What Developers Think Of Layoffs In Tech https://www.hackerearth.com/blog/talent-assessment/layoffs-in-tech/ https://www.hackerearth.com/blog/talent-assessment/layoffs-in-tech/#respond Wed, 16 Nov 2022 03:30:20 +0000 https://www.hackerearth.com/blog/?p=32710 4 Images That Show What The HackerEarth Community Thinks of Layoffs In Tech4 Images That Show What The HackerEarth Community Thinks of Layoffs In TechSome days ago, we polled our Twitter and LinkedIn community and asked them if they would ever take another job at the company...

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4 Images That Show What The HackerEarth Community Thinks of Layoffs In Tech

Some days ago, we polled our Twitter and LinkedIn community and asked them if they would ever take another job at the company that laid them off. This was the result.

Layoffs in tech - Poll

The two years of the pandemic (2020-2022) saw 1100+ companies globally laying off employees. In the first 8 months of 2022, we reached half that number with 500+ companies announcing layoffs in tech in August. The number of employees who had lost their jobs globally stood at 72,900+ at the end of the month.

The massive wave of downsizing has hit every tech sector in the world. Credit Suisse and Goldman Sachs have reduced their employee size, with BofA and JPMorgan saying they are being cautious. Meta, Twitter, Netflix, Noom, Wipro, and Oracle are just some of the tech names that have had to let go of their workforce. Nordstrom, Wells Fargo, Beyond Meat, Peloton – almost everyone has had to take these measures to preserve capital.

The question everyone is asking is – didn’t we learn anything during the pandemic?

COVID was a bonafide ‘black swan’ event that defied predictions. However, many economists have been talking about an impending recession for a while now. Despite the warning signals, most of the corporate world ended up repeating the hiring-and-firing pattern that has become the norm after macroeconomic events.

This is what normally happens during every downturn:

  1. Companies go into ‘freeze’ mode. Hiring stops, budgets are cut, and perks are canceled.
  2. If the company has not planned ahead, the hiring freeze very soon turns into a layoff.
  3. When the market starts to rebuild, companies hire overzealously to make up for lost time and effort.
  4. This overzealous hiring usually pays off in a V-shaped recession where the markets rebound sharply after a dip. Most recessions aren’t this forgiving, and companies that have hired in a rush may end up having to find ways to cut extra baggage.

Our post-COVID normal followed the same pattern as well. There is no denying that the use of technology boomed during the pandemic, causing every industry sector to adopt and focus on new tech tools.

The overwhelming consensus that ‘every company is now a tech company’ caused a sudden demand for developers. Even as we were all still coming to terms with the ‘new normal’, tech hiring (and hiring in general) burgeoned so much that top-tier talent was able to demand a 100% salary hike in an unprecedented candidate’s market.

All of which led us to this. 

Tech hiring has undergone a sea change in the last two years. We have replaced outdated modes of assessment and interviews with new AI-based tools for efficiency. Remote work is the mantra we all live by. While the overall ‘work culture’ in many tech companies has become more empathetic and people-focused, this empathy has still not trickled into the way we handle layoffs in tech.

Also, read: Greeks to Geeks: What Plato Says About Bettering Your Team Culture

Airbnb garnered a lot of ‘awwws’ when CEO Brian Chesky wrote a heartfelt email to employees announcing, and apologizing, for the COVID-induced downsizing. The company even offered outplacement support, and its post-employment care strategy was among the most detailed and comprehensive that American companies were offering at that time.

Airbnb was an outlier. Most layoffs in tech that happened during COVID happened unexpectedly, without warning, and over a Zoom call or two. Reiterating what we stated in the beginning, trust issues are an undeniable outcome of such processes.

In the past decade, Nokia received a lot of praise among the developer community for its outplacement program ‘Bridge’, which was created in 2011 when the company was faced with the harsh choice of laying off employees. The program’s objective — and the metric that Nokia used to gauge success — was the percentage of employees who knew what their next step would be the day they left the company.

Nokia’s program showed the tech world that changes needn’t always be brutal and that employers have a responsibility to their employees and the communities they engage with. Using this philosophy of accountability to create processes for layoffs requires companies to be more transparent than they have ever been before, engage in constant communication with employees and local communities, and build a robust outplacement support system that does not just end with a severance package.

This need for outplacement support was called out loudly by our developer community, too.

Layoffs in tech - Poll 2

So, what’s a better way for handling layoffs in tech?

Let’s begin by accepting that layoffs in tech are hard – for the employee who is losing their job, the recruiter or HR professional who is tasked with breaking the sad news to the team, and the company itself.

Layoffs hurt a company’s bottom line. Facts below:

  • A 2012 University of Austin Texas review of 20 companies that had engaged in layoffs found that layoffs had a neutral to negative effect on stock prices in the days following the announcement.
  • A related study says that the majority of companies that conducted layoffs were less profitable for up to three years after the layoff.
  • A third study conducted by researchers from Auburn University, Baylor University, and the University of Texas shows that companies that conduct layoffs are twice as likely to file for bankruptcy in the next five years than companies that had found other ways to bolster profitability.

Also, read: Fear and Layoffs: How to Cope with Tech’s Uncertain Times

When we polled the recruiters in our community, they unequivocally said that hiring post a layoff is harder, as it affects the company’s branding and sourcing efforts.

Layoffs in tech - Poll 3

So, if you are looking for alternative ways to handle layoffs in tech, or avoid getting to the point where you have to cut down your workforce, then we have some tips for you:

  • Avoid reflex hiring: Most companies speed up hiring as soon as they see signs of market recovery. The term ‘hiring frenzy’ is real. Instead of going with the trend, make realistic projections for the team you want to build, and approach your hiring meticulously.
  • Hire slightly below your projection: At any given time, the HackerEarth staff portfolio operates at about 90% of what we consider ‘full capacity’ or ‘ideal’. This isn’t understaffing. We have consciously decided to not hire a full house to give ourselves some breathing space and avoid a domino effect when the market changes rapidly, causing internal “accidents”.
  • Invest in your team culture: If you’re not hiring specialists for every single role, then you need to staff your team with people who are willing to wear multiple hats and adapt quickly. Note, there is a thin line between hiring talent that is willing to diversify and handle multiple projects, versus overworking your team. If you tread this line carefully though, you can build a robust, multiskilled, and adaptive team that can weather market changes without breaking down.
  • Invest in your team culture 2.0: Companies often refer to their workforce as a ‘valuable asset’ when things are going well. It’s ironic that you would let go of your most valuable possession in a heartbeat! Stay people-focused first and forever, so when you have to ask your teammates to step up during a crisis, they do not feel like they are being taken for granted.
  • Explore all possible avenues: Job sharing (in which two people fill a single role and take home a 50% pay), furloughs, temporary pay cuts, salary rollbacks – there are many ways to budget and save money that do not involve mass layoffs.
  • Plan for crisis: We all love the Google model of workplaces that offer every single amenity one can dream of (and maybe more), handsome bonuses, and whatnot. These are lovely add-ons to our work life, but they shouldn’t become addictions. When Better.com had to lay off about 900 people in 2021, the CEO admitted in an open call that the company could have done a better job of managing funds, which could have delayed – possibly prevented – the mass downsizing. The bottom line: manage your money Better.

It’s time to lay off the layoff!

My sorry attempt at wordplay aside, the way a company handles a moment of crisis says a lot about its overall culture. About 90% of the developers from HackerEarth’s community say that they would look at layoff measures as a reflection of the brand’s EQ. On the other hand, about 21% of the recruiters polled on our LinkedIn handle said that they think there’s ‘not much’ that can be done about layoffs. They are part and parcel of the job and should be treated as such.

