Table of contents

1. Company overview
2. The challenges with technical assessment and hiring 
3. HackerRank’s solutions 
4. HackerRank’s impact on PTC’s technical hiring  

Company overview

PTC is a global leader in digital transformation, empowering companies across industries to achieve breakthroughs with cutting-edge technology. With a robust portfolio in CAD, IoT, AR, and PLM, PTC helps enterprises redefine their innovation processes and accelerate productivity. Known for its visionary approach, PTC enables organizations to drive efficiency, reduce costs, and deliver outstanding value by integrating physical and digital worlds seamlessly. PTC’s commitment to transforming the way we create and operate products has made it a trusted partner for industry leaders worldwide.

The challenge

Prior to adopting HackerRank, PTC’s hiring process for technical roles was manual and cumbersome.

• Managers created custom tests, leading to a fragmented approach across different departments.
• The HR team struggled to effectively support technical hiring because they lacked coding expertise, making it challenging to align with hiring managers.

As a result, time-to-hire stretched out, and ensuring that candidates possessed the right skills before moving forward was difficult. Additionally, ensuring the integrity of the assessments was a concern, as candidates could easily search for answers online.

The solution

By implementing HackerRank, PTC transformed its approach to hiring technical talent.

The platform enabled PTC to standardize technical assessments, ensuring consistency and fairness in evaluating candidates. This shift allowed the HR team to collaborate more effectively with hiring managers, reducing the friction caused by technical complexities. HackerRank’s user-friendly interface provided a positive candidate experience, enabling developers to focus on showcasing their skills rather than navigating a complicated platform.

One standout feature for PTC was HackerRank Interview [CodePair] which enabled live coding sessions between candidates and hiring managers. This interactive format allowed managers to engage candidates in real-time problem-solving discussions, gaining deeper insights into their thought processes, critical thinking, and technical capabilities. It allowed managers to ask candidates about their decisions on the spot, providing a richer understanding than a pre-recorded test could offer.

“Before we had HackerRank, our managers and our technical roles were sort of creating their own tests, which obviously took a lot of time… once we got HackerRank in place, we were able to streamline the process… we were also able to speed up the time to hire between the hiring managers and my team in HR because we don’t speak coding.”

– Joshua Bellis, Global Head of Talent Attraction & Programs, PTC

The results

The impact of HackerRank on PTC’s hiring process was significant:

• Reduced Time-to-Hire: The streamlined testing process sped up the time to hire, allowing PTC to move candidates through the pipeline faster. The HR team and hiring managers were able to collaborate more efficiently, even without technical expertise.
• Improved Candidate Experience: Candidates appreciated the well-organized and professional assessment process, especially when compared to the manual tests previously used. The positive feedback highlighted the ease of use and the intuitive interface of HackerRank.
• Better Quality Hires: HackerRank’s assessments helped PTC identify candidates who truly possessed the skills needed for mid-level technical roles. This was especially valuable in roles where gauging the depth of a candidate’s experience through interviews alone was challenging.

“HackerRank definitely helped us narrow down candidates who we know for a fact have the skills, because sometimes it is hard in an interview process to really understand the depth of someone’s experience.”

– Joshua Bellis, Global Head of Talent Attraction & Programs, PTC

Conclusion

With HackerRank, PTC has enhanced the efficiency, fairness, and overall experience of its technical hiring process. The solution has enabled them to focus on what matters most-finding and hiring the best talent to drive innovation in the manufacturing industry.

The post Accelerating Tech Talent Acquisition: PTC’s Wins with HackerRank appeared first on HackerRank Blog.

From thought-provoking keynotes to panel discussions, the summit provided attendees with actionable insights, a view into the future of AI skills, and new connections to help them build the AI-powered workforce of tomorrow.

The summit kicked off with a virtual guest like no other—Albert Einstein, reimagined through AI. In a playful nod to his return, he remarked on how much had changed since his time. He set the stage for an inspiring day, introducing Stela Lupushor as the host. As the Chief Reframer at Reframe.Work Inc. and an Adjunct Faculty at NYU, Stela is known for her forward-thinking approach to building inclusive and resilient workplaces. She welcomed the audience and guided them through a day filled with innovation and fresh perspectives on the future of AI in talent strategy.

Key Highlights from the Summit

1. Keynote: The Impact of GenAI on Hiring and Upskilling Tech Talent by Vivek Ravisankar
   Vivek’s keynote explored the transformative potential of blending human intelligence with AI, particularly in the tech workforce. He introduced HackerRank’s approach to helping developers and companies navigate this shift through a lifecycle of skill-building, engagement, and hiring solutions. Vivek noted that, unlike the human brain, AI requires extensive training data and computational power yet has low generalization—a stark contrast that creates an exciting opportunity for a “human plus AI” fusion.

   “AI is here to augment, not replace, human creativity and problem-solving,” Vivek emphasized. He illustrated the evolving role of developers, envisioning them as orchestrators who guide AI agents, review their work, and integrate AI-driven insights into software development. He also shared insights from HackerRank’s AI Skills Report, revealing that developers primarily use AI to learn new concepts and automate tedious tasks, making them “more productive and happier.”

   As companies increasingly adopt AI tools, Vivek highlighted HackerRank’s mission to ensure responsible AI integration that empowers both employers and candidates. “By putting skills over pedigree,” he stated, “we are not just advancing technology—we are changing the world.”

2. Launch of the AI Skills Report
   The HackerRank team also launched the AI Skills Report 2024 on the day of the event and discussed various insights uncovered in the research.  The AI Skills Report analyzed millions of data points from developers using HackerRank to seek jobs at some of the world’s largest companies. Those insights were combined with survey data from HackerRank’s community of over 24 million software developers.

   Vivek Ravisankar, co-founder and CEO of HackerRank, highlighted the report’s findings, “AI is revolutionizing every stage of the software development lifecycle, including the role of the developer and skills required to build modern software. While some fear disruption, HackerRank’s research reveals unprecedented optimism among the developer community. The future isn’t about humans or AI. It’s about humans and AI working together to build better software that positively impacts the outcomes for society.”

