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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.

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.

Conclusion 

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.

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.

Conclusion

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.

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?

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.

Conclusion

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.

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.

Conclusion

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.

1. Reskilling: The Savior

The era of reskilling is on an all-time high as the age of Ultron or to put it simply, the age of AI has started superseding the world of human sapiens. Without future skills that would help a human to align with the upcoming Humanoid world, your tomorrow workforce might kill your overall productivity. Reskilling will be a superhero for employees and corporates who wish for the happily ever after tech fable.

2. The 3 A’s: AI, Automation, and Analytics

Technology is evolving with new waves of advancements like data analytics, robotics, machine learning, and artificial intelligence (AI). Companies that are making use of these intelligent engines and methodologies are susceptible to profits than those who are taking non-data driven decisions, using an unautomated workflow, and hiring for traditional roles. Onboarding an AI-adopted workforce and shifting to the demands of the data-driven market should be the goals of companies hiring in 2022.

3. The Importance of Candidate Experience

One negative and honest review on Glassdoor is all it takes to restrict a pool of inflowing strong candidates from entering into your company. A great candidate experience is the reflection of a company’s valuable effort shown toward interviewing, assessing, and onboarding a candidate. A great candidate experience means – “We care for you and value your precious time.“ So, how to live up to this quote?

• By scheduling an interview with flexible timing
• By quickly wrapping up the interview process
• By conducting an unbiased interview
• By prioritizing the candidate throughout the interview process

4. The Hiring War

The competition that is happening in the Indian IT industry to hire the best candidates is getting stronger week after week. Companies are enacting various strategies and introducing perks to onboard their expectations matching candidates. Indian IT firms are planning to hire more than 450,000 candidates in the second half of the financial year 2022 according to a Times of India article. If you want to catch up with the hiring trend of 2022, follow these three strategies for launching a 360-degree hiring engine.

5. The Demand of the C Twins: Cybersecurity and Cloud

About data by the Bureau of Labor Statics (BLS), the demand for cybersecurity jobs like information security analysts will improve by more than 31 per cent over the next decade. According to TeamLease, there be a humongous 1.5 million job shortage in the cybersecurity space by 2025.

More than 10% of the total jobs in November 2021 have been taken up by Cloud-related roles. It is expected that the cloud market will grow as much as 30% by the end of 2022. Skills in demand will be Cloud Computing, AWS/Azure, Cloud Migration, SAP, machine learning, and Cloud Security.

6. Interview as a Service

Companies should eliminate their hiring headache through the interview as a service. As the demand for fresher hiring is on the rise, it is high time IT service companies need to adopt interviews as a service for hire. Outsourcing interviews is a good idea to improve interview bandwidth, thereby creating a productive candidate pipeline. Onboard the most eligible candidates available on the market with our extended 24/7 interview support to improve your retention rate and reduce your attrition rate.

7. Bridging the Skill Gap with Hybrid

The traditional hiring and working mindset is changing as the hybrid workforce model are taking the front seat. Similarly, solving the skill gap issue using the hybrid model is easy compared to the traditional model. After “The Great Resignation” took over the hiring space by storm, it is evident now addressing skill gaps and working on a hybrid model is key for higher retention.

8. Employer Branding: Load your Bullets Before Hiring

The value employers have for their employees is the foremost employer branding metric. Proving the worth of a company to a candidate is essential for improving quality hiring and acquiring strong candidates. Employer branding grows when people and businesses grow their trust in you over some time. The number of social media mentions, articles by established industry experts, recommendations from CEOs, college campus invitations, or word of the mouth – everything counts to employer branding.

A recent article about iamneo: https://yourstory.com/2021/09/startup-bharat-using-ai-driven-tools-iamneo-it-hiring/amp

9. Upskilling: The Guardian Angel

The primary focus of L&D leaders for the next 12 to 18 months should be in building the right technical skills and capabilities for their future work. Hiring along with upskilling will evolve to a greater extent, aligning toward business goals, meeting both long-term and day-to-day objectives. The Gen-Z workforce would be more than happy to join an organization that encourages growth through habitual upskilling and reskilling. The L&Ds of companies will have to make sure an upskilling engine like neoCoder.io is all set to meet the expectations of this trending employee-driven market.

