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Learning Assessments Roadmap for Modern HR and LandD Professionals in 2022 (1)


This Learning Assessments contains Roadmap with • 12 New HR Trends and predictions for 2022 you should plan • Use Online Assessment tools to create a greater impact on L&D 2022 • Creating an assessments toolkit for data driven L&D in 2022 • How will AI/ML Define the Future of Recruitment in Tech? • A Successful Plan for Your Next Campus Recruiting Strategy • How to Conduct Coding Interviews – Cheat Sheet For more Information visit on – PowerPoint PPT presentation

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Title: Learning Assessments Roadmap for Modern HR and LandD Professionals in 2022 (1)

Assessments Roadmap for Modern HR and LD
professionals in 2022 for Yaksha Introduction
The future is here and it looks different than we
might have imagined. We are still living in a
very uncertain world where organizations have to
navigate the rapidly changing landscape of
emerging challenges. Remote working and learning
are here to stay and most organizations have
evolved their remote learning practices by now.
For the LD function especially, what looks
difficult is keeping the learners engaged and
motivated throughout the LD initiatives,
increase the effectiveness of LD programs, and
make their tech teams resilient and ready for any
future disruptions.  The world of learning has
already changed quite a bit. The old models of
eLearning and virtual instructor-led training
don't cut it anymore. And it's true people are
fickler than ever, with shorter attention spans
and a seemingly insatiable appetite for new
content. Learners expect to feel like they're
part of a community and can easily connect with
each other (e.g., forums), they should be able to
control how often they engage with learning
(e.g., weekly goals vs daily goals), they expect
their learning should be personalized based
on their learning gaps, their progress, and
relevance to their current job role, and should
match aspirations for their next step in their
career path. 
Table of Contents
  • 12 New HR Trends Predictions for 2022 You
    Should Plan For
  • Use Online Assessment Tools to create a greater
    impact on LD 2022
  • Creating an assessments toolkit for data-driven
    LD in 2022
  • How will AI/ML Define the Future of Recruitment
    in Tech?
  • A Successful Plan for Your Next Campus Recruiting
  • How to Conduct Coding Interviews Cheat Sheet

12 New HR Trends Predictions for 2022 You
Should Plan For
 It's never too early to start planning for
2022.  So, what will be the major HR trends in
2022, and how can you prepare for them?   Here
are some predictions that you should consider
when looking ahead at the HR landscape in
2022. 1. Understanding Younger
Employees  Younger generations place a premium
on work-life balance, preferring flexible
scheduling and remote work alternatives. Managers
and HR experts may create business rules that
will keep younger employees engaged and happy by
knowing about their working habits and career
values.  2. More data-driven human
resources.  HR department deals with a lot of
data, and its past time to put that data to good
use through HR analytics. HR analytics allows
professionals to get a deeper understanding of
the data they collect, allowing them to make more
informed choices and forecasts regarding the
workforce. Business executives will benefit from
these data-driven insights as well. 
3. Employee well-being is a top priority.  Employ
ees are a company's most valuable asset, and it
is HR's responsibility to look after them.
Employee engagement may be improved by
implementing an excellent wellness program.
Employees are more stressed than ever before, and
employers are under pressure to provide workplace
health initiatives. Wellness programs improve
employee well-being and assist employees in
maintaining excellent health, allowing them to be
more productive and engaged at work.   4. AI and
VR are being used to power HR teams.  The
possibility for embedding Artificial Intelligence
(AI) into HR technology has been continuously
growing, and today there are a variety of HR
procedures that benefit from AI integration. Any
HR professional should keep an eye on AI in HR
developments since it guarantees better future
planning while also arming teams with the
necessary skills to drive change.   5.
Innovative Ways to Engage Employees  Employee
engagement is at the heart of many current HR
trends and difficulties. Learning and Development
that helps employees upskill and move ahead in
career is one method HR professionals can keep
their workers happier at work. Employees also
now demand greater information about how
businesses are operated and a say in company
strategy and implementation.  
