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State of Virtual Reality and Augmented Reality in India

Silicon Valley has been upbeat about Virtual Reality and Augmented Reality for a while now. But it appears that USA is not the only one riding this wave. Rest of the world, including India, has been creating a stir in these fields as well.

Although it is hard to predict how many Oculus devices or Google Cardboards are out there in the hands of consumers in this part of the world, India is doing a lot with different forms of Mixed Reality.

Alive

Source: Alive-App-Earn-Up-to-Rs-100-Daily-by-Watching+Videos-Playing+Quiz-Reading+News.jpg

2016 Summer batch YCombinator startup Innov8 chief, Dr. Ritesh Malik, a serial entrepreneur and investor, has already touched base with Augmented Reality four years ago with Alive. Alive App, now acquired by a leading Indian media publication company – Times of India (TOI), allows its readers to access videos, pictures, and polls related to select news items appearing in the newspaper, just by focusing the phone camera on any content in the newspaper carrying the Alive logo.

Memesys Culture Lab

Source: http://www.thehansindia.com/assets/9895_Memesys.jpg

With a $2.5 million funding round raised last year by Round Glass Partners, national award-winning director Anand Gandhi pioneered storytelling in VR by means of his new venture Memesys Culture Labs. The company has successfully been able to tap into Bollywood with its VR production arm, ElseVR. A behind-the-scenes promo of Dangal (a massive blockbuster movie from last year) was shot in 360 degrees by ElseVR and captured over 2 million views.

AutoVRse

Source: http://autovrse.in/img/autovrse.png

More recently, AutoVRse came out with its Virtual Automobile Showroom. It is an interactive experience that enables customers to explore and customize their cars in real-time in a virtual environment. The company has installed systems at a number of showrooms, kiosks, and retail outlets, giving customers a surreal experience of the look and feel of its vehicle-to-be before actually making the purchase.

Imaginate

Source: http://yourstory.in/wp-content/uploads/2012/05/Imaginate.jpg

Imaginate Software Labs is another AR/VR-based technology enterprise that offers innovative visualization products and services. The company largely works with enterprises, helping them build their own products in this category, and has recently raised a $500K round to boost operations. Imaginate also boasts of products developed in-house such as Dressy, a virtual fitting room.

GridRaster

Source: https://www.gridraster.com/wp-content/uploads/2016/08/gridraster-1.jpg

GridRaster is an interesting company because the products it sells are technology products. The company is primarily based out of Palo Alto, California, but has its development office in Bengaluru and has already raised close to $1.65 million. GridRaster provides the infrastructure layer to overcome device limitations – compute and battery, by intelligently harnessing the computing power and providing a centralized cloud to power compelling VR/AR experiences. The solution provides high-performance graphics with ultra-low latency while hugely improving battery performance. The technology drives mass adoption of VR/AR by dramatically improving the reach of exciting content and bringing breathtaking, new experiences to users.

Incubators and Accelerators

Source: https://static1.squarespace.com/static/52e442c5e4b0ac5ff7e6b28d/t/53cec07ce4b0a7dd85188ca1/1406058662372/Lowes-Innovation-Lab.jpg

Adapting to this explosion of startups in Mixed Reality and a maturing developer ecosystem, a number of US tech accelerators and incubators are now focused on enrolling more Indian startups in their upcoming batches. Lowe’s, a home improvement retailer based in the U.S., opened its first startup accelerator, Lowe’s Innovation Lab, in the heart of the technology hub of India, Bengaluru, and is already home to many Virtual Reality startups. Target, Tesco, and Walmart Labs are other U.S. retail giants also focused on bringing more startups to the Mixed Reality space in their own incubation centers set up in India.

At a recent event hosted by Lowe’s Innovation Labs in association with VR Collective, many spokespersons from the above-mentioned retail giants were present, and all of them unanimously agreed that retail is going to be massively disrupted by Mixed Reality. The plan is to win back their long-losing market share to E-Commerce by placing important bets in Mixed Reality.

Other cool Indian startups in Mixed Reality

SmartVizX recently secured $500,000 seed capital to disrupt the architecture, engineering, and construction industry.

G for Gestures, a gesture recognition technology and VR integrated product, is disrupting the hospitality sector.

PlayShifu, run by Vivek Goyal (Stanford University Graduate of Business alumni), is another Indian startup making education fun for kids through a range of products in Augmented Reality.

House of Blue Beans is a startup revolutionizing the home design industry with its immersive application ‘Roomstyler’. Roomstyler is a VR-based consumer experience that allows designers and customers to collaborate on a visual platform to make the home-designing process extremely effective. It is one of the startups enrolled in the latest batch of Lowe’s Innovation Labs.

Developer Ecosystem

Developers are already driving the mobile gaming ecosystem in India. It shouldn’t take long for developers to turn their attention to building more applications for Augmented and Virtual Reality as the consumer groups get flooded with more devices.

Gaming engines like Unity3d and Unreal Engine that drive the Mixed Reality applications are popular with the tech talent as the same tools are used for developing mobile games.

It should not be surprising to see a multitude of AR/VR applications coming out soon from India as the ecosystem matures.

Key developments by existing players

Myntra

Source: https://i.gadgets360cdn.com/large/roadster_led_sign_1489744980128.jpg

Recently, Myntra came up with its first brick-and-mortar retail outlet in Indiranagar, Bengaluru. Ananth Narayanan, CEO of Myntra and Jabong, says, “The goal is not to drive sales – but to engage with the customer and as you’d expect from us, we’re using a lot of technology to do just that. We’ve got VR zone, multi-touch screens, full-screen displays that mimic the Myntra app, and selfie zones.”

The VR zone is placed with 4 Samsung Gear headsets which reels a 360-degree video showcasing the “Roadster life”. You can see around with a band playing on the road, airplanes rushing overhead, and bikers zooming past. Although it can seem a little out of place for the store, it gives a nice touch and indicates the interests of the established players.

Byju’s Classes

Source:https://edtechreview.in/images/byju_classes_test_prep_for_students_online.jpg

Byju’s Classes is also ramping up its development by hiring Unity engineers proficient in 360-video streaming, indicating its interest in including some of its content for VR as well. This is in sync with the future of learning and Byju’s Classes is moving forward with an initiative to drive experiential learning.

The space is heating up, with a lot of developer interest and institutional focus to discover the next big thing in Virtual and Augmented Reality.

What will you build next??

Come and Register at the UnitedByHcl hackathon.
Happy Mixing Reality!!

Best countries for software engineers and developers to work

[Bonus content – Read our latest blog – Top 10 cities to hire developers]

This time we decided to figure out which are the top countries to work with, for programming enthusiasts making a living as developers, software engineers, or data analysts.

From my experience, English speakers can find the most jobs in the U.S. (West Coast, obviously), United Kingdom (London), Ireland(IT employers always ask how to hire workers from Ireland), Netherlands (Amsterdam), Switzerland, and Belgium.

New Zealand and Australia are pretty popular among developers who love the laid-back lifestyle.

But the scenarios change when we talk about non-English speaking nations.

Japan is growing exponentially; Russia and China have a huge culture of programming, and IT companies are growing rapidly in these countries; and India, Southeast Asian countries (Singapore and Indonesia), and South Korea (Seoul) are other popular and growing markets.

Often, the lower median salary is easier to stomach because of the lower cost of living.

What is important to understand that the definition of “best country” may not be categorical, and depends on a lot of people’s preferences.

To keep things fair we decided to dig up data from some popular sources to identify the best countries to work in for software engineers.

We listed these countries in order of their Happiness index and technological advancement in the field of IT over the years.

Top 10 countries forSoftware engineers / Developers/ Data Scientists to work

  1. Switzerland
  2. Canada
  3. Australia
  4. Netherlands
  5. Germany
  6. USA
  7. Sweden
  8. Denmark
  9. Singapore
  10. United Kingdom

You can read the detailed research below and other picks of top countries list based on various job profiles

Google Trends

Google Trends is a public web facility of Google Inc., based on Google Search, that shows how often a particular search term is entered relative to the total search volume across various regions of the world, and in various languages (Wikipedia).

Read What is Google trends data – and what does it mean? if you want to know more.

The numbers in the table depict the popularity of one language over another, as searching on Google.

A programming language with a higher number shows that the interest is higher as compared to other languages.

This popularity could be due to academics, a professional requirement, or interest which leads to various job opportunities.

As discussed, Java is fairly popular.

Python is one of the most searched languages in Australia. C#, despite showing a high requirement in the job portal, is not really popular.

Swedish people had been searching for Swift programming language more often than others.

Ruby leads in Ireland. MatLab is a popular Google search term in almost all the listed nations, showing its relevance in academics.

(Also read – How to hire a full stack developer)

The below graphs compares the popularity of programming languagesin order of Java, Python, PHP, C#, JavaScript, C++, C, Objective-C, R, Swift, Angular JS, Ruby, Perl, Matlab in each country respectively.

Which means Java and R are searched more often and in greater volume as compared to Swift and Angular Js in Denmark.


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Indeed.co

Indeed.co, available in 50 countries and 28 languages, is one of the most high-traffic job websites in the United States and other countries.

Using country-specific search for the number of software engineers jobs listed on Indeed, we found data which matched our previous research on Top programming languages to learn.

While Java remained the favorite in all the top destinations. C, C++, and C# programmers are still in demand in these nations, making them “evergreen” programming languages and famous among software engineers and developers.

In the U.S., China, India, and Japan, PHP developers have quite sought after.

The requirement of R programmers is higher in Switzerland, USA, India, and much more so in Germany and France. Canada, Netherlands, UK, USA, India, and China clearly require MatLab skills.

If you are a Ruby developer, Japan needs you. But Canada gives first preference to Perl coders.

Top countries to work for software engineer

Median Salary – Programmer salary by country

What’s happiness without a handsome salary?

Hence, we listed the average salary for a particular job (Source – PayScale). These values have been expressed in US dollars.

Switzerland, Sweden, Australia, and the United States have higher software engineersalaries than other countries.

A data scientist is one of the highest-paid jobs across the globe. Argentina pays PHP developers generously compared to the country’s average pay for other IT skills.

France is looking for Java and front-end developers, paying them well for their skills.

Japan, Singapore, and, particularly China and India, offer fairly poor compensation despite having a high requirement for skilled employees.

Top countries for Java developers to work –

  • Switzerland
  • The United States of America
  • Australia
  • Germany
  • United Kingdom

Top countries for.NET developers to work –

  • The United States of America
  • Canada
  • Germany
  • Netherlands
  • Japan

Top countries for PHP developers to work –

  • The United States of America
  • United Kingdom
  • Germany
  • France
  • Sweden / Australia

Top countries for Data Scientist to work –

  • Switzerland
  • Canada
  • Netherlands
  • United Kingdom / Germany
  • The United States of America

Read here – 8 different job roles in Data Science / Big Data industry

We understand that the quality of life, safety, cost of living, state taxes, commute cost, etc. are some of the other major factors to be considered when deciding the top work destinations for a developer.