10. Retention: The Post-Pandemic Mission Impossible

Long-term employees are the key to the stability of an organization and its growth trajectory. During the corona wave, companies had to cut off jobs due to various factors. But after the pandemic got over, employee retention and gaining the trust of employees have become a serious problem. Retention has become a post-pandemic problem even for conglomerates. So, just hiring is not the goal but nurturing an employee further and adding enough value addition to their role will be the key to higher employee retention rate in 2022 and beyond.

If you 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.

In a world which is gradually adjusting after the COVID-19 lockdown, one of the only certainties that we can have is that this will have a lasting impact on how people work from now onwards.

Employees will have to adjust to new workplace realities, and companies will have to keep up with the rapid changes that are occurring in order to maximize the potential of their employees.

According to experts, this might include a mix of short-term remedies targeted at raising worker confidence and limiting the number of employees in the office at any given moment, as well as longer-term design upgrades and alterations that prioritize security and cleanliness in workplace planning.

48% of business leaders say their top concerns over returning to business as usual are health and safety.

26% of business leaders think their organization’s “new normal” will mean more employees working from home.

25% of business leaders say the biggest challenge to working remotely is productivity and motivation. That was followed by 24% who said connectivity with coworkers and 19% home-office setups.

48% of business leaders think technology spending at their company will increase because of the pandemic.

Source: Fortune

It’s said that the worst of times brings out the best in people; as it happens, this is true of organizations as well. All over the world, companies are being challenged by the COVID-19 crisis to find new ways to serve their customers and communities. Many are rising to the occasion.

Now is the time, as one reimagine the postpandemic organization, to pay careful attention to the effect of the choices on organizational norms and culture.

Focus on the ties that bind people together. Pay heed to core aspects of your own leadership and that of your broader group of leaders and managers. Take the opportunity to fashion the hybrid virtual model that best fits your company, enabling a new shared culture for all your employees that provides stability, social cohesion, identity, and belonging, whether your employees are working remotely, on premises, or in some combination of both.

Being a leader in a hybrid model where some of your workers are working from home and others on the company can be quite challenging because what works for one side, may not work for the other. Remote workers sometimes feel left out, and it becomes more difficult to feel the connection to the company’s values and goals. To make sure this doesn’t happen, leaders will need to “show up” differently as they are interacting with some employees face-to-face and others virtually.

Leaders of hybrid teams need to have clear guidelines in place to avoid miscommunication and employee exhaustion amongst the team. It’s important the set them early, so employees know what is expected of them and the processes to follow if those expectations cannot be met. It is also important to regularly revisit and update these goals if needed.

Be more inspirational

On remote teams the hierarchal leadership isn’t the best choice because you don’t have that face-to-face feedback. The dispersed employees working remotely, need a new leadership behavior to compensate to the lack of emotion that are typical of digital channels.

Make communication and feedback a core part of your leadership style.
Be sure to ask employee questions at your weekly check-ins and more importantly, be open to feedback. Encourage both vertical and horizontal conversations as well as off-topic conversations amongst employees.

Track your informal networks

One of the disadvantages of the hybrid virtual model is that it reduces face-to-face interaction and the serendipitous encounters that occur between co-workers, that sometimes lead to amazing outcomes. So, it’s important to leaders to map and monitor the informal networks in their organization with semimanual refreshes of social-network maps, in order to track your informal networks. This way, you can create connections between groups that do not naturally interact or that now interact less frequently as a result of the hybrid virtual model.

In the end, it’s crucial to adopt new norms and change the way we work if we are to maintain and improve productivity, collaboration, and innovation. 

Education is key to competitive edge

As we approach a full year in this new work environment, some employees may feel that they have a good grasp on their current role and see the opportunities for growth on the horizon. This is an ideal time to focus your team on building skillsets that will assist in the long run. The remote environment has certainly uncovered new challenges. The desire for additional or expanded skillsets may now be a necessity. Encourage your team members to take advantage of online learning platforms and allow them the time to invest in their future.

