Corporate Compassion in the New Normal: Where Do You Stand?

“I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” - Maya Angelou

These words of Maya Angelou ring loud, even more so in the wake of a global pandemic. At the start of COVID, the tech industry faced new challenges, and then some, when it came to adapting to the “new normal” of remote work.And then, we were hit by a second, more virulent wave. We saw a hybrid work environment with half the workforce working from home, and the rest from the office, as the next “new normal.” With the ever-evolving view of what ‘new normal’ means, one thing is for certain at this point. Such unprecedented times call for unprecedented measures, especially in the work environment.An entirely new approach to leadership is required; one that grounds its fundamentals in practicing compassion. Every organization needs to act as an agent of change to create a compassionate as well as an inclusive workplace - for where would organizations stand without the support of their people?

COVID has brought corporate compassion into sharp focus

The past year of working remotely has changed a lot of things for companies as well as employees. We have all become more understanding. All of us had to drop off calls midway through for various reasons; we’ve become familiar with our colleagues’ kids and pets too.Work culture has undergone a dynamic shift with employees being cognizant of their colleagues’ family needs, respecting boundaries, and l caring for each other a lot more than before. Employees have even agreed to take lesser pay if it meant avoiding layoffs for other teams in their organization. As leaders, having open and honest communication about the financial standing of the company goes a long way in gaining the loyalty of your workforce.Corporate compassion is expected now. Employees are better engaged by empathetic leaders who do not shy away from difficult conversations. According to the 2021 State of Workplace Empathy report by Businesssolver, nearly 72% of respondents believe empathetic organizations lead to more motivated employees, which in turn leads to higher productivity.

Recommended read: How To Build Safe And PROUD Workplace - A Personal Story

Encourage everyone to discuss their individual experiences and perspectives so that you can collectively re-emerge into the next normal. The pandemic’s most important lesson is that businesses can’t go it alone. Preparing for the future requires a concrete plan that focuses on building a compassionate organization.

How to foster a compassionate workplace

A company with a conscience is a formidable thing to reckon with in today’s evolving world. Also, the best talent in the market gravitates toward a company that truly cares about its employees.Here’s what you can do to cultivate corporate compassion, as well as comfort, and address the concerns of your employees, to build a resilient workforce for the future.

Design employee-forward strategies that focus on safety and well-being

In the aftermath of COVID, the primary concern of organizations should be that of the safety of their people. While it is crucial to follow government guidelines about reopening workplaces, we have to go beyond that to provide additional well-being benefits to employees.Offer flexibility of hours and location of work to your employees. If the past year has shown something, it is that we can get things done as well as maintain a high level of productivity, right from our homes. Give them a choice about where they want to work; be it the office or remotely.The key is to create a hybrid work environment and achieve a balance between physical office space and remote work.

Check in with employees regularly

With your team working remotely, it is important to not let them feel disconnected. Regular, consistent communication helps make your employees feel seen and appreciated. Check in with them about how they are doing if they are facing any challenges, and how you can help. Publicly recognize compassionate acts taken by others to further encourage a mutually supportive community.Take care of your people and back them up with practical support like additional sick days, extended leave, and increased health coverage. Alleviating such basic concerns of your employees will help them be more productive.

Recognize your people’s grief and help them heal

As organizations slowly navigate going back to work, leaders must recognize that employees will need different kinds of support in the aftermath of COVID. It is not as simple as asking people to calm down, move on and expect business to continue as usual.Instead of issuing blanket policies or thinking that all employees need the same kind of support, address each individual’s grief separately. They could be experiencing anxiety about future losses, feeling out of control, worrying about unstable job situations, or coping with the possible loss of loved ones.Be sensitive to different experiences, find the right interventions and adjust them specifically for each employee’s situation; ask them how you can offer your support. As a leader, help your employees find meaning in their grief so that they can heal from it and move forward toward a semblance of normalcy.

