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Hire More Developers in Less Time

3 Easy Ways to Hire More Developers in Less Time

Hurdles in Tech Hiring

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

  1. Interview Fatigue
  2. Low Bandwidth Problem
  3. Time and Cost Problem
  4. Poor Candidate Experience
  5. 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.

If you further want to expand your knowledge about the present job market, we’re all ears for your queries.

Give us a time and date for us to conduct an exclusive demo for you to improve your search for hiring the best developers in India.

Hiring through Hackathons

Why Should Tech Companies Conduct Hackathons? | The Benefits of hackathons for IT Firms

Hackathons: The Most Underrated Recruitment Tool

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. 

To build productive predictive models, companies need to offer their data to trustable data engineers. Top-level BFSI companies cannot get a competitive edge unless they are into data maneuvering with the help of data experts. Some companies need a solid predictive model to gauge the emotions of their customers. They can conduct a machine learning hackathon to understand the emotions of their customers through voice calls and chats. The more human a product is, the more regular and enormous the profit is. 

#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.

Virtusa Recruitment Drive 2021

The Future Of Corporate Learning And Development

E-learning is forever changing the way corporations learn and grow. As technologies and capabilities around data delivery and how educators engage people online improve with every passing year, it becomes clearer that online learning and development programs will dominate most corporate development programs in the very near future.

In a snapshot, it’s hard to miss how many companies are riding the L&D trends 2021 and the preceding years since the rise of the digital age has brought upon us. 90% of corporations now use e-learning for their employee development programs, a huge uptick from just 4% back in 1995.

For any executive or business owner that wants to stay relevant in these fast-changing times, learning and development are crucial. It determines whether our teams will continue growing—hence leading to company growth in the process—or get left behind. With that, we need to know where corporate L&D is heading and how we should be adapting to these changes. Here are some unmistakable trends in corporate learning and how companies should respond accordingly.

Video-dominated Content

 

One of the biggest emerging trends in training and development 2021 has affirmed is the power of video content. It’s not a secret that people love watching videos. People watch over 4 billion videos on Facebook daily. So if any company wants to create a learning and development program for their teams that will truly engage with them, video is the way to go. 

How to implement: Using video content in a learning and development strategy can go two ways. A company can sign their staff up to pre-existing courses that might align with skills training needs or develop their own training materials. Both have their pros and cons and choosing one or the other really depends on whether there are existing programs that align with your development roadmap. Some companies take the route of using a heterogeneous mixture of both.

Analytics and Automations

 

When measuring L&D success, analytics and data are of great importance. Most learning management systems provide a system that collects data and presents it on a dashboard. The numbers matter, even in e-learning. Some numbers that people in charge of training and development should look into include completion rates, learner performance, learner ratings and feedback, manager ratings, and course completion. 

In the future of learning and development 2021and beyond, automation will also be another learning management feature that will continue to be a necessity. Applying computer learning to LMS allows for features like recommendation lists, test delivery, certification logging, notifications and reminders on unfinished courses, and many others. 

How to implement: Your company should look into using a learning management system that provides analytics and automations to help save significant time having to manage staff learning progress. By using a platform like NeoHire, a company can also start using learning development systems in their recruitment and succession planning activities as well. 

Mobile-friendly Learning

 

The future of training and development in the workplace is starting to look a whole lot smaller, meaning people are switching to watching videos, taking assessments, and completing courses on their mobile phones. Mobile learning could grow to over $78.5 billion in value by 2025, and that only indicates that e-learning should start shrinking down for the average phone screen. 

How to implement: Ensure that all your materials fit into a large screen. This also means that any learning and development tool your company starts to use must have a mobile-responsive website or mobile app. 

On-demand Formats

 

A big challenge to any learning experience is dealing with information overload. Educators and staff development personnel can curb this by allowing for on-demand formats. Amidst the COVID-19 crisis, the world started to see the staggering effects of Zoom fatigue on people’s physical, mental, and social health. On-demand training programs help ease that overwhelm.

How to implement: Design your learning programs to come in bite-sized pieces. Video training materials can range from anywhere between ten to twenty minutes long. But avoid having content that can go on for more than an hour. It also helps to provide people with other formats of content consumption to help break the monotony. The most common variations of video training are an audiobook version or transcribed notes.

Conclusion: An Emphasis on User Experience

 

Many of the highest paying college majors have to do with improving humans’ interactions with technology. It’s unlikely that the workplace will ever go back to a technology-deprived environment and so the user experience is of great importance. User experience is the practice of determining whether a system’s design connects with the user intuitively. 

It’s difficult to undermine the importance of user experience in any digital platform or tool, and e-learning and development are no different. When setting up and running corporate learning and development programs, try to see it from your employee’s eyes as much as possible. The more that we cater to the experience, the more that people will continue growing. As a result, the company will grow with them.

Calculating the Success of your Employee Learning & Development Program

Introduction

 

Given the market’s intense competitive nature, innovation is a constant occurrence. It is one of the factors that causes an organization’s goals and priorities to change. It necessitates recalibrating employees’ skills in terms of competencies that are consistent with the company’s goals. It is carried out by businesses by offering instruction to their workers. Continual focus on learning and development enables new employees to understand the means of leveling up to the company’s expectations and offers existing employees the opportunity to expand their knowledge base.