1. IT training: It’s no surprise that this skillset will continue to be useful throughout this year. No matter your employees’ current experience level, focusing on IT and technology security will bring advantages.
2. Video and audio production: Advertising has taken on new meaning in this remote world. The way companies are reaching consumers is evolving through podcasts, Instagram, and TikTok. Developing video and audio production skills within your team can dramatically expand reach.
3. Foreign language and translation: With an increasingly-globalized economy, staff may need additional language fluency and translation skills. 
4. Data analysis and statistics: Data analytics have becoming a top priority in this digital world. Many colleges and universities are offering free courses in these areas.
5. Individual creativity! Creativity is consistently an in-demand skill as employees often need to think outside the box to solve new problems and challenges. Encourage them to participate in activities that spark their imagination and spend time sharpening their creative skills.

Rethinking the workplace

With the distribution of COVID-19 vaccines on the rise, a question looms in the minds of many business leaders and employees: To what extent will remote work persist? Most organizations will retain a degree of remote work through a hybrid workforce.

As we look further into the pandemic recovery phase, it is time to reevaluate and recommit to work-from-home policies. Consider these key tips for maintaining remote work:

1. Utilize the proper technology.
2. Ensure a secure internet connection.
3. Implement communication programs across the organization.
4. Set clear expectations in the work from home policy.
5. Test the “work from home” program and make adjustments when needed.
6. Trust your employees.

While some employees will stay fully remote, others will begin to re-enter physical offices and facilities. There are a few things to keep in mind as workplace expectations have changed to ensure safety and cleanliness.

• Health and wellbeing: The workplace must include a sense of health and wellbeing. Do employees feel safe at work while their loved ones may still be social distancing at home? What programs are in place in case stay-at-home orders are enforced again and employees must juggle two workspaces?
• Sharing the workspace: Cleanliness will continue to be a high-priority factor. What are you doing to safeguard the workplace and how can you help your employees maintain a germ-free zone? Privacy may also come into play here. At home, your team members may have had the privacy and focus to knock out key tasks in their day. Can they expect the same when they come back into the office?
• Outdoor and open-air workplaces: Is there an option at your office for employees to spread out in small meetings? Open-air spaces allow employees to interact with each other and clients outside the confines of a conference room.
• On-site eateries: With the return to office life comes the return of the lunch hour. This creates the opportunity for companies to offer innovative options for their employees. Open-air food trucks, pre-packed lunch deliveries, and alternative kitchen spaces can help prevent the spread of COVID-19 and help your employees feel safe.

Digitization and automation

Along with people and workplaces, overall organizational processes are experiencing a massive overhaul that will inform the future of business. With the onset of COVID-19, organizations did in a matter of weeks what they would otherwise have done over the course of the coming years: They majorly digitized internal processes. The upside of this unprecedented event was the rapid mobilization of remote work, but the question lingers – how and what should an organization digitize to stay competitive in the long run? In order to support a working world that is going to become more and more “hybrid,” organizations should consider identifying those internal processes that are:

• Paper-based processes: Does a process rely on paper documentation that is scanned and uploaded to close out the loop on the deliverables? If so, automating this system, whether it requires client-facing inputs or employee execution, may streamline an often bogged-down process.
• Manual processes: If an employee must move data or documentation from one location to another (virtual or otherwise), it is important that organizations start working out how to automate this process and remove as many manual tasks as possible from the workflow. This has the upside of reducing human error and increasing accuracy and efficiency.
• Processes requiring a meeting: Does your organization require meetings to sign off on work or come to a decision? Team-based software platforms continue to advance and offer a real alternative to in-person meetings with documentation repositories and tools for editing and updating work. These software options also offer ways to manage, track, and prioritize work as it moves through the organization.

Conclusion

 It is essential to constantly improve your workspace and your processes so that you don’t lag behind the competition. It is also essential to train your workforce for future ready skills. Take a look at our latest virtual training models where we upskill your employees so they are ready for day 1 productivity in a future ready workplace

Everyone’s definition of success is different. It takes many forms, but one thing that most people can agree on is that it contains a sense of contentment and security. The following ten years are expected to be a period of rapid change. According to the World Economic Forum, we would need to reskill over 1 billion workers by 2030, as jobs are transformed by the Fourth Industrial Revolution. This will apply to current jobs as well as those yet to come into being.