Layoffs in tech - Poll 4
Layoffs in tech - Poll 5

When Gartner surveyed more than 3,500 employees around the world in October 2021, about 65% said the pandemic had made them rethink the place that work should have in their life, and look for personal value and purpose at work. It stands to reason then that employees who think their bosses do not value them would want to look for opportunities elsewhere.

This is precisely the message you send to your employees – and the larger developer community – when you announce a mass layoff willy-nilly, and sans any support systems in place. That you don’t care. And that’s got to hurt your employer brand for sure.

Research shows that job cuts rarely help leaders achieve their goals. More often than not, layoffs are good only for short-term gain, and the cost savings are generally overshadowed by negative employer branding, loss of knowledge, reduced employee engagement, higher voluntary attrition, and reduced innovation. You might save in the short term, but most probably you will see a dip in profits, and your employee engagement, in the long run.

Here’s your chance to be a better employer and prove that the values of empathy and compassion we all talked about so much during COVID were not a ‘black swan’ event unto themselves. Here’s hoping you handle the storm differently than how everyone else is.

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IT Recruiting: Strategy and Tips for Success https://www.hackerearth.com/blog/talent-assessment/it-recruiting-strategy/ https://www.hackerearth.com/blog/talent-assessment/it-recruiting-strategy/#respond Mon, 14 Nov 2022 03:57:03 +0000 https://www.hackerearth.com/blog/?p=32657 IT Recruiting: Strategy and Tips for SuccessIT Recruiting: Strategy and Tips for SuccessHiring skilled personnel is the top priority for any HR manager, as the organization’s success is directly linked to the quality of professionals...

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IT Recruiting: Strategy and Tips for Success

Hiring skilled personnel is the top priority for any HR manager, as the organization’s success is directly linked to the quality of professionals in its ranks. For an IT organization, this process assumes even greater importance as the rapid pace at which technology is progressing; you can never have enough talented workers. More than 50% of businesses struggle to find suitable candidates for profiles requiring data skills. This is why IT recruitment is virtually an ongoing process at most of the leading enterprises in the sector.

Employers invest considerable time and resources in the IT recruitment process. Though, often they tend to ignore some basic principles related to IT recruiting and struggle to find suitable candidates. Almost 80% of organizations stated in a recent survey that they struggle to find suitable candidates.

If you are also struggling to conduct successful recruitment as an information technology recruiter, then read on to find out some fantastic tips for recruiting successfully.

Why is it crucial to invest in making IT recruiting more efficient

Recruitment is an integral part of the business strategy for every information technology business. Most recruitment strategies in IT involve a team of professionals than a single individual handling all the tasks. An information technology recruiter requires meticulous planning and execution to ensure the selection of the most suitable candidates only.

  • Suitable candidates:  IT recruitment helps select appropriate candidates for different profiles seamlessly
  • Drive growth: Successful recruitment is key to the company’s future growth and expansion
  • Maintain competitiveness: Recruitment of ideal candidates is especially important in the IT sector to stay ahead of the competition
  • Add value: Talented employees enhance the company’s reputation in the industry with their skills
  • Legal obligation: Recruitment is important to ensure fulfillment of social legal obligations related to diversity, equality, and inclusion in the workplace

Also Read: Common Virtual Recruiting Pitfalls And How To Avoid Them

Top 5 employment recruitment strategies in the IT industry

Top 5 employment recruitment strategies in the IT industry

With almost 51% of employees planning a job change in the next year, it is time for you to optimize your employment recruitment strategies. As IT recruitment has become all about the candidate experience, listed are some incredible strategies to help you understand how to be a great recruiter.

Create an employer brand

One of the most important recruitment strategies is to create your employer brand. This branding exercise will distinguish you from other recruiters and help the candidates understand why they should work with you. The company’s mission, vision, culture, and values are some of the factors that help you create a brand around your business. You must work with the key managers to determine the strategy for branding your business. After that, you must ensure that your social media handles and advertisements align with the employer branding you are promoting to stay ahead of the competition.

Use social media to attract talent

With over 80% of candidates looking for job opportunities shared through Facebook, it is time for you to also leverage your social media presence as a leading information technology recruiter. This strategy ensures a wider reach and ease of communication with candidates.

Several brands have leveraged this strategy, including Apple and Uber. It is important to ensure that your online presence is in sync with your employer’s brand and company values. You can also ask your current personnel to share the details related to the vacancy on their respective social media handles.

Get your copy of the social recruiting cheat sheet here!

Hire professionals who are committed and loyal

One of the biggest challenges in IT recruitment is the high attrition rate. Often, new recruits cannot align with a company’s culture and switch jobs at short intervals. Hence, one of the tips for recruiting for an IT company is to hire committed and loyal professionals. There are various steps you can take to determine this, such as:

  • Consider existing employees for the new opening
  • Treat the candidates to be as important as customers
  • Create interview questions around this requirement
  • Implement an employee referral program

A suitable work environment ensures better employee retention.

Campus recruitment programs

This is one of the best employment recruitment strategies used by IT recruiters to select candidates for entry-level positions. As technology evolves quickly, you need to hire candidates with the latest skill sets and a fresh perspective. With a comprehensive campus recruitment program, you can grab the best talent as soon as they graduate.

Moreover, you can initially hire candidates for internships in different courses. If their performance during the internship meets your expectations, you can offer them full-time positions upon graduation. You can attend career fairs, job fairs, and recruitment drives or conduct your events to attract the best talent.

Also, read: Create The Perfect Virtual Recruiting Strategy For Universities With These Tips

Compelling job descriptions

Writing compelling job descriptions is one of the crucial tips for recruiting the best talent for an IT company. Many candidates decide to apply for a position only if they find the job description clear and specific. This becomes even more important in the IT sector, where many job profiles exist and slightly overlap.

You should make the job title as specific as possible to attract only the relevant candidates. Moreover, make it a point to highlight your company’s culture and also include the essential requirements of a candidate. After all, 73% of candidates prefer applying to companies with similar values and ethics.

It is time to kickstart a more streamlined version of your hiring process as a leading information technology recruiter. The tips and strategies shared above will help you understand how to be a good recruiter and assist you in executing a compelling IT recruitment campaign.

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The Rise Of Code Assessment Platforms And Software Developer Recruitment https://www.hackerearth.com/blog/talent-assessment/code-assessment-platforms/ https://www.hackerearth.com/blog/talent-assessment/code-assessment-platforms/#respond Fri, 11 Nov 2022 04:31:59 +0000 https://www.hackerearth.com/blog/?p=32653 The Rise Of Code Assessment Platforms And Software Developer RecruitmentThe Rise Of Code Assessment Platforms And Software Developer RecruitmentAutomation and digitalization are the two most potent driving forces transforming modern societies rapidly. Most countries are investing heavily in these two technologies,...

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The Rise Of Code Assessment Platforms And Software Developer Recruitment

Automation and digitalization are the two most potent driving forces transforming modern societies rapidly. Most countries are investing heavily in these two technologies, increasing the demand for talented software developers worldwide. The demand for software developers and testers is projected to grow by 25% between 2021 – 2031, the highest of any other occupation. The US Department of Labor projects around 163,000 job openings for this profile annually.

Brilliant software developers are the ones behind great products. This is why most companies, particularly start-ups, are focused on hiring the best talent in the market. To determine the efficacy of a candidate’s coding skills, coding assessments have become increasingly popular as a crucial aspect of the screening process.

Read on to know more about the rise of code assessment platforms and their importance in software developer recruitment.

Code assessment platforms: The new virtual hiring process of assessing technical skills

A coding test for hiring is the first step in filling the role of a software developer. Several code assessment platforms have emerged as the cornerstone of virtual hiring processes for the assessment of the technical skills of a candidate and offer an advanced coding environment allowing employers to find their perfect match, efficiently.

