Campus Hiring vs Virtual Hiring – What’s the ideal hiring model?


The world of recruitment has witnessed a significant shift in recent years with the emergence of new technologies and trends. Campus hiring and virtual hiring are two popular hiring models that are widely used by organizations to attract and recruit fresh talent. While both these hiring models have advantages and disadvantages, the question remains: What is the ideal hiring model when it comes to Campus Hiring vs Virtual Hiring?

In this blog, we will explore the differences between campus hiring and virtual hiring and help you understand which model suits your organization’s requirements.

Campus Hiring – A Blast from the Past

Campus hiring has been a staple in the recruitment industry for decades. It involves visiting college campuses and recruiting fresh graduates or interns for entry-level positions. This has been a popular choice for organizations that want to build a pipeline of young talent and infuse new energy and ideas into their workforce.

It is a traditional approach that has been in use for decades and is still relevant today. Campus hiring is ideal for organizations that are looking to hire a large number of employees for entry-level positions.

Picture this: A bustling college campus, with students rushing back and forth, hustling to classes, and chatting with friends. In the midst of all this, recruiters from various companies set up booths, handing out brochures, and talking to students about the exciting opportunities their organizations have to offer. Well, campus hiring certainly has a lot of buzz to offer.

The Significant Advantages of Campus Hiring

Campus hiring is a popular recruitment model that involves recruiting fresh graduates or soon-to-be graduates directly from college campuses. Here are five major benefits of campus hiring.

Building a Pipeline of Young Talent: Campus hiring allows organizations to build a pipeline of young talent that can infuse new energy and ideas into their workforce. By hiring fresh graduates, organizations can tap into the latest skills, knowledge, and technologies that are being taught in colleges.

Lower Recruitment Costs: Campus hiring can be cost-effective compared to other recruitment models as it allows organizations to avoid expensive recruitment agencies and job portals. Additionally, campus hiring eliminates travel expenses and accommodation costs, as recruiters can visit college campuses and conduct interviews on-site.

Building your Employer Brand: Campus hiring is an excellent way to build your organization’s employer brand and establish a relationship with educational institutions. By engaging with college students, organizations can showcase their culture, values, and work environment, which can help attract top talent.

Higher Retention Rates: Campus hires tend to have higher retention rates compared to other types of hires. This is because fresh graduates are more likely to be loyal to their first employer and tend to stay longer if they feel that they are growing and developing in their roles.

Customized Training and Development: Campus hires offer organizations the opportunity to train and develop talent to meet their specific needs. By investing in customized training and development programs, organizations can create a skilled and motivated workforce that can contribute to their growth and success.

Setbacks in the Campus Hiring Model

Limited Diversity: Campus hiring tends to limit diversity in the workforce. It often results in a homogeneous pool of candidates from similar backgrounds and educational institutions, limiting the organization’s perspective and ability to innovate.

Lack of Experience: Fresh graduates and entry-level candidates hired through campus recruitment may lack real-world experience. While they possess theoretical knowledge, they may not have the necessary practical skills or experience required for the job.

Inefficient process: The campus hiring model can sometimes be considered inefficient for both companies and candidates. Companies may spend significant time and resources attending career fairs, reviewing resumes, and conducting interviews, only to find that the candidates they hired are not a good fit. Similarly, candidates may apply to different companies, only to receive a limited number of job offers.

Skill gap: Finally, the campus hiring model may not adequately address the skills gap in the workforce. Many companies require highly specialized skills that may not be readily available among recent college graduates. As a result, companies may need to invest significant time and resources in training and development to bridge the skills gap.

Virtual Hiring – Welcome to The Future of Hiring

Virtual hiring is a recruitment process that involves using digital platforms to recruit candidates remotely. It is a new-age approach that has gained popularity in recent years, especially after the pandemic. Virtual hiring allows organizations to reach a larger pool of candidates and assess their skills and suitability for the job from the comfort of their office.

