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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 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.
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In a digitally-native hiring landscape, online assessments have proven to be both a boon and a bane for recruiters and employers.
The ease and efficiency of virtual interviews, take home programming tests and remote coding challenges is transformative. Around 82% of companies use pre-employment assessments as reliable indicators of a candidate's skills and potential.
Online skill assessment tests have been proven to streamline technical hiring and enable recruiters to significantly reduce the time and cost to identify and hire top talent.
In the realm of online assessments, remote assessments have transformed the hiring landscape, boosting the speed and efficiency of screening and evaluating talent. On the flip side, candidates have learned how to use creative methods and AI tools to cheat in tests.
As it turns out, technology that makes hiring easier for recruiters and managers - is also their Achilles' heel.
Cheating in Online Assessments is a High Stakes Problem
With the proliferation of AI in recruitment, the conversation around cheating has come to the forefront, putting recruiters and hiring managers in a bit of a flux.
The problem becomes twofold - if finding the right talent can be a competitive advantage, the consequences of hiring the wrong one can be equally damaging and counter-productive.
As per Forbes, a wrong hire can cost a company around 30% of an employee's salary - not to mention, loss of precious productive hours and morale disruption.
The question that arises is - "Can organizations continue to leverage AI-driven tools for online assessments without compromising on the integrity of their hiring process? "
This article will discuss the common methods candidates use to outsmart online assessments. We will also dive deep into actionable steps that you can take to prevent cheating while delivering a positive candidate experience.
Common Cheating Tactics and How You Can Combat Them
Using ChatGPT and other AI tools to write code
Copy-pasting code using AI-based platforms and online code generators is one of common cheat codes in candidates' books. For tackling technical assessments, candidates conveniently use readily available tools like ChatGPT and GitHub.
Using these tools, candidates can easily generate solutions to solve common programming challenges such as:
Debugging code
Optimizing existing code
Writing problem-specific code from scratch
Ways to prevent it
Enable full-screen mode
Disable copy-and-paste functionality
Restrict tab switching outside of code editors
Use AI to detect code that has been copied and pasted
Enlist external help to complete the assessment
Candidates often seek out someone else to take the assessment on their behalf. In many cases, they also use screen sharing and remote collaboration tools for real-time assistance.
In extreme cases, some candidates might have an off-camera individual present in the same environment for help.
Ways to prevent it
Verify a candidate using video authentication
Restrict test access from specific IP addresses
Use online proctoring by taking snapshots of the candidate periodically
Use a 360 degree environment scan to ensure no unauthorized individual is present
Using multiple devices at the same time
Candidates attempting to cheat often rely on secondary devices such as a computer, tablet, notebook or a mobile phone hidden from the line of sight of their webcam.
By using multiple devices, candidates can look up information, search for solutions or simply augment their answers.
Ways to prevent it
Track mouse exit count to detect irregularities
Detect when a new device or peripheral is connected
Use network monitoring and scanning to detect any smart devices in proximity
Conduct a virtual whiteboard interview to monitor movements and gestures
Using remote desktop software and virtual machines
Tech-savvy candidates go to great lengths to cheat. Using virtual machines, candidates can search for answers using a secondary OS while their primary OS is being monitored.
Remote desktop software is another cheating technique which lets candidates give access to a third-person, allowing them to control their device.
With remote desktops, candidates can screen share the test window and use external help.
Ways to prevent it
Restrict access to virtual machines
AI-based proctoring for identifying malicious keystrokes
Use smart browsers to block candidates from using VMs
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Former employees who return to work with the same organisation are essential assets. In talent acquisition, such employees are also termed as ‘Boomerang employees’. Former employees are valuable because they require the least training and onboarding because of their familiarity with the organization’s policies. Rehiring former employees by offering them more perks is a mark of a successful hiring process. This article will elaborate on the talent acquisition strategies for rehiring former employees, supported by a few real-life examples and best practices.
Why Should Organizations Consider Rehiring?
One of the best ways of ensuring quality hire with a low candidate turnover is to deploy employee retention programs like rehiring female professionals who wish to return to work after a career break. This gives former employees a chance to prove their expertise while ensuring them the organization’s faith in their skills and abilities. Besides, seeing former employees return to their old organizations encourages newly appointed employees to be more productive and contribute to the overall success of the organization they are working for. A few other benefits of rehiring old employees are listed below.
Reduced Hiring Costs
Hiring new talent incurs a few additional costs. For example, tasks such as sourcing resumes of potential candidates, reaching out to them, conducting interviews and screenings costs money to the HR department. Hiring former employees cuts down these costs and aids a seamless transition process for them.
Faster Onboarding
Since boomerang employees are well acquainted with the company’s onboarding process, they don’t have to undergo the entire exercise. A quick, one-day session informing them of any recent changes in the company’s work policies is sufficient to onboard them.
Retention of Knowledge
As a former employee, rehired executives have knowledge of the previous workflows and insights from working on former projects. This can be valuable in optimizing a current project. They bring immense knowledge and experience with them which can be instrumental in driving new projects to success.Starbucks is a prime example of a company that has successfully leveraged boomerang employees. Howard Schultz, the company's CEO, left in 2000 but returned in 2008 during a critical time for the firm. His leadership was instrumental in revitalizing the brand amid financial challenges.
Best Practices for Rehiring Former Employees
Implementing best practices is the safest way to go about any operation. Hiring former employees can be a daunting task especially if it involves someone who was fired previously. It is important to draft certain policies around rehiring former employees. Here are a few of them that can help you to get started.
1. Create a Clear Rehire Policy
While considering rehiring a former employee, it is essential to go through data indicating the reason why they had to leave in the first place. Any offer being offered must supersede their previous offer while marking clear boundaries to maintain work ethics. Offer a fair compensation that justifies their skills and abilities which can be major contributors to the success of the organization. A well-defined policy not only streamlines the rehiring process but also promotes fairness within the organization.
2. Conduct Thorough Exit Interviews
Exit interviews provide valuable insights into why employees leave and can help maintain relationships for potential future rehires. Key aspects to cover include:
Reasons for departure.
Conditions under which they might consider returning.
Feedback on organizational practices.
Keeping lines of communication open during these discussions can foster goodwill and encourage former employees to consider returning when the time is right.
3. Maintain Connections with Alumni
Creating and maintaining an alumni association must be an integral part of HR strategies. This exercise ensures that the HR department can find former employees in times of dire need and indicates to former employees how the organization is vested in their lives even after they have left them. This gesture fosters a feeling of goodwill and gratitude among former hires. Alumni networks and social media groups help former employees stay in touch with each other, thus improving their interpersonal communication.Research indicates that about 15% of rehired employees return because they maintained connections with their former employers.
4. Assess Current Needs Before Reaching Out
Before reaching out to former employees, assess all viable options and list out the reasons why rehiring is inevitable. Consider:
Changes in job responsibilities since their departure.
Skills or experiences gained by other team members during their absence.
It is essential to understand how the presence of a boomerang employee can be instrumental in solving professional crises before contacting them. It is also important to consider their present circumstances.
5. Initiate an Honest Conversation
When you get in touch with a former employee, it is important to understand their perspective on the job being offered. Make them feel heard and empathize with any difficult situations they may have had to face during their time in the organization. Understand why they would consider rejoining the company. These steps indicate that you truly care about them and fosters a certain level of trust between them and the organization which can motivate them to rejoin with a positive attitude.
6. Implement a Reboarding Program
When a former employee rejoins, HR departments must ensure a robust reboarding exercise is conducted to update them about any changes within the organization regarding the work policies and culture changes, training them about any new tools or systems that were deployed during their absence and allowing them time to reconnect with old team members or acquaint with new ones.
7. Make Them Feel Welcome
Creating a welcoming environment is essential for helping returning employees adjust smoothly. Consider:
Organizing team lunches or social events during their first week.
Assigning a mentor or buddy from their previous team to help them reacclimate.
Providing resources that facilitate learning about any organizational changes.
A positive onboarding experience reinforces their decision to return and fosters loyalty.
Real-Life Examples of Successful Rehiring
Several companies have successfully implemented these strategies:
IBM: The tech giant has embraced boomerang hiring by actively reaching out to former employees who possess critical skills in emerging technologies. IBM has found that these individuals often bring fresh perspectives that contribute significantly to innovation7.
Zappos: Known for its strong company culture, Zappos maintains an alumni network that keeps former employees engaged with the brand. This connection has led to numerous successful rehiring instances, enhancing both morale and productivity within teams6.
Conclusion
Rehiring former employees can provide organizations with unique advantages, including reduced costs, quicker onboarding, and retained knowledge. By implementing strategic practices—such as creating clear policies, maintaining connections, assessing current needs, and fostering welcoming environments—companies can effectively tap into this valuable talent pool.
As organizations continue navigating an ever-changing workforce landscape, embracing boomerang employees may be key to building resilient teams equipped for future challenges. By recognizing the potential benefits and following best practices outlined above, businesses can create a robust strategy for rehiring that enhances both employee satisfaction and organizational performance.
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In this ever-evolving world of IoT, the makers and developers have to keep their information log updated to stay relevant in the field. Having said that, it is not easy because of the lack of time and a one-stop site to get all the information.
Understanding this need, we have come up with a weekly post, “IoT NEWS packets,” which gives you snippets of what’s new in the field of IoT.
Here are the latest developments in the field of IoT this week:
Samsung Family Hub 2.0 at Samsung Forum 2017
The Samsung Family Hub 2.0 comes in the form of a smart refrigerator. It has a 21.5-inch LED touchscreen and is driven by a Tizen OS that manages up to five family members’ food, cooking, artistic, music, video, and memo needs. It has S Voice recognition technology and a wide range of commands to help you with so many things, from shopping lists to the weather. It is can even find recipes using what is in the fridge.
Global IoT security market is expectedto grow steadily at a CAGR of 47.91% by 2021
According to a study by Market Research Hub, the global IoT security market is all set to grow at a remarkable CAGR of 47.91% during the period 2017–2021. In terms of geography, the APAC region is projected to lead the global market in the coming years; one of the major reasons for this growth is the high adoption of IoT security solutions among enterprises.
Target’s Internet of Things Store Gets a Renovation
https://www.youtube.com/watch?v=mRHtgzkFjUM
Target Open House is back after seven long weeks of renovation. The connected device concept store gives the guests hands-on interaction with new products and services. It also gives the entrepreneur community a place to meet and learn from one another and consumers.
Target Open House makes it easier for startups to get their products in front of thousands of guests much before they’re available for sale.
Along with Open House, Target is launching a new tool called Mission Control. This software will help startups submit products to be showcased at the Open House, and it also offers a real-time dashboard for exhibitors to look at guest interactions, collect feedback, and understand traffic and sales for their products.
Micro Mote: An energy-efficient computer with deep learning capabilities
David Blaauw and Dennis Sylvester, computer scientists at the University of Michigan, have developed the “Micro Mote” computer to make smarter, energy efficient, and smaller sensors for medical devices and the Internet of Things. They have also used deep learning technologies for enhancing face and voice recognition capabilities. It incorporates a deep-learning processor that can operate a neural network while using just 288 micro watts.
IBM and Visa: Turn any connected device into a point of sale with Watson IoT
A new partnership between Visa and IBM Watson gives Visa access to as many as 6,000 IoT client companies. Visa allows them to provision Visa tokenization into their devices and effectively turn them into point-of-sale (POS) terminals that allow users to pay on-the-go.
For example, a pair of smart shoes might monitor a user’s running distance and after a certain number of miles remind him to buy a new pair, which he or she could do on the spot through an activity tracker or an app.