However, job listing, the popularity of the skill, median salary, and happiness index are equally important.

3 Types of Gradient Descent Algorithms for Small & Large Data Sets

  • Variation in gradient descent with learning rate-
  • Summary

    In this article, we learned about the basics of gradient descent algorithm and its types. These optimization algorithms are being widely used in neural networks these days. Hence, it's important to learn. The image below shows a quick comparison in all 3 types of gradient descent algorithms:Gradient_Descent_Types

    How do giant sites like Facebook and Google check Username or Domain availability so fast?

    Every time you try to create a new account on any of the websites, you begin with your name and, more often than not, you get the response “Username is already taken.”

    Then, you add “your name + date of birth”, to realize it also has been “already taken” to finally end up with “your name + date of birth + license plate + graduation” to create the account.

    I’m sure a lot of you are nodding and saying “been there, done that.”

    Username, Usename taken, Username unavailable, how companies find username,

    But how many of you have wondered how these giant sites like Facebook, Instagram, and Gmail verify whether the username is taken or not?

    Let’s start with the two possible approaches

    A linear search may not be a good idea

    Let’s assume that Facebook stores all the data in its directory.

    And the software simply checks each name on the list one at a time and if it doesn’t find a match, it tells you your desired username is available.

    Doesn’t sound sensible, does it?

    The software has to look at each name every time a username needs to be verified.

    The technique is unreasonable when you compare it with the Facebook database, which has over 1.5 billion users, and Twitter, which has 300 million users.

    What if they use a Binary search?

    This makes more sense, with all the brains working at Facebook.

    Facebook keeps all the data sorted and arranged in an alphabetized list.

    The list is 1.5 billion characters long, stored like a, aa,aaa……xyy, XYZ, yaa,yaa,yxz, zaa, zac and is very similar to your dictionary.

    When you enter a name, it matches the entry with the username exactly in the middle of the list. If it matches, the software rejects the new username.

    If it doesn’t match (which has a lot of possibilities), the next question the software addresses are “ If searched alphabetically, does the requested username come before or after this username in the middle?”

    If it comes before, then the software knows that all the 750 million people after the username found in the middle of the list is of no use for the current search.

    That eliminates 750 million possibilities in a single comparison.

    If the desired username comes after the name in the middle (alphabetically), it eliminates all the names before it.

    Either way, the software eliminates almost 750 million names for search in the first comparison.

    Next, it takes the selected half of the list and immediately matches the requested username with the name in the middle of the remaining list.

    If it matches, the requested name is rejected and if it doesn’t, the requested name is again checked for the possibility of it occurring before or after the name in the middle.

    If it is before, reject the 350 million names after the name.

    And go ahead with divide and conquer for the rest of the names as done earlier.

    If the requested name is after the middle string, reject the names before it and try with the 350 million remaining names.

    By dividing the list every time, you can compare the required username with the names in the list quite quickly…

    But the question is…how quickly?

    You will continue dividing the list into two until you can no longer do so.

    And when you are left with one name in the database, you match it with your desired username.

    This would be the last step before you find whether the username “chosen” is available or not.

    For data as big as 1.5 billion, this method would need no more than 30 steps. 2 to the power of 31 gives you 2.14 billion, which is closest to our expectation of 1.5 billion users on Facebook.

    This means fewer steps and complications for the same data when searched with a linear search.

    What if the developers are very smart and use a Bloom filter as the solution?

    Before you understand Bloom filters, you need to understand the concept of Hashing.

    Hashing is like the license plate of your car.

    A hash function takes data of any length as input and gives you a smaller identifier of a smaller, fixed length, which is often used to identify or compare data.

    Bloom filters work simply – Test and Add.

    Test whether the element is present in the list:

    • If it returns false, the element is definitely not on the list.
    • If it returns true, the element might probably be on the list. This false positive (will discuss it below) is a function of the Bloom filter and depends on the size and is independent of the hash function used.

    A Bloom filter divides the memory area into buckets, which are filled with various hashes generated from one or many hash functions.

    Let’s understand with an example.

    Suppose, you have a memory bucket of size 10 and 3 hash functions which will give you three unique identifiers.

    Suppose, you enter Ronaldo into this memory bucket.

    Ronaldo, when passed through these hash functions, gives the value of 1,4, and 5. The filter quickly fills the memory in the bucket with these identifiers.

    1 4 5

    Now, you enter Messi into the memory bucket. Messi, when passed through the hash function, gives its own unique identifier. In this case, it is 3,7, and 8 and the filter fills the bucket.

    1 3 4 5 7 8

    As the functions always return the same value for similar inputs, we can be sure that when the name Ronaldo is given to the filter, it would check in locations 1,4, and 5 to find it full, which means that the name Ronaldo is already on the list.

    Let’s continue with another example of entering Rooney into the memory.

    Rooney, when passed through the hash function, returns 2,6, and 8. The filters check the memory to find that though 8 is full 2 and 6 are empty, which means you don’t have Rooney in the memory.

    Therefore, the name is available.

    But when the name Neymar is passed through the hash functions, it returns the value of 1,3 and 7 which eventually makes the filter believe that the name Neymar is already present on the list.

    This scenario explains the concept of false positives used in Bloom filters. One can control the false positive by controlling the size of the Bloom filter.

    More space is inversely proportional to false positives.

    Each of the above-mentioned techniques comes with its own advantages and disadvantages.

    With technology and computers getting smarter and faster every day, even the brute-force method seems feasible.

    But with space and time complexity, many companies, such as Reddit, prefer Binary search, whereas some others, such as Medium, use Bloom filters smartly to suggest articles for you without repeating them again on your timeline.

    Register now before your username is taken on the HackerEarth platform.

    Winning Tips on Machine Learning Competitions by Kazanova, Current Kaggle #3

    Introduction

    Machine Learning is tricky. No matter how many books you read, tutorials you finish or problems you solve, there will always be a data set you might come across where you get clueless. Specially, when you are in your early days of Machine Learning. Isn’t it ?

    In this blog post, you’ll learn some essential tips on building machine learning models which most people learn with experience.These tips were shared by Marios Michailidis(a.k.a Kazanova), Kaggle Grandmaster, Current Rank #3 in a webinar happened on 5th March 2016. The webinar had three aspects:

    1. VideoWatch Here.
    2. Slides – Slides used in the video were shared by Marios. Indeed, an enriching compilation of machine learning knowledge. Below are the slides.
    3. Q & As – This blog enlists all the questions asked by participants at webinar.

    The key to succeeding in competitions is perseverance. Marios said, ‘I won my first competition (Acquired valued shoppers challenge) and entered kaggle’s top 20 after a year of continued participation on 4 GB RAM laptop (i3)’.Were you planning to give up ?

    While reading Q & As, if you have any questions, please feel free to drop them in comments!

    Questions & Answers

    1. What are the steps you follow for solving a ML problem? Please describe from scratch.

    Following are the steps I undertake while solving any ML problem:

    1. Understand the data – After you download the data, start exploring features. Look at data types. Check variable classes. Create some univariate – bivariate plots to understand the nature of variables.
    2. Understand the metric to optimize – Every problem comes with a unique evaluation metric. It’s imperative for you to understand it, specially how does it change with target variable.
    3. Decide cross validation strategy – To avoid overfitting, make sure you’ve set up a cross validation strategy in early stages. A nice CV strategy willhelp you get reliable score on leaderboard.
    4. Start hyper parameter tuning– Once CV is at place, try improving model’s accuracy using hyper parameter tuning. It further includes the following steps:
      • Data transformations: It involve steps like scaling, removing outliers, treating null values, transform categorical variables, do feature selections, create interactions etc.
      • Choosing algorithms and tuning their hyper parameters: Try multiple algorithms to understand how model performance changes.
      • Saving results: From all the models trained above, make sure you save their predictions. They will be useful for ensembling.
      • Combining models: At last, ensemble the models, possibly on multiple levels. Make sure the models are correlated for best results.

    Machine learning challenge, ML challenge

    2. What are the model selection and data manipulation techniques you follow to solve a problem?

    Generally, I try (almost) everything for most problems. In principle for:

    • Time series: I use GARCH, ARCH, regression, ARIMA models etc.
    • Image classification: I use deep learning (convolutional nets) in python.
    • Sound Classification :Common neural networks
    • High cardinality categorical (like text data): I use linear models, FTRL, Vowpal wabbit, LibFFM, libFM, SVD etc.

    For everything else,I use Gradient boosting machines (like XGBoost and LightGBM) and deep learning (like keras, Lasagne, caffe, Cxxnet). I decide what model to keep/drop in Meta modelling with feature selection techniques.Some of the feature selection techniques I use includes:

    • Forward (cv or not) – Start from null model. Add one feature at a time and check CV accuracy. If it improves keep the variable, else discard.
    • Backward (cv or not) – Start from full model and remove variables one by one. It CV accuracy improves by removing any variable, discard it.
    • Mixed (or stepwise) – Use a mix of above to techniques.
    • Permutations
    • Using feature importance – Use random forest, gbm, xgboost feature selection feature.
    • Apply some stats’ logic such as chi-square test, anova.

    Data manipulation could be different for every problem :

    • Time series : You can calculate moving averages, derivatives. Remove outliers.
    • Text : Useful techniques are tfidf, countvectorizers, word2vec, svd (dimensionality reduction). Stemming, spell checking, sparse matrices, likelihood encoding, one hot encoding (or dummies), hashing.
    • Image classification: Here you can do scaling, resizing, removing noise (smoothening), annotating etc
    • Sounds : Calculate Furrier Transforms , MFCC (Mel frequency cepstral coefficients), Low pass filters etc
    • Everything else : Univariate feature transformations (like log +1 for numerical data), feature selections, treating null values, removing outliers, converting categorical variables to numeric.

    3. Can you elaborate cross validation strategy?

    Cross validation means that from my main set, I create RANDOMLY 2 sets. I built (train) my algorithm with the first one (let’s call it training set) and score the other (let’s call it validation set). I repeat this process multiple times and always check how my model performs on the test set in respect to the metric I want to optimize.

    The process may look like:

    • For 10 (you choose how many X) times
    • Split the set in training (50%-90% of the original data)
    • And validation (50%-10% of the original data)
    • Then fit the algorithm on the training set
    • Score the validation set.
    • Save the result of that scoring in respect to the chosen metric.
    • Calculate the average of these 10 (X) times. That how much you expect this score in real life and is generally a good estimate.
    • Remember to use a SEED to be able to replicate these X splits

    Other things to consider is Kfold and stratified KFold . Read here.For time sensitive data, make certain you always the rule of having past predicting future when testing’s.

    4. Can you please explain sometechniques usedfor cross validation?

    • Kfold
    • Stratified Kfold
    • Random X% split
    • Time based split
    • For large data, just one validation set could suffice (like 20% of the data – you don’t need to do multiple times).

