Technology – Page 3 – Talent500 Blog

Front-end frameworks & libraries every developer should know

Posted on July 18, 2022July 19, 2022 by venkatesh

Building front-end applications require developers to combine HTML that sets the basic layout of a webpage with CSS to manage visual formatting and JavaScript to add interactivity to the page. While it is possible to develop front-end projects from scratch, writing each functionality and setting the whole layout line by line is not efficient and, in 2022 it is not required.

Frameworks and libraries are software packages that are prewritten/reusable code modules which can be imported into a project. These standardized front-end technologies help front-end developers accelerate the development process without spending copious time coding every object or function from scratch.

This article lists some front-end frameworks and libraries that every developer must be familiar with.

CSS pre/post-processing

Basic CSS is limited to just styling the elements that we develop in HTML, but modern applications are more complex. The pre and post-processing capability of CSS allows front-end developers to dynamically execute the code like other programming languages.

Sass and LESS are two pre-processing extensions of CSS that allow front-end developers to use loops, variables, and functions within CSS. This extended functionality helps to use logic within styling to visualize content differently as per the requirement.

Post-processing is used when you’ve already coded in plain CSS and want to extend its functionality afterward through automation. Some common post-processing activities include extending class selectors and auto-appending prefixes. PostCSS is a framework that can be used for post-processing CSS.

JavaScript is the web language that is estimated to be used by over 90% of websites. Therefore, front-end developers can greatly benefit from knowing JavaScript frameworks.

React.js

React.js or React is an open-source JavaScript front-end framework that was created at Facebook to support its exponential growth. It is widely used for applications and websites that handle high traffic without compromising user experience. React has selective rendering, due to which there is a significant performance boost. Once you master React.js, you no longer have to waste time recalculating page layout to fix performance issues. With lifecycle methods like componentDidMount, React can execute code at specific points during an entity’s lifetime, saving resources and boosting performance.

jQuery

A classic JavaScript library, jQuery is still one of the essential front-end libraries to master. It is lightweight, fast, and feature-rich. This makes it easier to carry out HTML document manipulation, traversal, and assists with animation, event handling, and Ajax.

As of 2021, around 77.6% of all websites use jQuery, so it is a sound front-end library for developers to learn. One of the reasons why developers prefer jQuery is its small size. The library is just 30 kb to gzip or minify.

After these two JavaScript frameworks, there are several other JavaScript frameworks you can explore, like Node.js, Angular, and D3.js.

Component libraries

A component library is a tool that allows front-end developers to scale their projects fast. From Netflix to Uber, many companies leverage these front-end libraries to design speedy systems and show impressive growth.

Unless you are working on an enterprise project with specific needs, you seldom have to look over component libraries to build applications and websites faster. For instance, when you are working on a webpage, you do not have to set the columns and rows to adjust the position of elements one at a time.

You can use Bootstrap, which uses built-in components to position elements on a web page. For almost any functionality, there are component libraries available to use out of the box. However, you must ensure that you are not simply importing the component libraries and using them with the same look and feel. This will make your website look too similar to other websites using the same component libraries. Instead, use these front-end libraries to maintain features.

Some important component libraries for front-end developers are:

Bootstrap

MUI

Chakra UI

Single-page application (SPA) frameworks and libraries

When working on single-page applications, you might not need all the functionalities of a framework but limited components from it. You can count on SPA front-end libraries and frameworks for such development requirements.

Some important examples of SPA JavaScript frameworks to understand are Vue, Next, and Svelte.

SPA routing libraries are also important. These front-end libraries include the page routing functionality to the project when it is missing in a SPA framework. Svelte SPA Router, React Router and React Navigation are some notable routing libraries.

Finally, if you are building an application that requires scalability beyond the scope of conventional front-end frameworks, third-party SPA state management libraries can help. Redux, Hookstate, and NgRx are some important state management libraries.

Conclusion

Innovation in software development results from combining technical skills with productivity tools to deliver results faster, by automating much of the time-consuming tasks. The front-end libraries and frameworks listed here can help developers accelerate project development and scale at speed. This should serve as a great reference guide to get you started.

Talent500 is a hub for elite Indian talent to find career opportunities at world-class companies that build products that impact the lives of millions of people. Join our elite pool of talent and get noticed by the best employers.

Why employee referrals are crucial for hiring in tech, and how to get them

Posted on June 23, 2022 by temp

Tech companies are in a tussle for talent like never before. Back in 2018, a LinkedIn study highlighted the industry’s Achilles heel: a chart-topping turnover rate, 13.2% at the time. With the pandemic easing, the problem seems to have resurfaced and compounded. Multiple sources now reveal Indian IT majors grappling with an attrition rate upwards of 20–25%. Nevertheless, the silver lining, experts suggest, is that the massive churn in the employee talent pool should settle down as 2022 progresses.

Hiring teams find themselves amidst considerable buzz and tension in the job market. Employees who may have earlier not considered changing alliances, now aspire for value in different shapes and sizes, be it a fatter paycheck or a flexible work schedule. They are open to jumping ship. Simultaneously, the rapid pace of digital acceleration juxtaposed with the sparse availability of highly-qualified, domain-specific talent means that hiring managers must act swiftly and smartly.

There may be no way to entirely ‘short-circuit’ the hiring process. However, treading the plank of employee advocacy has proven benefits: better talent, shorter hiring time, reduced cost per candidate – the works! Here’s why employee referrals are too crucial a hiring method to be left underutilized in 2022.

Why do employee referrals work?

Statistics show that employee referrals amount to a large percentage of any given company’s total hires. Data by Gary Crispin published on SHRM pegs this figure at 28–30%, and this can rise to about 45% if more emphasis is placed on the method.

From the perspective of the candidate, a referral establishes an element of trust. Job listings and company websites provide a minimal amount of data about working in the organization. Getting invited by someone who’s ‘been there, done it’ can create a crucial bond between the potential hire and the company. It’s similar to booking one hotel rather than the other, if for no other reason than the reviews. Candidates are likely to go where they have good reason to believe they will succeed.

From the perspective of the employer, a referral means the candidate is, to some extent, already pre-qualified. The fact that a candidate is referred to the company by someone privy to the work culture and demands can drastically improve the quality of the hire. In other words, candidates coming through employee referral programs are vetted by more than the HR team.