   To know more about the AI Skills Report and learn how AI is challenging the pre-set notions of tech and developers, visit here. 

3. AI for Talent Leaders by Alla Pavlova, Riot Games

   

   Alla Pavlova shared how she uses AI to transform hiring in data science, data engineering, and machine learning. By integrating AI tools, she’s cut up to 40 hours per week from her workload, freeing up time for strategic priorities. She highlighted how tools like GenAI streamline tasks, from creating outlines to summarizing content.

   During her session, Alla emphasized AI’s role in boosting productivity and structure in recruitment. She urged companies to adopt AI tools to stay competitive and address concerns around data security. Her advice? Set aside time each week to explore new AI tools and stay ahead of the curve.

4. AI for Tech Leaders by Tim Lee, Founder and Chief Learning Officer, CodePath
   
   
   Tim Lee, Founder and Chief Learning Officer at CodePath, showcased how AI is transforming the role of developers, shifting their focus from traditional coding tasks to a more strategic orchestration of AI agents. He explained that as AI becomes proficient in handling repetitive tasks—such as writing test cases or debugging—developers are increasingly empowered to review, guide, and refine AI-driven outputs, making workflows more efficient and collaborative.Tim demonstrated practical applications of AI within coding environments, where developers can utilize AI to generate initial drafts of code, allowing them to provide feedback, iterate, and focus on more complex, creative aspects of software development. Emphasizing the evolving role of developers, he noted, “The developer’s job is shifting from writing code from scratch to becoming an orchestrator of AI capabilities.” This new dynamic, he highlighted, enables faster, higher-quality development while preserving the human ingenuity critical to innovative software solutions.
5. Panel discussion on Navigating the Future: AI’s Role in Talent Strategy

   
   

   The panel brought together industry leaders Stela Lupushor, Keith Sonderling, Former Commissioner at US EEOC, Jada Green, Talent and Organization Strategy at Accenture, Devin Cox, US Head of Technical Sourcing at Bloomberg, and Chris Louie, Head of Talent Development at Thomson Reuters for a thought-provoking discussion on the evolving intersection of AI and talent strategy. The panelists explored how AI is redefining the way companies attract, assess, and retain talent, offering insights on the challenges and opportunities that come with AI integration in the workplace. 

   They highlighted the shift from traditional hiring practices to AI-driven strategies that emphasize data-backed decisions and greater efficiency in identifying top talent. The conversation delved into balancing innovation with ethical considerations, particularly around AI’s impact on fairness and transparency in hiring. The panelists encouraged organizations to embrace AI as a strategic partner, helping to future-proof their talent pipelines and adapt to a rapidly changing job market.

6. HackerRank Experience Lab

   
   Our VP of Product, Anand highlighted how HackerRank supported developers and organizations throughout the hiring and skill-building journey. Starting with products designed to prepare developers for job searches—such as resume-building tools and mock interviews—HackerRank created a developer-first experience, helping candidates effectively showcase their skills. For companies, the Engage product enabled effortless coding challenges and hackathons, allowing firms to engage the developer community, assess talent, and position themselves as tech-forward workplaces. HackerRank’s platform also included robust hiring solutions that ensured a fair, efficient, and integrity-driven process with advanced plagiarism detection. Once hired, employees could continue skill development through the Skill Up feature, which provided certifications, a skill directory, and ongoing learning opportunities, creating a complete lifecycle solution for tech talent and organizational growth.

   The event concluded with a lively networking session over drinks, offering attendees the perfect opportunity to reflect on the day’s insights, forge new connections, and unwind with their peers. The energy was high, and many left with a renewed sense of purpose and inspiration for navigating the future of AI in their organizations.

   
   
   
   

The post HackerRank’s AI Skills & Tech Talent Summit 2024, NYC appeared first on HackerRank Blog.

TL;DR

1. AI’s role in the recruitment process today
2. Accedia’s steps to embrace AI and improve transparency and communication with candidates throughout the hiring process
3. Steps taken to prevent AI bias in recruitment while improving candidate experiences with HackerRank
4. Impact of HackerRank solutions on key metrics while balancing AI with a human touch in recruitment
5. Upcoming AI trends which will further elevate the candidate experience

1: How do you define AI’s role in the recruitment process today compared to traditional hiring methods?

AI plays a transformative role in the modern recruitment process, offering clear advantages over traditional hiring methods. In the past, tasks like resume screening, test evaluations, and interview scheduling were labor-intensive and time-consuming, requiring significant resources. Today, AI streamlines these repetitive tasks, enabling recruiters to process larger volumes of candidates more efficiently while providing deeper insights into their technical abilities. AI facilitates the automation of nearly every stage of recruitment. Tasks such as sending tests, scheduling meetings, and tracking candidate progress can now be done with just a few clicks after initial setup, significantly reducing administrative burdens. This results in a faster and more comprehensive evaluation process.

AI has introduced new opportunities to improve the efficiency of talent acquisition teams by automating tedious, routine tasks, making recruitment faster and more straightforward. Yet, with these benefits come new challenges, such as concerns about plagiarism, proctoring, the integrity of assessments, and the fairness of AI-driven evaluations. However, despite AI’s efficiency, human judgment remains crucial, particularly when assessing cultural fit and making final hiring decisions.

2: How do you see AI enhancing candidate engagement during the recruitment process?

AI enhances candidate engagement by providing quicker and more consistent communication. Automated updates, faster feedback on assessments, and AI-powered interactions create a smoother and more responsive experience for candidates. This engagement drives candidates to invest more in the process, feeling more involved and informed, thus reducing drop-off rates. Additionally, AI tools enable personalized interactions that guide candidates throughout the process, which improves their overall experience and perception of the company.

3: What steps has Accedia taken to embrace AI in recruitment, and where do you think its applications are limited currently?

