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Why Is Skill-Based Hiring Important for Software Development (1)
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Why is Skill-based Hiring Important for Software Development?

Skill-based hiring allows you to access a larger pool of developers and reduces hiring time, ensuring culture fit, high-quality hire, and higher retention.

What is the most important thing required to perform a particular task? It’s the skill to do the job, isn’t it? Skill-based hiring helps you choose the most suitable candidate for the job. As a result, many organizations are adopting this approach to hire the best talent. The time for conventional hiring methods like looking at the college and degree is over. Today, if you want o hire top talent, you must focus on skills. 

A CNBC report reveals Google, Apple, and many other tech companies don’t look for a college degree while hiring. They believe in hiring developers based on their abilities rather than their educational qualification. In addition, a Harvard Business Review found only 43 percent of the IT job postings by Accenture contained a degree requirement. Hiring software developers based on their skills is emerging to be the best way to build your development team. This blog post will discuss the importance of skill-based hiring in tech and how you can go about it. Let’s get started!

Table of Contents

What is skill-based hiring?

Difference between skill-based hiring and degree-based hiring in tech recruitment

Why is skill-based hiring important when employing developers?

  • Helps you assess a candidate’s true potential before hiring
  • Access a large talent pool
  • A more data-backed and equitable recruitment approach
  • Reduces time and cost of hiring
  • Promote diversity and build an excellent company culture
  • Drive business growth
  • Higher employee retention

5 steps to implement skill-based hiring in tech recruitment

  1. Understand your business requirements
  2. Write a clear job description
  3. Create the right recruitment funnel
  4. Use an AI-powered hiring tool
  5. Focus on skills at every stage of the recruitment process

So what should you keep in mind for skill-based hiring?

What is skill-based hiring?

As the name suggests, skill-based hiring is screening applicants based on their skills rather than their college degrees. These skills could be cognitive, physical, technical, or soft, based on the job requirements. The main purpose of this hiring method is to ensure the candidate has the skills needed to perform the assigned tasks. 

When hiring a developer, adopting the skill-based hiring approach means selecting them based on their skill and not rejecting them because they don’t have a college degree.

The best way to implement skill-based hiring in tech recruitment is to evaluate their programming and soft skills through a skill assessment. This helps recruiters choose candidates with the core expertise for the job and overcome hiring challenges like skill gaps in the traditional process. Moreover, hiring employees with the right skills reduces training time, ensures better productivity, and improves retention.

Skill-based hiring vs degree-based hiring in tech recruitment

By now, you have got some idea of skill-based vs. degree-based hiring; however, let’s dive more into this topic. Skill-based hiring focuses on the candidate’s abilities, whereas degree-based hiring emphasizes certificates. In a degree-based hiring process, recruiters look at the resumes and shortlist those that look the most convincing in terms of education and degrees. 

Look at the table below to better understand the key differences between the two. 

Skill-based hiring vs degree-based hiring

Skill-based hiring vs degree-based hiring

Did you know? A Statista report shows JavaScript is the most used programming language among developers as of 2022. However, many universities don’t teach the language in their computer science programs. 

If you follow degree-based hiring, you may end up hiring developers who are not skilled in JavaScript. On the other hand, if you focus on skill-based hiring, you will focus on the developers’ prowess in JavaScript and look at their past work instead of their college degrees and pick the best candidate accordingly. And thus, this approach helps you avoid mistakes while hiring software developers.

What are the advantages of skill-based hiring? 

Tech giants like Apple, Google, IBM, and others have adopted skill-based recruitment because it enables them to hire high-quality developers and lower recruiting costs. But it’s not just the big techs. Many companies—big and small, have switched to skill-based hiring across the globe. Let’s understand why.

  • Helps you assess a candidate’s true potential before hiring

    Evaluating a candidate’s skill is critical for hiring tech professionals. Skill assessments help you test a developer’s true potential to perform the responsibilities mentioned in the job description. With skill-based hiring, you can test a developer’s expertise in different tech stacks, like programming languages, frameworks, and soft skills.

    Moreover, every company has different requirements, and hiring someone based on their resume is not a great way to make a hiring decision. The skill-based hiring approach allows you to hire developers based on the job requirements rather than their degrees.
  • Grants access to a large talent pool

    Software development is a skill-based job, and anyone can acquire the skill without getting a college degree. A StackOverflow survey found that 56 percent of developers didn’t have a formal computer science degree, 69 percent of respondents were at least partially self-taught, and 13 percent were entirely self-taught.

    If you stick to hiring developers only with a college degree, you will miss out on a large talent pool. On the other hand, when you give preference to skill, you will attract more talent and increase your chances of finding the right fit for your company.
  • Brings in a more data-backed and equitable recruitment approach

    Several factors, including skillset, culturally fit, and individual values, determine a developer’s performance. Skill-based hiring requires hiring managers to use talent-matching tools and tactics to find the right candidate for an open position.

    These techniques are based on verified skills and data points that enable you to focus more on the technical and soft skills required for the job. Moreover, this recruitment approach significantly reduces hiring bias and gives every candidate an equal opportunity to land a job. It also removes the chances of hiring someone who obtained a fake degree using dubious methods.

    Also, read: 5 Tips to Become A Great Technical Hiring Manager
  • Reduces time and cost of hiring 

    Conventional hiring involves reviewing hundreds of resumes first and shortlisting candidates based on their degrees and the percentage they scored in their exams. You will often find candidates with fancy degrees who don’t have the right skillsets for the job. This not only makes the hiring process longer but also increases the hiring cost due to adding additional human resources.

    Skill-based hiring significantly reduces the hiring time, as it eliminates the candidates who lack the essential skills for the job. It ultimately reduces the recruitment cost. Moreover, when you hire developers based on their skills, you can save training costs, and they can work sooner.
  • Promote diversity and build an excellent company culture

    Diversity in the workplace is important in building a successful and thriving company. Skill-based hiring promotes diversity and gives you access to a larger talent pool. What’s more, diversity hiring helps your company get an edge over those who confine their recruitment within a particular geography or ethnicity. 

    Additionally, by emphasizing skills over college degrees, you can encourage applications from talented candidates who did not get a chance to earn a degree, thus creating a diverse workforce.
  • Drive business growth

    The success of a company significantly depends on its workforce. So, hiring suitable candidates is critical for every business, especially when hiring developers. You must be aware of the Eminent figures in technology industries like Steve Jobs, Bill Gates, and Mark Zuckerberg – all of them are college dropouts, but they went on to create thriving tech companies.

    Candidates with the right technical and soft skills aligned with your business objectives will be valuable assets to your company and drive business growth whether they have the degree.
  • Increases employee retention

    Skill-based hiring means candidates join jobs that fit their skill sets. Such employees are more motivated and enjoy the opportunity to showcase their expertise. What’s more, they tend to work longer than those who join the job but don’t enjoy it due to a lack of skills. According to LinkedIn data, employees without a traditional college degree stay in jobs 34 percent longer than those with a degree.

Five steps to implement skill-based hiring in tech recruitment

  1. Understand your business requirements

    Understanding your project requirements is the first step toward implementing skill-based hiring. The more clarity you have about your requirement, the better your chances of finding the right developers. For example, skilled front-end developers can build a website’s user interface, identify issues with the front end, and provide solutions to influence the design.

    They can also build a static website that is used to provide some information to the users. A front-end developer needs to be well-versed in technologies like HTML, CSS, JavaScript, Angular, React, jQuery, Ember, and others.

    On the other end, backend developers build and maintain the mechanisms to process data and perform actions on a website or application. They enable the server, application, and database to interact. Backend developers must have expertise in programming languages like JavaScript, Java C#, Python, PHP, Ruby, and others.
  2. Write a clear job description

    Once you know your requirements clearly, you know which skills to look for in the candidates. The next step is to write a good job posting with a clear job description that mentions the skills you are looking for and the developer’s day-to-day responsibilities.

    You can also mention the KPIs you expect the developer to meet in a month or quarter. This practice gives candidates more clarity on what is expected of them.
  3. Create the right recruitment funnel

    A recruitment funnel is a framework that helps you track every stage of hiring and improve the overall process. From attracting suitable candidates to hire, the funnel streamlines your hiring process and narrows down the candidate pool till you select one. When you implement skill-based hiring, your hiring funnel looks different than the traditional hiring process. It should include the following stages from the top.
    • Attract candidates toward the job opportunity
    • Making sure the job seekers applying for the jobs
    • Assessing their technical skills
    • Shortlisting candidates based on the skill assessment
    • Interviewing the candidates to find the best fit for the job
    • Making the offer and completing the hiring process

      Also, read: 10 Tips for Onboarding Remote Software Developers
  4. Use an AI-powered hiring tool

    Modern AI-powered hiring tools have transformed the hiring process. From applicant sourcing to finding employees with the right skills, these tools make the skill-based recruitment process easier and faster. You can customize your requirements according to the job demand.
  5. Focus on skills at every stage of the recruitment process

    As the name denotes, skill is one of the most important factors to consider in skill-based hiring. It is even more crucial when hiring developers. From conducting skill assessments to shortlisting candidates, you should focus on testing the relevant skills.

    Design your technical interview questions around skills and job requirements, and avoid emphasizing degrees. Besides, identify the candidate’s personality traits to find employees who fit naturally into your organization.

So, what should you keep in mind while implementing skill-based hiring?

The most important thing to consider while selecting developers is the skills they bring to the table. Do they have programming, problem-solving, and soft skills essential for your business? Are they culturally fit and have the right mindset? These things are more important than looking at the candidates’ degrees or educational qualifications. 

Adopting skill-based hiring allows you to find developers with the right skills, irrespective of their educational background. However, conducting skill assessments for a large number of applicants takes a lot of work. 

But Turing can help you with that. 

Turing helps you to hire developers purely based on skills within four days. Our AI-powered vetting process uses 20,000+ ML signals to ensure you find the most suitable talent for your business. Once you share your requirements, we will match the right developer according to your need. Moreover, you get a free two-week trial period to evaluate the developer’s performance before signing a long-term contract.

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

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By Feb 3, 2023
Best VS Code Shortcuts and Productivity Hacks
For Developers

Best VS Code Shortcuts and Productivity Hacks for 2023

This is a guide to the most useful VS code shortcuts and productivity tips. So, boost your efficiency by unlocking the full potential of the code editor.

As a developer, having the right tools at your disposal is essential. Visual Studio Code, or VS Code, is one such application that has become popular amongst developers. Whether you’re a beginner or an experienced developer, VS Code is the editor that can fulfill every demand. Its flexibility and customization options make it a versatile tool that can be tailored to fit your specific needs.

