“Every hire is an investment for a company. A good hire will give you a higher ROI; if it is a bad hire, it will cost you a lot of time and money.” Especially in tech hiring! An effective tech recruitment process helps you attract the best talents, reduce hiring costs, and enhance company culture and reputation. Businesses increasingly depend on technical knowledge to compete in today’s fast-paced, technologically driven world. Online platforms that provide technical recruiting solutions have popped up to assist companies in finding and employing top talent in response to this demand. The two ..read more

If you are craving some stability and have had enough adventures, then you are definitely not alone. Over the last 3 years, I’ve had enough of rollercoaster rides – metaphorically and literally. Seeing the post-COVID hiring frenzy descend into chaos has not been easy for me or others in the recruiting community. With tech companies laying off more employees in Q1 ’23 (more than the entire 2022), good news has been hard to come by. For my first update in 2023 – a new endeavor I decided to take up this year – I would have liked the industry to be in a much better place than where it currently s ..read more

Before you invest in hiring an employee, you need to ask yourself this one question: “What is the cost of hiring a new employee?” The costs involved in every organization are different. For some, the costs are lower and for some, they are higher. If the cost per hire for your new hires is lower, you’re doing it right. But if it’s the latter, you need to revisit your recruitment costs and optimize them. And how to do it? Well, this article outlines everything that you need to know: What is cost-per-hire? What is the cost-per-hire formula? How to calculate this metric? How to use cost-per-hire ..read more

Lately, you are finding it difficult to onboard talented candidates. You notice a lot of candidates are dropping off at the job application stage, some have stopped replying to you after the interview, and some more have simply ghosted you, post rolling out an offer letter. If this continues and promising talent keeps dropping out of your hiring process, you know the answer. It’s 2 words—candidate engagement. Your candidate engagement strategies are not at par with what modern candidates will tolerate in hiring. Indeed, a recent report by Appcast shows that a whopping 92% of candidates do not ..read more

At the time of writing this, we’re all in the middle of a meltdown in the tech industry. Companies like Meta have had to lay off up to 13% of their workforce, and Amazon had to trim the salaries of 50% of its employees this year to manage budgets. If you’re one of these companies that had to lay off members of your tech team or are finding it hard to hire due to fiscal constraints, then you’re undoubtedly facing a talent crunch. Now, you have two choices: Choice 1. Hire employees on a tight budget  Choice 2: Ask existing employees to take on the responsibilities handled by the employees ..read more

The age of artificial intelligence is finally here. With the advent of technology, a lot of work is being automated and it is creating an impact in every sector. ChatGPT made a public debut in November and since then has been the top headline of every tech blog. Let’s learn about the various uses of ChatGPT in hiring, how it is making manual work easy, and how it is scary and efficient at the same time. A note about LLMs LLM stands for Large Language Model, which is a type of machine learning model designed to process and generate human-like natural language. LLMs are typically built using ne ..read more

“Interns are the bottom of the surgical food chain” — Dr. Bailey, Grey’s Anatomy I’m sure a lot of you are familiar with this quote from the popular medical drama, where surgical interns are made to do all the grunt work. They are treated as nobodies—but interns in the tech industry are a whole other ball game! Tech companies compete with each other to hire freshers, interns, and students. They want to build and nurture relationships with the next generation of workers as early as possible. Consequently, campus recruiting becomes the holy grail for companies and their big chance to snap up to ..read more

As a recruiter, I want to send a message to all the busy hiring managers out there: some of us want to be your new best friend.  No, seriously! No one gets it quite like us. We understand the frustration that comes with sifting through hundreds of resumes, all with the added pressure of trying to find the perfect candidate for your team. And let’s face it, you have a lot on your plate already. You’re running a team, managing projects, and making sure everything is running smoothly. To put it bluntly, you simply don’t have the time to dedicate to the hiring process that it deserves. We ar ..read more

Imagine this: You went to a restaurant for lunch. There is a 30 min wait period and you decide to wait since you heard great things about their food. After 45 minutes, you get a table but there is no waiter in sight to request a menu card. A waiter finally comes up to you, looks disinterested in taking your order, and doesn’t even get you a water bottle. You wait 20 more minutes after placing your order and decide you had enough. You get up and leave—without even tasting the food. Now, the figurative restaurant is your job application process. If the process is slow, lengthy, and complicated ..read more

You won’t attract most candidates – no matter how hard you sell or how much employer branding content you drown them in (even if it’s dipped in caramel chocolate). They’re just not your piece of cake. If candidates aren’t impatiently picking up what you’re throwing down, know this: You don’t have a funnel problem. Or a reputation problem. You don’t have a recruiting strategy problem. No, it’s not a candidate outreach problem either. You don’t have a candidate experience problem. Neither do you have a talent market or competition problem. These are all symptoms of a bigger problem. The problem ..read more