“If you believe that training is expensive, it is because you do not know what ignorance costs.”

Learning and improving workers’ skills makes economic sense, even though it is seen as a cost rather than an investment. It is a continuous phase that begins on the first day. In this rapidly rising economy, the real problem should be how businesses offer training to their employees and whether it is sufficient to affect employee development while still meeting business objectives.

When training programs are implemented in the company, enhanced employee performance and business productivity are naturally expected. But how can one know the effectiveness of a training program? Did employees grasp what they were expected to learn? Did they get the most out of the new knowledge at work? Did they achieve the objectives? And was the training initiative worth the organization’s investment? The answers to these questions will depend on the assessment of learning outcomes. In a nutshell, training courses are designed to impart new skills, but their efficacy requires systematically evaluating the training effectiveness.

Effectiveness of Training and Learning and Development

 

What Is Training Effectiveness?

 

The effectiveness of training or e-training is a measure of how much learning increases employee performance; for example, how learning programs help teams develop their sales and leadership skills, increase their productivity, or accomplish a business goal. The Kirkpatrick Model is the most widely used method for assessing training effectiveness. Organizations use the model to assess a training program and its relevance in business.

The assessment of training effectiveness determines the extent to which training influences the trainee’s awareness, abilities, and actions. It’s a metric for how well training improves trainee results, such as how the workers strengthened their sales and soft skills, increased their productivity, or met business goals. The effectiveness of training is also measured in terms of a positive return on investment (return on financial investment). The ROI metric is useful at the end of the assessment process because it compares the learning results to the employer’s training investments in tangible and measurable terms. Training effectiveness assessment is the process of assessing the effectiveness of organizational training programs using scientifically based techniques. Begin by determining why, who, and what training is needed, and then evaluate the training that has been provided.

 

How Do You Measure the Effectiveness of Training?

 

There are a variety of ways (or methods) to assess the efficacy of training. These approaches become an important source of input and knowledge about the effectiveness of the applied training program, including sections that are not useful. These approaches will assist management in filling any capability gaps with appropriate training programs, allowing them to adopt the most effective training methods.

Organizations of all sizes, big and small, are not required to spend substantial funds or time in training effectiveness assessment. With proper preparation and forethought, excellent results can be obtained. To achieve the desired results, both company and training priorities must be compatible. For instance, an inbound call-center sets a target of efficiently answering sixteen percent more customer queries than the previous year.  Then the aligned training objectives include each representative enrolling in an online course on using advanced call-center software.

Employee training metrics should provide both qualitative and quantitative data (learner input about whether the training was beneficial to their job) (quiz score and completion rates). It is primarily up to the company to decide which goals and indicators to use. The best way to achieve results and track learning progress depends on the needs of each company’s training program.

 

Approach to Training

 

While there are many approaches for assessing training or  e-training efficacy, each has its own set of characteristics and advantages. Employee surveys, one-on-one meetings, case studies, and post-training quizzes are all standard methods for assessing training effectiveness. More data on employee learning performance can help companies assess the effectiveness of training programs.

The term ‘training program’ is often welcomed in the board rooms. The goal of these training courses—and most such programs—is to enhance execution and results. However, the way training is provided varies among organizations with differences in targets, products and employees. 68% of workers claim that training and development are the most crucial company policies.

Identifying the audience and the essence of the training is the first step in training employees. Most employers focus solely on the work position and build a one-size-fits-all evaluation.

Following the identification, the instruction is delivered using specific approaches such as seminars, group exercises such as roleplays and group discussions, as well as films and videos. The last but the most crucial step is to measure the effectiveness of the training programs – which most companies either refrain from or follow some ineffective ways that include merely recording the reaction of trainees or something on similar lines which has negligible effectiveness.

The methods of identification mentioned above are not all aligned with business goals. It is a waste of time and money because you have no way of knowing if the group in attendance is the same as the one targeted. Furthermore, you are oblivious to appropriate material. Furthermore, these methods do not guarantee that the software would be useful enough to involve employees.

 

Why Train?

Millennials … are more socially and globally connected … than any prior generation. And they don’t question; they learn.

Brad Smith

Everyone is not perfect. Most employees have some weak points or dark areas in their work skills, for which they need to be trained. The assessments could inform about the need for training, for they reflect deficiencies and competencies which need to be worked upon.

 

Who to Train?

 

Not all employees need to be trained. Neither do all employees need the same level of training. The assessments generate a full-fledged report of employees who need training.

 

What to Train On?

 

A person with sufficient product knowledge and inadequate presentation skills cannot suffice an organization’s needs. The managers should have a clear idea of what the training should comprise and which competencies are particularly needed.

 

Training Effectiveness – How To Measure The Effectiveness Of Employee Training Program

 

Customized Assessments: The stakeholders in most enterprises agree that a highly tailored, completely company-oriented test is a feasible alternative to their evaluation needs. Everyone prefers online evaluations over pen-and-paper assessments in today’s digital world, or in other words everyone prefered L&D through  e-training or e-learning.

