Building a tech team that not only survives but thrives in the face of rapid technological changes and economic uncertainties is a game-changer. But doing so requires not just filling positions as they come up, but creating a strategic, forward-thinking talent acquisition plan. This article explores essential tactics for building a long-term talent acquisition strategy that drives innovation and growth.

Long-Term Talent Acquisition Strategies

#1. Build an Effective Talent Pipeline

​​Talent pipelines are essential for tech companies because they ensure a steady flow of skilled professionals ready to step into key roles as the company grows and evolves. By proactively building and nurturing a diverse pipeline of candidates, companies can reduce the time and cost associated with filling critical positions, maintain a competitive edge, and adapt quickly to new market demands. This forward-thinking approach not only supports immediate hiring needs but also future-proofs the company against talent shortages.

To build a successful talent pipeline, tech companies should consider the following steps:

• Identify Future Talent Needs: Assess upcoming technological trends and business objectives to determine the roles and skills required. Resources such as Gartner and Forrester can provide insights into future skill demands.
• Engage with Potential Candidates: Connect with potential hires through industry events, online communities, and social media. Tools like LinkedIn, HackerRank Engage and industry-specific forums can facilitate these connections.
• Utilize Technology: Implement tools such as applicant tracking systems (ATS), candidate relationship management (CRM) software, and coding test software to streamline your recruitment process.

#2. Consolidate Current Technologies

Integrate various tools to create a seamless recruitment experience. Evaluate your current tools like ATS, job boards, and LinkedIn Recruiter, and look for integration options to connect them. 

Platforms like Zapier can help automate data sharing and workflows, reducing manual entry and ensuring consistent candidate information across systems. This streamlining saves time, reduces errors, and enhances the recruitment process.

#3. Improve Employee Engagement and Retention

Implementing recognition programs and offering incentives for skill achievements are crucial for fostering a culture of growth and development in tech companies. Platforms like Bonusly and Kudos facilitate employee recognition, boosting morale and encouraging continuous learning. 

Engaged employees are more likely to stay, reducing turnover and ensuring retention of valuable talent. This supportive environment enhances productivity, performance, and innovation, contributing to long-term talent acquisition and retention.

#4. Build Your Employer Brand

Building a strong employer brand is crucial for attracting top tech talent in a competitive market. Start by showcasing your company’s innovation, culture, and career growth opportunities across your website, social media, and other platforms. Highlight employee success stories and achievements to provide real-life examples of the value and impact of working at your company. Engaging with online tech communities and maintaining an active social media presence also helps increase your brand visibility.

Leverage employee testimonials and video content to give prospective hires an authentic glimpse into your workplace culture. Encourage your team to become brand ambassadors through employee advocacy programs, and consider partnering with industry influencers to amplify your brand’s reach. Transparency about your company’s challenges and successes further builds trust and authenticity, making your company more appealing to potential hires.

Finally, continuously measure and refine your employer branding efforts by collecting feedback from employees and monitoring key metrics like application rates and employee retention. This data-driven approach ensures that your brand remains relevant and attractive as the tech landscape evolves, helping you secure top talent for the long term.

Platforms like HackerRank, Glassdoor, LinkedIn can also help highlight your employer brand to attract top talent.

Key Metrics

Measuring the success of your talent acquisition strategy is crucial. Key metrics to track include:

• Time-to-Hire: Monitor how quickly you fill positions. Shorter times generally reflect a more efficient process. To optimize time-to-hire, see LinkedIn’s guide on improving hiring speed.
• Candidate Engagement: Assess how well you’re engaging with potential candidates. High engagement levels often result in better hires. 
• Retention Rates: Track the percentage of new hires who stay long-term. Higher retention rates indicate successful onboarding and cultural fit. BambooHR’s guide on improving employee retention provides valuable insights.

Conclusion

Future-proofing your tech team involves more than just reactive hiring; it requires a proactive, strategic approach to talent acquisition. By building robust talent pipelines, leveraging diverse technologies, and focusing on long-term goals, you can ensure that your team remains agile, adaptable, and ready to meet the challenges of tomorrow’s tech landscape.

The post Future-Proofing Your Tech Team: 4 Long-Term Talent Acquisition Strategies appeared first on HackerRank Blog.

Talent branding is one of the most influential factors that impacts hiring outcomes. An employer talent brand is the unique imprint a company leaves in the minds of current, past, and potential employees. It’s the sum total of perceptions, feelings, and beliefs about the workplace. Talent brands are so influential that 91% of jobseekers evaluate an employer’s brand before applying for a job.

While having a strong talent brand is vital for every company, it’s especially important for companies looking to hire developers. Developers expect to work on innovative projects and with cutting-edge technologies. An effective talent brand shows developers that your tech team represents such an opportunity. 

But how exactly does a company create a compelling talent brand, one that attracts developers and competes with big tech for world-class talent?

To answer this question, we created an ebook, How to Build a Tech Talent Brand. Here are the key takeaways.

What is an Employer Talent Brand?

An employer talent brand is the unique imprint your company leaves in the minds of current, past, and prospective employees. It’s the sum total of perceptions, feelings, and beliefs about your workplace. While other forms of branding might focus on the company’s products, services, or vision, the talent brand focuses on the experience of working at your company. 

The employer talent brand can be the litmus test they apply when weighing job offers or considering a switch. In fact, 69% of candidates are likely to apply for a role if the company actively manages their employer brand. 

The Benefits of a Tech Talent Brand

A strong talent brand isn’t just a recruitment tool; it’s your company’s competitive edge. It’s a declaration of what you stand for as an employer, and it speaks volumes to prospective tech professionals evaluating their next career move. Your talent brand has a far reaching influence, impacting initiatives ranging from hiring and offer acceptance rates to company culture and employee retention.

Key benefits of a talent brand include:

• Improving retention
• Attracting top talent 
• Competing with big tech for talent
• Sharing unique value propositions
• Strengthening company culture
• Enhancing brand reputation

Key Indicators to a Strong Talent Brand

The goal of building a talent brand is to tell a story that attracts developers and competes with big tech for world-class talent. But how will you know if that story is successful?

A strong tech talent brand has the following qualities:

• Grows your talent pipeline
• Retains existing employees
• Showcases technical expertise
• Engages with the developer community
• Communicates unique value propositions
• Incorporates candidate and employee insights

Key Takeaways

Establish Clear Owners

Building a talent brand is a collaborative endeavor and necessitates participation from multiple departments. Owners may vary from organization to organization, but common stakeholders include:

• Tech Recruiters: Their pulse on the market, regular interactions with potential hires, and insights into candidates’ motivations and concerns make them invaluable. They’re adept at gathering feedback and insights, ensuring that the employer brand resonates externally.
• Hiring Managers: Deeply ingrained in tech operations, they have an authentic grasp of the company’s engineering culture, projects, and innovations. Their involvement ensures the brand messaging is genuine and relatable to the tech community.
• Employer Brand Manager: Employer brand managers are responsible for the strategic development and implementation of the employer brand. Not every organization will have a dedicated employer brand manager. In these cases, the responsibility can fall on a combination of HR leaders, tech recruiters, and marketing.

Talk to Current Tech Employees

Be sure to tap into the insights of the technical employees at your company. These individuals not only embody the success of your existing employer branding efforts but also hold the key to refining and enhancing your appeal. 

To start engaging with your tech team, set up informal interviews with individuals across departments. Employee surveys are another way to collect developer insight. 

Join the Developer Community

Outside your company lies a vibrant community of tech enthusiasts and passionate developers. Immersing your brand in this community not only amplifies your presence but also showcases your commitment to fostering and nurturing tech talent.

Getting involved in the developer community comes with two important benefits. 

• Engaging with the community facilitates an exchange of knowledge, keeping your team updated on the latest trends and best practices. 
• Being an active participant also helps you build authentic relationships with potential hires, partners, and other tech teams.

Rethink Your Job Descriptions

Traditional job descriptions often read like a laundry list of requirements and responsibilities, with little to differentiate one company from the next. But when you’re competing for top tech talent, a mundane job description won’t cut it. It’s time to reimagine how you present these roles to potential candidates.