Accedia has embraced AI in its recruitment processes by automating various repetitive tasks such as candidate profiling, test evaluations and proctoring which significantly increases efficiency and reduces manual effort.

Using platforms like HackerRank, we can assess candidates objectively and on a much larger scale, allowing us to process applications more quickly and thoroughly. HackerRank’s proctoring features, in particular, help us monitor candidate behavior during assessments, such as detecting tab changes, tracking live code writing, and flagging suspicious activities like plagiarism. This automation allows us to focus on evaluating a higher volume of candidates while maintaining the integrity of the recruitment process.

Additionally, AI tools enable us to gather information from multiple sources, providing a broader perspective that enhances our decision-making. However, despite these advancements, AI remains limited in certain areas. It is highly effective for technical screenings and objective assessments, but evaluating soft skills, cultural fit, and other nuanced human traits still requires personal interaction. Human judgment remains essential in these aspects, as these characteristics often go beyond what AI can assess through data points alone.

While AI has transformed and streamlined many parts of the recruitment process, we still rely on human involvement for final decisions, particularly when it comes to making judgments about a candidate’s overall suitability for our company culture.

4: How can AI improve transparency and communication with candidates throughout the hiring process?

AI can improve transparency by providing consistent and timely updates to candidates, ensuring they are informed at every stage of the hiring process. Automated systems can clarify expectations, such as proctoring rules during tests, and ensure that candidates are aware of how their performance will be evaluated. By standardizing these communications, AI reduces ambiguity and helps build trust between the company and candidates, making the entire process more transparent.

5: What steps do you take to ensure that AI tools do not introduce bias into the recruitment process?

To prevent AI tools from introducing bias into the recruitment process, we implement several measures centered on fairness, transparency, and accuracy. First, we ensure that AI-driven systems apply consistent evaluation criteria, so that all candidates are measured against the same standards, reducing the likelihood of biased outcomes. We also maintain human oversight at key stages of the recruitment process, using AI as a supportive tool rather than a replacement for recruiters, allowing for a balanced approach that combines automation with human judgment.

Transparency is another essential factor in our process. We make candidates aware of the proctoring measures we have in place from the outset, ensuring they understand the rules and expectations during assessments. This helps create a fair environment where candidates feel comfortable and informed. We don’t rely solely on AI-generated data – after assessments, we cross-check information with multiple sources to ensure fairness and accuracy.

6: How has HackerRank helped you in creating better candidate experiences?

HackerRank has significantly enhanced the candidate experience by streamlining technical assessments and providing faster, more transparent feedback. One of its key features is the automatic evaluation of tests, which not only saves recruiters time but also accelerates the overall hiring process. This rapid feedback reduces the anxiety candidates often feel while waiting for results and helps keep them engaged in the process. Additionally, the platform allows us to customize assessments for specific roles, ensuring candidates face relevant, tailored challenges that make the experience more engaging.

As a result, HackerRank has contributed to shorter time-to-hire, reduced candidate drop-off rates, and increased overall satisfaction throughout the recruitment process.

7: What metrics do you think have been positively impacted with HackerRank-powered solutions?

HackerRank solutions have positively impacted key recruitment metrics such as time-to-hire, candidate engagement, and overall efficiency.

By automating many aspects of the recruitment process, we are able to process a larger volume of applications in less time while maintaining high-quality evaluations. The platform provides valuable insights by tracking candidate performance, identifying skill gaps, and detecting instances of plagiarism, which allows us to make more informed and data-driven hiring decisions.

Additionally, HackerRank offers a comprehensive database of candidate results, enabling us to analyze average performance rates and pinpoint individual strengths and weaknesses in exams.

This helps us continuously refine our recruitment strategies and improve the assessment process. The ability to quickly swap out overused or flagged tasks ensures that evaluations remain fair and up to date, further enhancing recruitment outcomes.

8: How do you balance the automation AI provides with maintaining a human touch in candidate interactions?

We balance the automation that AI provides by reserving it for repetitive, time-consuming tasks, while maintaining personal engagement at critical stages of the hiring process. On the other hand, personal interaction allows us to assess candidates on a deeper level, evaluating cultural fit and soft skills that AI cannot fully capture.

Even though AI is a great relief for everyday tasks, we strive to keep in real touch with candidates in any case. As I already mentioned, we never use the raw information that certain tools have provided. We also rely on personal contact and communication with applicants. This allows us to get to know the candidate personally and make an individual impression of them and their performance throughout the whole interview process. Despite the great number of features and facilities it provides, AI will never replace the 1:1 personal meeting (live or online). 

9: What upcoming AI trends do you believe will further elevate the candidate experience?

Upcoming AI trends are poised to further elevate the candidate experience by enhancing both the evaluation process and the personalization of career guidance. Tools like real-time interview analysis and even AI-driven soft skill assessments will provide deeper insights into a candidate’s overall suitability for a role, moving beyond just technical skills to offer a holistic view. Аdvanced candidate matching algorithms will also refine the selection process, offering candidates more relevant job options that align with their skills and aspirations, ultimately improving job satisfaction and retention.

Additionally, AI is becoming an integral part of communication in the hiring process, and future meetings, interviews, and assessments are likely to be increasingly AI-driven. AI tools may soon be capable of tracking non-verbal cues such as eye movements and gestures during interviews, further enhancing the integrity of the process. While AI’s capabilities in this area are still evolving, it holds significant potential for improving transparency and fairness.

As AI continues to develop, it will also play a larger role in guiding candidates toward personalized career paths based on their profiles and expertise, making the recruitment process more efficient for employers and more relevant and engaging for applicants. However, while AI offers many benefits, it will be essential to strike a balance, ensuring that automation enhances rather than replaces the human touch in candidate interactions.

As AI continues to reshape the recruitment landscape, companies like Accedia are harnessing its potential to enhance candidate experiences, streamline processes, and maintain fairness. While AI automates routine tasks and provides data-driven insights, Plamen Koychev reminds us that the human touch remains essential in making the final call, especially when assessing soft skills and cultural fit. To know more about Accedia and the innovative work being done by them, visit here.