Apart from conducting a coding test for hiring, these platforms allow recruiters to schedule online tests, share invites, monitor performance, and screen candidates seamlessly. Most experts advise using a software developer assessment test as a part of the technical screening before the interview round. This offers the recruiters insights into the candidate’s profile and determines their suitability for the vacancy.

Several coding test options are available for recruiters using code assessment platforms. These platforms have various interesting features that allow the creation of customized tests to ascertain the performance of a candidate against the required skill set. Recruiters can select the coding language to be tested and set the difficulty level. After that, the candidates are automatically ranked based purely on their performance. This method is free from any bias, allowing for a fair recruitment process. Many companies are leveraging the efficiency of code assessment platforms to hire the most qualified software developers for their requirements.

Also, read: 7 Changes In HackerEarth Assessments You Missed Out On

Top 3 reasons behind the rise of code assessment platforms in the IT industry


Rise of code assessment platforms

A few years ago, most recruiters gave a lot of weightage to candidates’ academic achievements when determining their suitability for a profile. But the hiring processes for technical jobs have undergone a metamorphosis, and skill-based hiring has become the new criteria for measuring a candidate’s competency. While the number of skilled software developers is steady, finding a candidate with the right technical skills remains challenging. Moreover, recruiters are burdened with sifting through countless resumes to shortlist candidates with relevant skills. As a result, many recruiters consider relying on technical coding assessment platforms to select suitable candidates.

The rapid advent of tech advancements

Technology has been evolving rapidly and revolutionary innovations like AR/VR seem like a thing of the past. The new technology buzzwords in modern times are blockchain, Artificial Intelligence, Machine Learning, and Natural Language Processing, among others. In such a scenario, the existing skill sets of software developers might become outdated overnight. In a hyper-competitive marketplace, companies simply cannot afford mediocrity and expect to hire the best talent with the latest skills.

This is why an increasing number of recruiters have updated their recruitment process for software developers. Instead of the traditional approach, candidates are now asked to take a coding test online on any of the code assessment platforms as a screening method. Only candidates who qualify for the coding test per the established parameters are called for further selection. This saves valuable time and helps the recruiters select the best candidates.

Also, read: Complete Coding Assessment Guide – Definition, Advantages, and Best Practices

The world is moving online

With 72% of professionals agreeing that remote working will be the new normal, it is not a surprise that many companies are offering work-from-home opportunities or a hybrid working model for employees. In a situation where the employees would be working away from the careful supervision of a manager, ensuring technical prowess beforehand is essential.

Code assessment platforms not only test the candidates’ real-world working skills but also help recruiters understand the knowledge base of the candidates. Recruiters can use basic or advanced coding tests to screen candidates remotely before the interview stage.

Also Read: How To Create An Automated Assessment With HackerEarth

Lesser supply of skilled software engineers

The classic problem of supply and demand equilibrium is also affecting the software development industry. With an ever-increasing number of businesses looking for a prominent online presence, there seems to be a perpetual shortage of skilled software engineers. Tech companies are looking for software engineers who can ensure the successful development and deployment of the latest technological solutions. But not all software engineers have the required skills and understanding of coding concepts like data algorithms and structures. Moreover, some candidates lack the basic soft skills required to excel in their job profile.

A comprehensive coding assessment powered by the latest code assessment platforms is a tool used by recruiters to determine the most suitable candidates for the available profiles. By conducting a software developer assessment text online, recruiters get great insights into the candidate’s skillset and can make an informed decision.

Code assessment platforms enable the selection of suitable candidates with the required skillset, ensuring a better chance of success for the company and the candidate.

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Throwback To Our Top 7 INNOVATIVE Hackathons https://www.hackerearth.com/blog/talent-assessment/top-7-innovative-hackathons/ https://www.hackerearth.com/blog/talent-assessment/top-7-innovative-hackathons/#respond Mon, 07 Nov 2022 06:50:43 +0000 https://www.hackerearth.com/blog/?p=32646 Throwback To Our Top 10 INNOVATIVE HackathonsThrowback To Our Top 10 INNOVATIVE Hackathons18% of hiring managers state that finding qualified entry-level technology talent has become even more complex over the last year (an 8% increase from...

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Throwback To Our Top 10 INNOVATIVE Hackathons

18% of hiring managers state that finding qualified entry-level technology talent has become even more complex over the last year (an 8% increase from 2021). Enter hackathons!

Hackathons have always brought out the best and the most innovative solutions for the most abstract problems. They are a great way to bridge the ever-increasing gap between developers, recruiters, and hiring managers.

Because we at HackerEarth have conducted countless hackathons in the past decade, two points stood out starkly:

  • Developers LOVE fighting real-world challenges with hackathons
  • Hackathons are immensely popular among companies as branding, engagement, crowdsourcing, and upskilling tools

Ten years of our journey of playing matchmaker for companies in finding the right tech talent, we know exactly how hard the sourcing-to-hire cycle is. The last two years have reiterated the fact that community engagement needs to be at the forefront of every company’s tech recruiting process. On that note, let’s take a look at some of the recent innovative hackathons that we are incredibly proud of 🙂

Also, read: The complete guide to organizing a successful hackathon

Let’s go down memory lane of our 7 most innovative hackathons!

Our Top 7 Innovative Hackathons!

hackCOVID 2.0

In 2020 when covid-19 was at its peak, HackerEarth in collaboration with IIMB launched the HackCOVID hackathon. We saw an amazing response from the community and consequently went on to conduct two more hackathons in this series – hackCOVID 2.0 and hackCOVID 3.0.

This hackathon in particular had two goals, to help industries mitigate the Coronavirus outbreak and to bring out the best developer talent around the world. We asked developers worldwide to come up with the most innovative and unique solutions to tackle COVID-19.

For the same reason, we had several relevant themes in place:

  • Healthcare
    • Outbreak management
    • Covid-19 Patient Symptom Screening and Reporting
  • Public Administration
    • Home-quarantine tracker
    • Tracing and monitoring
  • Economy
  • Virtual Learning
  • Open Innovation for Covid-19

This hackathon was a massive success with over 700 teams taking part. This event brought out some of the most innovative applications such as “Using Anonymised Mobile Network for Identifying Hotspots and Covid-19 spread”, “Ventilator Monitoring”, etc.

Also, read: How Hackathons Can Help You Attract, Engage, Hire, And Train Top Talent

Pride Hackathon 2020

Yet another hackathon that is a part of our Inclusion and Diversity program. This was the very first hackathon of its kind in India, an LGBTQ+ exclusive hackathon to come up with tech, non-tech, and social solutions to secure internships, and jobs, and of course win other prizes as well.

This was done in collaboration with multiple organizations with multiple themes and sub-themes:

  • Technical: Induction process – Streamline the candidate journey (candidate selection, interview process, and pre-onboarding process) to make it free from bias and more inclusive to the LGBT+ community, during the interview process for both the candidate as well as the interviewer.
  • Non-Technical: Inclusion at Atlassian – Propose a framework to create a more LGBT+ inclusive environment at the workplace. Your idea might include current challenges, baselines on company practices and policies, and recommendations.
  • Social Good: Employment Opportunities – Enable the transgender community to broaden the scope of employment opportunities (For example – by removing bias from the interview).

During the course of this hackathon participants came up with fun and amazing yet practical solutions in every area (tech, non-tech, and social). This was hands-down one of our most fun hackathons!

Missing Hackathon

In my opinion, this is one of the most unique and innovative hackathons held.

People go missing almost every minute around the world with women and children being the main victim, this, of course, is a great cause for concern. This hackathon was conducted to find innovative solutions to locate and rescue missing people.