Also, read: 7 Popular Front-End Tools to Check Out

However, having a product that can be customized for every line of code can sometimes be overwhelming. This blog post will help simplify the essential productivity hacks for VS Code to help you work more efficiently. We’ll review everything you need to know, from VS Code shortcuts to extensions and settings. So, whether you want to increase your productivity, improve your workflow, or simply learn new tactics and insights, this blog has you covered.

Table of contents

What is VS code used for?

Visual Studio Code (VS Code) is a robust, open-source code editor developed by Microsoft. It supports multiple programming languages and offers features like syntax highlighting, code completion, and debugging, which ease the process of writing and testing code. 

VS Code’s popularity arises from its ability to handle various software development activities such as web development, app development, and data science. Furthermore, its flexibility via plugins and extensions enables customization and optimization to fit unique project needs.

How do you VS Code effectively?

First and foremost, keeping track of official VS Code documentation for finding the updated VS Code shortcuts and tips is crucial; this can help you stay updated with the helpful practices you can follow to boost your productivity.

Another critical part of properly utilizing VS Code is learning how to navigate the UI. For this,  you need to understand the various aspects of the interface, such as the editor, sidebar, and status bar, and know how to use VS code keyboard shortcuts (which we will go over in more detail later).

Additionally, you can use features like IntelliSense for smart completions based on variable types, function definitions, and imported modules to write code more efficiently.

Also, read: Looking for Software Developer Jobs? Learn to Write Clean Code First

Each project in VS Code can be tailored according to your own requirements. You can customize most things, like

  • Add your preferred color scheme
  • Alter the text size. 
  • Reorganize the interface’s structure.

What are some popular VS Code shortcuts? How do you use these VS Code shortcuts? 

Let’s dive in and learn about shortcuts and productivity hacks in detail!

The almighty command palette

Command palette is a powerful tool that allows you to access various commands and settings in VS Code quickly and easily. Press Ctrl + Shift + P to navigate through the command palette and perform the regular and complex functions. You can instantly access a variety of bindings and Visual Studio Code shortcuts that will make your workflow more effective by utilizing the command palette.

For example, you can use the command palette to open recently opened files without navigating through multiple directories in the file explorer. Additionally, you can use the command palette to start typing a file name and quickly find it within your project. This practice can save you time and make your work more streamlined.

Use VS Code keyboard shortcuts  

VS Code Shortcuts Keyboard Shortcuts

VS Code Shortcuts Keyboard Shortcuts

VS Code has a wide range of keyboard shortcuts to help you explore, modify, and organize your code more effectively. 

Using the mouse to perform regular tasks is appealing due to VS Code’s enticing GUI. But using the keyboard to perform the same functions is recommended because it is faster, efficient, and having your hands on the keyboard more than the mouse makes you a cool developer that everybody wants to hang around.

To traverse around the entire VS code, utilize the command palette (Ctrl + Shift + P). This can help you leave the mouse and rely more on the keyboard because everything can be managed via the single navigation bar in VS Code.

Here are the prominent VS Code keyboard shortcuts.

Best VS Code extensions to increase productivity

VS Code has a large library of extensions that can add new functionality to the editor, such as language support, debugging tools, and productivity enhancements. These add-ons transform VS Code into a robust IDE.

Quokka VS Code extension

Quokka VS code extension

Quokka VS code extension

Quokka is a real-time coding tool that lets developers see the outcomes of their code as they type it. It is very beneficial for testing code, and it can save developers a significant amount of time. Quokka is remarkable because it executes your JavaScript or TypeScript code in the background and then inserts the output straight into your editor.

Auto Rename Tag VS Code extension

Auto Rename Tag VS Code extension

Auto Rename Tag VS Code extension

This extension enables developers to rename HTML and XML document tags quickly. It saves time and decreases the possibility of errors. When you update the beginning tag, this plugin will automatically rename the closing tag, and it can function in languages other than HTML.

Also, read: Top 21 HTML Interview Questions and Answers for 2023

JS Doc Extension of VS Code 

This extension assists developers in inserting JSDoc comments into their JavaScript code. It includes a set of templates and VS Code shortcuts to help you document code faster and more efficiently. The link tag can be used to link to other symbols in your source code.

Also, read: 10 JavaScript Interview Questions and Answers You Must Know

Remote SSH VS code extension

Remote SSH VS code extension

Remote SSH VS code extension

Remote SSH helps programmers access servers and containers from a remote location. It is beneficial while working on projects hosted on distant servers or containers.

Paste as JSON VS code extension 

Paste as JSON VS code extension

Paste as JSON VS code extension

This plugin makes it simple for developers to insert JSON data into their programs. It formats the JSON automatically, making it easier to read and comprehend.

Integrated terminal 

The integrated terminal in Visual Studio Code (VS Code) is a powerful feature that enables developers to perform command-line commands directly from the VS Code interface. It can be used to compile code, run tests, and manage version control systems such as Git.

One of the primary advantages of the integrated terminal is that it allows developers to work on both code and command-line operations in the same environment rather than jumping between distinct apps. Use VS Code shortcut: Ctrl + ~ or click on View → Terminal to open the integrated terminal.

To start a new terminal, use the shortcut: Ctrl + Shift + ~, and to concentrate on the terminal, use Ctrl + ~. One lesser-known approach is to divide the terminal into different panes using Ctrl + Shift + 5 and navigate to different panes using Ctrl + > or <.

Multiple terminals can also be launched simultaneously, allowing you to perform different commands concurrently. Overall, the integrated terminal in VS Code is a strong and adaptable tool that may significantly improve your development process.

Git Integration 

Git is a version control system that enables developers to monitor changes to their code over time and interact with other developers working on the same codebase. It enables developers to generate and maintain various versions of code, known as branches, and merge them once they are complete.

Visual Studio Code Git integration allows developers to do Git tasks such as committing, pushing, pulling, and branching within the editor. For example, Git integration in VS Code allows developers to manage their code repositories within the editor, speeding the development process and boosting team cooperation.

Some handy VS Code shortcuts for Git integration include “CTRL+SHIFT+G” (or “CMD+SHIFT+G” on Mac) to access the Source Control panel and “CTRL+SHIFT+9” (or “CMD+SHIFT+9” on Mac) to toggle the Git lens on the left sidebar. 

One lesser-known technique is that Git integration can be used to generate and switch between different branches, making it simple to work on numerous features or bug fixes simultaneously.

Use the VS Code debugger effectively

The Visual Studio Code debugger is a powerful tool that can help you increase productivity by allowing you to analyze and debug your code easily. One of the key features of the debugger is the ability to set breakpoints, which pause the execution of your code at specific lines and allow you to inspect variables.

To address the topic, “How to debug effectively in Visual Studio,” here are some strategies you can use.

  • Use “breakpoints” to halt code execution and analyze variables at specific lines. To set a breakpoint, click to the left of the line number in the editor or press F9 while the cursor is on the line.
  • To keep track of individual variables during debugging, use the “Watch” window: press Ctrl + Shift + D (Windows/Linux) or Cmd + Shift + D (macOS) to launch the “Watch” window and add variables to it.
  • To understand the execution path of your code, open the “Call Stack” window by pressing Ctrl + Shift + C (Windows/Linux) or Cmd + Shift + C (macOS).
  • Use “Step Over” to run the current line of code and advance to the next by clicking F10.
  • By pressing F11, you can jump into a function or method and debug it line by line (Step Into). Press Shift + F11 to quit the current function or method and return to the calling function (Step Out). F5 will restart the execution of your code (Continue). 
  • To switch between debugging environments, access “Debug” settings by pressing Ctrl + Shift + D (Windows/Linux) or Cmd + Shift + D (Mac) (macOS). 
  • Depending on the language, you can use the “threads” command to display all threads and the “thread” command to switch to a single thread, and then use all other commands as usual to debug multi-threaded debugging.

In sum: what are the benefits of using VS Code shortcuts?

Incorporating productivity hacks into your daily tasks can be a game changer for you as a coder. You can get the most out of the editor by customizing your workspace, using and creating VS Code shortcuts, and employing extensions. The tips and tricks above can help you become more productive with VS Code. 

If you want to take your software development career to the next level, we can help you. We connect top developer brains like you with remote jobs in top US-based companies. Click on the Apply for Jobs button to know more. 

Join a network of the world's best developers and get long-term remote software jobs with better compensation and career growth.

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By Feb 1, 2023
5 Types of IT Jobs US Companies Are Hiring for in 2023
For Developers

These 5 Types of IT Jobs Are in High Demand in 2023!

Types of IT jobs in 2023: 1. Software developer 2. Computer network architect 3. Computer support specialist 4. IT Project manager 5. Web developer.

If technology has always fascinated you, the IT industry may be a great place to start or grow your career. Whether you’re just beginning to explore the field or looking to switch roles within the industry, it’s important to understand the different types of IT jobs available and the ones in high demand in 2023. Keep reading to learn more.

Types of IT jobs

The information technology industry has various roles and areas of expertise. These roles and responsibilities can be subcategorized into the following categories: 

  1. Cybersecurity: This field is dedicated to keeping organizational and user data secure and implementing preventative measures to minimize harm in the event of a security breach.
    Related post: Top 10 Cyber Security Jobs in 2023
  2. IT infrastructure: This area focuses on the design, planning, and implementation of IT-related hardware on an organization-wide level.
  3. IT support: This refers to the professionals who assist end users and other IT support specialists with day-to-day technical issues.
  4. Software development: Software development is a programming-focused branch of IT that involves creating or modifying software applications to meet the needs of users.
  5. Data management: Professionals in this field focus on designing structured database systems, creating data-loss contingency plans, and analyzing gathered data.

These are the major categories of IT jobs and roles. But, one should know that sometimes, there can be an overlap between these categories. For eg, someone who has an in-depth knowledge of cybersecurity can help in creating an IT infrastructure. Now, let’s take a look at the 5 trending IT roles in 2023.

5 trending information technology jobs in 2023

  1. Software developers

    Software developers are responsible for designing, creating, testing, and maintaining software applications and systems. Software developer roles are one of the top in-demand IT roles in 2023. They use a variety of programming languages and tools to write clean code, troubleshoot issues, and optimize software performance.

    Duties of software developers may include: 

    • Analyzing user requirements and determining the feasibility of a software solution
    • Collaborating with other developers, designers, and stakeholders to ensure software meets specifications
    • Debugging and troubleshooting software issues
    • Maintaining and updating existing software systems
    • Documenting software design and development process
    • Designing, developing, and testing software code
    • Continuously learning new programming languages and tools to stay current with industry trends and developments.

