Posts tagged "hiring process"

Hiring Through Staff Augmentation vs TopTal

To ensure that you acquire the most qualified developers for your business, you should compare products available on the market.

Here you can compare Staff Augmentation and Toptal and see their functions compared contrastively to help you pick which one is the better product.


TopTal is one of the leading freelancers’ websites that pairs businesses with freelance developers, designers, and finance experts.

The name TopTal is an outcome of “Top Talent”. Founded in 2010, in Silicon Valley, California, U.S, TopTal has built a network of over 200,000 freelancers. They have quite a rigorous screening process that comprises difficult compulsory tests, to ensure companies that they are working with freelancers who are compatible with their working environments and can easily integrate into their teams. According to TopTal, only 3% of the applying developers get accepted in order to make a success of any work.

Even though it started as a freelancing platform for software Engineers, it currently works as an Industry of Freelance Marketplace, Online Outsourcing, and Employment Website.

All of the main development niches are covered, such as JavaScript developers, WordPress developers, PHP programmers, web designers.

One of TopTal’s main downsides is the fact that their rate ranges start much higher than most freelance sites.

Even though prices vary depending on the level of work, most developers and designers’ rates fall within the following ranges:

  • Hourly: $65-$95+/hour
  • Part-time (20 hours/week): $1000-$1600+/week
  • Full-time (40 hours/week): $2000-$3200+/week

Staff Augmentation

Staff Augmentation is a global Swiss staffing company that has been founded in 2011. Their experienced team of recruiters works hard to understand the unique needs of each company they connect with. Their mission is to help their clients in their quest to recruit highly qualified developers. Their hiring process is strict. They do extensive testing to only keep the best.

Staff Augmentation supplies staffing across a wide range of job categories such as:

  • Mobile development,
  • JavaScript development,
  • CMS and e-commerce development
  • Backend development.

Their skills include iOS, Magento, Android, PHP, Java, Joomla, Ionic, iOS Swift, React Native, Unity, Xamarin, etc.

Advantages of working with Staff Augmentation:

  • They enable you to access a broad and deep pool of talent while enjoying the ease and low overhead of interfacing with one singular point of contact.
  • Streamlining processes for you and reducing the costs of managing your talent and labor.
  • Provides expert consulting, permanent placement, executive search, managed services, corporate relocation, staff augmentation, and strategic staffing for companies across the globe, in all kinds of different industries.
  • You will have access to tens of thousands of developers while reducing your recruitment costs.

By carefully comparing the advantages of hiring through TopTal to those of hiring using Staff Augmentation, you are more likely to select the right developer for your company.


6 Tips For Getting the Most Out of Using a Staffing Agency

The recruitment process is a long one and costly, even more so if you make a bad hire. More people are turning to staffing agencies to achieve their objectives. Staffing agencies help you find ideal candidates for specific positions with their access to large talent pools.

Small and large businesses are able to get more from using a staffing agency. Small companies going through an agency will have the same access to highly skilled candidates as large companies. Small companies often don’t have a recruitment team or HR department and can’t dedicate as much time to recruitment, so a staffing agency will provide additional support.

For bigger companies, a staffing agency can save time and money with its networks of skilled talent. A company may have to sift through hundreds of CVs and interviews in order to find their candidate, whereas a staffing agency has these candidates on hand.

You may feel like a staffing agency is an unnecessary expense. On the contrary, not only are you saving time and money, you will be able to invest your time in other areas and you reduce the risk of a bad hire.

Building long-term relationships

Aside from easing your recruitment and offering wise advice to improve your process, you are beginning a long-term relationship for recruitment and hiring with a company that knows and understands your needs and the type of candidate you are looking for.

When looking for temporary or seasonal hires, staffing agencies are the go-to solution, as many companies don’t want to hire full-time employees. It is also a popular way to cover permanent staff that is on medical leave, or when you need additional staff for a new project or busy period.

Most assume that staffing agencies only deal with short-term placements. In some cases, a short-term arrangement may begin with the potential to lead to long-term. While an employee is working on a short-term agreement, the employer gets the opportunity to see exactly how a person works, gaining insight as to whether they are a good fit, both in terms of skill and cultural fit.

Regardless of why you have chosen to use a staffing agency, apply the strategies below in order to maximize the benefits:

  1. Be direct about your needs

Where possible, let the staffing agency come and see your workplace. This will provide them with the clearest idea of how you work. Be honest about exactly what you need, including your timeframe for new hires.