They are systematic and objective tests that reveal information about an employee’s job personality. These evaluations are tailored to specific job functions. They are designed to assist candidates in maximizing their strengths while also addressing their areas of growth. Furthermore, these tests are simple to administer. Since the measurements are quantitative and objective, they are not subject to observer bias.

Compared to companies that don’t, companies that invest in employee training enjoy a 24% higher profit margin.

A situation may occur where ABC Company is unsure about the effectiveness of these training programs.

Let’s discuss training effectiveness.

 

Using the Modern Approach to Evaluating Training Effectiveness

 

Talking about the ABC Company, if it arranges training and development programs, it might know the necessity of evaluating training effectiveness and its ROI. Ultimately, nobody wants to spend valuable resources on training that does not provide better returns.

 

What is the impact of training on employees?

 
  • Was the training or e-learning useful in helping participants increase practical learning and aptitudes?
  • Could the learners apply what they learned and enhance their performance at work?

Pre-Assessment

 

First, each participant is given an assessment that determines their proficiency in essential competencies, which are a collection of skills needed to excel in a workplace through various job roles. These reports are necessary because we can’t move forward until we’ve found the right match between the applicant to train and the competency that needs to be improved.

Let’s presume an organization has enough expertise to recognize the training or e-learning requirements. In other words, it recognizes not only the workers need training, but also what type of training they need. For these situations, certain businesses have a better approach. For such businesses, the approach will be a pre-assessment that could predict an employee’s actual status in terms of competencies consistent with the company’s goals.

 

Effective Training

 

It could be a classroom or instructor-led instruction, or it could include interactive elements like quizzes, case studies, group discussions, or Q&A sessions on an e-learning platform such as neoHire. Video conferencing, audio conferencing, webinars, and distance learning services are examples of online activities that may be included in this package.

 

Post-Assessment – How to Measure Training Effectiveness?

 

The training is followed by measuring its effectiveness. Fortunately, some proven methodologies for measuring the training effectiveness already exist. One can successfully measure training effectiveness using the Kirk-Patrick Model.

 

The Kirk Patrick Model (The 4 Levels of Training Evaluation)

 

 

Reaction

 

This level measures how learners have responded to the training, including the critical aspects of the activity – utilizing reviews, questionnaires, or talking to participants to get honest feedback on the training experience.

This process could include:

  • Finding out if the course content was easy and relevant
  • Discussing the program’s strengths and weaknesses
  • Asking about the key takeaways
  • Know if the program was successful in matching the learner’s perception and learning style.
  • At the end of this level, you should look for any gaps in the content.

Learning

 

You can measure what the trainees have learned and how much knowledge they have gained at this level. This step could include:

  • Test scores amid and after the training or e-learning
  • Assessment of connected learning ventures
  • Course completion and accreditation

After going through these sets of metrics, assessment is done again (obviously with an enhanced set of questionnaires) after three months. This method could also fill the gaps and let the trainees know about themselves better, thus influencing the training effectiveness.

 

Behavior

 

This level indicates how trainees apply the information and how it has impacted their performance and attitude. It takes 360-degree feedback from supervisors, peers, and reporters. This includes:

  • How has learning been actualized at work?
  • Are the trainees sure to share their new abilities and learning to their companions?

Are the trainees aware that they’ve changed their behaviour?

 

Results

 

The last level comes down to the ‘why’ part of the training. It captures the difference in the participant’s behaviour before and after the program. It includes outcomes that the organization has determined to be good for business and employees. The learning outcomes may suggest:

  • Increased employee retention
  • Increased production
  • Higher morale
  • Improved business results

Training aims to improve individual and group performance, thus influencing the organization’s overall performance. Each successive level is a more precise measurement than the one before it. ABC Company conducted training programs in this manner, and also evaluated their effectiveness and effect on employees.

 

How will neoHire help?

 
neoHire brings you efficient and precise tools for evaluating and training your employees. It is an e-Learning platform which can be used by HR’s for complete end-to-end Learning and Development for their employees. Now, measuring training effectiveness is incredibly easy with our custom-made assessments. These simple, reliable assessments will help you understand the training lifecycle to evaluate the training effectiveness. When decoding the training life cycle, four steps are involved: identifying training needs, administering pre-training assessments, training, and post-training assessments. Our useful analytical tools will enable you to measure the ROI of your training program. These data driven approach will help you finetune your training and deliver the best possible outcome. Our scalable platform also helps you conduct training for as much employees as you desire.
  • Custom made Assessments
  • Data driven analytical tools
  • Scalable Platform
  • Gamified Learning

Conclusion

 

Recognize the stumbling block in the training program you provide to your workers. It helps you achieve your business goals with a more logical approach when training aligns with the business and has a defined feedback mechanism for each partner. Employees at all levels understand what is expected of them, how to put their vision and principles into action, and what is required to succeed. Taking this techniques and constructing an e-Learning or L&D training program around it might be the perfect thing needed for your organization to drive to new heights.

