A Virtual Internship software is used for retaining graduates while acquiring on-the-job experience in a professional environment without going onsite.
The need for virtual internship software
The global pandemic brought significant changes in the industry, and with the rise in digital technology, it’s vital to make graduates job ready from day one. Graduates must be updated on the latest technologies as the demand for niche skills skyrockets constantly. To bridge the gap and enhance the offer-to-joining ratio, organizations offer internships to students in their sophomore year, allocate projects, and let them innovate and develop new solutions through virtual internships. Allowing businesses to acquire diverse talent and build a sustainable Hiring pipeline.
How does the Software Work?
Virtual Internships softwares are custom-built Developer LMS Softwares that offer a wide array of project-based challenges and exercises for graduates to innovate solutions and get them job-ready. This will streamline the graduate thought process and lets employers train their next-gen coders. A well-built virtual internship software allows you
Generates new sources for permanent employees
Generate Higher Retention rates
Source new ideas and approaches to problems
Builds a sustainable hiring pipeline
Retain the best talent, Crowdsource the best ideas
One of the most significant advantages of virtual internships is flexibility. Don’t let the long list of constraints, such as relocation, commute issues, lack of brand awareness, etc., restricts candidates from applying/turning up for offline Internships. Because they can be done from anywhere with an internet connection, virtual interns can work from home. This allows them to fit their internship into their existing schedule rather than rearranging their lives to accommodate a traditional internship.
Access to a broader pool of resources
A wider pool of potential interns is also accessible through virtual internships. Virtual internships can draw candidates from all over the world, not just those who reside in the same region as the business because they can be completed anywhere. This may result in a more varied set of interns, which might be advantageous to both the company and the interns.
Cost-effectiveness
Another advantage of virtual internships is cost-effectiveness. Traditional internships often require interns to relocate or commute, which can be expensive. With a virtual internship, however, interns can save money on things like housing, transportation, and meals. Furthermore, companies offering virtual internships save office space and other infrastructure costs. Remote internships can help interns develop skills such as time management, self-motivation, and communication which are essential for success in a remote work environment.
Conclusion
Compared to traditional internships, virtual internships have various benefits, including flexibility, time management, cost efficiency, access to a larger pool of potential interns, and a more remote and adaptable work environment. They are an excellent option for interns seeking to develop the necessary experience and skills.
The era of reskilling is on an all-time high as the age of Ultron or to put it simply, the age of AI has started superseding the world of human sapiens. Without future skills that would help a human to align with the upcoming Humanoid world, your tomorrow workforce might kill your overall productivity. Reskilling will be a superhero for employees and corporates who wish for the happily ever after tech fable.
2. The 3 A’s: AI, Automation, and Analytics
Technology is evolving with new waves of advancements like data analytics, robotics, machine learning, and artificial intelligence (AI). Companies that are making use of these intelligent engines and methodologies are susceptible to profits than those who are taking non-data driven decisions, using an unautomated workflow, and hiring for traditional roles. Onboarding an AI-adopted workforce and shifting to the demands of the data-driven market should be the goals of companies hiring in 2022.
3. The Importance of Candidate Experience
One negative and honest review on Glassdoor is all it takes to restrict a pool of inflowing strong candidates from entering into your company. A great candidate experience is the reflection of a company’s valuable effort shown toward interviewing, assessing, and onboarding a candidate. A great candidate experience means – “We care for you and value your precious time.“ So, how to live up to this quote?
By scheduling an interview with flexible timing
By quickly wrapping up the interview process
By conducting an unbiased interview
By prioritizing the candidate throughout the interview process
4. The Hiring War
The competition that is happening in the Indian IT industry to hire the best candidates is getting stronger week after week. Companies are enacting various strategies and introducing perks to onboard their expectations matching candidates. Indian IT firms are planning to hire more than 450,000 candidates in the second half of the financial year 2022 according to a Times of India article. If you want to catch up with the hiring trend of 2022, follow these three strategies for launching a 360-degree hiring engine.
