Posts in "Employer"

How to Successfully Hire a Data Scientist

November 7, 2019 Comments Off Roxana read

Data scientists are in high demand. Studies carried out by Firstround.com show that strong candidates can have up to three offers and the success rate of hiring is usually below 50%. With such a difficult task, what is the best way to hire a data scientist? One way is to make sure the process is kept short. But this will only work if you have the right set of objectives laid out before you begin the process.

How to use a Data Scientist

It is crucial to set the appropriate expectations for the data scientist and for the needs of your company. Some of the most common uses of data science are.

Resolving problems with data analysis- you might receive a lot of data but not use it analysis it correctly to achieve the goals of the business.
Receive recommendations- data science can be used to predict models for businesses. One particular use is to gain more insight into target clients.
Provide business intelligence- this refers to data management, how the information is arranged and produced via dashboards. It helps in the decision making process.

It is more than possible to combine two or all three of the uses to gain more of an overall view of the business situation and make more informed decisions.

The Life Cycle of Data Science

The first and probably most important step is to understand the problem. You will then be able to identify the data needs before selecting the right methodology to use. Following this, there is proof of concept before another crucial stage, the validation, and experimentation. This is where you will see if the methodology chosen works. The final stages include the release of the product and the maintenance.

You may not enjoy evaluating the candidate’s skills for each stage, especially if the wrong platform is used. Generally speaking, hiring managers are happy if they achieve an evaluation accuracy of 50%. This ongoing task can occupy 20% of the data science team’s time. So a technical recruitment platform is worth considering.

The Required Skills of a Data Scientist

There is an array of skills often depending on the needs of a company, but here are some of the key things a data scientist should have:

Statistics and linear algebra- your candidate should have excellent decision-making skills and be skilled at collecting, analyzing, and making inferences from the received data.
Machine learning- making predictions after classifying or grouping data. Ideally, they should be able to use big data technologies to build pipelines that will feed machine learning algorithms.
Data mining- the ability to visualize and mine raw data with the objective of producing meaningful insights.
Optimization- the data should be used to produce the maximum outcomes possible.
Technical skills-data scientist candidates should be confident in a number of programming languages (Python, JavaScript, SQL, C, and C++), libraries (OpenCV, pandas, and NumPy, and structures and algorithms (Excel, Hadoop, and SAS).

The different types of data Scientists

Broadly speaking, data scientists can be classified as researchers or engineers. It is recommended to have a combination of the two.

Data researchers are highly confident in math and/or statistics. They must be able to develop custom algorithms to extract the most from data and find solutions. Technical skills should include R, Python, SQL, and NoSQL is an advantage.

A data engineer candidate should have sufficient experience in coding, structuring, and prototyping. They must also be confident using Python, Scala, Java, and MATLAB. It’s also necessary for them to be able to visualize and build machine learning models

How to Assess the skills of a Data Scientist

Data science requires skills in three fields that often overlap:

Math and statistics- linear algebra, probability, differential calculus, and descriptive and inferential statistics.
Machine learning and programming- the most commonly used algorithms, data structures like trees and graphs, coding in Python or R. Also:
- Classification and regression
- Supervised and unsupervised learning
- Clustering algorithms
- Decision treees7random forest classifiers
- Naïve Bayes algorithm
- Boosting and bagging
- Bias-Variance Trade-off
- Binary, multiclass, and multi-label classification
- Neural networks
- Understating of various networks
Business/domain knowledge- to effectively use the data, a candidate must understand the field the business is in, understanding the specific problems and presenting the solutions.

Data Scientist Salaries

Bases on the statistics taken from Glassdoor, the national average salary for a data scientist in the US is $117,345. An intern data scientist can earn an average salary of $67,000, while a senior data scientist can earn approximately $137,000 per year.

As with most jobs, experience, qualifications and the size of the company will play a part in the potential salaries.