Reducing Interview Bias in Talent Recruitment

How to Reduce Interviewer Bias

Various steps are being taken by companies all over the world to ensure better recruiting practices and reduce unconscious bias during the recruitment process. In recent years, almost every company has made diversity and inclusion a top priority in recruitment, as executives seek to add more diverse talent to their teams.

 

What is interviewer bias in recruitment?

 

If anyone has a preconceived idea about someone they’re interviewing, it affects their judgement and makes the interview less impartial overall. Although interview bias is most commonly associated with qualitative research, it often applies to recruiting and has an effect on hiring decisions.

In a LinkedIn survey, 42% of respondents said bias of interviewers was a reason for interviews failing as an effective employee selection method.

Interviewing with unconscious bias is not only unequal and divisive, but it also results in poor hiring decisions and high turnover rates. Biased recruiting practices can also lead to legal issues in some cases.

Companies that use equitable and inclusive hiring practices, on the other hand, are more likely to be creative and successful. As a result, when recruiters take action to ensure that recruiting practices are fair and impartial in the recruitment funnel, which helps companies in a variety of ways.

 

Common interview biases that recruiters should keep in mind:

 

Cultural Noise

 

When an interviewee’s answers are based on what the interviewer feels the interviewer wants to hear rather than being truthful, this bias arises. It is a measure of the interviewer’s ability to tell the difference between a candidate’s socially appropriate response and their true opinion in this situation.

 

Stereotyping Bias

 

This happens when an interviewer believes a candidate has those characteristics since they belong to a particular party. If a work requires lifting 50 pounds, an interviewer will incorrectly believe that women are unable to meet this requirement.

 

Generalization Bias

 

Generalization bias can occur when interviewers assume candidates’ mannerisms in the interview are part of their everyday behaviour. The interviewer might assume what the candidate did once is what s/he would always do.

 

Halo/Horn Bias

 

The most common cognitive interview bias occurs when an interviewer allows one strong point about a candidate to overpower or influence anything else he or she says. It may be something he liked (halo) or something he didn’t like (horn) that obscures the candidate’s other responses, subjecting the interview to the interviewer’s subjective views.

The perfect example of this would be when the candidate being interviewed cannot converse well in English.

Even if his or her work may not require fluency in English, if the interviewer bases their decision on it, the interviewee’s performance may be excellent in their field, but the interviewee may still be rejected or approved solely due to a Halo bias.

A situation where the interviewee reveals his or her political viewpoint is another example of halo bias. If it aligns with the interviewer’s political views, the interviewer will choose that candidate over others simply because they share the same political views.

 

Recency Bias

 

Since our brains are hardwired to remember specifics of knowledge provided to us most recently, the interviewer remembers the most recently interviewed candidates more vividly than candidates interviewed earlier.

When an interviewer fails to take notes during each interview, it becomes impossible for them to remember every aspect of the interview, making it difficult for them to consider all applicants during the decision-making process.

 

Contrast Effect

 

 When a stronger candidate interviews after a weaker candidate, the latter will appear more competent than they are because the difference between the two candidates makes the former appear exceptionally better than they are. This becomes a dilemma that the interviewer must keep in mind as they conduct one interview after another.

eg: Multiple applicants are interviewed one after the other in a limited period of time during campus recruiting. This can impair the recruiter’s ability to interview all applicants objectively, and the interviewer may choose someone who is optimistic about his or her one internship experience over someone who seems timid and reserved but is more skilled.

 

How can we reduce this?

 

Start with building a diverse shortlist

 

Making a diverse shortlist of finalists is an excellent place to start. When introducing applicants to the hiring manager, divide them into various categories to create a diverse shortlist. This can help to minimize unconscious bias because people prefer to choose candidates from each group, resulting in more diverse choices being selected.

You may categorize candidates on a diverse shortlist by gender, nationality, ethnicity, or other similar diversity-related groupings. A Harvard Business Review study found that if your applicant pool only has one woman, she has a statistically zero chance of being recruited.

 

talent recruitment statistics

 
Standardize your interview process

 

Standardizing the interview process so that it has the same framework for and candidate is another perfect way to reduce interviewer bias. To start developing a rapport with a candidate without seeing them, you may want to start with a phone call, as this will help to prevent any prejudice induced by their presence.

Using a talent recruit software like neoHire will aid in this process of standardizing and will lessen the burden on your side. Make it a point to ask the same questions in the same order for and candidate during the phone screening and in-person (or virtual) interview. Bias is much more likely to affect unstructured interviews, while a simple framework makes it much easier to avoid because each interview is comparable. Try to ask open-ended interview questions, as they’re harder to look at subjectively and a better measure of competency.

 

Prepare interview scorecards

 

Many recruiters use interview scorecards to effectively rate applicants and make comparisons. Unconscious bias in interviews can be reduced by using interview scorecards with simple scoring criteria. When scoring candidates on interview scorecards, do so as soon as possible when the memories are still fresh.

If you have several interviewers, make sure they all know how to correctly use the interview scorecards so you can get the most out of them. To prevent problems of conformity bias, make sure that everyone rates a candidate before seeing other people’s assessments.

Interview Scorecard - Talent Hiring

 
Define the job, not the person.