6. Accepting the Gig Economy.  As the gig
economy grows, the days of regular work may be
numbered. Employees are increasingly opting for
the flexibility of gig employment in fact, the
gig economy already employs a third of the
workforce. HR experts and senior management must
find new methods to maintain their employees
adaptable and efficient as a result of this
transition away from traditional, long-term
employment.  Traditional worker management
methods may be replaced by software and
applications for employee monitoring, onboarding,
and offboarding.   7. Invest more in leadership
development.  As HR teams address the skills gap
produced by the growth of technology in the
workplace, spending may rise much more in the
coming years. HR teams will be more focused on
boosting their organization's leadership
development plans as a result of this obvious
leadership gap. Aside from reskilling or
upskilling, complementary leadership has shown to
be helpful for some businesses.   8. The HR
Outsourcing Market is Expanding.  As HR
responsibilities become more complex, more
companies are looking for ways to improve their
HR departments' efficiency. Surprisingly, this
leads to a trend of outsourcing HR activities to
experts with the necessary skills.  The increased
importance of human resources in business goals,
as well as the widespread use of HR technology,
may be contributing to the rise in HR

9. HR Chatbots Are Becoming the Standard.  Aside
from blockchain and virtual reality, chatbots are
another technology that HR departments are
expected to use to increase employee experience
and efficiency. Chatbots, which are often powered
by AI, automate tasks that take up HR workers'
time, such as answering queries about business
rules and perks. These intelligent assistants may
also give pertinent information for staff
onboarding and training, saving time for everyone
involved.   10. Reskilling  With HR departments
confronting a skills scarcity, statistics show
that reskilling is becoming increasingly
important. Rather than boosting hiring efforts,
more CEOs, executives, and HR teams are focusing
on reskilling and upskilling their staff to
fulfil their businesses' innovation and corporate
goals. LMS software systems, for example, may
assist learning in the workplace by giving
employees on-demand access to chosen
material.   11. Taking the First Steps Towards
Continuous Performance Management  It's
unsurprising that more HR teams are attempting to
establish new techniques for managing employees'
performance, given that most firms believe
current performance management approach fails to
offer value to the business. Companies are moving
away from yearly performance reviews and toward
continuous performance management these days.
Managers are also needed to give enough guidance
not just for improving performance but also for
learning new abilities.  By ensuring that firms
have a culture of open communication and
cooperation, HR professionals may assist
transform performance management practices. 
12. Getting ready for the future workforce.  As
the preceding HR trends and projections
demonstrate, the future promises both great
potential and daunting difficulties for HR
departments. These considerations force HR
professionals to seek out and implement
innovative methods for preserving productivity
and efficiency in their core tasks, particularly
in the areas of employee engagement and
retention.   The way HR professionals operate is
also changing as a result of technological
advancements. While HR software can help with
time-consuming chores, more sophisticated
technologies such as artificial intelligence (AI)
and virtual reality (VR) will provide greater
benefits that HR teams can use for operations
like talent acquisition and analytics.     HR
professionals may anticipate changes in the human
resource sector and begin altering company
procedures as needed to prepare your employees
for the new normal in reaction to the pandemic by
staying up to speed on these HR trends. 
Use Online Assessment Tools to create
a greater impact on LD 2022 
If you're still using the old traditional
approach of testing and assessment, it's time
to modernize!  Lets talk about the value of
online assessment tools in getting the highest
ROI and learning results. An online assessment
may be characterized as an examination/evaluation 
of a person's abilities or skills in relatively
basic words. If you are in the LD sector for a
while, chances are that you already use online
assessments in some form or the other.   How can
online assessments help in learning and
development?  Technology and e-learning have
changed, lifting assessments to the status of a
strong tool for modern learners. Online
assessments tools can help people become more
engaged and improve their learning habits. They
assess mastery of knowledge and abilities, and
training supervisors may utilize the information
gathered to pinpoint areas of strength and
weakness within a learning program.   Skill
Gaps  2022 was the year of virtual training
revolution while 2021 was of virtual training
evolution. Most organizations have adapted to
work and learn from home. In 2022, the biggest
focus areas would be to maximize the outcomes of
virtual learning. The first step to do this is an
accurate skill gap mapping. Using advanced
assessment tools and comprehensive tests, you can
evaluate and plan for skill gaps of your
Training Needs  A skill gaps analysis is often
linked with training needs very closely. However,
both are not the same things. With skill gaps
assessments, you would be able to identify what
are the gaps in skills needed and actual skills
of the employees. While that would be the
starting point, training needs analysis
would consist of a few more important elements
such as analyzing past LD efforts, understanding
the level of training required, and also
answering the questions on format, duration, and
courses/programs needed. Assessments can be used
to identify both skill gaps as well as training
needs. The only difference lies in the way they
need to be designed. In 2022, HR/LD
professionals need to combine the requirements of
both skill gaps and training needs to design the
assessment process for an effective data-driven
LD planning  Milestone assessments Using
milestone assessments during various stages of
the course/program helps you gauge the progress
and impact of learning and helps you set up
learning interventions as the learner is still
learning for better outcomes. Its better to
course correct rather than find out what went
wrong after the program.   Post-training This
goes without saying that mostly assessments are
used after training to determine
the effectiveness of the training and to evaluate
the skill retention of the learners. While, these
are very important to mark the finishing of
training. In 2022, LD professionals need to
ensure that it is not just a one-time activity.