It’s a win-win for candidates and hiring teams, and this is reflected by the fact that referrals enjoy a much higher job-offer rate than regular applicants.

Top advantages of employee referral programs

88% of employers agree that employee referral programs are the best source of recruitment, backed by data from Zippia . Here are some reasons why:

Larger talent pool

An employee referral program grants instant access into the employees’ networks. The best talent may very possibly lie outside the company’s reach, and employee networks can help expand the talent pool exponentially. Moreover, many potential employees may be “passive” about wanting a new job and so, may simply not appear on job boards, search engine ads, career pages, and so on.

Higher conversion rate

Data from software company Jobvite shows that referred candidates enjoy a conversion rate of around 40%. Having such a high number of successful placements vis-à-vis the jobs available is extremely beneficial to the budget. It means spending less on the recruitment process. What’s more, compared to the copious amounts of résumés received through other channels, employee referrals are normally few in number. Companies have access to high-potential candidates through referral programs.

Quicker turnaround time

In a tech world of fierce competition and unrelenting product development deadlines, time is not just money – it’s survival. Here’s where a referred candidate can be gold. The fact that a referral makes candidates and recruiters confident of success translates into a more pleasant recruitment process. Statistics reveal that it implies a shorter recruitment time: 21 days versus the 39-day average, according to data from software company ERIN.

Longer service tenures

Statistics from ERIN also reveal that referred employees stick around longer. Compared to those who come through job boards, nearly double the amount stay committed to a company for double the time frame. Why do referred employees budge less easily? It is probably because they have the inside scoop before joining. They know what they are getting into and make an informed choice to join the company.

Better culture fit

Job listings seek to match technical skills with project requirements. However, will the candidate fit into the team? How will the candidate fare in the company in the long run? A current employee who knows both the company’s culture and the candidate’s personality can help bridge this divide. In fact, recruiters see this culture fit reflected in a high level of employee engagement.

Lower costs per hire

Multiple sources agree that employee referrals are less costly than other sources of recruitment. Companies sidestep the fees they’d encounter along the traditional hiring routes. More importantly, when putting together domain-specific skill, a low time to productivity, and a high retention rate, the result is a better quality employee – at a cheaper price tag!

How to inspire great employee referrals?

Invest in the program

Employee referrals are cost-effective, but they aren’t free! Here’s what companies can offer.

Cash bonus: Keep it attractive and inclusive. That is, the amount should incite action, and it may be beneficial to open the program up to all levels of employees, be it executives or interns.
Non-cash rewards: Incentives such as a ‘paid vacation’, ‘raise in seniority level’, ‘public recognition’, or ‘dinner with the leadership’ can work better than cash equivalents. They build the referrer’s interest in the company and strengthen the company culture

Keep it simple

Devise a referral program that does not have too many terms and conditions. If it is overly complicated, employees will not participate as eagerly. Moreover, create a straightforward process for candidates to be referred: an online form is great. If the referral program can integrate with social media, even better!

Question and respond

Employee referrals are no magic handshake. They don’t have to work: they can fail! Because the quality of the hire depends on your current employee’s experiences with your company and with the candidate, it can be beneficial to get some data on this during the referral process. This will help sift high-quality referrals from those of a lesser grade.

On gaining a referral, respond to the candidate and referring employee promptly. This keeps all parties interested and the program rolling. A quick response gives the candidate the preferential treatment they may expect. Updates to employees tell them their work is valuable.

Employee referrals are extremely valuable, but cannot be the sole plank. They can suffer from low data and a lack of diversity. Ideally, employee referrals should complement other recruitment methods. For instance, when you partner with Talent500, you get access to over 200,000 pre-vetted professionals gunning to fill the ranks at quickly-growing start-ups and Fortune 500 companies. Our AI-powered tools provide access to 5x faster hiring, data-driven profile matching, and multichannel sourcing. Schedule a consultation and learn how to put top-draw talent from renowned talent hubs across the globe within your reach today!

Bias in AI recruitment: four ways to solve it and pave the way forward

Posted on June 23, 2022 by naveen

AI adoption was well underway far before 2020, and leaders across industries were finding ways to incorporate it into the operational model. But as the pandemic came around and forced large-scale digitalization, a PwC study reported that 52% of companies saw this as a catalyst for AI adoption.

This seems only logical, as AI is arguably the best technology for a world forced digital. What’s more, there are obvious upsides, namely better productivity, heightened innovation, and more efficient problem-solving. In fact, a 2021 report by Gartner suggested that the global AI software market in 2022 will total $62 billion. This will be a nearly 21% increase from 2021 and indicative of the fact that AI adoption isn’t slowing any time soon.

Naturally, the use of AI has trickled down into HR processes. Now a notable part of the recruitment process, AI offers many benefits including a faster interview process, increased objectivity, improved quality, heightened experience for candidates and reduced costs. A significant advantage is AI’s ability to provide objective results and eliminate common human errors in the recruitment process. But like any technology, it has its bugs. Research suggests that AI recruitment algorithms can increase the bias against women.

While gender bias is one form, other types of biases in AI recruitment can harm an organization’s goals and success. But as AI maturity sets in, organizations can successfully implement AI in recruitment for the right outcomes. To understand these vulnerabilities for bias in AI recruitment, how organizations can tackle them, and its potential going forward, read on.

Bias in AI recruitment

A key reason for AI recruitment technologies to result in biased results is that humans primarily train these algorithms. Algorithms defined with bias can neutralize the positives that AI brings to the table. For instance, algorithms can pick up on cognitive bias, such as confirmation bias, gender bias, or affinity bias. Here, the main vulnerability is during the assessment of poor prior decision-making. Both past and present decisions can lead to bias in AI recruitment.

When AI algorithms look to learn from prior decisions, it looks for patterns to form the basis for future decisions. Studies reveal that AI predictions based on past hiring decisions can reproduce the same patterns of inequality in all recruitment strategies, even when sensitive characteristics get eliminated. As a result, HR professionals relying solely on the outcomes and predictions of AI will unknowingly make biased decisions.

For instance, bias appears when the algorithm scans and ranks the applicants based on specific traits present in the original data. When an application demonstrates certain traits that are different from the original input, the algorithm can downrank the candidate, even if the traits are irrelevant to the job.

