Tag: recruitment

Talent Retention in IT Outsourcing Companies: A Persistent Myth?

“Talent retention” is one of the most frequently used phrases in the IT industry.

Company presentations highlight about it, HR policies built around it, leadership always talk about it in townhall meetings. Yet, in reality true talent retention in many IT outsourcing companies feels more like a myth than an achievable outcome.

The Nature of IT Outsourcing

At its core, IT outsourcing is project-driven. Engineers are hired to work on client requirements, timelines, and budgets that are outside the company’s control. When projects end, change direction, or stop funding, teams are reshuffled or released.

This creates an environment where stability is promised, but uncertainty is built into the business model.

Unlike product companies, outsourcing firms rarely build something they fully own. Developers often short-term deliverables. Over time, this limits emotional ownership and long-term attachment to the work.

Skill Growth vs. Career Growth

Outsourcing companies often argue that exposure to multiple clients accelerates learning.

But is that a truth? Developers may gain surface-level exposure to many technologies but not always the enough depth to master.

Career growth is constrained by:

Flat role structures

Promotion cycles tied to headcount needs, not merit

Titles that change faster than responsibilities

The Market Works Against Retention

In countries like Sri Lanka, the IT talent market is highly competitive. Skilled professionals are approached with:

  • Better salaries
  • Remote opportunities with global companies
  • Product-based roles with clearer ownership

In such an environment, loyalty alone cannot compete with opportunity.

A Shift From Retention to Better Engagement

Keeping large numbers of engineers for the long term is seems impossible, especially in IT outsourcing. We should accept it as it is rather trying to protect what isn’t actually works.

Instead of asking, “How do we keep people for 5–10 years?” a better question might be

“How do we create a place where people do their best work while they are here?”

Shorter tenures are not necessarily failures. If an engineer leaves after a short period of time with stronger skills, positive experiences, and professional respect, that relationship has still delivered value on both sides.

Companies that focus on transparency, meaningful work, and realistic expectations may not retain everyone but will earn a stronger reputation, better referrals, and quality talent over time.

5 Modern Interview Questions for Software Engineers in the Age of AI

Assessing technical skills is never easy. A technical interview is useful not only because it tests coding ability, but also because it reveals how someone thinks, communicates, and approaches problems. That’s something you don’t always get from a written test or assignment.

Traditionally, interviews focused on algorithm puzzles, syntax, and textbook system design. But in today’s world, where tools like GitHub Copilot and ChatGPT can generate code instantly. What matters now is how engineers use these tools wisely, review what’s produced, and make sound decisions.

Here are some types of interview questions that matter more in the age of AI:

1. Code Review

Q: If an AI assistant generated this code snippet, how would you check whether it’s safe, correct, and efficient?

A strong answer should include testing edge cases, checking for security issues, and making sure the code is clear and maintainable, and not just trusting the AI output blindly.

2. Debugging AI-Generated Code

Q: Here’s a function that works but is failing in one edge case. Walk me through how you’d debug it and identify the issue.

This shows how the candidate reasons through a problem, not just whether they can fix it.

3. AI in System Design

Q: Design a job recommendation system that uses an AI model. How do you handle cases where the AI gives irrelevant or biased suggestions?

Good answers mention fallback logic, monitoring, feedback loops, and awareness of fairness and bias.

4. Prompt Engineering / Problem Framing

Q: Imagine you need an AI to generate boilerplate code for a REST API. What would your first prompt look like, and how would you refine it if the output wasn’t good enough?

This tests whether the candidate can clearly frame problems and work with AI as a collaborator.

5. Critical Thinking Beyond AI

Q: An AI tool suggests a clever one-line solution, but it’s hard to read. Do you keep it or rewrite it? Why?

A thoughtful answer should focus on maintainability and clarity, knowing that humans will maintain the code.

Reverse Engineering and Critical Thinking Matter

These questions go beyond memorizing algorithms and simple coding drills. They’re about how candidates think, adapt, and make decisions in a world where AI can generate code instantly. They highlight skills AI can’t replace: reviewing and reverse engineering AI outputs, debugging edge cases, framing problems clearly, handling bias responsibly, and prioritizing readability over shortcuts.

Boilerplate may be automated, but judgment, problem deconstruction, and collaboration remain uniquely human, and that’s what modern interviews should uncover.

ITPro AI Surpasses 20,000 Job Application Ratings – Is AI Recruitment Just a Fad?

