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In this post Paras shares his journey of Google Summer of Code, tips on getting in, benefits & much more .

So, recently I got a chance to connect with Paras Chadda, a member of the AirCTO Connect community to know about his GSoC (Google Summer of Code) journey.

Google Summer of Code is an international annual program for university students where Google awards stipends to the students. For India the stipend is 3000$, you can get more details here.

So, let’s get into the answers of the questions we asked Paras.

#1. Can you introduce yourself?

Paras -

Hey guys, I am Paras Chadda. I graduated in 2018 from Chandigarh University as a Computer Science Engineer. I am currently working as a software engineer for Smarter.Codes .

The company is build on the principles of Natural Language Understanding and utilizes Thought Vectors / Language vectors to understand context of the language.

How did you develop an interest for coding ?

Paras -

In my 8th standard I got a chance to learn basic HTML & CSS. I also created few web pages. Maths is my favourite subject so when I joined college, I would solve few maths problems using Python. I found this website online - Project Euler and fell in love with coding.

Later I started practicing on CodeChef and gradually developed a strong interest in coding.

How did you get to know about GSoC ?

Paras -

I knew about GSoC before college itself. My brother is also a GSoCer. Also, it’s a very popular competition run by Google for the past 15 years.

You can learn more - https://summerofcode.withgoogle.com/

How did you approach and plan to crack this?

Paras -

I read a lot of articles written by other GSoCers. This really helped to execute my plan well. One common advice I got from everyone was to start early and not to wait for the last date of submissions.

I started working after the company list was finalised and posted on the GSoC website. I was looking for projects which used C/C++ only because I knew only that well.

Luckily I found an open source project by FFmpeg.

Did you have any strategy in mind before applying?  Any tips for the candidates who are thinking to apply?

Paras -

I didn't have any specific strategy. But here are few tips that I want to give other applicants.

1. As I told earlier, try to start as early as possible.

2. I would recommend you to start with small contributions (to the company you’re interested in). This can be a great way to show the company your skills. Most of the companies are repeated so you can be sure that they’ll be listed again as well.

3. Feel free to contact the mentor for any help. All evaluations are done by the mentor.

How did it go? How was your experience ?

Paras -

My overall experience was great. I was able to learn a lot which is normally not taught in any college.

Things like -

- Writing clean code (a proper code design)
- Writing code with proper documentation
- I’d never worked in a live project so it was quite challenging to work on a actual process.
- Good coding practices

Paras Chadda What was your project and its objective? (elaborate on this) And how did you think of this project?

The goal of the project was to implement the FITS image encoder and decoder in FFmpeg codebase.

Flexible Image Transport System (FITS) is an open standard defining a digital file format useful for storage, transmission and processing of scientific and other images. FITS is the most commonly used digital file format in astronomy. It is designed specifically for scientific data and hence includes many provisions for describing photometric and spatial calibration information, together with image origin metadata.

Whereas, FFmpeg is the universal multimedia toolkit that offers a complete, cross-platform solution to record, convert, filter, and stream audio and video. It is used by a number of media players (including VLC and MXPlayer), video websites (including YouTube and Vimeo), web browsers (including Google Chrome/Chromium and Firefox), social media (including Facebook and Twitter) and countless other software projects in the multimedia field and beyond.

The main objectives of the project were:

  • To study the FITS file format thoroughly.
  • Implement the FITS image encoder and decoder in C so that FITS files can be read and written easily
  • To merge the encoder and decoder with FFmpeg codebase so that it can be used by people all over the world.
Languages & tools you used for this project?

Language - C

Tools - I remember I used fv FITS File Editor, to study fits files, see samples etc and GNU Image Manipulation Program to open RGB fits images.

Are you satisfied with the final outcome and how did you see the way you code ? Would you recommend to other developers?

I was very happy with the final outcome of the program. I think all college students should try to apply for the program. The experience helped me to code better professionally after college.  I was also able to learn about some coding practices that I wouldn’t learn otherwise.

I was fortunate to have been selected in the first attempt but I’d recommend students to try multiple times if they don’t go through the first time.

GSoC process What’s your advice to freshers who are interested in pursuing a career in development?

I would recommend the following -

- Try different programming languages to see which one interests you
- Internships is a great way to start learning professional coding
- Try to build problem solving skills, it's more important than being able to code
- Learn one programming language well before learning another one

Your future goals & aspirations

My main goal is to work on projects that impacts an individual’s life.

Conclusion

Hope you liked Paras’s journey of Google Summer of Code. There are a lot of takeaways from his interview.

If you want to connect with Paras, feel free to ping him on LinkedIn. Want to meet similar developers, feel free to join AirCTO Developer Community.

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2019 is here.

In 2018 we saw a lot of new startups coming up, some succeeded , some didn’t. As a developer, irrespective of where you are working now, you always dream of getting into companies like Flipkart, Amazon, Intel etc.

Hence, we thought of curating a list of the Best Tech Startups you can work for in 2019. The list is in no specific order.

1. Swiggy

Swiggy has completely revolutionised the food tech industry. With a current valuation of 3.3$ bn, Swiggy will really go big in 2019. In a recent article on Business Today, Swiggy will aim to increase it’s headcount by 30% this year.

On Glassdoor, Swiggy has a decent rating of 3.7/5. It’s indeed a great place to work in.

Source- LinkedIn Swiggy 

Global Headcount - 5000+

Love to play Fifa? Or Foosball is your thing ? You get all these by working at Swiggy.

2. PayTM

PayTM has really solved India’s cash problem. With a valuation of over 10$ bn it’s the largest payments player in India.

In recent article by Gaurav by Abhigyan Chand (LinkedIn News Editor) , he writes PayTM offers stock plans to top performers, aside from an annual bonus.

PayTM has a decent rating of 3.6 on GlassDoor. It’s headquartered in Noida.