The post AI in Aid of a Better Candidate Journey: Conversation with Accedia’s MD, Plamen Koychev appeared first on HackerRank Blog.

Deliveroo has successfully navigated the challenges of hiring and upskilling top talent through its partnership with HackerRank. In an industry where tech and its applications change rapidly, Deliveroo has not only doubled its tech hiring but also effectively upskilled its developers, ensuring they are equipped with the latest skills required in the industry.

In a recent chat with Adam Coleman, Deliveroo’s Senior Recruiting Manager, at HackerRank’s AI Skills & Tech Talent Summit in London, we delved into their hiring and talent development strategy. Adam shared some amazing insights into what has made their approach so successful.

HackerRank Adoption, Assessments, and More

Deliveroo selected HackerRank for its leading position within the tech hiring market. A compelling argument was the significant engagement of engineers with HackerRank. Engineers use the platform not only for screening processes but also in their daily jobs. This widespread usage highlighted HackerRank’s effectiveness.

Additionally, HackerRank’s speed, affordability, and accuracy were crucial factors. The platform allows the Deliveroo team to create tests easily, understand and calibrate them against Deliveroo’s current engineering organization, and guide their external testing processes. These features made the decision to adopt HackerRank straightforward.

“We bought HackerRank mainly due to its position within the market. There was a compelling argument regarding the number of engineers engaging with HackerRank, which is fantastic. Its speed, affordability, and accuracy of tests were key factors. Creating tests and calibrating them against our engineering organization is very easy.”

Achieving Results Beyond Expectations

HackerRank has performed beyond Deliveroo’s expectations, significantly enhancing their hiring process. The platform’s efficiency has allowed Deliveroo to streamline its recruitment efforts, leading to remarkable results.

“Moving forward, it has performed beyond our expectations. We nearly doubled our hiring across software engineering due to its speed, covering backend, frontend, and full-stack roles.”

The key to this success lies in HackerRank’s ability to facilitate rapid and accurate candidate assessments. By providing a comprehensive library of coding challenges and assessments, tailored to different skill levels and job requirements, HackerRank ensures that only the most qualified candidates progress through the hiring pipeline. This not only speeds up the recruitment process but also improves the quality of hires, as candidates are evaluated on their actual coding abilities rather than just their resumes.

Additionally, HackerRank’s user-friendly interface and seamless integration with Deliveroo’s existing systems have made it easier for hiring managers to create, deploy, and manage assessments.

Hire to Retire: Deliveroo’s Upskilling Initiatives for the Tech Teams

Deliveroo introduced HackerRank SkillUp to their engineering organization, receiving an overwhelmingly positive response. Initially, there was concern it might be perceived as a time burden, potentially leading to resistance. However, the engineers welcomed the initiative enthusiastically, recognizing its long-term benefits.

Deliveroo maintains a high hiring bar and hires agnostically across various programming languages. This means they hire candidates based on overall technical proficiency rather than specific language expertise. As a result, upskilling their software engineering team quickly becomes imperative to ensure proficiency in the technologies and languages most relevant to Deliveroo’s projects.

The upskilling initiative was designed to address this need comprehensively. The program includes a structured curriculum that covers a wide range of technical skills and programming languages. The training modules are tailored to different experience levels, ensuring that both junior and mid-level engineers can benefit.

“Within three months, it received rave reviews. We started with our junior team and have now extended it to our mid-level. It won’t be long until we launch it for our senior and staff engineers.”

The overwhelmingly positive response to HackerRank SkillUp highlights the engineering team’s commitment to professional growth and excellence. By investing in their engineers’ development, Deliveroo not only enhances individual capabilities but also strengthens the overall technical proficiency of the organization. This initiative is a testament to Deliveroo’s dedication to maintaining a cutting-edge engineering team well-equipped to tackle the evolving challenges of the tech industry.

Looking Forward

The partnership with HackerRank has been enriching for Deliveroo. The insights gained from using HackerRank have provided a deeper understanding of the tech hiring landscape, enabling data-driven decisions and continuous improvement of recruitment processes.

By leveraging HackerRank, Deliveroo has optimized its hiring process and enhanced its ability to upskill its engineering team while embracing innovative AI solutions.

“We are excited about what the future holds for HackerRank. I think you guys are on a good track, and we’re eager to see the continued impact on our hiring and talent development strategies.”

The post Boosting Hiring and Upskilling: Deliveroo’s Journey with HackerRank appeared first on HackerRank Blog.

In the latest episode of HackerRank Radio, Ben Stollard, General Manager at HackerRank, hosts two dynamic leaders in the tech industry—Jayson Vincent, Division Leader of Software Architecture and Engineering at Daugherty, and Maurice Mahone, Access Point National Program Director. Their conversation explores the groundbreaking work at Daugherty and the transformative power of the Access Point program.

Meet the Experts

Jayson Vincent brings over six years of experience at Daugherty and 16 years at Boeing in software architecture and engineering. He also serves as the National Director of Technology and Education Deployment for Access Point, working alongside notable colleagues like Maurice Mahone and Ron Daugherty.

Maurice Mahone has been with Daugherty for five years, overseeing the Access Point program. His extensive IT background includes roles at Monsanto (now Bayer), MasterCard, and the Federal Reserve Bank in St. Louis. His passion for STEM and workforce development is evident as he shares his journey.

Daugherty’s Unique Approach and the Birth of Access Point

Maurice described Daugherty as the largest IT consulting firm in St. Louis, partnering with companies to deliver business solutions and provide expertise for large-scale projects. Daugherty’s collaborative efforts have helped major clients like Royal Caribbean and Southwest Airlines enhance their operations.

The need for consistent, progressive learning and tracking for AccessPoint candidates led Daugherty to partner with HackerRank. Maurice highlighted how HackerRank’s ability to monitor and report on apprentices’ progress made it an ideal solution, providing transparency and satisfaction for both trainees and employer partners.