      Software developers often specialize in a particular area of development, such as web, mobile, or game development. They may also specialize in a specific programming language or platform, such as Java, C#, or Python.
  2. Computer network engineers

    Computer network architects, also known as network engineers or network architects, are responsible for designing, implementing, and maintaining the computer networks of an organization. They ensure that the network infrastructure is reliable, secure, and able to meet the needs of the organization.

    Duties of computer network architects or network engineers may include:

    • Analyzing the organization’s current and future network needs
    • Designing and planning the network infrastructure, including hardware and software components
    • Configuring and installing network hardware and software
    • Managing and maintaining network security, including firewalls and intrusion detection systems
    • Troubleshooting network issues and resolving problems
    • Managing network performance and optimizing network resources
    • Knowing about the industry trends and having knowledge of the latest technologies
    • Collaborating with other IT professionals and vendors to ensure the network meets the needs of the organization

      Computer network architects are often specialized in a specific type of network, such as local area networks (LANs), wide area networks (WANs), or cloud networks. They also may be specialized in a specific technology, such as Cisco, or Juniper, or networking protocols such as TCP/IP, BGP, or OSPF.
  3. Computer support specialists

    Computer support specialists, also known as technical support specialists, help individuals and organizations with technical problems related to computer systems, software, and hardware. They provide technical assistance, troubleshoot and resolve issues, and answer questions related to computer systems and applications.

    Computer support specialists are responsible for:

    • Providing technical assistance to customers or clients via phone, email, or in-person
    • Troubleshooting and diagnosing technical issues related to computer systems and software
    • Providing step-by-step instructions for resolving technical issues
    • Maintaining and updating records of customer interactions and support requests
    • Escalating complex technical issues to higher-level support staff
      Collaborating with other IT professionals to resolve more complex technical issues

      Computer support specialists may be specialized in a specific type of technology or industry, such as desktop support, help desk, or technical support for a specific software or hardware vendor.
  4. IT product managers

    IT product managers are responsible for the development and success of technology products and services within an organization. They act as the link between the technical and business aspects of product development and play a key role in the strategic planning, development, and marketing of products.

    Related post: 6 Tips to Scale Design Team: A Guide for Product Managers

    IT product managers perform the following duties:
     
    • Identifying market opportunities and defining product vision and strategy
    • Gathering and prioritizing product and customer requirements
    • Collaborating with cross-functional teams, such as engineering, design, and marketing, to develop and launch new products
    • Defining and communicating product roadmaps and plans to stakeholders
    • Analyzing market trends and competitor activity to inform product development
    • Manage the whole product development life cycle, from design to the end-of-life
    • Collaborating with sales, marketing, and customer support teams to ensure successful product
    • positioning and go-to-market strategies
    • Analyzing product performance and making data-driven decisions to improve product performance

      IT product managers often have a background in technology, business, or a related field, and have a good understanding of the industry and market trends. They have to work closely with different teams and stakeholders, so they need to have strong communication and collaboration skills.
  5. Web developers

    IT web developers are responsible for designing, creating, and maintaining websites and web applications. They use a variety of programming languages and technologies to build and implement web solutions that meet the needs of users and organizations.

    Their duties may include:

    • Analyzing user requirements and determining the feasibility of a web solution
    • Designing, developing, and testing web pages and applications using languages such as HTML, CSS, JavaScript, and others
    • Collaborating with other developers, designers, and stakeholders to ensure web solutions meet specifications
    • Debugging and troubleshooting web development issues
    • Maintaining and updating existing web solutions
    • Optimization of web pages for maximum speed output and scalability
    • Ensuring cross-browser compatibility and mobile responsiveness
    • Continuously learning new web development trends and technologies to stay current with industry developments

      Web developers may specialize in a particular area of development, such as front-end, back-end, or full-stack development. They also may specialize in a specific programming language or framework, such as React, Angular, or Ruby on Rails.

So, these are the top trending IT jobs and roles in 2023. If you want to apply for such IT roles, ensure that you create a strong portfolio, practice tech resume writing and build a great resume, and learn the skills required for the roles that you’re applying for.

Do your research and learn about the company you’re interested in. 

Have you come across a job opening and want to send an email to the employer? Click here to know how to write a job application email.

Did you know? 

IT industry is facing a tech talent shortage across the globe. Top US companies are looking for talented IT professionals to work for them remotely. In return, they are offering high compensation, work-life balance, and flexible timings. But how? Through Turing. Once you become a Turing developer, you never have to look for another job. Visit the Apply for Jobs page and become a Turing developer today. 

Join a network of the world's best developers and get long-term remote software jobs with better compensation and career growth.

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By Jan 24, 2023
4 Ways to Ensure the Shift-Left Approach Does Not Cause Developer Burnout
For Employers

What Is the Shift-Left Approach and How You Can Prevent It from Making Your Developers’ Job Harder?

Read this blog to learn about the shift-left approach in software testing and how to ensure it doesn’t drain your developers’ productivity.

The software testing market is estimated to reach $70 billion by 2030. An enormous market such as this is bound to experience continuous evolution, especially with the growing expectations of deploying high-quality software in shorter durations. Automatically, IT companies are looking for alternatives to meet the market’s need to shorten software release cycles. One such alternative is the shift-left approach, which has recently gained massive popularity. While it offers multiple benefits, it also comes with a stark disadvantage: draining developers’ productivity. 

This blog will discuss what this approach means, the shift-left benefits in software testing, and how you can ensure it doesn’t affect your developers. 

What is the shift-left approach in DevOps?

Let’s first review the traditional software development model to understand the shift-left approach. Here’s what it looks like: 

Stage 1: requirement analysis -> Stage 2: feasibility study -> Stage 3: architecture design -> Stage 4: software development -> Stage 5: software testing (QA) -> Stage 6: software/product deployment

As you can see, the testing phase enters the development cycle towards the extreme right, i.e., at the end of the process. The shift-left approach literally pushes the testing to the ‘left,’ which is at the early stage of the development pipeline. 

Shift-left process: by definition

DevOps teams adopt shift-left testing to begin security and testing processes as early in the SDLC (software development lifecycle) as possible – which can be a boon to developers. Theoretically, the shift-left approach saves a developer’s time and effort by decreasing the work they need to do later in the development pipeline. 

You can also apply the shift-left strategy on various SDLC processes, as it simply means pushing a particular process earlier in the development process than when it should’ve traditionally begun. 

For instance, if you shift software security left, you prioritize security when your developers design the code. The usual process here would be to wait till they’ve built the complete application to start addressing security risks. 

Also, read: 10 Popular Software Testing Trends in 2023

Shift-left benefits: theory vs. reality

Theory 

On paper, the shift-left approach is advantageous as it allows development teams to identify problems early on in the SDLC. This feature is helpful as problems are easier to solve when you detect them as quickly as possible. 

For example, if your developer or QA team detects an input validation risk in a new source code, they just update it to fix the issue. Solving such a problem would be more challenging if it remained unidentified until the developers had already built the source code and written the other code based on it. Here, the developers would probably have to make much bigger changes to the code and even recompile it after the changes.

Reality

Yes, shift-left development is helpful as it saves resources and reduces the threat of introducing severe software issues into production environments. Plus, the shift-left approach also helps to increase efficiency in the SDLC, improve product quality as the bugs are detected earlier than usual, and reduce time to market. 

However, there’s a massive potential disadvantage to implementing shift-left testing principles. They often lead to developer and programmer burnout as shifting-left increases a developer’s work and involves them in workflows that typically require other engineers. 

For example, QA (quality assurance) engineers usually work on performance testing during the SDLC. Here, developers provide code to the QA team, and they test it. But if you want to shift left performance testing by testing code as soon as it’s written, you will either need your developers to run the tests or incorporate the QA engineers into the development team so that they can run tests whenever new code is ready. 

Also, read: What Is Software Quality Assurance, and Why Is It Important?

Burnout isn’t the only problem

Apart from developer burnout, another problem with the shift-left approach is that a developer is more likely to face the blame if anything goes wrong. When adopting a shift-left strategy, you’re likely to ask your developer to also act as a QA and security engineer. When that happens, the actual QA and security engineers in your team can blame the developers for security or performance bottlenecks. 

How to ensure the shift-left approach doesn’t hurt your developers?

The above-mentioned problems don’t mean you must discard shift-left testing. Shift-left testing isn’t an inherently bad idea and does offer actual benefits. All you need to do is adopt the approach in such a manner that it doesn’t hamper your developers’ productivity and lets the SDLC run seamlessly. Here’s how you can do so.

  • Clearly defining how the shift-left strategy is implemented

    Organizations that want to shift left must consider the added burden it puts upon their development teams. Hence, they must ensure that shifting left doesn’t make their developers’ jobs harder. This process begins with specifically defining how the company decides to shift processes left.

    More often than not, the shift-left process is vaguely defined, creating scenarios where a developer is burdened with more than they can handle to operate within the shift-left approach. Instead of this, you can make the process open-ended where teams operate according to their assigned roles and responsibilities. For instance, before shifting left the testing or security, you can assign that your developers will perform A, B, and C tasks, while your QA team will work on X, Y, and Z, and they will stick to that.
  • Include developers in testing activities

    It’s a good idea to let your developers test their code before deploying it to the main branch. This way, the merged code is less error-prone and cleaner. Moreover, an individual code unit is easier to test as they are smaller, and hence, more navigable. This practice ensures that the developer doesn’t have to do much when testing such code and has enough on their plate to manage all tasks effectively. 
  • Include your QA testers early on

    The shift-left approach works best when you include your QAs from the very first brainstorming session. This way, they’re aware of the fundamental concepts and your developers’ ideas about building the app or website, allowing them to create better tests for the testing phase.

    Additionally, including QAs early on also gives a developer a clear idea about the potential bugs that can emerge and how to avoid them. This clarity further reduces the burden on developers when you shift left as they have a better understanding of what bugs to tackle and overcome.
  • Implementing a blameless culture

    Lastly, it’s also important to foster a blameless culture within your organization when you adopt the shift-left approach in DevOps. As mentioned earlier, developers can easily face the blame for things going wrong when they assume extra responsibility. With a blameless culture in place, the entire software development team shares collective responsibility for any issue. A culture like this reduces the risk of blaming specific team members, in this case, the developers, allowing them to work with maximum productivity. 

Also, read: 9 Effective Ways to Improve Remote Work Productivity as a Developer

The takeaway: What is the benefit of the shift-left approach?

