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HackerRank 2018 Tech Recruiting Report: What managers and recruiters value most

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The 2018 HackerRank Tech Recruiting Report is out and gives us a clear picture of what hiring managers and tech recruiters value the most during the hiring process. Is it extensive experience, important open source contributions or a prestigious university degree? Make sure you take some notes.

Gather round my friends, it is time for another HackerRank report! The 2018 Tech Recruiting Report is out and loud! 973 respondents participated in this survey between March 19 and April 16, 2018. The respondents include hiring managers, tech recruiters and reviewers who were recruited via email (community members, customers and prospects) and through social media sites. The respondents came from 50 countries and the survey results were analyzed using IBM-SPSS.

But enough with the methodology and technicalities; let’s dive into the highlights of the report!

At first glance, there is no huge discrepancy in the responses between hiring managers and tech recruiters. However, it is widely interesting to take a look at the different aspects of the hiring processes and what hiring managers and tech recruiters find most crucial.

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When it comes to the success metrics in tech recruiting, managers and recruiters seem to agree that the quality of skills is the most crucial. However, tech recruiters seem to value future performance much more than managers, while time to close is not that important for recruiters as it is for managers.

Internal referrals and job portals win the candidate sourcing war. Both managers and recruiters agree that these two methods are the most effective while hackathons – surprise, surprise – are listed as the least effective!

Consistent with the responses to the question seen above “What are your most important success metrics in tech recruiting?”, hiring managers report that skill assessment is the part in technical recruiting process in which they would invest most. On the other hand, tech recruiters respond to the same question with “improve sourcing”. Tech talent branding seems also important for recruiters.

The most important qualification for technical candidates is, by far, previous work experience; no surprise there. However, to some developers’ surprise and disappointment, open source contributions are not that highly regarded, while general community activities and hackathons hit rock bottom.

Despite the fact that computer science and related education is regarded as an important qualification, the significant majority of the respondents state that they have hired a great candidate with a weak resume.

And last but not least, let’s talk some AI. Would you dare to think that AI developments could be missing from tech hiring processes? Surprisingly enough, the prospect of reducing bias is the least favorable among the potential AI applications while sourcing is by far the most popular, at least for tech recruiters.

It is always exciting and interesting to review the results of the HackerRank reports! All in all, I could say that I did not encounter any *amazingly* big surprises. I was, however, a bit disappointed to see that open source community contributions and hackathons rank so low on the list; I am well aware of the countless hours and huge effort developers put into these projects and, I just hoped, it would be of more significance for the employers as well.


Eirini-Eleni Papadopoulou
Eirini-Eleni Papadopoulou was the editor for Coming from an academic background in East Asian Studies, she decided that it was time to go back to her high-school hobby that was computer science and she dived into the development world. Other hobbies include esports and League of Legends, although she never managed to escape elo hell (yet), and she is a guest writer/analyst for competitive LoL at TGH.

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3 years ago

Internal referrals are some of the most dangerous referrals to a company. You ever hear the phrase you are the average of the 5 people you spend the most time with?

Well when you do internal referrals your chances are lower of bringing new innovation onto your team. Often this can cause a company to simply dead lock, being unable to produce and adapt to changing markets.