Take a Data-Driven Approach

Like any marketing or branding strategy, your employer branding initiatives should be backed by data to measure effectiveness and inform future strategies. By weaving data analytics into your employer branding strategy, you ensure that your efforts are continually optimized. This not only maximizes the impact of your initiatives but also ensures that you stay relevant and responsive to the tech industry.

To learn more about talent branding, check out our ebook: How to Build a Tech Talent Brand: The Definitive Guide.

The post How to Build a Tech Talent Brand: The Definitive Guide appeared first on HackerRank Blog.

The tech industry is in a state of perpetual evolution, with new tools, technologies, and practices emerging regularly. Yet, surprisingly, many companies’ methodologies for evaluating coding talent haven’t kept pace. While developers are continually honing their skills to adapt to the latest tech, the coding tests and interviews they face during the hiring process often feel outdated, lacking in relevance to the roles they’re applying for.

This disconnect between coding tests and real-world requirements isn’t merely an oversight; it’s a fundamental flaw. It has profound implications for businesses aiming to build powerful tech teams and attract the industry’s top talent. At the same time, it leaves developers yearning for a recruitment process that truly gauges their capabilities — one that mirrors the tasks they’d handle if hired.

But what if technical assessments were more reflective of the daily tasks and challenges developers face? What if these assessments were not just examinations but also indicators of a candidate’s true potential in real-world scenarios?

In this article, we’ll explore why aligning coding tests with real-world environments is not only fairer for candidates but also more indicative of their ability to thrive in their roles. We’ll also break down how to develop a more accurate, relevant, and tech-forward assessment process.

What Is a Real-World Environment?

As the tech industry evolves, the definition of what constitutes a “real-world” environment for developers continually shifts. It’s not just about hammering out lines of code; it encompasses a blend of personal preferences, the tools that developers lean on, the relevance of their tasks, and the technology they use for collaboration. Let’s break down these components.

Flexibility & Personal Preferences

Developers often have deeply ingrained preferences that reflect their unique approaches to problem-solving. Consider the hotly debated choices between tabs and spaces or dark mode and light mode. While they may appear trivial, such preferences are intertwined in a developer’s workflow and can influence their comfort level and productivity. Similarly, the choice of programming languages is less about right or wrong and more about best-fit scenarios and personal affinity. 

Recognizing and accommodating these nuances during testing can create an environment where developers can truly showcase their skills, uninhibited by unfamiliar settings.

AI Tools

As artificial intelligence continues to make waves in the tech industry, its integration within the developer’s toolkit has become commonplace. In fact, Stack Overflow’s 2023 Developer Survey found that 70% of developers use or plan to use AI tools in their development process this year. They might employ AI tools for making code suggestions or detecting errors, but the common denominators are accuracy and efficiency. It’s not about taking shortcuts; it’s about harnessing modern solutions to age-old coding challenges. While some companies are just starting to consider how to embrace AI in coding tests, it’s worth recognizing the role AI already plays in developers’ day-to-day work. 

Relevant Challenges

The crux of creating a real-world interview environment lies in the questions’ relevance. In their daily roles, developers often lean on a myriad of resources and documentation to craft solutions. They’re not repositories of memorized algorithms or functions, but problem-solvers who know where to find and how to apply information. 

Contrast this with traditional coding tests, and there’s a clear discrepancy. Why expect candidates to recall every minute detail when, in practice, they’d have the entire internet as a resource? A genuinely realistic coding test should reflect this paradigm, framing questions that align with day-to-day duties and acknowledging the value of resourcefulness over rote memorization.

Modern Interview Tech & Collaborative IDEs

Coding today isn’t just about writing lines of code; it’s about collaboration, real-time problem-solving, and harnessing the right tools. Modern interview tools have evolved to recognize this, providing collaborative integrated development environments (IDEs) that mirror what developers use in their daily roles. This not only allows candidates to optimally write, test, and debug code, but also facilitate interactions with interviewers or peers in real time. 

Observing a candidate in such a collaborative setting provides a dual benefit: you can both understand their coding prowess and get insights into their collaborative and communicative abilities. By adopting such modern tech, companies can simulate an authentic work environment, giving them a clearer picture of how a candidate might fit into their development teams.

Why You Should Assess Candidates in a Real-World Environment

In the quest to find the best tech talent, it’s not enough to merely evaluate a candidate’s knowledge. The true test lies in how they apply this knowledge in real, tangible scenarios. When the assessment environment mirrors the complexities and nuances of actual job roles, you gain insights that can empower skills-based hiring decisions.

Direct Measurement of Job-Related Skills

Assessing candidates in an environment that mirrors their potential workspace offers a direct lens into their ability to handle job-specific tasks. Instead of hypothesizing about a developer’s capability based on abstract tests, you witness their approach, resourcefulness, and adaptability in action — providing a tangible preview of their on-the-job performance.

An Authentic, Bias-Reduced Evaluation

Traditional algorithmic challenges or abstract brain teasers may inadvertently favor candidates with specific training or recent academic exposure. In contrast, real-world assessments level the playing field. By focusing on practical tasks, hiring teams can reduce inherent biases in technical interviews, offering every candidate — whether a fresh grad or a seasoned developer — an equal shot based on merit and applicability of skills.

Attracting and Retaining Top Talent

A recruitment process that resonates with real-world challenges speaks volumes about a company’s commitment to modernity and authenticity. Candidates appreciate interviews that value their practical skills and acknowledge the realities of the tech landscape. This not only increases the chances of attracting top talent but also sets the stage for longer retention, as developers feel their skills and contributions are fairly assessed and genuinely valued.

How To Test Candidates in a Real-World Environment

Implementing a real-world testing strategy can seem daunting, but with the right tools and approach, it can make for a seamless transformation of your recruitment process. Here’s a blueprint to guide you through that shift.

Consider Pair Programming

A collaborative coding session, where a candidate pairs with an existing team member, can yield invaluable insights. It’s not just about assessing coding expertise but also observing interpersonal skills, adaptability, and teamwork — all pivotal in real-world settings.

Emphasize Open-Ended Questions

Instead of seeking one correct answer, pose problems that allow multiple solutions. This provides a window into a candidate’s creativity, their decision-making rationale, and their ability to justify and communicate their choices.

Focus on Problem-Solving

Pose practical challenges that a developer might encounter on a regular workday. It could be optimizing a piece of code, troubleshooting a common bug, or integrating third-party services. Problem-solving questions focus on practical skills over theoretical knowledge.

Incorporate System Design

For more senior roles, understanding how a candidate designs and architects systems is crucial. Pose system design questions that require them to consider scalability, maintainability, and integration with other systems, reflecting the complexities they’d handle if hired.

Use Real Projects

While hypothetical problems have their place, offering candidates a snippet or module from an actual past project can be enlightening. It allows them to grapple with genuine challenges your company has faced, revealing their problem-solving approach and how they might fit into your team’s dynamics.

Create a Feedback Loop

Post-assessment, provide constructive feedback. It serves a dual purpose: you get to observe how candidates receive and act on feedback, and it ensures a positive candidate experience.

By integrating these methods into your recruitment process, you ensure that assessments don’t just test but truly resonate with the demands and challenges of the modern tech world.

Key Takeaways

When companies shift their hiring focus to mirror real-world environments, they’re able to recognize a developer’s true potential. Such an approach showcases a commitment to valuing genuine skills and ensures candidates are evaluated based on their ability to handle authentic job challenges.

Relevance is paramount in this context. By ensuring coding tests genuinely reflect day-to-day tasks, candidates are given the platform to showcase their practical skills and innovative problem-solving capabilities. This emphasis on relevance is complemented by the adoption of modern interview tools, like collaborative IDEs, which simulate actual work settings. Additionally, recognizing the myriad approaches developers bring to their roles, driven by their unique preferences and tools, is essential.

As the tech continues to evolve, it’s imperative for recruitment strategies to keep pace. By rooting our hiring processes in real-world scenarios, we’re not just modernizing — we’re setting the stage for a fairer, more insightful, and genuinely talent-centric recruitment process.

This article was written with the help of AI. Can you tell which parts?