    5. How did you improve your skills in machine learning? What training strategy did you use?

    I did a mix of stuff in 2. Plus a lot of self-research. Alongside,programming and software (in java) and A LOT of Kaggling ☺

    6. Which are the most useful python libraries for a data scientist ?

    Below are some libraries which I find most useful in solving problems:

    • Data Manipulation
      • Numpy
      • Scipy
      • Pandas
    • Data Visualization
      • Matplotlib
    • Machine Learning / Deep Learning
      • Xgboost
      • Keras
      • Nolearn
      • Gensim
      • Scikit image
    • Natural Language Processing
      • NLTK

    7. What are useful ML techniques / strategies to impute missing values or predict categorical label when all the variables are categorical in nature.

    Imputing missing values is a critical step. Sometimes you may find a trend in missing values. Below are some techniques I use:

    • Use mean, mode, median for imputation
    • Use a value outside the range of the normal values for a variable. like -1 ,or -9999 etc.
    • Replace witha likelihood – e.g. something that relates to the target variable.
    • Replace with something which makes sense. For example: sometimes null may mean zero
      • Try to predict missing values based on subsets of know values
      • You may consider removing rows with many null values

    8. Can you elaborate what kind of hardware investment you have done i.e. your own PC/GPU setup for Deep learning related tasks? Or were you using more cloud based GPU services?

    I won my first competition (Acquired valued shoppers challenge) and entered kaggle’s top 20 after a year of continued participation on 4 GB RAM laptop (i3). I was using mostly self-made solutions up to this point (in Java). That competition it had something like 300,000,000 rows of data of transactions you had to aggregate so I had to parse the data and be smart to keep memory usage at a minimum.

    However since then I made some good investments to become Rank #1. Now, I have access to linux servers of 32 cores and 256 GBM of RAM. I also have a geforce 670 machine (for deep learning /gpu tasks) . Also, I use mostly Python now. You can consider Amazon’s AWS too, however this is mostly if you are really interested in getting to the top, because the cost may be high if you use it a lot.

    9. Do you use high performing machine like GPU. or for example do you do thing like grid search for parameters for random forest(say), which takes lot of time, so which machine do you use?

    I use GPUs (not very fast, like a geforce 670) for every deep learning training model. I have to state that for deep learning GPU is a MUST. Training neural nets on CPUs takes ages, while a mediocre GPU can make a simple nn (e.g deep learning) 50-70 times faster. I don’t like grid search. I do this fairly manually. I think in the beginning it might be slow, but after a while you can get to decent solutions with the first set of parameters! That is because you can sort of learn which parameters are best for each problem and you get to know the algorithms better this way.

    10. How do people built around 80+ models is it by changing the hyper parameter tuning ?

    It takes time. Some people do it differently. I have some sets of params that worked in the past and I initialize with these values and then I start adjusting them based on the problem at hand. Obviously you need to forcefully explore more areas (of hyper params in order to know how they work) and enrich this bank of past successful hyper parameter combinations for each model. You should consider what others are doing too. There is NO only 1 optimal set of hyper params. It is possible you get a similar score with a completely different set of params than the one you have.

    11. How does one improve their kaggle rank? Sometimes I feel hopeless while working on any competition.

    It’s not an overnight process. Improvement on kaggle or anywhere happens with time. There are no shortcuts. You need to just keep doing things. Below are some of the my recommendations:

    • Learn better programming: Learn python if you know R.
    • Keep learning tools (listed below)
    • Read some books.
    • Play in ‘knowledge’ competitions
    • See what the others are doing in kernels or in past competitions look for the ‘winning solution sections’
    • Team up with more experience users, but you need to improve your ranking slightly before this happens
    • Create a code bank
    • Play … a lot!

    12. Can you tellus about some usefultools used in machine learning ?

    Below is the list of my favourite tools:

    13. How to start with machine learning?

    I like these slides from the university of utah in terms of understanding some basic algorithms and concepts about machine learning. This book for python. I like this book too. Don’t forget to follow the wonderful scikit learn documentation. Use jupyter notebook from anaconda.

    You can find many good links that have helped me in kaggle here. Look at ‘How Did you Get Better at Kaggle’

    In addition, you should do Andrew Ng’s machine learning course. Alongside, you can follow some good blogs such as mlwave, fastml, analyticsvidhya. But the best way is to get your hands dirty. do some kaggle! tackle competitions that have the “knowledge” flag first and then start tackling some of the main ones. Try to tackle some older ones too.

    14. What techniques perform best on large data sets on Kaggle and in general ? How to tackle memory issues ?

    Big data sets with high cardinality can be tackled well with linearmodels. Consider sparse models. Tools like vowpal wabbit. FTRL , libfm, libffm, liblinear are good tools matrices in python (things like csr matrices). Consider ensembling (like combining) models trained on smaller parts of the data.

    15. What is the SDLC (Sofware Development Life Cycle) of projects involving Machine Learning ?

    • Give a walk-through on an industrial project and steps involved, so that we can get an idea how they are used. Basically, I am in learning phase and would expect to get an industry level exposure.
    • Business questions: How to recommend products online to increase purchases.
    • Translate this into an ml problem. Try to predict what the customer will buy in the future given some data available at the time the customer is likely to make the click/purchase, given some historical exposures to recommendations
    • Establish a test /validation framework.
    • Find best solutions to predict best what customer chose.
    • Consider time/cost efficiency as well as performance
    • Export model parameters/pipeline settings
    • Apply these in an online environment. Expose some customers but NOT all. Keep test and control groups
    • Assess how well the algorithm is doing and make adjustments over time.

    16. Which is your favorite machine learning algorithm?

    It has to be Gradient Boosted Trees. All may be good though in different tasks.

    15. Which language is best for deep learning, R or Python?

    I prefer Python. I think it is more program-ish . R is good too.

    16. What would someone trying to switch careers in data science need to gain aside from technical skills? As I don’t have a developer background would personal projects be the best way to showcase my knowledge?

    The ability to translate business problems to machine learning, and transforming them into solvable problems.

    17. Do you agree with the statement that in general feature engineering (so exploring and recombining predictors) is more efficient than improving predictive models to increase accuracy?

    In principle – Yes. I think model diversity is better than having a few really strong models. But it depends on the problem.

    18. Are the skills required to get to the leaderboard top on Kaggle also those you need for your day-to day job as a data scientist? Or do they intersect or are somewhat different? Can I make the idea of what a data scientist’s job is based on Kaggle competitions? And if a person does well on Kaggle does it follow that she will be a successful data scientist in her career ?

    There is some percentage of overlap especially when it comes to making predictive models, working with data through python/R and creating reports and visualizations. What Kaggle does not offer (but you can get some idea) is:

    • How to translate a business question to a modelling (possibly supervised) problem
    • How to monitor models past their deployment
    • How to explain (many times) difficult concepts to stake holders.
    • I think there is always room for a good kaggler in the industry world. It is just that data science can have many possible routes. It may be for example that not everyone tends to be entrepreneurial in their work or gets to be very client facing, but rather solving very particular (technical) tasks.

    19. Which machine learning concepts are must to have to perform well in a kaggle competition?

    • Data interrogation/exploration
    • Data transformation – pre-processing
    • Hands on knowledge of tools
    • Familiarity with metrics and optimization
    • Cross Validation
    • Model Tuning
    • Ensembling

    20. How do you see the future of data scientist job? Is automation going to kill this job?

    No – I don’t think so. This is what they used to say about automation through computing. But ended up requiring a lot of developers to get the job done! It may be possible that data scientists focus on softer tasks over time like translating business questions to ml problems and generally becoming shepherds’ of the process – as in managers/supervisors of the modelling process.

    21. How to use ensemble modelling in R and Python to increase the accuracy of prediction. Please quote some real life examples?

    You can see my github script as I explain different Machine leaning methods based on a Kaggle competition. Also, check this ensembling guide.

    22. What is best python deep learning libraries or framework for text analysis?

    I like Keras (because now supports sparse data), Gensim (for word 2 vec).

    23. How valuable is the knowledge gained through these competitions in real life? Most often I see competitions won by ensembling many #s of models … is this the case in real life production systems? Or are interpretable models more valuable than these monster ensembles in real productions systems?

    In some cases yes – being interpretable or fast (or memory efficient) is more important. Butthis is likely to change over time as people will be less afraid of black box solutions and focus on accuracy.

    24. Should I worry about learning about the internals about the machine learning algorithms or just go ahead and try to form an understanding of the algorithms and use them (in competitions and to solve real life business problems) ?

    You don’t need the internals. I don’t know all the internals. It is good if you do, but you don’t need to. Also there are new stuff coming out every day – sometimes is tough to keep track of it. That is why you should focus on the decent usage of any algorithm rather than over investing in one.

    25. Which are the best machine learning techniques for imbalanced data?

    I don’t do a special treatment here. I know people find that strange. This comes down to optimizing the right metric (for me). It is tough to explain in a few lines. There are many techniques for sampling, but I never had to use. Some people are using Smote. I don’t see value in trying to change the principal distribution of your target variable. You just end up with augmented or altered principal odds. If you really want a cut-off to decide on whether you should act or not – you may set it based on the principal odds.

    I may not be the best person to answer this. I personally have never found it (significantly) useful to change the distribution of the target variable or the perception of the odds in the target variable. It may just be that other algorithms are better than others when dealing with this task (for example tree-based ones should be able to handle this).

    26. Typically, marketing research problems have been mostly handled using standard regression techniques – linear and logistic regression, clustering, factor analyses, etc…My question is how useful are machine learning and deep learning techniques/algorithms useful to marketing research or business problems? For example how useful is say interpreting the output of a neural network to clients? Are there any resources you can refer to?

    They are useful in the sense that you can most probably improve accuracy (in predicting let’s say marketing response) versus linear models (like regressions). Interpreting the output is hard and in my opinion it should not be necessary as we are generally moving towards more black box and complicated solutions.

    As a data scientist you should put effort in making certain that you have a way to test how good your results are on some unobserved (test) data rather trying to understand why you get the type of predictions you are getting. I do think that decompressing information from complicating models is a nice topic (and valid for research), but I don’t see it as necessary.

    On the other hand, companies, people, data scientists, statisticians and generally anybody who could be classified as a ‘data science player’ needs to get educated to accept black box solutions as perfectly normal. This may take a while, so it may be good to run some regressions along with any other modelling you are doing and generally try to provide explanatory graphs and summarized information to make a case for why your models perform as such.

    27. How to build teams for collaboration on Kaggle ?

    You can ask in forums (i.e in kaggle) . This may take a few competitions though before ’people can trust you’. Reason being, they are afraid of duplicate accounts (which violate competition rules), so people would prefer somebody who is proven to play fair. Assuming some time has passed, you just need to think of people you would like play with, people you think you can learn from and generally people who are likely to take different approaches than you so you can leverage the benefits of diversity when combining methods.

    28. I have gone through basic machine learning course(theoretical) . Now I am starting up my practical journey , you just recommended to go through sci-kit learn docs & now people are saying TENSORFLOW is the next scikit learn , so should I go through scikit or TF is a good choice ?