According to the World Economic Forum, 42 percent of the essential skills needed to execute current occupations may change in the next few years. Change is happening at an exponential rate, according to Klaus Schwab, the WEF’s founder and executive chair. One method to provide this security is to gain relevant skills and open as many doors to opportunity as possible.

Data skills

We live in an age of big data, which has nearly become a cliché. But that doesn’t make it any less true. Data is being collected on an unprecedented scale, and it’s being utilized for everything from enhancing industrial processes to keeping shelves stacked to precisely targeting digital ads.

Big data’s scope and range will only expand in the next years, allowing machine learning and automation. Data is the language that will enable the interconnection that will be at the core of Industry 4.0. As a result, those who can organize data collecting, understand the findings, and make decisions based on them will be in great demand. Currently, there is a skills gap in terms of data literacy. Research from Accenture and Qlik shows that 74% of employees are uncomfortable working with data. This has repercussions; on average, businesses lose 43 hours of productivity per employee each year owing to a lack of data literacy.

Relevant careers

• Business analyst
• Data scientist 
• Marketer

Artificial intelligence

While the existing system poses a considerable risk to some job activities, AI has the ability to transform the way we work and live for the better. Employers and entrepreneurs wanting to revolutionize and streamline the way we work and live will be in great demand for those with AI capabilities to build and implement artificial intelligence solutions.

While programming and analytic abilities are essential for AI creation, those in other job categories who will be using AI in their operations, as well as managers overseeing the process, would benefit greatly from an understanding of AI/machine learning.

Relevant careers

• Machine learning engineer
• Business intelligence analyst
• UI designer

Blockchain

Blockchain ranked first on LinkedIn’s ranking of the most in-demand hard talents for the year 2020. While most people think about blockchain when they think of Bitcoin, the technology’s potential economic uses are much broader.

A decentralized public ledger is defined as a blockchain. It provides a secure and verifiable record of trades and transactions while obviating the need for established authorities, such as banks in the case of Bitcoin. The financial impact of blockchain is expected to be enormous. By 2027, the World Economic Forum expects that 10% of global GDP would be kept on blockchain.

Relevant careers

• Blockchain engineer
• Legal counsellor
• UX designer

Sales and marketing

Sales and marketing don’t seem like occupations that are very forward-thinking. These talents, however, will be necessary in future workplaces since they cannot be mechanized. These professions, at least for the time being, require a human touch in order to gain an advantage in the new digital terrain.

Technology has transformed marketing, allowing new channels such as social media, affiliate marketing (another top LinkedIn talent), and digital content to emerge. More crucially, analytic tools enable a hitherto unheard-of level of data collecting and performance evaluation. As a result, the stakes are raised, forcing marketers to step up their game in order to stay competitive.

Human marketers will be required to make decisions and drive campaigns, regardless of how advanced the tools get. Salespeople will also be required to close deals with other people. These job functions continue to bear the burden of generating revenue, whether directly or indirectly.

Relevant careers

• Salesperson
• Social media manager
• Affiliate marketing manager

Training employees is an important part of being a hiring manager or supervisor. But on the other hand, it frequently falls short of expectations. Because their pupil “simply doesn’t understand it,” trainers are dissatisfied. Trainees are dissatisfied because their instructors moved too quickly, made assumptions about prior knowledge, or didn’t pay attention to their inquiries.

Because organizations devote so much time and money to training, it’s critical to get it right the first time. Mistakes in training can do more than just communicate wrong information; they can demotivate employees, set them up for failure, and even put them in danger.

There are so many obvious benefits to investing in employee training, including:

• improved inter-employee collaboration
• attracting and retaining great talent
• creating a highly skilled pipeline of replacement leaders
• improved company culture

LinkedIn research shows that from 2017, 59% of talent developers began to focus their major budgets on online learning. 39% of these instructors spend less on instructor-led training models.

The majority of firms today focus their training resources on improving the effectiveness of their training programs for three main reasons:

• Saving time
• Saving money
• Achieving positive learning outcomes

Your learners won’t care about their training, if their instructor doesn’t care about it either.