The post How to Test Coding Skills in a Real-World Environment appeared first on HackerRank Blog.

In the world of tech hiring, there’s an often overlooked and untapped resource: candidate feedback. While companies regularly invest in refining their products based on user feedback, the hiring process — another pivotal touchpoint — sometimes gets left behind. Candidates, with their front-row seat to a company’s recruitment strategies and methodologies, offer invaluable insights that can reveal both the strengths and weaknesses of the hiring experience.

Yet, all too often, this feedback either isn’t collected, or when it is, it’s not always acted upon. The result? The candidate experience suffers. In a market where 49% of job seekers say they’ve declined a job offer due to a poor candidate experience, such oversights can be costly. Failing to listen to candidates doesn’t just mean missed feedback — it can also mean missed hires. 

Imagine, then, the edge a company could have by actively collecting and incorporating candidate feedback, creating a feedback loop that consistently refines and enhances the hiring journey. In this article, we’ll delve into the importance of candidate feedback, discover actionable ways to integrate it, and set the course for a more streamlined and candidate-centric hiring process.

Why Candidate Feedback Is Crucial

In any technical project, continuous iteration based on real-world feedback ensures that the end product meets users’ needs and expectations. The hiring process should be no different. Candidate feedback serves as a goldmine of information in this context, supporting a range of hiring and employer branding goals.

Improves the Candidate Experience

Candidates step into the hiring process with hopes, expectations, and (often) a touch of anxiety. Their feedback gives us a glimpse into their journey, revealing areas where they felt valued and areas where they might’ve felt lost or undervalued. By addressing these concerns, we can tailor a hiring experience that is not just efficient but also empathetic and human-centered. An improved candidate experience isn’t just about the candidate — it’s also about showcasing the company’s values and culture. And as we mentioned above, the candidate experience has a direct impact on offer acceptance.

Improves Assessment Health

Well designed coding tests and interviews play a pivotal role in accurately and fairly assessing candidate skill, knowledge, and capabilities. Creating “healthy” assessments involves optimizing every aspect of the test, including content, difficulty, skill relevance, leak management, and test integrity, to name just a few. While not a catch all, candidate feedback can provide useful insights and datapoints into the overall health of your assessments. Their feedback can help with identifying potential areas for improvements, including test duration, difficulty level and the overall candidate experience.

Streamlines the Hiring Process

Every organization has its unique way of scouting and hiring talent. But how many times have we assumed that a process is foolproof, only to realize there are hiccups? Consider this stat: Two of the top three reasons candidates withdraw from the recruiting process are “My time was disrespected during the interview process” and “The recruiting process took too long.” Feedback can pinpoint exact bottlenecks, redundancies, or complications. Whether it’s an interview round that feels unnecessary or a technical test that’s disproportionately lengthy, feedback can guide necessary tweaks to make the process leaner and more effective. 

Builds Your Employer Brand

In the age of Glassdoor reviews and social media, word travels fast. A positive candidate experience can become a powerful tool in building a company’s reputation. On the flip side, a negative experience can just as quickly tarnish it. In fact, of the 60% of job seekers who report a negative candidate experience, 72% shared that bad experience online or with someone directly. By actively seeking and acting upon feedback, companies send a clear message: They care about their candidates just as much as their employees. This proactive approach can be instrumental in building a positive employer brand, attracting top talent, and establishing trust in the tech community.

To sum it up, candidate feedback is not just about gathering opinions. It’s about understanding the candidate’s perspective, refining the hiring machinery, and bolstering the company’s reputation in the tech world. Harnessing this feedback is the first step; the next involves translating it into actionable strategies and improvements.

How to Gather Candidate Feedback

Candidate feedback is a powerful tool for optimizing the hiring process, but for it to truly make a difference, it’s crucial to ensure this feedback is heard loud and clear. The challenge lies not just in listening but in actively seeking out this feedback. Here are some key strategies.

Post-Assessment Surveys  

Seeking feedback on your coding tests can help determine if they’re providing a positive candidate experience and efficiently assessing candidate skills. The goal of a coding test is to evaluate a developer in a real-world environment while also getting them excited about the technical opportunities the role offers. Did the test assess real-world skills? Did the test content impact their interest in the role? Did the question difficult and test duration post a fair and engaging challenge? These types of developer insights are invaluable.

Post-Interview Surveys  

Just wrapped up a technical interview? That’s the perfect time to seek feedback. Implement short, concise surveys immediately after interviews. Ask candidates about their experience, the clarity of questions, the environment, and any suggestions they might have. Keeping these surveys brief increases the likelihood of candidates taking the time to complete them.

Feedback Sessions

Consider organizing dedicated sessions with candidates who’ve gone through your hiring process, especially those who reached the final stages. These can be informal catch-ups, offering a platform for open dialogue. It’s an opportunity to delve deeper into their experiences, thoughts, and recommendations.

Anonymous Platforms

Candid feedback is invaluable, but not all candidates will feel comfortable sharing openly, especially if they’re still going through the interview process. Offer platforms where they can provide feedback anonymously. This ensures that they can voice their true feelings and concerns without fearing repercussions or bias.

How to Analyze and Implement Candidate Feedback

Now that we’ve got our hands on valuable candidate feedback, the true magic lies in weaving these insights into actionable changes. Gathering feedback is half the battle; the other half is understanding, prioritizing, and acting on it.

Categorize Feedback

Feedback can span a wide range of areas — from interview techniques to communication delays. Start by sorting feedback into coherent themes, such as the interview process, communication clarity, technical challenges, or cultural alignment. This organized approach helps in identifying common threads and specific areas needing attention.

Prioritize Based on Recurrence  

While every piece of feedback is valuable, recurrent themes or concerns demand immediate attention. If multiple candidates mention that a particular coding challenge felt outdated or that a specific interview round seemed redundant, those are clear indicators of areas ripe for improvement.

Incorporate Feedback into Strategy Meetings  

Make feedback analysis a cornerstone of your hiring strategy. Schedule regular sessions where the hiring team comes together to discuss feedback, understand the underlying causes, and brainstorm solutions. This ensures that feedback is not just collected but actively integrated into decision-making.

Challenges and Pitfalls

Harnessing candidate feedback can be transformative, but like any tool, its efficacy depends on its wielder. As teams dive into the waters of feedback-driven hiring, they might encounter certain challenges and pitfalls. Awareness and proactive strategies can help navigate these hurdles.

Reacting to One-Off Feedback

While all feedback is valid from the candidate’s perspective, it’s vital to distinguish between individual opinions and broader patterns. Acting on every single piece of feedback without discerning its recurrence might lead to a constantly shifting hiring process that lacks stability and consistency.

Neglecting Implementation  

It’s one thing to collect feedback and another to act on it. Teams might fall into the trap of amassing a wealth of feedback but then stalling on the implementation front. It’s essential to keep the momentum going by translating insights into tangible changes, ensuring feedback doesn’t just gather dust.

Avoiding Defensive Mindsets  

Feedback, by nature, can be critical. It’s crucial for teams to approach it with an open mind, avoiding defensive postures. Remember, the aim is improvement, not validation. Fostering a growth culture where feedback is welcomed and not met with resistance can be pivotal.

Inconsistency in Gathering Feedback  

For feedback to be truly representative, it must be consistently sought across different hiring stages, roles, and candidates. An inconsistent feedback-gathering approach can lead to skewed perceptions and missed improvement opportunities.

Overemphasis on Quantitative Feedback  

While numeric ratings and scales provide an easy way to gauge feedback, the qualitative nuances of candidates’ comments can be equally enlightening. Striking a balance between the two ensures a holistic understanding of the candidate experience.

This article was written with the help of AI. Can you tell which parts?

The post How to Incorporate Candidate Feedback Into Your Hiring Process appeared first on HackerRank Blog.

The challenge of tech hiring isn’t just securing top-notch talent, but doing so with agility and efficiency. Any business that has felt the pinch of vacant roles is all too familiar with the costs. Every unfilled position chips away at productivity and morale, delays project milestones, and nudges up operational expenses. And if the talent gap isn’t bridged swiftly, it’s not just about immediate losses; the ripple effects can jeopardize long-term growth and sustainability.