Periodic assessments either in the form
of codathons/stackathons or coding challenges
help you to really figure out the impact of LD.
It also helps you plan and spend efficiently on
continuous learning as you will not be wasting
resources on making your employees go through
same topics again and again. You could really
switch up the formats, experiment with training
delivery, and build more innovative LD programs
if you collect the necessary data on skill
retention post-training.  Rich learning
experiences with integrated assessments  Organiza
tions may now maximize their assessments, thanks
to the growth of learning management systems
(LMSs) into sophisticated training platforms with
built-in authoring and simple modification. One
area with greater promise is the development of
talent through personal learning paths. Through
pre-assessments, frequent measurement,
and personalized learning, users may share
responsibility for their learning path. You
can develop learner-specific objectives and offer
data-driven recommendations to help them achieve
them. This also enables monitoring each learner's
progress in real time and make changes as
required.  Remote personnel might benefit from
on-demand training and courses provided via
online assessment systems. These tools include a
wide range of instructive content, including
presentations, videos, papers, and other
educational materials. With features like screen
sharing, QA sessions, polls, whiteboards, and
more, it can provide your remote employees an
almost-real face-to-face experience.  These
tools can help you assess how engaged your staff
are with different training approaches and
modules. You'll be able to figure out which
training modules work best for your remote
employees this way. 
Conclusion  The use of technology is now
all-pervasive. Technology is already being
employed in the LD business, thanks to Learning
Management Systems and E-Learning technologies.
Accurate findings from online evaluation tools,
as well as personalized recommendations, may be
quite valuable. Not using technology may be
damaging, as its use is increasing every day due
to the benefits it provides.  With the support
of an online evaluation tool, your
training program strives to continue
excellent practices while also implementing
essential modifications for your KPIs, which is
ultimately the secret to your successful
training program. So, are you ready for 2022? 
Creating an assessments toolkit for data-driven
LD in 2022 
  • In the tech world, things move quickly. It's a
    market awash in start-ups, millennials on the
    move, and ongoing changes in how goods and
    software are developed and maintained. 
  • Two areas of learning and development are
    critical to being competitive in the digital
  • Providing training that aids in the quick
    adoption of new technologies 
  • Creating a positive learning environment 
  • Training should also be a priority for
    technology organizations in order to improve
    employee retention. 70 of employees are seeking
    for a new job that will allow them to progress
    their careers. 
  • Technology firms of all sizes must recognize the
    value of offering training to their staff in
    order to reduce turnover. Furthermore, the IT
    business faces the much-discussed skills gap. In
    the age of self-driving vehicles and artificial
    intelligence, IT businesses must recognize the
    importance of training their employees in-house
    to gain skills that cannot be learned at a
  • So, how can LD give training in the technology
    business that respects the organization's needs,
    employee retention, and acquiring top talent at
    the same time? 
  • As a result, an assessment toolkit is a
    significant resource for employee training. 

  • Why create an assessment toolkit? 
  • There are several advantages of creating an 
  • assessment toolkit to guide evaluation efforts 
  • Reliability 
  • Over time, the correct assessment toolkit yields
    the same outcomes. As a result, there is a level
    of consistency or accuracy in these outcomes.
    Consider if the test can produce consistent
    findings every time it is utilized. 
  • Equitable 
  • A good assessment tool is fair, which means it
    does not Favour or disadvantage any of the
    participants. Fair assessment indicates that
    learners are assessed using the most appropriate
    methods and processes for them. To give an
    acceptable performance, each participant must be
    conversant with the exam setting. 
  • Efficiency 
  • There's no need to reinvent the wheel while
    evaluating new solutions when you have templates
    and existing tools. 
  • Other characteristics 
  • A good assessment tool should provide a feedback
    window where high-quality input may be given. 
  • It should entice people to participate in the
  • It should be open, nondiscriminatory, and
    consistent with expectations. 