Strategies to tackle AI recruitment bias

Companies can successfully use AI for recruitment with strategic planning and implementation. These strategies can help organizations identify the source of the bias and deter it from spreading further. Here is a breakdown of these tactics for deeper insights.

Maintain meaningful human supervision

According to research, organizations can improve performance when machines and humans work together. While implementing AI in recruitment protocols, organizations need to ensure that their AI software is human centered. This is because employers can add the human quotient and pick on the cues that AI cannot detect.

This enables informed decision-making that isn’t solely reliant on the technology’s insights. For this to be effective, employers need to be conscious of the bias they bring to the table and ensure that it doesn’t play a role in their decisions. Ideally, companies should have a diverse committee responsible for catching bias occurrences that would otherwise slip through.

Rely on proven techniques and AI models

Tried-and-tested techniques can assure organizations that the AI model they rely on will work favorably. While these do require a fair bit of tailoring, proven AI techniques can help organizations reduce bias as well as make it more cost-effective. Proven AI techniques can help the hiring team receive relevant and unbiased data, as well as allow them to focus on other characteristics during the interview. This includes non-verbal cues, body language, and other things that AI can’t yet analyze accurately.

A successful example of such a tactic in motion is the hiring practice at Unilever. The organization uses brain games and AI to compare and analyze candidates’ skills. This can help the company significantly improve diversity in the workforce. This works for Unilever because despite the new technology, they have adapted it to work with a traditional and effective technique.

Perform audits and rectify the data

AI algorithms left unchecked are a major cause for concern. They can reproduce the same biased decision, effectively hampering the organization’s efforts to eliminate bias from the recruitment process. This is why it is imperative to perform regular audits. These help managers pick up on problems that hinder the algorithm’s ability to procure desired results. One of the top reasons AI bias creeps into the recruitment process is inaccurate or incomplete data used for training purposes.

Leverage AI-supported models in the metaverse

As the metaverse gains popularity, it is important to consider that this can be an avenue to reduce unconscious bias in human behavior. Unconscious bias becomes challenging to eliminate because the recruiter is not even aware of it. Generally, such bias is based on cues like voice, physical appearance, gender, age and more. In the metaverse, these sensory cues can be stripped away because of the avatars.

When sensory cues are hidden from the interviewer, it decreases the chances of a biased decision. Moreover, organizations can use the metaverse for sensitivity training and work towards reducing bias and biased practices. With AI, the metaverse can also allow HR employees to experience things from a different perspective, which can come in handy when training to eliminate their unconscious bias.

Future outlook of AI in recruitment

Research suggests that AI will shape the future of the workplace in many different ways. With employees and AI working parallelly, AI can ease the load of routine tasks and give employees time to devote their focus on cognitive tasks. A 2020 report also suggested that while AI will displace nearly 80 million jobs, it will create around 95 million more jobs. However, effective and productive use of AI in business processes is only possible when organizations understand its limitations.

Conscious planning, while important, helps successful implementation, but it is also easier said than done. Thankfully, nearly 67% of HR professionals believe that AI in recruitment can benefit these processes.

From the candidate POV, a survey by Talent500 found that 85% of the candidates value their interview experience while evaluating job offers. AI technology is known to enhance this journey when done right. To leverage AI in the recruiting process and ensure it works advantageously, partner with Talent500. Our AI-backed solutions ensure that you get the right match from the pre-vetted talent pool. We also ensure improved engagement and efficiency, with up to 5x faster hiring capabilities and 60% higher recruiter productivity. Schedule a consultation to know how we can tailor these services to suit your needs and leverage AI in recruiting effectively.

How to converse effectively with clients as a front-end developer

Posted on June 17, 2022July 21, 2022 by venkatesh

For front-end developers, communication is an essential skill. In contrast to backend developers, they have the active participation of stakeholders in their work. Whether working on a small website or a large-scale application, you will actively communicate with clients.

Speak with confidence

Confidence in your communication is a must to subconsciously convey to the client that you are an expert in your domain. Front-end developers have a lot to discuss with clients, project scope, design, timeline, cost, etc. Everything must be conveyed with the clear objective of informing the client.

If you are wondering how front-end developers include confidence in their communication, here’s an example:

Suppose you have a feature that will make a client’s site faster, then your tone must reflect that you know what you are talking about.

“I think it will help make your site faster” is an unappealing statement. Instead, you should use “By reducing the number of HTTP requests to the browser, I will significantly improve site performance.”

Here the difference is that you sound confident, and the client knows precisely what you will be doing and how it will affect the project.

A word of caution here is to keep in mind to be respectful. During large web projects, there will be thousands of elements and components to work on. Something will slip through the cracks, do not be accusatory. Gently discuss with clients about project requirements or missed tasks.

Communicate roadblocks with a strategy

Clients are an essential part of a business. To get them on the same page, you need to structure your conversations around their needs. It is vital to keep them informed and included in the development process.

Most front-end developers tremble when they have to communicate roadblocks with the client. But it is not that difficult; think of it the same as creating a website’s front page.

You think about the action you want the visitors to take. In this case, navigate the client through the issue without aggravation.

Have a call-to-action ready that speaks to the client and paves the way for communication.

Design the rest of the page, i.e., the conversation around getting the visitor (the client) through the conversion funnel (talking through the issue).

Let’s see it through an example. Suppose you face difficulty with a component design and think you can achieve it with another programming language. It would help if you initiated something like this.

“I have completed the registration module, but we should make the KYC process faster. Right now, you have suggested Vue.js, but it is limited in its scope in performance. We should use Node.js, which is much faster and can be deployed faster.”

Here you are making clients stick to the path you want to take, cementing your authority and expertise.

Set expectations

Establishing boundaries around the project’s scope, turnaround times, response times, and support is crucial. The first step towards this goal is to make the expectations clear from the beginning.

Define the expectations as accurately as possible. It will help the client be clear about the scope of work you will be doing and the timeline. Discuss the project’s timeline with the client before starting the project to minimize the risk of future disagreements.

Most clients like to work with developers who stick to their agreement and put in the hours promised. Set up a proper communication channel and time when you will hold meetings with the client for effective communication. Avoid engaging clients outside this time unless it’s necessary.