Ultimately, the shift-left approach should help developers, along with everyone else on the team, save time and energy while creating high-quality software. However, this is only possible when you take the necessary steps to ensure the shift-left strategy doesn’t cause developer burnout.

Having said that, there are two sides to every coin. In this case, while you put effort into shifting left to the right way, your developers must be skilled and mature enough to step up to the task when needed. Shifting left means they will definitely have a few extra tasks on their plate, and the developers must have the right set of technical and soft skills to handle them. 

If you’re looking to hire pre-vetted developers at unbeatable prices, we’ve got you covered.

At Turing, we offer the most high-quality remote developers with the help of our AI-powered Talent Cloud. The Talent Cloud uses over 20,000 ML signals, including job descriptions, past experience, interviews, and vetted skills to source and provide you with deeply vetted developers aligned with your needs. Head over to Turing’s Hire Developers page to know more.

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

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By Jan 20, 2023
Selenium with Python – A Step-By-Step Guide
For Developers

Selenium 4.7 Automation with Python: A Comprehensive Guide

In this blog post, we will learn about testing automation using Selenium with Python and understand the types of testing you can perform with Selenium.

Today, automation has taken over every aspect of technology. Subsequently, software testing trends have also evolved to keep pace. Tech stacks like Selenium with Python have made automation easier for scraping, iteration, or testing applications. Manual testing of software serves its purpose in small-scale projects. However, testing teams need to run a huge number of cross-functional tests for large-scale application development and frequent updates. This is where the power of Python and frameworks like Selenium for automation comes in handy.

In this blog post, we will go through the step-by-step process of automated testing by using Selenium with Python.

Table of Content:

What is Selenium?

Selenium is a free, open-source automation testing suite for web applications across different browsers and platforms. Selenium is a framework that allows you to interact with HTML elements from any website. With Selenium, we can interact with the elements rather than just extracting information from a webpage. 

For example, we can run automated scripts to test various web app components using Selenium. Selenium works with any major programming language, including Python, C#, Java, JavaScript, and others.

Also, read: Popular Selenium Interview Questions and Answers for 2023

What is Python?

Python is an interpreted, object-oriented, high-level programming language with dynamic semantics. Python has become one of the most popular programming languages in the world in recent years. 

In the automation kingdom, Python language is like a lord, ruling the code peasants and turning complex snippets of automation into simple functions. Developers find Python to be an automation wizard because of the following reasons.

Also, read: 8 Python Interview Questions Hiring Managers Love Asking Developers

  • Ease of learning for professionals as well as beginners
  • Less code, more tasks, which is very important for complex programs like test automation
  • Rich libraries with useful modulus to automate (literary) anything.

Below, we will perform basic-level front-end tests using Selenium with Python.

Getting started

First, you’ll need to install Python on your system (Windows/Mac OS/Linux). For this tutorial, we’ll be using Windows.

Install Selenium in Python

If you use the command line prompt, run the python command to get started. If you’re using an IDE, simply create a new Python file.

Use the “pip” command in your terminal to install the Selenium package for Python. 

Selenium with Python

Using pip command

Download web driver

Selenium works with all major browsers, including Chrome, Firefox, Internet Explorer, Safari, and Edge. We are using Chrome for this tutorial. 

Check the web browser version you’re using before downloading the web driver.

>> To find the version of Chrome, you can go to help → About Google Chrome and find the Chrome version. 

Selenium with Python

Find the version of Chrome

Go to the Chrome web driver website. Here, you can find the version of Chrome that you are using and then click the corresponding version of the Chrome web driver. 

Choose the option for the system you’re using and make sure to download the zip file for your system solely; otherwise, it might lead to misunderstanding. 

Once downloaded, extract the file and place it in a specific location on the operating system. 

We recommend placing it in the safe directory, which is not often accessed like ‘Program files’ in C-disk. 

Now we have everything in place, let’s connect our script with the web browser.

Connecting Selenium with Python and browser

To test Selenium installation, type ‘import Selenium’ in a Python window or Python script. If you don’t get any errors, you’re good to proceed. 

  1. Let’s import the necessary modules:
    Selenium with Python

    Importing necessary modules

    webdriver: This built-in Selenium package function drives the actions; it connects our script to the browser and can do all the actions we describe. 
  2. Create an object (every variable created in Python becomes an object) and add the path to the Chrome driver file as an attribute.

    Selenium with Python

    Create an object

    Use the command’ webdriver.Chrome()’. The location of the Chrome driver’s “exe” file must be specified in this command.

  3. After this, we can use the ‘driver.get()’ command to open any website.
    Selenium with Python

    Open any website


    Your browser should automatically open the site URL when you run the script.
  4. Add another attribute to print out the title of the webpage.

    Selenium with Python

    Print

    The output should be something like this.

    Selenium with Python

    Output

If you run into any issues, simply repeat the previous steps. 

(Tip: When executing any module, do not save the file with the module name; otherwise, a ‘circular import error’ may occur.)

So, this is how we connect Selenium, Python, and the web browser. Now, let’s run a basic test to see how we can alter various components of the product’s front-end.

Automated test: Selenium with Python

Now that we have all the prerequisites and have tested them to ensure they are working properly, we can begin working on the website’s components using Selenium with Python

Selenium provides a plethora of methods for interacting with HTML components. We are engaging with the search query here to provide input and test the keys. Any clickable elements (buttons, forms, pointers) on the webpage can interact with Selenium’s built-in functions. 

  1. First, import the required modules and functions to run the testing.
    Selenium with Python

    Import the required modules

  2. Assign the object to the web driver and provide the URL.
    Selenium with Python

    Assign the object

    It will load the webpage, and we can now interact with the elements using the “find element by*” function.
    In the method mentioned above, you can inspect and find the HTML element with which you want to interact.
  3. This will write or post whatever we want in that section.
    Selenium with Python

    search_field

  4. It will activate that section’s specified key (enter, search, or any other).

    Selenium with Python

    Activate the section’s specified key

As you can see, we searched for distinct elements (id, class) for each of our functions; Selenium gives various choices for interacting with items based on their nature.

However, using the “id” is encouraged because “id” is unique for each element. We can import the time package and add delays between the tasks to see the progression.

Here is an example of the complete code for our testing.

Selenium with Python

Selenium with Python: Example

It will navigate to the official page of Wikipedia, wait 3 seconds, then access the search box by its “id” and fill it with the text “Selenium Framework,” then identify the search button by its class name and click it using Selenium’s built-in function “click.”

We can also view the results on our terminal by using the print function.

  • The ability to harness the various modules and frameworks available in the Python environment is one of the primary benefits of utilizing Selenium with Python
  • Testers can use the PyTest framework to develop and execute Selenium tests or the Behave library to write tests in Gherkin syntax, which allows for smoother interaction with non-technical stakeholders. 
  • Another benefit of using Selenium with Python is its ease of integrating it with other tools and services. 

Testers can use Selenium with the Jenkins continuous integration platform to automatically test tests as part of their build process. They can use it in combination with cloud-based testing platforms to run tests on various browsers and operating systems.

Selenium with Python

Selenium with Python

Different types of Selenium automation testing

Let’s look at the different types of Selenium automation testing below. 

Regression testing

This test reruns already finished tests to check that codebase modifications have not generated new problems or regressions. 

As opposed to executing these tests manually, Selenium can automate the execution of a suite of regression tests.

Functional testing

This test ensures that an application functions properly and meets the requirements set out for it. 

Selenium can automate the execution of functional tests by mimicking user activities such as button clicks and form filling and ensuring that the application reacts as intended.

Integration testing

Integration testing ensures that different components of software programs work when linked together. 

Selenium can automate the execution of integration tests by simulating application usage involving several software components. 

Performance testing

Performance testing ensures that the software can manage the predicted load and amount of traffic. 

Selenium can perform performance testing by emulating many user activities and evaluating the application’s response time.

Cross-browser testing

The cross-browser test checks if an online application works properly on various web browsers. 

Selenium can organize the execution of tests on many browsers, guaranteeing that the application works in various browser environments.

Drawbacks of Selenium

  • Dealing with dynamic web pages, where the page layout or content may vary based on user interactions or other circumstances, is a common challenge for Selenium.

    Such testing can be difficult and time-consuming and may necessitate adopting additional tools or procedures to achieve complete coverage. 

  • Another concern with Selenium is the upkeep of test scripts. As the application under test evolves, the test scripts may need to be modified to keep up.

    It can be a substantial load for testers, especially if the test suite is extensive and the application is constantly updated.

End-note

Overall, Selenium is a useful tool for testing online applications, and Selenium with Python makes it particularly appealing to testers who prefer to work in a familiar language. 

Despite its shortcomings, Selenium is widely used in the business and has a large community of users and developers continually striving to improve and extend the software.

If you’re a software developer confident in your tech stack, Turing has a wide pool of remote opportunities for you. Click on the Apply for Jobs button and land your dream remote job today.

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By Jan 19, 2023
How to write a good job posting.
For Employers

How to Write A Good Job Posting? 15 Tips for Writing One!

How to write a good job posting? 1. Understand the difference between a job posting and a job description 2. Ensure your job posting has a catchy opening 3……

A good hiring strategy is incomplete without a good posting. Your job posting is essentially your first impression and first impressions matter. A well-written job posting can be the deciding factor between attracting average talent and attracting the best talent. But how to write a good job posting? Keep reading to find out. 

In this blog post, we’ll cover:

How to write a good job posting

  1. Understand the difference between a job posting and a job description
  2. Ensure your job posting has a catchy opening
  3. Avoid being too experimental or too vague with the job title
  4. Make it about the candidate and not the company
  5. List the required skills and qualifications clearly 
  6. Focus on skills and results instead of degrees and colleges
  7. Highlight the top benefits that come with the job
  8. Sell your company’s mission and culture
  9. Use multimedia to make your job post engaging
  10. Be transparent about the application and interview process
  11. Ensure your job posting is concise and easy to read
  12. Avoid jargon, acronyms, buzzwords, and slang
  13. Check your text for unintentional bias
  14. Edit, proofread, and post 
  15. Ask for feedback from candidates and employees

How does Turing write a good job posting for you?

  1. We customize job postings for each role 
  2. You just need to share the basic information with us

What’s next?

  1. Where does Turing publish these jobs?
  2. What is the frequency of these job postings?
  3. How long do these job posts remain active? 
  4. How does Turing process the job applicants?

Summary

How to write a good job posting?

Recruiting is a highly competitive industry. That’s why writing a great job posting is crucial to finding the perfect candidate. Are your job postings causing you to miss out on the best talent? Here are 15 smart ways to write a catchy job posting and attract the best candidates.