Context of assessment  The context of assessment
clarifies the target audience and goal of the
instrument, which are specified in instructions
for the assessor, learner, and any contributing
third party. The assessment environment and
settings take into account the characteristics of
the learner cohort that may impact
performance.  Tasks to be administered to the
candidates  The test/assessment should be very
clear to understand. If the test taker looks over
the tasks/questions again and has to clarify the
directions or ask further questions, the
information provided is not accurate or reliable.
Well-designed assessment instructions limit
assessor variance.  Criteria for judging the
quality of performance based on evidence  The
evidence criteria are also known as the
'assessment decision-making guidelines.' These
are the criteria for deciding whether or not a
person has proven competency. The evidence
criteria ensure that the assessment tool's goal
is met and that the learner can exhibit real,
sufficient, authentic, and up-to-date abilities
and information relevant to the
unit.  Impactful Assessment reports The results
of learner assessments are the most immediate
markers of growth and performance. These tests
can be used to measure learner aptitude and
understanding at various stages throughout a
course. LD administrators can utilize benchmarkin
g and pretesting to analyze employee skill gaps
and track their development over time. 
The Assessment Reports also help training
directors better understand learner management
capabilities by recognizing students who thrive
and those who require support.  For example, if
a learner initially scores poorly on certain
skills assessments, but by the conclusion of
their training session, they have greatly
improved, it can be inferred that the learners'
proficiency in this area has thus increased,
indicating that they have upskilled.  Whats
Next?  After an LD team has produced a toolkit,
the process does not end there. First and
foremost, they must make certain that it is
shared. Once the toolkit has been provided, LD
leaders may begin utilizing those useful tools to
celebrate LD assessment, report victories along
the road, and leverage the data. Finally, the
toolkit should be revisited and updated as
needed. A once-a-year assessment of these
resources will suffice to verify that the
portfolio of evaluation and reporting materials
is current and ready to deliver useful data to
drive LD choices and, ultimately, organizational
performance.  Assessments may now be used in
every stage of the skills development process,
from pre-training through experiential learning,
to help organizations establish more diverse and
inclusive workforces, enhance productivity, minimi
ze attrition, and boost employee engagement and
satisfaction. How fantastic is that? 
How will AI/ML Define the Future of Recruitment
in Tech? 
The future is coming, and it's here to stay.
AI/ML (artificial intelligence and machine
learning) are no longer buzzwords - they're the
driving force behind every industry in the world.
As we enter this new era of technology, one area
that will be significantly impacted is
recruitment in tech. Technology has always been a
key player in recruiting practices for IT roles,
but now with AI and ML on board things have never
looked better for talent acquisition. But what
does this mean? And how can you prepare
your organization for what's to
come?  How artificial intelligence (AI) can
change recruiting  So how will AI change
recruiting?  Artificial Intelligence (AI) and
Machine Learning (ML) have revolutionized the
recruitment process by increasing organizational
efficiency and productivity. Automation has
resulted in new paradigms in the traditional
format, which have been widely accepted by
businesses all over the world. AI is the next big
game changer in the recruitment industry, and
organizations that don't explore the
possibilities risk falling behind. AI can now be
used right from identifying the talent gaps,
planning for hiring, to onboarding the right fits
to various job roles. AI/ML adds value by
enabling data-based decision making, predicting
future needs, and personalizing the onboarding
experience for every candidate too. 
Benefits of using artificial intelligence (AI) in
recruitment  The quality of hiring increases  It
reduces time spent on sourcing and recruiting.
It's no secret that tech companies can have a
difficult time finding the right talent.
Automated screening and sorting of resumes With
AI in charge, you can say goodbye to the days of
spending hours reviewing resumes. AI-based
software can analyze large amounts of data in a
matter of seconds and provide understandable
results that decision-makers can consider. AI
solutions not only save time, but also money and
resources.  Unbiased decisions  Biased decisions
are a common issue for businesses of all sizes,
and AI solutions can help minimize this issue.
Because all decisions are based on data
and skills of the candidates, companies have a
great opportunity to hire only the best
candidates based on their true potential and
personality.  Reduced Cost  The cost of each
screening is estimated to be reduced by 60 when
AI/ML screening is used during hiring processes.
This means that technology can save a company a
lot of money by reducing the amount of money it
spends on human resources and recruitment.  Artif
icial intelligence (AI) applications in
recruitment  The ability to post improved
targeted ads that will be seen by the right
people at the right time by using the history of
their online activity is one of the simplest yet
most valuable applications of AI. AI-based
software can analyze a candidate's browsing
history and use it to make decisions. Chatbots can
supplement resumes with additional information
and converse with candidates, answering basic
questions. Virtual assistants can contact
applicants, store information about them,
and analyze interactions with them without having
to start over. 