Global Headcount - 17000+


3. WebEngage

Want to work for one India’s best SaaS Company?

WebEngage is your answer. It’s a marketing automation software used by companies like Intuit, Flipkart, Bajaj etc.

It was founded in 2011 by Alvesh Singh (CEO) & Ankit Utreja (Co-founder & CTO). They also have a good rating of 4.3 on Glassdoor.

The main headquarter is in Mumbai & an office in Bengaluru too. Similar to PayTM, WebEngage also offers Employee stock options.

Headcount - 85

4. Yulu

Yulu (founded in 2017) is one of the key player in the dockless bike market. Recently PEDL closed down their operation, hence it will be interesting to see how Yulu scales up in 2019. Currently there are operating in many cities including Bengaluru, Bhubneshwar etc.

Yulu 

They are set to solve India’s commute problem. Recently in an article in Financial Express , Sandeep Soni listed Yulu as one of the 6 startups that early-stage investors are betting on to break out in 2019.

It’s headquartered in Bengaluru.

Headcount - 40

5. Fynd

Fynd has made it big in the retail space. It’s India's Largest Fashion O2O company with real-time inventory access to over 9k+ stores. Fynd was started in 2012 by Faaroq Adam and 2 other people.

Source - Medium 

In March, Fynd received raised funding in its Series C round led by Google and other existing investors.

From team lunches to Diwali celebration, join the fun by working at Fynd. It has a good 4.4 rating on Glassdoor.  We are also helping Fynd find great developers, see here.

Headcount - 110+

6. Dunzo

Dunzo is one of the first Indian companies which has raised funding directly from Google. Dunzo is an all-in-one 24X7 delivery platform, that fetches and delivers anything and everything within the city, while guaranteeing super-quick deliveries.

Dunzo was founded in 2015 and is headquartered in Bengaluru. It has a decent rating of 3.8 on Glassdoor.

Headcount - 300+

7. Shuttl

Office commute is tough! Shuttl is trying to solve this office commute problem. It offers a space-efficient, safe, and cost-effective solution for urban India.

Shuttl is backed by Sequoia Capital, Amazon Alexa Fund, Times Internet, Lightspeed Ventures and Dentsu Ventures. It’s headquartered in Gurgaon.

Headcount - 340+

Source - Shuttl8. Cure.fit

Cure Fit has blazed into the health and fitness space recently. They have multiple product offers, like Eat fit, Cult fit etc.

In March, Cure.fit raised 120$ mn by Accel & Kalaari Capital.  They have really grown in the past year.

Cure Fit was also included as the Top 25 best companies to work at by LinkedIn.

It has a decent rating of 3.3 on Glassdoor.

Source- Cure Fit
9. GetMyParking

GMP is on a mission to make the parking simple through its mobile solutions. Using the app you can book, search and navigate parking spots and destinations across the city. It’s indeed solving a common problem but often overlooked.

They have 4.3 on Glassdoor & are headquartered in New Delhi but they also have an office in Bengaluru.

Headcount - 77


10. BlackBuck

BlackBuck has revolutionised the logistics space. It’s currently the largest trucking platform. Their major goal is to organising, digitising & simplifying trucking.

They recently raised 100k$ in funding. Their Career pages is titled as “ A truckload of opportunities”.

Headcount - 800+

11. Freshworks

Freshworks was the third company to startup in India to get the unicorn tag.The company's products include Freshdesk, Freshservice, Freshsales, Freshcaller, Freshteam, Freshchat, and Freshmarketer.

They headquartered in Chennai but recently started their operations in Bengaluru as well.

Team count - 1800+

Conclusion

Hope you like our list of the best 11 tech startups. I know there are lot of other startups too which could have been listed.

Feel free to join our Developer Community to get into such startups.

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“Reducing time to hire is like separating the wheat from the chaff. You need to focus on what matters while keeping aside what adds up to the time to hire”

Agreed?

Most people know this but there are still confused as to how can one possibly reduce hiring time while still hiring the right employee.

Don't worry in this article we'll be telling about some of the practical ways of reducing time to hire (TTH).

1. Ask for Referrals first

Why take the trouble of chasing that “purple squirrel” when it can come running to you on its own?

This means, before you begin sourcing, ask your current employees if they have any references for the job opening or not. If you manage to find good candidates through referrals, you'll be able to skip the sourcing part and you'll be left with only screening and hiring. This will save you time and a lot of effort too.

Isn’t it?

As a bonus, if you are able to hire it will help you create a better work culture. Study shows good friends rise the employee satisfaction by more than 50%. Bringing a deserving candidate from a referral into the organisation can not only close the job position soon but will also improve the culture of the organisation.

2. Use a Recruitment Management Tool

The average time spent on hiring is 30 days. It can go upto 50-60 days or more depending on the industry type and the job profile. However, if you have a powerful recruitment management software, it can bring the “time to hire” time down significantly.

Most times the bulk of the time is spent in finding the right pool of candidates, i.e sourcing, shortlisting and hiring candidates. But a software can help save a lot of time. You can also add the feedback and status of the candidate. It helps keep things organised which will ultimately save a lot of time.

You can only imagine the time it would have been take, if one tried to perform these actions manually.

3. Let others Source for you

Consultants can be incredibly useful when you are hiring multiple positions. They have their own database and expertise so you can get the right candidate for your company in lesser time.

Outsourcing your hiring, is nothing bad. At AirCTO our #1 aim is to save companies precious time be it thorough AirCTO Sourcing or AirCTO Interviews.

Another great option is college campus recruiting. This eliminates the sourcing step altogether. You already have a great pool of young minds. All you need to do is to interview, analyse and hire the one that best fits your organisation. This is incredibly useful if you are looking hire freshers.