Recent data pulls the alarm bells, indicating that the time to hire has surged by nearly 40% since the onset of the pandemic, now clocking in at an average of 44 days. Tech roles in particular can range from a somewhat brisk 29 days to a lengthy 66 days. The first quarter of 2023 alone saw an addition of a full day to this timeline. So, what’s causing this slowdown?

Several competing factors are at play. We’re grappling with an era of rising skills shortages, which are amplified by low unemployment rates and the increased adoption of new technologies. While tech is facing a growing talent scarcity problem, many job seekers have become more discerning, spurred by desires for better pay, flexible working conditions, and opportunities to grow. And in the backdrop of all of this is the mass exodus of 1.4 million Americans from the workforce, spurred on by the pandemic.

Yet, it’s essential to remember that while external market conditions might seem immutable, internal hiring processes are not. And that’s where the potential for change, improvement, and efficiency lies. In this article, we’ll share 10 proactive steps to adapt, streamline, and enhance your hiring strategies, allowing your team to hire the right talent faster and meet these challenges head-on.

How to Accelerate the Hiring Process

Every stage of the hiring pipeline — from sourcing and screening to interviewing and onboarding — has potential bottlenecks that can impede speed and efficiency. But where do you begin to untangle these knots? The key lies in a data-driven understanding of your hiring process.

Before diving into strategies to reduce time to hire, it’s neccessary to pinpoint where the slowdowns are happening. Are candidates dropping off after initial screenings? Is interview scheduling causing unnecessary delays? Maybe the offer negotiation phase is more protracted than it needs to be. By leveraging analytics and consistently measuring key performance indicators, hiring teams can discern which stages of their process are the most time consuming or inefficient.

With this clarity, teams are empowered to make strategic decisions about where to allocate resources and which solutions to prioritize. There’s a plethora of strategies out there, but with increasingly limited hiring resources, the key is deploying the right ones at the right junctures. And remember, it’s not just about speed but ensuring that the quality of hires remains high. With this foundation in mind, let’s explore actionable strategies tailored to optimize and accelerate your tech hiring process.

Streamline Job Descriptions

The first touchpoint with potential candidates is often the job description. The key is to keep it concise, be specific about the responsibilities of the role and the skills needed, and communicate what really matters to job seekers: learning and development, flexibility, and transparent salary ranges. To understand the specific needs of a role, organize brainstorming sessions with the team that has the vacancy. Utilizing clear bullet points and active verbs, and highlighting unique benefits or opportunities within the role can help strike the right balance between brevity and substance.

Leverage Assessments Tools

Relying solely on traditional assessment methods – like a resume review or an algorithm challenge – doesn’t always provide the strongest signals for a candidate’s technical skills. A key step in optimizing your hiring process is to use in-depth technical assessments that provide a swift yet robust evaluation that can be customized to suit the needs of the role. An added bonus? Many tools today come equipped with features that ensure assessment integrity, curbing the risk of plagiarism and cheating.

Add Structure to Your Hiring Process

Thoroughly outlining your process and setting clear expectations can bring some much-needed structure and efficiency to hiring. By standardizing every step — from initial screenings to final interviews — you create a roadmap that’s easy to follow and replicate. This isn’t just about speed; it’s about consistency and fairness, ensuring every candidate gets an equal shot, and biases are minimized. Companies might consider periodic training for interviewers or even integrating AI tools that help ensure unbiased feedback and evaluations.

Invest in Employer Branding

91%of job seekers seek out at least one resource to evaluate a company’s employer brand before applying for a job, and 69% of candidates are likely to apply for a role if the company actively manages their employer brand. By showcasing your company culture, values, and success stories, you can attract candidates proactively. Use platforms like LinkedIn, Glassdoor, or even Instagram to give a peek into the day-to-day life in your company. Engaging content, testimonials, and behind-the-scenes looks can make your company more relatable and attractive.

Another strategy is to host branded community events & hackathons that engage developers and showcase the types of problems your team solves.

Opt for Skill-Based Hiring Over Pedigree

The future is skill-centric. By prioritizing tangible skills over traditional qualifications, you widen your net, more than doubling the eligible talent pool. This approach also supports diversity and brings in a range of experiences — including those that don’t include four-year degrees. Building a robust skills strategy takes time, so start small and consider leveraging platforms that allow for skill-based challenges or practical tasks as part of the evaluation process.

Encourage Upskilling and Internal Mobility

Often, the talent you seek is already within your organization. By investing in upskilling programs and creating opportunities for internal mobility, you prepare your employees for future roles and increase the rate of internal hires. And one of the key benefits of making internal hires is that their hiring process tends to be shorter, helping you fill roles faster. Regular internal job fairs or an internal job marketplace can be effective ways to promote open positions to existing employees.

Maintain Your Talent Pipeline

Think of hiring as a continuous journey, not a destination. By maintaining an active database of potential candidates and nurturing these relationships, you’re always a step ahead. Your pipeline should include both internal and external candidates as well as previous candidates who showed promise but weren’t the right fit at the time. Engage with these job seekers through newsletters, workshops, or even casual coffee catch-ups. You could also engage with the developer community by attending conferences or hosting hackathons. When a position opens, you’ll be ready with have a vibrant talent pool to tap into.

Make Candidate Communication a Priority

Candidate experience is critical. Nearly 63% of candidates report being dissatisfied with the level of communication from employers after applying for a job, whether it’s updates about next steps or feedback after a rejection. And 49% of job seekers say they’ve declined a job offer due to a poor candidate experience.

Building strong communication channels with candidates is a straightforward way to improve the experience. But it goes beyond just informing candidates about their application status. It’s about engagement. Regular touchpoints, even if it’s just a quick update or sharing company news, can keep them connected. A transparent timeline of the hiring process and what they can expect next can also make a significant difference in their experience.

Tap Employees for Referrals

Tapping into the networks of your existing employees can be a goldmine. Not only do these candidates come with a personal vouch, but the familiarity can often expedite the initial stages. In fact, a study from Aptitude Research found that 62% of companies that consistently invest in employee referrals reduced their time to hire. Encourage employees to participate by offering referral bonuses or even non-monetary incentives like additional time off or recognition within the company.

Embrace Automation in the Hiring Process

HR managers lose an average of 14 hours per week manually completing tasks that could be automated. From scheduling interviews to sending out follow-up emails, automating repetitive tasks saves time and reduces human error. Consider integrating applicant tracking systems (ATS) that have automation capabilities. But remember, while automation accelerates tasks, the human touch is irreplaceable. Use automation to handle routine tasks, but ensure personalized engagement remains intact, striking the right balance for a seamless and efficient hiring process.

Key Takeaways

While the challenges of tech hiring today are undeniable, they also present an opportunity — a chance to refine, reimagine, and reinvent hiring processes. Forward-thinking companies that seize this opportunity will not only reduce their time to hire but will also position themselves as the most sought-after destinations for top tech talent.

This article was written with the help of AI. Can you tell which parts?

The post 10 Ways to Reduce Time to Hire appeared first on HackerRank Blog.

Hiring the right technical talent — people with the perfect combination of skills, experience, and values — can often feel like searching for a needle in a haystack. The tech industry is booming, and with a 25% increase in tech roles last year alone, the demand for top-tier talent is high. However, as roles diversify and specializations deepen — from cloud engineers to machine learning specialists — finding the right fit becomes a multifaceted challenge. 

That challenge isn’t about just finding a candidate with the right skills; it’s also about ensuring a smooth, efficient, and streamlined hiring process. And when you’re hiring for a large volume of roles, the need for an optimized process becomes even more apparent. It’s crucial not just for the hiring team, but for the candidates too. The efficiency of your hiring process can make the difference between securing top talent and watching them join a competitor.

In this guide, we’ll delve into strategies and tools that can help tech recruiters and hiring managers refine and enhance their tech hiring approach. From streamlining applications to making data-driven decisions, each step is a piece of the puzzle that, when completed, paints a picture of a well-oiled, efficient hiring machine.

