Harver & HackerRank partnership
Harver is proud to announce our partnership with HackerRank, the leading developer skills company. This new collaborative effort enables HR professionals to seamlessly and simultaneously leverage assessment solutions from both companies to better predict which tech talent will perform better and stay longer within the business.
After all, you don’t hire only half a developer. So why only evaluate talent for tech skills or behavioral fit? With Harver’s partnership with HackerRank, now you can easily do both at the same time.
As part of our partnership, Oliver Staehelin, Harver’s Chief Strategy and Development Officer, sat down with Jesse Sims, HackerRank’s Vice President of Strategic Alliances. Read on to learn more about why HackerRank partnered with Harver, which fields need tech talent most and which developer skills are most in-demand, and which soft skills are critical to assess when evaluating developers.
Harver’s Q&A with HackerRank
Oliver Staehelin (Harver): What motivated HackerRank to partner with Harver?
Jesse Sims (HackerRank): HackerRank partnered with Harver because both companies recognized the need to provide a comprehensive solution for hiring and assessing both technical and non-technical candidates – and to make sure that solution stays laser-focused on a candidate’s real-world, relevant skills.
Harver is known for its expertise in behavioral assessments for talent acquisition and talent development, predictive analytics, and enterprise-grade talent intelligence, while HackerRank is the developer skills authority and leading platform for technical assessments. By joining forces, we can combine our strengths and offer a more holistic, skills-based approach to evaluating and hiring tech talent.
Oliver: Speaking of hiring tech talent, what are the biggest challenges to assessing developers?
Jesse: Employers face several challenges when assessing and hiring developers. One of the biggest challenges is accurately gauging a candidate’s technical skills and capabilities. Today’s hiring processes often over-rely on resumes and traditional interviews, which may not provide a complete picture of a developer’s abilities.
Additionally, evaluating a candidate’s problem-solving and critical thinking skills can be challenging through conventional methods.
What’s more: technology is evolving at a rapid pace, and companies across the globe are in an arms race to out-innovate one other. The key to winning? Technical skills. Developing a firm and accurate pulse on a candidate’s coding skills can be the competitive edge an organization needs to accelerate its innovation efforts.
Oliver: Great points on these challenges. How does HackerRank help employers overcome them?
Jesse: HackerRank provides a platform that allows employers to test candidates’ coding skills through coding challenges and assessments. This approach goes beyond traditional interviews and resumes, allowing employers to see firsthand how candidates solve problems and write code.
The platform also provides automated code evaluation, saving employers time and ensuring objective assessments. The HackerRank platform also provides a world-class interviewing product that allows hiring managers to see technical candidates operate in a real-life environment.
Oliver: What fields are particularly tech hungry now? Which skills are in demand now or will be in the next 5-10 years?
Jesse: Tech talent is in high demand, driven by the increasing reliance on technology and digital solutions in today’s world. Several fields stand out as particularly sought after when it comes to tech professionals.
First, demand remains consistently high for skilled software developers who can create robust, scalable, and user-friendly software solutions. Using mobile app development as an example, expertise in programming languages such as Swift for iOS or Java and Kotlin for Android will be essential. Familiarity with frameworks like React Native or Flutter will also be advantageous for cross-platform development.
Second, the exponential growth of data has led to a surge in demand for data scientists to enable crucial data-driven decision-making. Organizations need developers skilled in programming languages such as Python and R, as well as data manipulation libraries like pandas and NumPy.
Of course, we can’t forget that the need for AI specialists is on the rise. Proficiency in machine learning frameworks and libraries such as TensorFlow, PyTorch, and scikit-learn are and will be essential. Knowledge of programming languages like Python, R, and Java will also be valuable for implementing machine learning algorithms and developing AI-driven applications.
Oliver: What other tech skills should organizations be hiring for to be at the forefront of innovation?
Jesse: In the next 5-10 years, competition will be especially tough for developers with these tech skills and coding language proficiencies.
When it comes to cybersecurity, developers will need a strong foundation in programming languages like Python, Java, C++, or C#. Understanding secure coding practices and frameworks, such as OWASP (Open Web Application Security Project), will also be crucial for building robust and secure applications.
In addition, proficiency in cloud computing platforms like Amazon Web Services (AWS), Microsoft Azure, or Google Cloud Platform (GCP) will be highly sought after. Knowledge of infrastructure-as-code tools like Terraform or cloud automation tools like Kubernetes will also be valuable.
And for augmented/virtual reality (AR/VR), programming languages like C#, C++, or UnityScript (Unity) will be important. Familiarity with AR/VR frameworks like Unity or Unreal Engine will help with creating immersive experiences.
Oliver: We know behavioral fit is important, too. For developers, what soft skills should employers assess?
Jesse: Alongside technical skills, there are several critical soft skills for developers to build and for employers to assess. Effective communication is crucial, as developers often need to collaborate with team members and effectively convey their ideas and progress.
Problem-solving abilities, creativity, adaptability, and a willingness to learn and stay updated with emerging technologies are also essential qualities. Employers may assess these soft skills through behavioral assessments, teamwork exercises, or situational assessments.
Oliver: Excellent insights, Jesse. Before we wrap up, any last thoughts on how the HackerRank and Harver partnership will help employers hiring tech talent?
Jesse: HackerRank’s partnership with Harver can help employers better hire tech talent by providing a more comprehensive evaluation process. Harver’s expertise in pre-employment predictive analytics in behavioral assessments compliments HackerRank’s technical skills assessment platform.
This combined solution can offer employers a more accurate and data-driven approach to assessing candidates, allowing them to make more informed hiring decisions. The partnership brings together the strengths of both companies, enabling a more holistic evaluation of developers’ abilities and potential fit within an organization. By leveraging technical skills assessments and behavioral evaluations, employers can identify candidates who possess the right skills, fit the company culture, and have the highest potential to succeed in the role.
Your next step for holistically assessing tech talent
Give your recruiters and hiring managers the full view of developers and other tech job seekers. Schedule a demo to learn more about Harver’s behavioral assessments or download our datasheet on the Harver and HackerRank partnership.
To see why 3,000 companies like Peloton and LinkedIn use HackerRank to assess coding and other tech skills, visit HackerRank.com