Azure IoT comes with new Azure Stream Analytics features
IoT solutions must monitor real-time data coming from various devices and take action when troubling patterns are found. This capability is referred to as “stream processing.” At the scale of IoT, customers need a robust and scalable solution.
Microsoft Azure Stream Analytics will meet these needs with the following features:
Native support for geospatial functions
Custom code with JavaScript
Low-latency dashboards
Job diagnostics logs
Visual Studio integration
French national railway company accelerates innovation with Watson IoT
IBM announced that French Railways operator SNCF is using Watson IoT on IBM Cloud to deliver superior customer experiences, greater operational efficiency, and enhanced rail safety to its 13.5 million daily commuters.
Now the mass transit Parisian lines and new generation trains are equipped with 2,000 sensors, which grab 70,000 data points per month. Rather than having to manually examine each train, SNCF engineers can remotely monitor up to 200 trains at a time for potential issues including door failures or air conditioning, all the while they are in transit.
Qualcomm announced 802.11ax WiFi technology for IoT gadgets
The technology called 802.11ax is the next evolutionary step of the WiFi technology improvements. Qualcomm is the first company to announce 802.11ax chips.
According to Qualcomm, the latest WiFi technology delivers four times more capacity than the current top WiFi routers, along with boosting speeds and wider coverage area.
Qualcomm’s 802.11ax chip employs techniques used in cellular communications to enhance WiFi efficiency without asking for more spectrum.
FluoWiFi – A Wireless Development Board for IoT
FluoWiFi has been designed to provide a powerful yet versatile IoT prototyping board that anyone can use and easily program using the Arduino IDE. It is a microcontroller board based on the ATmega644p by Atmel and the ESP32 module. ESP32 is a 2.4 GHz Wi-Fi and Bluetooth low power combo chip. It supports IPv4 and IPv6, Secure HTTP, CoAP, REST, and MQTT protocols ready to go.
50% of organizations in the US and Europe lag in IoT adoption
HCL released the findings of a first-of-its-kind survey of senior business and technology decision-makers in IoT in the major global enterprises.
A survey was conducted in 263 organisations in Europe and the U.S. and here are a few key findings:
50% of respondents said their organizations are already “behind the curve on IoT.”
49% of organizations are still struggling to get off the ground with IoT, “due to an uncoordinated and siloed approach.”
38% of respondents agree that the biggest barrier to IoT adoption is security concerns.
On average, only 48 percent of data collected from the IoT is analyzed, while IoT adapters take five days to turn data into insight.
Did you know there exists a global study where five of the top ten spots are filled by India? You heard that right! A 2014 LinkedIn study tracked the movement of tech talent across the globe and found that Bangalore grows tech talent faster than other city in the world. Thanks to a burgeoning base of startups, Bangalore has stepped out of the shadow of its widely-used "Silicon Valley of India" sobriquet and leapfrogged the US as a beehive of tech talent. Pune, Hyderabad, Chennai, and Gurgaon followed the leader closely on the list. Though it is hardly a surprise to anybody anymore, these findings re-affirm that India is home to the biggest pool of technology talent.
Despite this abundance of talent, Indian companies, especially startups, are still clamoring for coders to meet their fast-paced business needs. They claim that a shortage of skilled workers in the industry has resulted in skyrocketing wages and put a dampener on expansion plans. At first blush, none of it adds up; how can one explain the dearth of tech talent in the mother ship despite it still being the hub of technology services outsourcing? Well, much ink has been spilled on the debate and as you would have observed, the ecosystem is divided on the verdict.
Have we thrown in the towel too early?
Here's our take - There's enough of tech talent to go around, and excellent ones at that. So, it may be premature to write this quest off as a wild goose chase. It is true that great developers with superior skill sets and a great cultural fit to the organization are rare to come by. Having said that, we must not be hasty to think of them as unicorns. Perhaps we need to redefine "tech talent" altogether.
During my time at HackerEarth, I have come to believe that if you expect to harvest the best tech talent and retain them, you will have to veer off the beaten path.
1. Look in uncanny places
One of the lesser-known reasons that the best talent in the business is still untapped is the heavy emphasis on pedigree. Without undermining the importance of formal education, we can safely say that it is no longer the deal-breaker it once used to be. Today, the technology industry collectively struggles with filling up positions fast enough to deliver projects that make a real business impact. The only programmers who can live up to that expectation are those that have hands-on experience rather than just a Computer Science or Information Technology degree from a premier institute.
India spews a whopping 1.5 million engineers annually but 20-33% of them are struggling to get placed. As a result, they often they end up in jobs they are over-qualified for. The scenario is naturally more challenging for students from tier-2 and tier-3 cities. Clearly, traditional campus recruitment do them little justice; the process is in dire need of a face-lift. The best-kept secrets of tech talent are no longer hidden only in paper-and-pen resumes and job portals. From our experience, we have seen that apart from social media and anecdotal referrals, students from small towns often emerge as winners on online hiring platforms that test their expertise vis-a-vis their peers with more sophisticated backgrounds. Coding bootcamps and hackathons are not only fun and collaborative; they are unconventional platforms that are turning the spotlight on skill rather than merely on educational qualifications. Through this gamification of sorts, companies are equipped with rich analytics and intelligent ranking and better poised to make hiring decisions based on merit.
2. Fix the gender gap
Although India witnesses a higher influx of female talent in the technology ecosystem than its counterpart in Silicon Valley, we still have miles to go. According to a 2015 report by McKinsey & Co., India has the greatest shot at a substantial incremental GDP opportunity if gender parity is achieved. This could mean an increase of 16% in the country's GDP by 2025. Today, 30% of engineering graduates in the country are women and even the best of them shy away from technology entrepreneurship. The time has come for companies to cast their nets wider, identify women with great technical prowess and nurture them to become the leaders of tomorrow.
3. Find the sweet spot
Gone are the days when every candidate was satisfied with a well-defined career path and satisfactory increments in their salaries. In the quest for tech talent, recruiters can no longer be Procrustean in their approach. A little bit of research into their motivators goes a long way in finding that "sweet spot" which gives creates a win-win situation for both. Studies now show that each class of applicants puts different perks on top of their priority lists. For instance, men are shown to be drawn toward excellent compensation and benefits, challenging work, and good organizational culture. Women, on the other hand, prefer a good work-life balance, cordial relationships with peers, and flexible work arrangements. In short, the talent you consciously pursue is the talent you will get.
Conclusion
It may seem expensive in the short-term, but the "right" people are a worthy investment that is sure to give businesses an edge in a competitive market. The way we see it, the buck must not stop there. The Indian tech market is witnessing exponential growth and the need of the hour is a disruption in the recruitment scenario. One of the challenges we see in the goal of bridging the talent gap is the lack of scalability. The technology sector in the country is fairly young and the higher rungs of the career ladder are feeling the pinch. The way forward is to encourage and nurture the new breed of tech talent for years to come. Who knows, someday the needles won't be too deep in the haystack.
If addressing the lack of women is a top priority for your organization, then come and be a part of HackerEarth's International Women's Hackathon 2017.
Data classification is a very important task in machine learning.Support Vector Machines (SVMs) are widely applied in the field of pattern classifications and nonlinear regressions. The original form of the SVM algorithm was introduced by Vladimir N. Vapnik and Alexey Ya. Chervonenkis in 1963. Since then, SVMs have been transformed tremendously to be used successfully in many real-world problemssuch as text (and hypertext) categorization,image classification,bioinformatics (Protein classification,Cancer classification), handwritten character recognition, etc.
Table of Contents
What is a Support Vector Machine?
How does it work?
Derivation of SVM Equations
Pros and Cons of SVMs
Python and R implementation
What is a Support Vector Machine(SVM)?
A Support Vector Machine is a supervised machine learning algorithm which can be used for both classification and regression problems. It follows a technique called the kernel trick to transform the data and based on these transformations, it finds an optimal boundary between the possible outputs.
In simple words, it does some extremely complex data transformations to figure out how to separate the data based on the labels or outputs defined.We will be looking only at the SVM classification algorithm in this article.
How does it work?
The main idea is to identify the optimal separating hyperplane which maximizes the margin of the training data. Let us understand this objective term by term.
What is a separating hyperplane?
We can see that it is possible to separate the data given in the plot above. For instance, we can draw a line in which all the points above the line are green and the ones below the line are red. Such a line is said to be a separating hyperplane.
Now the obvious confusion, why is it called a hyperplane if it is a line?
In the diagram above, we have considered the simplest of examples, i.e., the dataset lies in the 2-dimensional plane(R2). But the support vector machine can work for a general n-dimensional dataset too. And in the case of higher dimensions, thehyperplane is the generalization of a plane.
More formally, it is an n-1 dimensional subspace of an n-dimensional Euclidean space. So for a
1D dataset, a single point represents the hyperplane.
2D dataset, a line is a hyperplane.
3D dataset, a plane is a hyperplane.
And in the higher dimension, it is called a hyperplane.
We have said that the objective of an SVM is to find the optimal separating hyperplane. When is a separating hyperplane said to be optimal?
The fact that there exists a hyperplane separating the dataset doesn’t mean that it is the best one.
Let us understand the optimal hyperplane through a set of diagrams.
Multiple hyperplanes There are multiple hyperplanes, but which one of them is a separating hyperplane? It can be easily seen that line B is the one which best separates the two classes.
Multiple separating hyperplanes There can be multiple separating as well. How do wefind the optimal one? Intuitively, if we select a hyperplane which is close to the data points of one class, then it might not generalize well. So the aim is to choose the hyperplane which is as far as possible from the data points of each category.
In the diagram above, the hyperplane that meets the specified criteria for the optimal hyperplane is B.
Therefore, maximizing the distance between the nearest points of each class and the hyperplane would result in an optimal separating hyperplane. This distance is called the margin.
The goal of SVMs is to find the optimal hyperplane because it not only classifies the existing dataset but also helps predict the class of the unseen data. And the optimal hyperplane is the one which has the biggest margin.
Mathematical Setup
Now that we have understood the basic setup of this algorithm, let us dive straight into the mathematical technicalities of SVMs.
I will be assuming you are familiar withbasic mathematical concepts such as vectors, vector arithmetic(addition, subtraction, dot product) and the orthogonal projection. Some of these concepts can also be found in the article, Prerequisites of linear algebra for machine learning.
Equation of Hyperplane
You musthave come across the equation of a straight line as y=mx+c, where m is the slope and cis the y-intercept of the line.
The generalized equation of a hyperplane is as follows:
wTx=0
Here w and x are the vectors and wTx represents the dot product of the two vectors. The vector w is often called as the weight vector.
Consider the equation of the line as y−mx−c=0.In this case,
w=⎛⎝⎜−c−m1⎞⎠⎟ and x=⎛⎝⎜1xy⎞⎠⎟
wTx=−c×1−m×x+y=y−mx−c=0
It is just two different ways of representing the same thing. So why do we use wTx=0? Simply because it is easier to deal with this representation in thecase of higher dimensional dataset and w represents the vector which is normal to the hyperplane. This property will be useful once we start computing the distance from a point to the hyperplane.
Understanding the constraints
The training data in our classification problem is of the form {(x1,y1),(x2,y2),…,(xn,yn)}∈Rn×−1,1. This means that the training dataset is a pair of xi, an n-dimensional feature vector and yi, the label of xi. When yi=1 implies that the sample with the feature vector xi belongs to class 1 and if yi=−1 implies that the sample belongs to class -1.
In a classification problem, we thus try to find out a function, y=f(x):Rn⟶{−1,1}. f(x) learns from the training data set and then applies its knowledge to classify the unseen data.
There are an infinite number of functions, f(x) that can exist, so we have to restrict the class of functions that we are dealing with. In thecase of SVM’s, this class of functions is that of the hyperplanerepresented as wTx=0.