Benefits of Optimizing Tech Hiring

Efficiency isn’t just about speeding things up. It’s about fine-tuning each step of the process to ensure accuracy, effectiveness, and a positive experience for everyone involved. Let’s look at some of the standout benefits.

• Time and Cost Savings: An optimized hiring process minimizes wasteful practices. It ensures that hiring managers, recruiters, and candidates spend their time wisely, leading to faster decision-making. This not only reduces the hiring cycle but also drives down costs. 
• Improved Quality of Hires: According to the U.S. Department of Labor, the average cost of a bad hire is up to 30% of an employee’s first-year earnings. A streamlined process allows for a clearer assessment of a candidate’s skills, cultural fit, and potential contributions. This results in better alignment with role requirements and ultimately leads to hires that drive value from day one.
• Enhanced Candidate Experience: A smooth, transparent, and swift hiring process reflects well on your company’s brand. Happy candidates are more likely to accept offers and can even become ambassadors for your brand in the tech community. Moreover, a positive experience ensures that even those not selected will walk away with a favorable view of your organization.
• Data-Informed Decisions: An optimized hiring process is often supported by data analysis, which can offer insights into areas of improvement. This constant feedback loop means that not only is your current recruitment drive more efficient, but each subsequent one is better informed and more refined.

These benefits, while quantifiable in many respects, also bring qualitative enhancements to your hiring game. As the tech industry remains fiercely competitive, having these advantages can truly set your organization apart and ensure that you’re consistently attracting and securing the top talent in the field.

Streamlining the Application Process

The application process is often the first touchpoint candidates have with a company, making it a critical step in setting the right first impression. It’s not just about collecting resumes — it’s the beginning of a relationship. Here’s how to ensure it starts on the right foot:

• Clear and Concise Job Descriptions: The foundation of an effective application process is a well-defined job description. Ensure it accurately reflects the role, expectations, and required skills. A clear job description not only attracts the right talent but also filters out unsuitable applicants from the get-go.
• Optimized Application Forms: In an age of decreasing attention spans, lengthy application forms can deter potential talent. Instead, focus on collecting essential information that will aid the initial screening process.
• Responsive Communication: One common complaint from candidates is the “application black hole” — submitting an application and hearing nothing back. Tools and platforms can help manage large volumes of applications, but it’s vital to keep applicants informed. Automated acknowledgments, timely updates, and transparent timelines can significantly improve the applicant experience.
• Mobile-Friendly Platforms: With 67% of job seekers now using mobile devices to apply for jobs, ensuring your application process is mobile-optimized is no longer optional. It’s a necessity. 

Streamlining the application process isn’t about making it shorter — it’s about making it smarter. The goal is to ensure that the right candidates feel encouraged to apply, that their experience is seamless, and that the internal teams have a more manageable and higher quality pool to review.

Screening Candidates Effectively

As tech roles diversify and the volume of applications increases, effective screening becomes paramount. It’s the bridge between receiving a flood of resumes and arriving at a refined list of potential fits. Here’s how to ensure that metaphorical bridge is both sturdy and efficient:

• Manual Review vs. Automation: While there’s no replacing the human touch and expertise in identifying potential, automation tools can significantly assist in the initial stages. Automated keyword and criteria matching can help sift through vast numbers of applications to identify those that meet basic requirements, allowing hiring managers to focus on the nuances of the shortlisted candidates.
• Early Skill Assessments: A resume might not tell the whole story. While skill assessments typically happen later in the hiring process, adding them to the first steps of the screening stage can provide an early and objective measure of a candidate’s capabilities. This practice is most common in early career and university hiring processes.

• Consistency: Ensure that every applicant is judged using the same criteria. Standardized scoring systems, especially for initial screenings, can help mitigate biases, ensure fairness, and maintain legal defensibility.
• Continuous Improvement: The tech industry is ever-evolving. Regularly revisit and adjust your screening criteria based on the latest industry trends and specific needs of the roles you’re hiring for. 

Effective screening is both an art and a science. While tools and platforms provide the structure and efficiency, the discerning eye of an experienced recruiter ensures that the best candidates don’t slip through the cracks.

Tech Assessments: Quality Over Quantity

The adage “quality over quantity” is especially true when it comes to technical assessments. An effective assessment can provide a clear window into a candidate’s capabilities, ensuring qualified candidates move through the hiring process.

• Real-World Coding Challenges: Traditional theoretical questions can have their place, but real-world coding challenges give a more authentic view of how a candidate would perform on the job. Platforms like HackerRank allow you to present problems that mirror actual tasks or challenges the candidate might face in their role.
• Balanced Skill Evaluation: While it’s essential to test for role-specific skills, it’s equally important to assess foundational knowledge and problem-solving abilities. A well-rounded assessment provides a more holistic view of a candidate’s tech prowess.
• Timely Feedback: After a rigorous assessment, candidates are often anxious to know how they fared. Providing timely, constructive feedback not only respects their effort but also offers them value, irrespective of the outcome.
• Data-Driven Improvements: Use data insights to continuously refine the way you assess candidates. This can help identify if certain sections of the test consistently trip up candidates or if certain questions are no longer relevant given the industry’s evolution.

Remember, the goal of an assessment isn’t just to filter candidates — it’s to genuinely understand their strengths, areas of improvement, and their potential fit for the role. By focusing on quality, tailored challenges and a balanced approach, tech assessments can become a crucial tool in making informed hiring decisions more efficiently.

Conducting Efficient Interviews

Interviews are pivotal in the hiring process. However, the desire for thoroughness can risk creating a bloated interview process that deters potential hires and strains resources. Balancing depth with efficiency is key. Here’s how to ensure your interviews are both insightful and streamlined:

• Preparation: Interviewers should be well-versed with the candidate’s profile, resume, and any prior assessments before the meeting. A well-prepared interviewer can dive straight into relevant discussions, making the most of the allotted time.
• Clear Agendas: Setting a clear agenda for the interview ensures all crucial points are covered. Whether it’s technical deep-dives, behavioral questions, or team-fit assessments, having an outline can guide the conversation smoothly.
• Intentional Interview Rounds: While it’s essential to have multiple perspectives on a candidate, be cautious of an overly extensive interview process. Too many rounds or redundant interviews can exhaust interviewers and candidates alike while hurting team productivity. Aim for a lean process where each stage has a clear, distinct purpose.
• Interactive Challenges: For tech roles, live coding sessions or whiteboard challenges can be effective. They not only assess technical prowess but also give insights into the candidate’s problem-solving approach. Platforms like HackerRank even offer real-time coding environments to facilitate this.
• Active Listening: Listening is as crucial as asking the right questions. It provides deeper insights into the candidate’s experiences, thought processes, and problem-solving abilities.
• Opportunities for Questions: Always leave time for candidates to ask questions. Their queries can offer a glimpse into what they prioritize and value, and it also provides them with a clearer picture of the role and the company.
• Post-interview Debriefs: Right after the interview, take a few minutes to jot down impressions and observations. This ensures that when it comes time to discuss with the hiring team, feedback is accurate and not clouded by subsequent interviews or other tasks.

Efficiency in interviews isn’t about rushing through them but rather maximizing the value of the time spent with the candidate. With the right approach, you can glean deep insights while ensuring a positive experience for all parties involved.

Standardizing the Hiring Process

To truly optimize your hiring process, standardization is key. When processes are standardized, there’s less room for discrepancies, bias, or inefficiencies. More importantly, it saves your team time, establishes clear expectations, and ensures everyone, from candidates to interviewers, is on the same page.

Here’s how to successfully standardize your tech hiring process:

• Documented Workflow: Begin with clear documentation of each stage of the hiring process, from the initial application to the final decision. This serves as a repeatable blueprint for everyone involved and ensures consistency across different hiring cycles.
• Role-Specific Templates: Different tech roles have distinct requirements. Create standardized templates for job descriptions, interview questions, and assessment criteria for each type of role. This ensures that irrespective of who’s conducting the hiring, there’s a consistent benchmark for evaluation.
• Centralized Communication: All communication regarding a candidate — be it email threads, interview feedback, or assessment results — should be centralized. Platforms like an applicant tracking system (ATS) can be immensely helpful in this regard, offering a single view of the candidate’s journey.
• Training for Interviewers: Ensure that every interviewer understands and adheres to the standardized process. Regular workshops or refresher sessions can keep everyone aligned.
• Feedback Mechanism: Standardization doesn’t mean stagnation. Encourage feedback from both internal teams and candidates to identify areas for improvement. Periodically review and refine your standardized processes based on this feedback.
• Ensure Compliance: Given the myriad regulations and laws around hiring, a standardized process can help ensure compliance, reducing the risk of potential legal complications.