There were themes included that helped in further breaking down different avenues for searching and rescuing missing people. They were:

  • Facial Recognition System –  to help global law enforcement agencies identify missing people via facial recognition
  • Decentralized Directory of Missing Persons – the creation of a public missing person inventory to help identify missing people
  • Search Mapping – this is to figure out and trace the pattern of offenders to locate and save victims of abductions/human trafficking
  • Open Innovation – this theme has no boundaries, developers have the option of coming up with any solution they deem helpful.

This event was yet another massive success. In fact, one of the missing people hackathon solutions helped state police in locating and rescuing 2 missing people. How amazing is that?

Live Love Be: AR/VR Hackathon 2.0


Live Love Be: AR/VR Hackathon 2.0

Love knows no gender, freedom of rights knows no bounds, and the LGBTQIA+ (Lesbian, Gay, Bisexual, Transgender, Queer, Intersex, Asexual, +) community is the epitome of this thought. In honor of Pride Month, we conducted a hackathon to celebrate the impact and change that the LGBTQIA+ community has made globally.

The proposed themes were:

  • Pride – Virtual Events: People all over the world are gearing up to attend the Pride Parade virtually. Participants were given the task of creating the tech infrastructure needed to host the event.
  • Open Innovation: Participants were asked to ideate and create a prototype on anything in the domain of AR/VR to help businesses scale.

We created the Live. Love. Be.- AR/VR Hackathon 2.0. to find solutions that will pave the way towards a more inclusive future in tech and the incredible HackerEarth community did not disappoint!

Also, read: Virtual Hackathons: All You Need To Know

ICTs for Indigenous Languages

The gradual disappearance of languages, particularly indigenous ones gave us some food for thought. We had to think of an answer that was unique and innovative. Like always, we turned to our trusty hackathon model to throw up some valuable ideas for this problem.

As part of the World Summit on the Information Society (WSIS) Forum 2022 Special Track on ITCs and Indigenous Languages, WSIS, UNESCO, in collaboration with other stakeholders co-organized an online hackathon on our platform, inviting all interested stakeholders to ideate and create solutions that contribute to the preservation and promotion of indigenous languages.

Some of the interesting themes were:

  • Knowledge: Creation of favorable conditions for knowledge-sharing and dissemination of good practices on indigenous languages.
  • Empowerment: Proposing online training, chat rooms, educational games, and solutions to learn indigenous languages, especially for the young generation.
  • Preservation: Developing online archiving tools and online dictionaries to access preserve, protect and revitalize indigenous languages

Read the complete case study here – How UNESCO and the WSIS Forum engaged developers from over 70 countries to help preserve indigenous languages

Hack To Enable

Shining the spotlight on the underrepresented sections of our society, it is imperative to talk about how hard people with disabilities have it in the world; and how hard they have it in the tech space.

This hackathon was specially conducted to find unique solutions to help disabled individuals get into any sector. In other words, the Hack To Enable hackathon is an initiative to help specially-abled folks get access to education, and work in any and every industry or come up with unique solutions that will help them lead much better lives.

Solutions can be created under the following themes:

  • E-learning – build solutions to help specially-abled individuals learn
  • Healthcare – to develop innovative tech solutions to help disabled people live much better lives.
  • Wearables – smart watches and similar smart wearables with features to help disabled people
  • Transformative transportation –  propose innovative ideas or prototypes of travel tech
  • Open innovation – here you can come up with your own ideas that you deem helpful toward specially-abled individuals.

The participants of course came up with some great ideas like a fall detection smart wearable, a human-machine interface, and similarly many others.

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

Love is love

This 2020 hackathon is a part of our Inclusion and Diversity program in collaboration with Pride Circle. The goal of this hackathon was to create an ML (machine learning model) combined with NLP (Natural Language Processing) and OCR (Optical Character Recognition) to assess the sentiments (positive, negative, or random) of quotes and statutes put up on social media.

This hackathon was a unique one and hell-bent on making the internet a safe space for everyone. Considering the unfortunate times that the entire world was facing due to the Coronavirus pandemic back in 2020, the prize money for this hackathon was distributed for the welfare of society.

See you at the next big HackerEarth hackathon!

As 2023 is almost upon us, we have an exciting line-up of innovative hackathons. If you’d like to organize one for your company or are interested in knowing more about this cost-effective way of engaging with developers that can benefit your business then book a demo right here.

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5 Tech Roles Still In Demand in 2022 https://www.hackerearth.com/blog/talent-assessment/tech-roles-in-demand-2022/ https://www.hackerearth.com/blog/talent-assessment/tech-roles-in-demand-2022/#respond Tue, 18 Oct 2022 05:44:41 +0000 https://www.hackerearth.com/blog/?p=32402 5 Tech Roles Still In Demand in 20225 Tech Roles Still In Demand in 2022On any given day, you can be sure that there are tons of tech roles that are always in demand, the game is...

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5 Tech Roles Still In Demand in 2022

On any given day, you can be sure that there are tons of tech roles that are always in demand, the game is to know which ones. One reason for that is the ever-advancing technology and its requirements. To fulfill those requirements, there are new tech roles added periodically.

Furthermore, let’s not forget that the pandemic sort of gave the tech world a gentle nudge to further itself in every way. As a result, we now have a lot of tech roles but the problem remains with the scarcity of tech candidates. One reason that can be attributed to a lack of skills is the advancement of technology, people just don’t have time to familiarize themselves with the new technology, and by the time they do, there is already something else in the pipeline.

Tech roles still in demand

The Most Sought-After Tech Roles in 2022

After meticulous research, here are 5 tech roles that we found to still be in demand:

#1 – JavaScript developer

What do they do?

JavaScript is one of the most popular and most used programming languages as well. In fact, nearly 97% of web applications have been made using JavaScript. A good JavaScript developer must have adequate knowledge of the programming language and should be familiar with its delicate intricacies as well.

When we say it is one of the most popular languages, it is. This also means that it’s one of the most sought-after tech roles and like other tech roles, the world is not short of JavaScript developers. But here’s the main issue, junior-level JavaScript developers are easy to find but as you climb up the ladder, finding the right JavaScript developer could be quite the challenge.


  • Information tech
  • Computer software
  • Financial services
  • Internet

How much do they earn?

The average salary of a JavaScript developer in the US is $114,169 per year.

#2 – Blockchain developer

What do they do?

Blockchain, as you know, is an integral part of the crypto economy. It serves as the only ledger where every transaction is recorded. Blockchain refers to databases made for the purpose of storing and organizing data. Blockchain development is the process of creating and maintaining blockchain applications/systems.

To be a good blockchain developer, you should have a good knowledge of Hyperledger, Smart contract, Node JS, and Solidity. Blockchain developers are responsible for the development of products and services that are related to blockchain technology.


  • Information tech
  • Computer services
  • Healthcare services
  • Financial services

How much do they earn?

A senior blockchain developer can earn up to $150,000 per year.

#3- Artificial Intelligence specialist

What do they do?

Artificial intelligence and machine learning are two branches of tech that have been causing quite a stir in recent years. As per this report by Semrush, the worldwide market value for AI is predicted to reach a whopping $190.61 billion by 2025.

The main role of an artificial intelligence specialist is to work on the creation of devices, software, and programs, that can think for themselves. This is done to automate a lot of processes in the business world as well as the tech world. A good artificial intelligence specialist should know about the following:

  • Machine learning
  • TensorFlow
  • Python
  • Natural language processing (NLP)
  • Deep Learning


  • Information tech
  • Computer services
  • Healthcare services
  • Financial services

How much do they earn?

The average annual earnings of an artificial intelligence specialist is $108,106 per year.

#4- Back-end developer

What do they do?

The main role of back-end developers is to create and maintain the various functionalities and features that everyone uses on an application or website. The front-end development mostly has to do with the appearance of an application, whereas, the back-end deals with the actual functionality of the application.

Back-end developers with high-level experience are quite hard to find. A good back-end developer must be able to do just more than develop applications, they are also responsible for debugging systems, maintaining data, and much more.