Big names hiring Data Scientist

Twitter
Reddit
NBC
Nielsen
Square
MTV
Microsoft
Facebook
Fitbit
LinkedIn
Amazon

Obviously, there are many, many more.

How to Assess Skills in the recruitment Process

Solving a real-world Machine learning problem might take too long and therefore unsuitable for an interview. Developer assessment platforms take real-world problems and break them down into smaller tasks that allow a developer to show their skills. Many platforms have real-world Machine learning problems too. This could be useful further along in the interview process to assess skills in more detail.

Interview Questions

There are literally hundreds of questions you could ask. Here are some examples:

What is a confusion matrix?
Explain SVM machine learning algorithm in detail.
What is pruning in a decision tree?
What is selection bias?
How would you turn ‘X’ business problem into an experiment?
Ask to see examples of previous projects and code.

Employer

An Effective Guide to Hiring Software Developers in a Candidate-Driven Market

November 5, 2019 Comments Off Roxana read

It is no easy task trying to recruit software developers in the current market. Due to the shortage of talent, it’s certainly not getting any easier. This article is going to provide some advice on how to conquer the candidate-driven market.

Understanding the Developer Tech Market

Generally speaking, the unemployment rate for developers is at an all-time low. The latest study in the US showed that the unemployment rate for software developers was down to 1.3%. Each tech candidate in the US has an average of 4 jobs to choose from. When looking at San Francisco City, there were 10,000 vacancies that come under this engineering criteria. In the same area, there were only 1,400 receptionist jobs and 600 postings for non-technical positions.

What does a Recruiter Do?

One could look at the Law of Diminishing returns to look at the requirements of a recruiter. The law simplified means that the greater the input, the lower the output. So, a recruiter actually needs to reduce the number of emails, calls, messages, etc. in order to find tech talent. A recent study showed that to recruit one developer, you should contact 20 quality candidates instead of the 100 you would be tempted to reach out to.

Rather than sending a general message to every potential candidate, a recruiter should focus on personalized communication with a select few that meet the needs of the business.

Learning How to Source Candidates Correctly

Put yourself in the candidate’s shoes and ask yourself “what’s in it for me?”, essentially, how is this candidate going to benefit from working at this company rather than where they are now.

Be specific. Tell them straight away what they have the chance to work on, the learning opportunities, and the future they could build within the company.
Don’t try and do it alone. You are a recruiter; don’t try answering tech questions when it’s not your field. Make sure you have the right people at hand to talk to candidates. You may need an engineering manager or if you are recruiting senior developers, general managers or CEOs.
Less is more. Focus your attention on 10 extremely well written and personal emails instead of 100 general emails. Your contact must be personalized, which includes understanding the progress they have made in their careers so far.
Keep it short and sweet. LinkedIn statistics show that messages and emails with less than 100 words tend to get more responses than those with more than 200 words.
Be helpful. Don’t just talk about the job. Ask candidates if they have questions or doubts. Clear up any myths about the company that can be found online.

Keeping the Candidate Engaged

Give the candidate a chance to talk about what drives them. Find out the things that you can’t read on their curriculum. Ask them what they want to talk about. Your candidate needs to feel like they are valued and it’s important at this stage to make a connection.

It is necessary to be honest with the candidate, particularly with the feedback you provide. Show that you appreciate the achievements they have made in both their professional and private lives.

Back your Candidate during the Hiring Process

Part of the role of the recruiter is to make the candidate believe in themselves. They need to feel that they have your support throughout the hiring process. Talk to them about what to expect and each stage and anything they should watch out for. Hiring tech talent is a long process and you don’t want to leave them along the way. Keeping them informed prevents the feeling of not knowing.

It is necessary to assess the candidate on their relevant skills. Their curriculum may have a range of skills and qualifications but try to focus on those that will be used in the job.

Understand what they are looking for to improve their current situation. Some people want more money, but there are many others who would like improved working conditions like flexibility or an alternative location. Boredom is also another reason for a candidate to look for another job. It is necessary for you to actively listen to what the person is saying.