Allow for differences in how others cope

Not everybody reacts to a situation in the same way. It is important to hold open discussions where you can learn what your employees need and then create a safe environment for them. As a compassionate leader, you need to validate whatever feelings your employees express as normal, and then go about addressing them.Mental well-being is just as important as physical well-being. Providing safe workplace forums, putting your employees in touch with mental health experts, and ensuring they get the help they require will go a long way in helping them move past this situation.

Be transparent with employees to build trust

The pandemic had resulted in several of the tech giants laying off employees. Instead of keeping your employees in the dark, give them clarity about the financial implications of the crisis on the company. They will appreciate honesty and feel involved in the decision-making process. Alternative plans can be made instead of resorting to layoffs and an empowered workforce will only make it easier to achieve favorable outcomes.

Recommended read: Building Future-Ready Tech Teams

Corporate compassion dictates the way forward

Compassionate leaders are better equipped to shepherd their employees into a post-crisis next normal; organizations that realize the paramount importance of acting with integrity and compassion will be more likely to thrive in a post-pandemic world. This is critical to employee wellbeing, productivity, and retention.The time has come to ask yourselves. Where do you stand?

It is okay if you do not have all the answers but sometimes, all it takes is to listen to your workforce and act on that basis. Being mindful and understanding is key, which is not all that hard to do, eh?

Revolutionizing Mobile Talent Hiring: The HackerEarth Advantage

The demand for mobile applications is exploding, but finding and verifying developers with proven, real-world skills is more difficult than ever. Traditional assessment methods often fall short, failing to replicate the complexities of modern mobile development.

Introducing a New Era in Mobile Assessment

At HackerEarth, we're closing this critical gap with two groundbreaking features, seamlessly integrated into our Full Stack IDE:

Now, assess mobile developers in their true native environment. Our enhanced Full Stack questions now offer full support for both Java and Kotlin, the core languages powering the Android ecosystem. This allows you to evaluate candidates on authentic, real-world app development skills, moving beyond theoretical knowledge to practical application.

Say goodbye to setup drama and tool-switching. Candidates can now build, test, and debug Android and React Native applications directly within the browser-based IDE. This seamless, in-browser experience provides a true-to-life evaluation, saving valuable time for both candidates and your hiring team.

Assess the Skills That Truly Matter

With native Android support, your assessments can now delve into a candidate's ability to write clean, efficient, and functional code in the languages professional developers use daily. Kotlin's rapid adoption makes proficiency in it a key indicator of a forward-thinking candidate ready for modern mobile development.

Breakup of Mobile development skills ~95% of mobile app dev happens through Java and Kotlin — This chart illustrates the importance of assessing proficiency in both modern (Kotlin) and established (Java) codebases.

Streamlining Your Assessment Workflow

The integrated mobile emulator fundamentally transforms the assessment process. By eliminating the friction of fragmented toolchains and complex local setups, we enable a faster, more effective evaluation and a superior candidate experience.

Old Fragmented Way vs. The New, Integrated Way — Visualize the stark difference: Our streamlined workflow removes technical hurdles, allowing candidates to focus purely on demonstrating their coding and problem-solving abilities.

Quantifiable Impact on Hiring Success

A seamless and authentic assessment environment isn't just a convenience, it's a powerful catalyst for efficiency and better hiring outcomes. By removing technical barriers, candidates can focus entirely on demonstrating their skills, leading to faster submissions and higher-quality signals for your recruiters and hiring managers.

A Better Experience for Everyone

Our new features are meticulously designed to benefit the entire hiring ecosystem:

For Recruiters & Hiring Managers:

Accurately assess real-world development skills.
Gain deeper insights into candidate proficiency.
Hire with greater confidence and speed.
Reduce candidate drop-off from technical friction.

For Candidates:

Enjoy a seamless, efficient assessment experience.
No need to switch between different tools or manage complex setups.
Focus purely on showcasing skills, not environment configurations.
Work in a powerful, professional-grade IDE.