4. Negotiate the Notice Period

Sometimes even when everything goes well, you will have to wait the for the candidate's notice period to end. Sometimes candidate's want to take a break before joining another company.

Basically, they consider a job change as an opportunity. Fair enough, but if there is an immediate need, you should negotiate with him. Ask them to talk to their manager or HR, if they are in good terms, they will release their employee early from his services too.

P.S- This is exactly what happened at the time when I switched my job and joined Uneecops Family.

5. Use Assessment Software

Assessment software helps you a lot in conducting skill, personality, aptitude, and IQ tests. You can send the test link to the candidate via mail which he can attend easily, be it home or work.

This might like an added task, but it isn’t. In reality, it saves a lot of the time that you may otherwise invest in interviewing each of the candidates separately. These tests help you in filtering the candidates on the basis of their skill and expertise right in the beginning. Thereby leaving only those candidates that you should actually take forward to the round of interviews. Time to hire reduces without compromising on the candidate quality.

Recently we launched AirCTO Short Interviews which is a 15 minutes interview which helps you check if a candidate is quality enough to go the further rounds in the hiring process or not.

6. Take Group Interview

Group interviews reduce the interview time quite evidently. Fortune 500 Companies like Accenture take at least the first two interview rounds collectively. The candidates are then filtered accordingly thereby helping them in reducing the time to interview and thus hire.

One-to-one interviews consume a lot of time. The same gets reduced to just a few hours using this technique.

You can also opt for flexible interviewing, if you have a quality candidate. As the word suggests, it means, you should work according to the candidate’s time or day availability, phone interviews are also a great alternative.

This solely depends upon the size of the company and the number of people you are looking for in a single profile.

7. Have a Talent Pipeline

Even if you aren’t hiring actively, you should work on your talent pipeline fortnightly. For this, you need to know the roles you hire often or you would require in the future.

When you have a list of candidates ready beforehand, ultimately a lot of work is reduced.

The talent pipeline gives you access to the contact details of right candidates. You just need to call and inform them about the vacant position.

BONUS TIP: Apart from the aforementioned points, we also suggest you to post creative and brief job descriptions on social media. Social Media Recruiting is on the rise.

Conclusion

I hope you found these 7 ways to reduce hiring time helpful. Let us pledge to reduce your time to hire by adopting the tips told. Refuse to repeat the hiring mistakes you have already made in 2018. Why repeat the same old ones again? Try some new. Make new mistakes to learn and grow even more.

Also, don’t forget to tell us what do you do to reduce hiring time by adding the hastag #aircto & #hrone.

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“Reducing time to hire is like separating the wheat from the chaff. You need to focus on what matters while keeping aside what adds up to the time to hire”

Agreed?

Most people know this but there are still confused as to how can one possibly reduce hiring time while still hiring the right employee.

Don't worry in this article we'll be telling about some of the practical ways of reducing time to hire (TTH).

1. Ask for Referrals first

Why take the trouble of chasing that “purple squirrel” when it can come running to you on its own?

This means, before you begin sourcing, ask your current employees if they have any references for the job opening or not. If you manage to find good candidates through referrals, you'll be able to skip the sourcing part and you'll be left with only screening and hiring. This will save you time and a lot of effort too.

Isn’t it?

As a bonus, if you are able to hire it will help you create a better work culture. Study shows good friends rise the employee satisfaction by more than 50%. Bringing a deserving candidate from a referral into the organisation can not only close the job position soon but will also improve the culture of the organisation.

2. Use a Recruitment Management Tool

The average time spent on hiring is 30 days. It can go upto 50-60 days or more depending on the industry type and the job profile. However, if you have a powerful recruitment management software, it can bring the “time to hire” time down significantly.

Most times the bulk of the time is spent in finding the right pool of candidates, i.e sourcing, shortlisting and hiring candidates. But a software can help save a lot of time. You can also add the feedback and status of the candidate. It helps keep things organised which will ultimately save a lot of time.

You can only imagine the time it would have been take, if one tried to perform these actions manually.

3. Let others Source for you

Consultants can be incredibly useful when you are hiring multiple positions. They have their own database and expertise so you can get the right candidate for your company in lesser time.

Outsourcing your hiring, is nothing bad. At AirCTO our #1 aim is to save companies precious time be it thorough AirCTO Sourcing or AirCTO Interviews.

Another great option is college campus recruiting. This eliminates the sourcing step altogether. You already have a great pool of young minds. All you need to do is to interview, analyse and hire the one that best fits your organisation. This is incredibly useful if you are looking hire freshers.

4. Negotiate the Notice Period

Sometimes even when everything goes well, you will have to wait the for the candidate's notice period to end. Sometimes candidate's want to take a break before joining another company.

Basically, they consider a job change as an opportunity. Fair enough, but if there is an immediate need, you should negotiate with him. Ask them to talk to their manager or HR, if they are in good terms, they will release their employee early from his services too.

P.S- This is exactly what happened at the time when I switched my job and joined Uneecops Family.

5. Use Assessment Software

Assessment software helps you a lot in conducting skill, personality, aptitude, and IQ tests. You can send the test link to the candidate via mail which he can attend easily, be it home or work.

This might like an added task, but it isn’t. In reality, it saves a lot of the time that you may otherwise invest in interviewing each of the candidates separately. These tests help you in filtering the candidates on the basis of their skill and expertise right in the beginning. Thereby leaving only those candidates that you should actually take forward to the round of interviews. Time to hire reduces without compromising on the candidate quality.

Recently we launched AirCTO Short Interviews which is a 15 minutes interview which helps you check if a candidate is quality enough to go the further rounds in the hiring process or not.

6. Take Group Interview

Group interviews reduce the interview time quite evidently. Fortune 500 Companies like Accenture take at least the first two interview rounds collectively. The candidates are then filtered accordingly thereby helping them in reducing the time to interview and thus hire.