Be completely honest about the compensation and what is required of them. Also, ask what they are expected in this area.

Closing the Offer

This is the final chance for the recruiter to appreciate what is important to the candidate and to emphasis how this job is going to benefit them. It is the moment to address false myths about the company and provide the right environment for the candidate to say yes.

Don’t just focus on the financial benefits. In many situations, a developer is more interested in the tasks they will have, the culture they are working in and the work-life balance. Developers are interested in professional growth; show them the potential in this company.

Even if you have done everything in your power, there will be times when a candidate says no. It’s important not to take this personally and to respect the decision of the candidate. Try to use it as a learning opportunity and always leave the candidate with a positive image of the company.

Everyone Should Play Their Part

While you might be tempted to take on all of the responsibility of hiring, this will often work to your disadvantage. Make sure your hiring manager is involved. Finally, don’t just rely on the Internet for resources, as there are still a number of people who avoid social media. Attend meetups, conferences, and hackathons in order to actively seek new talent. or take the easy way and work with a staffing company to find the right employee.

Employer

The Why, When and How of Staff Augmentation vs Managed Software Project

October 31, 2019 Comments Off Roxana read

The attempt to build an in-house software development team is one decision entrepreneurs have to consider at one point or another but the downsides involved in energy, money and time wasted in trying to hiring tech talent can be rather invested in finishing business goals and birthing new ideas and launching more projects.

The IT industry has grown over the past years so it also has the dynamics surrounding the hire of models.

One of these models that combines both internal recruitment and outsourcing benefits to help fill vacancies and skills gaps immediately is Staff Augmentation.

Staff Augmentation

Wikipedia defined staff augmentation as an outsourcing strategy used to staff a project and respond to business objectives and which entails the location of dedicated technical resources, usually offshore, hired as overseas development extensions of in-house application development teams on fixed or flexible terms or conditions.

Staff Augmentation involves the continuous monitoring of the organization’s internal team and recognizing when to fill in the skills gap in the course of a project. Upon identification of a missing skill, individuals or teams are hired to fill the vacancy and complete certain technical tasks.

Staff Augmentation has increasingly gained a rise in acceptance now thanks to specifics in IT infrastructure such as brain drain, fierce competition and low access to domestic expertise.

Extreme developer rates are also an issue that requires attention and the need to provide a quick solution to HR issues is made possible by this model. The model could be short or long-termed.

Short Term Staff Augmentation is used when a company staff or specialist is on a break, either a vacation, sabbatical or sick leave while long term Staff Augmentation is applicable for long term complex projects that require a specialist you lack.

Benefits of the Model

Flexibility

Staff Augmentation allows flexible hiring of staff/specialist at necessary periods without consuming significant time and energy.

Payroll

Additional staff/specialists can be hired in various places where the prices of hiring one could be much lower than in the company’s home base. The difference in the rates helps to reduce the cost of software development.

Skills Gap

The model allows the possibility of hiring a programmer from outside the company’s base. Countries that possess a large amount of unengaged yet available software developers and tech specialists are major outsourcing destinations. It also permits for these skills to be hired not just from anywhere on the world but it achieves this in a short time preventing the company from suffering major losses.

How the Model Works?

The process of recruitment based on this model is quite simple and requires three main steps which are:

Identification of Skills Gap

This is the stage at which the company identifies the skills it lacking and makes use of its internal HR or uses the service of an agent to get a qualified specialist to fill these gaps.

Incorporating Hired Employees

The hired specialist can now undergo an adaptation process where they are introduced to their duties, workplace and other team members as well as the project on the ground.

Developing Augmented Staff

This stage entails the ongoing training and development of the expanded team to ensure that beneficial assets of the team are well preserved and to guarantee an outstanding project delivery.

Staff Augmentation in Comparison to Managed Project Services

When the client hires an outsourced team alongside a project manager to handle the entirety of the project and its delivery. This is a “Managed Project”.