Understand the difference between a job posting and a job description.

First things first. Distinguish between a job posting and a job description. A job posting is a public advertisement aiming to sell a job position. And so, it should paint a picture of what it’s like to work for your company. Unlike a job posting, a job description or  JD is a detailed write-up that explains the tasks and duties of a position. A JD also includes requirements for succeeding in a particular position. 

To break it down further, a JD should inform candidates about the daily roles and responsibilities, whereas a job posting should excite them about your company and encourage them to apply for your opening.

For example, “You’ll collaborate with the C-suite executives to build our marketing strategy” would be better suited for a job posting, whereas, “make five sales per week” and “meet with 10 clients per week” are phrases fit for a job description. 

How to write a good job posting. Job posting vs job description

Job posting vs job description

Ensure your job posting has a catchy opening.

If your job posting does not have a great opening, it won’t attract great candidates. LinkedIn states that candidates are looking at twice as many job postings per application than they were two years ago. What’s more, candidates deem the information at the beginning of a job posting more important and pay more attention to it. But that’s not all—they decide in about 14 seconds whether to keep reading the job description. This stands especially true for GenZ. So if you’re looking to hire GenZ in software development, you need to come up with great opening hooks for your job postings. 

In other words, you just have 14 seconds or less to catch the candidate’s attention. So you need to start your job posting with a great hook. Your introduction should be compelling enough to get candidates to continue reading.

Have a look at this example. 

How to write a good job posting. Catchy job opening

Start with a catchy job opening

In 2019, Twitter posted a job with an unusual title. The social media giant was looking for a “Tweeter in Chief.” Once you move past the title, the job is actually quite normal—Twitter wanted to hire someone to run their official Twitter account. But a title like that grabs your attention in a second, which is just what you need. 

Avoid job titles that are too experimental or too vague.

How to write a good job opening? Though it’s important to keep the title interesting, make sure you don’t overdo it. Using titles like “full-stack ninja” and “back-end guru” in your job postings may lengthen your hiring process, causing you to miss out on candidates. These titles may sound fun, but candidates are likely to search for jobs using titles like “full-stack developer” or “senior back-end engineer.” This means that job postings with titles that are too quirky won’t appear on their search engine results page.

In addition, ensure your titles are not too vague. If you want to hire a full-stack developer but write “web developer” in your posting, you may attract the wrong candidates, costing you time and money. Remember, your job title should be clear and to the point without overselling the job opening.  

Make it about the candidate and not the company.

Sure, talking about your company is important, but it’s not the most important thing for candidates. Think about it. Every candidate wants to know what the job has to offer them. So, address your candidates first. Have a conversation with them. Instead of using dry, impersonal statements like, “The ideal candidate will…,” personalize the job posting with words like “you” and “your” to address the candidates directly. 

This will make the job posting more human and encourage potential candidates to envision themselves in the job. Using invitational language like, “Come join a creative team of … dedicated to …” is also helpful.

Remember, the people reading your job posting are just that—people! So write as if you’re speaking to them. Take a look at the example below. After giving a brief introduction, GitLab shares its job responsibilities and requirements as if discussing the opportunity with the ideal candidate. This approach allows job seekers to envision themselves in the role!

How to write a good job posting. Candidate focused

Make it about the candidate

List the required skills and qualifications clearly.

Once a candidate is excited about your job opening, they need to know if they are qualified for it. Start by listing the required skills, also known as must-have skills, below the job description. These are skills, educational achievements, and experience that are critical for the job. Finish the list with your preferred or nice-to-have skills. Now, these are skills that may not be mandatory but are desired in the ideal candidate. Preferred skills might include additional education, specific certification, or familiarity using certain software or tool.

Make sure you clearly mention all the skills required for the job. Use bullet points so candidates can quickly scan and assess their eligibility.

Focus on skills and results instead of degrees and colleges.

The IT hiring trends worldwide are changing. Don’t get stuck in a limited talent pool by focusing on four-year degrees from well-known colleges. Such requirements can act as barriers for otherwise-qualified candidates. For example, a candidate with a growth mindset from a lesser-known college and only three years of experience may be a better bet than someone from an Ivy-league college with a fixed, rigid mindset and five years of experience. 

Degree-based job posting vs Skills-based job posting

Degree-based job posting vs Skills-based job posting

Focus on skill-based hiring. Be picky with your must-haves. Too many non-negotiables can discourage candidates from applying for your job. In addition, define what success looks like one or two years on the job. Mention how the candidate can grow in the role.

Highlight the top benefits that come with the job.

How to write a good job posting? Show them what’s in it for them. Candidates exploring new career opportunities need compelling reasons to choose your job opening over others. To get them excited about your job opening, list down three to four features of the job position that you believe are particularly appealing. Describe the perks, benefits, office comforts, or specialized equipment that candidates will get to use in the job posting. 

Does your company pay 100 percent of the medical benefits? Mention it. Have an amazing office with a perfect view? Mention it. Have flexible working hours? Mention it. 

This part of a job posting is critical because it enables you to provide a quick recap of the key points that would interest a candidate to apply for the open position. Check out the example below!

How to write a good job posting. Job benefits

Highlight the key benefits in your job posting

Sell your company’s culture. 

A few years ago, candidates had to sell themselves to a company by highlighting why they were the best person for the job. But recently, there’s been a massive shift. Now, candidates expect you to sell them on your company. 

If your job posting is too formal, candidates may question your company culture. They may even believe that your posting is a glimpse of their future work experience in your company. A formally written job posting might indicate an unfriendly, toxic work culture where employees are subject to stringent rules. So ensure that you write a catchy job posting that highlights your company culture in the best way possible. Share your company’s mission, vision, and values so that the candidates get an idea of what your company is all about. 

It’s equally important to have a solid online presence. If you make it through the first round of inspection by writing a good job posting, you gear up for the next round—a visit to your website and social media handles.

If your website looks like it was built back in the 1990s or your last tweet was posted in 2014, your potential candidates will move on without applying. This is especially true for remote jobs. For many candidates, these are legit remote job red flags. If you haven’t put in the resources to have a modern website or update your social handles, candidates may assume you won’t invest in their success either.

Use multimedia to make your job post engaging.

Why stick to plain old text when there’s so much more you can do with your job posting? Audio and video files can make your job postings a lot more engaging. A short message from the company CEO addressing the potential candidates can work wonders. If that’s not possible, let candidates see the office space or hear the hiring manager’s voice. Remember, the higher the sensory input, the higher the engagement. 

A video may take more time but it may be worth the effort for high-profile or high-volume positions with huge applicant pools. Talking about the job opening with more than just bullet points brings it to life and helps candidates visualize the job. So the next time you think about, ‘How to write a good job posting?’ don’t forget to include multimedia in your content.

Be transparent about the application and interview process.

It’s always a good idea to outline your application and interview process in the job posting. Be transparent about the number of interviews and assessments you expect the shortlisted candidates to take. Doing so will make the candidates feel more comfortable with the hiring process and help them decide if they want to enter the hiring pipeline. If possible, share what the reporting structure looks like and how the role fits into the organization. 

Hyperlink the job posting to the application on your company website. Be sure to clearly define the application deadline. Include a contact email and/or phone number.

Pro tip: the shorter the interview process, the more applicants you are likely to get. Several interview rounds tend to discourage candidates from applying. Several interview rounds may discourage candidates from applying for your job.

Ensure your job posting is concise and easy to read.

If we had to answer the question ‘How to write a good job posting?’ in just a sentence, we’d say – keep it short and to the point. Writing a great job posting is all about giving enough information to make it attractive but avoiding adding things that are not essential to the job. In addition, it’s about summarizing a list of extremely similar skills to avoid tedious reading.

Research shows that the ideal length of a job posting should be between 300 and 600 words in total or about one single-spaced page. Longer job postings do not mean more candidates. In fact, they tend to attract fewer candidates. Therefore, it’s important to keep your job posting concise yet interesting. This practice is important in any economy, but it’s even more critical in a tight labor market with a tech talent shortage.

Avoid jargon, acronyms, buzzwords, and slang.

It can be tempting to stuff the job posting with jargon if you’re hiring for a job you’re not familiar with. However, job postings full of complex, ambiguous, or informal language are a turn-off for potential candidates. Words like “self-motivated,” and “out-of-the-box thinker,” do nothing to explain the position or what a candidate’s day-to-day responsibilities would look like.

Clichés and slang can also carry unintended connotations. For example, “fast-paced” may indicate “too much work for too few people.” Similarly, phrases like “self-starter,” or “be your own boss,” can make candidates feel like their manager will never have time for them. Similarly, a candidate’s definition of “proactive” can vary from your own. 

What’s more, adding your company’s internal acronyms in the posting can confuse candidates. For example, “M&A” can be “mergers and acquisitions” for you, but it could mean “marketing and advertising” for your potential candidates. 

In addition, keep industry acronyms to a minimum for better readability. And don’t skip the Boolean basics. Abbreviations determine how your posting appears in a candidate’s search results. Abbreviations don’t mean your job posting won’t be searchable. However, too many of them can make it challenging for applicants to find you. 

Avoid using jargon like this in your job posting

Avoid using jargon in your job posting

Check your text for unintentional bias.

Before you decide to google, ‘How to write a good job posting?’ check your past job postings for any and every kind of bias. Most companies unknowingly make their job postings too male-oriented, millennial-skewed, or white-inclined. Your choice of words in the job posting sends signals to candidates, without you realizing it. So screen your job posting content for unconscious bias using online tools. You can use the score to identify and edit the language to ensure your posting is inclusive and unbiased. Remember, the language you use in the posting affects whether women will apply for the job. Similarly, too much feminine language in the job posting can deter men from applying.

For example, a recent LinkedIn report states that when some companies say they’re looking for candidates who are “ready to hit the ground running,” they discover that the phrase is heavily male-oriented, likely discouraging many women from applying. LinkedIn COO Dan Shapero avoids the phrase “hit the ground running” because it prioritizes speed over quality in performance. Your job postings should also avoid words that connote gender bias. Make sure to use terms like “candidate” rather than “he” or “she” and “leader” or “chairperson” rather than “chairman.”

Edit, proofread, and post.

First impressions really do matter. The last thing you want is for your potential candidates to catch a typo in your job posting. Poorly written job postings tend to put off applicants and hamper your company’s reputation. Think about it. Would you apply for a job posting looking for someone “skilled at ruining an office?” How about applying for a “fronttend developer” or “prodct manager” opening?

Neither will your potential candidates. Spelling and grammar mistakes not only discredit your company but also decrease the readability of your job posting. What’s more, these typos search ranking. Ensure to edit your job posting and have another set of eyes review your job posting before submitting it.