One-to-one interviews consume a lot of time. The same gets reduced to just a few hours using this technique.

You can also opt for flexible interviewing, if you have a quality candidate. As the word suggests, it means, you should work according to the candidate’s time or day availability, phone interviews are also a great alternative.

This solely depends upon the size of the company and the number of people you are looking for in a single profile.

7. Have a Talent Pipeline

Even if you aren’t hiring actively, you should work on your talent pipeline fortnightly. For this, you need to know the roles you hire often or you would require in the future.

When you have a list of candidates ready beforehand, ultimately a lot of work is reduced.

The talent pipeline gives you access to the contact details of right candidates. You just need to call and inform them about the vacant position.

BONUS TIP: Apart from the aforementioned points, we also suggest you to post creative and brief job descriptions on social media. Social Media Recruiting is on the rise.

Conclusion

I hope you found these 7 ways to reduce hiring time helpful. Let us pledge to reduce your time to hire by adopting the tips told. Refuse to repeat the hiring mistakes you have already made in 2018. Why repeat the same old ones again? Try some new. Make new mistakes to learn and grow even more.

Also, don’t forget to tell us what do you do to reduce hiring time by adding the hastag #aircto & #hrone.

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In this post we'll be talking about candidate experience & how you can improve it.

Hiring has considerably changed in the recent times.

While the demand for developers is high, the number of quality developers are quite less. Out of this only a small chunk of these developers are looking for a job change.

According to a data -

75% of the developers are not actively looking for the job

So, how does a company compete with other companies in hiring top talent? You might think higher salary, but about 80% of developers don’t care about the salary (data from StackOverflow) when reviewing a job.

Candidate Experience!

Yes, a stellar candidate experience can make all the difference when it comes to hiring developers.

Hence, in this post we are going to talk about 7 elements that are very crucial to take your candidate experience level to another level.


1. Understanding the Applicants


Do you know what is the single important thing when starting a business, blog etc ?

It’s about understanding your target audience.

Similarly, for excellent Candidate experience it’s quite important to understand the applicants first. We are living in the age of millennials, whose behaviour & interests are very different compared to other generations. Hence, any old method might or might not help in providing a stellar candidate experience.

Just for an example, screening in older generation was usually done through multiple emails or over a phone call. But in 2018, these methods are rarely used. Recruiters prefer screening using chatbots. Candidates also like this method (also because they are always glued to their phone), it’s faster for both parties.

Hope you understand the need for analysing applicants & their behaviour.


2. Improving the Application Process  


Candidates hate a long application process. Nobody likes filling thousands of fields for applying for jobs in which chances of getting selected is less than 1%.

Please, don’t try to bring candidate’s interest into this. It’s not about candidate’s interest or how bad the candidate’s want that job.

It’s more about improving the funnel upfront. This is crucial because if the funnel doesn’t convert properly, you’ll be losing on a potential hire.

3. Providing Feedback to Rejected candidates


We at AirCTO work with a lot of candidates. Though only few get hired, we make sure to take feedback from those applicants who couldn't make it ahead .

One common complaint candidates make is that even after giving the final interview or tests, they aren’t informed if the position was closed or not. They are clueless if they were selected or rejected.

No, this is not only done by smaller companies but large companies do this too. The problem is that even if you aren’t hiring a candidate , because they made it to the last round, he/she is a potential future hire.

A normal email is sufficient to notify the candidate that he wasn’t selected or we are yet to announce the result. Also, if you can tell the candidate where could they could improve , it will largely help in building a strong relationship. You can always leverage this relationship later.

4. Effective Communication is the key


Communication is very important be it team or a company. The same applies to applicants as well.

The more the candidate understands about the company, role & the culture the better.

So what are the ways one can communicate better?

No, you don't always need to communicate over a call. There are other ways too -

1. Careers page - The careers page helps the applicants know more about the company. The pictures, videos helps candidates perceive if the company is right or not.

Ixigo Careers page


2. Chatbot - I’m very confident in 2019, you’ll see more companies using chatbot. I understand more companies use it for support but can be also used for solving candidate’s solution. These things are automated so the only effort you’ll have to put is just the initial support.

3. Email Support - The simplest thing for communication is the mentioning a specific email at your careers page. Make sure to mention a turnaround time. For example, 1-2 days.

Flipkart Careers Page5. Video - Job Description & Recruitment Video


According to WordStream -

85% of the US internet audience watches videos online.

This is same for applicants as well, rather than a plain careers page , a video would do a great job in engaging the applicants.

There are two types of videos you can make -

1. Recruitment Video

The main aim of these videos is that to give an overview of the company and the culture followed there. Here’s a very good example from Zendesk -

This is Zendesk - YouTube


2. Job Description

Companies have recently started implementing this. For every job role, the recruiter creates a video where he exactly tells about the job roles & the requirements. You can also create a video which covers the journey of that individual for a specific role as Amazon has done below -

Lavanya Tekumalla, Machine Learning Scientist at Amazon India - YouTube

6. Faster is not always better


So, the normal conception in hiring is that faster hiring is better, but it’s not the case always. Data shows that slower hires are better. I understand some times companies are in the need of an urgent hire. This could because of a big project or recent funding etc.

In an article in Harward Buisness Review, Greg McKeown concluded -

''Hire slow, Fire fast"

Though there is mixed opinions regarding this statement.  

But there are some very clear advantages of a slower hire -

- The applicant and the candidates both gets enough time to evaluate if it’s a right fit or not.

- Candidates also have time to properly think if it’s a right move or not. There are many time when the candidates ends up making the wrong choice because they didn’t have enough time to analyse. The last thing you would want is an employee leaving after a month or two.


7. Tracking the metrics

Few months back we talked about few important  recruitment metrics that one should track when recruiting. These metrics can tell a lot about the candidate experience.