It can also be represented as w⃗ .x⃗ +b=0;w⃗ ∈Rn and b∈R
This divides the input space into two parts, one containing vectors of class ?1 and the other containing vectors of class +1.
For the rest of this article, we will consider 2-dimensional vectors. Let H0 be a hyperplane separating the dataset and satisfying the following:
w⃗ .x⃗ +b=0
Along with H0, we can select two others hyperplanes H1 and H2 such that they also separate the data and have the following equations:
w⃗ .x⃗ +b=δ and w⃗ .x⃗ +b=-δ
This makes Ho equidistant from H1 as well as H2.
The variable ? is not necessary so we can set ?=1 to simplify the problem as w⃗ .x⃗ +b=1 and w⃗ .x⃗ +b=-1
Next, we want to ensure that there is no point between them. So for this, we will select only those hyperplanes which satisfy the following constraints:
For every vector xieither:
w⃗ .x⃗ +b≤-1 for xi having the class ?1 or
w⃗ .x⃗ +b≥1 for xi having the class 1
Combining the constraints
Both the constraints stated above can be combined into a single constraint.
Constraint 1:
For xi having the class -1, w⃗ .x⃗ +b≤-1 Multiplying both sides by yi (which is always -1 for this equation) yi(w⃗ .x⃗ +b)≥yi(−1) which implies yi(w⃗ .x⃗ +b)≥1 for xi having the class?1.
Constraint 2:yi=1
yi(w⃗ .x⃗ +b)≥1 for xi having the class 1
Combining both the above equations, we get yi(w⃗ .x⃗ +b)≥1 for all 1≤i≤n
This leads to a unique constraint instead of two which are mathematically equivalent. The combined new constraint also has the same effect, i.e., no points between the two hyperplanes.
Maximize the margin
For the sake of simplicity, we will skip the derivation of the formula for calculating the margin, m which is
m=2||w⃗ ||
The only variable in this formula is w, which is indirectly proportional to m, hence to maximize the margin we will have to minimize ||w⃗ ||. This leads to the following optimization problem:
Minimize in (w⃗ ,b){||w⃗ ||22 subject to yi(w⃗ .x⃗ +b)≥1 for any i=1,…,n
The above is the case when our data is linearly separable. There are many cases where the data can not be perfectly classified through linear separation. In such cases, Support Vector Machine looks for the hyperplane that maximizes the margin and minimizes the misclassifications.
For this, we introduce the slack variable,ζi which allows some objects to fall off the margin but it penalizes them.
In this scenario, the algorithm tries to maintain the slack variable to zero while maximizing the margin. However, it minimizes the sum of distances of the misclassification from the margin hyperplanes and not the number of misclassifications.
Constraints now changes to yi(w⃗ .xi→+b)≥1−ζi for all 1≤i≤n,ζi≥0
and the optimization problem changes to
Minimize in (w⃗ ,b){||w⃗ ||22+C∑iζi subject to yi(w⃗ .x⃗ +b)≥1−ζi for any i=1,…,n
Here, the parameter C is the regularization parameter that controls the trade-off between the slack variable penalty (misclassifications) and width of the margin.
Small C makes the constraints easy to ignore which leads to a large margin.
Large C allows the constraints hard to be ignored which leads to a small margin.
For C=inf, all the constraints are enforced.
The easiest way to separate two classes of data is a line in case of 2D data and a plane in case of 3D data. But it is not always possible to use lines or planes and one requires a nonlinear region to separate these classes. Support Vector Machines handle such situations by using a kernel function which maps the data to a different space where a linear hyperplane can be used to separate classes. This is known as thekernel trick where the kernel function transforms the data into the higher dimensional feature space so that a linear separation is possible.
If ϕ is the kernel function which maps xito ϕ(xi), the constraints change toyi(w⃗ .ϕ(xi)+b)≥1−ζi for all 1≤i≤n,ζi≥0
And the optimization problem is
Minimize in (w⃗ ,b){||w⃗ ||22+C∑iζi subject to yi(w⃗ .ϕ(xi)+b)≥1−ζi for all 1≤i≤n,ζi≥0
We will not get into the solution of these optimization problems. The most common method used to solve these optimization problems is Convex Optimization.
Pros and Cons of Support Vector Machines
Every classification algorithm has its own advantages and disadvantages that are come into play according to the dataset being analyzed. Some of the advantages of SVMs are as follows:
The very nature of the Convex Optimization method ensures guaranteed optimality. The solution is guaranteed to be a global minimum and not a local minimum.
SVMis an algorithm which is suitable for both linearly and nonlinearly separable data (using kernel trick). The only thing to do is to come up with the regularization term, C.
SVMswork well on small as well as high dimensional data spaces. It works effectively for high-dimensional datasets because of the fact that the complexity of the training dataset in SVM is generally characterized by the number of support vectors rather than the dimensionality. Even if all other training examples are removed and the training is repeated, we will get the same optimal separating hyperplane.
SVMscan work effectively on smaller training datasets as they don’trely on the entire data.
Disadvantages of SVMs are as follows:
Theyarenot suitable for larger datasets because the training time with SVMs can be high and much more computationally intensive.
They areless effective on noisier datasets that have overlapping classes.
SVM with Python and R
Let us look at the libraries and functions used to implement SVM in Python and R.
Python Implementation
The most widely used library for implementing machine learning algorithms in Python is scikit-learn. The class used for SVMclassification in scikit-learn issvm.SVC()
C: It is the regularization parameter, C, of the error term.
kernel: It specifies the kernel type to be used in the algorithm. It can be ‘linear’, ‘poly’, ‘rbf’, ‘sigmoid’, ‘precomputed’, or a callable. The default value is ‘rbf’.
degree: It is the degree of the polynomial kernel function (‘poly’) and is ignored by all other kernels. The default valueis 3.
gamma: It is the kernel coefficient for ‘rbf’, ‘poly’, and ‘sigmoid’. If gamma is ‘auto’, then 1/n_features will be used instead.
There are many advanced parameters too which I have not discussed here. You can check them outhere.
One can tune the SVM by changing the parameters C,γ and the kernel function. The function for tuning the parameters available in scikit-learn is called gridSearchCV().
In the above code, the parameters we have considered for tuning are kernel, C, and gamma. The values from which the best value is to be are the ones written in the bracket. Here, we have only given a few values to be considered but a whole range of values can be given for tuning but it will take a longer time for execution.
R Implementation
The package that we will use for implementing SVM algorithm in R is e1071. The function used will be svm().
Inthis article, Ihave gone through a very basic explanation of SVM classification algorithm. I have left outa few mathematical complications such as calculating distances and solving the optimization problem. But I hope this gives you enough know-how abouthow a machine learning algorithm, that is,SVM, can be modified based on the type of dataset provided.
We certainly have some interesting times to look forward to. All ed tech and career forecasts for this decade talk about artificial intelligence (AI) technologies, including machine learning, deep learning, and natural language processing, enabling digital transformation in ways that are quite “out there.”
To stay relevant in this economy, the brightest minds, naturally, want to stay ahead of the pack by specialising in these exciting fields.
Going back to school may not be a feasible or attractive route when looking for new career options for people who are already equipped with degrees in computer science, engineering, math, or statistics. So, they typically get certified from edX, Coursera, and Udacity. Read more top free courses from these ed platforms here.
In the U.S., many premier universities offer offline and online graduate programs in data science and only a few in machine learning. Some universities such as Johns Hopkins, Princeton, Rutgers, and University of Wisconsin–Madison offers machine learning/AI courses designed for data science, computer science, math, or stats graduate students.
But for students who can’t wait to learn on the job, we’ve put together a list of universities that offer graduate and/or PhD programs on the campus in the US and India.
Table of Contents
Universities / Colleges in the US
Carnegie Mellon University, Pennsylvania
University of Washington, Washington
Colombia University, New York
Stanford University, California
Texas A & M University, Texas
New York University, New York
Georgia Tech, Georgia
North Carolina State University, North Carolina
Northwestern University, Illionis
UC Berkley, California
Universities / Colleges in India
Great Lakes Institute of Management, Gurgaon / Chennai / Bengaluru
SP Jain School of Global Management, Pune
Narsee Monjee Institute of Management Studies, Mumbai
MISB Bocconi, Mumbai
Indian School of Business (ISB), Bengaluru
IIM Bangalore
Institute of Finance and International Management (IFIM), Bengaluru
Universities / Colleges in the US
1. Carnegie Mellon University, Pennsylvania
Situated in Pittsburgh, CMU has seven colleges and independent schools and is among the top 25 universities in the U.S. The Machine Learning Department offers three courses to introduce students to the concept of data-driven decision making:
Master of Science in Machine Learning which focuses on data mining.For information about the application procedure and deadlines, go here.
Secondary Master’s in Machine Learning which is open only to its PhD students, faculty, and staff.For information about admission requirements and application, go here.
Fifth Year Master’s in Machine Learning for its undergraduate students to get an MS by earning credits in ML courses.For information about program requirements and application, go here.
UW’s Master of Science in Data Science degree teaches students to manage, model, and visualize big data. Expert faculty from six of the university’s departments who teach this fee-based course expect the students to have “a solid background mathematics, computer programming and communication.” The course is designed for working professionals, with evening classes on the campus, who can enroll as part-time or full-time students.
For information about the application procedure and deadlines, go here.
For information about financial aid and cost of study, go here.
UW’s Certificate in Data Science teaches basic math, computer science, and analytics to aspiring data scientists. Professionals are expected to know some SQL, programming, and statistics. Data storage and manipulation tools (e.g. Hadoop, MapReduce), core machine learning concepts, types of databases, and real-life data science applications are part of the curriculum.
3. Columbia University, New York
Its Master of Science in Data Science is a great option for careerists who want to switch to data science. Students need to earn 30 credits, 21 by taking the core courses, including machine learning, and 9 credits by working on an elective (Foundations of Data Science, Cybersecurity, Financial and Business Analytics, Health Analytics, New Media Sense, Collect and Move Data, Smart Cities) from the Data Science Institute. The university offers both part-time and full-time options.
The department also has an online Certification of Professional Achievement in Data Sciences course. The Computer Science Department has a Machine Learning Track as a part of the MS degree in CS.
4. Stanford University, California
The Department of Statistics and Institute for Computational and Mathematical Engineering (ICME) offer an M.S. in Data Science, where it is a terminal degree for the former and a specialized track for ICME. There are several electives that range from machine learning to human neuroimaging methods for students, but strong math (linear algebra, numerical methods, probabilities, PDE, stats, etc.) and programming skills (C++, R) form the core of the course. Go to the homepage for more information about prerequisites and requirements.
For information about admissions and financial aid, go here.
5. Texas A&M University, Texas
The Houston-based university has a Master of Science in Analytics degree offered by the Department of Statistics. The course is tailored for “working professionals with strong quantitative skills.” What’s more, students can access Mays Business School courses as well. The part-time course, with evening classes, takes two years to complete. The program, which focuses on statistical modeling and predictive analysis, does have an online option.
The Master of Science in Data Science is for students with a strong programming and mathematical background. The Center for Urban Science and Progress and the Center for the Promotion of Research Involving Innovative Statistical Methodology work closely with the Center for Data Science. The university offers full-time and part-time options; students have to earn 36 credits and also have six electives to choose from. Tuition scholarships are available although not for university fees.
The on-campus Master of Science in Analytics program Georgia Tech offers opportunities to strengthen your skills in statistics, computing, operations research, and business. The instructors include experts from the College of Engineering, the College of Computing, and Scheller College of Business. Applicants to this premium tuition program are expected to be proficient in basic mathematical concepts such as calculus, statistics, and high-level computing languages such as C++ and Python. Depending on what their career goals are, students can choose from one of these tracks: Analytical Tools, Business Analytics, and Computational Data Analytics.