In situations where the team is outsourced and managed by an in-house project manager that controls the project and its delivery. The model is referred to as Staff Augmentation.

Advantages of a Managed Model

Availability of the Project Manager

The client gets a devoted project manager and a full team that carried out all the work for you while you channel your time and energy into other projects and responsibilities with the full assurance of on-time project delivery.

While a manager model seems like the best solution to solving HR problems, it also has its own risks which includes

Lack of Control:

Lack of transparency and control over the project can be a major issue as most of the interim decisions are made by the outsourcing provider which may leave you to quit behind on your project.

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What it Takes to Hire a Node.js Developer

October 29, 2019 Comments Off Roxana read

Node is an important part of the JavaScript ecosystem and is also very relevant in web development. It works as an environment where one can develop apps. Developers use it to build real-time applications such as messaging applications.

Things You Should Look Out for When Hiring a Node.js Developer

A Node.js developer should possess basic skills like logical thinking, communication skills, design thinking that will be fundamental in the course of carrying out the work.

The perfect candidate should have the ability to understand JavaScript, the working environment and should know how these processes work. The ability to debug and integrate modules is also very important.

Many people who claim to be node.js developers only know how to do copy and paste, they do not bother about integration and also testing the application to check for issues and possible challenges in the nearest future.

Another thing worthy of consideration is if the candidate for the job has experience in using Node.js. Where it can be shown that the candidate has already used Node.js, it will give him a competitive edge over others. It is even greater when one meets a candidate that has also contributed their code to the ecosystem.

Relevant Skills a Node.js Developer Should Possess

A Node.js developer should be proficient in JavaScript and Node.js. Working knowledge of functional programming, storage of data, functional programming, etc. is required.

Also, the Node.js developer needs practical skills such as the experience of using npm registry, Github repository, standard style of JavaScript, WebSockets, Dockers, etc. He should be able to follow-up on applications using tools such as Prometheus and the others to identify when something is wrong in the Node.js application.

A good Node.js developer should be able to use the newest version of LTS Node.js to ensure that there is stability and to enjoy other new features to it. An experience that is beyond HTTP and the proven ability to handle all security issues that could arise such as data validation, HTTP headers, session management, dependencies, etc.

Where a Node.js developer is experienced with the JavaScript frameworks and also knows how to handle crashes, he makes a good fit for hire. He should be able to scale apps on several servers and balance loads.

Locating the Right Node.js Developer for You

If you are searching for Node.js developers, you have the option of outsourcing or hiring a team of developers to work on your project where they work full-time on your project while making use of their resources in carrying out the work.

Employer

Choosing Between Staff Augmentation and Managed Software Projects

October 24, 2019 Comments Off Roxana read

It today’s high-tech market, we are experiencing rapid changes in both business objectives and technology. Traditionally, companies look to build in-house software development teams but are now facing higher costs while taking more time and effort. The hiring process takes up a huge portion of the timeframe when trying to complete a project and launch it into the market.

On a positive, as the IT industry matures, so do the hiring models. Staff augmentation, or augmented staff) is a hiring model that offers flexibility and high scalability for all areas of the software development project. Between outsourcing and internal recruitment, staff augmentation allows companies to quickly fill vacancies in order to bring about their project and/or digital transformation needs.

In this article, we are going to take an in-depth look at this particular model. We will look at the benefits of scaling your team while avoiding overheads and not increasing attrition or churn rates.

What is Staff Augmentation?

Staff augmentation is an outsourcing strategy, which is used when a company needs additional staff with specific skill sets in order to complete the business objectives. Staff is usually found offshores and hired as overseas development extensions of the already existing development team. Terms and conditions are either fixed or flexible.

Basically, it requires you to continuously look at your in-house team and identify the technical skill gaps throughout each stage of the project. Once you have identified the additional skills you require, you can proceed with hiring short-term (or in some cases long-term) staff to collaborate on the project.

