Digital Transformation in IT recruitment

The world of recruitment is shifting rapidly. Digital transformation is revolutionizing businesses, and the IT industry is no exception. Companies are now focusing on building an attractive talent pool for the next phase of digital disruption by incorporating new technology and processes into the recruitment process. With the advent of Digital technology, it’s never been more important for recruiters to have the right tools and resources to succeed.

Let’s examine the recruitment practices in the IT industry in the 1990s and how they have changed due to digital transformation.

IT recruitment in the 90s

There was significant demand for talent during the 1990s as the IT industry was expanding quickly. However, the hiring procedure for IT positions was very dissimilar from now. The internet was less widely available than now, meaning job seekers had to rely on more traditional methods of finding job openings.

At that time, recruiters would get offline resumes in the mail, scan them using software, and enter the information into a database. It also includes placing classified advertising in newspapers and journals and attending job fairs and networking events. In contrast to submitting a resume online through a job portal, resumes were usually sent or given in person to the company. As a result, applying for a job could take a lot of work.

The Decade of Noughties (2000-2009)

With the internet booming and then came websites for everything. Recruiters started posting online job boards while waiting for people to apply online. Online recruitment boards began to grow and evolved into the current recruitment landscape. 

 Another popular method of recruitment was through recruitment agencies. These agencies would act as intermediaries between companies looking to hire IT professionals and job seekers looking for IT positions. Recruitment agencies typically have a database of candidates and match them with available work based on their skills and experience.

Social recruiting era

The rise of social media paved a new path for recruiters, as social media has become an essential tool for recruiting and hiring top talent. With a vast pool of potential candidates at their fingertips, companies can easily connect with professionals in their industry, advertise open positions, and attract top candidates through social media platforms like LinkedIn, Twitter, and Facebook.

In today’s digital age, One of the significant advantages of recruiting through social media is the ability to target specific groups of people. Companies can use hashtags and targeted advertising to reach specific demographics, such as recent college graduates or experienced professionals in a particular field. Allowing recruiters to narrow their search and find the best candidates for their open positions.

Social media allows companies to showcase their culture and values, attracting candidates seeking a company that aligns with their personal goals. By sharing company updates and content, recruiters can provide candidates with a glimpse into the company culture and attract those who fit it. Social media recruitment offers an efficient and cost-effective way to connect with and screen candidates. Instead of spending time and resources on job fairs or resume databases, recruiters can use social media to quickly and easily connect with candidates.

Malpractice during assessments has been drastically reduced since the inception of AI in recruitment. AI-based proctoring tools have come up in large numbers to assist recruiters in identifying potential resources and eliminate candidates that indulge in malpractices.

Additionally, artificial intelligence (AI) in IT recruitment has become increasingly popular in recent years, allowing companies to automate certain aspects of the hiring process and find the best candidates for their open roles. AI-powered recruitment tools such as neohire can analyze resumes and job descriptions to identify the most qualified candidates, saving time and resources for recruiters. 


Overall, digital transformation transforms IT recruitment by making it more efficient, effective, and convenient. By leveraging social media and AI, businesses are transforming recruitment with the newfound channel and cutting-edge technology. Companies that embrace these technologies will be well-positioned to find and hire the best talent in the industry.

Rise of Coding Assessment Softwares

Ever since the dawn of AI in recruiting, coding assessment software has become increasingly popular in recent years to evaluate candidate’s technical skills.   

Using an assessment software now is the most straightforward approach for evaluating developers, while it has been different in the past. Let’s look at the history of coding interviews and what led to the rise of coding assessments.    

Whiteboard Interviews

Back then, candidates were required to code on the whiteboard!!. Bizarre, isn’t it?

This method was long-used and quite popular in the ’80s, ’90s and even in the early 2000s to evaluate a developer’s skills. This approach was known as the Whiteboard Interview. 

Candidates who make it to the in-person whiteboard interview have a couple of hours to show the tech team how quickly and concisely they can code. They have to stand up, turn to a whiteboard and handwrite code from scratch while a handful of senior developers scrutinize their every word and move. 

Whiteboard exercises weren’t designed to be quick, scalable, or solve real-world issues to secure top talent hiring. Most questions would last an hour, while job interviews take up to a whole day and they seldom simulate real-world problems. This strategy was effective enough back then as software developer professions were relatively new to the market.

The Microsoft Way 

The turn of the millennium marked a new era in coding interviews. Microsoft was a pioneer in the coding interview as they test not only a candidate’s technical knowledge and coding ability but also their problem-solving skills in a creative manner. Interviewers often brought questions like these to test their logical thinking abilities,  

1. There are three ants at the three corners of a regular triangle. Each ant starts moving in a straight line toward another randomly chosen corner. What is the probability that none of the ants will collide?

2. Suppose you have eight billiard balls. One of them is defective – it weighs more than the others. How do you tell, using a balance, which ball is faulty in two weightings?

As funny as it sounds, Microsoft’s technical interviews always had some brain teasers or required logical thinking to answer the questions. Bill Gates’s obsession heavily influenced this with puzzles, and it was Gate’s idea to present dilemmas in interviews.

But over the years, these became less popular in favour of technical screening software as the latter was set to change the game forever.  

As the need for software developers grew, businesses started looking for alternate methods of efficiently hiring. The assessment software was seen as a proven solution and started to gain popularity as a critical component of the screening process to evaluate a candidate’s coding efficacy.   

The coding assessment software began to dethrone Whiteboard and Microsoft’s interviewing methods. Because of the tech industry’s realisation that it will need to hire a lot more developers to support the industry’s exponential growth.   

So, what is Coding Assessment Software?

In simple terms, coding assessments are tests that are given to candidates to evaluate their technical ability. Using this Technical screening, companies can test job candidates’ coding skills by presenting them with challenges or tasks they must complete using a programming language.  

The quickening pace of advanced technologies

In the 1990s, recruiters made the best of the available resources. Now, modern recruitment started implementing more technologically advanced methods to screen and test a developer’s communication and coding abilities without a whiteboard and marker. The coding Assessment software enables remote viewing, editing, and discussion of programming challenges in a faster and more scalable way in real time.  

Greater demand for skilled developers

The rising need for qualified developers is one factor in the growth of technical screening platforms. With the proliferation of technology in every industry, there is a growing need for developers who can build and maintain software systems. As a result, businesses are ready to spend on resources that will enable them to find and hire the best individuals.  

Coding assessment software also offers convenience and flexibility for both companies and candidates. These platforms make it easy for companies to administer tests and review results, saving time and resources. For candidates, it allows them to complete the assessment at their own pace and from the comfort of their own homes, making the hiring process more convenient and accessible.  

Analyzing in-depth skills

Another factor contributing to the popularity of coding evaluation platforms is their capacity to offer a more impartial and uniform method of evaluating candidates’ abilities. Traditional techniques for assessing coding skills, such as reviewing resumes and conducting interviews, can be arbitrary and biased. Contrarily, coding assessment tools let businesses evaluate applicants for particular competencies and take a consistent performance measurement of their results.  


The rise of coding assessment software reflects the growing importance of technical skills in the job market and the need for companies to find reliable and efficient ways to evaluate candidates. As the demand for developers continues to rise, the technical screening will become even more widespread and sophisticated in the coming years.