When the staging agency knows what you require, they will be more able to advise you on whether to choose temporary, part-time, or full-time employees. Some staffing agencies will be able to provide information about flexible staffing strategies, allowing you to hire experts when only when you need them.

  1. Look for insider expertise

You should find a staffing agency that has hands-on experience in your field. If you are running an academy, who better to assist you in finding qualified staff then someone who has worked in the industry. Their knowledge will make it easier for you to find employees, as they know the qualities to look for in a good teacher. Candidates from a specialized staffing agency will often do a job faster, to a better standard and for a lower price than those from a general staffing agency.

  1. Improving your hiring process

Staffing agencies have numerous networks and contacts. This large reach of talent means you have the possibility of finding a highly qualified employee that may never have seen your job posting.

Not only this, but they are also responsible for aspects of the hiring process that take up a lot of your time. A staffing agency will carry out interviews, background checks, and skills testing. Because they do this day in day out, they will be able to do it far quicker than you would, mainly because you have many more responsibilities than just recruiting.

  1. Keep in touch

Communication with a staffing agency shouldn’t end when you have hired a new employee. You should stay in touch in order to keep the staffing agency informed of the success of the employee and to update them with any changes in your requirements. If you can provide feedback, the staffing agency will be better prepared to assist your company when you next need it.

  1. If things aren’t going the way you had hoped, do something

Staffing agencies have often worked with a candidate before, so they are aware of their abilities and personality. This helps them to match the most suitable candidate for your job opening. Not everything always goes the way we want it to and sometimes your candidate won’t work out. Before you do anything, decide if it was the candidate that wasn’t a good fit, or the agency you used.

If you feel that the staffing agency doesn’t handle a bad fit well, it might be time to seek out a new one.

  1. Use the agency resources

You will be paying for the staffing agency service, so you need to make the most of everything they have to offer. If an agency has training resources, use them. If you are too busy or feel that a staff member will benefit more, encourage them to use the training. Learning new skills is an excellent way to motivate staff and keep your team up to date in their field.

A new hire will often have new or different ideas that can be shared with your team. Take advantage of this. It doesn’t mean your team isn’t skilled. It is just a fresh look or new solutions. If you have used a staffing agency to hire the most qualified candidate possible, you want to make sure you are tapping into al of their knowledge.

There are a number of benefits to using a staffing agency but to maximize them all, start off by building a solid relationship with your person of contact. Ensure they know exactly what you need so that they can save you time and money while providing you with the ideal candidate.

How Much Does It Really Cost When You Hire the Wrong Developer

Some will be looking at this figure through squinted eyes, but it costs an average of $22,750 to complete the whole hiring process of a developer. Costs include advertising, as well as the time it takes to review curriculums, carry out phone/tech screening and hold interviews. Before you start panicking, think about the return on investment. An excellent developer will increase your production, provide the team with innovating ideas and become a key part of the overall achievement of goals. We are going to take a very realistic look at the costs incurred when a new developer doesn’t turn out the way you had hoped, not just financially, but on the team morale.

Calculating the mistake

In can take anywhere from 6 months to a whole year for a new hire to reach their full productivity. We will e optimistic and use 6 months in our example. A good hire will show an output multiplier (the number used to calculate employee profit) of between 1.875 and 2.5. This works out to mean a new developer earning $80,000/year will make a return of between $150K to $200K in profit.

A bad hire will have an output multiplier of 1 (or less if they are terrible!). This implies that in the 6 months that you have had them on your team they will have cost you $40,000 in salary, in addition, you have to consider the half a year of profits you have missed out on., $75,000 and the $22,750 it cost you in the first place to recruit them. The total figure is around $138,750. But it gets worse.

The Butterfly Effect

When it is time to get rid of a bad hire, it has a negative effect on each and every department. HR needs to start the lengthy recruitment process again, which may involve everyone from engineers to managers. Accountants have to rework budgets to include potential legal fees and severance packages.

Leave the financial cost to one side, and think about what it does to the overall atmosphere in the office. Starting over adds work to various departments which means people aren’t spending time on their tasks, productivity falls and it becomes somewhat difficult to achieve company objectives. Now stakeholders are shifting their opinions of your company. The bad butterfly that flapped its wings may have an effect on the business plan for up to 5 years.