What’s great for the students is that the college has dedicated job placement assistance and chances to network with influencers in the data science industry.
The College of Computing has courses in artificial intelligence (AI) and machine learning (ML) at the undergraduate and graduate levels; they do not award degrees in these.
8. North Carolina State University
The Institute for Advanced Analytics offers a 10-month long Master of Science in Analytics degree. The program is “innovative, practical, and relevant.” The Summer session includes Statistics primer and Analytics tools and foundation. The Practicum, which last eight months in the fall and spring, teaches you a range of topics including data mining, machine learning, optimization, simulation & risk, web analytics, financial analytics, data visualization, and business concepts such as project management.
For information about application requirements and procedures, go here.
For information about the tuition and fees, go here.
9. Northwestern University, Illinois
McCormick School of Engineering and Applied Science offers a 15-month full-time MS in Analytics degree. The faculty “combines mathematical and statistical studies with instruction in advanced information technology and data management.” The course has an 8-month practicum project, 3-month summer internship, and a 10-week capstone project. Scholarships that cover up to 50% of the tuition are available on merit basis.
For information about admission requirements and procedures, go here.
For information about the tuition and funding, go here.
10. UC Berkeley, California
Although the Master of Information and Data Science is an online course, students have to attend a week on campus. The curriculum covers areas in social science, policy research, statistics, computer science, and engineering. The full-time option takes 12 to 20 months; the university lets you complete the course part time as well.
Great Lakes’ Post Graduate Program in Business Analytics and Business Intelligence has been ranked the best analytics course in the country by Analytics India Magazine. The course is designed for working professionals and is offered in its Chennai, Gurgaon, and Bengaluru campuses. The curriculum combines business management skills and analytics, including case studies and hands-on training in relevant tools such as Tableau, R, and SAS. Students have to attend 230 hours of classroom sessions and 110 hours of online sessions.
Students can opt for the full-time or part-time options of the Big Data & Analytics program offered by the Mumbai-based institute. People with prior work experience are given preference. The program has 10 core courses including cutting-edge topics such as machine learning, data mining, predictive modeling, natural language processing, visualization techniques, and statistics. Industry experts and academicians focus on application-based learning, teaching students how to apply current tools and technologies to extract valuable insights from big data.
It offers a 1-year Postgraduate Certificate Program in Business Analytics in partnership with University of South Florida. The course conducted in its Mumbai campus combines classroom training with online sessions. NMIMS will take 12 hours and USF Muma College of Business faculty will take 20 hours to instruct students on the current Business Analytical tools, methodologies, and technologies. Course covers topics such as introduction to statistics, database management, business intelligence and visualization, machine learning, big data analytics, data mining, financial analytics, and optimization. Students will learn how to tackle real-world business issues through the capstone project.
The 12-month Executive Program in Business Analytics is taught by renowned faculty from SDA Bocconi (Milan) and Jigsaw Academy at the Mumbai International School of Business Bocconi (MISB) campus in Mumbai. The course content comprises web analytics, statistics, visualization, R, time series, text mining, SAS, machine learning, Big Data (Sqoop, Flume, Pig, HBASE, Hive, Oozie, and SPARK), and digital marketing. Students learn core concepts of business analytics and its application across various domains.
For more information about the course curriculum, go here.
5. Indian School of Business (ISB)
ISB offers a Certificate Program in Business Analytics on its Hyderabad campus. The course is designed for working professionals (with at least 3 years of work experience) who have to spend 18 days at the institute during the 12-month program; a technology-aided learning platform takes over the rest of the time. The rigorous course is chock-full with lectures, projects, and assignments. The comprehensive curriculum also includes preparatory pre-term courses and a capstone project.
For more information about the course curriculum, go here.
6. IIM Bangalore
The year-long Certificate Program on Business Analytics and Intelligence comprises six modules and a project. The course content includes Data Visualization and Interpretation, Data Preprocessing and Imputation, Predictive Analytics: Supervised Learning Algorithms, Optimization Analytics, Stochastic Models, Data Reduction, Advanced Forecasting and Operations Analytics, Machine Learning Algorithms, Big Data Analytics,and Analytics in Finance and Marketing. The Institute would like the applicants to have a minimum of 3 years of work experience. Online classes are open to a limited number of participants, who must attend on-campus sessions as well.
For information about eligibility criteria, go here.
7. Institute of Finance and International Management (IFIM)
The Institute of Finance and International Management, Bangalore, offers a 15-month full-time Business Analytics program for working executives. Program features include live streaming and classroom sessions, opportunity to work with relevant IBM, OpenSource, and Microsoft software, and convenient weekend classes.
With the huge amounts of data pouring in and the need to apply analytical solutions to address business challenges, the future looks brighter than ever for data scientists and machine learning experts. Salaries are naturally high for these much sought-after skills.
For programmers and statisticians, getting certified is the next step. For students looking to distinguish themselves, these are great career opportunities.
In this post, we have put together a list of graduate programs offered by highly ranked institutes and universities in the US and India. On-campus courses are interactive; nothing can beat face-to-face contact with the faculty and peers, the friends you make, and the easy access to relevant resources.
March 8 is International Women's Day (IWD), which is just around the corner. On this day, the United Nations wants the world to specially celebrate women's trials and successes. In keeping with the spirit of International Women's Day, companies such as HackerEarth are organizing events to recognize budding women geniuses in the world of technology.
A little background
In the past 50 years or so, the number of women contributing to the tech community has been quite dismal. Their seemingly "more illustrious" male counterparts have been riding the technology wave and how. Of course, there were exceptions like Anita Borg, but it is fair to say that the majority of the great programmers have been men. Women make up just about 30 percent of the tech workforce.
These facts paint a chauvinistic picture, don't they? There is hope though.
Tech companies as change agents
This problem has been under scrutiny for a while now, and the tech community is happy to do its bit to open doors of opportunity for female developers world over. They want to change the future of male-dominated professions such as engineering and computer science. Thriving tech companies are trying to promote gender diversity at the workplace to bridge the talent gap and bring new perspectives. They recognize that women should not be subjected to deep-seated sexist perceptions. They know that undercurrents of condescension, isolation, and frustration shadow women in tech-related jobs.
They know they can set things right. They are trying.
Especially on IWD, some companies such as Google make a concentrated effort to honor the talent of enterprising women workers. Google's community initiative, the Google Developers Group (GDG), organizes Women Techmakers events, a series of woman-centered activities during Women's Day to make technology less intimidating for women and to encourage more women to take it up. This video made last year is also a truly commendable effort. Google releases great doodles on March 8 every year. Microsoft honors women on IWD with its YouthSpark program. Another company committed to empowering women, Accenture, has a slew of events on IWD. Check out its efforts in 2016 here.
Hackathons—a novel way to get more women in tech
Hackathons have become a fad today, and rightly so. Bright minds, driven and passionate, collaborate and innovate for a few hours to come up with solutions that are simply amazing. Across sectors, companies use hackathons for a host of things from hiring to branding to plain old fun. So why not use it to encourage programming among women?
Away from a male-dominated environment, away from the unconscious insecurity that plagues many women while competing with male coders, away from all sorts of biases, women programmers get a chance to prove their mettle, build their confidence, and assert their technical know-how.
In 2014, the organizers of GDG Delhi suggested that they have a Hackathon, the women tech makers code jam, hosted on HackerEarth, where they would invite women programmers to participate in the hackathon at an assigned place. This would happen across India, wherever feasible through the various GDG chapters. There were awesome prizes to be won. There was a separate leaderboard for programmers who weren't at the GDG organized event and we gave away awesome music gear from Apple for the top 2 winners!
HackerEarth cottoned on to the immense potential of this wonderful initiative. The Bangalore-based company was successful in creating a world record by aggregating 10,000+ women developers in its first outing of International Women’s Hackathon in 2015. It found much success in 2016 as well. Like Sachin Gupta, CEO of HackerEarth, said, "This Hackathon was a testament to equality. Even though we restricted the hackathon only to women, the quality of submissions were no less than any other top hackathon that we have conducted till date. With the help of all our sponsors, we've been able to make a statement, that women can code and women representation in IT is only a question of encouragement."
Now, HackerEarth is ready with the next edition of this tradition of celebrating women programmers. HackerEarth has conducted many women-only hiring challenges as well for companies such as ThoughtWorks and Symantec.
So, what is the point exactly?
Hackathons and other women-centric events are about making women a priority, engaging women early on by using the right channels, doing away with significant existing and potential professional barriers, providing role models, and reinforcing the immeasurable benefits of gender diversity at workplaces.
The sign of a mature and flourishing community is equality. Everyone should have the freedom to do what they want to do—without any sort of bias or prejudice. For all the advancements that the technology community has given the world, you would think that this is a mature community too, right? Well, this current gender disparity suggests otherwise.
High time we worked toward changing this distorted landscape, don’t you think? Say no to "systemic disparagement" and say yes to women empowerment. Honestly, you don't need to wait for special days to do something that is fundamentally right.
If you are a woman developer who is reading this post, perhaps this event will interest you.
It is important for everyone to learn how to use their programming skills to lead a good life and be comfortable with their lifestyle choices. And that’s why, today, we will go through different ways a programmer can monetize his/her skills.
Beginners tend to struggle when monetizing their skills. Many of them have no idea where to start, or even what to do with their skills. It is easy to get lost and waste time to do nothing, and that’s why it is necessary to know different ways to make your skills count.
The latest trend is showcasing your skills by broadcasting real-world projects and building an audience. Also, don’t overlook traditional methods including freelancing, teaching others, and much more.
However, before we start, it is important to understand the need for programmers in the industry. Programmers are in huge demand right now, and the demand will only increase in the near future.
As a beginner, you need to make sure you don’t lose focus and be patient in anything you try. As the old saying goes, “there is no shortcut for success,” and resilience is what will help you overcome potential failures.
Moving back to the topic, let’s list the ways you can monetize your programming skills even as a beginner. We will be discussing both direct and indirect means. The direct methods can help you start earning immediately, whereas the indirect methods will ensure that you invest in a long-term manner with an eye to future growth. So, why wait? Let’s get started.
How to monetize your programming skills as a beginner
1.Start Freelancing
Freelancing is growing at a rapid race. Even though freelancing is a great option, it does require more attention and patience than a traditional job. You can try many online freelancing platforms such as UpWork, HackerEarth, LiveEdu and others to get started.
It is a good idea to start with sites like HackerEarth or LiveEdu as you can practice, compete, broadcast your projects and build your portfolio, allowing clients to go through your projects or watch your code live.
With a better way to showcase your skills, you can find valuable prospective clients and work on projects suited to your skill set.
2. Use broadcasting to showcase your talent and build your portfolio
With the growth of the Internet, video live streaming is rapidly making its way into the life of the general audience. Broadcasting your work carries long-term benefits which help you build a strong online portfolio.
It is not like a traditional resume where you just list your past projects, and the client needs to go to your GitHub repository. It is more of a visual display of work that you have done, and how you complete assignments.
Live streaming offers multiple benefits:
The client can easily gauge your work.
You can connect with like-minded people who can give you work in the future.
You can have fun while doing projects.
With tons of videos and projects, you are virtually creating a real asset regarding skill display which can help you monetize your programming talents long-term.
3. Work on open-source projects and build a portfolio for long-term benefits
Few people will consider open-source projects as a way to monetize their skill. Yes, you are doing open-source contribution, but you will probably not be getting paid for it (unless you are working as a core team member for an open-source project which qualifies for pay). If you are ambitious, you can also make money from open-source contribution.
As a beginner, most of your energy should go in building a good online presence, and open- source projects do help a lot in this regard. You can also choose to broadcast your open-source projects and make the most of your invested time.