5. The Demand of the C Twins: Cybersecurity and Cloud
About data by the Bureau of Labor Statics (BLS), the demand for cybersecurity jobs like information security analysts will improve by more than 31 per cent over the next decade. According to TeamLease, there be a humongous 1.5 million job shortage in the cybersecurity space by 2025.
More than 10% of the total jobs in November 2021 have been taken up by Cloud-related roles. It is expected that the cloud market will grow as much as 30% by the end of 2022. Skills in demand will be Cloud Computing, AWS/Azure, Cloud Migration, SAP, machine learning, and Cloud Security.
6. Interview as a Service
Companies should eliminate their hiring headache through the interview as a service. As the demand for fresher hiring is on the rise, it is high time IT service companies need to adopt interviews as a service for hire. Outsourcing interviews is a good idea to improve interview bandwidth, thereby creating a productive candidate pipeline. Onboard the most eligible candidates available on the market with our extended 24/7 interview support to improve your retention rate and reduce your attrition rate.
7. Bridging the Skill Gap with Hybrid
The traditional hiring and working mindset is changing as the hybrid workforce model are taking the front seat. Similarly, solving the skill gap issue using the hybrid model is easy compared to the traditional model. After “The Great Resignation” took over the hiring space by storm, it is evident now addressing skill gaps and working on a hybrid model is key for higher retention.
8. Employer Branding: Load your Bullets Before Hiring
The value employers have for their employees is the foremost employer branding metric. Proving the worth of a company to a candidate is essential for improving quality hiring and acquiring strong candidates. Employer branding grows when people and businesses grow their trust in you over some time. The number of social media mentions, articles by established industry experts, recommendations from CEOs, college campus invitations, or word of the mouth – everything counts to employer branding.
The primary focus of L&D leaders for the next 12 to 18 months should be in building the right technical skills and capabilities for their future work. Hiring along with upskilling will evolve to a greater extent, aligning toward business goals, meeting both long-term and day-to-day objectives. The Gen-Z workforce would be more than happy to join an organization that encourages growth through habitual upskilling and reskilling. The L&Ds of companies will have to make sure an upskilling engine like neoCoder.io is all set to meet the expectations of this trending employee-driven market.
10. Retention: The Post-Pandemic Mission Impossible
Long-term employees are the key to the stability of an organization and its growth trajectory. During the corona wave, companies had to cut off jobs due to various factors. But after the pandemic got over, employee retention and gaining the trust of employees have become a serious problem. Retention has become a post-pandemic problem even for conglomerates. So, just hiring is not the goal but nurturing an employee further and adding enough value addition to their role will be the key to higher employee retention rate in 2022 and beyond.
If you’re in the technical hiring space, you might know how difficult it is to recruit technical people in a short span of time. Mostly, it is the developers in your organization who’d sit with you for prolonged technical interview sessions. They create time outside of their usual work to help build an A-Team of technical experts. Sometimes they need to work overtime or reprioritize or cancel their important project work, calls, demos, presentations, and important client meetings just to function as a recruiter; their new avatar.
Here, the chances of recruitment goals failing is high since developers learn the responsibilities of a technical recruiter and rely completely on their technical knowledge to finish the interview process. Other than these, there are many problems in technical hiring like
Interview Fatigue
Low Bandwidth Problem
Time and Cost Problem
Poor Candidate Experience
Finding Qualified Candidates
Developer Heist: Hire the Best
Degrees aren’t a favorable factor for hiring anymore. Many companies have ditched the traditional model of asking the things on a candidate’s resume and like anything, interviews are evolving too. In this fast-paced world looking for innovation in the hiring industry every single day, interviews have got a big role to play.
From a candidate’s perspective, an interview needs to be short, to the point, challenging, and referable toward his or her friends and family. While for a company, a candidate assessment should serve the purpose, pull in the right candidates, save cost and time, and does not interrupt the normal working conditions of their employees. A good interview is half-the-job done as it sets the pace perfect for a successful hiring process. Because onboarding alone isn’t a solution for productivity. There are many factors associated with the post-recruitment productivity of an employee.