Thinking on the positive

It’s harsh, it really is. But you are the drive behind your business and people will follow your example. The bad hire is gone and it is time to focus on not just a good hire, but now an outstanding developer. The trick is to make sure the whole team ais feeling as positive as you are. You really don’t want your excellent potential developer picking up on negative vibes because your recruitment team is bored with the thought of starting again. Follow hiring advice to the T, that way your new hire may be able to recuperate some of the money previously lost.

Recruitment agencies can help you find and shortlist high-quality candidates. Using a staffing agency will improve the quality of candidates in your recruitment process. As we already mentioned, recruitment agencies keep a pool of experienced candidates who are ready for a career move at a moment’s notice. It means that you will only deal with candidates who are carefully assessed and vetted.

Staffing Agency Role in Helping Small Businesses Find Big Talent

The need for staffing is constant and regular due to many reasons. Sometimes employees quit and pursue other opportunities. Your business may expand and necessitates that you increase the number of staff or new roles may arise, and you need a new set of skills. Whichever the case, ultimately you will have to figure out how and where to get the new staff; that is where a staffing agency comes in handy.

You may opt to post the vacancy in the right places and specify the qualifications you need. But it’s always safest and more convenient to liaise with a staffing agency to find the big talent. Here’s how.

Partnership with a staffing agency

In small businesses, there’s a tendency for both the owner and the employed staff to take on multiple roles. This leads to a situation where they are all ready to take up new challenges, thus creating a self-sufficient kind of environment.  During peak season, when the volume of work scales up, burnouts are inevitable, resulting in a large number of sick leaves and requests for vacations afterward.

Often, you and your staff may not be well qualified for all the many roles you’re playing. It becomes hectic and gruesome to look for new staff when a new position that requires an unfamiliar set of skills arises. Team up with a staffing agency help you hire the right number of qualified staff who can perform well within your ability to pay. They are experts at hiring and can provide invaluable advice and recommendation.

Ease flow with the market trends

The constant change in the market also changes the expectations of job seekers. As a small business, hiring is done rarely and you may stay long before bringing in new people. As a result, you focus on the company and are unable to keep up with the job-seeking and hiring market. It is in this regard that the recruitment firms cover you. Their knowledge on the best screening techniques and the right keywords will get you the right staff when you need them and save you the need to keep up with the seeker market.

Access to a wider network

In the vast global market, small businesses are but a speck of the bigger picture. You know several people and contacts within your local business community and LinkedIn. They are majorly the ones from whom you source ideas, network, brainstorm and get employee recommendation. While this is good, it limits you from the advantages that come with an outsider staff, a more extensive network and the growth that comes with unusual challenges.

Through a staffing agency, you can expend your network. You will source ideas, talents, and skills from a global community in a much more reliable way and have better access to exceptional candidates.

Streamlined hiring process

Staffing agencies understand the job details, write a better job description, specify the qualifications needed, post it in the right places, screen the candidates and carry out the job interview for you. This gets staff on board sooner and at a cheaper cost.

A staffing agency is every recruiter’s most needed companion. Contact StaffAugmentation to get started today!

4 Ways to Win Over Passive Candidates.

Statistics according to Linkedin’s hiring, shows that the percentage of people seeking new jobs actively is only 30%. This implies that a bigger percentage of 70 LinkedIn users are just passive. It, therefore, takes more than just posting a job ad to capture their attention.

These passive candidates need to be shown by you that you have exhausted your research. They need to know that at your company, their life will actually be better without doubts. This can only be achieved within the hiring processes period by simply adjusting on your approach.

There are several factors to achieve this with variance from one person to another. Caption passive candidates attention is more of an art than science.

The main fundamentals which apply to assist you to increase your chances in standing out amongst competitors are discussed down below:

  • Strengthen your employer brand by use of videos.

Working towards attracting these candidates is solely dependent on your ability to strengthen the brand of your employers. Everything discussed in this article will only be effective if you are able to make your employer brand resonate with whatever these candidates are looking for. Is this upcoming opportunity worth risking my current role? This is the question asked by every passive candidate. The brand of your employer should be able to give this question a positive response which is only possible and effective by using a video. The videos are useful in that they will be able to grab their attention without the struggle. It is, therefore, necessary to adapt to using videos as a tool of showing candidates the daily adorable life within your company. The video helps in featuring your employees as they talk about reasons why they joined the company and the most adorable aspects they love about their jobs.