Jayson added that HackerRank’s customizable challenges and insights have been invaluable for Access Point. The platform’s ability to offer real-world experience and feedback has been crucial in preparing candidates for their roles. He emphasized the importance of transparency, collaboration, and visibility in the program, ensuring that each candidate receives the support they need.

The Genesis and Goals of Access Point

Access Point was born out of discussions within the CIO Alliance, where CIOs from major companies in St. Louis highlighted workforce development challenges. The lack of diversity in IT, particularly among African Americans, people of color, and women, was a significant issue. Access Point aims to address this by targeting high school students and providing specialized training in collaboration with St. Louis Community College.

Access Point’s unique approach includes providing college credit for training, offering soft skills and professional development, and guaranteeing job placements for successful graduates. Maurice noted that this model ensures students have jobs waiting for them, contingent on their performance.

Jayson elaborated on the program’s holistic approach, emphasizing the importance of addressing individual student needs. The hypercare program, led by Christy Miller, supports students from start to finish, overcoming challenges that might hinder their progress. He also highlighted the program’s focus on diversity and the value of different perspectives in creating the best products and services.

HackerRank’s Impact 

The integration of HackerRank into Daugherty’s Access Point program has been a game-changer. Jayson and Maurice emphasized that HackerRank’s tools have provided a structured and scalable way to assess and develop technical skills among candidates. The platform’s extensive library of challenges, ranging from beginner to advanced levels, allows for tailored learning experiences that align with the needs of Daugherty’s partners.

One of the standout features of HackerRank is its ability to simulate real-world coding environments, which helps students transition smoothly into their roles. The platform’s comprehensive feedback system enables rapid skill assessment and development, ensuring that students can continuously improve. This feedback loop is critical for maintaining high standards and preparing students for the demands of their future jobs.

Jayson highlighted how HackerRank’s plagiarism detection feature also serves an educational purpose. By identifying and addressing instances of plagiarism early, students learn the importance of integrity in their work, a lesson crucial for their professional growth. This feature, combined with the rigorous challenge sets, helps in creating a culture of honesty and hard work among the students.

Furthermore, HackerRank’s interview tools have been instrumental during the apprenticeship phase. These tools allow mentors to conduct live coding interviews, providing immediate, practical feedback and coaching. This hands-on approach not only reinforces learning but also builds confidence among the students as they prepare for their careers.

Maurice shared that Access Point students completed around 4,000 HackerRank tests last year, reflecting the program’s intensive use of the platform. The high engagement levels and positive feedback underscore the effectiveness of HackerRank in supporting the program’s goals. The ability to create custom challenges tailored to specific skill requirements of their partners further enhances the relevance and impact of the training.

HackerRank truly has been highly respected and appreciated across all the different company partners that we work with as we show them the nature of the questions and challenges and the insights that are available and the varying degree of difficulty of the challenges as well as the opportunity to add custom challenges.

Apprenticeships: Bridging Training and Real-World Experience

The discussion then shifted to the apprenticeship aspect of Access Point. Maurice explained that while comprehensive training is essential, real-world experience is irreplaceable. The apprenticeship phase allows students to apply their skills in a corporate environment, with continuous monitoring and feedback from partners.

Jayson detailed how HackerRank supports this process by offering a vast library of challenges and the ability to create custom tasks. This ensures that students receive relevant practice and feedback, helping them reach proficiency. The interview feature in HackerRank further enhances this by enabling live code reviews and coaching sessions.

Measuring Success: Impact and Metrics

Maurice proudly shared some impressive metrics: Access Point has placed 75 students into apprenticeships and full-time jobs, generating approximately $4.5 million in revenue for the St. Louis region. These students are not only gaining employment but also making significant life changes, such as buying cars and homes—truly showing the impact and requirement of the program.

Jayson highlighted the value of HackerRank’s tools in providing quick feedback and supporting continuous development. The platform’s ability to handle a high volume of tests and offer a wide range of challenges has been instrumental in maintaining the program’s effectiveness.

If you wish to know more about the Access Point Program, visit here, and to know more about Daugherty, visit here.

To watch the full podcast, head to HackerRank Radio.

The post Empowering the Next Generation: How Daugherty’s Access Point Program and HackerRank propel Early Career Success appeared first on HackerRank Blog.

Juniper Networks’ commitment to refining and optimizing their recruitment methodologies is evident in their strategic adoption of AI, particularly through their partnership with HackerRank. 

AI at the Core: Juniper’s Tech-Driven Recruitment Strategy

At Juniper Networks, the integration of AI into their recruitment processes represents a strategic shift towards innovation in talent acquisition. Leveraging advanced algorithms and machine learning, Juniper has redefined how they identify and engage with potential candidates. 

The journey begins with AI-powered candidate sourcing, where sophisticated algorithms scan through vast pools of applicants to pinpoint individuals with the right skill sets and qualifications. This automated screening process not only saves time but also ensures that recruiters can focus their efforts on engaging with the most promising candidates.

Leveraging their partnership with HackerRank, Juniper employs AI-driven assessments to rigorously evaluate candidates’ technical proficiencies and problem-solving abilities. HackerRank’s platform offers tailored coding challenges and tests that provide recruiters with valuable insights into how candidates perform in real-world scenarios.

Juniper Network’s Tech Recruiting Partnership with HackerRank

At Juniper Networks, the partnership with HackerRank has been pivotal in reshaping their recruitment strategies. Faced with a vast pool of candidates and hundreds of applications per role, Juniper sought a more efficient way to identify top talent. And that’s where the integration of HackerRank’s innovative platform aided in their hiring processes.

Through intuitive testing modules and comprehensive assessments, Juniper has streamlined its screening, ensuring only the most qualified candidates progress. Leveraging HackerRank’s user-friendly interface and automation, Juniper’s recruiters now navigate assessments and candidate evaluations effortlessly, leaving behind manual assessments. With detailed insights from HackerRank, tailored tests and effective candidate analysis have become the norm, leading to a more efficient hiring process. 