Using Outdated Training Tools

 

There are two key gaps identified within different training programs selected for employees:

• making use of generic materials
• not addressing or improving certain staff tasks or skills in a direct manner

Adult learners may be drained of their time and enthusiasm if they are forced to fit within a wide training model. Traditional means of learning, such as textbooks and lectures, provide little to no advantage in terms of information retention for most people. Contextual learning in employee training programs speeds up the learning process in real time.

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Not knowing your audience or their needs

It’s crucial to know what your audience already knows before you start designing training. If the instruction is too easy, the trainer may be preaching to the choir, who may quickly become bored and zone out. However, if the topic is too advanced for them, a teacher may discourage them from learning altogether.

Not training for specific outcomes

When you are spending time and effort to build training programs, it is vital that you adhere to strict outcomes which you can track quantifiably. It should be in a way that even after the training is over, and the outcome is only partially realised, you should be able to create complementary programs to achieve your target goal.

Preaching instead of facilitating

As much as it is about delivering interesting, instructive, and exciting experiences, effective training is about asking strong questions, obtaining buy-in, and utilizing the group’s knowledge to work toward the goal.

Using a One-Size-Fits-All Training Model

No matter what needs to be learned, an effective employee training plan caters for the fact that different employees respond to different types of learning methods.

Using a one-size-fits-all strategy to employee training may appear to be a cost-effective business decision, but this is far from the case.

Employees must use this awareness whenever possible and provide a variety of learning alternatives.

 

How to fix it

• Consult employees and do a needs assessment based only on their learning preferences. The findings will inform the training design, particularly in terms of the employees’ technological comfort levels.
• When choosing a learning management system, always go for the most user-friendly interface (UI). Adult learners, particularly those who struggle with technology, benefit from a well-rounded user experience.
• Keep lines of communication open, especially those leading to tech assistance. Employees should be able to ask questions and get technical assistance quickly. The ideal LMS makes use of discussion forums and other tools to make feedback and communication as painless as possible.
• Allow for a wide range of content kinds in training materials. Visual representations, films, and textual notes are all examples.

The foundation of a productive workforce is training. But how do you successfully adjust your training techniques when your workers start working remotely?

Remote training is similar to in-office training in that it brings employees up to speed on new workflows and work arrangements while they are at home or in another place. While most of the standard training advice applies regardless of where employees are situated, geographically scattered personnel typically necessitate additional considerations for effective training.

Ensure employees are properly set up

Employees at the office often have standardized equipment and a designated training location, such as a conference room. You can’t make the same assumption if each person is working from a different location, such as their house or a coffee shop. Even though all employees work from home, each residence is unique.

Find the right remote training software

There are plenty of remote training solutions on the market, but finding the perfect one for you and your team is crucial. The correct software can assist you in delivering training in a simple, efficient, and adaptable manner.

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When beginning to evaluate your options, make sure you ask yourself:

• What is your budget? You must first determine how much you can afford to spend on software.
• How many persons will require software access? Keep in mind that certain tools charge by the number of users, which might have a direct influence on your budget.
• What characteristics are you looking for? Do you want to be able to keep track of how everyone is doing?

Make it accessible

Training classes for remote training must be accessible on a variety of platforms, including smartphones, tablets, and laptops. The “cloud” provides a common pool of learning resources (e.g., training materials, technical resources, and demonstrations) that can provide a variety of benefits for this purpose. This method allows for flexible, on-demand instruction at any time, from any location, and on any device.

Break up training sessions into smaller parts

“Neither you nor your employee wants to spend the entire day on a video call. Mila Dorosh, head coach and facilitator at Boss Makes You Go Training, recommends breaking up your remote training into manageable parts to avoid burnout for both of you. 90 minutes seem to be the upper limit in her experience. “It’s the perfect amount of time to introduce a concept or skill and have a productive discussion about it.”

Create a buddy system

Your employee is bound to have questions after the initial training. To avoid having to deal with too many questions, it’s a good idea to pair the employee with someone who has previously been trained.

Track results and improvements

Introduce SSO (Single Sign-On technology) to track training session results and progress for each employee. This will give each trainee frictionless access to training resources. SSO not only enhances resource access, but it also allows the administrator to report on trainee system access and usage frequency, allowing you to track each trainee’s development.

“A distributed workforce can present a challenge in terms of employee training, but rest assured that it’s not an insurmountable hurdle.”