  • Be in a position to offer what they can’t get in their current role.

Trust me, passive candidates are 100% unlikely to run from their current role to unknown place with a similar position. The only way your opportunity will attract their attention is by being unique. It is high time you do a thorough research when you find a candidate with excellent skills. Be a detective and find out about the limitations within their current role, such as underpayment, poor environment, limited growth, and opportunities, among others.

  • Invest time in genuine personalization.

Cookie-cutters do a great job but have failed in engaging these candidates. Assume that you are them, will you drop whatever you are doing to respond to a message which seems like it has been sent to a hundred more people? No. the only way to show people that you care is by personalizing messages since it shows that you’ve actually taken your time to research them. This with no doubts will definitely increase the rate of responses.

  • For convenience, use videos to interview.

Time has become a major factor these days and convincing these candidates to create time and attend the interview is a very big challenge. Only 1% of these passive candidates are willing to make that kind of sacrifice in reality. Use videos to make your hiring processes convenient for them from them.













11 Advantages of Hiring JavaScript Developers for Website Apps Creation 

Are you contemplating hiring JavaScript developers for your next website application? Then this is the most excellent guide for you. This article illustrates 11 advantages of engaging JavaScript developers.

The first advantage is the simple and smooth hiring process.  Numerous organizations like ours make it possible for customers to get excellent services. One can hire a JavaScript developer seamlessly. This is because it makes the hiring process smooth. This improves efficiency in the organization.

The second advantage is that a competent individual can control the design structure. Catchy design outlay is commonplace in most websites. This is what all clients would also want their apps to look like. JavaScript Developers can easily make this happen thanks to their specialization.

The third advantage is the capability to handle uncomplicated demands instantly. Perfect JavaScript programming is usually linked to passion among specialists. From such passion, a perfect, timely and efficient website is a guarantee.

The fourth benefit is the timely delivery of your program. JavaScript developers ensure a well-timed release of your application. This is due to the fact that these programmers are very qualified and competent enough to create an effective program. They are also able to keep track of the application’s development.

The fifth advantage is the capability of JavaScript developers to come up with programs at the most cost-efficient manner.

A JavaScript developer also has vast knowledge transcending both front and back ends. This means that they can take care of the needs of both the client and the client’s customers. They are fully in the know of new technological improvements and work effectively to bring forth the best quality website products.

The seventh advantage is the capability to create a one-stop package thanks to extensive specialization in the field. A JavaScript developer is thus a library of all the qualities of website creation. Maximum benefits in web development can thus be drawn from a JavaScript specialist.

The eighth advantage is that JavaScript developer carter for all the required features about the intended website. Assignment of NDA to the website ensures privacy hence making the information protected. This is accompanied by intellectual property rights for the website products.

The ninth advantage is the capability of the JavaScript developer to upgrade the web or app. This is important to organizations as it helps secure profitability. JavaScript developers, therefore, offer up to date websites.

The tenth advantage is the ability to present a high-performance website product. End-users tend to dislike slow performing websites and applications. JavaScript developers are in a position to mitigate this negatively impacting quality.

The last benefit in this list is the ability to track the performance of the developed application. Application owners have to work on improving their software from time to time. JavaScript developers are always able to provide this essentially important service.

In conclusion, if you are planning to create an online appearance for your business or revamp an old website, then you should hire JavaScript developers!



Why Candidate Engagement Matters in Recruiting

Employee engagement is one of those often talked about but rarely understood concepts. We all know that a fulfilled employee is more productive, but in order to attract and retain top talents, companies need to engage employees in the long run.

To realize how important the candidates’ engagement is you’ll have look at your recruitment and selection processes from the candidate’s perspective and change things accordingly. Some of the most common problems we find embedded in each process are:

  • The application form, candidates find on your website is too long and too complicated.
  • There is no confirmation email that a human being has seen that a new candidate filled the application form
  • The recruitment and selection process has too many steps and/or is too long or worse no expectation is set on this.
  • The candidate is unable to contact a recruiter for no contact info are available.
  • No notice is given when the position is filled/closed or just a standard automatic mail is received weeks after the job was given to someone else.

Communication is key and by simply addressing some of the basics above and further scrutinizing your process most will understand if another more qualified candidate has been placed in the role or recognize if the organization is no longer hiring. Be clear and notify candidates if passed over or not, answer promptly to all candidates’ questions/emails, explain the timeline of the selection process. Also, ensure you offer feedback to all candidates after each step including after interviews or tests and questionnaires applied.