    I don’t agree with this statement ‘people are saying TENSORFLOW is the next scikit learn’. Tensorflow is a framework to do well certain machine learning tasks (like for deep learning). I think you can learn both, but I would start with scikit. I personally don’t know TensorFlow , but I use tools that are based on tensor flow (for example Keras). I am lazy I guess!

    29. The main challenge that I face in any competition is cleaning the data and making it usable for prediction models. How do you overcome it ?

    Yeah. I join the club! After a while you will create pipelines that could handle this relatively quicker. However…you always need to spend time here.

    30. How to compute big data without having powerful machine?

    You should consider tools like vowpal wabbit and online solutions, where you parse everything line by line. You need to invest more in programming though.

    31. What is Feature Engineering?

    In short, feature engineering can be understood as:

    • Feature transformation (e.g. converting numerical or categorical variables to other types)
    • Feature selections
    • Exploiting feature interactions (like should I combine variable A with variable B?)
    • Treating null values
    • Treating outliers

    32. Which maths skills are important in machine learning?

    Some basic probabilities along with linear algebra (e.g. vectors). Then some stats help too. Like averages, frequency, standard deviation etc.

    33. Can you share your previous solutions?

    See some with code and some without (just general approach).

    34. How long should it take for you to build your first machine learning predictor ?

    Depends on the problem (size, complexity, number of features). You should not worry about the time. Generally in the beginning you might spend much time on things that could be considered much easier later on. You should not worry about the time as it may be different for each person, given the programming, background or other experience.

    35. Are there any knowledge competitions that you can recommend where you are not necessarily competing on the level as Kaggle but building your skills?

    From here, both titanic and digit recognizer are good competitions to start. Titanic is better because it assumes a flat file. Digit recognizer is for image classification so it might be more advanced.

    36. What is your opinion about using Weka and/or R vs Python for learning machine learning?

    I like Weka. It has a good documentation– especially if you want to learn the algorithms. However I have to admit that it is not as efficient as some of the R and Python implementations. It has good coverage though. Weka has some good visualizations too – especially for some tree-based algorithms. I would probably suggest you to focus on R and Python at first unless your background is strictly in Java.

    Summary

    In short, succeeding in machine learning competition is all about learning new things, spending a lot of time training, feature engineering and validating models. Alongside, interact with community on forums, read blogs and learn from approach of fellow competitors.

    Success is imminent, given that if you keep trying. Cheers!

    8 Different Job Roles in Data Science / Big Data Industry

    Introduction

    “This hot new field promises to revolutionize industries from business to government, health care to academia,” says the New York Times. People have woken up to the fact that without analyzing the massive amounts of data that’s at their disposal and extracting valuable insights, there really is no way to successfully sustain in the coming years.

    Touted as the most promising profession of the century, data science needs business savvy people who have listed data literacy and strategic thinking as their key skills. Anjul Bhambri, VP of Architecture at Adobe, says, “A Data Scientist is somebody who is inquisitive, who can stare at data and spot trends. It’s almost like a Renaissance individual who really wants to learn and bring change to an organization.” (She was previously IBM’s VP of Big Data Products.)

    How do we get value from this avalanche of data in every sector in the economy? Well, we get persistent and data-mad personnel skilled in math, stats, and programming to weave magic using reams of letters and numbers.

    Over the last few years, people have moved away from the umbrella term, data scientist. Companies now advertise for a diverse set of job roles such as data engineers, data architects, business analysts, MIS reporting executives, statisticians, machine learning engineers, and big data engineers.

    In this post, you’ll get a quick overview about these exciting positions in the field of analytics. But do remember that companies often tend to define job roles in different ways based on the inner workings rather than market descriptions.

    List of Job Roles in Data Science / Big Data

    1. MIS Reporting Executive

    Business managers rely on Management Information System reports to automatically track progress, make decisions, and identify problems. Most systems give you on-demand reports that collate business information, such as sales revenue, customer service calls, or product inventory, which can be shared with key stakeholders in an organization.

    Skills Required:

    MIS reporting executives typically have degrees in computer science or engineering, information systems, and business management or financial analysis. Some universities also offer degrees in MIS. Look at this image from the University of Arizona which clearly distinguishes MIS from CS and Engineering.

    Roles & Responsibilities:

    MIS reporting executives meet with top clients and co-workers in public relations, finance, operations, and marketing teams in the company to discuss how far the systems are helping the business achieve its goals, discern areas of concern, and troubleshoot system-related problems including security.

    They are proficient in handling data management tools and different types of operating systems, implementing enterprise hardware and software systems, and in coming up with best practices, quality standards, and service level agreements. Like they say, an MIS executive is a “communication bridge between business needs and technology.”

    Machine learning challenge, ML challenge

    2. Business Analyst

    Although many of their job tasks are similar to that of data analysts, business analysts are experts in the domain they work in. They try to narrow the gap between business and IT. Business analysts provide solutions that are often technology-based to enhance business processes, such as distribution or productivity.

    Organizations need these “information conduits” for a plethora of things such as gap analysis, requirements gathering, knowledge transfer to developers, defining scope using optimal solutions, test preparation, and software documentation.

    Skills Required:

    Apart from a degree in business administration in the field of your choice, say, healthcare or finance, aspiring business analysts need to have knowledge of data visualization tools such as Tableau and requisite IT know-how, including database management and programming.

    You could also major in computer science with additional courses that include statistics, organizational behavior, and quality management. Or you could get professional certifications such as the Certified Business Analysis Professional (CBAP®) or PMI Professional in Business Analysis (PBA). Many universities offer degrees in business intelligence, business analytics, and analytics. Check out the courses in the U.S/India.

    Roles & Responsibilities:

    Business analysts identify business needs, crystallizing the data for easy understanding, manipulation, and analysis via clear and precise requirements documentation, process models, and wireframes. They identify key gaps, challenges, and potential impacts of a solution or strategy.

    In a day, a business analyst could be doing anything from defining a business case or eliciting information from top management to validating solutions or conducting quality testing. Business analysts need to be effective communicators and active listeners, resilient and incisive, to translate tech speak or statistical analysis into business intelligence.

    They use predictive, prescriptive, and descriptive analysis to transform complex data into easily understood actionable insights for the users. A change manager, a process analyst, and a data analyst could well be doing business analysis tasks in their everyday work.

    3. Data Analyst

    Unlike data scientists, data analysts are more of generalists. Udacity calls them junior data scientists. They play a gamut of roles, from acquiring massive amounts of data to processing and summarizing it.

    Skills Required:

    Data analysts are expected to know R, Python, HTML, SQL, C++, and Javascript. They need to be more than a little familiar with data retrieval and storing systems, data visualization and data warehousing using ETL tools, Hadoop-based analytics, and business intelligence concepts. These persistent and passionate data miners usually have a strong background in math, statistics, machine learning, and programming.

    Roles & Responsibilities:

    Data analysts are involved in data munging and data visualization. If there are requests from stakeholders, data analysts have to query databases. They are in charge of data that is scraped, assuring the quality and managing it. They have to interpret data and effectively communicate the findings.

    Optimization is must-know skill for a data analyst. Designing and deploying algorithms, culling information and recognizing risk, extrapolating data using advanced computer modeling, triaging code problems, and pruning data are all in a day’s work for a data analyst. For more information about how a data analyst is different from a data scientist.

    4. Statistician

    Statisticians collect, organize, present, analyze, and interpret data to reach valid conclusions and make correct decisions. They are key players in ensuring the success of companies involved in market research, transportation, product development, finance, forensics, sport, quality control, environment, education, and also in governmental agencies. A lot of statisticians continue to enjoy their place in academia and research.

    Skills Required:

    Typically, statisticians need higher degrees in statistics, mathematics, or any quantitative subject. They need to be mini-experts of the industries they choose to work in. They need to be well-versed in R programming, MATLAB, SAS, Python, Stata, Pig, Hive, SQL, and Perl.

    They need to have strong background in statistical theories, machine learning and data mining and munging, cloud tools, distributed tools, and DBMS. Data visualization is a hugely useful skill for a statistician. Aside from industry knowledge and problem-solving and analytical skills, excellent communication is a must-have skill to report results to non-statisticians in a clear and concise manner.

    Roles & Responsibilities:

    Using statistical analysis software tools, statisticians analyze collected or extracted data, trying to identify patterns, relationships, or trends to answer data-related questions posed by administrators or managers. They interpret the results, along with strategic recommendations or incisive predictions, using data visualization tools or reports.

    Maintaining databases and statistical programs, ensuring data quality, and devising new programs, models, or tools if required also come under the purview of statisticians. Translating boring numbers into exciting stories is no easy task!

    5. Data Scientist

    One of the most in-demand professionals today, data scientists rule the roost of number crunchers. Glassdoor says this is the best job role for someone focusing on work-life balance. Data scientists are no longer just scripting success stories for global giants such as Google, LinkedIn, and Facebook.

    Almost every company has some sort of a data role on its careers page.Job Descriptions for data scientists and data analysts show a significant overlap.

    Skills Required:

    They are expected to be experts in R, SAS, Python, SQL, MatLab, Hive, Pig, and Spark. They typically hold higher degrees in quantitative subjects such as statistics and mathematics and are proficient in Big Data technologies and analytical tools. Using Burning Glass’s tool Labor Insight, Rutgers students came up with some key insights after running a fine-toothed comb through job postings data in 2015.

    Roles & Responsibilities:

    Like Jean-Paul Isson, Monster Worldwide, Inc., says, “Being a data scientist is not only about data crunching. It’s about understanding the business challenge, creating some valuable actionable insights to the data, and communicating their findings to the business.” Data scientists come up with queries.

    Along with predictive analytics, they also use coding to sift through large amounts of unstructured data to derive insights and help design future strategies. Data scientists clean, manage, and structure big data from disparate sources. These “curious data wizards” are versatile to say the least—they enable data-driven decision making often by creating models or prototypes from trends or patterns they discern and by underscoring implications.

    6. Data Engineer/Data Architect

    “Data engineers are the designers, builders and managers of the information or “big data” infrastructure.” Data engineers ensure that an organization’s big data ecosystem is running without glitches for data scientists to carry out the analysis.

    Skills Required:

    Data engineers are computer engineers who must know Pig, Hadoop, MapReduce, Hive, MySQL, Cassandra, MongoDB, NoSQL, SQL, Data streaming, and programming. Data engineers have to be proficient in R, Python, Ruby, C++, Perl, Java, SAS, SPSS, and Matlab.

    Other must-have skills include knowledge of ETL tools, data APIs, data modeling, and data warehousing solutions. They are typically not expected to know analytics or machine learning.

    Roles & Responsibilities:

    Data infrastructure engineers develop, construct, test, and maintain highly scalable data management systems. Unlike data scientists who seek an exploratory and iterative path to arrive at a solution, data engineers look for the linear path. Data engineers will improve existing systems by integrating newer data management technologies.