This platform has really simplified our work. What used to take five hours now helps us in just 30 minutes to create and attempt a test. The tests are also integrated into the HackerRank platform, which is very convenient. HackerRank has greatly simplified our process. We no longer need to painstakingly think through all the questions about coding, such as which Python functions to use—it’s all there. It has made our job much easier by streamlining the filtering of candidates. Out of 5,000, I can confidently identify the top 10 candidates for interviews. This efficiency has truly simplified our recruitment process.

— Trupti Ambore, Talent Acquisition Lead

Conclusion 

Juniper Networks’ partnership with HackerRank has exemplified the transformative power of technology in modern recruitment processes. By leveraging HackerRank’s AI-driven platform, Juniper Networks has streamlined their hiring workflows, effectively identifying and selecting top talent from a vast pool of candidates. This collaboration not only demonstrates Juniper Networks’ commitment to innovation but also underscores the importance of embracing advanced technologies to stay competitive in today’s dynamic talent landscape. As the partnership continues to evolve, Juniper Networks remains poised to further enhance their recruitment strategies, driving efficiency, and effectiveness in securing the best talent for their organization.

The post Enhancing University Recruiting: Juniper’s Success Story with HackerRank appeared first on HackerRank Blog.

The rapid evolution of AI technologies has provided organizations like Atlassian unique opportunities to enhance their recruitment strategies. By integrating AI into their processes, Atlassian has been able to not only streamline operations but also significantly improve the interaction with candidates from the initial contact to final hiring decisions. This shift towards technology-driven recruitment is aligned with Atlassian’s broader commitment to innovation and excellence in the tech industry.

As AI continues to reshape the landscape of talent acquisition, Atlassian’s proactive adoption highlights the potential benefits of such technologies in making recruitment more efficient and effective. This includes everything from reducing biases in candidate selection to facilitating more engaging and personalized candidate experiences. The insights from Srividya underscore the importance of AI in modern recruitment and Atlassian’s role as a pioneer in this space, leveraging HackerRank’s cutting-edge AI capabilities to optimize their campus recruitment efforts.

The Impact of AI on Talent Acquisition

Atlassian’s adoption of artificial intelligence in recruitment reflects a broader industry trend where companies are harnessing the power of AI to transform how they attract and engage potential employees. Srividya underscored the significant shift in how AI has matured over the years, moving from a mere backend analytical tool to a robust, front-line asset that actively shapes recruitment strategies.

AI’s role at Atlassian is multifaceted, touching every part of the recruitment process, from the initial candidate scouting to the final steps of onboarding. In scouting candidates, AI technologies enable a more precise and efficient search, helping identify individuals who not only have the requisite skills but also are likely to align well with Atlassian’s culture and values. This precision reduces the time and resources spent on less promising candidates and allows recruiters to focus on engaging with top talent more effectively.

Once candidates are identified, AI continues to play a crucial role. Automated scheduling tools, AI-driven assessments, and dynamic interview guides help maintain a consistent and fair evaluation process. Furthermore, AI’s capability to analyze vast datasets means that Atlassian can continually refine its recruitment tactics based on real-time feedback and outcomes, ensuring that the process is not only efficient but also continuously improving.

During onboarding, AI contributes to creating personalized experiences for new hires. By automating routine processes and providing new employees with tailored learning and integration plans, AI helps ensure that the transition into the company is smooth and engaging. This not only helps new hires feel welcomed and valued but also significantly shortens the time it takes for them to become productive members of the team.

The integration of AI into Atlassian’s recruitment process demonstrates a powerful shift towards more strategic, efficient, and candidate-friendly hiring practices. This technology has become an indispensable ally in the competitive talent market, enabling Atlassian, and companies alike, to remain agile and innovative in their approach to talent acquisition.

Atlassian’s Experience with HackerRank

One of the significant highlights of Atlassian’s AI adoption has been its collaboration with HackerRank, particularly in handling large-scale campus recruitments. This partnership has enabled Atlassian to address and refine several crucial aspects of their hiring process.

• Innovations in Plagiarism Detection

Srividya discussed a notable advancement in plagiarism detection, facilitated by AI, which dramatically reduced false positives in candidate assessments. Traditionally, a plagiarism check could flag as high as 10% of applications. However, with HackerRank’s AI-enabled features, this was brought down to just 4%. This reduction signifies not only improved accuracy but also substantial time savings in manual verifications.

• Strategic Partnership and Productivity Gains

The collaboration between Atlassian and HackerRank is described as a strategic partnership that empowers Atlassian to scout and secure top talent effectively. By incorporating AI-driven tools from HackerRank into their recruitment framework, Atlassian has seen considerable productivity improvements. Specifically, the time saved from manual checks for their 35,000 applicants has been significant, marking a major milestone in their operational efficiency.

Conclusion: The Future of AI in Recruitment

Atlassian’s proactive approach in integrating AI into their recruitment processes demonstrates a commitment to innovation and efficiency. The journey with HackerRank not only reflects a successful adaptation to technological advancements but also sets a benchmark for future recruitment practices. As AI continues to evolve, its role in transforming the recruitment landscape remains promising, with potential to unlock even greater efficiencies and accuracies in talent acquisition.

The post Embracing AI in Talent Acquisition: Insights from Atlassian’s Journey with HackerRank appeared first on HackerRank Blog.

In this discussion, Bhardwaj explores the significant technological shifts that have influenced hiring processes, particularly emphasizing the pivotal role of AI in enhancing both the efficacy and fairness of IBM’s recruitment practices. 

Transition to Virtual Processes

Abhishek Bhardwaj opened the session by addressing the significant shifts in recruitment methodologies following the COVID-19 pandemic. With a move towards virtual engagements, IBM Consulting has adopted new strategies to minimize human intervention early in the hiring process. This shift was crucial as it helped to eliminate inherent biases and paved the way for more structured and fair assessments.