Originally posted on Medium, can read it here: Go to Medium article

The social media post posted in January

In January this year, we introduced ITPro Ratings, a feature that automatically scores each job application submitted through our platform. Since then, the number of rated applications has grown steadily alongside the rising popularity of ITPro.lk. We’ve now crossed an exciting milestone of over 20,000 applications rated by our AI.

How Does ITPro Ratings Work?

Recruiters can view a list of applicants and their CVs directly from their dashboard. Each application is given a rating out of 10, automatically generated by our AI. This score is calculated by comparing the content of the candidate’s CV with the job advertisement. In addition to this number, it gives recruiters an AI-powered insight into how well an application matches the advertised role.

Real Benefits?

ITPro is a high-visibility marketplace for tech job ads in Sri Lanka. A single job post can attract hundreds of applications. If you’re a busy recruiter receiving, say, 500 CVs for a single role, manually reviewing each one may not be realistic. ITPro Ratings allows you to sort applications by relevance, helping you focus first on the ones that are most aligned with your requirements.

That said, ITPro Ratings does not attempt to evaluate candidate competency or technical skills. Skill evaluation is a nuanced and context-specific challenge that cannot be fully solved with a one-size-fits-all solution.

This raises a valid question: Is it justifiable to shortlist candidates based purely on the language used in their CVs? Let us know your thoughts in the comments!

Human Judgment Comes First

Recruitment is fundamentally a human process built on relationships and context. Automation can help, but only to a point. That’s why we’ve designed ITPro Ratings to support, not replace, human decisions.

We understand that job seekers worry their applications might be rejected without ever being seen by a human. On ITPro.lk, applications are always presented to recruiters in chronological order, and the system never discards or auto-filters any applications. The rating is simply an additional insight, not a decision-making tool.

What the Data Says

Here is the chart showing the percentage distribution of AI rating scores. You can clearly see that most applications received a rating between 6 and 8, with 8 being the most common score. The internet already has plenty of CV guides, templates, and services, which has helped to raise this standard.

Here’s the chart showing the monthly trend of average AI ratings from January to July 2025. You can observe a general upward trend, with July 2025 having the highest average rating so far.

User Feedback So Far

We measure feature adoption using standard analytics, page hits, dashboard usage, and feature interactions. Based on current data, usage is moderate. Recruiters are exploring the AI feature, but the core value of ITPro remains in giving your job ads wide visibility, not necessarily in AI-driven automation.

Are There Downsides?

We’ve noticed a subtle trend: some candidates are now focusing more on polishing their CVs to align with AI evaluations, sometimes at the expense of actually improving their skills. (Related post: Polishing Your CV, is Really a Solution?)

We’re not making conclusions yet. We just observing. The full impact of AI in recruitment is still unfolding.

Final Thoughts

AI can support recruitment, but it shouldn’t define it. Even with all the algorithms, automation, and analytics, gut feeling and human intuition though imperfect, still play a powerful role in hiring decisions. It’s that blend of data and human judgment that creates meaningful outcomes.

Transitioning from Solo Expert to Business Owner – Whom to Hire First?

Many freelancers or solopreneurs think about expanding their work into a business venture someday. Many, at least try, and some actually realize their dream.

Transitioning from freelancer to business owner involves numerous tasks and significant changes. This post aims to talk about hiring and approaches you can take.

Hiring juniors or interns.

Hiring interns or junior-level helpers at a low cost is often the first step many take when moving from solo work to team-based work. Especially in self-funded setups, this approach is common due to its lower financial burden. Interns can often be found with minimal effort and short lead times.

However, training them takes time. Without a clear plan for mentorship, juniors may struggle, underdeliver, or leave early. Their output may affect timelines or quality if not closely supervised. There’s a risk that, instead of saving time, the workload increases. Simply treating interns as cheap labor tends to backfire unless there’s readiness to invest in their development.

Hiring someone smarter.

Choosing to hire someone more skilled or experienced is a different kind of move often a strategic one. This route appears more common when the goal is to improve creative quality, scale faster, or delegate leadership responsibilities.

Though this option comes with a higher cost and sometimes emotional challenges around hiring someone more capable. It often leads to stronger long-term outcomes. It may require higher pay or revenue sharing, and a shift in how leadership is viewed. In these cases, the founder’s role moves from doing everything to guiding, enabling, and removing obstacles for others.

Interestingly, high-talent individuals tend to attract more talent. When skilled people are brought in early, they often shape the team culture and help draw in others of similar quality.

A hybrid approach?

A pattern observed in some of the most successful transitions is a hybrid path. Hiring one highly skilled person first, even at a higher cost, to help set up strong systems and processes. Once that foundation is in place, junior hires can be added and trained within a more stable structure.