Be transparent about your pricing

Be it a rate-based project or fixed hourly rates, the project’s pricing is always the elephant in the room. The final project pricing depends on the complexity of the project and the features you are going to build. Not all features are created equal, and if you do not communicate this to the client, there will be a misunderstanding later on.

Eliminate any scope for miscommunication by putting your pricing in writing. Mention what features you will be working on and that any additional features will cost extra. Be open to the demands of the clients and their budgets. You can compensate for less pay by using technologies that offer better automation and faster delivery. For instance, if a client wants static pages in a JavaScript page, you can use GatsbyJS, which has ready-made static page templates.

Conclusion

Front-end developers are not the awkward, bespectacled geeks who fail to communicate with clients; they are professionals who deliver on clients’ requirements keeping them in the loop throughout the development process.

We hope these tips will enable you to talk to clients professionally about everything related to the project. The key here is to prioritize the needs of the client but demonstrate your value as well for a sustainable partnership.

Talent500 is a platform for front-end developers to explore remote work opportunities with fast-growing startups and Fortune 500 companies. Sign up today to join the pool of elite talent.

Global technology talent crunch: What it means, its implications, and how to solve for it

Posted on April 29, 2022July 8, 2022 by mahidhar

Shortage of skilled tech talent has been a pressing issue globally due to rampant digital transformation. In recent times when the pandemic played the role of disruptor, this gap only widened and reliance on digital increased. Satya Nadella, CEO of Microsoft, rightly stated, “All businesses are software businesses”. This is apparent now more than ever as entire industrial ecosystems have now gone digital. This shift was revolutionary, putting talent in the driver’s seat for the first time in a long time, and new movements took form.

For instance, the full force of the ‘great resignation’ phenomenon was felt by global industries as professionals across major countries were quitting jobs in record numbers. According to Microsoft’s Work Trends Index 2021, more than 40% of employees were considering changing jobs. And in a more recent Talent500 Talent Intelligence survey, 85% of employees are considering a job change in 2022. With travel restrictions, tightened immigration policies, reshuffled company budgets added to the mix, it is no wonder that several big players found it hard to maintain steady workforces. In fact, the attrition rate at India’s IT giants has spiked to 20-30% per annum.

The situation did improve over time as data published in CompTIA’s Workforce and Learning Trends report, 2021, stated that 40% of companies hired IT talent during the pandemic. Unfortunately, this did little to solve the talent crunch as nearly 54% of global companies faced some form of talent shortage. So, what does this talent crunch mean for the global IT ecosystem? Read on to find out.

The impact of the IT talent crunch

As industries continue to integrate with technology, reliance on qualified talent will only increase. There’s no dearth of evidence for the rising demand of technology talent but very few countries have the resources to deliver. India, for instance, was found to be the only country capable of matching the talent needs across various sectors, even having a surplus with a total pool of 250 million workers!

The struggle and delay to identify and hire skilled talent is massive as it results in stop-gap solutions that often fall short of the mark such as temporary staffing and inflated salaries, all in a bid to retain what little talent is available. In fact, surveys found that such tactics cost UK companies €7.6 billion every year, negatively impacting their bottom lines. This loss in revenue is alarming and much of it has to do with talent and skill shortages. That’s not all; lack of talent also impedes a company’s ability to cater to their clients, offer services or maintain desired output. The global talent crunch has led to competition among companies, cities, and countries.
According to Korn Ferry’s projection, some nations will be affected more than others in the coming years. Among the countries that are expected to struggle with technology talent shortage include the US, Russia, China, Brazil, Indonesia, and Japan. The crunch has devastating implications, some of which are restricted world trade, reduced overall quality, slower production cycles, and increased cost of labor.

The key causes of the IT talent shortage

Talent shortages are fueled by several factors. On one end was the rapid digitalization brought on due to the pandemic. Almost overnight, entire industries went digital, leaving many employees inadequately equipped for their new roles. Another contributing factor is the lack of education. Emerging technologies and advanced systems rely on educated talent for optimal execution and the supply is not nearly enough to meet the demand. While countries like Poland, Portugal, and Israel are working toward building these educated workforces, major players are plagued with socio-economic issues that stifle progress.

Aside from these, the increase in the number of workers at the end of their career is another notable factor. Baby boomers are now closer than ever to retiring and the millennial workforce is partly reluctant and partly ill-equipped to fill their shoes. While a part of the problem has to do with the steep learning curve of modern technologies, the more pressing issue here is the lack of managerial skills required to take on these roles. As such, companies are left with limited options, if any.

This compounds the issue as bigger corporations and even non-technological companies compete for the precious few capable of handling these roles – throwing big money at the problem. Employees then cement themselves in these positions with no future plans to move. As a result talent is unevenly distributed, and smaller companies have to think out of the box to stay afloat. This often includes relocation to places with a more stable technology talent base and lesser competition.

How tech giants and major players responded to the talent crunch

Tech giants have employed diverse strategies to attract and retain talent. Some include driving up wages or offering higher remuneration through generous signing bonuses and incentives but there are other tactics in play too. Upskilling, for instance, is a big priority for the modern employee and employers are happy to oblige. For instance, Amazon recently invested $700 million to re-skill or upskill their employees. Similarly, PwC planned to invest $3 billion towards upskilling workers in the field of AI and machine learning. Interestingly, 42% of companies plan to launch upskilling initiatives.

By creating training programs and offering opportunities to improve, employers invest in their employees, who in turn become value drivers. Another viable option that now has its moment in the sun is the freelance ecosystem, also known as the gig economy is a labor market that consists of short-term contracts. In this context, companies look to hire self-employed individuals who can take on specific jobs in return for an agreed-upon payment. While this could lead to permanent, full time roles, usually these are intended for short term projects.

Hiring from anywhere has the potential to deliver value in a cost-effective model, and many companies have this option as a preferred route. In fact, hiring remote employees and adopting hybrid work models is now the norm. Around 85% of businesses agreed that implementing hybrid work models increases workplace productivity while 77% of companies declared that remote work reduces operational costs.

Global talent acquisition outsourcing: A long-term solution to bridge the talent gap?