Leveraging AI for Non-Biased Assessments

Bhardwaj emphasized how traditional methods, such as voice assessments, have been replaced by AI-driven tools. These tools, based on sophisticated algorithms, not only standardize the evaluation process but also help in reducing human biases, ensuring that talent is assessed purely on merit and relevant skills.

The Integral Role of HackerRank

Abhishek also talked about the strategic deployment of HackerRank within IBM’s hiring processes. He details how HackerRank has been instrumental in revolutionizing IBM’s technical assessments. By customizing HackerRank’s platform, IBM has been able to tailor their evaluations to better meet the specific needs of their roles and projects. This customization aids in handling volume hiring by facilitating quicker and more efficient screening of candidates, thereby enhancing both the scale and speed of recruitment operations. Furthermore, the quality of hires has improved as the platform allows for more targeted questions that accurately gauge a candidate’s capabilities and fit for the role.

Enhancing Engagement and Onboarding with AI

Beyond initial assessments, Bhardwaj also highlighted how AI tools contribute to engaging and onboarding new hires. These tools enable IBM to maintain frequent and personalized communication with candidates, an approach that is crucial in high-volume hiring environments like BPM (Business Process Management). The AI’s ability to understand and adapt to the unique personas of candidates ensures that all communication is relevant and engaging, thereby keeping candidates warm and interested throughout the hiring process.

Future Prospects with Advanced AI Technologies

As IBM looks to the horizon, Abhishek Bhardwaj conveyed excitement about the possibilities that Artificial General Intelligence (AGI) and generative AI hold for the field of talent acquisition. These sophisticated technologies are set to deepen and refine the recruitment processes by facilitating a more nuanced understanding of candidates and potentially transforming every phase of hiring.

The promise of these technologies in recruitment lies in their ability to simulate complex human cognitive functions, allowing for assessments that can evaluate a candidate’s creative problem-solving skills and adaptability in real-time scenarios. This could lead to more dynamic interactions during the hiring process, where AI-driven systems dynamically adapt interview questions based on the candidate’s previous responses, ensuring a thorough evaluation that is both comprehensive and deeply personalized.

Bhardwaj also touched upon the role of these technologies in improving the candidate experience. By automating and personalizing communication, AGI and generative AI could offer each candidate tailored guidance and feedback, making the hiring process more engaging and transparent.

Importance of Candidate Experience

Finally, Bhardwaj discussed the critical role of candidate experience in the recruitment process, as reflected by metrics such as the Candidate Net Promoter Score (NPS). For IBM, ensuring a positive candidate experience is paramount, as it directly influences the employer brand and its perception in the job market.

Conclusion

From the enlightening discourse on the integration of technology in recruitment at IBM Consulting, it is clear that the future of hiring is being dramatically transformed. By embracing HackerRank, IBM is not only streamlining its recruitment process but also setting new standards for efficiency, fairness, and engagement in talent acquisition. These technologies allow IBM to address the nuances of each candidate’s experience and capabilities, ensuring that the hiring process is both comprehensive and candidate-friendly.

The post Partners in Innovation: How IBM Uses HackerRank to Hire Skill-fit Candidates at Scale appeared first on HackerRank Blog.

In an era where technology continually reshapes how businesses operate, Akamai stands at the forefront of innovation, particularly in its recruitment processes. Kurian Thomas, Head of Talent Acquisition for Akamai in India, sheds light on how Artificial Intelligence (AI) has become a pivotal tool in enhancing their hiring methodology, specifically by minimizing bias and streamlining candidate evaluation.

Tackling Bias with AI

Historically, recruitment processes have been susceptible to various forms of bias, including educational, gender, experience, and company-related biases. These biases not only hinder diversity but also prevent the hiring of potentially outstanding candidates based on their innate talents and skills. Akamai has turned to AI to address this challenge head-on. AI’s ability to impartially evaluate resumes based on skills and potential has significantly reduced these biases, ensuring a more equitable hiring process.

By leveraging AI algorithms, Akamai has been able to systematically analyze resumes and profiles, focusing on the competencies and capabilities that are most relevant to the roles being filled. This technology sifts through the data with an objective lens, unaffected by the biases that can influence human decision-makers. The result is a selection process that prioritizes merit, skill, and potential, creating a more diverse and inclusive workforce.

Kurian Thomas recognized early-on the transformative potential of AI in redefining the recruitment process. “Our goal was to dismantle the barriers that biases erected in our path to finding the right talent. AI emerged as a potent tool in our arsenal, enabling us to look beyond the conventional markers of a candidate’s worth,” says Kurian. This vision led to the adoption of AI-driven processes designed to evaluate candidates based on their skills and potential rather than their backgrounds or identities.

Enhancing Candidate Experience with HackerRank

In the digital age, creating a seamless and fair recruitment process is crucial, especially for companies like Akamai, where remote work is prevalent. The company’s strategic use of HackerRank exemplifies how technology can be leveraged to not only assess technical skills accurately but also to uphold the integrity of the evaluation process.

HackerRank’s proctoring features are at the forefront of combating malpractices, a common concern in remote hiring scenarios. These features ensure that the candidate’s performance accurately reflects their abilities, thereby fostering a level playing field. This technology has become indispensable for Akamai, particularly when conducting remote interviews, hackathons, and technical tests across colleges. By filtering out malpractices, HackerRank helps Akamai identify genuine talent efficiently and effectively.

Kurian Thomas emphasizes the importance of this approach in maintaining the quality of their hiring process: “The proctoring features of HackerRank have been a game-changer for us. It’s not just about filtering out candidates who try to circumvent the system; it’s about ensuring that every candidate we consider has been evaluated fairly and accurately. This has a profound impact on the candidate experience, as it reassures them that their skills and potential are what truly matter to us. In a way, it democratizes the recruitment process, making it more about merit and less about shortcuts.”