That too for recruiting a highly technical team, there are lots of problems in the HR department. Not every hiring manager could be able to pull off a stellar team of SMEs, technical titans, experienced educators, and tech-savvy saviors.
If you have read till here, keep doing that to know about three effective ways to hire developers for your organization in a short span of time.
1. The Hiring Highway: Interview as a Service
“This fast-paced hiring model will work when you are running out of time”
What is interview as a service or IaaS?
A recruitment solution that speeds up technical hiring using dedicated technical interviewers. Through Interview as a Service, time, effort, candidate bandwidth, stress of internal recruiters are managed effectively.
When should you use Interview as a Service for Hiring?
When you clearly understand you want to increase the bandwidth of your hiring and speed up the hiring process without compromising on quality.
Interview as a Service will only improve the quality of your hiring process if the right interviewers interview your potential future candidates. All you need is a trustable recruitment partner like NeoHire to streamline your hiring process. You’ll able to accumulate as many candidates as possible in a short span of time due to the hiring efficiency of this model. For Example, NeoHire was able to conduct more than 100 interviews per day using an expert interview panel for one of the top IT services companies in India.
Benefits of NeoHire’s “Interview as a Service” Hiring Model:
Swift Interview Process: IaaS is both a cost-effective and time-effective plan for IT Companies and with a range of recruiters, IaaS can accomplish more interviews in a less amount of time. Lightning-fast interviews means adding up to the employer brand value and standard.
Candidate-Interviewer Match: Only the role-specific recruiters can make a difference in the hiring process. Experienced SMEs can help achieve your organization’s goals and we NeoHire strongly understand the difference between fresher hiring and senior software architect hiring interview process.
Great Candidate Experience: A great interview session is something that connects a candidate and a company to both of their desired level. And, if that is reached, a candidate’s review about his overall interview experience on sites like Glassdoor will positively impact a company’s reputation.
Gamification in Interviews: If you’re interviewing the Gen-z workforce, Gamified assessments are game changers. Iaas could use gamifications with the help of services from NeoHire for an enriched interview process.
Communication with Your Recruiters: Programmers of your organization need not prepare for their new avatar but can focus on their important client calls and meetings. And, if they want to just know the progress of an interview and want to collaborate with us any point of time, we’re game.
2. The Zuckerberg Way: Hackathons
“The creative way where internal and external hackathons bring new ideas and hires”
What is a Hackathon?
An event organized and designed to utilize technology, mostly coding to complete an objective or arrive at desirable solutions when it comes to solving business problems.
When should you use Hackathons for Hiring?
If you are looking to update your whole product, open for new technology, and have a thing for the future, get in line with the advanced hiring tool – Hackathon.
Hackathons are the NFTs of Hiring now. The new-age recruitment tool. Big organizations like Facebook have always had an upper hand due to their effective organization of internal hackathons. Even “like“ and “chat” were discovered in one of Facebook’s hackathon events. No one knows what a team of novice coders and their collaboration would come up with, that’s the power of hackathons. Your next stalwart developer might be attending your hackathon. There you go! A hiring hackathons could potentially make you hire not just one but a team of expert developers who have a common connection or professional friendship between them. A big brownie point! Since culture fit ain’t a problem as your future developers were past coding chums.
Benefits of NeoHire’s Hackathons-for-Hiring Model
Finding Solutions for Upcoming Business
Take for example the emerging technology like Blockchain. We never know where cryptocurrencies are heading and only those well versed with the current technology can think of advanced business ideas. Tapping into campus and connecting with the students through a Blockchain Hackathon can tremendously help IT companies. We @neohire.io have done a half-a-dozen successful hackathons for some of the best IT and ITes companies. Our support through poster promotions, organizing of the event, and productive outcomes have made those companies stay connected with us until this point in time.