4. Volunteer for a non-profit organization and build relationships
As a programmer, you need to work with people in the real world. To ensure that you grow in every possible way, it is a good idea to work for coding non-profit organizations.
Volunteering for them not only helps you understand the current state of computer science but also helps you get into one of the paid jobs that they may have to offer. Many non-profit platforms also offer placement guidance and internships.
5. Write about the technology that interests you
As a beginner, you don’t really have to develop apps for a living. There are many other ways you can sustain and earn money. One of them is to become a technical writer or a blogger.
Both ways let you utilize your skills and use them to reach a worldwide audience. Working as a writer can easily fetch you good projects with decent payouts. For example, you may have to write the documentation, specifications, and tutorials for a technical product.
As a blogger, you can write about anything. You can choose to be a Java blogger and start a Java blogging website, or if you are front-end lover, you can start a blog for front-end engineers. The choice is all yours.
6. Teach others and earn some hefty amounts
Becoming a computer teacher is another way to monetize your programming skills. The teacher-to-student ratio is a big issue in modern society. However, it’s slowly being taken care of by schools and universities.
Teachers are paid well and are also viewed with respect in our current society. If you are only interested in working online, you can also start by creating online courses and uploading them to different mediums or your own blog.
7. Learn new technologies continuously and invest in a better future
As a beginner, you should always be learning. It doesn’t matter which technology you use or how popular it is; continuous learning will ensure that you can monetize your skills and build a better career. Most of the articles on the internet never speak about upgrading your skills or learning as you go. As a software engineer, you need to keep learning new stuff while mastering your core skill. Once you do that, you open multiple pathways for career and income growth.
Conclusion
Now, you are better informed on how to get started. As you can see, there is no single path for beginners. You can choose to be a front-end engineer, a technical writer, a teacher, and much more. All you need to do is find the path that interests you most and keeps walking it until you succeed.
If you want to earn your best, then you need to keep all the above points in mind. If you think that some important points have been missed, don’t forget to leave your comments below and let us know.
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Artificial Intelligence (AI) has permeated virtually every industry, transforming operations and interactions. The tech recruitment sector is no exception, and AI’s influence shapes the hiring processes in revolutionary ways. From leveraging AI-powered chatbots for preliminary candidate screenings to deploying machine learning algorithms for efficient resume parsing, AI leaves an indelible mark on tech hiring practices.
Yet, amidst these promising advancements, we must acknowledge the other side of the coin: AI’s potential malpractices, including the likelihood of cheating on assessments, issues around data privacy, and the risk of bias against minority groups.
The dark side of AI in tech recruitment
The introduction of AI in recruitment, while presenting significant opportunities, also brings with it certain drawbacks and vulnerabilities. Sophisticated technologies could enable candidates to cheat on assessments, misrepresent abilities and potential hiring mistakes. This could lead to hiring candidates with falsifying skills or qualifications, which can cause a series of negative effects like:
Reduced work quality: The work output might be sub-par if a candidate doesn’t genuinely possess the abilities they claimed to have.
Team disruptions: Other team members may have to pick up the slack, leading to resentment and decreased morale.
Rehiring costs: You might have to let go of such hires, resulting in additional costs for replacement.
Data privacy is another critical concern
Your company could be left exposed to significant risks if your AI recruiting software is not robust enough to protect sensitive employee information. The implications for an organization with insufficient data security could be severe such as:
Reputational damage: Breaches of sensitive employee data can damage your company’s reputation, making it harder to attract clients and talented employees in the future.
Legal consequences: Depending on the jurisdiction, you could face legal penalties, including hefty fines, for failing to protect sensitive data adequately.
Loss of trust: A data breach could undermine employee trust in your organization, leading to decreased morale and productivity.
Financial costs: Besides potential legal penalties, companies could also face direct financial losses from a data breach, including the costs of investigation, recovery, and measures to prevent future breaches.
Operational disruption: Depending on the extent of the breach, normal business operations could be disrupted, causing additional financial losses and damage to the organization’s reputation.
Let’s talk about the potential for bias in AI recruiting software
Perhaps the most critical issue of all is the potential for unconscious bias. The potential for bias in AI recruiting software stems from the fact that these systems learn from the data they are trained on. If the training data contains biases – for example, if it reflects a history of preferentially hiring individuals of a certain age, gender, or ethnicity – the AI system can learn and replicate these biases.
Even with unbiased data, if the AI’s algorithms are not designed to account for bias, they can inadvertently create it. For instance, a hiring algorithm that prioritizes candidates with more years of experience may inadvertently discriminate against younger candidates or those who have taken career breaks, such as for child-rearing or health reasons.
This replication and possible amplification of human prejudices can result in discriminatory hiring practices. If your organization’s AI-enabled hiring system is found to be biased, you could face legal action, fines, and penalties. Diversity is proven to enhance creativity, problem-solving, and decision-making. In contrast, bias in hiring can lead to a homogenous workforce, so its absence would likely result in a less innovative and less competitive organization.
When used correctly, AI in recruitment can take your hiring to the next level
How do you evaluate the appropriateness of using AI in hiring for your organization? Here are some strategies for navigating the AI revolution in HR. These steps include building support for AI adoption, identifying HR functions that can be integrated with AI, avoiding potential pitfalls of AI use in HR, collaborating with IT leaders, and so on.
Despite certain challenges, AI can significantly enhance tech recruitment processes when used effectively. AI-based recruitment tools can automate many manual recruiting tasks, such as resume screening and interview scheduling, freeing up time for recruiters to focus on more complex tasks. Furthermore, AI can improve the candidate’s experience by providing quick responses and personalized communications. The outcome is a more efficient, candidate-friendly process, which could lead to higher-quality hires.
Let’s look at several transformational possibilities chatbots can bring to human capital management for candidates and hiring teams. This includes automation and simplifying various tasks across domains such as recruiting, onboarding, core HR, absence management, benefits, performance management, and employee self-service resulting in the following:
For recruiters:
Improved efficiency and productivity: Chatbots can handle routine tasks like responding to common inquiries or arranging interviews. Thereby, providing you with more time to concentrate on tasks of strategic importance.
Enhanced candidate experience: With their ability to provide immediate responses, chatbots can make the application process more engaging and user-friendly.
Data and insights: Chatbots can collect and analyze data from your interactions with candidates. And provide valuable insights into candidate preferences and behavior.
Improved compliance: By consistently following predefined rules and guidelines, chatbots can help ensure that hiring processes are fair and compliant with relevant laws and regulations.
Cost saving: By automating routine tasks for recruiters, chatbots can help reduce the labor costs associated with hiring.
Additionally, candidates can leverage these AI-powered chatbots in a dialog flow manner to carry out various tasks. These tasks include the following:
Personalized greetings: By using a candidate’s name and other personal information, chatbots can create a friendly, personalized experience.
Job search: They can help candidates search for jobs based on specific criteria.
Create a candidate profile: These AI-powered chatbots can guide candidates through the process of creating a profile. Thus, making it easier for them to apply for jobs.
Upload resume: Chatbots can instruct candidates on uploading their resume, eliminating potential confusion.
Apply for a job: They can streamline the application process, making it easier and faster for candidates to apply for jobs.
Check application status: Chatbots can provide real-time updates on a candidate’s application status.
Schedule interviews: They can match candidate and interviewer availability to schedule interviews, simplifying the process.
For hiring managers:
These can also be utilized by your tech hiring teams for various purposes, such as:
Create requisition: Chatbots can guide hiring managers through the process of creating a job requisition.
Create offers: They can assist in generating job offers, ensuring all necessary information is included.
Access requisition and offers: Using chatbots can provide hiring managers with easy access to job requisitions and offers.
Check on onboarding tasks: Chatbots can help track onboarding tasks, ensuring nothing is missed.
Other AI recruiting technologies can also enhance the hiring process for candidates and hiring teams in the following ways:
For candidates:
Tailor-made resumes and cover letters using generative AI:Generative AI can help candidates create custom resumes and cover letters, increasing their chances of standing out.
Simplifying the application process: AI-powered recruiting tools can simplify the application process, allowing candidates to apply for jobs with just a few clicks.
Provide similar job recommendations: AI can analyze candidates’ skills, experiences, and preferences to recommend similar jobs they might be interested in.
For recruiters:
Find the best candidate: AI algorithms can analyze large amounts of data to help you identify the candidates most likely to succeed in a given role.
Extract key skills from candidate job applications: Save a significant amount of time and effort by using AI-based recruiting software to quickly analyze job applications to identify key skills, thereby, speeding up the screening process.
Take feedback from rejected candidates & share similar job recommendations: AI can collect feedback from rejected candidates for you to improve future hiring processes and recommend other suitable roles to the candidate.
These enhancements not only streamline the hiring process but also improve the quality of hires, reduce hiring biases, and improve the experience for everyone involved. The use of AI in hiring can indeed take it to the next level.
Where is AI in recruitment headed?
AI can dramatically reshape the recruitment landscape with the following key advancements:
1. Blockchain-based background verification:
Blockchain technology, renowned for its secure, transparent, and immutable nature, can revolutionize background checks. This process which can take anywhere from between a day to several weeks today for a single recruiter to do can be completed within a few clicks resulting in:
Streamlined screening process: Blockchain can store, manage, and share candidates’ credentials and work histories. Thereby speeding up the verification and screening process. This approach eliminates the need for manual background checks. And leads to freeing up a good amount of time for you to focus on more important tasks.
Enhanced trust and transparency: With blockchain, candidates, and employers can trust the validity of the information shared due to the nature of the technology. The cryptographic protection of blockchain ensures the data is tamper-proof, and decentralization provides transparency.
Improved data accuracy and reliability: Since the blockchain ledger is immutable, it enhances the accuracy and reliability of the data stored. This can minimize the risks associated with false information on candidates’ resumes.
Faster onboarding: A swift and reliable verification process means candidates can be onboarded more quickly. Thereby, improving the candidate experience and reducing the time-to-hire.
Expanded talent pool: With blockchain, it’s easier and quicker to verify the credentials of candidates globally, thereby widening the potential talent pool.
2. Immersive experiences using virtual reality (VR):
VR can provide immersive experiences that enhance various aspects of the tech recruitment process:
Interactive job previews: VR can allow potential candidates to virtually “experience” a day i.e., life at your company. This provides a more accurate and engaging job preview than traditional job descriptions.
Virtual interviews and assessments: You can use VR to conduct virtual interviews or assessments. You can also evaluate candidates in a more interactive and immersive setting. This can be particularly useful for roles that require specific spatial or technical skills.
Virtual onboarding programs: New hires can take a virtual tour of the office, meet their colleagues, and get acquainted with their tasks, all before their first day. This can significantly enhance the onboarding experience and help new hires feel more prepared.
Immersive learning experiences: VR can provide realistic, immersive learning experiences for job-specific training or to enhance soft skills. These could be used during the recruitment process or for ongoing employee development.
To summarize, AI in recruitment is a double-edged sword, carrying both promise and potential problems. The key lies in how recruiters use this technology, leveraging its benefits while vigilantly managing its risks. AI isn’t likely to replace recruiters or HR teams in the near future. Instead, you should leverage this tool to positively impact the entire hiring lifecycle.
With the right balance and careful management, AI can streamline hiring processes. It can create better candidate experiences, and ultimately lead to better recruitment decisions. Recruiters should continually experiment with and explore generative AI. To devise creative solutions, resulting in more successful hiring and the perfect fit for every open role.
“Every hire is an investment for a company. A good hire will give you a higher ROI; if it is a bad hire, it will cost you a lot of time and money.”
Especially in tech hiring!
An effective tech recruitment process helps you attract the best talents, reduce hiring costs, and enhance company culture and reputation.