For example -

Application Drop off rate - This is the percentage of applicants who start the application process but don't complete it.

This data will clearly tell you if you need to make changes in the application process or not.  

Conclusion

Hope you have a few takeaways after reading the article. Candidate Experience is crucial , be it a small company or a large one. These days are dedicated people for this.

If you are looking to better your candidate experience you can use AirCTO Chatbot (India's first HR Chatbot).

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This is a guest contribution from Sarath S (Marketing Executive at Keka HR).


Job portals have all the good, bad and ugly. While on one hand it's the primary source to meet the demands for the recruiters and job seekers, it is also the clumsiest platform. It even gets worse when they fail to serve the direct purpose to both the employer and candidate. Due to this a lot of dissatisfaction is attached around it.

There are certain factors that add, such as the fault from employer, applicant and technical negligence into forming as a disruptor for the job portals. Let’s look at few of them that are hindrances for the effectiveness of job portals.

1.    Losing Relevancy

Whenever a search is performed on the portal for a particular job, a bunch of results appear that are admissible to expectations. However, you would also find wholesome of irrelevant jobs listed. This leads to the discontent of the job seeker and creates a negative impression.

A lot of people who are from various fields apply to a job that they hardly know about. Adding to the database, it makes the system clumsier in categorising the jobs and applications.

2.    A clutter of resumes

You will find a whole lot of resumes on the site. These include improperly filled, not pertinent and resumes for expired jobs.

According to BlackEnterprise.com -

“One in three people (36%) don’t work in a career related to their degree”

These piles up into a huge mismatch. This is a big headache for the recruiters who must pick and sort among them for specific positions. A candidate being unemployed, such as when in desperate need to pay their bills, some just apply even though he is not eligible.

3.    Lack of Information                                        

According to Forbes -

“About 80% of the available Jobs are never posted”

When a job Ad is posted, the flaw is that there isn’t any proper information displayed. This makes the candidate not fully aware of what he is applying for. Due to which a lot of non-relevant applications are accumulated into the database for the position.

Example of Job Listing on Naukri 4.    Mere to No Communication

After a job is applied by a job seeker, he might receive a formal e-mail or message containing the logistics of interview and screening. Thereafter most of the applicants will not have any kind of contact from the employer.

The reason being that the applicants are not provided with the contact details, or it is not in the interests of the employer.

According to, WiPjobs -

“Only around 17% of the recruiters tend to read the cover letters”

This makes the applicant move over to other opportunities. As a result, an organisation might miss out a gem.

5. Spamming

Your details sink into the database of the job portal, after creating a profile. Most sites share this data with the third-party sites. They send you emails of different kinds such as to apply for institute or university, write a competitive test, and pay money for online classes etc.

This sometimes causes being victims of fraud and cheating. There are no proper policies for this since this is an open platform. Personal data protection is always a concern and to be given highest priority.

6.    The Advent of Social Platforms

Apart from portals that are solely dedicated to jobs, there are other platforms that are on the same page, doing better and giving heavy competition. For example, Facebook and LinkedIn have already entered into this criterion. Social Media has it's own advantages -

• Get job suggestions
• Structured processes
• More chances for interaction with the employer

Graph - Bambu


According to Inc -

“79 percent of Job Seekers use social media in their job search”
7.    Ignoring the Applicants

According to a CareerBuilder survey -

“25% of those surveyed said that they never received an acknowledgment after submitting job application

We have all been there. Looking for a job and applied to many positions, but never got any word from them. Applicants are prone to get ignored. The job portals provide a rot view of job applications, not segregating them as per best eligibility. The chat medium is not that effective in establishing direct interaction between the employer and applicant.

The social media platforms like LinkedIn, Facebook and Twitter is one of the best to get in touch with the employer. Also mistakes of the applicant (such as having a fancy email ID) would give bad notion to the employer.

8.    Poor Filters

This is the root cause for most of the problems mentioned above. Had there any kind of filters for clearing out the muddle, it would help in -

• Making it easy to hire the right candidate for the employer
• For the applicants, it would be easier to find the right jobs
• Saves a great amount of time for both

9.    Pricing for Additional features

For accessing exclusive jobs and features you would be charged. However, not everyone can afford to get access. The applicants are lured saying they would be given priority to get noticed earlier, exclusive access to multiple and highest valued positions.

Pricing for Naukri 

Being real, this would only make them worse as they fail in serving the basic purpose. This is a drawback, where a lot of job seekers back out and the employers might miss out on brilliant employees as well.

10.    Fake Job Listings

Everyday thousands of jobs are posted on the job boards. Of them, there are the ones that are expired and jobs that are falsely presented. Companies and portal owners are responsible for such acts.

Mainly aiming to pull the traffic to make revenue off it and to promote or brand themselves. Applicants who are applying for them may land themselves into problems and bad experiences.

Conclusion

World is transforming so fast, the conventional ways of dealing things are fading for a better engagement. Starting right from the acceptance of application, communication, screening, scheduling and, on-boarding everything is streamlined over the platform.

Making sure the things are perfectly executed perfectly, you can trust and relax. So, for a better hiring and best candidate experience one has to go for prominent Applicant Tracking System. This is where tasks get easier and seamless.

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List of blogs every programmer should follow

Are you as a programmer is looking to up your coding skills ? Want to learn about something new and exciting?

Yes!

We have curated a list of the best programming blogs you can follow in 2018. These blogs will help you to discover new tools and tips which will help you code better and faster.

Let’s dive into the list.

Note- This list is in no specific order

1.  The Netflix Tech Blog

URL - http://techblog.netflix.com/

You’ll probably must be living under a rock, if you haven’t heard about Netflix. The online streaming platform has tremendously grown in the recent years.