Recruiting international staff is challenging and time-consuming. The top leaders including Fortune 500 companies outsource global recruitment and leverage globally distributed working models, EOR frameworks, and global talent management companies to meet these goals. Data suggests that 65% of successful companies employ outsourcing in their hiring model. This makes sense considering that the global IT outsourcing market is expected to reach $98 billion by 2024. Outsourcing frees up company resources, which can then focus on evolving core business practices.

Around 66% of companies with more than 50 or more employees outsource recruitment. And 78% of businesses have a positive view of their outsourcing partners. Companies like Alibaba, Skype, WhatsApp, Citigroup, Pricena, Slack, CuriosityStream, Klout, Github, Transferwise, and StudyTube found success through this model. Global talent managing companies like ours have successfully helped start-ups and Fortune 500s including Nike, Walmart, Rakuten, Uber, H&M, Twitter, Pepsico, and Target to manage and scale their global teams globally.

With the continuous demand for high-skill IT personnel, companies can’t afford to ignore global talent when hiring. To make hiring the best talent easier, partner with Talent500. Our pre-assessment tests, Intelligent AI fit, and multi-channel sourcing makes hiring 5x faster and 60% more efficient. Find and build the perfect team and scale effortlessly. Schedule a consultation today and build effective globally distributed teams that deliver.

Trending tools for the digital workplace

Posted on April 5, 2022April 5, 2022 by temp

Workplaces today look a lot different than they used to a few decades ago. Since the pandemic, the digital workspace has witnessed a rapid shift in terms of the adoption of changing technology. As remote and hybrid work models are what employees are looking for today, organizations have prioritized digital transformation for their future growth. Even 56% of CIOs rank digital transformation as a significant tech priority in 2022.

There is no indication of the digital workplace slowing down any time soon, and therefore it will help to know about the tools that can serve as a catalyst for organizations in their digital transformation journey. Before we list tools that can help companies create digital workplaces, an overview of the underlying challenges will help companies envision the bigger picture.

Challenges of building a digital workplace

Organizational change

When you start cultivating digital capabilities in the organization, there is a need for wide-scale process changes. The company culture changes that result from adopting remote work can be a challenge to manage unless you are well aware of what changes virtualized workflows and digital collaborations will bring with it. The solution is to align your company’s corporate and technology goals so that you can use the proper tools to deal with challenges.

Continuous learning

As the digital transformation of business will affect all employees equally, people with less technological proficiency will be forced to adapt to these new tools. Your responsibility is to create a learning opportunity for all employees to operate digital tools. It would help if you also moderated the rate of introducing new technologies so that the employees have the time to learn. You must define what core competencies employees will need when they shift to a digital workplace. Finally, it’s also important to create a strategy for educating employees on new technologies and tools.

Redefining work-life balance

One of the reasons employees seek remote work is that it has the potential to offer employees a better work-life balance. A digital workplace environment should not strain employees; instead, should look at ways to help them be more productive. With the connectivity afforded by digital tools, it can be easy for the line between personal and professional lives to become blurred. You must ensure that the digital workplace is not exhausting the employees and causing burnout.

Once you address these challenges, you can utilize the tools listed below to create a progressive digital workplace. These tools can help digital workplaces increase operational efficiency and collaboration among culturally diverse and geographically distributed team members.

Tools for the digital workplace that every company can use

The cloud infrastructure

People are wearing away from the physical office space; IT infrastructure is shifting to the cloud. Cloud computing is the infrastructure that involves storing information over the internet instead of traditional local storage. The cloud is not a tool but the ubiquitous technology that any digital workplace will require to allow seamless collaboration among employees. With cloud infrastructure, it is possible to enable document sharing, collaborative project management, informed decision-making, etc.

Virtual personal assistant

As the digital workplace expands, there is increasing use of devices, technologies, and people. There is also a lot of data production that needs managing. Virtual personal assistants (VPA) are intelligent applications that help employees keep their productivity high by handling day-to-day activities, automating repetitive tasks, and aiding decision-making through analytics. VPAs act as an extension of your arm in a digital workplace, scheduling appointments, programming tasks, receiving calls, and replying to messages; the possibilities are endless. Depending on the requirement, you can deploy any available virtual assistance technologies like Siri, Google Now, and Cortana to help employees automate repetitive tasks and work smart.

Transitioning to ubiquitous computing

Another crucial digital workspace trend in 2022 is ubiquitous computing. It is a concept that has been forked from the Internet of Things (IoT). It simply implies that computers will be found in everyday devices, making them more intelligent and intuitive. At Microsoft’s Future Ready Conference in 2022, CEO Satya Nadella said, “We’re moving from a mobile and cloud era to an era of ubiquitous computing and ambient intelligence.” Ubiquitous computing is essential for a digital workplace as people will learn to work in an environment of ever-present digital assistants. You should focus on streamlining and simplifying the digital workspace using IoT technologies.

Information and knowledge sharing

Information researching is one of the biggest time killers when working on a new project. Organizations build support for employees through videos, documents, video conferences, and online courses, but finding the correct information at the right time in a digital workspace can be a challenge. Developing a decentralized knowledge base with SaaS tools like Jira and Asana will help employees find the correct information when they need it. With team collaboration software and enterprise intranets, you can create evolved digital workplaces.

Collaboration platforms

With a digital workplace, you enable teams to work from anywhere. Such distributed teams require reliable collaboration tools that allow connectivity anytime. Employees will need remote connectivity tools that allow for video conference calls, online project management tools, file sharing tools, etc. While the collaboration platforms you might use in a digital workplace can range from virtual messaging platforms to social tools, you also need to focus on data security. Collaboration platforms like Microsoft Teams, Jira, Zoom, and Asana can help you create a connected team environment. Such tools also allow employees to take ownership of their work.

Artificial intelligence

Artificial intelligence (AI) has reshaped almost every aspect of our lives, including work. As companies adopt assistive technologies to beat the competition, AI-backed solutions are helping the workforce with analytics data to improve production and boost workflow processes. Integrating AI in the digital workplace helps with customer support and increases productivity, but it can also automate the recruitment process, identify security risks and enable on-the-job training. The applications of this emerging technology will continue to expand significantly in the coming years. You need to adopt this technology and make your digital workplace suitable to integrate with future AI applications.

The 2022 tech landscape will continue to enable the digital transformation of businesses. Explore and pick the right tools to improve employee experience, facilitate collaboration, and boost ROI in the digital workplace.