Businesses increasingly depend on technical knowledge to compete in today’s fast-paced, technologically driven world. Online platforms that provide technical recruiting solutions have popped up to assist companies in finding and employing top talent in response to this demand.
The two most well-known platforms in this field are HackerEarth and Mettl. To help businesses make wise choices for their technical employment requirements, we will compare these two platforms’ features, benefits, and limitations in this article.
This comparison of Mettl alternative, HackerEarth and Mettl itself, will offer helpful information to help you make the best decision, whether you’re a small company trying to expand your tech staff or a massive organization needing a simplified recruiting process.
HackerEarth
HackerEarth is based in San Francisco, USA, and offers enterprise software to aid companies with technical recruitment. Its services include remote video interviewing and technical skill assessments that are commonly used by organizations.
HackerEarth also provides a platform for developers to participate in coding challenges and hackathons. In addition, it provides tools for technical hiring such as coding tests, online interviews, and applicant management features. The hiring solutions provided by HackerEarth aid companies assess potential employees’ technical aptitude and select the best applicants for their specialized positions.
Mettl
Mettl, on the other hand, offers a range of assessment solutions for various industries, including IT, banking, healthcare, and retail. It provides online tests for coding, linguistic ability, and cognitive skills. The tests offered by Mettl assist employers find the best applicants for open positions and make data-driven recruiting choices. Additionally, Mettl provides solutions for personnel management and staff training and development.
Why should you go for HackerEarth over Mercer Mettl?
Because HackerEarth makes technical recruiting easy and fast, you must consider HackerEarth for technical competence evaluations and remote video interviews. It goes above and beyond to provide you with a full range of functions and guarantee the effectiveness of the questions in the database. Moreover, it is user-friendly and offers fantastic testing opportunities.
The coding assessments by HackerEarth guarantee the lowest time consumption and maximum efficiency. It provides a question bank of more than 17,000 coding-related questions and automated test development so that you can choose test questions as per the job role.
As a tech recruiter, you may need a clear understanding of a candidate’s skills. With HackerEarth’s code replay capability and insight-rich reporting on a developer’s performance, you can hire the right resource for your company.
Additionally, HackerEarth provides a more in-depth examination of your recruiting process so you can continuously enhance your coding exams and develop a hiring procedure that leads the industry.
HackerEarth and Mercer Mettl are the two well-known online tech assessment platforms that provide tools for managing and performing online examinations. We will examine the major areas where HackerEarth outperforms Mettl, thereby proving to be a great alternative to Mettl, in this comparison.
HackerEarth believes in upgrading itself and providing the most effortless navigation and solutions to recruiters and candidates.
HackerEarth provides various tools and capabilities to create and administer online tests, such as programming tests, multiple-choice questions, coding challenges, and more. The software also has remote proctoring, automatic evaluation, and plagiarism detection tools (like detecting the use of ChatGPT in coding assessments). On the other side, Mettl offers comparable functionality but has restricted capabilities for coding challenges and evaluations.
Test creation and administration
HackerEarth: It has a user-friendly interface that is simple to use and navigate. It makes it easy for recruiters to handle evaluations without zero technical know-how. The HackerEarth coding platform is also quite flexible and offers a variety of pre-built exams, including coding tests, aptitude tests, and domain-specific examinations. It has a rich library of 17,000+ questions across 900+ skills, which is fully accessible by the hiring team. Additionally, it allows you to create custom questions yourself or use the available question libraries.
Mettl: It can be challenging for a hiring manager to use Mettl efficiently since Mettl provides limited assessment and question libraries. Also, their team creates the test for them rather than giving access to hiring managers. This results in a higher turnaround time and reduces test customization possibilities since the request has to go back to the team, they have to make the changes, and so forth.
Reporting and analytics
HackerEarth: You may assess applicant performance and pinpoint areas for improvement with the help of HackerEarth’s full reporting and analytics tools. Its personalized dashboards, visualizations, and data exports simplify evaluating assessment results and real-time insights.
Most importantly, HackerEarth includes code quality scores in candidate performance reports, which lets you get a deeper insight into a candidate’s capabilities and make the correct hiring decision. Additionally, HackerEarth provides a health score index for each question in the library to help you add more accuracy to your assessments. The health score is based on parameters like degree of difficulty, choice of the programming language used, number of attempts over the past year, and so on.
Mettl: Mettl online assessment tool provides reporting and analytics. However, there may be only a few customization choices available. Also, Mettle does not provide code quality assurance which means hiring managers have to check the whole code manually. There is no option to leverage question-based analytics and Mettl does not include a health score index for its question library.
Adopting this platform may be challenging if you want highly customized reporting and analytics solutions.
HackerEarth: The security and privacy of user data are top priorities at HackerEarth. The platform protects data in transit and at rest using industry-standard encryption. Additionally, all user data is kept in secure, constantly monitored data centers with stringent access controls.
Along with these security measures, HackerEarth also provides IP limitations, role-based access controls, and multi-factor authentication. These features ensure that all activity is recorded and audited and that only authorized users can access sensitive data.
HackerEarth complies with several data privacy laws, such as GDPR and CCPA. The protection of candidate data is ensured by this compliance, which also enables businesses to fulfill their legal and regulatory responsibilities.
Mettl: The security and data privacy features of Mettl might not be as strong as those of HackerEarth. The platform does not provide the same selection of security measures, such as IP limitations or multi-factor authentication. Although the business asserts that it complies with GDPR and other laws, it cannot offer the same amount of accountability and transparency as other platforms.
Even though both HackerEarth and Mettl include security and data privacy measures, the Mettle alternative, HackerEarth’s platform is made to be more thorough, open, and legal. By doing this, businesses can better guarantee candidate data’s security and ability to fulfill legal and regulatory requirements.
Pricing and support
HackerEarth: To meet the demands of businesses of all sizes, HackerEarth offers a variety of customizable pricing options. The platform provides yearly and multi-year contracts in addition to a pay-as-you-go basis. You can select the price plan that best suits their demands regarding employment and budget.
HackerEarth offers chat customer support around the clock. The platform also provides a thorough knowledge base and documentation to assist users in getting started and troubleshooting problems.
Mettl: The lack of price information on Mettl’s website might make it challenging for businesses to decide whether the platform fits their budget. The organization also does not have a pay-as-you-go option, which might be problematic.
Mettl offers phone and emails customer assistance. However, the business website lacks information on support availability or response times. This lack of transparency may be an issue if you need prompt and efficient help.
User experience
HackerEarth: The interface on HackerEarth is designed to be simple for both recruiters and job seekers. As a result of the platform’s numerous adjustable choices for test creation and administration, you may design exams specifically suited to a job role. Additionally, the platform provides a selection of question types and test templates, making it simple to build and take exams effectively.
In terms of the candidate experience, HackerEarth provides a user-friendly interface that makes navigating the testing procedure straightforward and intuitive for applicants. As a result of the platform’s real-time feedback and scoring, applicants may feel more motivated and engaged during the testing process. The platform also provides several customization choices, like branding and message, which may assist recruiters in giving prospects a more exciting and tailored experience.
Mettl: The platform is intended to have a steeper learning curve than others and be more technical. It makes it challenging to rapidly and effectively construct exams and can be difficult for applicants unfamiliar with the platform due to its complex interface.
Additionally, Mettl does not provide real-time feedback or scoring, which might deter applicants from participating and being motivated by the testing process.
According to G2, HackerEarth and Mettl have 4.4 reviews out of 5. Users have also applauded HackerEarth’s customer service. Many agree that the staff members are friendly and quick to respond to any problems or queries. Overall, customer evaluations and feedback for HackerEarth point to the platform as simple to use. Both recruiters and applicants find it efficient.
Mettl has received mixed reviews from users, with some praising the platform for its features and functionality and others expressing frustration with its complex and technical interface.
May the best “brand” win!
Recruiting and selecting the ideal candidate demands a significant investment of time, attention, and effort.
This is where tech recruiting platforms like HackerEarth and Mettl have got you covered. They help streamline the whole process.Both HackerEarth and Mettl provide a wide variety of advanced features and capabilities for tech hiring.
We think HackerEarth is the superior choice. Especially, when contrasting the two platforms in terms of their salient characteristics and functioning. But, we may be biased!
So don’t take our word for it. Sign up for a free trial and check out HackerEarth’s offerings for yourself!
Let’s face it—cheating on tests is quite common. While technology has made a lot of things easier in tech recruiting, it
has also left the field wide open to malpractice. A 2020 report by ICAI shows
that 32% of undergraduate students have cheated in some form on an online test.
It’s human nature to want to bend
the rules a little bit. Which begs the question, how do you stay on top of cheating, plagiarism, and other forms of
malpractice during the assessment process?
How do you ensure that take-home assessments and remote interviews
stay authentic and credible? By relying on enhanced virtual supervision, of course!
HackerEarth Assessments has
always been one step ahead when it comes to remote proctoring which is able to capture the nuances of candidate
plagiarism. The recent advancements in technology (think generative AI) needed
more robust proctoring features, so we went ahead and built The HackerEarth Smart
Browser to ensure our assessments remain as foolproof as ever.
Presenting to you, the
latest HackerEarth proctoring fix - The Smart Browser
Our Smart Browser is the chocolatey version of a plain
donut when compared to a regular web browser. It is extra effective and comes packed with additional remote proctoring capabilities to
increase the quality of your screening assessments.
The chances of a candidate cheating on a HackerEarth technical assessment are virtually zero with
the latest features! Spilling all our secrets to show you why -
1. Sealed-off testing environment makes proctoring
simpler
To get started with
using the Smart Browser, enable the Smart Browser setting as shown above. This setting is available under the test
proctoring section on the test overview page.
As you can see, several other proctoring settings such as disabling
copy-paste, restricting candidates to full-screen mode, and logout on leaving the test interface are selected
automatically.Now, every candidate you invite to take the assessment will only be able to do so through the Smart
Browser. Candidates are prompted to download the Smart Browser from the link shared in the test invite mail.When the
candidate needs to click on the ‘start test’ button on the launch test screen, it opens in the Smart Browser. The
browser also prompts the candidate to switch to full-screen mode. Now, all candidates need to do is sign in and attempt
the test, as usual.
Also read: 6
Ways Candidates Try To Outsmart A Remote Proctored Assessment
2. Eagle-eyed online test monitoring leaves no room for error
Our AI-enabled Smart Browser takes frequent snapshots via the webcam, throughout the assessment.
Consequently, it is impossible to copy-paste code or impersonate a candidate.The browser prevents the following
candidate actions and facilitates thorough monitoring of the assessment:
Any candidate actions attempting to switch tabs with the intent to copy-paste or use a generative AI like ChatGPT
are shown a warning and captured in the candidate report.HackerEarth’s latest proctoring fixes
bulletproof our assessment platform, making it one of the most reliable and accurate sources of candidate hiring in the
market today.
Also read: 4 Ways
HackerEarth Flags The Use Of ChatGPT In Tech Hiring Assessments
Experience reliable assessments with the Smart Browser!
There you have it - our newest offering that preserves
the integrity of coding assessments and enables skill-first hiring, all in one go. Recruiters and hiring managers, this
is one feature that you can easily rely on and can be sure that every candidate’s test score is a result of their
ability alone.Curious to try out the Smart Browser? Well, don’t take our word for it. Head over here to check it out for
yourself!
We also love hearing from our customers so don’t hesitate to leave us any feedback you might
have.
In today’s fast-paced world, recruiting talent has become increasingly complicated. Technological advancements, high workforce expectations and a highly competitive market have pushed recruitment agencies to adopt innovative strategies for recruiting various types of talent. This article aims to explore one such recruitment strategy – headhunting.