    They will develop custom analytics applications and software components. Data engineers collect and store data, do real-time or batch processing, and serve it for analysis to data scientists via an API. They log and handle errors, identify when to scale up, ensure seamless integration, and “build human-fault-tolerant pipelines.” The career path would be Data Engineer?Senior Data Engineer?BI Architect?Data Architect.

    7. Machine Learning Engineer

    Machine learning (ML) has become quite a booming field with the mind-boggling amount of data we have to tap into. And, thankfully, the world still needs engineers who use amazing algorithms to make sense of this data.

    Skills Required:

    Engineers should focus on Python, Java, Scala, C++, and Javascript. To become a machine learning engineer, you need to know to build highly-scalable distributed systems, be sure of the machine learning concepts, play around with big datasets, and work in teams that focus on personalization.

    ML engineers are data- and metric-driven and have a strong foundation in mathematics and statistics. They are expected to have experience in Elasticsearch, SQL, Amazon Web Service, and REST APIs. As always, great communication skills are vital to interpret complex ML concepts to non-experts.

    Roles & Responsibilities:

    Machine learning engineers have to design and implement machine learning applications/algorithms such as clustering, anomaly detection, classification, or prediction to address business challenges. ML engineers build data pipelines, benchmark infrastructure, and do A/B testing.

    They work collaboratively with product and development teams to improve data quality via tooling, optimization, and testing. ML engineers have to monitor the performance and ensure the reliability of machine learning systems in the organization.

    8. Big Data Engineer

    What a big data solutions architect designs, a big data engineer builds, says DataFloq founder Mark van Rijmenam. Big data is a big domain, every kind of role has its own specific responsibilities.

    Skills Required:

    Big data engineers, who have computer engineering or computer science degrees, need to know basics of algorithms and data structures, distributed computing, Hadoop cluster management, HDFS, MapReduce, stream-processing solutions such as Storm or Spark, big data querying tools such as Pig, Impala and Hive, data integration, NoSQL databases such as MongoDB, Cassandra, and HBase, frameworks such as Flume and ETL tools, messaging systems such as Kafka and RabbitMQ, and big data toolkits such as H2O, SparkML, and Mahout.

    They must have experience with Hortonworks, Cloudera, and MapR. Knowledge of different programming and scripting languages is a non-negotiable skill. Usually, people with 1 to 3 years of experience handling databases and software development is preferred for an entry-level position.

    Roles & Responsibilities:

    Rijmenam says “Big data engineers develop, maintain, test, and evaluate big data solutions within organizations. Most of the time they are also involved in the design of big data solutions, because of the experience they have with Hadoop[-]based technologies such as MapReduce, Hive, MongoDB or Cassandra.”

    To support big data analysts and meet business requirements via customization and optimization of features, big data engineers configure, use, and program big data solutions. Using various open source tools, they “architect highly scalable distributed systems.” They have to integrate data processing infrastructure and data management.

    It is a highly cross-functional role. With more years of experience, the responsibilities in development and operations; policies, standards and procedures; communication; business continuity and disaster recovery; coaching and mentoring; and research and evaluation increase.

    Summary

    Companies are running helter-skelter looking for experts to draw meaningful conclusions and make logical predictions from mammoth amounts of data. To meet these requirements, a slew of new job roles have cropped up, each with slightly different roles & responsibilities and skill requirements.

    Blurring boundaries aside, these job roles are equally exciting and as much in demand. Whether you are a data hygienist, data explorer, data modeling expert, data scientist, or business solution architect, ramping up your skill portfolio is always the best way forward.

    Look at these trends from Indeed.com

    If you know exactly what you want to do with your coveted skillset comprising math, statistics, and computer science, then all you need to do is hone the specific combination that will make you a name to reckon with in the field of data science or data engineering.

    To read more informative posts about data science and machine learning, go here.

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    7 Tech Recruiting Trends To Watch Out For In 2024

    The last couple of years transformed how the world works and the tech industry is no exception. Remote work, a candidate-driven market, and automation are some of the tech recruiting trends born out of the pandemic.

    While accepting the new reality and adapting to it is the first step, keeping up with continuously changing hiring trends in technology is the bigger challenge right now.

    What does 2024 hold for recruiters across the globe? What hiring practices would work best in this post-pandemic world? How do you stay on top of the changes in this industry?

    The answers to these questions will paint a clearer picture of how to set up for success while recruiting tech talent this year.

    7 tech recruiting trends for 2024

    6 Tech Recruiting Trends To Watch Out For In 2022

    Recruiters, we’ve got you covered. Here are the tech recruiting trends that will change the way you build tech teams in 2024.

    Trend #1—Leverage data-driven recruiting

    Data-driven recruiting strategies are the answer to effective talent sourcing and a streamlined hiring process.

    Talent acquisition leaders need to use real-time analytics like pipeline growth metrics, offer acceptance rates, quality and cost of new hires, and candidate feedback scores to reduce manual work, improve processes, and hire the best talent.

    The key to capitalizing on talent market trends in 2024 is data. It enables you to analyze what’s working and what needs refinement, leaving room for experimentation.

    Trend #2—Have impactful employer branding

    98% of recruiters believe promoting company culture helps sourcing efforts as seen in our 2021 State Of Developer Recruitment report.

    Having a strong employer brand that supports a clear Employer Value Proposition (EVP) is crucial to influencing a candidate’s decision to work with your company. Perks like upskilling opportunities, remote work, and flexible hours are top EVPs that attract qualified candidates.

    A clear EVP builds a culture of balance, mental health awareness, and flexibility—strengthening your employer brand with candidate-first policies.

    Trend #3—Focus on candidate-driven market

    The pandemic drastically increased the skills gap, making tech recruitment more challenging. With the severe shortage of tech talent, candidates now hold more power and can afford to be selective.

    Competitive pay is no longer enough. Use data to understand what candidates want—work-life balance, remote options, learning opportunities—and adapt accordingly.

    Recruiters need to think creatively to attract and retain top talent.


    Recommended read: What NOT To Do When Recruiting Fresh Talent


    Trend #4—Have a diversity and inclusion oriented company culture

    Diversity and inclusion have become central to modern recruitment. While urgent hiring can delay D&I efforts, long-term success depends on inclusive teams. Our survey shows that 25.6% of HR professionals believe a diverse leadership team helps build stronger pipelines and reduces bias.

    McKinsey’s Diversity Wins report confirms this: top-quartile gender-diverse companies see 25% higher profitability, and ethnically diverse teams show 36% higher returns.

    It's refreshing to see the importance of an inclusive culture increasing across all job-seeking communities, especially in tech. This reiterates that D&I is a must-have, not just a good-to-have.

    —Swetha Harikrishnan, Sr. HR Director, HackerEarth

    Recommended read: Diversity And Inclusion in 2022 - 5 Essential Rules To Follow


    Trend #5—Embed automation and AI into your recruitment systems

    With the rise of AI tools like ChatGPT, automation is being adopted across every business function—including recruiting.

    Manual communication with large candidate pools is inefficient. In 2024, recruitment automation and AI-powered platforms will automate candidate nurturing and communication, providing a more personalized experience while saving time.

    Trend #6—Conduct remote interviews

    With 32.5% of companies planning to stay remote, remote interviewing is here to stay.

    Remote interviews expand access to global talent, reduce overhead costs, and increase flexibility—making the hiring process more efficient for both recruiters and candidates.

    Trend #7—Be proactive in candidate engagement

    Delayed responses or lack of updates can frustrate candidates and impact your brand. Proactive communication and engagement with both active and passive candidates are key to successful recruiting.

    As recruitment evolves, proactive candidate engagement will become central to attracting and retaining talent. In 2023 and beyond, companies must engage both active and passive candidates through innovative strategies and technologies like chatbots and AI-powered systems. Building pipelines and nurturing relationships will enhance employer branding and ensure long-term hiring success.

    —Narayani Gurunathan, CEO, PlaceNet Consultants

    Recruiting Tech Talent Just Got Easier With HackerEarth

    Recruiting qualified tech talent is tough—but we’re here to help. HackerEarth for Enterprises offers an all-in-one suite that simplifies sourcing, assessing, and interviewing developers.

    Our tech recruiting platform enables you to:

    • Tap into a 6 million-strong developer community
    • Host custom hackathons to engage talent and boost your employer brand
    • Create online assessments to evaluate 80+ tech skills
    • Use dev-friendly IDEs and proctoring for reliable evaluations
    • Benchmark candidates against a global community
    • Conduct live coding interviews with FaceCode, our collaborative coding interview tool
    • Guide upskilling journeys via our Learning and Development platform
    • Integrate seamlessly with all leading ATS systems
    • Access 24/7 support with a 95% satisfaction score

    Recommended read: The A-Zs Of Tech Recruiting - A Guide


    Staying ahead of tech recruiting trends, improving hiring processes, and adapting to change is the way forward in 2024. Take note of the tips in this article and use them to build a future-ready hiring strategy.

    Ready to streamline your tech recruiting? Try HackerEarth for Enterprises today.

    (Part 2) Essential Questions To Ask When Interviewing Developers In 2021

    The first part of this blog stresses the importance of asking the right technical interview questions to assess a candidate’s coding skills. But that alone is not enough. If you want to hire the crème de la crème of the developer talent out there, you have to look for a well-rounded candidate.

    Honest communication, empathy, and passion for their work are equally important as a candidate’s technical knowledge. Soft skills are like the cherry on top. They set the best of the candidates apart from the rest.

    Re-examine how you are vetting your candidates. Identify the gaps in your interviews. Once you start addressing these gaps, you find developers who have the potential to be great. And those are exactly the kind of people that you want to work with!

    Let’s get to it, shall we?

    Hire great developers

    What constitutes a good interview question?

    An ideal interview should reveal a candidate’s personality along with their technical knowledge. To formulate a comprehensive list of questions, keep in mind three important characteristics.

    • Questions are open-ended – questions like, “What are some of the programming languages you’re comfortable with,” instead of “Do you know this particular programming language” makes the candidate feel like they’re in control. It is also a chance to let them reply to your question in their own words.
    • They address the behavioral aspects of a candidate – ensure you have a few questions on your list that allow a candidate to describe a situation. A situation where a client was unhappy or a time when the developer learned a new technology. Such questions help you assess if the candidate is a good fit for the team.
    • There is no right or wrong answer – it is important to have a structured interview process in place. But this does not mean you have a list of standard answers in mind that you’re looking for. How candidates approach your questions shows you whether they have the makings of a successful candidate. Focus on that rather than on the actual answer itself.

    Designing a conversation around these buckets of interview questions brings you to my next question, “What should you look for in each candidate to spot the best ones?”

    Hire GREAT developers by asking the right questions

    Before we dive deep into the interview questions, we have to think about a few things that have changed. COVID-19 has rendered working from home the new normal for the foreseeable future. As a recruiter, the onus falls upon you to understand whether the developer is comfortable working remotely and has the relevant resources to achieve maximum productivity.

    #1 How do you plan your day?