Unlock a New Era of Mobile Talent Assessment

Stop guessing and start hiring the best mobile developers with confidence. Explore how HackerEarth can transform your tech recruiting.

A New Era of Code

Vibe coding is a new method of using natural language prompts and AI tools to generate code. I have seen firsthand that this change makes software more accessible to everyone. In the past, being able to produce functional code was a strong advantage for developers. Today, when code is produced quickly through AI, the true value lies in designing, refining, and optimizing systems. Our role now goes beyond writing code; we must also ensure that our systems remain efficient and reliable.

From Machine Language to Natural Language

I recall the early days when every line of code was written manually. We progressed from machine language to high-level programming, and now we are beginning to interact with our tools using natural language. This development does not only increase speed but also changes how we approach problem solving. Product managers can now create working demos in hours instead of weeks, and founders have a clearer way of pitching their ideas with functional prototypes. It is important for us to rethink our role as developers and focus on architecture and system design rather than simply on typing c

The Promise and the Pitfalls

I have experienced both sides of vibe coding. In cases where the goal was to build a quick prototype or a simple internal tool, AI-generated code provided impressive results. Teams have been able to test new ideas and validate concepts much faster. However, when it comes to more complex systems that require careful planning and attention to detail, the output from AI can be problematic. I have seen situations where AI produces large volumes of code that become difficult to manage without significant human intervention.

AI-powered coding tools like GitHub Copilot and AWS’s Q Developer have demonstrated significant productivity gains. For instance, at the National Australia Bank, it’s reported that half of the production code is generated by Q Developer, allowing developers to focus on higher-level problem-solving . Similarly, platforms like Lovable or Hostinger Horizons enable non-coders to build viable tech businesses using natural language prompts, contributing to a shift where AI-generated code reduces the need for large engineering teams. However, there are challenges. AI-generated code can sometimes be verbose or lack the architectural discipline required for complex systems. While AI can rapidly produce prototypes or simple utilities, building large-scale systems still necessitates experienced engineers to refine and optimize the code.

The Economic Impact

The democratization of code generation is altering the economic landscape of software development. As AI tools become more prevalent, the value of average coding skills may diminish, potentially affecting salaries for entry-level positions. Conversely, developers who excel in system design, architecture, and optimization are likely to see increased demand and compensation.
Seizing the Opportunity

Vibe coding is most beneficial in areas such as rapid prototyping and building simple applications or internal tools. It frees up valuable time that we can then invest in higher-level tasks such as system architecture, security, and user experience. When used in the right context, AI becomes a helpful partner that accelerates the development process without replacing the need for skilled engineers.

This is revolutionizing our craft, much like the shift from machine language to assembly to high-level languages did in the past. AI can churn out code at lightning speed, but remember, “Any fool can write code that a computer can understand. Good programmers write code that humans can understand.” Use AI for rapid prototyping, but it’s your expertise that transforms raw output into robust, scalable software. By honing our skills in design and architecture, we ensure our work remains impactful and enduring. Let’s continue to learn, adapt, and build software that stands the test of time.

Ready to streamline your recruitment process? Get a free demo to explore cutting-edge solutions and resources for your hiring needs.

What is Systems Design?

Systems Design is an all encompassing term which encapsulates both frontend and backend components harmonized to define the overall architecture of a product.

Designing robust and scalable systems requires a deep understanding of application, architecture and their underlying components like networks, data, interfaces and modules.

Systems Design, in its essence, is a blueprint of how software and applications should work to meet specific goals. The multi-dimensional nature of this discipline makes it open-ended – as there is no single one-size-fits-all solution to a system design problem.

What is a System Design Interview?