Ask for feedback from existing employees.

You cannot get a holistic answer to ‘How to write a good job posting’ without roping in your team. For a better analysis of your job postings, request current employees to review them. The more authentic your job posting, the better chances you have of attracting good talent. And people already working at your company are the best source of truth. They’ll know what stands true in your job posting—and what doesn’t. They can tell you if you need to dial up your tone in the job posting or turn it down a notch. 

Also, read: 5 Major Benefits of Customer Feedback for Software Development

An effective job posting can help your company stand out from the competition. But writing one can take considerable time and effort. Don’t have hours to spend on creating well-written, engaging job descriptions that attract the best tech talent? Try Turing. 

How can Turing write a good job posting for you?

Turing’s AI-powered Talent Cloud helps you source, vet, match, and engage the world’s most deeply vetted software developers remotely. It takes Turing only four days to fill most roles—sometimes it takes less than a day! The best part? With Turing, you don’t have to go through the hassle of creating effective job postings for hiring talent. Turing takes care of that for you. What’s more, Turing also ensures high-quality matches for you through these postings. 

We customize job postings for each role.

Turing prepares customized job descriptions that adhere to the unique needs of each company and job opening. Instead of using a repetitive template, we sift through a vast pool of information to pick out relevant information required for creating engaging and accurate job postings. We highlight the most important aspects of the client’s requirements and present them in an understandable manner. We also customize the job postings based on the client’s preferred locations or time zone overlap requirements.

You just need to share the basic information with us.

You don’t need to worry about writing an elaborate job summary for your posting. All you need to do is share your company website along with the tech stacks and skills required for the job, and we will take care of the rest. We clearly mention the must-haves, nice-to-haves, and other minimum requirements in the job posting. For example, if you want a software developer with at least three years of software development experience, fluency in English communication, and proactiveness, you will get just that. We find developers who share the same interests as the clients and help connect them.

What’s next?

Once we create content for your job posting, we publish it on platforms to ensure maximum, high-quality exposure. 

Where does Turing publish these jobs?

  • Turing.com—All our job postings go up on the Turing Live Jobs dashboard which is accessible to thousands of developers.
  • Third-party platforms including IndeedIndia, Jooble, and IndeedBrazil—Our job descriptions are posted on other third-party platforms to help clients reach out to a broader pool of potential candidates who have been vetted and trained with Turing’s guidance.

What is the frequency of these job postings?

Our job posting frequency depends on the number of job openings companies share with us on a given day. On average, Turing publishes seven to 25 job postings in a day.

How long do these job posts remain active?

These job posts stay active for at least 30 days. 

How does Turing process the job applicants?

Turing filters the best developers for you. You don’t have to sort through hundreds of unqualified job applications for your job opening. Turing’s AI-powered Talent Cloud deeply vets applicants, and our experts only send selected, responsible, high-performing developers your way. Thus, Turing reduces the time and effort that goes into evaluating individual talent.

Summary: how to write a good job posting?

Writing a good job posting may not always guarantee a fast and efficient hiring process. But it’s definitely a big step in that direction. Jobs keep evolving, so how you market them should evolve, too. Ideally, you should evaluate and edit your job marketing strategy every time you publish a new job posting. If that’s not possible, revise it every six months.

If you’re looking to hire remote software developers, try Turing. We can help you hire skilled, pre-vetted developers at unbeatable prices in just four days. Visit the Hire Developers page for more information.

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By Jan 17, 2023
DevOps Burnout Causes and Ways to Prevent It
For Employers

DevOps Burnout: Causes and Ways to Prevent It

DevOps burnout has become a persistent challenge owing to the high-stress nature of DevOps jobs. Here’s how you can prevent it: 1. Establish clear communication and leadership

The DevOps industry is facing a major problem: DevOps burnout. The fast-paced and high-stress nature of the DevOps career path has taken a toll on the mental and physical well-being of DevOps engineers. What are the signs of DevOps burnout? What are the causes of this burnout? How can you prevent DevOps burnout in your organization? Let’s find out. 

Table of content:

  1. What are the signs of DevOps burnout in your organization?
  2. What are the major causes of DevOps burnout?
  3. How can you prevent DevOps burnout in your organization?
  4. Tools to prevent DevOps burnout

What are the signs of DevOps burnout in your organization? 

The signs of burnout can vary from person to person. But, there are some common signs of DevOps burnout you shouldn’t ignore. Let’s take a look at them.

  1. Constant fatigue: Your DevOps engineers show constant signs of exhaustion, both physically and mentally. 

  2. Loss of motivation: Are your DevOps engineers no longer excited to work on new projects?  Are they losing interest in their work? These are common signs of burnout in DevOps engineers. 

  3. Increased absenteeism: Are they calling in sick too frequently?  Do they always have excuses ready for not showing up to work? Don’t confuse this with the usual time offs. It is likely that your engineers are feeling demotivated to work and looking for ways to avoid it.

  4. Lack of control: Ask your DevOps team these questions. 1. Do they feel like they are being pulled from multiple directions?  2. Do they feel they are losing control over their work? If the answer is yes, your team is probably suffering from burnout. 

  5. Social withdrawal: Are your DevOps engineers avoiding social events being held at your organization? This means that they’re probably going through a burnout phase and are trying to distance themselves from any social interaction.

The best way to know if your team is suffering from burnout is by having an open conversation with them.  Ensure that everyone is given the opportunity to express their emotions and concerns, irrespective of their position in the organization.

Related Post: 11 Ways to Motivate Remote Software Developers in 2023

What are the major causes of DevOps burnout?

There are several reasons that can lead to burnout in your DevOps team. Let’s take a look at them.

  1. High stress levels: DevOps is fast-paced, with an emphasis on rapid iteration and continuous deployment. This creates a constant state of pressure and urgency which can increase the stress levels of DevOps engineers. 

  2. Long and undefined working hours: DevOps engineers are usually expected to be available 24/7, ready to respond to any issue that arises. These long and undefined working hours can adversely affect the mental and physical health of these engineers. 

  3. Insufficient support and resources: DevOps has seen accelerated growth in the last few years at a much faster pace than anticipated. The unexpected growth has led to a problem of less support and resources to match the demand. Due to insufficient support and resources, DevOps engineers are bound to face burnout. 

  4. Lack of communication: Communication plays a crucial role, not just in DevOps, but in any department of an organization. Not having a proper channel of open communication can lead to DevOps burnout in your organization.

  5. Limited growth opportunities: If the engineers in your organization feel that they are not getting enough opportunities to upgrade their skills and take up new challenges, they may feel demotivated to work. This can lead to monotony and eventually, burnout. 

So, these are the major causes of burnout in DevOps engineers. Knowing what is causing burnout in your DevOps team can help you mitigate the threat and retain your engineers better.

So, how can you prevent DevOps burnout in your organization?

DevOps has become a crucial part of organizations across the globe. With the increasing demand for DevOps, it is important that organizations implement certain DevOps best practices to retain their teams. So, how can you prevent DevOps burnout? Let’s find out:

  1. Prioritize work-life balance: Encourage DevOps engineers to take regular breaks, disconnect from work when they’re not on call, and ensure that they have enough time off to recharge. Excessive screen time without breaks can also affect the mental and physical health of engineers. This can result in burnout. So, try to limit the screen time of your DevOps engineers.

  2. Establish clear communication and leadership: Establish clear roles and responsibilities for your DevOps engineers. Communicate expectations, and provide opportunities for open communication. Clear communication helps to reduce confusion and increase efficiency which in turn helps reduce stress levels in engineers.

  3. Encourage and provide opportunities for skill development: DevOps engineers might want to expand their By providing opportunities for employees to learn new skills and take on new challenges, organizations can help increase job satisfaction and keep employees engaged in their work.

  4. Create a positive work environment: Creating a culture that prioritizes the well-being of employees, promoting open communication, and providing support and resources can help to create a positive work environment.

  5. Take preventative measures: Implementing processes and tools that can help reduce the pressure of tight deadlines and around-the-clock availability is a great way to prevent burnout. For example: automating repetitive tasks, implementing monitoring and logging tools, and having a clearly defined incident response process.

  6. Offer mental health support: Make sure mental health support resources are available and easy to access. Managers should also be trained on how to recognize the signs of burnout and how to support an employee who is experiencing burnout.

  7. Promote flexibility: Allow your DevOps engineers to choose their own working hours. Encourage flexible working arrangements. This way, your team can choose the best time to work when they feel the most productive. Such flexible arrangements can help them maintain good mental health, further preventing burnout. 

Here are some tools that can help you prevent DevOps burnout:

  1. Automation tools: Automation can help reduce the workload of DevOps engineers by automating repetitive tasks and reducing the need for manual intervention. This practice can help to prevent burnout by limiting the stress on DevOps engineers. Examples of automation tools are Ansible, Chef, and Puppet.

  2. Monitoring and logging tools: Monitoring and logging tools can help DevOps engineers quickly identify and resolve issues. In other words, these tools can help to prevent burnout by reducing the need for around-the-clock availability. Examples of monitoring and logging tools are Grafana, Kibana, and Logstash

  3. Incident response platforms: Incident response platforms can help DevOps engineers to manage and respond to incidents in a more organized and efficient way. This can help to prevent burnout by decreasing the pressure of incident management. Examples of incident response platforms are PagerDuty, VictorOps, and xMatters.

So, here is everything you need to know about DevOps burnout and how to prevent it. Today, companies face massive pressure to ramp up software delivery and react to evolving customer preferences. And the DevOps methodology is built just for this. However, adopting the methodology without establishing a strategy to address DevOps burnout is a battle half won. And so, every company must implement best practices to make the most of their DevOps team.

Want to hire pre-vetted DevOps engineers? Try Turing. Hire the top 1 percent from a pool of over 2M+ developers. Head to Turing’s Hire Developers page to know more. 

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By Jan 13, 2023
How to Write a Job Application Email That Leaves A Great First Impression
For Developers

How to Write a Job Application Email That Makes an Impression?

Your email can make or break your application. This blog post will help you understand how to write a job application email to stand out and land your dream job.

Sending a job application email is a quick and convenient way to make a lasting impression on hiring managers and differentiate yourself from a sea of applicants. Let’s take a look at what is considered a good job application email and how to write a job application email that can you make you stand out.

What is a job application email?

A job application email is a quick and easy way to present your skills to an employer. Generally, a job application email consists of an explanation of the purpose of the email, an attached resume, and a cover letter, explaining why you have the potential to be a great hire.