In most cases, the first few hires define the direction, quality, and culture of the team. Whether the goal is scale, quality, or freedom, those early decisions tend to echo throughout the future of the business.

Cut through the noise and identify real experts who actually get things done

Many people struggle with this, especially now when everyone has a polished CV, LinkedIn title, a fancy website, or a polished social media profile claiming they’re a “guru” or “specialist.”

Here are a few ways to cut through the noise and identify real experts who actually get things done.

Track Record Over Talk

Look for results, not just words. Have they solved real problems? Delivered measurable outcomes? Helped others achieve success? You can ask questions such as “Can you show me examples of your work?” or “What did you achieve in your last project?”

What Do Others Say? (Reputation)

Trusted referrals are gold. What do clients, peers, or people from the industry say about them? Remember, true testamonials come from unexpected people in unexpected situations or places.

Do They Ask the Right Questions?

Real experts don’t jump to solutions instantly. They ask smart questions, dig deeper into your problem, and customize their solutions. They sometimes say, “I don’t know, but I’ll find out”.

Depth Over Hype

They speak with clarity and depth, not just buzzwords. If someone can explain a complex concept in a way that makes sense to you, that’s a strong sign they know their stuff.

Test Small, Then Go Big

If you’re hiring or working with someone, start with a small project or trial period. If they deliver value early, it’s a good sign.

They Keep Learning

Real experts are always learning, adapting, and improving. They stay current and aren’t stuck in outdated methods. You can ask questions like “What’s the latest thing you learned or tried in your work?”

These are just a few points. You can utilize the ones you prefer to strategize and succeed in your recruitment.

Video: How Elon Does It

Salary Transparency – Reality, Trends, and Possible Candidate Pitfalls

Salary transparency is still a fresh concept in Sri Lanka. While it’s not yet widespread, we’re starting to see some early trends emerge locally as companies experiment with openness about pay.

Is There a Real Trend in the World?

Yes, salary transparency is a growing global trend, especially in places like the U.S. and Europe, where laws and worker expectations are pushing companies to share pay details. A real-world example is Buffer, a tech company that adopted full salary transparency in 2013. They publicly share every employee’s salary online, from the CEO to entry-level staff. Buffer says this openness builds trust and boosts job applications, proving it’s not just a passing fad but a shift toward fairness and accountability in workplaces worldwide. Sri Lanka might be behind, but the global movement could inspire change here too.

Benefits of Sharing Salary in Job Ads

Posting salaries in job ads can attract the right candidates. People who know what they want and won’t waste time if the pay doesn’t match. It also cuts recruitment effort by filtering out mismatches early, saving companies time and resources.

Challenges with Transparent Salary

However, transparency isn’t all smooth sailing. One challenge is employee morale. As an example, at Reddit, which removed salary negotiations to promote fairness, some workers still felt uneasy comparing their pay to new hires, showing how openness can spark tension. Another issue is competitors poaching talent. If a rival firm sees your salary range, they might offer more to lure staff away.

Possible Candidate Pitfalls

Candidates need to watch out for tricks too.

Bait and switch recruitment: Some companies post high salaries in ads but never hire. Their real goal is to look like a top paying company.

Selective transparency: Organizations might display salaries only for their highest-paying roles while keeping compensation for average positions undisclosed.

Range manipulation: Some employers post extremely wide salary ranges (e.g., “50,000-120,000 based on experience”) that provide little meaningful information

Salary transparency is creeping into Sri Lanka, following a real global trend. It promises better hiring and trust but brings challenges and pitfalls too. For now, both companies and candidates here need to tread carefully as this idea takes root.

Knowing the Status of Your Job Application: Is It a Right or a Privilege?

Have you ever applied for a job and waited weeks or even months without hearing back? You’re not alone. Many job seekers face this frustrating situation, and it often leaves them wondering: Do I have the right to know the status of my job application? Let’s break this down in simple terms.

Job Applications: A Free Commodity, Not a Paid Service

When you order food through Uber Eats or track a package from an e-commerce site, you expect updates. Why? Because you’ve paid for a service. But job applications are different. Applying for a job is free. Companies don’t charge you to submit your resume or attend an interview. Since it’s a free process, some argue that candidates can’t demand updates or transparency. After all, you’re not paying for the service.

But here’s the thing. Just because something is free doesn’t mean it shouldn’t come with basic courtesy. While companies aren’t legally obligated to share application statuses, doing so can create a positive impression and build trust with candidates.