 

A true job description is a list of things that people must do rather than a list of things that they must possess. If an applicant can demonstrate during the interview that they have effectively handled similar work, it is obvious that they have all of the requisite skills and experience. This is usually not the same as what is listed on the job description. By identifying work as performance goals, you can attract a wider range of talent while also mitigating bias by evaluating a person’s past performance on similar work rather than their presentation skills and first impression.

 
Use reverse logic.

 

People are more relaxed when they meet a candidate they like right away, and more tense when this response is negative. Make a mental note of this any time you see a potential candidate. Soon, a trend will emerge. Recognizing your prejudices is the first step in controlling them. The majority of people look for constructive confirming data about people they like and negative confirming facts about people they don’t like.

 

Conclusion

 

It goes without saying that we’re all biased from time to time as people, even though it’s not a deliberate decision. However, it’s critical that we consider the numerous prejudices that emerge at various stages of the recruiting process and take the necessary measures to prevent them from influencing hiring and candidate selection.

Online methods of Interviewing and Evaluations such as on our Online recruitment and L&D platform can eliminate bias to a certain extend due to it’s advanced proctoring and auto evaluation features.

Interviewing is an important aspect of the hiring process, but it’s perhaps the most difficult to eliminate prejudice from. Having said that, there are still a number of steps you should take to make the interview process as objective as possible.

So, where do we go from here? You can start eliminating interviewer bias right now if you follow these suggestions and make it a point to educate yourself about best practices on a regular basis.

9 Tips to Hire Tech-Savvy Individuals

 

Tech skills are no longer exclusive to the IT department. They are now used by anyone from administrative assistants to factory employees. Simple computer skills, such as quick typing, basic research, and MS Office knowledge, are required for almost every job. To you, what does “tech-savvy” imply? Is it someone who can fix a programming problem or edit an Excel spreadsheet? Or someone who can build an email marketing campaign and update a blog page once a week?

Checking a candidate’s tech knowledge is crucial, since they should be able to use the most popular resources for the job, or at the very least be willing to learn how to use them. This will also assist you in narrowing down the applicant list to the best candidates.

Let us list down the questions you can ask to identify whether the candidate you are looking to hire is tech savvy or not.

 

Do you use any online tools or resources to find answers to the problems you encounter at work?

 

This query assesses a candidate’s ability to use a search engine. How-to guides and basic research can be found in abundance on Google and other online resources. A tech-savvy employee can use these tools to solve problems efficiently at home and at work on a daily basis.

 

What technologies do you utilize on a day-to-day basis?

 

This question can be used to determine whether or not an applicant is familiar with the technologies used at your company.

Candidates who are unfamiliar with the hardware and software you use would almost certainly need training before they can perform at their best. An applicant who uses the efficiency software in your home office, on the other hand, will be familiar with each application’s ins and outs.

They’ll arrive more productive than the average employee on day one. You can ask about specific technologies with this question if there’s a key technology that you want a candidate to have experience using.

 

Looking from the perspective of your last job, were there technologies that would have made you more productive?

 

Employees who are tech-savvy aren’t just knowledgeable about how to use and troubleshoot technology. They also consider how technology will help them be more efficient during their day. They make recommendations to their bosses when they find a workplace or team that isn’t using technology to its full potential.

When an employer falls behind in technology, tech-savvy workers are more aware of it, and some will leave as a result. Listen for clues on how a candidate’s previous employers used or didn’t use technology during their response and employees who are tech-savvy are more likely to notice ways to develop business processes and applications first.

 

Tell us about the time you had to troubleshoot a computer program. How did you resolve it?

 

For this question, you can fill in the program with any application that you’d expect the candidate to use daily.

The technical support load that employees place on a company’s IT department impacts its ability to develop more productive information systems.  A candidate who can demonstrate basic troubleshooting skills with computer software will solve common glitches themselves instead of calling the IT department.

 

What sort ways do you expect technology to change how you work into the future?

 

Another way to assess a candidate’s technical aptitude is to inquire about their thoughts on how technology will impact the workplace. Employees who are tech-savvy are also the first to embrace emerging technology before the rest of the business.

They think about future technology and how it will affect their lives more than the average person. A tech-savvy candidate should be eager to share their ideas about where technology is going in the future.

 

When you create presentations, what software do you use?

 

If the job requires you to give presentations, you should inquire about the candidate’s approach to developing visual aids and planning for them. You may learn about online slideshow apps rather than the default Microsoft PowerPoint responses, depending on how tech savvy they are.

You can give them bonus points if they mention looking for models online or researching their presentation subject.

If your business has switched to cloud-based applications, candidates who are used to online or cloud apps will have the necessary skills.

 

What Software Problems Have You Faced in the Past, and How Did You Solve Them?

 

No matter how knowledgeable, eventually everyone will have to troubleshoot a pesky program.

Employees who can problem-solve on their own will save you valuable time. Even if they can’t find a solution to every issue, they can narrow down the list of possibilities for tech support.

Ask the applicant to guide you through a technical problem they’ve already solved. Making the question more general would enable applicants to demonstrate their ability to think creatively. The aim isn’t to offer a “right” response, but to show how they can look for answers on their own first and know when they need support.