After launching in 1997, Netflix now has nearly 118 million streaming subscribers globally. They are one of the biggest Tech companies out there. Every developer is very keen in working for them.

Hence to share their story they launched the Netflix Tech blog on Medium. You can learn more about how Netflix designs, builds, and operates our systems and engineering organisations.

2.  Code as Craft

URL - https://codeascraft.com/

If you are living in the US, you must probably bought something through Etsy. It’s a ecommerce website focused on handmade or vintage items and supplies.

Similar to the Netflix Tech blog, Etsy’s engineers also share their achievements and experiences on their blog “Code a craft”.

3. Phpied


URL - http://www.phpied.com

Do you want to learn more JavaScript tricks? Then you should definitely check PHPied.

It’s a blog run by Stoyan Stefanov.

Stoyan Stefanov is a Facebook engineer, ex-Yahoo, architect of the YSlow 2.0 performance tool and creator of the smush.it image optimization tool!

4. BlogsDope


URL - https://www.codesdope.com/blog/

It’s among the few Indian development blogs which is really provides a lot of value. Founded by Arun Kumar the blog covers most of the popular programming knowledge.

The platform has also many free courses which you can leverage even as a fresher.

5. Coding Horror

URL - https://www.codesdope.com/blog/

The blog was started in 2004 by Jeff Atwood. He has co-founded companies like StackOverFlow as well as StackExchange.

There are a lot of articles relating to programming and other stuff on his blog.

6. Scott Hanselman Blog

URL - http://www.hanselman.com/blog/

Scott is a programmer, speaker and a teacher. He has worked with companies like Microsoft & CheckFree.

He blogs about technology, culture, gadgets, diversity, code, the web and his life as a coder.

7. TechieDelight

URL - http://www.techiedelight.com

TechieDelight has over 900+ articles around programming. You’ll find snippets of codes, tools and much more.

The cover languages such as Java, C++ etc.

8. MongoDB Blog

URL - https://www.mongodb.com/blog

Used MongoDB?

Then you probably came across the articles on MongoDB site. If you need any help MongoDB, the blog is the best place to visit. There is a lot of content other than MongoDB too.

9. Xaprb


URL - http://www.xaprb.com/blog/

Do you know Baron Schwartz?

Baron is a software engineer who’s known for his contribution to the MySQL Database. He is currently the founder and CTO of VividCortex.

If you want to follow his journey, make sure to read his articles at Xaprb. He writes about technology, entrepreneurship and much more.

10. LinkedIn Engineering Blog


URL - http://engineering.linkedin.com/blog

You probably must have used LinkedIn. But do you know the engineers and tech behind the platform?

Want to know more?

Then you should probably must read the LinkedIn Engineering Blog. Recently they had shared the complete study as to how did they build the contacts platform.

11. Facebook Code

URL - https://code.facebook.com/posts/

Similar to Netflix & LinkedIn, Facebook’s engineering team also shares some update on their blog “Facebook Code”.

They also have Video resources section in their blog. Recently they have published some great articles on AI Research. Make sure read them.

12.  Twitter Engineering blog

URL - https://blog.twitter.com

Twitter is one of the top companies in Tech. They have a great and innovative tech team.

As an engineer I would recommend you to check the Twitter Engineering blog. They share interesting stories on a regular basis. A while back they spoke how they were using Neural Network for smart cropping.

13. DropBox Tech Blog


URL - https://tech.dropbox.com

Wouldn’t you be interested in knowing the tech behind one of the largest and first cloud platform?

Yes!

Then probably you might be interested in learning more about the tech they have sued. They share a lot of case studies on their blog. You’ll probably love the blog if as a Data Scientists. Lots of interesting stuff.

14. Sitepoint


URL - https://www.sitepoint.com

SitePoint is one of the well renowned website  for programmers. There are about 240+ ebook & resources on the platform.

The blogs mostly covers topics like Wordpress, Web & JavaScript etc.

There’s an active forum too.

15. StickyMinds


URL - https://stickyminds.com

StickyMinds is one of oldest blogs on testing.

Launched in 2001, StickyMinds has been the go to place for software testers, QA professionals, and anyone interested in software testing go for in-depth articles, how-to advice, and the latest test technologies.

Highly recommended for software testers.

16. Mozilla


URL - https://blog.mozilla.org/

You have definitely used the Mozilla Firefox browser.

The Mozilla blog is one of the best blogs to follow in order to be updated with the latest trends in  the Internet. You can also read about the latest Mozilla releases, Events etc.

17. CodePen Blog

URL - https://blog.codepen.io

CodePen has been a great asset for programmers for years. There blogs are equally as well. They cover thinks like challenges, events, conferences etc.

The blog is especially useful for Web Developers.

18. A List Apart Blog


URL - https://alistapart.com/

Are you a web developer?

Yes!

Then you’ll love this blog. The blog is especially useful for developers who create websites. There are a lot of tutorial and guides that you wouldn’t find anywhere else.

19. CSS Tricks


URL - https://css-tricks.com/

Want to become a CSS guru?

Then CSS Tricks is a great blog to follow. You’ll find guides, forums and even jobs at the site. The jobs are mostly around UI/Frontend Developer.

20. Codrops Blog


URL - https://tympanus.net/codrops/

Are you passionate about web development?

Yes!

The you’ll love this blog. Codrops is a web design and development blog that publishes articles and tutorials about the latest web trends, techniques and new possibilities.

21. OverOps blog

URL - https://blog.takipi.com/

Passionate about Java and .NET! Then the OverOps blog is a great place to up your skills.

Recently I stumbled in the article The Top 100 Java Libraries in 2018 – Based on 277,975 Source Files on the OverOps blog. I was left mesmerised.

They also host webinar and you’ll find useful ebooks too.

22. Code The Web


URL - https://codetheweb.blog/

This blog is another blog for Web Developers. They cover HTML, CSS and JavaScripts in a way one can understand.