Talent500 is helping companies of all sizes to hire, build, and manage teams for their digital workspace. We connect companies with elite talent across 50 countries. If you are looking for team expansion, request a consultation.

Job search trends you should know about in 2022

Posted on March 31, 2022March 31, 2022 by dikshant

If you’re looking to stay ahead of the curve, it’s essential to be aware of the job search trends shaping up for 2022. As a result of COVID-19, it has become more critical than ever for companies to take a closer look at their employees’ development. With business travel still relatively curtailed and a hyper-competitive hiring market, companies are turning their focus to developing their employees in new ways and adopting virtual onboarding programs.

One of the biggest changes in job searches over the past decade has been the emergence of technology. It’s now possible to apply for a job, do an interview through video chat, and even sign the offer letter from your smartphone. Technology is improving the way we work and it’s also changing how employers hire candidates. In addition to providing a better work-life balance and an increase in workplace perks, many companies are embracing the gig economy. Learn about these job search trends to know what to expect in the market and improve your chances of landing the perfect job for you.

Increased preference for remote & hybrid work models

While some things are likely to return to normal, our talent survey shows that 45% professionals prefer completely remote jobs and 44% are looking for the hybrid model of work. Location-independent work models are something that all job seekers should consider or negotiate in 2022. The perks offered, such as Improved work-life balance, flexibility and cost saving due to lack of commuting, are incredibly valuable for any professional in any field.

For employers, these models will help to attract top talent and retain employees. Other benefits for employers include increasing retention, offering flexibility to all parties, improving employee engagement and satisfaction, and driving down costs.

Widespread influence of artificial intelligence

As the workplace continues to evolve, so do the job search trends and methods. Many of the systems and processes will be automated for better efficiency as we navigate through the new normal in the world of work. From chatbots to enhanced analytics, the AI revolution continues to march on and will demand workers to have a deep understanding of how these tools work and how to effectively work with them.

AI is particularly valuable for screening candidates due to its automated and data-driven capabilities. The rising popularity of artificial intelligence (AI) for recruiting means that job seekers have to pay more attention to things like resume formatting for ATS (Applicant Tracking System) to make a compelling case for their candidacy.

More emphasis on diversity & inclusion

Since the beginning of the decade, there has been a global cultural shift towards focusing on social justice issues. As a result of this phenomenon, the call for more inclusive and diverse workplaces is becoming increasingly louder year after year. Candidates from diverse backgrounds are more inclined to join an organization that values and respects them as individuals. This job search trend has impacted a variety of fields across international job markets. Hence It’s not enough for companies to just pay lip service to diversity and inclusion.

More companies, who want to be impactful in 2022, are focusing on initiatives that are geared towards attaining these goals in the workplace. This means making revised approaches for recruiting and promoting – to create a diverse workforce that reflects society as a whole. So if you’re someone who was unethically limited in job opportunities due to your identity, 2022 could be the year you’ve been waiting for.

The trend of upskilling will continue

In the current world of work, there is a consensus that employees need to continuously hone their skills in order to adapt to an ever-changing environment. In India, a record high of 79% professionals are looking to upskill themselves in 2022 compared to 70% in 2021.

Whether you’re looking to find better opportunities during your job search or take your career to the next level, an upskilling program will give you the tools you need to learn new skills, add value and keep pace with developments in your sector. The rapid advancements in fields such as Artificial Intelligence, Data Science and Software Development are set to create a wealth of career opportunities in 2022 and beyond. The only way for professionals to be ready for these opportunities is to upgrade their skills and professional knowledge.

In essence, 2022 has the potential to be a seminal year for radical change that will define progress trajectories for careers in various fields. As we can all see, technology is transforming workspaces and the world of work as a whole is moving towards a digital skill-based economy. Keeping an eye on these job search trends will help you stand out and find your dream job in the newly created avenues in the market.

Looking for exciting remote work opportunities in 2022? Visit the official Talent500 website for the latest updates on job openings in top-tier companies from across the globe.

4 secrets to successfully manage global tech teams

Posted on January 17, 2022January 17, 2022 by vallish

It is said that managing a technical team is more of an art than it is a science. Even though the team is consistently dealing with data, it would prove problematic if companies tried to measure an engineer’s productivity through an agile process. Managing a team is already a challenge on-site, and this challenge is compounded in a globally distributed system. When working as a location-independent force, other factors like time zone, language barriers, and working culture come into the mix.

While an administrative role is the natural next step for many developers, the job now is a lot more different than it used to be. With companies going fully remote, most leaders now oversee globally distributed teams, often spread across different parts of the planet.

However, most of us were unprepared for this sudden shift to remote work. 2 out of 3 managers surveyed said that they were untrained for this new transition to managing dispersed teams. Naturally, this proves problematic for aspiring tech leaders or those thrown into the fray in the past 2 years.

So, if this is your first stint as a manager for a global tech team, or you are looking to take on a leadership role, here are a few quick lessons to help you manage a tech team spread across the globe.

Make trust-building the first priority

The absence, or lack, of trust within any team is among the dysfunctions that need to be addressed at the earliest. Mutual trust must exist between team members, and on an interpersonal level between an employee and their manager. Without trust, members of the team are more likely to be defensive in their approach and will often work in silos. This curbs collaboration, which is a fundamental element for any team, especially for remote teams. Hence, it becomes the responsibility of the team leader to build trust within the team.

However, considering the shift to digital communication mediums, leaders have to think beyond the traditional approaches of trust-building. A study conducted with 597 leaders found common approaches to not be as effective as expected. Actions that did not have much impact on build trusting were:

Giving recognition
Promoting complete transparency
Focusing on team building

On the other hand, things that did work were when managers:

Showed vulnerability
Maintained commitments
Communicated true intentions behind decisions

This makes sense, as employees interacting virtually need to know that there’s another human on the other end. As such, exhibiting these traits of genuine trust is sure to help you form the coveted trust bond.

Leverage technology for communication and planning tasks

While it may seem like a no-brainer to manage a remote team with technology, the lesson here is to use all common platforms available to you. Oftentimes, leaders will use a suite of tools for project management, communication, collaboration, conferencing and other such activities, causing a break in the flow. Your goal is to simplify, integrate, and enable teams to efficiently collaborate. Here, popular services like Slack, Asana, Workplace, Zoom, and others are viable solutions. They allow seamless communication and also enable planning, scheduling, and tracking on the same platform.