Product Promotion via API Hackathon
Any new line of business will require the effective adoption of APIs and what’s better than conducting an API hackathon to promote your product. More users and API calls mean an explosion in your revenue stream. Don’t miss out on the opportunity of acquiring 1500+ developers for building your yet to be named product idea.
Employer Branding
Gaining trust and earning a good name for what a company stands for from a student and employee’s perspective is important. Through any hackathon event, the value of a company, the technology it uses, and the business space it is in can be communicated. And so, building a candidate pipeline becomes easy.
3. The Warren Buffett Way: Set up a Campus COE
“The standard approach of maintaining a stable relationship with a campus for a healthy hiring pipeline.”
What is a Campus COE?
To put it simply, COE is no person or some misspelled word for CEO. It is a beautiful bridge that connects academic institutions with the tech industry. But as you know, it is a lot more than that. The possibilities of this program are boundless. But the good thing is, COE creates a win-win scenario. For both tech companies and educational institutions.
COE and Hiring
Be it succeeding in the hiring hunt challenge, leveraging your existing employees to meet the current technological standard of the industry, or introducing your employees to new tech skills, you need to future-proof your workforce. This is more like a long-term model for hiring but once an efficient Campus COE is set, hiring will become as easy as snacking. Since the initial network pathways are laid, faculty connections are made through Train the Trainer programs, and an overall healthy relationship is achieved, technical hiring is a additional advantage of a long-term campus-corporate cohesion. This will solve problems related to not just technical hiring but employer branding, employee training, reputation building, and entrepreneurship training.
Benefits of Setting up a Campus COE for Technical Hiring
Training Your Tomorrow Workforce:
Create a tech learning space for students (future employees) and provide the latest or trending tech resources to college students prior to entering into the technological space or their job. These students will grow along with the company. Pre-equipping your future employees with your culture, values, and other dimensions of the company can make them a DAY-1 BILLABLE resource. “Human investment is now the best investment we can make,” says Tram Anh Nguyen, co-founder of CFTE.
Day-1 Billable Resources:
Set up a proper hybrid Centre of Excellence Program (COE ) with our expert SMEs, a well-structured online IDE, and various skill assessments. Pre-train college students before their graduation, combine their academia with trending courses like Java Full Stack Development, Cloud Program, Data Engineering Program, and Front End Program.
Relationship with Renowned Universities:
The best thing any tech company can do is to maintain a harmonious rapport with qualified educational institutions with the best tech talents. We will help you build a pool of talents working with your L&D team and provide you with the right tools to interact with your future employees in a secure space.
The Evolving Technical Hiring Space
The pandemic has brought some whopping changes to the technical hiring ground.
TIME decides the job market and calamities like Corona create volatility in the tech roles.
What was significant an year ago, like Big Data and Data Analytics have know found the backseat since the role of Cybersecurity experts and Cloud-based Software developers are tremendously increasing. That’s where skill gap arises and technical recruiters along with the HR department of a company should be aware of it. While hiring for technical roles, skill gap should be addressed with empathy too. As we are slowly evolving into a hybrid work model, upskilling has become a fundamental commodity in the workplace. Let’s create such a space where learning and earning happen simultaneously.
If you’re looking to hire a developer in a less amount of time, you have a lot of ways to achieve it and the most crucial ones have been discussed in this write-up.
Every well-organized hackathon is a boon for IT organizations looking for hiring freshers and freshers looking for joining the best organizations. Hackathons have become the most reliable form of hiring and are slowly replacing the traditional style of hiring. Just like Homo Sapiens replaced Homo Erectus and Neanderthals.
A random example in our evolution theory. But it reminds us of one thing – to remain unchanged and holding on is almost impossible throughout history. Be it waging a war or battling out to recruit the best talents. The strategies are changing, growing, and evolving time after time.