    Remote work gives employees the option to be flexible. You don’t have to clock in 9 hours a day as long as you get everything done on time. A developer who hasn’t always been working remotely, but has a routine in place, understands the pitfalls of working from home. It is easy to get distracted and having a schedule to fall back on ensures good productivity.

    #2 Do you have experience using tools for collaboration and remote work?

    Working from home reduces human interaction heavily. There is no way to just go up to your teammate’s desk and clarify issues. Virtual communication is key to getting work done. Look for what kind of remote working tools your candidate is familiar with and if they know what collaborative tools to use for different tasks.

    Value-based interview questions to ask

    We went around and spoke to our engineering team, and the recruiting team to see what questions they abide by; what they think makes any candidate tick.

    The result? – a motley group of questions that aim to reveal the candidate’s soft skills, in addition to typical technical interview questions and test tasks.


    Recommended read: How Recruiting The Right Tech Talent Can Solve Tech Debt


    #3 Please describe three recent projects that you worked on. What were the most interesting and challenging parts?

    This is an all-encompassing question in that it lets the candidate explain at length about their work ethic—thought process, handling QA, working with a team, and managing user feedback. This also lets you dig enough to assess whether the candidate is taking credit for someone else's work or not.

    #4 You’ve worked long and hard to deliver a complex feature for a client and they say it’s not what they asked for. How would you take it?

    A good developer will take it in their stride, work closely with the client to find the point of disconnect, and sort out the issue. There are so many things that could go wrong or not be to the client’s liking, and it falls on the developer to remain calm and create solutions.

    #5 What new programming languages or technologies have you learned recently?

    While being certified in many programming languages doesn't guarantee a great developer, it still is an important technical interview question to ask. It helps highlight a thirst for knowledge and shows that the developer is eager to learn new things.

    #6 What does the perfect release look like? Who is involved and what is your role?

    Have the developer take you through each phase of a recent software development lifecycle. Ask them to explain their specific role in each phase in this release. This will give you an excellent perspective into a developer’s mind. Do they talk about the before and after of the release? A skilled developer would. The chances of something going wrong in a release are very high. How would the developer react? Will they be able to handle the pressure?


    SUBSCRIBE to the HackerEarth blog and enrich your monthly reading with our free e-newsletter – Fresh, insightful and awesome articles straight into your inbox from around the tech recruiting world!


    #7 Tell me about a time when you had to convince your lead to try a different approach?

    As an example of a behavioral interview question, this is a good one. The way a developer approaches this question speaks volumes about how confident they are expressing their views, and how succinct they are in articulating those views.

    #8 What have you done with all the extra hours during the pandemic?

    Did you binge-watch your way through the pandemic? I’m sure every one of us has done this. Indulge in a lighthearted conversation with your candidate. This lets them talk about something they are comfortable with. Maybe they learned a new skill or took up a hobby. Get to know a candidate’s interests and little pleasures for a more rounded evaluation.

    Over to you! Now that you know what aspects of a candidate to focus on, you are well-equipped to bring out the best in each candidate in their interviews. A mix of strong technical skills and interpersonal qualities is how you spot good developers for your team.

    If you have more pressing interview questions to add to this list of ours, please write to us at contact@hackerearth.com.

    (Part 1) Essential Questions To Ask When Recruiting Developers In 2021

    The minute a developer position opens up, recruiters feel a familiar twinge of fear run down their spines. They recall their previous interview experiences, and how there seems to be a blog post a month that goes viral about bad developer interviews.

    While hiring managers, especially the picky ones, would attribute this to a shortage of talented developers, what if the time has come to rethink your interview process? What if recruiters and hiring managers put too much stock into bringing out the technical aspects of each candidate and don’t put enough emphasis on their soft skills?

    A report by Robert Half shows that 86% of technology leaders say it’s challenging to find IT talent. Interviewing developers should be a rewarding experience, not a challenging one. If you don’t get caught up in asking specific questions and instead design a simple conversation to gauge a candidate’s way of thinking, it throws up a lot of good insight and makes it fun too.

    Developer Hiring Statistics

    Asking the right technical interview questions when recruiting developers is important but so is clear communication, good work ethic, and alignment with your organization’s goals.

    Let us first see what kind of technical interview questions are well-suited to revealing the coding skills and knowledge of any developer, and then tackle the behavioral aspects of the candidate that sets them apart from the rest.

    Recruit GREAT developers by asking the right questions

    Here are some technical interview questions that you should ask potential software engineers when interviewing.

    #1 Write an algorithm for the following

    1. Minimum Stack - Design a stack that provides 4 functions - push(item), pop, peek, and minimum, all in constant order time complexity. Then move on to coding the actual solution.
    2. Kth Largest Element in an array - This is a standard problem with multiple solutions of best time complexity orders where N log(K) is a common one and O(N) + K log(N) is a lesser-known order. Both solutions are acceptable, not directly comparable to each other, and better than N log(N), which is sorting an array and fetching the Kth element.
    3. Top View of a Binary Tree - Given a root node of the binary tree, return the set of all elements that will get wet if it rains on the tree. Nodes having any nodes directly above them will not get wet.
    4. Internal implementation of a hashtable like a map/dictionary - A candidate needs to specify how key-value pairs are stored, hashing is used and collisions are handled. A good developer not only knows how to use this concept but also how it works. If the developer also knows how the data structure scales when the number of records increases in the hashtable, that is a bonus.

    Algorithms demonstrate a candidate’s ability to break down a complex problem into steps. Reasoning and pattern recognition capabilities are some more factors to look for when assessing a candidate. A good candidate can code his thought process of the algorithm finalized during the discussion.


    Looking for a great place to hire developers in the US? Try Jooble!


    #2 Formulate solutions for the below low-level design (LLD) questions

    • What is LLD? In your own words, specify the different aspects covered in LLD.
    • Design a movie ticket booking application like BookMyShow. Ensure that your database schema is tailored for a theatre with multiple screens and takes care of booking, seat availability, seat arrangement, and seat locking. Your solution does not have to extend to the payment option.
    • Design a basic social media application. Design database schema and APIs for a platform like Twitter with features for following a user, tweeting a post, seeing your tweet, and seeing a user's tweet.

    Such questions do not have a right or wrong answer. They primarily serve to reveal a developer’s thought process and the way they approach a problem.


    Recommended read: Hardest Tech Roles to Fill (+ solutions!)


    #3 Some high-level design (HLD) questions

    • What do you understand by HLD? Can you specify the difference between LLD and HLD?
    • Design a social media application. In addition to designing a platform like Twitter with features for following a user, tweeting a post, seeing your tweet, and seeing a user's tweet, design a timeline. After designing a timeline where you can see your followers’ tweets, scale it for a larger audience. If you still have time, try to scale it for a celebrity use case.
    • Design for a train ticket booking application like IRCTC. Incorporate auth, features to choose start and end stations, view available trains and available seats between two stations, save reservation of seats from start to end stations, and lock them till payment confirmation.
    • How will you design a basic relational database? The database should support tables, columns, basic field types like integer and text, foreign keys, and indexes. The way a developer approaches this question is important. A good developer designs a solution around storage and memory management.
    Here’s a pro-tip for you. LLD questions can be answered by both beginners and experienced developers. Mostly, senior developers can be expected to answer HLD questions. Choose your interview questions set wisely, and ask questions relevant to your candidate’s experience.

    #4 Have you ever worked with SQL? Write queries for a specific use case that requires multiple joins.

    Example: Create a table with separate columns for student name, subject, and marks scored. Return student names and ranks of each student. The rank of a student depends on the total of marks in all subjects.

    Not all developers would have experience working with SQL but some knowledge about how data is stored/structured is useful. Developers should be familiar with simple concepts like joins, retrieval queries, and the basics of DBMS.

    #5 What do you think is wrong with this code?

    Instead of asking developer candidates to write code on a piece of paper (which is outdated, anyway), ask them to debug existing code. This is another way to assess their technical skills. Place surreptitious errors in the code and evaluate their attention to detail.

    Now that you know exactly what technical skills to look for and when questions to ask when interviewing developers, the time has come to assess the soft skills of these candidates. Part 2 of this blog throws light on the how and why of evaluating candidates based on their communication skills, work ethic, and alignment with the company’s goals.

    View all

    Best Pre-Employment Assessments: Optimizing Your Hiring Process for 2024

    In today's competitive talent market, attracting and retaining top performers is crucial for any organization's success. However, traditional hiring methods like relying solely on resumes and interviews may not always provide a comprehensive picture of a candidate's skills and potential. This is where pre-employment assessments come into play.

    What is Pre-Employement Assessment?

    Pre-employment assessments are standardized tests and evaluations administered to candidates before they are hired. These assessments can help you objectively measure a candidate's knowledge, skills, abilities, and personality traits, allowing you to make data-driven hiring decisions.

    By exploring and evaluating the best pre-employment assessment tools and tests available, you can:

    • Improve the accuracy and efficiency of your hiring process.
    • Identify top talent with the right skills and cultural fit.
    • Reduce the risk of bad hires.
    • Enhance the candidate experience by providing a clear and objective evaluation process.

    This guide will provide you with valuable insights into the different types of pre-employment assessments available and highlight some of the best tools, to help you optimize your hiring process for 2024.

    Why pre-employment assessments are key in hiring

    While resumes and interviews offer valuable insights, they can be subjective and susceptible to bias. Pre-employment assessments provide a standardized and objective way to evaluate candidates, offering several key benefits:

    • Improved decision-making:

      By measuring specific skills and knowledge, assessments help you identify candidates who possess the qualifications necessary for the job.

    • Reduced bias:

      Standardized assessments mitigate the risks of unconscious bias that can creep into traditional interview processes.

    • Increased efficiency:

      Assessments can streamline the initial screening process, allowing you to focus on the most promising candidates.

    • Enhanced candidate experience:

      When used effectively, assessments can provide candidates with a clear understanding of the required skills and a fair chance to showcase their abilities.

    Types of pre-employment assessments

    There are various types of pre-employment assessments available, each catering to different needs and objectives. Here's an overview of some common types:

    1. Skill Assessments:

    • Technical Skills: These assessments evaluate specific technical skills and knowledge relevant to the job role, such as programming languages, software proficiency, or industry-specific expertise. HackerEarth offers a wide range of validated technical skill assessments covering various programming languages, frameworks, and technologies.
    • Soft Skills: These employment assessments measure non-technical skills like communication, problem-solving, teamwork, and critical thinking, crucial for success in any role.

    2. Personality Assessments:

    These employment assessments can provide insights into a candidate's personality traits, work style, and cultural fit within your organization.

    3. Cognitive Ability Tests:

    These tests measure a candidate's general mental abilities, such as reasoning, problem-solving, and learning potential.

    4. Integrity Assessments:

    These employment assessments aim to identify potential risks associated with a candidate's honesty, work ethic, and compliance with company policies.

    By understanding the different types of assessments and their applications, you can choose the ones that best align with your specific hiring needs and ensure you hire the most qualified and suitable candidates for your organization.