 

How Do You Stay Up-to-date with Changes in the Technical Field?

 

Even if a position only uses a few software programs, it’s likely that they’ll upgrade and adjust their settings at some point. Microsoft Office Suite and Adobe Photoshop are well-known for updating their user interfaces and functionality on a regular basis.

Candidates should be comfortable adapting to changes, whether in the software itself or in company workflow. An ideal candidate works to solve issues themselves and knows where to seek help when they are stuck.

Some questions you can ask to determine how well the candidate handles change include:

  • How would you respond if you opened your app to find the layout had changed?
  • Do you know how to upgrade apps or switch on auto-update features?
  • What kinds of problems can you want to tackle on your own? When would you go to management with a problem?

Some useful responses include trial-and-error for a new software upgrade, looking for a support guide in the program or on the internet, and consulting company documents for guidance. A tech-savvy candidate would be willing to try out features on their own and will know who to contact if they are unable to resolve their problem. They’ll even know when to take a problem to the next level. Security threats, changes that could result in lost data, or updates that go against the current company guidelines are all good examples of when an employee should seek out management or IT for guidance.

 

How Would You Describe a Tech-savvy Employee?

 

You will figure out what abilities they already have and what they consider valuable by listening to their own definition of tech-savvy. And if their current abilities aren’t quite up to par, this may give your insight into what areas they want to develop. You may also inquire about their favorite gadgets and services. If you like Adobe Photoshop, you’ll probably enjoy learning other image editing applications as well. QuickBooks users can learn how to use a variety of accounting tools.

An applicant who is familiar with a particular program will usually pick up similar software easily. It isn’t necessarily important to recruit someone who is knowledgeable about the specific services you use. Rather you want someone who can adapt their skills to your preferred choices.

 

Conclusion

 

 

Tech-savvy employees are a true asset to each workplace. They bring a problem-solving mindset to work and increase the business’s bottom line dramatically as they recover quickly from problems and realize new ways to get more done.

Reasons To Choose Custom E-Learning Developments For Companies In 2021

Meeting your company’s specific requirements

 

Many businesses have some goals and needs that traditional L&D courses cannot address. It is thus essential to invest in custom eLearning solutions.

Asking employees to invest their time into learning a course that makes little benefit to what they do makes little sense. Instead by customizing the courses to fit the need to specific employees, you can increase engagement multi fold and at the same time increase their productivity. Having the right information and inputs for their specific roles can greatly expedite the onboarding process

Rapid deployment and development of content

Having custom courses can be highly beneficial in the sense they can quickly and conveniently be rolled out to new employees, hence streamlining their learning process. Also, this will enable you to rapidly increase the pace at which you can create new content and thus improve their productivity even more.

Learning at their Own pace

One of the key benefits of online customized courses can be the flexible, on the go access that enables the employee to be free and comfortable. When working with tight schedules and deadlines, it is imperative that we give employees the flexibility to learn at their own pace.

Dividing the content into various modules and submodules that consist of smaller packets of knowledge so that they can complete a lesson in lesser amount of time and thus improving their retention. Structuring your online course is crucial to the success of it and the more customizability that you have, the better.

Gamification

Gamification is a concept which has proven to increase engagement and retention rate with the users. Implementing the feature in all your learning courses will boost motivation and the willingness to learn. This can be done by incorporating elements like badges, super badges and reward them for completing a particular task with a good score.

You can read more about Gamification here –

Scalability

One of the main advantages of custom eLearning is that it can be scaled to suit your specific needs. Getting the right knowledge to your audience consistently as well as in scale and making it flow as your organization grows.

Implementing within your budget and reaping long term benefits

When many people think about custom eLearning, they have the impression that it has enormous costs and extensive efforts. What they don’t realize is customizability of doing this within your budget and the long-term benefit is brings it

While it may be true that the initial investment might be bigger, the profitability that it brings in the long run is huge. Many times, traditional off the shelf courses have enormous fees associated to it which custom eLearning can be fitted into your specific budget. It is proven by our study to have 65% increase in skill development while at the same time reducing costs massively. All that you have to do is discuss with the eLearning provider of specific needs that you have and they will provide you with customized eLearning solutions

How The Pandemic Has Brought Online Proctoring

The COVID-19 outbreak has massively sent shockwaves across the globe as the spread and panic has reached pandemic propositions. It has brough many economies, industries and even countries to a near standstill and owning to strict quarantine measures and disrupted transport links, millions of students continue to remain holed up inside their homes, unable to attend schools, colleges or their universities. However, educational institutions are now turning to e-learning and online proctoring to safely administer their exams and lectures. Let’s find out how

 

Why Online Proctoring is Key to Conducting High-Stake Online Exams

 

According to Oxford Bibliographies, a high-stakes exam is an exam where the outcome is used to make decisions about promotion, admissions, graduation, and salaries of the test taker. Some examples would be entrance/admission tests, final term exams, certifications, and recruitment tests.

While the pandemic forced several schools and universities to cancel or postpone examinations, this decision proved to be the anchor of a much-needed upgrade in the education industry. It forced many universities to take the leap of faith in technology to evolve the way education took place and start exploring online proctored examinations.