The articles are well formatted and detailed as well.

23. CodeSignal Blog


URL - https://codesignal.com/blog/

This San Francisco based company is trying to change the way developers code through their blog CodeSignal.

It’s a great blog for CTOs, senior developers who are looking into hiring other junior developers.

Conclusion

Hope you liked the list. Join our developer community to get such articles to be delivered right into your inbox.

Which one is your favourite blog ? Tell us on social media by using the #aircto.


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List of top developer meetups to attend in 2018



I love networking, especially with some one who shares the same interest.  

As developers, it’s important to keep learning about new technologies. We live in a age where technology is changing so quickly that it can be very hard to keep up pace.


Meetups is a great way to connect with developers and stay updated with latest happenings.

While you might find hundreds of meetups on Meetup.com and other portals, to make your job easier, I have listed the top 10 meetups that you attend in Bangalore this year.

Note - The meetups have been arranged in the ascending order of time.

Let’s get right into the list -

1. Innovations in Deep Learning (Online Webinar) - Vivek Singhal

Date - 21 November 2018 (Wednesday)
Time - 8:30 PM to 10:30 PM
Meetup Group - Disrupt 4.0

Registration Link - https://www.meetup.com/Disrupt-4-0/events/255000976/

This meetup is all about Deep Learning & the only meetup in our list that you can attend online. You can attend this meetup if you are Data Scientist yourself or looking into knowing more about Data Science and Big Data.

One of the key benefits is that you’ll get the chance to connect with top Data Scientists from CellStrat.

2. Secrets to Becoming a Productive Programmer  - Arvind Padmanabhan

Date - 21 November 2018 (Wednesday)
Time - 5 - 7 pm
Meetup Group - Devopedia

Registration Link - https://www.meetup.com/Devopedia/events/255761621/

Productivity is very important, especially when writing code. If you are worried about your productivity then you should definitely attend this meetup.

The speaker is S Govindkrishna. He has been coding since 1987 and managing development teams since 1994.


3. DataHack Summit 2018, Bengaluru (Conference & Workshops)

Date - 22 November 2018 - 25 November 2018 (Thrusday - Sunday )
Time - 9:00 AM to 4:00 PM
Meetup Group - Analytics Vidhya Bangalore

Registration Link - https://www.meetup.com/analytics-vidhya-bangalore/events/252225012/

Data Hack Summit is India's Most Advanced Conference On Artificial Intelligence, Machine Learning, Deep Learning & IOT. The conference is mix of useful sessions and workshops. A must go for any ML/AI Enthusiast. It’s being conducted in NIMHANS Convention Center.


4. “Java Day” - November Java User Group Meetup

Date - 24 November 2018 (Saturday)
Time - 10 am - 4 pm
Meetup Group - Bangalore JAVA User Group (BangaloreJUG)

Registration Link - https://www.meetup.com/BangaloreOpenJUG/events/255599510/

With more than 5 talks, you’ll definitely have a lot of things to learn. You’ll have speakers from companies like Oracle and ThoughtWorks. The best part the meetup is completely free.


5. Hands-on: Mobile app to translate Text in Images - Ganesh Samarthyam

Date - 24 November 2018 (Saturday)
Time - 2 pm - 5:30 pm
Meetup Group - Bangalore AI & ML Meetup

Registration Link - https://www.meetup.com/Bangalore-AI-ML-Meetup/events/256266615/

This is a free hands-on workshop by Riya Mary Roy, IBM. You’ll learn how to use Cordova mobile framework to build and deploy mobile applications. It’s hosted by NASSCOM.


6. Meetup #5: Blockchain Deep-Dive - Murughan Palaniachari

Date - 24 November 2018 (Saturday)
Time - 10 am - 1:00 pm
Meetup Group - Bangalore Blockchain Developers Meetup
Registration Link - https://www.meetup.com/Bangalore-BlockChain-Developers-Meetup/events/254782990/

Calling all Blockchain enthusiast!

This free meetup is for anyone interested in Blockchain Development. The level of experience doesn’t matter. The meetup is sponsored by Citrix.


7. Introduction to Deep Learning

Date - 25 November 2018 (Sunday)
Time - 9:30 am - 12:30 pm
Meetup Group - Bengaluru Women in Machine Learning & Data Science
Registration Link - https://www.meetup.com/Bengaluru-Women-in-Machine-Learning-and-Data-Science/events/256217081/

This a great workshop for someone interested in learning about Deep Learning and it’s usage. The meetup is conducted by Shreya Khare, software engineer at IBM Research Labs.


8. Azure Devops Community Launch Series - Part 1

Date - 1 December 2018 (Saturday)
Time - 10:00 am - 4:00 pm
Meetup Group - Microsoft Azure User Group-Bangalore

Registration Link - https://www.meetup.com/Microsoft-Azure-Bangalore/events/255764652/

This meetup is for beginners who are looking to learn principles and practices required for a successful DevOps transformation. The main highlight of the meetup would be the usage of Azure DevOps. It’s hosted at the Microsoft R&D office located in Bellandur.

9. React Native #04

Date - 1 December 2018 (Saturday)
Time - 2:00 pm - 6:00 pm
Meetup Group - ReactJS Meetup

Registration Link - https://www.meetup.com/ReactJS-Bangalore/events/255320385/

There are multiple sessions -

Augmented reality with react native by Mahesh NandamUnderstanding "Native" in React-Native by Yeswanth
Mastering push notifications by Chakravarthy Making your React Native App look great across devices by Kashish Grover

It’s hosted at BloomReach India office in Indiranagar.


10. Reactjs Advance

Date - 2 December 2018 (Sunday)
Time - 10:00 am - 2:00 pm
Meetup Group - JSLovers-Bengaluru

Registration Link - https://www.meetup.com/jschannel-Bengaluru/events/255889910/

Calling all React Developers!