This model is becoming increasingly popular because of the expanding specifics of the IT industry. There is often a shortage of talent and high rates for developers locally. HR issues must be addressed quickly and flexibly in order to hire the right developer.

So, staff augmentation is when certain tasks are outsourced to software experts with both hard and soft skills, and experience so that a business can complete its software project. This is not a replacement method for the existing team, rather just additional expertise from offshore or nearshore software developers.

Short-term Staff Augmentation

This is often necessary when companies are experiencing peak seasons. A project has reached a stage where the in-house team is not sufficient to carry out the tasks. It is also possible to use short-term staff augmentation when in-house specialists are on holiday or sick leave.

Long-term Staff Augmentation

If your project uses an uncommon tech stack or it is more complex, you may need someone long-term. If you don’t have the means to hire an in-house specialist, you can use long-term staff augmentation.

The Benefits of Staff Augmentation

Reducing the skills gap and hiring time

When you are outsourcing, your talent pool has gone from local to international., greatly increasing your chances of finding a developer to match your needs. Typical destinations are those with a large talent pool yet lower demand for developers in that country. This reduces the hiring time.

Because technology develops so fast, look at AI, ML, blockchain, and Fintech, there hasn’t been enough time for the industry to produce sufficient specialists in these areas, resulting in a huge shortage of talent. The longer your company takes to hire an expert the more money you are likely to lose. Quick hiring allows you to get going for your project as soon as possible.

Reducing payroll costs

Once you begin looking at offshore developer rates, you will find that they are generally much lower than rates you will find locally. This can greatly reduce software development costs.

Reducing staff turnover

If you hire an in-house expert developer, you are going to have to make sure they have a continuous flow of tasks to meet their skill sets. In many cases, this is not possible. Your developer will become bored want to move on. When you hire a developer for just the project needs, they will move on when their part of the project is complete, as this was the agreement.

Reducing operating costs

There are a lot of costs associated with hiring in-house, generally more than with external staff. While a staff augmentation provider will charge a fee, the prices are still lower. Paying lower developer rates and a fee is still less than hiring, renting an office, equipment, bills, etc.

Increased flexibility

When you choose this model, you only have to hire developers when you need them. It doesn’t have to be just at peak seasons. You may need a developer to work on your website during the Christmas season.

Reducing paperwork and legal procedures

To hire a development team, you will need an admin, legal department, and payroll and accounting. All of this is going to add up financially.

A staff augmentation provider will do all of this for you, saving you time that can be dedicated to more crucial areas of your business.

How Does Staff Augmentation Work?

It’s a straightforward process involving three main steps, each of which is flexible depending on the needs of your business.

Identifying the skills gap

You need to understand the skills that you are missing in order to complete your project. An internal HR or external agent can then find a developer with the right skill set to hire.

Onboarding of hired employees

Similarly to an in-house hire, the new developer will take go through an adaptation process, meet the other team members, understand the technical concepts of the project and learn more about the company vision and the working environment.

Developing your developer

This process is a continuous one. It requires ongoing training of your developer and nurturing them so that together with the internal team, your project is guaranteed the best outcome possible.

Staff Augmentation vs. Managed Project Services

If you have reached the point where your software team is not meeting the standards, it is time to outsource. From here, you need to choose one of the appropriate engagement models that will lead to the project’s success.

The main difference in staff augmentation and managed project services comes down to accountability. A managed project means that you hire an outsourced team that comes with a project manager. This engagement model lays the full responsibility on the outsourced team, specifically the project manager.

Staff augmentation relies on your in-house project manager to control the project and the outsourced team. Your own project manager is responsible for the progress and completion of the project.

Managed Services Provider

An MSP will take control of the execution of the project and assumes and manages all risks. The provider manages tools, processes, and operational assets. Payment is based on SLAs and results and all developers are fully documented and trained.