Exposing Application Status: A Company Decision

Whether or not to share the status of a job application is entirely up to the company. Some organizations have automated systems that send updates at every stage, like “application received,” “under review,” or “position filled.” Others prefer a more personal touch, where recruiters or hiring managers communicate directly with candidates.

The approach a company takes often depends on its values and resources. Automated systems are efficient, but they can feel impersonal. On the other hand, human interaction takes more time and effort but can leave a lasting positive impression on candidates.

The Culture of Ghosting: A Sri Lankan Perspective

In Sri Lanka, ghosting, a suddenly cutting off communication without explanation is a common practice, not just in dating but also in professional settings. If someone doesn’t want to deliver bad news or feels uncomfortable saying “no,” they might simply disappear. This cultural tendency often spills over into recruitment, leaving job seekers in the dark about their application status.

While ghosting might seem like the easier option, it can harm a company’s reputation. Candidates who are ignored may share their negative experiences, which can deter others from applying in the future.

A Solution for Transparency

At ITPro.lk, we believe in the power of human connection. Our platform allows recruiters to manage candidate application statuses and notes internally, but we also encourage them to communicate these updates to applicants. Whether it’s through automated emails or personal calls, keeping candidates informed is a small step that can make a big difference.

What’s Your Opinion?

So, is knowing the status of your job application a right or a privilege? While it may not be a formal right, it’s certainly a matter of respect and professionalism. Companies that prioritize transparency and communication not only stand out but also build stronger relationships with potential employees.

What do you think? Should companies be more transparent about job application statuses? Or is it okay to leave candidates waiting without updates? Share your thoughts in the comments below!

Other Side: Things Job Applicants Never Tell You

While we’ve explored the less-discussed aspects of the recruitment process from the recruiters’ perspective, it’s equally important to consider the other side of the equation- job applicants. Just as recruiters have their unspoken realities, job seekers also have things they rarely disclose during the hiring process. Understanding these hidden truths can help both recruiters and employers build more authentic and productive relationships with potential employees.

The Applicant’s Unspoken Realities

Current Job Satisfaction

What They Say: “I’m looking for new challenges.”

What They Mean: “I’m unhappy with my current job, boss, or company culture.”

Why It Matters: Knowing this can help you understand their motivations better and assess if your company can truly offer what they are seeking.

True Career Aspirations

What They Say: “I’m excited about this position.”

What They Mean: “I see this job as a stepping stone to something else.”

Why It Matters: Recognizing their long-term goals can help in offering roles that align better with their career paths and increase retention.

Strengths and Weaknesses

What They Say: “My biggest weakness is that I’m too much of a perfectionist.”

What They Mean: “I’m mentioning a safe weakness to avoid appearing incompetent.”

Why It Matters: Digging deeper can reveal true areas for improvement and how they handle challenges.

Reason for Leaving Previous Job

What They Say: “I’m looking for growth opportunities.”

What They Mean: “I left because of conflicts, dissatisfaction, or job insecurity.”

Why It Matters: Understanding the real reason can help in assessing their fit within your organization’s culture.

Work-Life Balance Preferences

What They Say: “I’m flexible with working hours.”

What They Mean: “I need a job that respects my personal time and family commitments.”

Why It Matters: Being clear about work-life balance can help attract candidates who align with your company’s policies and culture.

Salary Expectations

What They Say: “I’m open to discussing salary.”

What They Mean: “I have a minimum salary requirement but don’t want to seem greedy.”

Why It Matters: Having an open and honest discussion about salary expectations can prevent future dissatisfaction and turnover.

Company Research

What They Say: “I’ve researched your company thoroughly.”

What They Mean: “I’ve skimmed through your website and read a few reviews.”

Why It Matters: Providing more information about your company’s culture, mission, and values can help candidates make more informed decisions.

Bridging the Gap

Just as recruiters try to understand and mitigate biases in their processes, job seekers often aim to present the best version of themselves, sometimes glossing over less favorable truths. To make better hiring decisions, both parties can benefit from open communication and mutual understanding.

For Recruiters

  • Encourage Honesty: Create a safe space for applicants to share their true aspirations and concerns.
  • Ask Open-Ended Questions: This can help reveal more about the candidate’s genuine motivations and experiences.
  • Provide Clear Information: Be upfront about job expectations, company culture, and growth opportunities to help candidates make informed decisions.