This is a great meetup for React enthusiast. It comprises of 3 sessions. The first session is about Reactjs Hooks in Action by Jaswant Singh Sandhu.

It’s hosted at the Microsoft Office in Bellandur.

Conclusion

Hope you liked our curated list. To be informed regarding these events feel free to sign up here. We send awesome resources every week.  

Please share the post to spread the word.

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This post is contributed by Dean Mathews, CEO of OnTheClock.

With almost all day-to-day company functions being technology-dependent, it’s difficult to imagine an efficiently functioning workplace without an IT department.

So, it comes as no surprise that the advice market surrounding IT productivity is saturated. However, not all these tips are created equal. Some might actually be detrimental instead of beneficial to your IT team and business.

Why? According to a Zapier piece by Olivia Jardine:

“Putting too much pressure on yourself or your team to complete an ever-expanding list of daily to-dos could result in elongated working hours, stress, and eventually, burnout.”

Getting more things done is not the only end goal of productivity. It’s doing it in a way that is sustainable, smart, and cognisant to the wellbeing of tech professionals.

The good news: successful tech teams have been sharing productivity hacks that have worked for them.

Here are 7 ways you can increase your tech team’s productivity, from IT professionals themselves.

1. Make Work Meaningful

According to a survey by The Energy Project involving 12,000 respondents, team members who find purpose in their work reported 1.4 times higher workplace engagement, 1.7 times better job satisfaction, and are 3x more likely to stay with their current company.

You might be thinking, “Meaning? In IT? Are you kidding me?”

While it is true that working in IT isn’t readily associated with purpose or meaning, it doesn’t mean it can’t be. For example, make sure members of your IT department understand and appreciate how their work impacts the overall success of the company. If your tech team develops customer-facing products or services, give them facetime with your customers to show the positive impact due to their hard work.

2. Break Down Projects into Small, Manageable Tasks

One of the soundest and most sustainable productivity hacks, especially for IT teams, is to approach difficult tasks carefully and steadily.

IT projects are almost always big in scale. There are several moving parts and just reviewing all the things that need to be accomplished from Day 1 to project completion can be exhausting and daunting.

It’s important not to overwhelm your tech team by assigning too much work at once. As the project lead, break down the project into smaller, more manageable tasks. Do not move on to the next phase until everything is 100% completed. This doesn’t necessarily decrease the workload, but it puts your team in a more positive organised mindset which is crucial for sustained productivity.

3. Avoid Micromanagement and Reduce Reporting

Former Excella Consulting principal consultant and program management lead Jonathan Brusking articulated it perfectly:

"You hired smart, talented people because they could get the job done. Now let them do it."

Micromanagement paralyzes employees. Instead of getting things done, the thought that there’s a “Big Brother” watching their every move is counterproductive. Micromanagement kills creativity and deflates employee morale.

Likewise, there are a number of tech managers that overburden their team with reporting. If your team members are spending more than 10% of their workday to document what they’re doing, you’re wasting their time. As a win-win solution, you can invest in an automated time tracking software that allows your tech team to conveniently and accurately track their tasks.

4. Equip Your Team with Collaboration and Productivity Tools

You can’t expect a warrior to win a battle without the right weapons. The same goes for your IT department. If you don’t invest in the right tools that will encourage collaboration and increase their efficiency, don’t blame them if their productivity takes a slump.


Even the brightest tech professionals are only as good as the tools and resources they use daily. Investing in the right tools should be the cardinal productivity rule across all HR departments. It should be user-agnostic, intuitive, and easy to use. It should streamline communication and make collaboration among team members easy.

5. Simplify Processes and Eliminate Unnecessary Tasks

Once upon a time, there was a misplaced belief that more complex workflows are better, more sophisticated, and reflect how advanced a workplace is. The result? Tech teams were burdened with unnecessarily long procedures that made tech personnel unproductive.

Set aside time to revisit your workflows and check if there are processes that could be simplified, and if you can minimise several steps into fewer, more streamlined processes. If a specific task does not contribute to the goal at hand, figure out whether it can be simplified or removed. You can also ask your team for their recommendations on what tasks they believe are unnecessary to their jobs.

6. Don’t Underestimate Nourishment

Working in tech is draining — literally. After a half-day of coding or troubleshooting tech issues, the work could take a physical toll on your IT team.

It’s no wonder why a lot of companies like Google provide free food to their employees. It’s a simple gesture, but it goes a long way in keeping your team energized and maintaining your IT department’s productivity.

7. Provide Timely Feedback

Putting in hours at work just to find out that all the hard work did not contribute to the team’s goals is not only counterproductive, but it is also demoralizing. This is why timely feedback is important.

Giving timely feedback to tech professionals allows them to make the necessary adjustments so as not to waste time doing things that are not in line with the overall team objectives.

Likewise, recognize team members who are doing well. Positive reinforcement is a time-tested way to improve a team’s productivity.

Productive Tech Teams Lead to Successful Businesses

Improving productivity will continue to be an unending quest for tech teams. The responsibilities of tech departments will grow and become more complex over time. As such, productivity management strategies will also evolve, and the above tips will be relevant for years to come.

With vital business functions relying on a solid tech infrastructure, the productivity of your tech team is a key ingredient to the overall productivity and success of the entire workplace.

Author Bio

Dean Mathews is the founder and CEO of OnTheClock, an online employee time tracking app that helps over 8,000 companies all around the world track time.
Dean has over 20 years of experience designing and developing business apps.

He views software development as a form of art. If the artist creates a masterpiece, many peoples lives are touched and changed for the better.

When he is not perfecting time tracking, Dean enjoys expanding his faith, spending time with family, friends and finding ways to make the world just a little better. You can find Dean on LinkedIn.

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