Imagine this: You’re sitting in your office, sipping on a cup of coffee, and scrolling through resumes on your laptop. You’ve set up a virtual interview with a candidate who lives across the country, and you’re excited to see what they have to offer. Within minutes, you’re connected, and the interview begins. Isn’t this a cakewalk?

The Significant Advantages of Virtual Hiring

The pandemic has drastically altered the traditional ways of recruiting and hiring employees. With remote work becoming the new norm, virtual hiring has gained popularity among companies worldwide. Here are five significant advantages of virtual hiring:

Cost-Effective: Virtual hiring eliminates the need for physical infrastructure and reduces the cost of conducting interviews. Companies can save money on travel expenses, accommodation, and other logistics related to in-person hiring.

Saves Time: Virtual hiring saves time for both the company and the job candidates. Scheduling virtual interviews is relatively easier, and candidates can attend interviews from anywhere in the world. Moreover, virtual hiring also saves time spent on commuting for interviews.

Wide Reach: Virtual hiring allows companies to reach out to a more extensive pool of talent, irrespective of their location. Companies can access resumes and applications from candidates worldwide, which increases the chances of finding the right candidate for the job.

Improved Efficiency: Virtual hiring improves the overall efficiency of the hiring process. With online assessments, video interviews, and digital reference checks, recruiters can quickly evaluate candidates’ skills and abilities, leading to faster and more informed hiring decisions.

Flexibility: Virtual hiring offers flexibility to both the employer and job candidates. Companies can conduct interviews at their convenience, and candidates can attend interviews without disrupting their current work schedule. Virtual hiring also allows for more flexible working arrangements, such as remote work or part-time positions.

Setbacks in the Virtual Model

Limited personal connection: Virtual hiring can make it challenging for recruiters to establish a personal connection with candidates. Without the ability to meet face-to-face, recruiters may struggle to gauge a candidate’s personality, communication skills, and cultural fit within the company.

Technical difficulties: The virtual hiring model is reliant on technology, which can be unreliable at times. Technical difficulties such as poor internet connectivity, video call interruptions, and file-sharing issues can disrupt the hiring process and create frustration for both recruiters and candidates.

Increased competition: Virtual hiring has opened up the job market, allowing candidates from around the world to apply for positions that were previously limited to local candidates. This increased competition can make it more challenging for candidates to stand out and for recruiters to find the right fit for their company.

Limited candidate experience: Virtual hiring can also limit the candidate experience. Candidates may not have the opportunity to visit the company’s offices, meet their potential colleagues, or get a feel for the company’s culture. This can make it more difficult for candidates to evaluate whether the company is the right fit for them.

Campus Hiring vs Virtual Hiring – Which Model Is Right for your Organization?

So, Campus Hiring vs Virtual Hiring, which hiring model is the best fit for your organization – campus hiring or virtual hiring? The answer is it solely depends on the company’s requirements. Both models have their advantages and disadvantages, and the right model depends on your organization’s needs, goals, and resources.

If you’re looking to build a pipeline of young talent and infuse new energy and ideas into your workforce, campus hiring may be the right choice for you. Campus hiring is also suitable for organizations that want to establish relationships with educational institutions and build their employer brand.

On the other hand, if you’re looking to reach a larger pool of candidates, save time and resources, and create a more diverse and inclusive workforce, virtual hiring may be the right choice for you. Virtual hiring is also suitable for organizations that need to fill positions quickly and want to attract top talent regardless of their geographic location.

In Conclusion

Campus hiring vs Virtual hiring are two popular recruitment models that organizations can choose from. Both models have advantages and disadvantages; the right model depends on your organization’s needs, goals, and resources. Whether you choose campus hiring or virtual hiring, it’s important to remember that the recruitment process is a two-way street. Candidates are assessing your organization just as much as you are assessing them, so ensure you provide a positive and engaging recruitment experience showcasing your organization’s values, culture, and work environment.