  • E-learning
  • Internet
  • Computer software
  • Gaming technology

How much do they earn?

On average, a back-end developer in the US earns about $94,998 per year.

#5 – Cybersecurity specialist

What do they do?

The description of this role is pretty self-explanatory, it is to keep computer information systems and all the data in them safe! Be it from hackers, malware, online phishing, and many more. Their job revolves around the creation of cybersecurity and defense programs and software to be used in the business sphere.

The job role of a cyber security specialist requires high-level expertise in the following areas:

  • Vulnerability assessment
  • Penetration Testing
  • Information Security
  • Network Security
  • SIEM (Security Information and Event Management)


  • Accounting
  • Cyber security
  • Infotech services
  • Financial tech

How much do they earn?

The average salary for a cyber security specialist in the US is $83,516 per year.

These are just a few of the many job roles that are in demand. We know the challenges you face while searching and evaluating tech talent, so why don’t you give our tech recruitment platform a try? It’s got great features to help you streamline the entire process and to make things easier, you can always start off with the free trial!

Until then, happy hiring!


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Greeks to Geeks: What Plato Says About Bettering Your Team Culture https://www.hackerearth.com/blog/talent-assessment/team-culture/ https://www.hackerearth.com/blog/talent-assessment/team-culture/#respond Mon, 17 Oct 2022 03:54:35 +0000 https://www.hackerearth.com/blog/?p=32592 Greeks to Geeks: What Plato Says About Bettering Your Team CultureGreeks to Geeks: What Plato Says About Bettering Your Team CultureIn the third edition of HackerEarth’s flagship tech conference – Hire 10(1), our keynote speaker from Adobe, Mr. Mino Thomas, used a word...

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Greeks to Geeks: What Plato Says About Bettering Your Team Culture

In the third edition of HackerEarth’s flagship tech conference – Hire 10(1), our keynote speaker from Adobe, Mr. Mino Thomas, used a word I hadn’t heard before in tech recruiting circles.

Sanguine, he said. And then Choleric. Melancholic. Phlegmatic.

I almost wondered if I had been teleported to a physician’s office. Or to the home of a literati. Fragments flashed past my eyes: Keats’ Ode on Melancholy, even the title of Garcia Marquez’s ‘Love In The Times Of Cholera’.

Until my overthinking brain stopped at the memory of Hippocrates and his theory of human humors, or personalities.

Two and a half millennia later, we were now using the ancient basis for illness to describe employee personalities, and what we could do to better team culture in the workplace.

Hippocrates, who?

The Greek physician Hippocrates (ca. 460 BCE–370 BCE), also known as the Father of Modern Medicine, is often credited with developing the theory of the four humors which manifest as different personality types. These personality types were dependent on four bodily fluids – blood, yellow bile, black bile, and phlegm – and their influence on the body and its emotions. Along with the fluids, Hippocrates also postulated that humoral makeup and the resultant personality could also be influenced by geography in his treatise on Airs, Waters, and Places.

Also, read: Keeping Culture Alive: What Recruiters Can Do While Hiring Remotely

Interesting, hmmm….

Hippocrates’ work builds on Plato’s theories of human temperament that bridge modern personality psychology and philosophy. The vast repertoire of literature on modern psychology underlines one truth that Plato espoused: the human psyche is not unitary, but plural. Simultaneously, each of us has an innate set of values that form our core belief system. The interplay between our plural psyches or sub-egos, and our core set of values is what forms our individual personalities, and forms the basis of our neurodiversity in the community.

This is, of course, an overly simplified explanation of what philosophers both modern and old have struggled to understand. From Myers Briggs to the DISC system, there are numerous ways and tools to distill a personality into easily identifiable metrics.

Funnily enough, Hippocrates wasn’t even trying to understand personality types when he formed his theory. He was looking at the reasons behind human illness when he postulated that there are four different body fluids or ‘humors’ which govern how and when we fall sick. As a corollary to each, he also told us how each humor affected the psyche or temperament of a person.

Let’s understand these in detail.

Team culture and Human temperament types - Sanguine

Traits: Sanguine are known to be supremely energetic and excited and are usually highly interested in staying on the go. They are usually the most social of the lot and tend to make a lot of friends easily. On the flip side; they also tend to lose interest abruptly.

Human temperament types - Choleric

Traits: Think bull-headed and strong. Think hot-tempered, demanding, and authoritative. Choleric individuals are great at motivating co-workers but tend to do things their way. They are not easy to give instructions to, because they already have a plan mapped out and they think that is the best!

Human temperament types - Phlegmatic

Traits: If there’s one thing phlegmatic individuals are coughing up, it’s pearls of wisdom in the face of conflict! This personality type is loyal, focused, good at long-term projects, and the one that moves the team forward amidst small differences.

Human temperament types - Melancholic

Traits: If someday you hear Frank Sinatra in the office on a Monday morning, best believe your Plato-nically melancholic teamster is in their thinking zone. This personality type is usually placid and thoughtful and good at analyzing situations and thinking matters through. On the flip side, they can also be depressed and moody.

Woof! That’s good information. Now how does it help people managers exactly?

Struggling With Team Culture? Plato Can Help!
A person’s temperament is their permanent psychological nature which determines how they think, feel, and interact. It reflects in their decisions and behavior, so knowing these abilities and characteristics can help HR professionals – or engineering managers – when they are building teams, or creating policies for retention and robust team culture.

If you’re dealing with a Sanguine:

Sanguines are exuberant personalities with high energy and creative excellence. As an HR Manager, you can utilize these individuals to carry out tasks that require more creativity. Sanguines tend to become the heart of the crowd, which can make them good leaders and trendsetters. They also love new things and can be delegated with new short-term projects or assigned to work on cultivating team culture changes.

Dos: Sanguines can lose interest easily. Check in frequently to measure their level of investment in a project. Fuel them with constant appreciation.

Don’ts: Tasks that require organizing can be tough for sanguines. So can open-ended long-term projects. Make sure they are not setting their personal bar very high, and feeling disinterested as a result of not achieving more than their expectations.

Also, read: What Leadership Means To Us At HackerEarth

If you’re dealing with a Choleric:

Choleric personalities usually demonstrate a fair ability to work well around people and are open to taking challenges. Choleric can prove to be good leaders, too. They have the energy and motivation to take the task to completion and usually like to motivate their peers as well.

Dos: Be careful of their my-way-or-highway approach, especially when it comes to positioning cholerics in leadership positions. This personality type usually makes for dedicated employees, who like to see the job getting done regardless of teething issues. Hand them a management job that involves delegation and watch them flourish.

Don’ts: Cholerics are result oriented and meticulous, so don’t give them open-ended projects that will never convert into something actionable. Employees who fall under the choleric personality type can also come across as rude or brash since they like productive discussions instead of beating around the bush. Never set meetings without agendas 🙂

If you’re dealing with a Phlegmatic:

People with a phlegmatic personality can seem to be slower-paced when compared with other types. They are usually introverts, with very stable energy who do not seek adventure or the limelight. They can be observant but are usually hesitant to speak up, and generally avoid conflict or arguments.

Dos: Phlegmatics will not proactively take up leadership positions, so it’s up to people managers to push them toward glory. Otherwise, this personality type runs the risk of stagnating in the same role. Their stable energy is good for running long-term projects which they will not get bored of easily.

Don’ts: Phlegmatics tend to overlook small disputes in favor of the positive forward movement. This makes it easy to think they have no issues or complaints, so don’t fall into that trap. They also like to take frequent breaks and recharge, so don’t envy their ‘me’ time.

If you’re dealing with a Melancholic:

Despite what the name suggests, this personality type is not all doom and gloom! They are placid and thoughtful; analyzing everything and getting down to the brass tacks when need be. Their introverted behavior can make it hard for them to show up as leaders or ‘fun’ people, but make no mistake – they are team players and loyal to a fault.