The positive implications of such a system extend beyond just the hiring process. By ensuring a transparent and equitable evaluation, Akamai reinforces its commitment to meritocracy and fairness, values that resonate well with prospective employees. Moreover, this approach significantly enhances candidate experience by providing a clear and honest assessment environment, setting the stage for a healthy and productive employer-employee relationship from the outset.

In summary, the utilization of HackerRank not only streamlines Akamai’s recruitment process but also significantly enhances candidate experience by ensuring fairness and transparency. This strategic adoption of technology underscores the company’s commitment to integrity and equality in its hiring practices, setting a benchmark for the industry.

Measuring Success

The effectiveness of AI in recruitment at Akamai is measured through various metrics, including the efficiency of moving from interview stages to offer stages and the ability to handle a high volume of applications. For example, a single senior software engineer position can attract thousands of applications. AI’s capability to stack rank and calibrate resumes has been invaluable, allowing recruiters to focus on the most relevant candidates, thus saving time and resources.

Conclusion

As Kurian Thomas shared, the journey of integrating AI into Akamai’s recruitment processes has been both challenging and rewarding. The strategic use of AI has significantly reduced biases, improved operational efficiency, and enhanced the candidate experience. This innovative approach not only positions Akamai as a leader in leveraging technology for recruitment but also serves as a model for other organizations to follow.

The post How Akamai Utilizes AI to Eliminate Bias and Improve Tech Hiring appeared first on HackerRank Blog.

   

In the realm of technology and recruitment, Ernst & Young (EY) stands as a beacon of innovation, pioneering strategies that address the ever-evolving challenges of tech hiring. EY is one of the world’s largest professional services networks and has over 350,000 employees! With employee strength as strong as this, EY faces unique challenges in terms of finding skilled talent, dealing with thousands of candidates for each open role, and more!

In a recent conversation with EY, we uncovered profound insights shared by two distinguished figures from EY, unveiling their approach to shaping the future of talent acquisition in the technology sector. 

We spoke with Tanu Garg, Executive Director at EY, who brings over 14 years of experience in risk and regulatory reporting across major banks and financial institutions. Her expertise spans both US and UK regulatory frameworks, with pivotal roles at Barclays and Genpact before her tenure at EY.

Joining her was Thiru Vengadam, Partner at EY and a vanguard in the tech and digital arena. Thiru’s impressive career includes significant tenures at Citigroup and Bank of America, where he was instrumental in driving digital transformations.

Optimizing Tech Hiring

The discussion centered on EY’s pioneering techniques in tech hiring, exploring the challenges of aligning talent with rapidly evolving technological demands, and the strategies EY employs to navigate these complexities effectively. This theme is particularly relevant as companies grapple with the dual challenge of meeting immediate project demands while also building a resilient and adaptable tech workforce for the future.

EY’s approach to this challenge is multifaceted, blending traditional recruitment strategies with innovative practices that recognize the unique demands of the tech sector. 

Navigating Demand Fulfillment Complexities

At the heart of EY’s recruitment strategy lies the challenge of aligning talent with the dynamic demands of technology. With a global team of over 75,000 technology professionals, EY’s growth in the tech space necessitates a nuanced approach to recruitment, balancing traditional consulting specialization with a burgeoning startup culture. This method ensures recruitment of individuals who are not just skilled but also adaptable to technological advancements.

Innovative Recruitment: The Hack to Hire Model

EY’s “Hack to Hire” model exemplifies their innovative approach to recruitment. By leveraging hackathons and similar competitions, EY identifies candidates who not only possess technical expertise but also exhibit creative problem-solving skills, ensuring a dynamic and effective match between candidates’ capabilities and project needs.

HackerRank’s platform enables EY to conduct these competitions at scale, offering a dynamic and engaging way to assess candidates’ real-world capabilities.

The Importance of Skillset Diversity

Skillset diversity is paramount in tech hiring, given the vast and varied field of technology. EY’s approach to mapping specific skills required for each project underscores the importance of understanding and addressing the diverse skill sets needed for successful recruitment and project implementation.

The HackerRank Effect

In the tech industry, where skillset diversity is crucial, HackerRank plays a pivotal role in EY’s recruitment strategy. The platform’s extensive skills directory and tailored assessments allow EY to map and evaluate the specific skills required for various tech roles. This capability is key to addressing the wide range of digital skills needed in today’s tech landscape, from data analytics to digital transformation initiatives, ensuring that EY’s talent pool is both diverse and proficient.

The implementation of HackerRank within EY’s recruitment process has yielded tangible benefits. HackerRank assessments were instrumental in processing and evaluating a vast influx of referrals, streamlining the selection process, and significantly reducing the time-to-hire. Moreover, HackerRank’s role in internal assessments and skill validations has been crucial for EY’s upskilling and reskilling initiatives, ensuring that the workforce remains at the cutting edge of technological advancements.

Personalizing the Recruitment Process

EY’s recruitment process is characterized by its personalized nature. Utilizing technology, EY tailors the recruitment experience to align with the strengths and aspirations of individual developers. This tailored approach ensures a mutually beneficial relationship between the candidate and the company, fostering a conducive environment for growth and innovation.

By leveraging HackerRank, EY can tailor the recruitment experience to individual candidates, aligning assessments and challenges with the candidates’ unique skills and career aspirations. This personalized approach not only enhances the candidate experience but also ensures a better fit between the new hires and EY’s project needs, fostering a productive and satisfying work environment.

Conclusion

EY’s insights into tech hiring illuminate the path forward for talent acquisition in the technology sector. By embracing agility, diversity, and personalization in their recruitment strategies, EY not only addresses the immediate needs of their projects but also sets the stage for the future of the tech industry. As the landscape of tech hiring continues to evolve, EY’s pioneering approaches offer valuable lessons for organizations striving to navigate the complexities of recruiting in the digital age, shaping a future where talent and technology converge to drive innovation and success.

To know more about EY’s strategic approaches to acing tech hiring, visit here.

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