Conducting a System Design interview requires recruiters to take an unconventional approach and look beyond right or wrong answers. Recruiters should aim for evaluating a candidate’s ‘systemic thinking’ skills across three key aspects:

How they navigate technical complexity and navigate uncertainty
How they meet expectations of scale, security and speed
How they focus on the bigger picture without losing sight of details

This assessment of the end-to-end thought process and a holistic approach to problem-solving is what the interview should focus on.

What are some common topics for a System Design Interview

System design interview questions are free-form and exploratory in nature where there is no right or best answer to a specific problem statement. Here are some common questions:

How would you approach the design of a social media app or video app?

What are some ways to design a search engine or a ticketing system?

How would you design an API for a payment gateway?

What are some trade-offs and constraints you will consider while designing systems?

What is your rationale for taking a particular approach to problem solving?

Usually, interviewers base the questions depending on the organization, its goals, key competitors and a candidate’s experience level.

For senior roles, the questions tend to focus on assessing the computational thinking, decision making and reasoning ability of a candidate. For entry level job interviews, the questions are designed to test the hard skills required for building a system architecture.

The Difference between a System Design Interview and a Coding Interview

If a coding interview is like a map that takes you from point A to Z – a systems design interview is like a compass which gives you a sense of the right direction.

Here are three key difference between the two:

Coding challenges follow a linear interviewing experience i.e. candidates are given a problem and interaction with recruiters is limited. System design interviews are more lateral and conversational, requiring active participation from interviewers.

Coding interviews or challenges focus on evaluating the technical acumen of a candidate whereas systems design interviews are oriented to assess problem solving and interpersonal skills.

Coding interviews are based on a right/wrong approach with ideal answers to problem statements while a systems design interview focuses on assessing the thought process and the ability to reason from first principles.

How to Conduct an Effective System Design Interview

One common mistake recruiters make is that they approach a system design interview with the expectations and preparation of a typical coding interview.
Here is a four step framework technical recruiters can follow to ensure a seamless and productive interview experience:

Step 1: Understand the subject at hand

Develop an understanding of basics of system design and architecture
Familiarize yourself with commonly asked systems design interview questions
Read about system design case studies for popular applications
Structure the questions and problems by increasing magnitude of difficulty

Step 2: Prepare for the interview

Plan the extent of the topics and scope of discussion in advance
Clearly define the evaluation criteria and communicate expectations
Quantify constraints, inputs, boundaries and assumptions
Establish the broader context and a detailed scope of the exercise

Step 3: Stay actively involved

Ask follow-up questions to challenge a solution
Probe candidates to gauge real-time logical reasoning skills
Make it a conversation and take notes of important pointers and outcomes
Guide candidates with hints and suggestions to steer them in the right direction

Step 4: Be a collaborator

Encourage candidates to explore and consider alternative solutions
Work with the candidate to drill the problem into smaller tasks
Provide context and supporting details to help candidates stay on track
Ask follow-up questions to learn about the candidate’s experience

Technical recruiters and hiring managers should aim for providing an environment of positive reinforcement, actionable feedback and encouragement to candidates.

Evaluation Rubric for Candidates

Facilitate Successful System Design Interview Experiences with FaceCode

FaceCode, HackerEarth’s intuitive and secure platform, empowers recruiters to conduct system design interviews in a live coding environment with HD video chat.

FaceCode comes with an interactive diagram board which makes it easier for interviewers to assess the design thinking skills and conduct communication assessments using a built-in library of diagram based questions.

With FaceCode, you can combine your feedback points with AI-powered insights to generate accurate, data-driven assessment reports in a breeze. Plus, you can access interview recordings and transcripts anytime to recall and trace back the interview experience.

Learn how FaceCode can help you conduct system design interviews and boost your hiring efficiency.

Corporate Compassion In The New 'New Normal': Where Do You Stand?

COVID has brought corporate compassion into sharp focus

How to foster a compassionate workplace

Design employee-forward strategies that focus on safety and well-being

Check in with employees regularly

Recognize your people’s grief and help them heal

Allow for differences in how others cope

Be transparent with employees to build trust