A standardized hiring process not only streamlines operations but also ensures fairness, transparency, and efficiency. By setting clear benchmarks and maintaining consistency, tech companies can enhance their reputation as reliable employers and attract top talent.

Make the Most of Your Tech Recruiting Stack

Technology is now a key component of optimizing any business process, and tech hiring is no exception. With a plethora of tools available, the challenge often isn’t just about having them — it’s about leveraging them effectively. Here’s how to ensure your tech recruiting stack is not just robust but also efficiently utilized:

• Integrate Seamlessly: An effective tech recruiting stack is one where tools talk to each other. Whether it’s your ATS, assessment platforms like HackerRank, or human capital management tools, ensure they integrate seamlessly. This reduces manual data entry, minimizes errors, and accelerates the hiring cycle.
• Automate Repetitive Tasks: HR managers lose an average of 14 hours per week on tasks that could be automated. Identify repetitive tasks like sorting applications, scheduling interviews, or sending follow-up emails, and automate them. This not only saves time but also ensures a consistent candidate experience.
• Monitor Assessment Integrity: The rise of AI and readily available code means that recruiters need to be vigilant about plagiarism. Leveraging specialized tools that detect similarities in coding patterns, monitor a candidate’s typing behaviors, and uphold the integrity of your assessments.
• Stay Updated: The realm of HR tech is evolving rapidly. Regularly review your tech stack to ensure it’s up to date and meeting your needs. This might mean upgrading existing tools or exploring new ones that offer better functionality.
• Train the Team: A tool is only as good as its user. Regularly train your hiring team on the nuances of each tool in your stack. This ensures they’re used to their maximum potential and any new features or updates are effectively leveraged.

At the end of the day, your tech recruiting stack should be a catalyst, simplifying processes and offering insights, while allowing your HR team to focus on what truly matters: finding and nurturing the right talent.

Make Data-Driven Hiring Decisions

In an industry that thrives on logic and precision, it’s only fitting for tech hiring decisions to be driven by data. Moving away from gut feelings and subjective biases, data offers a robust and objective foundation for decision-making. Here’s how to make your hiring choices more empirical:

• Set Clear Metrics: Before diving into data, have clear metrics in place. Whether it’s the time taken to fill a role, quality of hire, or retention rates post-hiring, knowing what you’re measuring is half the battle.
• Utilize Assessment Tools: Platforms like HackerRank provide not just assessment solutions but also analytics on candidate performance. These insights can be crucial in comparing candidates or identifying skill gaps.
• Candidate Tracking Systems: An ATS isn’t just for keeping track of applications. It can provide data on where candidates drop off in the hiring process, the sources of your best hires, or the average duration of each hiring stage.
• Iterate and Refine: Data isn’t static. Regularly review and update your metrics, keeping abreast of industry benchmarks and internal goals.
• Train the Team: Ensure your hiring team is adept at interpreting data. Workshops or training sessions on data literacy can be beneficial.

By placing data at the heart of your hiring decisions, you introduce consistency, objectivity, and clarity to the process. And in the high-stakes realm of tech hiring, this data-centric approach can be the difference between good hires and great ones.

Reaping the Rewards of an Optimized Hiring Process

In the fast-paced world of tech, where innovation and evolution are constants, optimizing the hiring process is no longer a nice-to-have — it’s essential. In doing so, you not only ensure a seamless hiring experience but also set the stage for success.

As we look ahead, remember that the benefits of an optimized hiring process extend far beyond the immediacy of filling roles. It shapes your organization’s reputation in the tech community, creating a magnetic pull for top talent. An efficient, transparent, and data-driven hiring approach doesn’t just bring great talent through the door — it ensures they stay, thrive, and drive your organization to new heights.

This article was written with the help of AI. Can you tell which parts?

The post How to Optimize Your Tech Hiring: A Guide appeared first on HackerRank Blog.

Are you ready for the AI revolution in coding and software development? Our new Developer Skills: AI report reveals key insights that every developer and tech hiring team should know.

The AI revolution is changing the very nature of what it means to be a developer. Our survey of more than 42,000 global developers in February and March 2023 showed that 82% of developers believe AI will redefine the future of coding. Furthermore, 75% are already adjusting their skills to keep up with this game-changing shift. With such a significant impact on the industry, it’s crucial for both developers and companies to understand these changes and adapt accordingly.

“We’ve entered an AI revolution that is poised to change the very nature of what it means to be a developer and write code,” said Vivek Ravisankar, co-founder and CEO at HackerRank. “I see the result of this revolution as faster innovation than ever before, the democratization of development, and expanded opportunities for developer creativity. And this is just the tip of the iceberg.”

AI Is Already Being Used to Augment Coding Tasks

The report found that developers and employers alike are racing to embrace artificial intelligence in the workplace. Access to AI assistants will transform key elements of development work—automating many repetitive or tedious tasks and creating space for more abstract thinking and creative problem-solving.

“AI is set to become a key part of developer workflows, with the rise of AI assistants like GitHub Copilot and all-purpose tools such as ChatGPT,” said Ankit Arya, Principal Product Manager, AI at HackerRank. “Personally, I use ChatGPT for retrieving information or code snippets while coding, and I find it way more efficient than traditional search engines. AI’s potential lies in augmenting developers’ skills rather than replacing them.”

On the Hiring Front, an Uptick in Demand for AI Skill Sets

Employers, too, must prepare for this AI revolution. They face pressure to find, hire, and nurture teams with the technical skills required to capitalize on new innovation and business opportunities driven by AI advancements. We have seen an 81% increase in the creation of new assessments with AI-related questions on our platform since ChatGPT’s public launch in November 2022, signaling a growing interest in hiring for AI-centered skill sets.

Our report also revealed a gap between the AI skills companies need and the skills they’re currently testing for. Our analysis of nearly 1,000 job descriptions revealed that the most in-demand skills for AI-related roles are machine learning, Python, PyTorch, TensorFlow, deep learning, and AWS. However, companies continue to test for more general and conceptual topics, like problem solving and statistics.

To remain competitive, developers need to adapt their skills, and companies need to refine their hiring practices. With the AI revolution already underway, it’s more important than ever to stay informed and embrace the changes it brings.

Don’t miss the chance to stay ahead of the curve—download the Developer Skills: AI report now and get the insights you need to navigate the AI-driven future of coding and software development.

The post AI Is Changing How Developers Work — and How Companies Hire Skills appeared first on HackerRank Blog.

The questions you ask software engineers in a technical interview have a huge impact on hiring outcomes. So much so, that 34% of engineers and developers consider the quality of interview questions to be the number one factor in whether or not they accept a job offer. The relevance of the questions is also key, as 32% of engineers and developers reported this as the first thing they notice about a company during an interview.

So what types of questions should you ask when interviewing a software engineer?

We’ve compiled a list of practical interview questions covering four key software engineering skills: system design, programming, database management, and non-technical problem solving. To create a question strategy for your upcoming interview, select some of the following problems that directly assess the skills you’re hiring for.

System Design Questions

A system design question challenges candidates to design a back-end system, often on a physical or virtual whiteboard. By their nature, system design questions are broad, open-ended questions with a variety of possible answers. Candidates should verbally explain their solution and thought process as they develop their answer, considering factors such as scalability, storage, and reliability. System design questions are more commonly found in hiring processes for senior-level roles, though engineers of other experience levels might also encounter this type of question.

Design a ride-sharing service

Design a ride-sharing service that enables users to request rides through an app. The system should account for workflows for both passengers and drivers.