The advancement of technology and its
applications will be of great help to the
recruiting industry. The goal of AI and machine
learning is not to replace human abilities with
technology. The introduction of automation will
expand opportunities, improve human capabilities,
and improve performance. The use of AI/ML will
aid in the automated completion of repetitive
tasks as well as administrative functions.
Recruiters will also have more time to focus on
strategic and productive hiring rather than
backfilling. They can also spend more time
engaging with candidates and communicating with
them in person to build a relationship with them
that benefits the company's culture and
productivity.  Conclusion  Despite the fact
that Artificial Intelligence is being used in
almost every business sector, recruiters are
still wary of AI solutions. Some of them are
unsure whether machines are capable of performing
this task. Others are concerned that Artificial
Intelligence will eventually replace them.
Furthermore, the latter is correct to some
extent, as machines have already demonstrated
superior abilities in the face of overwhelming
repetitive work. On the other hand, this is why
employing AI in recruiting will raise the value
of human resources as artificial can only enable
human in human resources not replace them.  In
any case, it's critical to recognize that the AI
trend in recruiting isn't going away anytime
soon. It's one of the HR tech trends that will
completely transform recruiting in 2022.
Recruiters must learn about new opportunities and
adapt to changing market conditions. 
A Successful Plan for Your Next Campus Recruiting
When was the last time you reviewed your campus
recruitment strategy?   The process of
identifying, attracting, and hiring young people
with the necessary skills for entry-level
positions is known as campus recruitment.
Businesses have traditionally gone to career
fairs and met with career service teams to find
new recruits.  Employers struggle to find
qualified candidates to fill job openings, and
many students graduate from college with no job
prospects. Furthermore, some jobs are so in
demand that there aren't enough graduates to fill
them.  A good recruiting strategy can help close
the gap between graduates and open positions.
Recruiters should be attracting the best of the
best, which necessitates a more focused
recruiting approach than setting up a table at a
campus job fair and handing out doughnuts.  In a
post-pandemic world, campus recruiting looks to
be very different from what we're used to. The
hybrid campus recruiting practice is steadily
gaining popularity, with colleges planning to
host both in-person and virtual events. Let's use
this knowledge to improve our campus recruiting
efforts by devising a flexible strategy! 
Leverage new technologies to boost engagement
and generate excitement  Using the most
up-to-date technologies, whether your company is
tech-focused or not, can help your campus
recruiting strategy succeed. Handing out flyers
or pinning posters to a few bulletin boards is no
longer enough.  To begin, if you want to reach
out to young talent, your company must be active
on social media.  Second, take advantage of
technology when attending career fairs and
inviting candidates to interviews. Virtual
reality headsets, for example, allow you to use
immersive video tours to show off your sleek
working environments and cutting-edge
facilities.  Make connections between your
company and local campus.  Small businesses with
limited marketing budgets must work harder during
campus recruitment to raise awareness. As a
result, you may need to be connected and become
more involved with the college students.  When
it comes to building relationships with on campus
organizations and career centers, think about the
return on investment. You have a limited amount
of time and resources. It would be foolish to put
them into universities that no longer offer the
major you're looking for or that didn't produce
high-quality hires the year before. 
Create a landing page dedicated to recruiting
early talent.  Landing pages are an important
part of having a strong online presence, and they
can help your company attract new and recent
graduates.  Consider how young people might look
for your job openings and incorporate that
language into a dedicated landing page. Speak to
them in their own language you're promoting your
company as a great place to work, not trying to
sell them something.  That means concentrating
on the learning experience you provide and the
potential impact the role may have on their
future. Make it simple for them to contact you
and learn more about what you're doing.  Utilize
the latest recruitment software for unbiased
screening.  To build a diverse workforce and
give all candidates equal opportunities to find
the right entry-level job for their skills, it's
critical to avoid bias.  Embracing the latest
recruitment software, which matches candidates to
vacancies based on their qualifications, is one
of the most effective ways to do this. Smart
machine learning allows you to screen applicants
more quickly and effectively, allowing even small
businesses to find the best early talent without
unintentionally discriminating.  Explore Yaksha
for campus hiring assessments  Even better, this
is a cost-effective way for even small businesses
to value raw talent over less important
  • Take note of your campus recruitment data. 
  • You may be wasting time and money if you continue
    to invest in campus recruitment
    without analyzing the results. 