How AI/ML is Revolutionising the IT Industry

In recent years, Artificial Intelligence (AI) and Machine Learning (ML) have emerged as transformative technologies with the potential to revolutionize various industries. The IT industry, in particular, has been greatly impacted by the advancements in AI/ML. From automating routine tasks to enhancing Cybersecurity, AI/ML is reshaping the IT landscape and enabling businesses to achieve new levels of efficiency, productivity, and innovation.

 In this blog post, we will explore the significant ways in which AI/ML is impacting the IT industry and discuss the implications of this technological revolution.

Automation and Streamlining Operations

One of the most significant impacts of AI/ML in the IT industry is the automation of repetitive and time-consuming tasks. AI-powered algorithms can analyse vast amounts of data and perform tasks with remarkable speed and accuracy. This enables IT professionals to focus on more strategic and creative aspects of their work, driving innovation and improving overall productivity.

For instance, AI/ML algorithms can automate software testing, reducing manual efforts and accelerating the development process. Additionally, IT operations such as system monitoring, network management, and troubleshooting can be automated using AI-powered tools, leading to faster issue resolution and improved system performance.

Enhanced Cybersecurity 

AI/ML technologies are playing a crucial role in bolstering cybersecurity defences. Traditional security measures are often reactive, relying on signature-based detection systems. However, AI/ML enables proactive threat detection and prevention by analysing real-time patterns and anomalies.

Machine Learning algorithms can learn from vast datasets and identify potential security breaches or suspicious activities. They can detect and block malware, phishing attacks, and even zero-day vulnerabilities that traditional security measures may miss. Moreover, AI/ML can continuously evolve and adapt to new threats, making cybersecurity systems more robust and resilient.

Intelligent AI/ML Data Analytics 

Data is the lifeblood of the IT industry, and it is revolutionizing how businesses extract insights and make informed decisions. AI-powered analytics platforms can process and analyze massive volumes of data, uncovering hidden patterns, trends, and correlations that would be nearly impossible for humans to identify manually.

By leveraging AI/ML algorithms, IT professionals can gain valuable insights into customer behavioral, market trends, and operational efficiency. These insights can drive data-driven decision-making, optimise business processes, and improve performance. Furthermore, AI/ML can automate data cleansing and data preparation tasks, saving time and enhancing analysis accuracy.

Personalized AI/ML based User Experiences

AI/ML technologies are enabling IT companies to deliver highly personalised user experiences. Recommendation systems powered by ML algorithms can analyse user preferences, behaviour, and historical data to offer customised content, products, and services. This not only enhances customer satisfaction but also increases engagement and drives revenue.

In addition, AI-powered chatbots and virtual assistants are transforming customer support by providing instant and personalized assistance. These intelligent systems can understand natural language, answer queries, and even resolve complex issues. By automating customer interactions, businesses can improve response times, reduce costs, and enhance customer experiences.


The impact of AI/ML on the IT industry is profound and far-reaching. From automation and streamlining operations to enhancing Cybersecurity, intelligent data analytics, and personalised user experiences, AI/ML technologies are reshaping the IT landscape. Embracing these advancements enables businesses to stay competitive, innovate, and unlock new growth opportunities. As AI/ML continue to evolve and mature, we can expect further disruptions and transformative changes in the IT industry, paving the way for a more efficient, secure, and intelligent future.

Web Development as a career


There are close to 2,000,000,000 websites worldwide, and roughly 250,000 websites are produced every day. As you read this, web developers have already launched 40 new websites. Suggesting web development are always in high demand.

The internet is brimming with websites and web pages containing abundant information, requiring frequent updates. This is precisely what web developers specialize in – creating, maintaining, and managing websites.

What is web development?

Web development is one of the most in-demand and rapidly growing careers in the technology industry.

With the increasing reliance on the internet and the ever-evolving digital landscape, web developers play a crucial role in building and maintaining websites. 

It doesn’t matter if you want to develop websites for small businesses or create cutting-edge web applications for large corporations. This career offers a wealth of personal and professional growth opportunities.