Dos: Melancholics are very process-oriented and love details. They might find things a bit hard to handle if structure is not followed. Help the melancholics in your team build processes, and structure their projects so that they can excel in their roles.

Don’ts: Don’t leave them behind because they are introverted and love quiet. Also, do not mistake their loyalty for a lack of ambition and drive. These personality types can be slow, but they are definitely value-driven and a keeper!

The role of people managers in getting different personalities to work together

Post the pandemic, people managers have been facing new challenges in managing teams and team culture in remote settings. In this situation, it is even more vital that HR and Engineering managers understand different personality types and the temperaments of their teammates better than before. Doing so can open great avenues of resource management and building out a great team culture.

If you know your workforce well, it becomes easier to identify their strengths and weaknesses and create a plan to improve on them. Whether it is about improving productivity, team culture, or retaining an individual, understanding the whys of their personality can go a long way in helping people managers create stronger teams in the future.

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Redefine Remote Work Management With These 6 Automation Tools https://www.hackerearth.com/blog/talent-assessment/automation-tools/ https://www.hackerearth.com/blog/talent-assessment/automation-tools/#respond Fri, 14 Oct 2022 05:47:47 +0000 https://www.hackerearth.com/blog/?p=32544 Redefine Your Remote Work Management With These 6 ToolsRedefine Your Remote Work Management With These 6 ToolsWhen working at the office, tasks can be accomplished easily using the internet. The physical presence of every teammate also helps a lot....

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Redefine Your Remote Work Management With These 6 Tools

When working at the office, tasks can be accomplished easily using the internet. The physical presence of every teammate also helps a lot. When working remotely, all this cannot be possible.

With the emergence of remote working after the impact of COVID-19, you and your team members would undoubtedly be asked to carry out business tasks no matter where you are working from. Many organizations have discovered automation tools that can help continue business tasks from any remote location. By procuring and implementing these tools, you can redefine your remote working and help employees improve efficiency.

If you are seeking a system that is a perfect match for your business requirements, then you have come to the right place. In this article, we look at popular digital transformation must-have tools as well as understand how they can be beneficial.

Benefits of automation tools

Why Employers Need Long-Term Strategies For Remote Work Management

Here’s how digital transformation or automation tools will be valuable to your business progress.

  • Employees can improve customer satisfaction by providing them with personalized support or chatbots.
  • Digital tools help businesses make smarter and more strategic decisions by providing data-driven insights.
  • Businesses will be able to get better ROI.
  • Growing companies can get a quality user experience, thus improving user adoption at an early stage.
  • The human errors that were bound to come in between the operational processes can be controlled.
  • As the time spent on operational activities can be reduced, employees can focus on more critical tasks and improve their efficiency.
  • Digital platforms help organizations build better collaboration and communication channels between employees.
  • It can be scalable, flexible, and comprehensive, which boosts overall business growth.

Also, read: 21 Tech Recruiting Tools To Scale Your Hiring

Top 6 automation tools for remote work management


Let us now take a look at the top 6 tools that can help you navigate through remote working easily and quickly.

HackerEarth – Best for recruitment

HackerEarth is one of the prominent tech tools that focus on improvising your recruitment strategy for hiring the best technical teams. Its plug-n-play approach goes the extra mile to enable you to build future-ready teams. Additionally, it is a customer-centric tool that addresses your requirements and provides round-the-clock support whenever needed.

Key features of HackerEarth

  • Seamless integration with the best ATS to keep your workflows intact
  • Organize and manage hackathons to find the top talent
  • Intuitive assessment platform to create coding tests, manage leaderboards and shortlist them
  • Evaluate coders using 13,000+ questions
  • Configure, invite and conduct coding interviews
  • Coding editor and diagram board to assess skills directly from the software
  • Run skill assessments and integrate a learning management system to cover skill gaps

Also, read: Hire The Best Coders For Your Team With HackerEarth’s Coding Assessment

factoTime – Best for time tracking

factoTime is an all-in-one time tracking automation tool that transforms the way you capture your employees’ attendance and total working hours. The system comes with features like a punch with a selfie and QR code, with which employees can clock in and clock out from any remote location or at the office. Moreover, its powerful reporting capabilities provide you with data-driven insights so you can make high-value decisions.

Key features of factoTime

  • Automate salary calculations based on different pay rates and the total work hours of employees
  • Create flexible and fixed schedules for the day and night shifts
  • Complete insights into data directly from the admin dashboard
  • Check each employee’s accurate day and leave status
  • Track employee’s location when they mark attendance using the GPS feature
  • Record travel advances and expenses
  • Create a company calendar along with all the holidays

Wrike – Best for project management

Wrike is one of the most-effective web-based project management solutions that makes your tasks and project planning easier. With its customizable interface, you can empower your teams to do more and achieve more. It gives you end-to-end visibility of all your tasks so you can discover potential bottlenecks and become future-ready. The software helps you move ahead of your overflooded inbox with its user-friendly UI to access all data in a single place.

Key features of Wrike

  • Collaborate with teammates and manage project deadlines
  • Gantt charts, kanban boards, and templates to plan and organize tasks
  • Develop workflow paths and approvals
  • Real-time analytics to understand progress and performance
  • A one-stop online to-do list to manage all employees’ tasks
  • Manage billing and invoicing for all the projects effectively

Slack – Best for communication and collaboration

Slack is an innovative tool that enables organizations to bring their team together, no matter where they are working from, by establishing a better communication channel. It also ensures that all your messages and essential documents are present in one single location, so you don’t get lost in your inbox. Slack works best for small, medium, and large organizations.

Key features of Slack

  • Connect with people outside of your organization
  • Automate workflows for any task as per your need
  • Seamless integration with Google Drive, Salesforce, Zendesk, Asana, etc.
  • Develop public and private channels for your teams and ensure data security
  • Share documents directly through the channels
  • Huddles to connect to your team members through a live video or audio chat

Anydesk – Best for remote desktop access

Anydesk is one of the prominent remote access tools that help you access any device anywhere. While connecting, the system provides unparalleled speed and security so you can perform your business-related tasks without any hurdles. It is an easy-to-use and adaptable software that boosts your business growth. To access the client’s PC, you just need to enter a 9-digit code.

Key features of Anydesk

  • Full flexibility and customization that suits your needs.
  • Leverage interactive access where you can control the keyboard and mouse of the client’s PC
  • Control and manage all the essential business data
  • Password-protected access
  • Chat with your client and invite a user effortlessly
  • Best for remote working business culture
  • Available on desktops and mobile phones

Help Scout – Best for customer support

Help Scout is one of the comprehensive and flexible solutions to improve and automate customer support. This helps organizations to create a personalized experience like never before with the help of features like live chat, messaging, knowledge, and shared inboxes. Agents can work on a single platform and increase their efficiency by 52%.

Key features of Help Scout

  • Collaborate effectively with your teammates, send emails, private notes, and tagging
  • Create workflows, organize emails, and prioritize tasks
  • Insightful analytics and ready-to-generate reports about emails, chats, etc.
  • Integrate with your favorite apps
  • Sort and find any past conversation
  • Get insights on customer satisfaction using feedback


Different automated tools can bring valuable changes to your business outcomes. But for that, you need to understand your requirements and find a suitable solution based on that. As evaluating all the available tools can be a tedious and time-consuming process, these tools mentioned above are some of the most beneficial ones after implementation.