Staff Augmentation

The supplied resources are managed by the client and it’s the client who assumes the risk. Internal tools and processes are used. Training will vary and payment is based on time and materials.

What are the Advantages of a Managed Project Model?

Project manager’s availability

You do not need to concern yourself with the management of the offshore team, as your dedicated project manager will do this. This frees up a lot of your time so you are able to pay more attention to the actual running of the business. The PM is responsible for maintaining the budget, meeting set deadlines, and ensuring quality.

Results-based collaboration

Managed IT services can be charged for by the hour. Outsourcing service providers may insist that a developer is hired full time for the necessary duration. With a managed services provider, you can select the number of hours or days per week.

What are the disadvantages of a Managed Project Model?

A lack of control

Most intermediate decisions will be made by the project manager. This not only implies a lack of transparency, but it is difficult for those who like to be in charge of every detail.

Reliability

As you are going to be handing over the control of your project, it is essential that you choose a managed services provider with an excellent reputation, with suitable expertise in your type of project. They must be skilled at working to a budget and a deadline without sacrificing the quality.

Challenges with integration

The part of your project that is being taken care of externally will still need to be integrated into the work being done by your internal team.

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How to Hire an Angular JS Developer

October 22, 2019 Comments Off Roxana read

If you’re hiring an Angular JS Developer on your own, it can be a costly and nerve-wracking experience. Finding one, for instance, can be the first hurdle. Those with the best experience are taken, meaning you have to pay close attention to the hiring process. It may take from a few weeks to a few months to find reasonable developers.

How to Hire a Cobol Developer

October 17, 2019 Comments Off Roxana read

Cobol, the general business-oriented language that originated in 1959, maybe considered out-of-date, but it’s still widely used, and hiring developers with the proper Cobol skills will soon be pivotal to their selection.

Although easy to learn, Cobol most often is excluded in the computer science curriculum. That’s largely due to Cobols’ failure to make the current top 10-list of popular languages. In its day, the program was extremely successful, as can be seen in its continued use.

Cobol meets all three parameters of a successful software system: efficiency, ability, and adaptivity of code. Primarily used in finance, business, corporate, and government administrative systems, When deployed on mainframe computers, Cobol is essential to processing numbers and data about users and customers in manufacturing, banking, and insurance. In data processing, and information gathering, the demand for Cobol application developers is high.

Why Cobol Programmers Are Still Valuable Assets?

Due to the growing popularity of new languages, there aren’t as many potential developers familiar with the Cobol language. .Since it is built on logical English structural elements, Cobol also has been adapted for almost all types of hardware platforms. It is an intuitively simple language to learn. This trend makes the recruitment of young professionals difficult

Technologies that Easily Merge with Cobol

According to a survey conducted by a major research firm, in 2017, approximately 55% of respondents indicated the intention of modernizing their Cobol apps by the year 2019. In part, the decisions based on the fact that Cobol easily merges with such standardized IDEs as Eclipse and Visual Studio, and supports the latest versions of enterprise technology. It uses the same contemporary attributes of other languages and supports the latest versions of enterprise technology like Mobile, Cloud, and Managed Code. Economics also plays a part. Maintaining reliable Cobol is considerably less expensive than introducing a new language to an older system.

Why Companies Are Searching for Cobol Programmers for Hire?

Ten years ago, surveys predicted the number of Cobol programmers would continue to decline due to the retirement of the experts in vital Cobol developer roles. And, the number of entrants to fill the vacancies would be too small. This has seen the average salary of a remote Cobol developer increase significantly. From ATMs to healthcare prescriptions, Cobol touches almost every aspect of.life. The programming language supports and controls more than 85% of all business applications.

Cobol Developer Skills, Tasks, and Responsibilities

However, prospective companies are looking for Cobol developers who understand the business, are armed with diverse skills, and capable of learning new skills.