The improvements shouldn’t stop here make sure to survey the candidates and the newly hired employees by asking them for feedback on what they like or didn’t like about your application process and change things accordingly.

Candidates will always prefer the human touch but this doesn’t mean automation is obsolete, on the contrary. Use recruiting technology or even the trendier Artificial Intelligence (AI) for speed, to automate repetitive tasks, such as screening, use chatbots to answer questions that potential applicants have about posted job offers, use AI to generate insights that you as an HR professional wouldn’t think of by yourself, for example. Thus, recruiters will have more time for tasks that really add value such as network-building and communication. AI is clearly the future as discussed by LinkedIn and other but is now only coming to the fore and gaining acceptance because the experience is more human-like. However, AI is only as good as the logic you invest in it and technology will only execute what you’ve told it to automate so don’t skimp on the investment of time in engineering your process for a successful candidate experience all around.

Take time to understand how these new trends match with your current hiring process and you will be able to add extra more valuable tasks to your “to do list” for improving the candidates’ experience and engagement but also for attracting and hiring top candidates from the marketplace.

With all this info at hand is time to act, so be critical when scrutinizing your hiring process and improve it using candidates feedback, common sense and of course the 80-20 rule (Pareto distribution). Results will show but you need patience for this is not an overnight transformation. Analyse, change, measure again and change again and don’t forget that recruiting is changing fast and so should your ways of doing it.

Hiring In Tech: Potential Over Experience

Every growing and advancing company seeks to recruit additional staff to handle and further their growth. In that light, companies usually seek the best minds and hands in the fields they intend to hire from. One such field is that of Tech; in which likely recruits fall into the categories of either those with experience in the industry or those with little/no experience but with potentials.

During the recruitment process, employers are usually faced with the question of whether to choose someone with experience over one with potentials or to do otherwise. This choice, of course, isn’t a straight forward one, as both categories of likely recruits each have their advantages and their drawbacks, and depends on what the company values most at the point of recruitment. But then, we will look into why tech companies should choose potential over experience.

Companies spend a lot of resources in order to get top talent for hire and have always favored those with experience. The reason for this isn’t far-fetched, as many think it is obvious that those with experience in the field will be able to handle more tasks and challenges and thus, are better suited for the job. But this approach no longer serves the best interest in today’s job market, as experience is not everything.

Potential is the capacity to develop into something great and everyone in the tech space will understand that jobs in this field are very competitive and need to be creative and innovative in order to stand out. These key areas of innovation and creativity are better handled by recruits with little experience but high potential than the experienced folks.

Also in the tech industry is the need for flexibility, adaptability to change, and diversity. These qualities are better found in recruits who have high potentials, as they are more willing to explore new options in the field; which is relatively new to them. This enables them to be able to effectively function and succeed not only in their current roles but also in sideways or upward roles within the company.

As mentioned earlier, hiring for experience definitely has its own benefits, as companies who recruit them can expect fewer errors in jobs, and better character and hindsight. But for a tech company whose main drive is insight and innovation, it is more advisable to go for the ones with potential over those with experience.

Sure enough, recruits with just potentials and little or no experience will have their own drawbacks, but with adequate support and training will be able to continuously improve over time. All the companies need to do is capitalize on the curiosity, motivation, and determination of these recruits to help them learn as much as they can. With this approach, the employers will be able to better understand them over time and give them more appropriate roles where they can function best.

Having said all that we have, we can confidently conclude that for long-term investment and future growth of tech companies, the choice of potential over experience in hiring is the way to go!

Candidate Engagement Latest Trends

Recruitment landscape has changed forever, Baby Boomers are retiring and Gen X is no longer forming the majority of the workforce. Almost every qualified person is already having a job and not actively looking for a new one. The new generations, Millennials and Generation Z require a lot more from an employer, even from the recruitment stage. If we go even further with the labor market analysis and the changes triggered to the recruiting and selection process here are some of the major trends:

