Boardroom: How recruitment contests are moulding the objective anatomy in tech hiring

By Sukriti Yaduwanshi 5 Min Read Published on: 22nd Sep 2021

With the advancement of time, there is a change in recruitment strategies as well. Employing software developers, programmers or any tech role requires recruiters to attract the talent within a limited time period. In this candidate-centric world, recruiters are expected to adopt more creative ways to attract top tech talent. Be it personalized emails, fancy job descriptions or rolling out the best technical evaluation, in this two-way process of recruitment experience, it's critical to strategically move forward.

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In order to discuss the relevance of recruitment contests and understand how recruitment leaders perceive and plan them, we conducted a boardroom session with four savvy industry leaders.

  • Bindu Venkatesh, Vice President - Human Resources and Training, Oracle
  • Vijay Linus, Head - Early in Careers, Netapp APAC
  • Neetu Singh, Global Head Talent Acquisition & Development, FarEye
  • Rakhi Deshpande, Talent Acquisition Leader, Zinnov

Key takeaways from the discussion:
  • The recruitment contests organised by companies are a two-way process of creating an impact. Complete assessment of employee by the employer and vice versa
  • Assessment tools such as hackathons are great for evaluating the calibre of candidates. Recruitment contests are not just for hiring the best candidates but also for solving complex business problems
  • Startups face a time crunch hiring the right talent. That's where companies like TechGig are playing a crucial role
  • Resumes or CVs are the most unreliable documents in the digital world. Recruitment contest eliminates dependency and removes bias based on experience
  • Great evaluation experience is an important part of the process
  • Various permutations and combinations of soft skills, personality, and technical competence will be looked into while hiring

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