Following are some typical tasks of a Cobol Developer:

Gathering and documenting system requirements.
Coding Cobol programs.
Maintaining and developing Cobol.
Developing, Designing, Coding, and Testing changes to enterprise software applications.
Fine Tuning DB2 SQL queries.
Implementing changes to Cobol Programs.
Defining coding standards to ensure code integrity.

., it is a strong incentive to learn this language due to its low competitiveness compared to more popular languages

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How to Hire the Best Ionic Developer?

October 15, 2019 Comments Off Roxana read

Ionic is considered to be the foundation for hybrid mobile apps development. The Ionic framework is built by using a combination of AngularJS, Apache Cordova, and SASS.

So, let’s take a look at what other technologies should the perfect Ionic Developer have?

Ionic framework is very practical when is used together with other technologies. It is also a good tool for Ionic to build iOS and Android. Going forward with this idea, an ionic developer should be familiar with the following technologies in order to make a strong resume

Angular JS

The Ionic framework sits on the Angular JS platform, this platform being a JavaScript-based one. A perfect Ionic JavaScript should also be advanced when it comes to Angular JS and JavaScript language. The Ionic framework utilizes to the fullest the development of cross-platform hybrid mobile applications.

Apache Cordova

Apache Cordone is one of the basic components of the Ionic framework. It is utilized as a cover for the initial applications to work as the cross-platform hybrid application on separate operating platforms. Therefore, an Ionic developer who is hoping for a good job, needs to be advanced in using Apache Cordova.

Third-Party Plugins & APIs

Ionic Platforms can use to full capacities the mobile devices by using a third-party plugin. When we are talking about the perfect Ionic developer, we are talking about someone with good knowledge about many third-party plugins he can use for the purpose we mentioned and also know to create API.

Basic Web Technologies

The Ionic framework was made for progressive web applications that can work on numerous OS platforms at the same time. Therefore, is a significant qualification for an Ionic developer to know basic web Technologies. The most important are CSS, HTML, and JavaScript.

Back-End Technologies

An Ionic developer might find himself in the situation when he needs to integrate a front-end with many back-ends or server-side applications using a server-side scripting language or other general languages such as Python, JavaScript Node JS, etc.

It is announced that the market of hybrid apps and mobile ads to go over the $80.45 billion mark in 2020. The Ionic framework was created especially for the fast development of progressive web apps or hybrid mobile applications that can be used for more than one platform at the same time. To reach the objectives of the Ionic framework, a lot of distinct technologies are used.

The popularity and the demand of Ionic developers who are also confident in using other applications it’s increasing every day. It is hard for the employers to find a good Ionic developer for his company only based on the resume but it’s a good starting point.

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Achieving Success in Your Business by Learning How to Hire QLIK Developers

October 10, 2019 Comments Off Roxana read

A major factor that affects business is the ability to understand the enormous amount of data that is received, the conclusions that can be taken, and how the data is turned into useful actions. We will focus on Business Intelligence and the type of developers who use it.

Business intelligence is the collection of raw data, its analysis, and its presentation to others so that it can be used in a meaningful way.

The amount of data you receive will often depend on the activity and the size of your business. Here are some examples of when BI (business intelligence) is used:

When you collect information on the performance, clients, and processes of a company
When there are various sources of information
When there are difficulties understanding the raw data, or the amount of data can’t be handled correctly
When a decision can’t be made for lack of data
When there are issues setting a baseline of performance for employees, teams, or departments
When there are problems with KPIs

There are a number of modern technologies that collect, store and process data, including large amounts, yet sometimes, this is still not enough for managers and senior staff to understand. Let’s dig deeper into one of the solutions.

QLIK Overview

The History of Qlik

QlikTech (as it was originally known as) was founded in Sweden in 1993 and then moved to the U.S.A. It specializes in Business Intelligence and is an abbreviation for Quality, Understanding, Interaction, and Knowledge.

Its first role was as a single-user application for desktop computers. In 2005, it adopted a server-based equivalent. Qlik began to show its true colors one it began working with companies like Intel and HP. From here, it grew popularity across the whole world and is even used by the British police to help predict crime.