  • Take a look at your previous successes. Consider 
  • What colleges have you hired, and how many
    students or graduates have you hired? 
  • How many people became aware of your company
    after you hosted an event? 
  • What is your average retention rate for new hires
    who were recruited on campus? 
  • How many leads (email addresses, callbacks, etc.)
    do your landing pages generate? 
  • All of this information can assist you in
    determining where your recruitment campaign
    requires improvement and which techniques should
    be pursued further. 
  • Use these suggestions to improve your campus
    recruitment strategy and make your company more
    appealing to early talent. It can take a long
    time and a lot of effort to find new employees
    who are ambitious and have the skills to help
    your company succeed. Effective campus
    recruitment, on the other hand, provides real
    long-term value, according to research. 

How to Conduct Coding Interviews Cheat Sheet 
  • The last decade has seen a lateral shift in how
    businesses hire thanks to technology. Not just IT
    industries, most other industries too leverage
    AI, ML, IoT, and other latest tech applications
    for their day-to day or more sophisticated
    business processes. 
  • Technology integration in non-technical
    industries demands the presence of techies in
    their task force. Many a time the hiring of
    engineering talent in non-tech industries is done
    by people without any technical background and
    expertise. But the company can ill afford a bad
    hire, and the need arises to devise a way to hire
    top-notch programmers.  
  • How can you go about it? 
  • Cheat sheets! Do not get upset by the
    nomenclature. This could be just the right thing
    to make the hiring process simpler for those who
    do not have a technical background.  
  • A well-planned, structured coding interview
    conducted after the initial telephonic round
    gives the hirer significant advantages.  
  • First and foremost, the casual applicants get
    eliminated in this round. 
  • A general assessment of problem-solving
    skills, test programming skills, and language
    proficiency level can be conducted. 
  • This provides a performance report for you and
    minimizes inherent bias during the interview
  • Three crucial steps for conducting coding test
    for interviews for engineering talent by non-IT

  • Work with in-house Programmers Team 
  • Not having a technical background, you will most
    likely create a job description in consultation
    with the programmers team. Use this opportunity
    and go about asking questions on the following
    topics and craft programming interview tasks like
    a pro.  
  • Types of tasks a new hire needs to do regularly 
  • Programming Languages proficiency and level of
    experience in coding required for the said job
  • Significance of soft skills in technical jobs. 
  • Skills that the candidate must develop while
    learn on the job. 
  • The general type of work expected from a new
    recruit by the coding team. 
  • Before starting with the interview ask for more
    suggestions from the team and create an effective
    questionnaire for the coding interview.  
  • Work on a Skills Screening Platform for
  • Interview Procedure 
  • Technology is changing and so are the demands of
    the industry. Skill requirements are changing.
    Companies can just not cling to Middle Ages ways
    in terms of the screening process for the
    interview. Hiring structure needs to evolve too
    and asking relevant skill-based questions during
    the interview, will help in assessing the
    candidates job worthiness.  Help might be at
    hand online. Either browse or consult an expert
    to decide on a skill screening platform that
    assesses the programming skills according to
    mathematically and scientifically validated

  • Recruiters checklist should focus on 
  • The mechanism for quality scoring. 
  • Metrics for applicant verification, plagiarism
    prevention, and other such built-in security
  • An effective UX for easy navigation for
    administrative and applicants 
  • Ability to prepare and generate reports with a
    deeply analytical approach 
  • Communication is the Key 
  • The importance of Communication throughout the
    hiring process is a foregone conclusion. The
    importance of communication is more crucial while
    hiring for top-notch engineering
    talents.   Hence carefully work out the pre-
    and post-interview communication. By
    communication both verbal and non-verbal cues are
    to be taken into consideration. It begins with
    the candidates response to your job notification
    and concludes with onboarding. 
  • Few tips for effective communication 
  • Keep the communication lines open with new hires
    to reduce friction during the early months. 
  • Keep yourself also interview ready and run a mock
    interview to envisage the probable questions from
    the applicants. Keep the interview interactive
    and ask for anticipatory suggestions from the
  • Concluding Thoughts 
  • Go ahead and conduct coding interviews with
    confidence using the above-mentioned cheat sheet.
    Use integrated platforms to automate reports and
    results. Take feedback about the interview from
    the applicants. Using this data to analyze your
    own process and the next time you will take the
    interview a notch higher. The interviewer needs
    to be prepared too so as to conduct the coding
    interview with panache. 
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