A simple job application email format should include:

  1. An email body with a clear explanation of who you are, the job role you’re applying for, and your qualifications
  2. An attached resume with relevant work experience and required certifications
  3. Cover letter explaining why you’d be a great fit for the job 
  4. Your contact information, so that the employer can reach out to you

Also, read: 4 Tips to Build A Great Resume and Get Hired

Writing an email to apply for a job is rather tricky because you need to make sure that the email content is striking enough to catch the recruiter’s eye. Your email application needs to impress the recruiter and drive them to consider you for the role

Job application email subject: Write one that gets your email opened

Here’s the thing: your email is only as good as your subject line. Your job application email subject line can make or break your chances. In other words, the subject line on your email informs the recruiter whether or not to open your email at all. So make sure to be clear and concise here.

The best way to do this is by simply stating your name and the job role you’re applying for.
Example

  • Jon Doe- Application for Senior Front-End Developer 
  • Application: Junior Python Developer, Jane Doe
  • Senior Django Developer Application: Karl Max

How to write a job application email that works?

To write a successful job application email, you have to remember that this email is the first impression you’re making on the employer. So be mindful of the language you use, the attachments you add, and the overall tone of the message. 

The tone of your message should be informational, so keep the contents professional and straightforward. You can make things easier for yourself by considering the mail body as a brief sales pitch for yourself.

Here are a few things to consider if you want to nail your job application email in the first go:

  1. Address the employer/recruiter

    Make sure to properly address the hiring manager, a simple ‘Hello’ can take your message from being cold and impersonal to be friendly. Take the extra step, and mention the hiring manager by name. However, if you don’t know the name, a direct “Good Morning/Afternoon”, or “Hello” can also be used to start the mail
  2. Introduce yourself and the purpose of writing the email within the first paragraph

    Get straight to the point! You may think it a bit abrupt to immediately move towards business, however, recruiters are busy people, and pleasantries would only take up more of their time. Immediately introduce yourself and explain why you’re writing the email.
  3. Explicitly mention the job position you’re interested in

    Companies often have numerous vacancies at the same time. Therefore, it is always great to explicitly specify the position you’re applying for. Make sure to clearly state the job role, and where you found the vacancy, i.e., a job board, company website, or even through a colleague. This would help the recruiter understand how familiar you are with the job requirements. Also, read: 5 Tips to Increase Your Chances of Matching With Top US Jobs.
  4. Move on to your educational qualifications and relevant work experience

    Once you’ve established your purpose, move on to explaining why you’d make a great hire. Mention your educational qualifications, and talk about previous job roles and projects you’ve undertaken. You can even point them toward an attached portfolio here. Remember, this is where you need to make a case for yourself.
  5. Sign off with your contact details

    Once you’ve clearly stated your merits and what makes you a good hire, sign off with a friendly and concise statement. Something along the lines of “Hoping to hear back from you soon”, or “Looking forward to your reply,” would work. After this make sure to add your contact details- use the Name/ Number/ LinkedIn Profile format.

    Example
    :
    Regards,
    Jon Doe
    +123 456789
    www.linkedin.com/profile
  6. Attach your resume, relevant certifications, and other material

    Once you’ve signed off, go ahead with the attachments. Adding your resume with detailed work experience and project information is a must. Additionally, you can also attach a cover letter, relevant certifications, and/or a portfolio of your work. Make sure the documents you attach are updated and help back up your qualifications, education, and work experience. Also, read: 7 Ways to Write A Great Software Developer Cover Letter
  7. Proofread the email

    Go through the entire email once again. Check for mistaken dates, left-out experiences, or even simple spelling errors. Remember, you’ll need to fine-comb this email as it will be the very first impression you make on your prospective employers. Additionally, you can save a draft and send yourself a copy to see if the alignment is correct, and the email is displayed the way you want it to.
  8. Hit “send” and prepare to follow-up

    Once you’ve gone through the above-mentioned steps, hit send. Don’t obsess over tiny details or overthink your content. At the end of the day, you’re human and allowed to make mistakes. Wait for the reply to come, however, if it takes more than a week, it is recommended to take a follow-up. In a lot of cases recruiters are busy with an influx of applications, so follow up on your job application before leaving things up to fate. 

Job application email attachments: What should you include? 

Attachments can be a confusing aspect of job application emails. The simplest thing to do here would be to go through the job description and attach the requested files. Be mindful of the formats specified, for example- see if the JD mention .docx files, PDFs, or other specific file extensions. 

Generally, a job application email attachment should include the following: 

  • Resume: Attach your resume with updated personal details, education, previous work experience, projects, and certifications.
  • Cover letter: You can skip the cover letter if you’ve mentioned the same information in the email body. However, if you have a more elaborate version of how your goals align with your prospective employers, make sure to add a cover letter attachment.
  • Portfolio samples: A portfolio is your best marketing tool. Work samples will quickly inform the hiring manager of your prowess and skill set. Make sure to put your best foot forward here and attach your best work samples.

Job application email template

Still not sure about writing your own email job application? Refer to the following template to keep things simple: 

To: [Recipient’s email address]

Subject: Application for [Job title]: Your name

Salutation: Hello Mr./Mrs./Ms. [Name of the recipient]

Email body:

Within the first paragraph introduce yourself and the purpose of writing the email, and mention the job position you’re applying for. Mention where you found the advertisement or how you heard about the job. Get straight to the point! Introduce yourself and elaborate on why you’re interested in the job role.

In the second paragraph, move on to your educational qualifications, skills, and relevant work experience. Once you’ve established your eligibility, move on to explaining why you’d make a great hire. 

In the third paragraph, talk about previous job roles and projects you’ve undertaken. You can even point the recruiter toward an attached portfolio here. Make a case for yourself by showing what your skills are worth.

In the closing paragraph, you can inform the hiring manager/ recruiter that you’re looking forward to hearing from them, then make sure to thank them for their time. 

Sign off with a salutation like “Regards” or “Sincerely”. 

Use the Name/ Number/ LinkedIn Profile format here.

Job application email example

A job application by an experienced professional may look something like this: 

To: jondoe@email.com

Subject: Jane Abbot – Application for Senior Front-End Developer

Hello Jon,

This is regarding a recent call for Senior Front-End Developer posted on your company website. I am a Front-End Developer with over 1 year of experience in the field and 3+ years of experience running and managing my own projects and teams

I hold a Major in Web Development from Cornell University, I’m proficient in HTML, CSS, and JavaScript, and hold in-depth knowledge of Website Design, User Experience, Client-Side Development, and Systems Administration. I have worked with and managed teams at several high-ranking companies in US, France, and Germany. 

I am attaching a portfolio- which would include previous projects and their business impacts, a comprehensive cover letter, and a CV for your perusal. Please feel free to connect with me via email or phone if you require any more information.

Looking forward to hearing from you soon. 

Thank you.

Regards,

Jane Abbot

011 1234567

Also, read: 10 Strengths and Weaknesses for Job Interviews

In sum

Writing a job application via email is a huge undertaking especially since email applications have increasingly become the norm. Hence, knowing how to write a job application email, especially a good one, is no longer optional. Although writing job application emails can be a hard task, with these tips you can create an exceptional one in minutes. Remember, you are drafting your own story and with the right approach you can create a lasting impression on your prospective employer! 

Are you a software developer looking for remote US software jobs with great compensation, career growth, and work-life balance? Try Turing. Head over to the Apply for Jobs page to know more. 

Join a network of the world's best developers and get long-term remote software jobs with better compensation and career growth.

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By Jan 12, 2023
Software development trends in 2023 (2)
For Developers

Software Development Trends to Look Out for in 2023

5 major software development trends in 2023: 1. The rise of Web 3.0 2. Blockchain will gain momentum 3. Kubernetes adoption will skyrocket 4. DevSecOps will…

The software development industry is valued at around $260 billion and is expected to grow beyond $700 billion by 2026. But which software development trends will rule 2023? Let’s take a look at the five key trends that are set to dominate this year. Keep reading till the end as we answer a much-debated question: will remote work continue for software developers in 2023?

  1. The rise of Web 3.0

    As opposed to Web 2.0, Web 3.0 aims to adopt technologies such as machine learning, AI, blockchain, etc. to enhance the user experience. It is also aimed to give more control to the user over their data usage and visibility. Some major benefits of Web 3.0 are
    • The platforms on Web 3 will not be centralized. This means that the data won’t be in the control of a single authority or database. Web 3 will rely on a global network to ensure that no one person or authority can disrupt it. This feature will prevent the hacking of data. 
    • Web 3 will allow users to get paid for the data they share with various platforms. This feature will incentivize users to share their data while helping businesses to be more transparent about their data policies. 
    • Web 3 will be highly beneficial for the insurance sector. Currently, the insurance sector struggles with major issues: incomplete information about the customers, claim settlements, false claims, etc. Web 3.0 is transparent and decentralized, which can help in curbing false claims. Since Web 3 will allow peer-to-peer sharing of data, the chances of data getting hampered by middlemen or some authorities will be reduced to a great extent.
    • The data on social media platforms will be more secure and safe as users will have enhanced control over the data they share on these platforms.
  2. Blockchain will gain momentum

    While the crypto market has seen its ups and downs, blockchain tech is steadily growing popular. With a high potential of transforming industries such as healthcare, finance, etc., blockchain will be one of the most sought-after technologies in 2023.

    Let’s take a look at some of the major advantages offered by blockchain:
    • The data once stored on the blockchain cannot be altered, replaced, or deleted. This feature is known as immutability. And thus, using blockchain technology can help prevent data tampering within the network. 
    • Blockchain technology offers transparency. A member of the blockchain can access any record on it due to decentralization.
    • No single authority is in control of blockchain technology. Thus, it is free of censorship and no authority can exercise its powers with this technology.
    • It is easy to trace any changes in the network as blockchain creates an irreversible audit trail. 
    • Data is encrypted, end to end. Thus, your data is secure on the blockchain network. 
    • The process of transactions on the blockchain is highly efficient and free of human error.
  3. Kubernetes adoption will skyrocket

    Google developed Kubernetes in 2014 and later donated to the Cloud Native Computing Foundation. According to a survey by Statista, over 60 percent of organizations have adopted Kubernetes in 2022. This number is going to increase in 2023. Kubernetes, also known as K8s, is an open-source technology used to manage container technology for cloud computing. It has a vast community of professional coders worldwide that support Kubernetes.