Qlik Products

There are a number of business solution-based products, for example, Qlik Sense, QlikView, Analytic Platform, and Qlik Core, to name a few. We are going to focus on two of these products as well as the ideal type of developer to work with them.

A look at QlikView

Not just a business intelligence solution, QlikView is also a business discovery tool. It’s used to store and process massive amounts of data. There are three primary components:

QlikView Desktop- extracts data, models and visualizes information.
QlikView Server- all applications are stored on a dedicated server. This allows for communication between apps and clients.
QlikView Publisher- for loading data from various sources and to deliver the final document to users.

A look at Qlik Sense

It’s not the same as QlikView, although it is powered by the same engine. With Qlik Sense, you can visualize your data by making reports, dashboards, and charts. Essentially, QlikView is aimed at analyzing data and Qlik Sense is for presenting the data in a suitable way for multiple users. It also has:

Qlik NPrinting- preparing visual reports based on the data that has been processed. There are several formats, channels, and methods of delivery. You can also create your own schedule.

Expressor- a dashboard for all the activities being carried out.

The Demand For Qlik Development

Granted, Qlik isn’t as commonly used as other business strategies and so the demand s moderate. There are 1.7 thousand U.S based listings for Qlik developers on Indeed.com. In Europe, this figure is over 3 thousand for Qlik developers and tech consultants (taken from LinkedIn). There are more positions than there are developers.

The Curriculum of a Qlik Developer

The skill-set is rather specific for this type of developer and they can include:

Hands-on experience with QlikView as a developer and as a tech consultant
In-depth knowledge of several databases, including Oracle
An understanding of data-source integration, advanced scripting, customer software development, and development in QlikView
Experience with Microsoft SQL Server, QlikView Publisher, Oracle, Rally, and Salesforce
Knowledge of C, C++, and .Net

The CV should also include all experience with maths, the domain the developer used to work in, and the size of the companies they have worked in.

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Improve Your Development Process by Hiring a Polymer Developer

October 8, 2019 Comments Off Roxana read

A developer can create a web application faster with Polymer. What do we mean by Polymer JS and do all the JavaScript developers need to know it?

Polymer is a JavaScript library – a multitude of elements for website and application creation. All these elements are created by coders for other coders who want to use them for their projects. This way, the time needed for work is shortened because they don’t have to write the basic elements again and again for every new app.

A Polymer developer’s role is to make custom web components faster. In this way, the applications will have faster interaction and less weight and some of the processes are offloaded to browsers.

What you actually need to look for when you decide to hire a polymer developer, is a JS Frontend Developer who works with Polymer too. This developer will take custom web pages and applications from Polymer.js and will use the components from the other websites to the new project. This is a good deal for the customer because it will be done faster and the final user will have a light and working app.

When searching for a Polymer developer, make sure that he clearly understands Web Components and how are they important in web development.

Polymer.js is a very good tool for developers because it’s easy to understand and apply. Polymer is used for things like scaling and refactoring, adding new components and getting the reusable components.

How can you find a professional?

When looking for a Polymer professional you need to pay a lot of attention to his CV and work experience. If you don’t know what you need to see, here is a tip – a Polymer JS developer resume should include the following:

Education:

Bachelor’s degree or higher in Computer Science/Administration or any similar field.

Experience:

Technology related projects
Front-end development in JS, HTML, CSS
Open-source based applications development
Projects made in accordance with W3C standards and proficiency in the building of the cross-browser apps
Web Storm, Notepad, Brackets IntelliJ Idea
Responsive Web Design experience
Knowledge about Software Development Life Cycle

Skills:

JavaScript, CSS, HTML
Capacity to work with major JS frameworks
Google Material Design

Software skills:

Ability to work with web components and relevant design patterns
Practice om software testing
Utilization of versioning software/repository
Polymer CLI, NPM Polymer.js, Browser and other