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7 Changes In HackerEarth Assessments You Missed Out On https://www.hackerearth.com/blog/talent-assessment/changes-in-assessments/ https://www.hackerearth.com/blog/talent-assessment/changes-in-assessments/#respond Wed, 12 Oct 2022 05:36:24 +0000 https://www.hackerearth.com/blog/?p=32565 7 Changes In HackerEarth Assessments You Missed Out On7 Changes In HackerEarth Assessments You Missed Out On18% of hiring managers state that finding qualified entry-level technology talent has become even more complex over the last year (an 8% increase...

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7 Changes In HackerEarth Assessments You Missed Out On

18% of hiring managers state that finding qualified entry-level technology talent has become even more complex over the last year (an 8% increase from 2021). This is where pre-employment assessment tools step in! Screening developers’ talent and finding the cream of the crop just got a whole lot better. HackerEarth’s coding assessment platform has made it easier for recruiters and HR professionals to screen and assess applicants.

Our assessment platform lets recruiters create coding tests based on their requirements and auto-evaluates the results of the candidates, thus eliminating the human-error factor. HackerEarth’s assessment platform also has pre-added customizable questions and templates that further make it easy to create a test.

But it doesn’t stop there, our teams of experts are always working to offer you the best features and assessment tools. This brings us to the main topic of this article, 7 major changes in the HackerEarth assessments platform that you may have missed out on.

Key changes in our assessments platform


1. DevOps question type

Changes in assessments - DevOps question type

As the name suggests, it is a new question type for recruiters to evaluate and assess DevOps skills. With this you can assess:

  • Machine configuration skills
  • Environment setup skills
  • Infrastructure management skills (this includes cloud infrastructure, load balancing, and scaling)
  • Automating workflow
  • Assessment and performance monitoring responsibilities

Typically, the DevOps assessment test is 60% real-world project-related questions and 40% related MCQs and will help you evaluate their:

  • Programming proficiency
  • Problems solving capabilities
  • Knowledge of cybersecurity fundamentals
  • Understanding of required frameworks
  • And other skills in relation to the job.

After an evaluation is complete, our platform will auto-assess the answers and give recruiters precise feedback on the candidates’ performance and this includes:

  • Total test score
  • Results of the evaluation based on the score
  • Time at which the candidate submitted the test
  • Offers a list of test cases along with the status
  • Individual scoring for each test case executed correctly

Also, read: How To Create An Automated Assessment With HackerEarth

2. D&I – Flag offensive and R-rated language while question creation

This major update is a part of our diversity and inclusion initiative. This feature focuses on highlighting and flagging words deemed offensive or prejudiced for or against one person or group of people (communities) when admins are creating a question.

Changes in assessments - D&I

These words will be highlighted to the admins (recruiters and HRs) when they’re in the process of creating the test and test questions. To further simplify it, the platform will highlight the entire sentence, making it easier to edit.


Changes in assessments - D&I


This will help in making the interview space a much safer and more comfortable place for every candidate.

Also, read: Tips to Identify and Remove Unintended Bias In the Assessment Process

3. All new user interface and navigation

This pretty much speaks for itself. We’ve given our user interface a new look which we think is quite refreshing. To further add to it, navigation has been made much easier so you can access any document/file/tool with ease.

4. Assessment listing search

Changes in assessments - Search bar

If you’ve already used our platform, you may know it can list all the tests you and your team created but lacked certain filters and search functionalities.

But that’s not the case anymore, you can now filter tests and evaluations based on their completion status or the admins (HRs/recruiters) who created them. This makes it easier to filter and locate your assessments/tests.

5. Test reliability score

Changes in assessments - test reliability score

This new feature helps recruiters assess if their tests are reliable enough to assess two candidates with similar skills and experience with the outcome of each being pretty much the same. If the result of the two equally skilled candidates in question are similar, then the test is deemed to be reliable.

By taking this into account, our platform will let you know how reliable your test is. This way you can further customize your evaluations to get better results.

6. Subjective question auto evaluation

Remember how you manually had to evaluate the candidates’ written answers to subjective questions?

Well, you can make that a memory of the past. Our platform will auto-evaluate candidates’ answers based on your expectations!  How?

You can now add an expected answer from your side while creating subjective questions (this will not be shown to any candidate).

There is ‘A View difference’ option that allows the admin to see the difference between the actual answer and the candidate’s answer.


Once your candidate has submitted their answer, our platform will compare the given solution to the expected answer and score it accordingly.

Also, read: Top Developers Point Out 4 Mistakes With Tech Hiring Assessments

7. L&D – Consolidated candidate profile

This feature mostly relates not to recruitment but to Learning and Development. It helps L&D managers view, track, and monitor every employee’s performance based on regular assessments and their results.

Changes in assessments - L&D

If the L&D manager wants to evaluate their teams, they just have to hand out assessments created on HE and our platform will evaluate and give them accurate feedback. Additionally, they can search for any candidate with ease and track their progress history as well.

Changes in assessments - L&D


This helps in giving managers much deeper insight into how well their teams are doing and how well every employee is improving.

Final Thoughts

These changes in our assessments platform can help you step up your recruiting game. From DevOps question types to the L&D – Consolidated candidate profile, we know these features can help in making recruiting easy and more streamlined for you.

Give HackerEarth Assessments a try if you haven’t already. You can choose the free trial if you’re still doubtful.


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Effective Workplace Communication Tips For Remote Teams https://www.hackerearth.com/blog/talent-assessment/workplace-communication-tips/ https://www.hackerearth.com/blog/talent-assessment/workplace-communication-tips/#respond Tue, 11 Oct 2022 10:30:18 +0000 https://www.hackerearth.com/blog/?p=32542 Effective Workplace Communication Tips For Remote TeamsEffective Workplace Communication Tips For Remote TeamsTeam members who work remotely face communication challenges every day. The digital work environment brings a host of challenges for organizations and they...

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Effective Workplace Communication Tips For Remote Teams

Team members who work remotely face communication challenges every day. The digital work environment brings a host of challenges for organizations and they need to proactively take steps to promote collaboration and two-way communication!

A culture of open, honest, and transparent communication fosters the exploration of new, creative ideas necessary for innovative thinking. Recent research shows that the right workplace environment can boost employee productivity by up to 25%.

Regular communication between teams can lead to higher job satisfaction, which reduces absenteeism, sick days, and turnover. In addition, when people feel understood at work, they will also put effort into understanding clients or customers.

Today’s modern tools make communication more accessible than ever, so there’s no excuse not to implement them sooner rather than later. How can you make meaningful connections when working with your teammates at different locations and rarely interacting face-to-face?

Communication can be tricky to master in remote teams, but it is not impossible. Effective communication can help remote teams become closer and improve collaboration.

Remote teams have unique communication needs. Managing such teams requires understanding the challenges and nuances of communicating effectively.

Workplace communication: Why it is essential for success

Workplace communication tips

Effective communication is paramount to achieving business objectives, fostering a corporate culture, creating accountability, ensuring work gets done, and increasing revenue.

When a company makes improving communication a mission, it does more than prevent future misunderstandings and conflicts.  Instead, they position themselves for sustainability and long-term success.

Start by conducting an internal communications audit to determine whether your internal communications serve the company’s needs or need adjustment. A communication channel audit asks a few basic questions:

  • How well are you getting the information you need?
  • How effective are the following channels of communication?
  • Do you find it easy to find information or contact the right people when necessary?

Here are a few critical points for effective workplace communication.

  • Empathy is key

Remote work is bound to have a learning curve. Some will adapt quickly, and some will need time to get used to it.

It is essential to be empathetic toward all employees trying to minimize this learning curve. During the transition, let them know you will be available for assistance and that they can voice their concerns.

A little compassion can go a long way during this stressful time. We should try to create an open dialogue and keep the lines of communication open.

Also, read: Corporate Compassion In The New ‘New Normal’: Where Do You Stand?

  • Don’t micromanage

Managing remote teams is challenging since you can’t just walk up to people and see what they are doing during the workday. Some people try to contact their teammates multiple times a day to check their progress.