What is Headhunting in recruitment?
In headhunting, companies or recruitment agencies identify, engage and hire highly skilled professionals to fill top positions in the respective companies. It is different from the traditional process in which candidates looking for job opportunities approach companies or recruitment agencies. In headhunting, executive headhunters, as recruiters are referred to, approach prospective candidates with the hiring company’s requirements and wait for them to respond. Executive headhunters generally look for passive candidates, those who work at crucial positions and are not on the lookout for new work opportunities. Besides, executive headhunters focus on filling critical, senior-level positions indispensable to companies. Depending on the nature of the operation, headhunting has three types. They are described later in this article. Before we move on to understand the types of headhunting, here is how the traditional recruitment process and headhunting are different.
How do headhunting and traditional recruitment differ from each other?
Headhunting is a type of recruitment process in which top-level managers and executives in similar positions are hired. Since these professionals are not on the lookout for jobs, headhunters have to thoroughly understand the hiring companies’ requirements and study the work profiles of potential candidates before creating a list.
In the traditional approach, there is a long list of candidates applying for jobs online and offline. Candidates approach recruiters for jobs. Apart from this primary difference, there are other factors that define the difference between these two schools of recruitment.
AspectHeadhuntingTraditional RecruitmentCandidate TypePrimarily passive candidateActive job seekersApproachFocused on specific high-level rolesBroader; includes various levelsScopeproactive outreachReactive: candidates applyCostGenerally more expensive due to expertise requiredTypically lower costsControlManaged by headhuntersManaged internally by HR teams
All the above parameters will help you to understand how headhunting differs from traditional recruitment methods, better.
Types of headhunting in recruitment
Direct headhunting: In direct recruitment, hiring teams reach out to potential candidates through personal communication. Companies conduct direct headhunting in-house, without outsourcing the process to hiring recruitment agencies. Very few businesses conduct this type of recruitment for top jobs as it involves extensive screening across networks outside the company’s expanse.
Indirect headhunting: This method involves recruiters getting in touch with their prospective candidates through indirect modes of communication such as email and phone calls. Indirect headhunting is less intrusive and allows candidates to respond at their convenience.Third-party recruitment: Companies approach external recruitment agencies or executive headhunters to recruit highly skilled professionals for top positions. This method often leverages the company’s extensive contact network and expertise in niche industries.
How does headhunting work?
Finding highly skilled professionals to fill critical positions can be tricky if there is no system for it. Expert executive headhunters employ recruitment software to conduct headhunting efficiently as it facilitates a seamless recruitment process for executive headhunters. Most software is AI-powered and expedites processes like candidate sourcing, interactions with prospective professionals and upkeep of communication history. This makes the process of executive search in recruitment a little bit easier. Apart from using software to recruit executives, here are the various stages of finding high-calibre executives through headhunting.
Identifying the role
Once there is a vacancy for a top job, one of the top executives like a CEO, director or the head of the company, reach out to the concerned personnel with their requirements. Depending on how large a company is, they may choose to headhunt with the help of an external recruiting agency or conduct it in-house. Generally, the task is assigned to external recruitment agencies specializing in headhunting. Executive headhunters possess a database of highly qualified professionals who work in crucial positions in some of the best companies. This makes them the top choice of conglomerates looking to hire some of the best talents in the industry.
Defining the job
Once an executive headhunter or a recruiting agency is finalized, companies conduct meetings to discuss the nature of the role, how the company works, the management hierarchy among other important aspects of the job. Headhunters are expected to understand these points thoroughly and establish a clear understanding of their expectations and goals.
Candidate identification and sourcing
Headhunters analyse and understand the requirements of their clients and begin creating a pool of suitable candidates from their database. The professionals are shortlisted after conducting extensive research of job profiles, number of years of industry experience, professional networks and online platforms.
Approaching candidates
Once the potential candidates have been identified and shortlisted, headhunters move on to get in touch with them discreetly through various communication channels. As such candidates are already working at top level positions at other companies, executive headhunters have to be low-key while doing so.
Assessment and Evaluation
In this next step, extensive screening and evaluation of candidates is conducted to determine their suitability for the advertised position.
Interviews and negotiations
Compensation is a major topic of discussion among recruiters and prospective candidates. A lot of deliberation and negotiation goes on between the hiring organization and the selected executives which is facilitated by the headhunters.
Finalizing the hire
Things come to a close once the suitable candidates accept the job offer. On accepting the offer letter, headhunters help finalize the hiring process to ensure a smooth transition.
The steps listed above form the blueprint for a typical headhunting process. Headhunting has been crucial in helping companies hire the right people for crucial positions that come with great responsibility. However, all systems have a set of challenges no matter how perfect their working algorithm is. Here are a few challenges that talent acquisition agencies face while headhunting.
Common challenges in headhunting
Despite its advantages, headhunting also presents certain challenges:
Cost Implications: Engaging headhunters can be more expensive than traditional recruitment methods due to their specialized skills and services.
Time-Consuming Process: While headhunting can be efficient, finding the right candidate for senior positions may still take time due to thorough evaluation processes.
Market Competition: The competition for top talent is fierce; organizations must present compelling offers to attract passive candidates away from their current roles.
Although the above mentioned factors can pose challenges in the headhunting process, there are more upsides than there are downsides to it. Here is how headhunting has helped revolutionize the recruitment of high-profile candidates.
Advantages of Headhunting
Headhunting offers several advantages over traditional recruitment methods:
Access to Passive Candidates: By targeting individuals who are not actively seeking new employment, organisations can access a broader pool of highly skilled professionals.
Confidentiality: The discreet nature of headhunting protects both candidates’ current employment situations and the hiring organisation’s strategic interests.
Customized Search: Headhunters tailor their search based on the specific needs of the organization, ensuring a better fit between candidates and company culture.
Industry Expertise: Many headhunters specialise in particular sectors, providing valuable insights into market dynamics and candidate qualifications.
Conclusion
Although headhunting can be costly and time-consuming, it is one of the most effective ways of finding good candidates for top jobs. Executive headhunters face several challenges maintaining the g discreetness while getting in touch with prospective clients. As organizations navigate increasingly competitive markets, understanding the nuances of headhunting becomes vital for effective recruitment strategies. To keep up with the technological advancements, it is better to optimise your hiring process by employing online recruitment software like HackerEarth, which enables companies to conduct multiple interviews and evaluation tests online, thus improving candidate experience. By collaborating with skilled headhunters who possess industry expertise and insights into market trends, companies can enhance their chances of securing high-caliber professionals who drive success in their respective fields.
The job industry is not the same as it was 30 years ago. Progresses in AI and automation have created a new work culture that demands highly skilled professionals who drive innovation and work efficiently. This has led to an increase in the number of companies reaching out to external sources of recruitment for hiring talent. Over the years, we have seen several job aggregators optimise their algorithms to suit the rising demand for talent in the market and new players entering the talent acquisition industry. This article will tell you all about how external sources of recruitment help companies scout some of the best candidates in the industry, the importance of external recruitment in organizations across the globe and how it can be leveraged to find talent effectively.
Understanding external sources of recruitment
External sources refer to recruitment agencies, online job portals, job fairs, professional associations and any other organizations that facilitate seamless recruitment. When companies employ external recruitment sources, they access a wider pool of talent which helps them find the right candidates much faster than hiring people in-house. They save both time and effort in the recruitment process.
Online job portals
Online resume aggregators like LinkedIn, Naukri, Indeed, Shine, etc. contain a large database of prospective candidates. With the advent of AI, online external sources of recruitment have optimised their algorithms to show the right jobs to the right candidates. Once companies figure out how to utilise job portals for recruitment, they can expedite their hiring process efficiently.
Social Media
Ours is a generation that thrives on social media. To boost my IG presence, I have explored various strategies, from getting paid Instagram users to optimizing post timing and engaging with my audience consistently. Platforms like FB an IG have been optimized to serve job seekers and recruiters alike. The algorithms of social media platforms like Facebook and Instagram have been optimised to serve job seekers and recruiters alike. Leveraging them to post well-placed ads for job listings is another way to implement external sources of recruitment strategies.
Employee Referrals
Referrals are another great external source of recruitment for hiring teams. Encouraging employees to refer their friends and acquaintances for vacancies enables companies to access highly skilled candidates faster.
Campus Recruitment
Hiring freshers from campus allows companies to train and harness new talent. Campus recruitment drives are a great external recruitment resource where hiring managers can expedite the hiring process by conducting screening processes in short periods.
Recruitment Agencies
Companies who are looking to fill specific positions with highly skilled and experienced candidates approach external recruitment agencies or executive headhunters to do so. These agencies are well-equipped to look for suitable candidates and they also undertake the task of identifying, screening and recruiting such people.
Job Fairs
This is a win-win situation for job seekers and hiring teams. Job fairs allow potential candidates to understand how specific companies work while allowing hiring managers to scout for potential candidates and proceed with the hiring process if possible.
Importance of External Recruitment
The role of recruitment agencies in talent acquisition is of paramount importance. They possess the necessary resources to help companies find the right candidates and facilitate a seamless hiring process through their internal system. Here is how external sources of recruitment benefit companies.
Diversity of Skill Sets
External recruitment resources are a great way for companies to hire candidates with diverse professional backgrounds. They possess industry-relevant skills which can be put to good use in this highly competitive market.
Fresh Perspectives
Candidates hired through external recruitment resources come from varied backgrounds. This helps them drive innovation and run things a little differently, thus bringing in a fresh approach to any project they undertake.
Access to Specialized Talent
Companies cannot hire anyone to fill critical roles that require highly qualified executives. This task is assigned to executive headhunters who specialize in identifying and screening high-calibre candidates with the right amount of industry experience. Huge conglomerates and companies seek special talent through external recruiters who have carved a niche for themselves.
Now that you have learnt the different ways in which leveraging external sources of recruitment benefits companies, let’s take a look at some of the best practices of external recruitment to understand how to effectively use their resources.
Best Practices for Effective External Recruitment
Identifying, reaching out to and screening the right candidates requires a robust working system. Every system works efficiently if a few best practices are implemented. For example, hiring through social media platforms requires companies to provide details about their working environment, how the job is relevant to their audience and well-positioned advertisements. The same applies to the other external sources of recruitment. Here is how you can optimise the system to ensure an effective recruitment process.
Craft Clear and Compelling Job Descriptions
Detail Responsibilities: Clearly outline the key responsibilities and expectations for the role.
Highlight Company Culture: Include information about the company’s mission, values, and growth opportunities to attract candidates who align with your organizational culture.
Leverage Multiple Recruitment Channels
Diversify Sources: Use a mix of job boards, social media platforms, recruitment agencies, and networking events to maximize reach. Relying on a single source can limit your candidate pool.
Utilize Industry-Specific Platforms: In addition to general job boards, consider niche job sites that cater to specific industries or skill sets
Streamline the Application Process
Simplify Applications: Ensure that the application process is user-friendly. Lengthy or complicated forms can deter potential candidates from applying.
Mobile Optimization: Many candidates use mobile devices to apply for jobs, so ensure your application process is mobile-friendly.
Engage in Proactive Sourcing
Reach Out to Passive Candidates: Actively seek out candidates who may not be actively looking for a job but could be a great fit for your organization. Use LinkedIn and other professional networks for this purpose.
Maintain a Talent Pool: Keep a database of previous applicants and strong candidates for future openings, allowing you to reach out when new roles become available.
Utilize Social Media Effectively
Promote Job Openings: Use social media platforms like LinkedIn, Facebook, and Twitter to share job postings and engage with potential candidates. This approach can also enhance your employer brand
Conduct Background Checks: There are several ways of learning about potential candidates. Checking out candidate profiles on job boards like LinkedIn or social media platforms can give companies a better understanding of their potential candidates, thus confirming whether they are the right fit for the organization.