This blog will explore the basics of web development, the skills and qualifications needed to become a web developer, and the exciting career prospects in this field.

Who is a web developer, and what do they do?

A web developer is a professional specialising in creating and maintaining websites. They are responsible for designing, coding, and testing sites to ensure they function correctly and provide a positive user experience.

Web developers may work with various programming languages, such as HTML, CSS, JavaScript, and PHP, and they may also be familiar with multiple content management systems and web development frameworks.

In addition to technical skills, web developers may possess project management, communication, and problem-solving skills, as they often work closely with clients and other development team members.

Various titles under web development

Front-end Developer: Front-end developers are responsible for building the user-facing part of a website. They use HTML, CSS, and JavaScript to create the look and feel of a site and ensure that it is visually appealing and easy to use.

Back-end Developer: Back-end developers are responsible for the server side of a website, working with languages such as PHP, Ruby, or Python to build dynamic, interactive features and functionality.

Full-Stack Developer: A full-stack developer understands front-end and back-end development comprehensively and can build a complete website from start to finish.

Web Designer: Web designers create the visual design of a website, including its layout, colour scheme, and typography. They may develop wireframes and prototypes and work with developers to implement their plans.

Web Developer: A web developer is a general term that can refer to anyone who works on developing web projects, including front-end developers, back-end developers, and full-stack developers.

How to kickstart a career in web development?

For a good reason, web development is a rapidly growing field in India. The demand for websites and web applications has been increasing steadily over the years, and there are many opportunities for skilled web developers. If you’re interested in kickstarting a career in web development in India, here are some steps you can take:

Learn the basics of web development: Start by learning the fundamentals of web development, such as HTML, CSS, and JavaScript. Many free online resources can help you get started, including tutorials, videos, and articles. Consider enrolling in an online course or attending a coding boot camp.

Build a portfolio: As you learn web development, start building a portfolio of your work, including projects you’ve worked on for clients and personal projects. A portfolio will make showcasing your skills easier and land new clients or job opportunities.

Network with other web developers: Join online communities and forums for web developers in India. It can be a great way to learn from others in the industry, get feedback on your work, and find job opportunities.

Consider freelancing: Freelancing can be a great way to gain experience and build your portfolio while earning money. Many freelance websites cater to web developers, such as Upwork and Freelancer.

Attend workshops: Attend web development workshops to learn about the latest trends and technologies in the field. It can also be an excellent opportunity to network with other web developers and find new job opportunities.

Keep upskilling: The field of web development is constantly evolving, so it’s essential to keep learning and expanding your skill set. Consider taking courses or reading up on new technologies and programming languages.


In summary, starting a career in web development in India can be challenging, but many resources are available to help you get started. By learning the basics, building a portfolio, networking with others in the industry, and continuing to learn and grow, you can establish yourself as a skilled and in-demand web developer.

Top Data Structure Interview Questions: For Freshers


Proficiency in Data Structures is a must-have for any well-qualified software developer. Most of the product-based companies search for candidates with a strong understanding of Data Structures, since it is the building block to develop any software. The need for Data Structures is at an all-time high, as it has become inevitable in almost all industries. Hence to ace your interviews easily, you must know these top DSA questions.

For an exploring fresher, we recommend you to have knowledge on the top demand jobs of this decade to make yourself prepared.

What are Data Structures?

There are various types of data such as integer, character, string, boolean, enum and array. The computer interprets a value based on the datatype in which it is stored.

Once the data is stored, we need a way to manipulate it to solve the problems. Data Structures is a format that helps to store and organize data in an efficient way. This helps to increase the overall code performance by establishing relationships among the data sets. Arrays, linked lists, stacks, queues, trees and graphs are some of the data structure types.

Data Structures Interview Questions

Now let us take a look at some of the important data structure questions that will be asked in any interview.