Components to consider:

• Payment processing
• Encryption and storage of payment methods
• Push notifications and in-app messaging
• Databases to manage user and driver data
• Data privacy and encryption
• GPS and mapping technology
• User reviews and score aggregation
• Data tracking to identify patterns and spikes in activity
• Image hosting system

Design a simple social media application

Designing a social media application is a common system design question that tests the candidate’s ability to plan out the structure of a wide range of technologies. Databases, media hosting, and algorithms are just a few of the topics they’ll need to cover to successfully answer this question.

Components to consider:

• Ranking algorithms
• Databases to manage user data (SQL, MySQL)
• Privacy controls
• Engagement features (following, liking, commenting, sharing)
• Hosting of user generated content (images, video, gifs)
• Database schema

Design a video streaming service

Design a video streaming service that allows users to view and search videos. The service should also enable internal teams to upload content through the back end. The service needs to be highly scalable, supporting large numbers of users on the platform. The application should also be able to upload, store, edit, and transmit large data files.

Components to consider:

• Databases to manage user data (SQL, MySQL)
• Video and image hosting system
• Privacy controls and age restrictions
• Engagement features (following, liking, commenting, sharing)
• Recording data about video performance
• Ranking and recommendation algorithm
• Push notifications and announcements
• Video player functionality

Design a URL shortening service

Design a URL shortening service that returns a short and unique URL when a user enters a long URL. Applications such TinyURL and bit.ly are examples of this service. However, many other technology companies, such as YouTube, also have their own URL shortening services built into their functionalities.

Components to consider:

• Generating a unique and short URL
• Scalability to handle thousands of requests
• Functionality to redirect from the short link to the original
• Support for custom URLs
• Analytics and tracking of clicks
• High availability and uptime

Design a file-storing and sharing service

Design a file hosting service that enables users to upload, store, edit, download, share, and delete files. The service should provide synchronization across various devices. Examples of this service include Dropbox and Google Drive.

Components to consider:

• ​File management functionality (upload, view, download)
• Automatic synchronization between devices
• ACID properties on database transactions
• File sharing and permission tracking
• Search functionality to locate files
• Storage of large files

Language-Specific Programming Questions

Most coding questions aren’t specific to a particular programming language, allowing a programmer to write code in their language of choice. However, some coding interviews will have questions that test a specific language required by the role.

C

Write a function int max_of_four(int a, int b, int c, int d) which reads four arguments and returns the greatest of them. There is not a built-in max function in C. Code that will be reused is often put in a separate function, e.g. int max(x, y) that returns the greater of the two values. Input will contain four integers – a, b, c, d – one on each line. Note: I/O will be automatically handled.

Java

Given an integer, n, perform the following conditional actions:

If n is odd, print Weird

If n is even and in the inclusive range of 2 to 5, print Not Weird

If n is even and in the inclusive range of 6 to 20, print Weird

If n is even and greater than 20, print Not Weird

Input format: a single line containing a positive integer n. Constraints: 1 <= n <= 100.

Ruby

A hacker practices on HackerRank until getting to a rating of O(1) read as (Oh-one). Call the method coder.practice until coder.oh_one? becomes true. Use the until control structure. until is the logical equivalent of while not. This challenge has a one-line answer.

Database Management Questions

Below are examples of the kinds of database problems a software engineer might face during a technical interview. These questions all test SQL and relational database skills.

Print Prime Numbers

View Problem

Write a query to print all prime numbers less than or equal to 1000. Print your result on a single line, and use the ampersand (&) character as your separator (instead of a space).

For example, the output for all prime numbers <= 10 would be:

2&3&5&7

New Companies

View Problem

Amber’s conglomerate corporation just acquired some new companies. Each of the companies follows this hierarchy: Founder → Lead Manager → Senior Manager → Manager → Employee

Given the table schemas below, write a query to print the company_code, founder name, total number of lead managers, total number of senior managers, total number of managers, and total number of employees. Order your output by ascending company_code.

The tables may contain duplicate records. The company_code is string, so the sorting should not be numeric. For example, if the company_codes are C_1, C_2, and C_10, then the ascending company_codes will be C_1, C_10, and C_2.

Weather Observation Station

View Problem

Consider P1(a,b) and P2(c,d)  to be two points on a 2D plane.

• a happens to equal the minimum value in Northern Latitude (LAT_N in STATION).
• b happens to equal the minimum value in Western Longitude (LONG_W in STATION).
• c happens to equal the maximum value in Northern Latitude (LAT_N in STATION).
• d happens to equal the maximum value in Western Longitude (LONG_W in STATION).

Query the Manhattan Distance between points P1 and P2 and round it to a scale of 4 decimal places.

The STATION table is described as follows:

where LAT_N is the northern latitude and LONG_W is the western longitude.

Non-Technical Problem-Solving Interview Questions 

Technical skills aren’t the only competency required for engineering. Software engineers solve complex challenges, collaborate with other engineers, and communicate with non-technical stakeholders. To succeed in an engineering role, new hires need to have strong problem solving skills that go beyond the technical realm. Teams looking to hire well-rounded engineers should ask questions that test non-technical problem solving skills, including brainstorming, resource planning, and conflict resolution.

Given the problem of selecting a new tool to invest in, where and how would you begin this task? 

Key Insight: This question offers insight into the candidate’s research skills. Ideally, they would begin by identifying the problem, interviewing stakeholders, gathering insights from the team, and researching what tools exist to best solve for the team’s challenges and goals. 

Have you ever recognized a potential problem and addressed it before it occurred? 

Key Insight: Prevention is often better than cure. The ability to recognize a problem before it occurs takes intuition and an understanding of business needs. 

Tell me about a time you used a unique problem-solving approach. 

Key Insight: Creativity can manifest in many ways, including original or novel ways to tackle a problem. Methods like the 10X approach and reverse brainstorming are a couple of unique approaches to problem solving.

The post 14 Interview Questions to Ask a Software Engineer appeared first on HackerRank Blog.

The processes companies use to hire developers have huge implications for their ability to build high performing teams. But what do developers think of employers’ hiring processes? And are they happy with the current state of affairs?

To answer these questions, we took to our community of developers on LinkedIn to get their opinions, and created an ebook highlighting the key takeaways. 

From interview prep and employer communication to the factors that influence their decision to accept an offer, the developers shared their thoughts on all things technical hiring. And, if we’re being honest, their answers surprised us.

75% of Developers Think Technical Interviews Are Broken

One of the most shocking findings of our survey was the generally negative sentiment developers have about the current state of technical interviews. One of the polls we conducted asked developers whether or not they thought that technical interviews are broken.

It turns out that the answer is yes, overwhelmingly so. Some 57% of respondents agreed that technical interviews are broken, and 18% strongly agreed. The reasons for this sentiment are many, and include irrelevant interview questions, inadequate time limits, and the use of outdated interview tech.

If you’re an employer, this statistic might scare you. For every four candidates you interview, three will be frustrated with your hiring process. This is an urgent problem, because developer dissatisfaction with technical interviews has a direct impact on hiring outcomes. 

Unhappy Developers Lead to Unaccepted Offers

In another poll we conducted, 34% of developers reported that the quality of interview questions impacted their decision to accept a job offer. And another 26% of developers identified candidate experience as the main factor influencing their decision to accept a job offer. 

Indeed, a developer’s experience during the hiring process has a real impact on their decision to accept a job offer. Fortunately, developers identified a number of changes they’d like to see in how the tech industry interviews.

Key Takeaways

Embrace Shorter Interviews

92% of developers think technical interviews should be one hour or less. Of that 92%, half think interviews should be one hour. The other half (46% of total) think interviews should only be 30 minutes.

That’s far shorter than current industry standards. But when more than nine in 10 developers agree on something, it’s worth listening. 

Embrace shorter interviews. Your candidates—and likely your interviewers—will appreciate it.

More Real-World Questions

When it comes to improving technical interviews, 65% of developers said they wanted more real-world questions.

While algorithmic-style challenges have been a staple of technical interviews for some time, there is growing frustration with this format among candidates. 

Consider posing real-world technical challenges instead. Not only will you better deliver on developer preferences, but you’ll also enable your hiring team to evaluate the skills a candidate actually needs on the job. 