    Leading employment assessment tools and tests in 2024

    Choosing the right pre-employment assessment tool depends on your specific needs and budget. Here's a curated list of some of the top pre-employment assessment tools and tests available in 2024, with brief overviews:

    • HackerEarth:

      A comprehensive platform offering a wide range of validated skill assessments in various programming languages, frameworks, and technologies. It also allows for the creation of custom assessments and integrates seamlessly with various recruitment platforms.

    • SHL:

      Provides a broad selection of assessments, including skill tests, personality assessments, and cognitive ability tests. They offer customizable solutions and cater to various industries.

    • Pymetrics:

      Utilizes gamified assessments to evaluate cognitive skills, personality traits, and cultural fit. They offer a data-driven approach and emphasize candidate experience.

    • Wonderlic:

      Offers a variety of assessments, including the Wonderlic Personnel Test, which measures general cognitive ability. They also provide aptitude and personality assessments.

    • Harver:

      An assessment platform focusing on candidate experience with video interviews, gamified assessments, and skills tests. They offer pre-built assessments and customization options.

    Remember: This list is not exhaustive, and further research is crucial to identify the tool that aligns best with your specific needs and budget. Consider factors like the types of assessments offered, pricing models, integrations with your existing HR systems, and user experience when making your decision.

    Choosing the right pre-employment assessment tool

    Instead of full individual tool reviews, consider focusing on 2–3 key platforms. For each platform, explore:

    • Target audience: Who are their assessments best suited for (e.g., technical roles, specific industries)?
    • Types of assessments offered: Briefly list the available assessment categories (e.g., technical skills, soft skills, personality).
    • Key features: Highlight unique functionalities like gamification, custom assessment creation, or seamless integrations.
    • Effectiveness: Briefly mention the platform's approach to assessment validation and reliability.
    • User experience: Consider including user reviews or ratings where available.

    Comparative analysis of assessment options

    Instead of a comprehensive comparison, consider focusing on specific use cases:

    • Technical skills assessment:

      Compare HackerEarth and Wonderlic based on their technical skill assessment options, focusing on the variety of languages/technologies covered and assessment formats.

    • Soft skills and personality assessment:

      Compare SHL and Pymetrics based on their approaches to evaluating soft skills and personality traits, highlighting any unique features like gamification or data-driven insights.

    • Candidate experience:

      Compare Harver and Wonderlic based on their focus on candidate experience, mentioning features like video interviews or gamified assessments.

    Additional tips:

    • Encourage readers to visit the platforms' official websites for detailed features and pricing information.
    • Include links to reputable third-party review sites where users share their experiences with various tools.

    Best practices for using pre-employment assessment tools

    Integrating pre-employment assessments effectively requires careful planning and execution. Here are some best practices to follow:

    • Define your assessment goals:

      Clearly identify what you aim to achieve with assessments. Are you targeting specific skills, personality traits, or cultural fit?

    • Choose the right assessments:

      Select tools that align with your defined goals and the specific requirements of the open position.

    • Set clear expectations:

      Communicate the purpose and format of the assessments to candidates in advance, ensuring transparency and building trust.

    • Integrate seamlessly:

      Ensure your chosen assessment tool integrates smoothly with your existing HR systems and recruitment workflow.

    • Train your team:

      Equip your hiring managers and HR team with the knowledge and skills to interpret assessment results effectively.

    Interpreting assessment results accurately

    Assessment results offer valuable data points, but interpreting them accurately is crucial for making informed hiring decisions. Here are some key considerations:

    • Use results as one data point:

      Consider assessment results alongside other information, such as resumes, interviews, and references, for a holistic view of the candidate.

    • Understand score limitations:

      Don't solely rely on raw scores. Understand the assessment's validity and reliability and the potential for cultural bias or individual test anxiety.

    • Look for patterns and trends:

      Analyze results across different assessments and identify consistent patterns that align with your desired candidate profile.

    • Focus on potential, not guarantees:

      Assessments indicate potential, not guarantees of success. Use them alongside other evaluation methods to make well-rounded hiring decisions.

    Choosing the right pre-employment assessment tools

    Selecting the most suitable pre-employment assessment tool requires careful consideration of your organization's specific needs. Here are some key factors to guide your decision:

    • Industry and role requirements:

      Different industries and roles demand varying skill sets and qualities. Choose assessments that target the specific skills and knowledge relevant to your open positions.

    • Company culture and values:

      Align your assessments with your company culture and values. For example, if collaboration is crucial, look for assessments that evaluate teamwork and communication skills.

    • Candidate experience:

      Prioritize tools that provide a positive and smooth experience for candidates. This can enhance your employer brand and attract top talent.

    Budget and accessibility considerations

    Budget and accessibility are essential factors when choosing pre-employment assessments:

    • Budget:

      Assessment tools come with varying pricing models (subscriptions, pay-per-use, etc.). Choose a tool that aligns with your budget and offers the functionalities you need.

    • Accessibility:

      Ensure the chosen assessment is accessible to all candidates, considering factors like language options, disability accommodations, and internet access requirements.

    Additional Tips:

    • Free trials and demos: Utilize free trials or demos offered by assessment platforms to experience their functionalities firsthand.
    • Consult with HR professionals: Seek guidance from HR professionals or recruitment specialists with expertise in pre-employment assessments.
    • Read user reviews and comparisons: Gain insights from other employers who use various assessment tools.

    By carefully considering these factors, you can select the pre-employment assessment tool that best aligns with your organizational needs, budget, and commitment to an inclusive hiring process.

    Remember, pre-employment assessments are valuable tools, but they should not be the sole factor in your hiring decisions. Use them alongside other evaluation methods and prioritize building a fair and inclusive hiring process that attracts and retains top talent.

    Future trends in pre-employment assessments

    The pre-employment assessment landscape is constantly evolving, with innovative technologies and practices emerging. Here are some potential future trends to watch:

    • Artificial intelligence (AI):

      AI-powered assessments can analyze candidate responses, written work, and even resumes, using natural language processing to extract relevant insights and identify potential candidates.

    • Adaptive testing:

      These assessments adjust the difficulty level of questions based on the candidate's performance, providing a more efficient and personalized evaluation.

    • Micro-assessments:

      Short, focused assessments delivered through mobile devices can assess specific skills or knowledge on-the-go, streamlining the screening process.

    • Gamification:

      Engaging and interactive game-based elements can make the assessment experience more engaging and assess skills in a realistic and dynamic way.

    Conclusion

    Pre-employment assessments, when used thoughtfully and ethically, can be a powerful tool to optimize your hiring process, identify top talent, and build a successful workforce for your organization. By understanding the different types of assessments available, exploring top-rated tools like HackerEarth, and staying informed about emerging trends, you can make informed decisions that enhance your ability to attract, evaluate, and hire the best candidates for the future.

    Tech Layoffs: What To Expect In 2024

    Layoffs in the IT industry are becoming more widespread as companies fight to remain competitive in a fast-changing market; many turn to layoffs as a cost-cutting measure. Last year, 1,000 companies including big tech giants and startups, laid off over two lakhs of employees. But first, what are layoffs in the tech business, and how do they impact the industry?

    Tech layoffs are the termination of employment for some employees by a technology company. It might happen for various reasons, including financial challenges, market conditions, firm reorganization, or the after-effects of a pandemic. While layoffs are not unique to the IT industry, they are becoming more common as companies look for methods to cut costs while remaining competitive.

    The consequences of layoffs in technology may be catastrophic for employees who lose their jobs and the firms forced to make these difficult decisions. Layoffs can result in the loss of skill and expertise and a drop in employee morale and productivity. However, they may be required for businesses to stay afloat in a fast-changing market.

    This article will examine the reasons for layoffs in the technology industry, their influence on the industry, and what may be done to reduce their negative impacts. We will also look at the various methods for tracking tech layoffs.

    What are tech layoffs?

    The term "tech layoff" describes the termination of employees by an organization in the technology industry. A company might do this as part of a restructuring during hard economic times.

    In recent times, the tech industry has witnessed a wave of significant layoffs, affecting some of the world’s leading technology companies, including Amazon, Microsoft, Meta (formerly Facebook), Apple, Cisco, SAP, and Sony. These layoffs are a reflection of the broader economic challenges and market adjustments facing the sector, including factors like slowing revenue growth, global economic uncertainties, and the need to streamline operations for efficiency.

    Each of these tech giants has announced job cuts for various reasons, though common themes include restructuring efforts to stay competitive and agile, responding to over-hiring during the pandemic when demand for tech services surged, and preparing for a potentially tough economic climate ahead. Despite their dominant positions in the market, these companies are not immune to the economic cycles and technological shifts that influence operational and strategic decisions, including workforce adjustments.

    This trend of layoffs in the tech industry underscores the volatile nature of the tech sector, which is often at the mercy of rapid changes in technology, consumer preferences, and the global economy. It also highlights the importance of adaptability and resilience for companies and employees alike in navigating the uncertainties of the tech landscape.

    Causes for layoffs in the tech industry

    Why are tech employees suffering so much?

    Yes, the market is always uncertain, but why resort to tech layoffs?

    Various factors cause tech layoffs, including company strategy changes, market shifts, or financial difficulties. Companies may lay off employees if they need help to generate revenue, shift their focus to new products or services, or automate certain jobs.

    In addition, some common reasons could be:

    Financial struggles

    Currently, the state of the global market is uncertain due to economic recession, ongoing war, and other related phenomena. If a company is experiencing financial difficulties, only sticking to pay cuts may not be helpful—it may need to reduce its workforce to cut costs.


    Also, read: 6 Steps To Create A Detailed Recruiting Budget (Template Included)


    Changes in demand

    The tech industry is constantly evolving, and companies would have to adjust their workforce to meet changing market conditions. For instance, companies are adopting remote work culture, which surely affects on-premises activity, and companies could do away with some number of tech employees at the backend.

    Restructuring

    Companies may also lay off employees as part of a greater restructuring effort, such as spinning off a division or consolidating operations.

    Automation

    With the advancement in technology and automation, some jobs previously done by human labor may be replaced by machines, resulting in layoffs.

    Mergers and acquisitions

    When two companies merge, there is often overlap in their operations, leading to layoffs as the new company looks to streamline its workforce.

    But it's worth noting that layoffs are not exclusive to the tech industry and can happen in any industry due to uncertainty in the market.

    Will layoffs increase in 2024?

    It is challenging to estimate the rise or fall of layoffs. The overall state of the economy, the health of certain industries, and the performance of individual companies will play a role in deciding the degree of layoffs in any given year.

    But it is also seen that, in the first 15 days of this year, 91 organizations laid off over 24,000 tech workers, and over 1,000 corporations cut down more than 150,000 workers in 2022, according to an Economic Times article.

    The COVID-19 pandemic caused a huge economic slowdown and forced several businesses to downsize their employees. However, some businesses rehired or expanded their personnel when the world began to recover.