1. List some of the applications of Data Structures

Data structures aid in managing, accessing, and manipulating large amounts of information. In this data-centric world, they are essential in nearly all industries. Some of the key areas where they are utilized include:

  • Blockchain
  • OS Development
  • Database Design
  • Complier Design
  • Machine Learning
  • Financial Systems
  • Image Processing
  • Video Games
  • Web Search Engines
  • Artificial Intelligence

2. How do you categorize linear and non-linear data structures?

In a linear data structure, the data elements are arranged in a sequential manner. One data element will be connected to its previous and/or next element in a linear fashion. There are no multiple relationships between elements and hence the traversal through data can be carried out only in a single run.

Array, queue, linked list and stack are some of the examples of a linear data structure.

Non-linear data structures are the opposite of what we said about linear data structures. The elements are connected in a hierarchical manner and hence their implementation is more complex. There is no memory wastage here.

Graphs and trees are non-linear data structures.

3. What is the difference between file structure and storage structure?

File Structure: A file structure representation is the process of converting data into a form that can be stored in a secondary memory device such as a hard disk or a pen drive. The stored data remains unchanged until it is manually deleted.

Storage Structure: Storage structure stores the data in computer memory that is, RAM. It is not permanent and gets erased as the function that uses this data executes.

4. What are the operations that can be performed on data structure types?

Traversing: Visiting the elements of data structure in a systematic manner.

Searching: Locating the required element in the data structure.

Inserting: Adding an element anywhere inside the data structure. In stack, it is called push and in queue it is called enqueue.

Deleting: Removing an element from the given data structure. In stack, it is called pop and in queue it is called dequeue.

Sorting: Arranging elements of a data structure in ascending or descending order.

Updating: Updating the value or replace an element in a data structure.

5. What is a linked list?

A linked list is a linear data structure in which each element, called a node, contains a reference (or “link”) to the next node in the sequence. The last node in the linked list typically has a link to null, indicating the end of the list.

Linked lists have several advantages over arrays, including dynamic sizing and efficient insertions and deletions. Linked lists can also be easily implemented in a variety of programming languages, making them a common data structure for a wide range of applications.

6. What are the types of linked lists?

Singly Linked Lists – each node contains a reference to the next node

Doubly Linked Lists – each node contains references to both the next and previous nodes.

Circular Linked Lists – the last node contains a reference to the first node

7. How linked lists differ from arrays?

  Array Linked List
Structure Elements are stored in consecutive memory locations. Collection of nodes, where each node contains a reference (or “link”) to the next node in the sequence
Access Time Constant time complexity of O(1) to access an element. Time complexity of O(n) for searching elements.
Size Have a fixed size, determined at the time of allocation. Grows dynamically as elements are added or removed.
Insertion/Deletion Time consuming as it requires shifting all the elements after the insertion/deletion point. Average time complexity of O(1) for inserting and deleting elements, as only the links between the nodes need to be updated.
Memory utilization Ineffective as we allocate the size during declaration Effective as the size adapts during runtime

8. When do we use linked list?

We use linked lists when

  • The size of data is not known in advance
  • Faster insertion and deletion are required
  • Less number of random-access operations are involved
  • There is a large number of add or remove operations
  • We have to perform arithmetic operations on long integers
  • We need to manipulate polynomials

9. How do stack and queue work?

A stack is a linear data structure in which elements can be added or removed only from the top. A stack follows the LIFO – Last In First Out principle meaning, the element that was added last is the first to come out.

A queue is a linear data structure in which elements can be inserted only from the rear, and can be removed only from the front. A queue follows the FIFO – First In First Out principle meaning, the element inserted at first is the first to be removed.

10. Where do we see stack and queue in real life?

Stack in real life:

  1. Pile of Books
  2. Women’s Bangles
  3. Floors in a Building
  4. Stack of Plates in a cupboard
  5. Cars parked in a narrow driveway

Queue in real life:

  1. Waiting line
  2. Car wash line
  3. Vehicles in a Traffic Signal
  4. People in an escalator

11. Explain hashmap data structure

A Hash Map (also known as Hash Table) is a data structure that allows you to store key-value pairs and efficiently retrieve the value associated with a given key. A real-world example for hashmap would be when you store your bags in a cloak room and get a token for the spot where you have stored. You will be able to retrieve your baggage only using the token.