For Job Seekers

  • Be Transparent: Honesty about your career goals and expectations can help you find a job that truly fits your needs.
  • Research Thoroughly: Understanding the company’s values and culture can help you assess if it’s the right place for you.
  • Communicate Needs: Clearly express your requirements for work-life balance, career growth, and other important factors.

By recognizing and addressing the unspoken realities on both sides, we can work towards a more authentic and effective hiring process. After all, transparency and honesty are key to building trust and ensuring long-term satisfaction for both employers and employees.

The Unspoken Truths About Recruitment, What They Never Tell You

Listen to what people say, but understand them by watching what they are doing.

This golden strategy unlocks many opportunities in identifying needs. When applied to recruiters, it provides valuable insights into their processes and priorities.

Who Are the Recruiters?

We refer to the individuals within an organization involved in shortlisting your CV, conducting interview panels, and making decisions about your salary and hiring confirmation. They play a crucial role in matching candidates with job vacancies.

Job Vacancy Advertisements is The Tip of the Iceberg

Job vacancy advertisements often focus on the hard skills required for a role. However, there are many unspoken requirements and preferences. Understanding these can give you a significant advantage.

The Interview Focus

About 80% of interviews focus on evaluating the candidate, leaving very little time for the candidate to learn about the company and the team they will be working with. This imbalance can leave candidates unaware of the full scope of the company’s needs and culture.

Unspoken Factors in Recruitment

Profile Picture in Your CV: Including a photo on your CV is a debated topic. The general recommendation is to include a picture if your appearance is relevant to the role. However, it’s fine to have or not have a photo. If someone shortlists your CV based on a positive impression of your photo, that’s great. If they decide not to choose you based on your photo, it’s also fine, you likely wouldn’t fit well in their environment anyway.

Sexual Attractiveness: While it may be uncomfortable to acknowledge, physical attractiveness can play a role in hiring decisions. Studies have shown that attractive individuals are often perceived more positively and may have an edge in job interviews. This isn’t fair, but it’s a reality in many workplaces.

Your Personality: Your personality creates an emotional response in others, which can influence their decision-making process. This response varies depending on the personalities of the interview panel. Positive feelings during interviews can increase your chances of being selected. Interviewers document their feedback using factual information, but these facts often stem from their emotions, even if unconsciously.

The Realities of a Competitive Job Market

In highly competitive job markets, your CV might sometimes go unnoticed among many applications. This is not necessarily a reflection of your abilities but can be due to recruiters’ oversight or the sheer volume of applications.

Emotional Decision-Making

No matter how skilled you are, hiring decisions are often influenced by personal preferences and emotions. Recruiters tend to select candidates they feel a connection with.

Solutions

It’s important to acknowledge that not all recruiters fall into the pitfalls mentioned above. Many recruiters and hiring managers are aware of these potential biases and actively work to mitigate them in their processes. Probably we could discuss them in a new article.

Moving Forward

Understanding these dynamics can help you navigate the recruitment process more effectively. Stay true to yourself, present your best qualities, and remember that finding the right job is also about finding the right cultural fit.

Do you have anything in your mind? Feel free to share in the comments section, and let’s discuss!

Recruitment Success: The Equation

Developing a strong brand and effective advertising are both crucial for recruitment success. If either factor falls short, it significantly impacts the overall success of recruitment efforts. To illustrate this concept, I’ve created the following equation.

Recruitment Success = Strong Brand * Advertisement Reach

The Importance of a Strong Brand

Trust and Reputation: A strong brand builds trust with potential candidates. They are more likely to apply to a company that has a good reputation.

Attracting Top Talent: High-quality candidates often seek out companies with a strong brand as they want to be associated with successful and reputable organizations.

Retention: Employees are more likely to stay with a company that has a strong, positive brand. This also reduces recruitment costs over time.

Advertisement Reach

Visibility: Reaching a wide audience ensures that more potential candidates are aware of the job openings.

Targeted Recruitment: Effective advertising strategies can target specific demographics, ensuring that job postings reach the most suitable candidates.

Examples of Challenging Situations

Poor Brand, High Reach Situation

If a company has a poor brand, no amount of advertising can compensate for the lack of trust and reputation. Candidates may see the job posting but choose not to apply.

Strong Brand, Low Reach Situation

Conversely, even a strong brand will struggle to fill positions if job advertisements don’t reach enough people.

Balancing Both Factors

Building a strong brand should be a priority for companies looking to improve their recruitment success. Coupled with effective advertising strategies, it ensures that the right candidates are not only aware of the opportunities but are also eager to join the organization. Investing in brand building and reputation management, alongside smart advertising spend, will give the best results in attracting and retaining best talent.