In a distributed team, project management is a critical process. With the right tools, giving real-time updates, communicating and planning can, and should happen on one platform. This way, everyone involved has access to crucial information, resources, and instructions, without key details being lost to poor management. Besides project management, effective communication is key for any remote leader. Schedule routine meetings with the entire team to stay in tune and get updates from real-time interactions.

Pay close attention to cultural differences

More often than not, a remote leader will have to manage team members of different nationalities. This is mainly because remote teams leverage talent across borders efficiently, thus bringing value to the table. However, for a leader, this means having to navigate the delicate rules and boundaries of culture. With members from different countries, cultural differences are bound to exist and being aware of these is crucial.

For instance, the concept of collaboration may differ based on cultural context. Some team members may be more accustomed to a passive approach, while others may assume a dominating, loud role. Expecting either to act like the other would prove problematic. Additionally, some nationalities may have working culture norms that must be respected. Be it national holidays, timings, or communication cues, it is important to give these factors necessary attention.

Leaders that turn a blind eye to culture are sure to alienate their employees and hurt their effectiveness during communication. Experts and renowned leaders believe that cultural awareness training is absolutely important for all leaders managing geographically dispersed teams. There is a learning curve here, but the best approach would be to work on a personal level. Each individual’s cultural bend will demand a unique approach, and while this is effort-intensive, it pays off in the long run.

Be flexible to foster round-the-clock efficiency

A key lesson for any modern leader to keep in mind is that flexibility is king in today’s workplace. According to one survey, 54% of respondents chose ‘flexibility in the workday’ as the best way in which their company could support them. The ‘always-on’ feeling is a known cause for burnout, and is very damaging if it is established as an appropriate working culture. Instead, as a leader, you should put flexibility above all and ditch the idea that tasks need to be scheduled around ‘HQ-time’. While it can’t always be fair to everyone, there are ways to adapt efficiently.

For instance, company meetings that require members across oceans to get on a call could be split into two to accommodate time zone differences. Another option is to have members work on a late, or early-split on rotation so that there’s never just one part of the team which is required to make adjustments.

Lastly, experts also advocate for the approach wherein the project follows the sun. The hand-off of duties moves from the west to the east; this way, everyone stays on track seamlessly.

Only the truly talented can bring in results, despite all the expected hardships. In some cases, it could also serve as a stepping stone to bigger career opportunities. A surefire way to give yourself this advantage and position yourself among the best in the industry is to sign up on Talent500.

Join an elite global talent network of the top tech specialists and pave the way forward to your dream career. Access a network that enables #limitlesslearning and soar to new heights at leading Fortune 500 companies. Sign up online today in order to #BeLimitless!

How AI is changing DevOps

Posted on December 17, 2021December 17, 2021 by jagriti

While humans are capable of many unthinkable and often impossible feats, there are limitations. One particular area is in data handling, its management, analysis, and interpretation. With the sheer magnitude of incoming raw data, thanks to rapid digitalization, adoption of automation, and several other such factors, relying on human resources alone is inefficient. In a field like DevOps, where high efficiency, accuracy, and speed are all underpinning elements, it seems only natural that artificial intelligence models and technology are a perfect fit.

In fact, DevOps is now a critical piece of the enterprise IT environment, and both AI and ML are readily adopted to increase efficiency. Around 75% use AI and ML for testing and in some cases, this has caused an uptick in new code released by nearly 10X! Considering the nature of the job, it would be near-impossible to do it without the use of advanced technologies. Moreover, AI improves several key DevOps practices and allows teams to leverage their potential to the maximum. It reduces waste by handling large computing scenarios that would otherwise overwhelm human-led operation cycles.

However, recently AI’s application in the DevOps space has brought about rapid change. Several new advancements are afoot, and you should know about them to stay ahead. Read on to know how AI is transforming DevOps.

Improved security and tracking capabilities

A key prowess of AI and ML models is their ability to analyze volumes of data and do it at remarkable speeds with accuracy. As such, its application in tracking and security is undeniable. In a DevOps setting, this advantage comes in handy when analyzing threats and usage data for better optimizations. Since models can be designed to inspect and track user data at every touchpoint, DevOps teams can leverage to deliver a better user experience simply based on data collected by modules doing the heaviest lifting.

On to security, improved tracking capabilities can pinpoint areas in systems that are most vulnerable to breaches. AI better defense against DDOS attacks and can even lend a hand in fraud detection. Since AI models can be designed to spot unusual data patterns and can do this in real-time, tracking and stopping fraudulent acts is a lot more reliable.

Increased reliance on automation

DevOps inherently includes complex systems, run on distributed application environments and operational models. Keeping up and effectively absorbing information isn’t a simple undertaking, especially if it is completely manual. While DevOps does bring some level of automation to the table, AI betters it in every way. With AI, DevOps professionals can leverage the full power of automation to streamline tedious tasks in the operational cycle that were otherwise error-prone due to human involvement.

In fact, this reliance on AI-backed automation has gone so far as to institute systems that can self-heal without requiring external intervention. Essentially, AI can not only jump into the driver’s seat but can get the team there too! However, stubborn DevOps teams are resilient to this level of independent function, but it is only a matter of time until it becomes standard practice.

Swifter, more reliable pattern and anomaly detection

Complex application systems bring with them another problem area — error tracking and analysis. For instance, in an IoT environment with several microservices in use along with its numerous touchpoints, pinpointing failures with accuracy and speed simply isn’t possible. There are troves of raw data to go through and AI models can easily handle these without nearly as much effort. ML and AI models can be designed to look for abnormalities that trigger failure events and even suggest optimizations.

Naturally, when exposed to such analysis over time, these models can be trained to recognize patterns and employ predictive analysis. This lends itself to anomaly detection, which can be vital to DevOps cycles as teams can then address these directly in the development pipeline and ensure they make it out to the live version.

Better and refined access to data

An ever-present challenge to DevOps is the lack of access to complex data streams. With data gushing through every stream and data point in the system, professionals often struggle to keep up. AI models can address such a problem and deliver refined data from various sources and collate them for easy access. In fact, data trapped in siloed operations can also be harnessed to ensure that insight are meaningful.