Even though it may work for urgent tasks, it isn’t a good idea. Regardless of how they work, they are responsible adults.

The key to effective remote working is trusting your team members, and not harassing them with repeated calls and emails. Use collaboration and tracking tools, but resist overly intrusive means and too many calls.

  • Make internal messaging a priority

An office is where someone can share their views if they are not comfortable speaking in a meeting. But in a virtual environment, this isn’t easy. They must be able to have one-on-one discussions.

Using messaging tools that let people communicate outside the group is the best way to do so in a remote team. In addition, using a messaging system can help employees communicate quickly and efficiently without straining their inboxes.

Using it may even spark more communication among employees once they learn how easy it is. For example, you could use tools like Slack or WhatsApp to accomplish this.

According to David Grossman’s report, “The cost of poor communications, “companies incur an estimated $62.4 million annually due to workplace communication barriers,  which profiled 400 large companies with 100,00 employees.

  • Specify communication tools for remote workers

Having too many communication tools means too many places to share information. Employees often miss messages when conversations are dispersed across multiple platforms. It is also possible for employees to become overwhelmed by messages from everywhere.

There should be tools for synchronous and asynchronous communication for remote teams.

  • Encourage virtual team-building activities

One of the biggest problems remote workers face is loneliness, which results in disengagement, reduced productivity, and employee turnover.

Developing personal and social bonds among team members is the only way to combat loneliness. When team members connect, they can communicate better, discuss problems, and find solutions before they become huge problems.

It is possible to conduct synchronous and asynchronous team-building activities in virtual teams, just like there are activities for people in an office.

Video conferencing possibilities are practically endless, especially with a good WiFi connection and a bit of imagination.

  • Weekly virtual trivia nights
  • Game nights
  • Theme-based virtual happy hour every week
  • Encourage non-work-related conversations through video coffee dates
  • Reward employees for achievements

We celebrate all kinds of events at work – birthdays, festivals, sporting events, and accomplishments. However, most remote teams neglect to do so since it’s complicated.

People believe it makes no sense to celebrate a birthday or a festive occasion if you are working remotely or if it falls on a holiday if you have no way of decorating the office or eating together.

Nevertheless, good teams find a way to show appreciation, even as simple as singing “Happy Birthday to You” or sharing a photo of a celebration. Applaud individual and team achievements. Send physical cards and gifts that people can hold in their hands.

Also, read: 7 Employee Engagement Strategies For WFH Tech Teams

  • Implement a support system

Create a support system for tools and processes that your team uses. You can create a knowledge base or FAQ that helps your team learn how to use the tools. Most of the tools you use come with support systems, such as a self-help portal and customer service. However, you may still want to create content that shows how your business uses the tools.

Set up a single point of contact in the team to coordinate any help team members may need to access policies and processes. Share links to policy documents and procedures so they can be easily found.

Creating a telephone directory and listing everyone’s contact details would be wise—outline clear guidelines as to who to contact during an emergency.

Wrapping up

Nowadays, as offices are becoming more and more online environments, workplace communication is becoming more critical, alongside digital tools and proper training.

Improved workplace communication increases productivity, profitability, and employee retention and potentially saves businesses millions of dollars.

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Virtual Hackathons: All You Need To Know https://www.hackerearth.com/blog/talent-assessment/virtual-hackathons/ https://www.hackerearth.com/blog/talent-assessment/virtual-hackathons/#respond Tue, 04 Oct 2022 05:17:18 +0000 https://www.hackerearth.com/blog/?p=32515 Virtual Hackathons: All You Need To KnowVirtual Hackathons: All You Need To KnowA Gartner report states that IT executives list talent shortages as the most significant barrier to the adoption of 64% of emerging technologies;...

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Virtual Hackathons: All You Need To Know

A Gartner report states that IT executives list talent shortages as the most significant barrier to the adoption of 64% of emerging technologies; which is why recruiters need to find ways to tap into unconventional sources of tech talent. Enter virtual hackathons! They are more popular than ever now. It happens to be among the best ways of discovering the best tech talent.

There are several types of hackathons from external to startup hackathons, there are many. Furthermore, the pandemic forced companies to put virtual hackathons into place and now they’ve become a huge part of the tech recruitment sphere.

Virtual hackathons: what are they?

To give you a good idea, virtual hackathons are like group projects where people within the tech field come together to solve problems or generate new ideas. This is done to get a good idea of who your next employee could be.

Virtual hackathons are the same as above, the only difference being that it all takes place online on platforms like Google Meet or Zoom.

Benefits of virtual hackathons

It goes without saying that there are tons of benefits to virtual hackathons, let’s take a look at them:

  • It will help you save a lot of money. The money you might have spent on hosting a physical hackathon. this includes the elimination of paying rent for physical venues, food, event settings, and much more. Moreover, this makes it much easier for the candidates as well, as they can attend the hackathon from the comfort of their homes.
  • The number of attendance at a physical hackathon may be restricted due to a number of reasons. On the other hand, hosting a virtual hackathon enables more people to attend the event. Anyone can join in as long as they have a good internet connection.
  • It helps attendees work in a pressure-free environment. Although they would be interacting with others, they will be doing it in an environment where they are comfortable. This helps them bring out the best in themselves!
  • It also helps in building team-building skills. Virtual hackathon imparts knowledge on how to work as a team when working remotely, from communication to assignment of tasks, it helps in building important skills.

Also, read: How To Run The Perfect Virtual Hackathon: Do’s And Dont’s

Running a virtual hackathon

Running a virtual hackathon

We know it sounds interesting and it is. If you’re looking to host a virtual hackathon, follow these steps below:

  • Announce your hackathon. When you’ve got the entire gig planned out along with the dates. Make sure you give your potential attendees ample time to plan and keep themselves free from the same. At the same time, let it not be announced way too far ahead of the set date, it could cause them to lose interest over time.
  • Make use of the hackathon management platforms. Although, you could use simple platforms like Google Meet or Zoom. It would be best if you could use a platform meant for hackathons like HackerEarth, it’s a great platform with great features that help drive innovation. Platforms such as these have a lot of features to offer in terms of hosting hackathons and helping make the entire event smooth.
  • Make sure you also organize everything beforehand. From registration forms to everything else. Keeping things streamlined will help you host a smooth event.
  • Explain the objective. Let your attendees know what it is exactly about. You could even create an FAQ sheet for everyone to go through. Also, have in place a few mentors. This way attendees can clear their doubts.
  • Make sure, you promote your hackathon as much as possible, only then will you be able to garner a lot of attendees for your hackathon event.

These are, of course, simple steps but let’s forget that they are the most effective as well. The above-mentioned pointers are a great way to ensure you host a successful hackathon.

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

Things to be avoided

Here are a few things that you should avoid/keep in mind while hosting a hackathon:

  • Make sure you promote the hackathon. Try not to leave any stone unturned. If you do not communicate about the same effect, there will reduce the number of attendees.
  • A lot of people do not make use of hackathon hosting platforms and that is quite a big mistake. We suggest that you do, the benefits associated with the same are quite immeasurable to the regular online communication platform.
  • Always make sure there are rewards for your attendees. You want them to attend your future hackathon events as well and for that, they should feel appreciated and rewarded for their work.

These are a few simple pointers that you ought to keep in your mind. You can host a great hackathon event just by following everything that is mentioned above.

Also, read: How Hackathons Can Help You Attract, Engage, Hire, And Train Top Talent

Final Word

Hackathons can help you find the best talent, for sure. But you too need to put some effort into hosting a great virtual hackathon and this article will help you with the same, there is no doubt about it.

So don’t wait, start planning your hackathon now! We suggest you give our hackathon platform a try, it’s great. Just to start off, why don’t go ahead and give the free trial a go?

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