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supriya kamble

17-08-2018

0

Yes, completely. It’s slow, convoluted, demoralizing and often boils down to getting lucky with a coin toss. Many of the people involved in recruiting don’t understand software engineering and/or can’t quantify an engineer’s ability/potential so they fall back on ineffective strategies like keyword bingo. Many don’t understand that knowledge is transferable so you get rigid jobs ads asking for a very precise skills match. This is fine—of it’s what you really need—but most professionals will pick up new tech, libraries and languages to the point of being productive pretty quickly. And then there is the actual interview process. Phone screen. Code test. 3 million different meetings. How many multi-hour code tests is one going to complete during a job hunt? There are no clearly defined goalposts; candidates literally have no idea what they’re being graded on and no feedback, which makes improving difficult when it was something they did or didn’t do that led them to be disqualified. Was the company looking for short and simple or for a broader demonstration using a variety of concepts? Should it be OOP? Functional? Do they value testing/TDD? Etc. I think that difficult video games like Dark Souls and Bloodborne are satisfying because while punishing, you get immediate feedback so you can change your approach to overcome the obstacles. When job hunting, candidates have very little insight into what went wrong or how to fix it. Reply

supriya kamble

17-08-2018

0

A recruitment agency matches up people wanting work with employers with vacancies. Recruitment do not employ these workers. The employer pays the workers direct and pays the agency a fee for finding the employee. Employment agencies employ workers and then hire them out to clients. A typical example would be a temp secretarial agency. The workers are employed, salary paid and tax deducted by the employment agency, not by the client for whom the carry out the work. The client pays the agency and not the worker for the work carried out. Reply

supriya kamble

17-08-2018

0

Is it true that an App Developer can develop apps in 36 hrs? Is it true that a stock analyst can assess a stock in 30mins? Is it true that a marketer can build a campaign in 12 hrs? The time duration to complete a unit of work depends on two critical factors - the complexity of the work and the skill of the worker. It is very difficult to comment on the time taken to accomplish something without exactly knowing how adept or experienced the person doing the work is and how difficult the assigned task is. The time involved to build a simple messaging app would be very different for a beginner compared to a pro. The time involved to build a network security app would be different from building a simple messaging app even if in both the cases the coder involved is the same. Similarly, the time involved to analyze the balance sheet of a large cap company doing business in 5 continents would be very different from analyzing the balance sheet of a small company having operations in just couple of cities. Generalizing the time put in by the recruiters in screening the resumes to 6 seconds is a gross disrespect to the people working in the recruiting domain. Although, I agree that the highly experienced recruiters would take much lesser time to screen the resumes compared to the newbies, I also agree that a lot of resumes are easier to screen compared to others - but 6 seconds??? Some of the parameters that the recruiters focus on while screening profiles - experience of candidate(number of years), educational qualification, quality of work experience, achievements, size of teams handled, continuity in education/work, signs of job hopping, certifications undertaken, …the list is long…. 6 seconds??? No way…. On the surface, the work of a recruiter seems to be very easy. Trust me its not. Reply

supriya kamble

17-08-2018

0

On Campus placement is where company visits your college to recruit professionals. They will be looking only at you and your peers from your college and depending on the aggrement two or more colleges might also be included in the process. It is kind of a protective environment. I have heard about certain aggrements which companies sign with colleges giving them a garunteed no of campus hires, I can't make a claim over such deals however they look for quality. The competition number is comparatively low and conversion rate is better. In off campus placements you have to face the whole world, no boundaries the competition is very high and conversion rate is low. This is a place where your skill set and the network which you have build comes into matter. Reply