    So, given the current level of economic uncertainty, predicting how the situation will unfold is difficult.


    Also, read: 4 Images That Show What Developers Think Of Layoffs In Tech


    What types of companies are prone to tech layoffs?

    2023 Round Up Of Layoffs In Big Tech

    Tech layoffs can occur in organizations of all sizes and various areas.

    Following are some examples of companies that have experienced tech layoffs in the past:

    Large tech firms

    Companies such as IBM, Microsoft, Twitter, Better.com, Alibaba, and HP have all experienced layoffs in recent years as part of restructuring initiatives or cost-cutting measures.

    Market scenarios are still being determined after Elon Musk's decision to lay off employees. Along with tech giants, some smaller companies and startups have also been affected by layoffs.

    Startups

    Because they frequently work with limited resources, startups may be forced to lay off staff if they cannot get further funding or need to pivot due to market downfall.

    Small and medium-sized businesses

    Small and medium-sized businesses face layoffs due to high competition or if the products/services they offer are no longer in demand.

    Companies in certain industries

    Some sectors of the technological industry, such as the semiconductor industry or automotive industry, may be more prone to layoffs than others.

    Companies that lean on government funding

    Companies that rely significantly on government contracts may face layoffs if the government cuts technology spending or contracts are not renewed.

    How to track tech layoffs?

    You can’t stop tech company layoffs, but you should be keeping track of them. We, HR professionals and recruiters, can also lend a helping hand in these tough times by circulating “layoff lists” across social media sites like LinkedIn and Twitter to help people land jobs quicker. Firefish Software put together a master list of sources to find fresh talent during the layoff period.

    Because not all layoffs are publicly disclosed, tracking tech industry layoffs can be challenging, and some may go undetected. There are several ways to keep track of tech industry layoffs:

    Use tech layoffs tracker

    Layoff trackers like thelayoff.com and layoffs.fyi provide up-to-date information on layoffs.

    In addition, they aid in identifying trends in layoffs within the tech industry. It can reveal which industries are seeing the most layoffs and which companies are the most affected.

    Companies can use layoff trackers as an early warning system and compare their performance to that of other companies in their field.

    News articles

    Because many news sites cover tech layoffs as they happen, keeping a watch on technology sector stories can provide insight into which organizations are laying off employees and how many individuals have been affected.

    Social media

    Organizations and employees frequently publish information about layoffs in tech on social media platforms; thus, monitoring companies' social media accounts or following key hashtags can provide real-time updates regarding layoffs.

    Online forums and communities

    There are online forums and communities dedicated to discussing tech industry news, and they can be an excellent source of layoff information.

    Government reports

    Government agencies such as the Bureau of Labor Statistics (BLS) publish data on layoffs and unemployment, which can provide a more comprehensive picture of the technology industry's status.

    How do companies reduce tech layoffs?

    Layoffs in tech are hard – for the employee who is losing their job, the recruiter or HR professional who is tasked with informing them, and the company itself. So, how can we aim to avoid layoffs? Here are some ways to minimize resorting to letting people go:

    Salary reductions

    Instead of laying off employees, businesses can lower the salaries or wages of all employees. It can be accomplished by instituting compensation cuts or salary freezes.

    Implementing a hiring freeze

    Businesses can halt employing new personnel to cut costs. It can be a short-term solution until the company's financial situation improves.


    Also, read: What Recruiters Can Focus On During A Tech Hiring Freeze


    Non-essential expense reduction

    Businesses might search for ways to cut or remove non-essential expenses such as travel, training, and office expenses.

    Reducing working hours

    Companies can reduce employee working hours to save money, such as implementing a four-day workweek or a shorter workday.

    These options may not always be viable and may have their problems, but before laying off, a company owes it to its people to consider every other alternative, and formulate the best solution.

    Tech layoffs to bleed into this year

    While we do not know whether this trend will continue or subside during 2023, we do know one thing. We have to be prepared for a wave of layoffs that is still yet to hit. As of last month, Layoffs.fyi had already tracked 170+ companies conducting 55,970 layoffs in 2023.

    So recruiters, let’s join arms, distribute those layoff lists like there’s no tomorrow, and help all those in need of a job! :)

    What is Headhunting In Recruitment?: Types & How Does It Work?

    In today’s fast-paced world, recruiting talent has become increasingly complicated. Technological advancements, high workforce expectations and a highly competitive market have pushed recruitment agencies to adopt innovative strategies for recruiting various types of talent. This article aims to explore one such recruitment strategy – headhunting.

    What is Headhunting in recruitment?

    In headhunting, companies or recruitment agencies identify, engage and hire highly skilled professionals to fill top positions in the respective companies. It is different from the traditional process in which candidates looking for job opportunities approach companies or recruitment agencies. In headhunting, executive headhunters, as recruiters are referred to, approach prospective candidates with the hiring company’s requirements and wait for them to respond. Executive headhunters generally look for passive candidates, those who work at crucial positions and are not on the lookout for new work opportunities. Besides, executive headhunters focus on filling critical, senior-level positions indispensable to companies. Depending on the nature of the operation, headhunting has three types. They are described later in this article. Before we move on to understand the types of headhunting, here is how the traditional recruitment process and headhunting are different.

    How do headhunting and traditional recruitment differ from each other?

    Headhunting is a type of recruitment process in which top-level managers and executives in similar positions are hired. Since these professionals are not on the lookout for jobs, headhunters have to thoroughly understand the hiring companies’ requirements and study the work profiles of potential candidates before creating a list.

    In the traditional approach, there is a long list of candidates applying for jobs online and offline. Candidates approach recruiters for jobs. Apart from this primary difference, there are other factors that define the difference between these two schools of recruitment.

    AspectHeadhuntingTraditional RecruitmentCandidate TypePrimarily passive candidateActive job seekersApproachFocused on specific high-level rolesBroader; includes various levelsScopeproactive outreachReactive: candidates applyCostGenerally more expensive due to expertise requiredTypically lower costsControlManaged by headhuntersManaged internally by HR teams

    All the above parameters will help you to understand how headhunting differs from traditional recruitment methods, better.

    Types of headhunting in recruitment

    Direct headhunting: In direct recruitment, hiring teams reach out to potential candidates through personal communication. Companies conduct direct headhunting in-house, without outsourcing the process to hiring recruitment agencies. Very few businesses conduct this type of recruitment for top jobs as it involves extensive screening across networks outside the company’s expanse.

    Indirect headhunting: This method involves recruiters getting in touch with their prospective candidates through indirect modes of communication such as email and phone calls. Indirect headhunting is less intrusive and allows candidates to respond at their convenience.Third-party recruitment: Companies approach external recruitment agencies or executive headhunters to recruit highly skilled professionals for top positions. This method often leverages the company’s extensive contact network and expertise in niche industries.

    How does headhunting work?

    Finding highly skilled professionals to fill critical positions can be tricky if there is no system for it. Expert executive headhunters employ recruitment software to conduct headhunting efficiently as it facilitates a seamless recruitment process for executive headhunters. Most software is AI-powered and expedites processes like candidate sourcing, interactions with prospective professionals and upkeep of communication history. This makes the process of executive search in recruitment a little bit easier. Apart from using software to recruit executives, here are the various stages of finding high-calibre executives through headhunting.

    Identifying the role

    Once there is a vacancy for a top job, one of the top executives like a CEO, director or the head of the company, reach out to the concerned personnel with their requirements. Depending on how large a company is, they may choose to headhunt with the help of an external recruiting agency or conduct it in-house. Generally, the task is assigned to external recruitment agencies specializing in headhunting. Executive headhunters possess a database of highly qualified professionals who work in crucial positions in some of the best companies. This makes them the top choice of conglomerates looking to hire some of the best talents in the industry.

    Defining the job

    Once an executive headhunter or a recruiting agency is finalized, companies conduct meetings to discuss the nature of the role, how the company works, the management hierarchy among other important aspects of the job. Headhunters are expected to understand these points thoroughly and establish a clear understanding of their expectations and goals.

    Candidate identification and sourcing

    Headhunters analyse and understand the requirements of their clients and begin creating a pool of suitable candidates from their database. The professionals are shortlisted after conducting extensive research of job profiles, number of years of industry experience, professional networks and online platforms.

    Approaching candidates

    Once the potential candidates have been identified and shortlisted, headhunters move on to get in touch with them discreetly through various communication channels. As such candidates are already working at top level positions at other companies, executive headhunters have to be low-key while doing so.

    Assessment and Evaluation

    In this next step, extensive screening and evaluation of candidates is conducted to determine their suitability for the advertised position.

    Interviews and negotiations

    Compensation is a major topic of discussion among recruiters and prospective candidates. A lot of deliberation and negotiation goes on between the hiring organization and the selected executives which is facilitated by the headhunters.

    Finalizing the hire

    Things come to a close once the suitable candidates accept the job offer. On accepting the offer letter, headhunters help finalize the hiring process to ensure a smooth transition.

    The steps listed above form the blueprint for a typical headhunting process. Headhunting has been crucial in helping companies hire the right people for crucial positions that come with great responsibility. However, all systems have a set of challenges no matter how perfect their working algorithm is. Here are a few challenges that talent acquisition agencies face while headhunting.

    Common challenges in headhunting

    Despite its advantages, headhunting also presents certain challenges:

    Cost Implications: Engaging headhunters can be more expensive than traditional recruitment methods due to their specialized skills and services.

    Time-Consuming Process: While headhunting can be efficient, finding the right candidate for senior positions may still take time due to thorough evaluation processes.

    Market Competition: The competition for top talent is fierce; organizations must present compelling offers to attract passive candidates away from their current roles.

    Although the above mentioned factors can pose challenges in the headhunting process, there are more upsides than there are downsides to it. Here is how headhunting has helped revolutionize the recruitment of high-profile candidates.

    Advantages of Headhunting

    Headhunting offers several advantages over traditional recruitment methods:

    Access to Passive Candidates: By targeting individuals who are not actively seeking new employment, organisations can access a broader pool of highly skilled professionals.

    Confidentiality: The discreet nature of headhunting protects both candidates’ current employment situations and the hiring organisation’s strategic interests.

    Customized Search: Headhunters tailor their search based on the specific needs of the organization, ensuring a better fit between candidates and company culture.

    Industry Expertise: Many headhunters specialise in particular sectors, providing valuable insights into market dynamics and candidate qualifications.

    Conclusion

    Although headhunting can be costly and time-consuming, it is one of the most effective ways of finding good candidates for top jobs. Executive headhunters face several challenges maintaining the g discreetness while getting in touch with prospective clients. As organizations navigate increasingly competitive markets, understanding the nuances of headhunting becomes vital for effective recruitment strategies. To keep up with the technological advancements, it is better to optimise your hiring process by employing online recruitment software like HackerEarth, which enables companies to conduct multiple interviews and evaluation tests online, thus improving candidate experience. By collaborating with skilled headhunters who possess industry expertise and insights into market trends, companies can enhance their chances of securing high-caliber professionals who drive success in their respective fields.

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