For any high-stakes exams and recruitment tests, there is a huge apprehension to adopt remotely proctored examinations as an authentic and reliable way of assessing students because of the fear of cheating, as such exams make or break a student’s future.

But many advanced proctoring tools, such as iamNeo’s Live Proctoring, ensure in numerous ways that your test-takers do not cheat on proctored exams. Having mechanisms such as a 180-degree environment check, automated plus manual flagging of malpractice, browser policing, face and voice detection, etc., along with carefully selected and well-trained proctors ensure that any exams conducted through these platforms are highly reliable and efficient.

 

How does online proctoring work?

 

 

The introduction of online education has been welcomed by many but an important question still remains unanswered. How can schools and colleges conduct online exams for remotely located students? Surprisingly, the answer has been in plain view for quite some time- online proctoring. With the help of online proctoring services, teachers can deliver assessments without the risk of cheating, impersonation and most importantly, catching the coronavirus.

Sending students to their universities or physical test taking centers isn’t practical when they are spread around the world and during a pandemic, it might not be the safest or most responsible option. Online proctoring from companies such as iamNeo.ai, (competitor) and other providers uses live proctors, artificial intelligence, and a combination of the two to discourage students from cheating during online exams — and to catch them if they do.

iamNeo.ai, for instance offers many highly effective proctoring solutions for its customers.

  • The students should verify their identity before they take the test with the help of their camera
  • The AI scans the environment continuously to ensure there is no cheating aids or obstructions
  • Eye contact, multiple persons in the room, full system monitoring including tab switches are monitored continuously and reported back to the proctor
  • Advanced Plagiarism checker can be employed on every question to ensure neither the descriptive nor the programming questions are copy pasted from anywhere
  • It can also flag potentially suspicious behaviour to the administrator for later review and all the data can be collected and analysed at any moment in time

In all the cases, the testing sessions are recorded using a student own webcam as well as microphone.

How Live Proctoring Can Help Conduct Secure High-Stakes Exams

 

 

On-Demand Testing – One of the setbacks of having online exams is its scheduling.

Even before the pandemic, test centres were usually open only specific days in a week and in colleges there should be a particular time to conduct the examination.

An advanced live proctoring software today, can help you virtually schedule exams at any point in time. Since the test takers don’t have to travel to the centre or college, scheduling exams with a click of the button, saves much of your and the students’ time and effort.

 

Security – One of the main concerns of today is security, or specifically digital security. A good online-proctoring platform can be extremely secure with the latest security implementations. A smart and efficient proctoring platform will provide you with full transparency on all the data being used, where and why it is being used and stored and how it is being discarded after an exam is over.

Scalability – To conduct online high-stakes exams, the service that a client use must be scalable. That means, the platform should be able to hold multiple exam at a time, regardless of geographies.

With the Ed-tech industry developing rapidly, it has become essential for a proctoring service to be able to hold large scale examinations hassle-free.

An effective live proctoring tool like iamneo.ai, today can ensure that you are able to conduct any type of exam (from MCQ tests for internal or mid-term to essay or programming type finals) for as many as 1000-2000 students concurrently.

Authentic, Error-Free Results – There are many ways in which students try to cheat in an exam — be it online or offline. But with technology, it has also become easier to catch them and/or stop them from doing so.

Human Touch – As students attempt their exams alone in a room with no physical proctor looking over them, online exams might make the students anxious and the exam-taking experience creepy. But, the method of live proctoring is the closest to making the online test-taking experience more humane.

The fact that you can attempt high-stakes examinations from the comfort of your homes and can reach out to a live proctor at any point in your examination for any guidance makes this method very suitable for high-stakes exams.

 

Non-Intrusive – Live proctoring method enables the proctor or administrator to analyse from 1-40 students’ exam screens at a time, depending on how advanced the proctoring tool is. The focus of the proctor will be divided among many students and not just one.

When the proctor feels the need to focus on one student’s feed — because of an indication of suspicious activity, or for doubt clarification, the proctor can intervene and help them if the proctoring tool allows them to.

 

The Future of Online Education

 

The online exam proctoring can be easily integrated onto any website or Learning management system according to the needs and wants of the client. Nowadays, monitoring candidates from the remotest areas with the help of the latest AI powered online proctoring technology is lending much needed credibility to the assessments.

Furthermore, e-learning is being continuously adopted in higher education institutions and corporations and it is also being progressively adopted in many K-12 institutions. The flexibility, functionality and robust security of online learning allows the users to complete courses efficiently, and more importantly, stay engaged. With the huge rise in the demand for e-learning, online proctoring has become a significant solution among all the end users. The e-learning platforms are providing much needed flexibility of use, which is adding to the selling point for online courses.