There goes the top data structure questions and answers to ace your interview. Sandbox Environments are an ideal place to start practicing what you have learnt. If you are learning on your own, you can use an auto-evaluation supported sandbox like neocoder.

The Great Resignation: How to retain employees

In recent months, there has been a growing trend known as the “Great Resignation” where employees are quitting their jobs in record numbers. This trend is happening across various industries and is creating a significant challenge for employers to retain their best talent. In this blog, we will explore what the Great Resignation is, why it is happening, and what employers can do to retain their best employees.

What is the Great Resignation?

The Great Resignation refers to the wave of employees quitting their jobs and seeking new opportunities. According to a report by Microsoft, more than 40% of the global workforce is considering leaving their current employer this year. This trend is not limited to a specific industry, as employees across various sectors are feeling burnt out and seeking better opportunities.

Why is it happening?

There are several reasons for the Great Resignation. Firstly, the COVID-19 pandemic has changed the way we work, and many employees are looking for more flexibility in their work arrangements. The pandemic has also caused a shift in priorities, with many employees placing a higher value on work-life balance and their mental health.

Secondly, many employees are feeling burnt out due to increased workloads and longer working hours. Remote work has also blurred the line between work and home life, leading to an “always on” mentality that is taking a toll on employees’ well-being.

Thirdly, there is a growing dissatisfaction with compensation and benefits packages. Employees are looking for better pay, improved benefits, and more job security.

What can employers do to retain the best talent?

Retaining top talent is critical for any organization’s success, and employers need to take action to retain their best employees. Here are some strategies employers can use to retain their top talent:

Provide opportunities for growth and development:

Employees are more likely to stay with an employer if they feel there is a path for growth and development within the organization. Employers should invest in their employees’ training and development, offering opportunities for upskilling and career advancement. This can include offering mentorship programs, tuition reimbursement, and leadership training.

Create a positive work environment:

A positive work environment can go a long way in retaining employees. Employers should focus on creating a workplace culture that promotes collaboration, inclusivity, and work-life balance. Offering employee wellness programs and flexible work arrangements can also help create a positive work environment.

Offer competitive compensation and benefits:

Compensation and benefits packages are crucial in retaining top talent. Employers should regularly review and benchmark their compensation packages against industry standards to ensure they are competitive. Employers should also offer attractive benefits packages, such as health insurance, retirement plans, and paid time off. Additionally, employers should consider offering non-traditional benefits such as flexible schedules, telecommuting options, and childcare assistance.

Recognize and reward employees:

Employees who feel recognized and appreciated are more likely to stay with an employer. Employers should regularly recognize and reward employees for their contributions, both formally and informally. This can include bonuses, promotions, and public recognition of their achievements. Employers should also consider offering incentive programs to motivate and retain employees.

Foster open communication:

Effective communication is essential in retaining employees. Employers should foster open communication channels, allowing employees to provide feedback and express their concerns. Employers should also be transparent about company goals, strategies, and decision-making processes. This can include regular town hall meetings, employee surveys, and open-door policies.

Build a diverse and inclusive workplace:

Employees are more likely to stay with an employer that values diversity and inclusivity. Employers should focus on building a diverse and inclusive workplace, ensuring all employees feel valued and respected. This can include offering diversity and inclusion training, creating employee resource groups, and regularly evaluating diversity metrics.


The Great Resignation is a significant challenge for employers, and retaining top talent is critical for any organization’s success. Employers should focus on creating a positive work environment, offering growth opportunities, competitive compensation and benefits, recognizing and rewarding employees, fostering open communication, and building a diverse and inclusive workplace. By taking action to retain their best employees, employers can ensure their organizations continue to thrive in a rapidly changing business landscape.

Download the inclusive L&D framework report to learn more about the personalized training programs you can offer to retain the top talents.