Hackathons are entering into the hiring space more than ever before. As a part of the corporate innovation plan, high volume IT Companies are starting to use hackathons as a trump card to hunt down talents. So, let’s get straight to the point.
“5 Reasons why Companies should conduct hackathons?”
Before we begin, here is a staggering stat – “As of 2018, more than 80% of the fortune 100 companies have conducted hackathons.” The number is set to increase above 95% in 2021 as the age of upskilling and reskilling is on an all-time rise.
#1 Finding Solutions for Upcoming Business
Take for example the emerging technology like Blockchain. We never know where cryptocurrencies are heading and only those well versed with the current technology can think of advanced business ideas. Tapping into campus and connecting with the students through a Blockchain Hackathon can tremendously help IT companies. Consider a cryptocurrency like VeChain which might get integrated with Amazon or some other e-commerce giant in the future. And so, there are many possibilities regarding the surrounding business models and solutions.
Through a hackathon challenge, the right set of pupils could come up with interesting strategies and tech solutions for your business. We @neohire.io have done a half-a-dozen successful hackathons for some of the best IT and ITes companies. Our support through poster promotions, organizing of the event, and productive outcomes have made those companies stay connected with us until this point in time.
#2 Enriched API Adoption
Any new line of business will require the effective adoption of APIs and what’s better than conducting an API hackathon to promote your product. More users and API calls mean an explosion in your revenue stream. Don’t miss out on the opportunity of acquiring 1500+ developers for building your yet to be named product idea.
The more you market your niche API through Hackathons, the more new applications will surround it. Getting the top ranking coders from top tier institutes or any institute in India is easy if your Hackathon becomes a massive hit. An API hackathon will connect your product idea with fellow developers and their feedback will be immensely helpful.
#3 Corporate Innovation Via Internal Motivation
Any hackathon in the presence of your employees will make them forage for newer technologies and out of the box solutions. Knowing about other business functions could stimulate the thought process of your employees. We all are familiar with Shutterstock and its CEO Jon Oringer says internal hackathons bring overnight prototypes where normally a product feature could take more than 3 months to build. Hackathons have the habit of bringing hidden talents to the front.
When people have the freedom to create whatever they want, both crazy and practical ideas will begin to flow. If you still don’t believe what impact hackathons could create on an existing product – you should probably keep an eye on the Facebook hackathons. What was developed in internal hackathons could make their way to becoming a product feature or tool within weeks. For example, the highly smashed “like” button, useful “timeline”, and overused “chat” section were all developed during one of Facebook’s hackathons.
#4 To Organize Data and Read Emotions
As of 2020, it is estimated that more than 40 Zettabytes of data were produced. An alarmingly high 5.2 Terabytes of data for every person existing on mother earth. But less than 1% of data is well-organized and that’s where some of India’s highly paid data engineers and data scientists come into the brighter picture. Guess what, as much as 10% of hackathons conducted are related to Machine Learning and Big Data hackathons.
#5 Employer Branding
Gaining trust and earning a good name for what a company stands for from a student and employee’s perspective is important. Through any hackathon event, the value of a company, the technology it uses, and the business space it is in can be communicated.
And so, building a candidate pipeline becomes easy. Now, gender equality is a big problem even for some of the tech giants. Addressing such problems through a women-only hackathon can motivate female candidates to join your organization. Thereby, you can fill in the gender gap problem without much effort.
The Future of Hiring: Hackathons
Be it students getting to know the technology, understanding the values of a company, and clarity about the culture of the company, hackathons are the best hiring hack. A hackathon is a new-age cost and time effective recruitment tool that will also help in community creation. An emerging technological company or a well-established company should fathom the capability of creating a developer community through hackathons. So, collaborate with diversified developers and solve pre-defined and emerging problems through innovative solutions gathered through a hackathon. The more candidates we can invite to a hackathon, the more sustainable and useful the outcomes of a coding marathon aka hackathon.
And so,
Don’t run a Hiring Marathon. Sprint with a Hackathon.