A high-stakes exam holds the power to change someone’s whole life and professional career. So, making the exam-taking process as comfortable as possible works best for both you and the students. Having a robust live proctoring platform with the latest features, security measures and reliability makes live proctoring method an excellent and reliable choice.
To know more about the platform which is trusted by clients across the country, check out https://iamneo.ai/about-us/

Gamification in Ed-Tech

Gamification In The Ed-Tech Industry

Gamification is a term you have surely heard about if you are up to date with the happenings of the Education industry. It has taken the world of Ed-Tech by storm in the recent years with rapidly evolving technology, as well as pushing toward a digital tomorrow contributing significantly towards its rise

 

What is Gamification

 

Karl Kapp, who is a professor of Instructional Technology and a renowned gamification guru, states gamification as using game-based mechanics, aesthetics, as well as game thinking to engage people, motivate action, ensure learning, and solve their problems. Gamification is the process of using game-based designs and elements to enhance the non-game contexts. It benefits from the traditional approach by increasing participation, engagement, competition and much more. Taking some of the elements that makes games fun and motivate people to keep playing can go a long way in keeping them engaged in a learning situation.

Mendeleev was known to have been an avid card player, so it was logical for him to use cards as a way to categorize the elements in a way he could understand. Mendeleev turned the classification process into a card game by listing each element and other information on a card and placing them face up on a table. By doing this, he was able to have a better grasp on the relationship of each element. Mendeleev published his findings, which led scientists to discover new elements to fill in the gaps of Mendeleev’s work as well as further developing the table. Growing up, Mendeleev was not the most successful student, but he became a historical scientific figure because of gamification. This proves as an exemplary example of the benefits of gamification and the impact it can have on all students despite their prior academic achievement.

Gamification include points, leader boards, direct competitions, stickers, badges or a variety of other elements, and these can be found in a variety of industries such as healthcare, retail and of course – education. We have all seen gamification in a variety of places in our lives: trying to win a coupon to get a free sandwich, receiving a badge because you completed a, or in fact increasing your profile completion bar to a 100 in your LinkedIn Profile. So, the question is, how will gamification impact the education sector

 

Gamification in Education

 

Games, may that be in any form, increase user motivation through engagement. Nowhere else has it been more important to gamify things than in the educational sector. In Ed-Tech, gamification involves introducing game-like elements into the learning environment of students to motivate and make the process more engaging. This is achieved by taking the elements that makes the games fun and motivates people to keep playing and using those elements in a learning situation.

Let’s take a look at the gamification solutions available on the AI-powered assessment platform iamneo.ai!

 

Badges and Super Badges

 

The use of points and badges provides tangible evidence of accomplishment. Iamneo has incorporated badges seamlessly into the workflow with every course and recruitment having an option to include badges to rank students as well as create a criterion for making them eligible for the next task or test

 

 

Entry/Exit Criteria

 

Want to design your course in such a way as to make your students complete a module first before going to the next? Want them to unlock the next session after scoring 80% of marks for the previous evaluation. The world is your oyster with the diverse set of gamification functions available in the platform to leverage the most of every course curriculum

 

Engaging Leader board

 

One of the most engaging ways to engage students is invoke a sense of competition and achievement in them. Having an engaging real time updating leader board is an excellent way to incorporate that to their educational courses

 

Progress Tracker in percentage (Learner)

 

A built-in progress tracker which dynamically shows how much progress you have made in the course, module or submodule incentivises the students to progress further and adds subtle gamification elements throughout the UI

 

Overall Comparative Performance Report

 

The professor/admin would be able to compare, rank and assess the performances of all the students who have attended the test or assessment while also being able to use a wide variety of filters to evaluate who are yet to take it, the date at which they have taken and a plethora of other data to go with it

 

 

Notification and reminders

 

Notification and reminders will be sent to the students so they have visual confirmation when they have completed a particular task thus having a seamless flow throughout the gamified UI

 

Benefits of Gamification and Game-Based Learning

 

Increased engagement: One of the most touted benefits of the gamification element is that it is able to increase student engagement multifold. Studies have indeed shown that adding game elements inside a non-game or learning concept will increase engagement. It will also lead to more retention as student are more concentrated on the matter at hand

Instant feedback: Receiving feedback through dashboards and leader boards as it is incorporated on the iamneo.ai platform provides immediate feedback and tends to motivate the students. They can view how they perform with respect to their peers, wherein they get motivated to retry the tests and achieve better scores. It will thus provide them motivation to move ahead in the forthcoming lessons.

Collaboration/Social Connection: Gamifying elements may help to further the bond of students, and can promote friendly competition. In this current scenario of online learning and distance education, the students need a way to socially interact and gamification provides a channel through which they can look to help each other and engage in friendly competition

Increase enthusiasm: For some students learning alone is enough to generate enthusiasm but for many others that is just not the case. Gamification thus, helps in generating this enthusiasm in students through the badges, super badges and other sense of achievements. It makes the learning process more intuitive and fun

 

Without Gamification

 

 

 

 

Even though these stats are extra promising, there is also the other side of the coin which tells you that gamifying a whole course or streamlining the learning experience is not easy, especially if you want to do it successfully. It has a lot of complexities, high cost involved, long development and creation times. Because of these factors, for many it’s not a viable solution unless you have a significant budget

That is where a solution like iamneo.ai comes in. With its wide array of practical product line-up, endless customization options and an unmatched customer service experience, every aspiring person who would like to gamify their online courses would feel at ease when setting up and using the platform to better their venture. Visit https://iamneo.ai/ to know more