Implement Data-Driven Recruitment
Analyze Recruitment Metrics: Track key metrics such as time-to-hire, cost-per-hire, and source effectiveness. This data can help refine your recruitment strategies over time. Using external hiring software like HackeEarth can streamline the recruitment process, thus ensuring quality hires without having to indulge internal resources for the same.
Use Predictive Analytics: In this age of fast paced internet, everybody makes data-driven decisions. Using predictive analytics to study employee data will help companies predict future trends, thus facilitating a productive hiring process.
Conclusion
External sources of recruitment play a very important role in an organization’s talent acquisition strategy. By employing various channels of recruitment such as social media, employee referrals and campus recruitment drives, companies can effectively carry out their hiring processes. AI-based recruitment management systems also help in the process. Implementing best practices in external recruitment will enable organizations to enhance their hiring processes effectively while meeting their strategic goals.
The Progressive Pre-Employment Assessment is a crucial step in the hiring process, as it evaluates candidates through various dimensions including cognitive abilities, personality traits, and role-specific skills.
While employers and recruiters have this in the palm of their hand, candidates who master it will successfully navigate the assessment and have a higher chance of landing that dream job. But what does it entail in the first place?
Candidates can expect to undergo tests that assess verbal, numerical, and work style capabilities, as well as a personality assessment. Hence, understanding the structure and purpose of the Progressive Pre-Employment Assessment can give candidates a competitive edge. But before one tackles online tests, we must first dissect what this assessment is and what it consists of.
The evolution of pre-employment assessments
Pre-employment assessments have undergone significant changes over the decades, from rudimentary tests to sophisticated, modern evaluations. Let’s put the two side by side.
Traditional methods:
Initially, pre-employment assessments focused on basic skills and educational qualifications. These paper-based tests primarily assessed cognitive and verbal abilities, without any conclusions about the candidates’ output in very specific situations.
Modern techniques:
Today, online assessments are prevalent, evaluating a variety of dimensions, including cognitive skills, personality traits, and behavioral evaluations. These tools offer a more comprehensive view of a candidate's job performance potential, while, at the same time, saving precious time for both parties involved.
In today’s competitive job market, progressive pre-employment assessments play a crucial as they not only measure technical skills and knowledge but also provide insights into a candidate's ethical bias, cultural fit, and communication skills.
Likewise, assessment tests have evolved to include situational judgment tests and culture fit analyses, which are pivotal in assessing the suitability of a candidate for specific roles. And this isn’t just in terms of skillsets—they help in identifying candidates who align well with the company's values and working environment.
This is mainly for the tests’ ability to accurately gauge a candidate's interpersonal skills and emotional intelligence, which are essential for roles that require teamwork and client interactions.
What are progressive pre-employment assessments?
Progressive pre-employment assessments are structured evaluations designed to judge a candidate’s abilities and fit for a role at Progressive Insurance. Unlike traditional aptitude tests, these assessments encompass various elements such as cognitive abilities, situational judgments, and personality traits.
These tests typically include verbal and numerical reasoning sections, as well as work style assessments that gauge behavioral tendencies. Through this merger of multiple dimensions, Progressive seeks to understand not just the skills and knowledge of the candidate, but also their ethical perspectives and communication skills.
Components of a progressive assessment strategy
What sets progressive assessments apart? Well, as most employers just focus on the basic credentials and competencies, the comprehensive assessment strategy at Progressive includes several key components:
Cognitive evaluations: These tests measure candidates' logical reasoning and problem-solving capabilities through verbal, numerical, and abstract reasoning questions.
Personality assessments: These tests evaluate traits and tendencies to understand how a candidate might behave in various workplace scenarios. They aim to provide insight into their ethical bias and interpersonal skills.
Behavioral evaluations: These sections analyze how candidates might act in specific situations, ensuring a good cultural fit and alignment with Progressive's values.
Role-specific skills tests: These assessments focus on the specialized skills required for the position, ensuring the candidate has the necessary technical knowledge and expertise.
Implementing progressive assessments
Successful implementation of Progressive Assessments in the hiring process requires designing an effective assessment process and following best practices for administration. This ensures accuracy, better data security, and reliable decision-making. In particular, the implementation hinges on the feasibility of the original design.
Step 1 --- Designing the assessment process
Designing an effective Progressive Assessment involves understanding the specific needs of the role and the company's approach to hiring. Each test component — verbal, numerical, and work style — must align with the desired skills and personality traits for the role.
HR teams need to define clear objectives for each assessment section. This includes establishing what each part aims to evaluate, like the problem-solving or personality assessments. Incorporating legal and policy guidelines ensures the assessments are fair and non-discriminatory, which is crucial for avoiding legal issues.
Likewise, everaging online assessment tests provides flexibility and efficiency. These tests allow candidates to complete them remotely, easing logistics and scheduling concerns. Ensuring security is also essential, and implementing testing and other recruitment tools can help enhance data security and accuracy.
Step 2 --- Best practices for assessment administration
Administering assessments effectively revolves around consistency and fairness. Establish structured guidelines for the administration process to ensure each candidate undergoes the same conditions, promoting reliability. This includes standardizing the timing, environment, and instructions for all assessments.
Training HR representatives is vital. They should be well-versed in handling the assessments, from initial candidate interactions to evaluating the results. Regular training updates ensure the team remains knowledgeable about best practices and any new tools used in the assessment process.
Administering assessments also involves maintaining better data security and accuracy. This is achieved by utilizing secure online platforms and ensuring that only authorized personnel have access to sensitive data. Leveraging top API penetration testing tools is one approach to securing candidate data and preserving the integrity of the assessment process.
Implementing consistent feedback mechanisms for candidates can also improve the process. Providing insights on their performance helps candidates understand their strengths and areas for growth, which reflects positively on the company’s commitment to candidate experience.
Benefits of progressive assessments
Progressive assessments offer significant advantages in the hiring process, such as improving the accuracy of hiring decisions and enhancing the overall candidate experience. These benefits help companies find better-fitting candidates and reduce turnover rates.
1. Improved hiring accuracy
Progressive pre-employment assessments allow companies to evaluate candidates more comprehensively. By assessing personality traits, cognitive abilities, and ethical biases, employers can identify individuals who align with the company’s values and have the necessary skills for the job.
For example, personality assessments can pinpoint traits like empathy, communication, and problem-solving abilities. This helps employers select candidates who are not only qualified but also fit well within the team. Evaluating these qualities ensures that new hires can thrive in customer service roles where empathy and effective communication are crucial.
Moreover, using tools like the DDI Adaptive Reasoning Test helps to simulate real job tasks. This gives employers deeper insights into a candidate's capability to handle job-specific challenges. As a result, the company is more likely to experience lower turnover rates due to better candidate-job fit.
2. Enhanced candidate experience
A well-structured assessment process can significantly enhance the candidate experience. Clear instructions,fair testing procedures, and timely feedback create a positive impression of the company. Candidates appreciate transparency and feel valued when the process is designed with their experience in mind.
Implementing assessments that reflect actual job roles and responsibilities gives candidates a realistic preview of the job. This reduces later dissatisfaction and turnover. Additionally, personality assessments that highlight traits such as confidence and empathy provide a more engaging candidate experience.
Companies can also strengthen their employer brand by showcasing their commitment to a fair and comprehensive hiring process. Providing resources like practice tests helps candidates feel better prepared and less anxious about the assessment, leading to a more positive perception of the company.
Common pitfalls in progressive assessments
Candidates often struggle with the cognitive abilities section, which requires strong analytical skills and problem-solving capabilities. The situational judgment tests can also be tricky as they assess empathy, decision-making, and customer service scenarios. Personality assessments can pose challenges as well, especially for those unsure how to present their personality traits aligned with the job role.
A significant issue is also misinterpretation of the test's format and expectations. Many find it daunting to navigate through various sections, such as verbal, numerical, and work style assessments. Lastly, some candidates might overlook the legal nuances of personality assessments or document redaction protocols, leading to compliance issues.
Strategies to overcome challenges
To tackle cognitive abilities assessments, candidates should engage in consistent practice with sample questions and mock tests. This helps enhance their analytical and problem-solving skills. For situational judgment tests, it is essential to practice empathy and customer service scenarios to develop a better understanding of role-specific challenges.
In personality assessments, being honest while demonstrating relevant personality traits like being a team player is crucial. Seeking guidance from study materials such as Job Test Prep can provide a realistic testing environment.
Understanding legal considerations, such as those around document redaction, is important for compliance. Utilizing a document redaction SDK can ensure adherence to required policies. Familiarity with each section's format will aid in navigating the assessments confidently and effectively.
Trends and innovations in employee assessments
There is a growing emphasis on AI-powered assessments —these tools analyze vast amounts of data to predict a candidate's job performance, ensuring a more objective and efficient selection process.
Personality assessments are evolving to include metrics like empathy and communication skills, which are crucial for roles in customer service and other people-centric positions.
Additionally, gamified assessments, which make the evaluation process engaging, are gaining popularity. They not only assess problem-solving skills but also gauge how candidates perform under pressure.
Organizations can prepare for the future by integrating cutting-edge technologies into their hiring processes. Investing in training for evaluators to accurately interpret new assessment metrics is crucial. This involves
Moreover, companies should stay updated on legal requirements to maintain compliance and ensure fair assessment practices.
Encouraging candidates to focus on developing their personality traits, such as being team players and showing confidence, can also better prepare them for progressive assessments that look beyond technical skills.
The strategic value of progressive assessments
Progressive pre-employment assessments rigorously evaluate candidates on multiple fronts, including cognitive abilities, situational judgment, personality fit, and role-specific skills. This multifaceted approach not only helps in identifying the best match for specific roles but also reduces the risk of bad hires.
By investing in these assessments, companies can significantly enhance their recruitment processes. Consistent use of these tools leads to more informed decision-making, reducing turnover rates and ensuring employee retention.
Appropriate preparation and implementation of these assessments can streamline the hiring pipeline, saving time and resources. Furthermore, this approach bolsters team performance and aligns employee roles with their strengths, promoting a culture of efficiency and productivity. While Progressive is far from the only company using this approach, they’ve set a standard in terms of looking at candidates holistically and making sure they’re truly ready for the job.
Frequently Asked Questions
This section covers common inquiries related to the Progressive Pre-Employment Assessments, including differences from psychometric tests, benefits for small businesses, legal considerations, and the role of technology.
How do progressive assessments differ from psychometric testing?
Progressive assessments typically examine a candidate's ethical bias and personality traits. In contrast, psychometric tests focus on cognitive abilities and personality dimensions. The Progressive Pre-Employment Assessment includes verbal, numerical, and work style components, offering a broader evaluation spectrum.
Can small businesses benefit from implementing progressive assessment strategies?
Small businesses can gain significant advantages from adopting progressive assessment strategies. These assessments help identify candidates that align closely with the company’s values and culture, reducing turnover rates. Additionally, they provide insights into a candidate's ethical stance and work style, which are crucial for cohesive team dynamics.
What are the legal considerations when using pre-employment assessments?
Legal considerations include ensuring compliance with equal employment opportunity laws and avoiding discrimination based on race, gender, or disability. It is essential to validate the assessment tools and ensure they are scientifically proven to be fair. Companies must also maintain transparency about the purpose and usage of the assessments.
How can technology enhance the effectiveness of progressive assessments?
Technology can streamline the assessment process by allowing candidates to complete the tests remotely. Advanced analytics help in the accurate interpretation of results, ensuring a better match between the candidate and the job role. Many platforms offer practice tests that mirror the actual assessment, aiding in preparation and reducing test anxiety.