But asking the right questions doesn’t just help your team identify candidates with the right skills. 34% of developers said the quality of interview questions impacts their decision to accept a job offer. 

A Future Driven by Real-World Skills

Developers aren’t happy with the current way the tech industry conducts coding interviews. However, their responses also indicated strategies that employers can use to build more effective and equitable hiring processes.

To learn more about these developer-sourced interviewing strategies, check out our ebook: 5 Changes Developers Want to See in Your Hiring Process.

The post 5 Changes Developers Want to See in Your Interview Process appeared first on HackerRank Blog.

One of the unique challenges of technical recruiting is learning about developer skills. Software development is a complex, evolving discipline with its own set of technologies, terms, and jargon. As outsiders to the developer community, it can be hard for recruiters to know where to start. In this post, we break down the six concepts developers wish technical recruiters knew.

Front End, Back End, and Full Stack 

Web development consists of two environments: the front end and the back end. 

The front end is everything that a user sees and interacts with in their browser. Front-end developers create buttons, text, links, design, and the overall user experience.

In contrast, the back end is what you don’t see that underpins the digital experience. Back-end developers build server-side infrastructure, including servers, applications, and databases.

Full-stack developers have the unique ability to work with front-end design and interactivity, as well as back-end databases and architectures. Full-stack developers have a combination of front-end and back-end responsibilities, and their specific tasks vary depending on the company and role. 

Understanding the nuance between front-end, back-end, and full-stack developers is key for hiring the right technical talent. Technical recruiters hiring for web development roles should pay careful attention to the distinctions between these roles. 

Technical Interviews

Technical interviews are the process of evaluating developers through questions that place an emphasis on technical skills. Hiring teams use individual assignments such as coding questions, projects, or data structure problems to test and score a developer’s proficiency in key skills. These interviews gauge a developer’s problem-solving skills and technical proficiency in various programming languages and frameworks. And they also give a glimpse into soft skills — like collaboration or communication style. 

The reason this is helpful for recruiters to know is that developers are going to have questions about the screening and interview process. 34% of developers we polled reported that the quality of interview questions influences their decision to accept an offer. Being able to communicate the format and technologies of the interview demonstrate the efficacy of the interview early in the hiring process. It also gives developers more time to prepare for an interview, which is helpful, considering that 41% of developers we polled spend weeks preparing for technical interviews. 

A Basic Understanding of the Role

Job titles for technical roles can be confusing. For example, web developers, software developers, software engineers, and back-end developers use similar technologies and have overlapping job titles. However, each role comes with a different salary and set of responsibilities. Confusing these distinctions during a candidate search has consequences for the talent pipeline. Continuing with our example, if you submit a software developer for a software engineering role, they might not have experience in system design, a core requirement of software engineering.

Each job requirement comes with a general description of the role and the skills the role requires. However, in-depth research into technical skills is necessary to understand the unique technical requirements for your role. Recruiters who have fluency over technical concepts have a competitive advantage while recruiting for technical roles.

As a general rule, a technical recruiter should research the following for each role:

• The general discipline
• Key terminology
• Required programming languages (and what they’re used for)
• Required technologies (and what they’re used for)

Say, for example, you’re hiring a data scientist role. Start by researching the following information before beginning a candidate search:

• What is data science?
• What are the key terms for this discipline?
  • Big data
  • Relational database
  • Non-relational database
  • AI (artificial intelligence) 
  • ML (machine learning)
• What languages are important for this role?
  • SQL (Query language for relational databases)
  • Python (high-level, general purpose language)
  • C/C++ (General purpose programming languages)
• What frameworks are important for this role?
  • Apache Spark (data processing)
  • Apache Hadoop (big data processing)
  • TensorFlow (neural networks)
• What other technologies are important for this role?
  • Tableau (data visualization)
  • AWS (Cloud computing platform)
  • JavaScript (front-end programming language)
  • MySQL (Relational database management system)

Impossible Job Descriptions

In 2020, developer Sebastián Ramírez created a viral post about a job description that mentioned a framework he developed. The employer required four years of experience in FastAPI, which was only one-and-a-half years-old at the time. Posts like these are extremely popular in the developer community. (The post received 176,000 likes.) 

I saw a job post the other day.

It required 4+ years of experience in FastAPI.

I couldn’t apply as I only have 1.5+ years of experience since I created that thing.

Maybe it’s time to re-evaluate that “years of experience = skill level”.

— Sebastián Ramírez (@tiangolo) July 11, 2020

At first, it seems like a lack of due diligence is to blame for unrealistic job descriptions. But if we take a closer look, we can see that the underlying problem is that employers and developers measure skill in different ways.

Employers typically assess skill based on years of experience. The assumption behind this approach is that years of experience is a direct indicator of a developer’s skill level. For roles working with new technologies, this can lead to employers seeking an experience level that is quite literally impossible.

In contrast, developers recognize that the only indicator of skill level is, well, skill. A developer with two years of hands-on experience in a framework that’s two years old is an expert in that technology.

To be fair, hiring managers are responsible for setting correct experience ranges. But verifying the accuracy of this information before starting your search saves recruiters from wasting countless hours, and saves developers the frustration of having to explain why the qualifications for the role are impossible.

Java and JavaScript Aren’t Related

Java and JavaScript have extremely similar names, making it easy to think the two languages are related. But the reality is that the two technologies have nothing to do with each other. 

In 1995, Netscape created a scripting language and – inspired by Java – named it JavaScript. The reason for this is disputed, with developers stating that it was either a marketing tactic or a reference to Netscape’s technical support for Java.

Regardless of how the names came to be so similar, Java and JavaScript are distinct languages with unique characteristics and use cases.

Java is a high-level, back-end programming language used to create complete applications. Java is a fast and secure language with nearly endless use cases. Developers use Java to create applications, create video games, build back-end infrastructure, and even control Mars rovers. Java is the second most popular programming language in the world.

JavaScript is a dynamic scripting language used for adding interactive behavior to web pages and applications. Developers use JavaScript for creating web and mobile apps, building web servers, and designing interactivity. Technically, you can use JavaScript for back-end development, but it’s generally used and known as a front-end programming language. JavaScript is the most popular programming language in the world.

Why does this distinction matter for recruiters? The key to hiring the right candidate for a role is to identify developers with the necessary technical skills. A recruiter who understands the difference between Java and JavaScript is likely able to identify the wrong candidate for the role.

Skills-Based Hiring

81% of tech employers require developers to have college degrees. Unfortunately, focusing on pedigree unnecessarily limits the applicant pool. But competition for talent is driving employers to adopt a skills-based hiring approach, which prioritizes real-world skills to make strong hires and access a larger talent pool.

In addition to furthering DEI initiatives, skills-based hiring helps recruiters by significantly broadening the results in candidate searches. To demonstrate the relationship between skills, education, and talent pools, we studied data from LinkedIn Recruiter.

If you search LinkedIn Recruiter for professionals with a bachelor’s or master’s degree and a back-end developer job title, the search results in over 190K developers worldwide. If you try the same search but remove the education criteria, the talent pool expands to over 270k developers. That’s a 42.1% increase in the total talent market achieved by dropping a qualification that doesn’t necessarily equate to the ability to succeed in the role. 

So what happens when you conduct an even broader search? Instead of searching for job titles, try a skills-based candidate search. Searching for professionals with back-end development skills expands the talent pool to over 790k developers. Compared to the initial search, that’s an extreme 316% increase in the talent pool! 

Skills-based searches yield a larger talent pool because they include:

• Developers who have a different but related title
• Developers who don’t have a job title
• Professionals who have backend skills but aren’t back-end developers

This trend holds true for all major technical roles, including front-end developers, cloud engineers, and data scientists.

*Result is for cloud computing skills.

The tech industry loves to talk about the developer shortage crisis. But by looking at the data from a skills-based perspective, we can see that the problem is perception, not scarcity. If you’re a recruiter hiring for a technical role, the right developer is out there. You just need to look in the right place.

The post 6 Things Developers Wish Technical Recruiters Knew appeared first on HackerRank Blog.