  • The talent shortage is getting worth;
  • Candidates are having now the power, they pick the company they like not the other way around;
  • The Millennials and Gen Z have different expectations on what they look for in a company, and they are the majority of the workforce. They also change jobs more often than the other generations. Note that employees ages 20-34 change jobs as an average at every 2.8 years while employees ages 35-44 change jobs every 4.9 years and employees ages 45-54 change jobs only every 7.9 years. This means that retention is the other side of recruitment and companies should put more effort in increasing retention.
  • Job shopping is now commonplace, so things like your employer brand and career page from your website are more important now than a year ago.
  • Social media is the new trendy recruitment channel that can increase your pool of candidates but your competition can also tap into this resource.
  • Flexible hiring strategies are available both for the candidates and for the employer.
  • Recruitment speed is more important than ever, not just as a quantitative indicator, the old days to fill, but as a must in attracting top candidates. If you are not fast enough your competition will get the top runners.
  • You cannot consider any more that the recruitment is finished when the offer is signed. Because the candidates are job shopping, other, more attractive offers may show in no time modifying the candidate’s decision.

With all these changes what should a company do to win the war for talent: the new buzzwords are candidate experience and candidate engagement? HR should learn marketing techniques related to customer experience and transpose them in the recruiting and selection process to enhance the candidates’ experience. They also have to learn that employees’ engagement is starting from the candidate phase so this stage should be included in the overall engagement strategy.

This candidate-centric recruiting model requires engaging candidates at the right moment, in the right way, and is looking at every single stage of the overall candidate journey, starting from the moment a candidate becomes aware of your employer brand (“first look”), let’s say by looking at your website at the career page and extending flawlessly and seamlessly into employee engagement once they are on hired and the induction and onboarding process is starting (“first day”).

A new term is emerging regarding how to treat rejected candidates: we should Rejobify them. You may wonder if this is not too farfetched to think about the rejected candidates’ experience and to invest time and not only in their experience.


List of Java Application Developer Responsibilities and Skills

Java is a very powerful general-purpose computer programming language that lets application developers “write once, run anywhere” (meaning once they code in Java, they can run the applications on almost any platform). It is a very versatile software and one of the most popular in use, particularly for client-server web applications, with a reported 9 million developers. The wide use of this software has thus, necessitated a high demand in the services of Java Application Developers.

Java application developers are programmers who design, develop and integrate Java into business applications, websites, and softwares.  These are the people who make Java Programming Services possible. Mentioned below are a few of these Programming Services:

  • Custom Applications
  • Mobile Applications
  • Interactive Websites
  • Android Applications
  • Software Tools
  • E-commerce Applications
  • Enterprise Applications
  • Cloud Applications

Responsibilities of Java Application Developers

The roles and responsibilities of Java Application Developers are very crucial in the companies and organizations where they work and therefore it is essential that they are made specific and clear. Among these responsibilities are;

  • Writing well designed, testable and efficient Java applications.
  • Ensuring designs are in compliance with specifications.
  • Developing a technical layout and design for the software applications.
  • Preparing and producing releases of Software components.
  • Identifying the application issues both in production and non-production ecosystems.
  • Participating in Software and Architectural development activities.
  • Recommending changes to improve established Java application processes.
  • Conducting software analysis, programming, testing and debugging.
  • Managing Java application development framework and environments.
  • Investigating alternatives and technologies.

 Essential Skills needed by Java Application Developers

In order to successfully and efficiently perform their required roles and duties, it is necessary that Java App developers be very knowledgeable about the use of the following software development tools:

  • Oracle database SQL and JDBC

They should have adequate knowledge of Oracle SQL, relational, and ORM.

  • Java XML Parsing, Coding

They should be strong at Java XML parsing and coding.

  • Enterprise Java Bean (EJB)

They should have a strong knowledge of the Enterprise Java Bean environment.

  • J2EE Framework

They should have a strong command over Java J2EE framework.

  • I Text for RTF Generation

They should have a comprehensive understanding of the use of I Text for RTF generation.

  • Java-based web services

They should be well knowledgeable about web services based on Java technology.

  • Java Servlet Technology

They should have deep knowledge of Java Servlet and Applets.

  • Object Oriented Analysis and Design

They should have adequate knowledge of object-oriented programming (OOP).

  • Perl and Python

They should properly understand the use of Python, Perl, JavaScript and other platforms as an added advantage.

  • Linux/Unix Windows Platform and Solaris

They should have essential knowledge of Linux, Sun Solar System, Windows, and other operating systems.

In addition to all these skills, it is necessary that a Java developer possess certain qualities that will enable him/her to tackle the challenges of this job, which include learning new programming languages and effective problem-solving.