Enhanced resource management

Certain AI tools lend themselves to non-technical business users, normally in charge of operations. With AI, data mapping and integration can be simplified, and this frees up the IT department for more high-value tasks. In fact, with better data integration, teams are in a better position to innovate, customize, optimize, and grow as the mundane and uninspiring tasks are no longer taking away time and effort. While it may seem like it could result in reduced collaboration, this isn’t the case. Unburdened by technical challenges, the focus is shifted to more big-picture undertakings, which often involve teams across departments to collaborate.

The integration of AI into DevOps is the natural cycle of advancement within the field of software development. There was a time when the traditional development life cycle distinguished development from operations, but in just a few years, it evolved into what we now know as DevOps. Similarly, a new acronym, AIOps, is taking hold and in this new model, the ‘Developer’ is no longer part of the equation. Is this the future of AI? It may still be too soon to tell, but developers would do well to upskill and branch out into other fields that work in line with this technology.

Those with skills that can leverage AI and drive development are sure to find themselves amongst the changemakers in the industry.

If you fit the bill and are looking to work at the bleeding edge of technology at some of the best Fortune 500 companies in the world, sign up on Talent500. The platform can help you take the next crucial step in your career and lay the foundation for your dream career amongst the best of the best.

The tech hubs of tomorrow

Posted on December 17, 2021December 17, 2021 by shanthamurthy

The pandemic catalyzed the shift to a digital working interface, and remote working opened the door to a world that many companies had not yet considered – recruiting across borders. Companies, especially when recruiting for tech roles, now have access to an unlimited pool of highly qualified technical talent from hubs across the globe.

A key factor that companies assess when choosing a country to migrate over a digital-run economy, is its readiness. More importantly, the existing infrastructure should be able to withstand the bandwidth-intensive spike in traffic.

Some additional factors taken by businesses when hiring globally include:

Existence, robustness, and resilience of platforms key to business continuity
Digital payment solutions in use to ensure seamless transactions

Research conducted at Tufts University’s Fletcher School measured the readiness of 42 countries in this regard. This data is important because it shows which locations have the required infrastructure and resilience to accommodate the needs of companies. The findings showed that advanced economies were usually better prepared and a better choice, but such was not always the case. The EU, for instance, was found lacking due to archaic infrastructure and many limitations.

So, which locations make the cut for ideal tech hotspots in a digital world? More importantly, can any of these locations emerge as tech hubs of tomorrow? Read on to find out.

Argentina

Among Latin American locations, Argentina is a hotspot for tech companies looking to find remote workers in the industry. Its IT sector has seen tremendous advancement over the past years, but its appeal to industry leaders is due to its talent pool.

Per Coursera’s Global Skills Index Report 2020, Argentina secured Rank 22 globally for Data Science Skills. Some of the categories in which it outdid other Latin American countries were:

Cybersecurity
Cloud computing
Application Programming Interface
Convolutional Neural Network
Web development
UX design
Internet of Things

That’s not all. The same year, Argentina also secured 1^st place in the global ranking in technology. The Argentinian government is also actively involved in the development of this sector, with one of its campaign goals centered around increasing the number of women in technological fields. As per a report, this has proven effective and is expected to grow to include 40% of females by 2024.

The wages for such professionals are another reason why tech companies are likely to jump at the opportunity to set up remote teams here. The average monthly income for software developers is about $1000, and can go up to double the amount based on seniority.

Poland

Nearly a quarter of the 1 million IT professionals in the Eastern and Central European regions live and work in Poland as per data published by Stack Overflow. For a country in the heart of the EU, the sheer numbers alone make it a tech hub for the world. Teams working in this region enjoy easy collaboration benefits, and their stable economy reduces the risk of attrition.

From an employer’s standpoint, Poland is one of the ideal locations to set up a remote team for a number of reasons:

Ranked 3^rd globally on the HackerRank challenges.
Nearly half, 43.5%, of the population has a tertiary level education across STEM fields.
Salaries in Poland can be up to 50% lower than the average salary in the US or Western Europe. In fact, the average salary is around $25,800, which is nearly 3X less than the salary offered in the US for the same quality of service.
Professionals often work with international companies and are proficient in English. Communication problems are few, and this is key for a remote team.

Brazil

With over 450,000 developers, Brazil has steadily become one of the locations that tech companies choose when hiring or setting up distributed teams. Much like the other Latin American powerhouse, Argentina, the IT infrastructure in Brazil is booming. Tech parks, accelerators, and high-density research centers churn out some of the most talented professionals, most of whom are sure to be assets.

A key reason why Brazil is soon to become the go-to in the future is because of its proximity to the United States. Collaboration is much easier, and top tech companies located in the valley won’t have trouble with the time difference and can work in real-time. Lastly, Brazil offers cost-effective talent that is reliable with high retention rates. The average yearly salary here is $18,043 and as the market isn’t as competitive, the risk of attrition is negligible.

India

India has always been known to be one of the most cost-effective locations for technology-related services. The country has more than 2 million people working within the IT sector, meaning that companies have a rich vein of talent to choose from.

Besides this, tech companies looking to set up remote teams in India also benefit from the fact that it is a cost-effective option and that it has a booming IT market. The average hourly wage for IT professionals in India is between $25 and $49 per hour, and it is possible to work with experts at a significantly cheaper rate. Communication is another plus point as English is a primary language. Combining the largest talent pool with the evolving IT sector, companies looking to set up efficient remote teams needn’t look any further.

According to Gartner, as many as 51% of knowledge-intensive workers like engineers and writers will work remotely by the end of 2021. This seems more than likely considering the vast pool of talent spread around the globe and tech companies are sure to leverage them to the maximum. However, choosing skilled workers from the tech hubs is just one-half of the battle. The other is extracting true value from the exchange. Oftentimes the price-to-quality ratio isn’t all that favorable. This is especially the case with remote software development teams and fixing issues could easily cost twice as much.

Partner with Talent500 to establish global remote teams that deliver. Get access to over 200,000 pre-vetted, location-independent professionals and scale efficiently. Talent500 also offers enterprises the option to establish a global presence through the Employer of Record (EOR) model. Benefit from complete compliance and employee management services from a trusted market leader. To know more, request a consultation online.