    Related post: 7 Reasons Kubernetes Is Important for DevOps

    Here are the major benefits of adopting Kubernetes:
    • Kubernetes increases the efficiency of DevOps. With container integration and access to different cloud services, Kubernetes makes the process of development, testing, and deployment easier. 
    • Kubernetes offers increased portability due to the small container size. What’s more, there is very less chance of vendor lock-in. 
    • Using Kubernetes, developers can schedule and automate the deployment of containers across multiple computer nodes. As the demand rises, Kubernetes can automatically scale the deployment.
    • Kubernetes is an open-source tool with a large community to support its innovation and development. 
    • Due to automation, Kubernetes offers the best use of the resources and overall savings on ecosystem management.
  4. DevSecOps will grow exponentially

    DevSecOps is the term used to describe the collaboration of development, security, and operations. Since security is a major concern and area of focus for businesses around the globe in the coming time, DevSecOps is all set to grow tremendously. Do you know? DevSecOps market evaluation was $2.59 billion in 2021. This value is expected to reach $23.16 billion in 2029, with a CAGR of 31.50 percent. DevSecOps is supposed to introduce security measures at an early stage of the software development life cycle (SLDC).

    Some of the major benefits of DevSecOps are:

    • Developers have great control over monitoring security threats at the very beginning of a life cycle.
    • Since the security gets deployed in the early stages, the delivery time of the life cycle decreases. Thus, the software development process becomes more efficient.
    • In case of a security breach, the recovery time is reduced with the help of DevSecOps. 
    • DevSecOps supports transparency of the whole software development process, right from the beginning. 
  5. Artificial intelligence will become prevalent

    Software development trends in 2023 (1)

    Revenue for the global AI software market

    AI is becoming more and more affordable and accessible. The AI software market is projected to garner a revenue of over $100 billion by the year 2025. AI can complete complex tasks which humans cannot handle. This is why AI adoption is increasing on a much larger scale, with organizations across the globe adopting it. Let’s take a look at the major benefits of AI:

    • AI reduces human error to a great extent. As AI analyzes previous information and uses algorithms to take decisions, there is very little scope for human error. 
    • As opposed to humans, AI is available round the clock. It can perform multiple tasks simultaneously, without taking a break. 
    • The decisions made by AI are unbiased. Unlike humans, AI can’t get affected by emotions, situations, etc while making a decision.

Also, read AI vs ML vs Deep Learning

So, these are the major trends in the software development industry that we’ll be witnessing this year. But wait, we are still to answer the question: is remote work going to continue in 2023?

The answer is yes! Remote work is here to stay!

While the whole world is going through a tech talent crunch, companies are now expanding their horizons for hiring new tech talent. Companies are readily adopting remote work as it allows them to hire from a global talent pool. This switch to remote is also helping companies lower their hiring expenditure. 

That being said, top US companies are hiring remote software developers. Are you a talented software developer looking for a high-paying remote US job? Try Turing. Turing jobs offer fantastic compensation and long-term career growth. Head to Turing’s Apply for Jobs page to know more.

Join a network of the world's best developers and get long-term remote software jobs with better compensation and career growth.

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By Jan 5, 2023
3 Most Popular Kubernetes Distributions for Compact Container Management (1)
For Developers

3 Most Popular Kubernetes Distributions for Compact Container Management

Here are the top 3 miniature Kubernetes distributions 1. Minikube 2. K3s 3. K0s. Which one should you choose? Keep reading to find out.

Kubernetes is an open-source container orchestration system for automating software deployment, scaling, and management. The search engine giant, Google, originally designed Kubernetes. However, today, Cloud Native Computing Foundation maintains the project. With Kubernetes, developers can utilize the microservices architecture to develop applications. Kubernetes has several benefits such as portability, immutability, etc. To use the Kubernetes ecosystem, development teams have to adapt Kubernetes distributions. While there are multiple Kubernetes distributions, in this blog post, we’ll look at the three most popular Kubernetes distributions that can be used by development teams that don’t require the full set of tools and features that come with the default distributions. 

Table of Contents

Minikube

Minikube is one of the best Kubernetes distributions which is small enough to be installed on a developer’s notebook. The minimum requirements for Minikube are: 

  • At least 2 CPUs
  • 2GB of memory
  • 20GB of disk space
  • Container or VM (Virtual Machine) manager such as Docker, QEMU, Hyperkit, Hyper-V, KVM, Parallels, Podman, VirtualBox, or VMware Fusion/Workstation

Yep, that’s pretty much it! That’s all you need for installing Minikube. The process of setting up and deploying the Minikube cluster is quite simple: 

Step 1: Install the Minikube 

Select the OS, Architecture, Release type, and Installer type on the official website of Minikube and follow the instructions.

Step 2: Starting Minikube

Type minikube start at the command line and use kubectl to interact with the cluster. 

What are the benefits of using Minikube for compact container management?

  • DevOps engineers and software developers get different options such as testing or experimenting with their app development. As it is miniature in size, developers don’t have to worry about testing or experimenting on pubic cloud or on-premises servers. Developers can use their own setups to access Minikube.
  • Minikube offers an evaluation of key features of a Kubernetes cluster and also has a set of add-ons that can be enabled or disabled easily. Some of these features are default storage class, storage provisioning, ingress, etc. 
  • Minikube also offers extensibility as it is an open-source platform, just like Kubernetes. Developers and engineers can easily experiment and learn using the basic platform features or try add-ons as well.

Related Post: 7 Reasons Kubernetes Is Important for DevOps

K3s

K3s is one of the most lightweight Kubernetes distributions available at present. The minimum requirements for installing k3s are:

  • At least 1 CPU
  • 512MB RAM (Though 1GB is usually recommended)
  • 4GB of disc space
  • Raspberry Pi OS or Enterprise Linux such as Red Hat

These minimal requirements make k3s one of the most popular Kubernetes distributions.

Benefits of using K3s for compact container management:

  • K3s is extremely lightweight and can help developers get Kubernetes up and running real quick.
  • Due to its miniature size, K3s doesn’t take up a lot of local resources creating a versatile local Kubernetes development environment. 
  • K3s can run on edge devices such as IoT devices and mobile phones that run on ARM architectures. 
  • If you want continuous integration for your app on the Kubernetes cluster, K3s offers quick and simple management for your CI automation process.
  • If you’re a software developer looking to run a Kubernetes cluster on a tiny device such as Raspberry Pi, you should consider K3s. With its miniature size, K3s won’t use too many resources. 

K0s

A zero-friction Kubernetes distribution from Mirantis, K0s offers a convenient deployment. It is also a very low requirement for Kubernetes distribution. To install K0s, you’ll need:

  • 1 CPU 
  • 1 GB RAM
  • 3.5 GB of disk space (0.5GB for controller nodes, 1.3GB for worker nodes, and 1.7GB for combined controller/worker nodes)

What are the benefits of K0s?

  • Zero cost: k0s, just like Kubernetes, is open-source software.
  • Zero overhead: The software’s requirements are minimal and can be found on basic local workstations as well. 
  • Zero dependencies on the host operating system, k0s is a single binary and does not require host OS distributions or additional packages.

Why is Kubernetes so popular in 2023?

DevOps teams across the globe are adopting Kubernetes for application development and compact container management. But why? 

  • Kubernetes offers increased efficiency for microservices infrastructure.
  • It also allows you to deploy workload in a single or multiple cloud services.
  • You can easily port Kubernetes and it can run with any type of container runtime. You will not have to rearchitect of infrastructure if you port the container.
  • Kubernetes offers automation of deployment and scalability according to the demand. It also has a feature that allows the automatic rollback of an application if something goes wrong.
  • It is open-source software and has a huge community of developers backing up the advancement of Kubernetes. 

Summary

Kubernetes is going to gain more popularity in the coming years due to its widespread benefits. Are you looking for a software developer looking for a high-paying, long-term US remote software job? Try Turing. Click on the Apply for Jobs button today!

Join a network of the world's best developers and get long-term remote software jobs with better compensation and career growth.

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By Dec 23, 2022
Alternative to IT Service Firms
For Employers

Finding the Best Alternative to IT Service Firms for Hiring Software Development Teams

Talent Cloud is the best alternative to IT service firms for hiring software development teams because 1. It provides access to global talent 2. It saves time on sourcing and onboarding candidates

Today, every company is a software company, whether they recognize it or not. As a result, the tech hiring market is becoming increasingly competitive. But traditional recruiting partners like IT service providers weren’t built for a software-first world. This challenge has led companies worldwide to seek a cutting-edge alternative to IT service firms.


Table of Contents

Tech Hiring: Current Scenario

Finding and hiring the right tech talent is challenging. Take a look at these stats: 

  • Software development will be the most important tech job in the future. The Bureau of Labor Statistics recently revealed that there will be 1.2 million unfulfilled software engineering positions in the U.S. by 2026.
  • Another report stated that hiring technical employees takes 50 percent longer than other positions, taking around 66 days to find the right software professional for a job.
  • Yet another report highlighted that software developer openings will grow by 25 percent from 2021 to 2031—much faster than the average for all occupations. 

As a result of this growing demand for tech talent, many organizations struggle to hire developers, leaving critical tech jobs unfilled. 

Three engagement models for hiring software development teams

Today, the market has three main engagement models for hiring software developers. Let’s look at them one by one.

Alternative to IT Service Firms (3)

Three engagement models for hiring software development teams

IT service firms

Located in regions like India, Eastern Europe, China, and South America, these offshore giants employ thousands of developers. Naturally, these providers cater to mostly enterprise-level projects owned by large corporate clients with massive budgets. But if you’re planning to build a team through an IT service provider, there are some clear benefits and limitations you should consider. 

Benefits of IT service firms

  1. Cost-effective for large projects

    IT service firms help large-sized businesses cut down their operational costs, including those associated with buying new hardware, training IT staff, and paying the salaries of in-house IT professionals. 
  2. Data compliance support

    Businesses today must meet strict data privacy regulations to protect their customers (and their privacy) from ever-present cybercrime concerns. Hiring developers from an IT service provider allows companies to transfer this responsibility to industry experts who take care of data compliance for them.  

Limitations of IT service firms

  1. High cost for small to mid-sized projects

    Make no mistake, hiring from a reputed IT service firm is rather expensive. These providers charge upfront fees and a few hundred dollars every month, depending on the size of your business and technical needs. Though they charge reasonable hourly rates for large projects, you might want to consider other options if your company employs less than 1,000 people.
  2. Consistent brain drain

    Remote work is growing. A 2022 study by McKinsey & Company revealed that when people have the option to work flexibly, 87 percent take it.

    Related Post: Reasons Your Software Team Should Switch to Remote Work in 2023

    Given that the most capable people can now choose to work wherever they want, from wherever in the world they choose to live, the traditional IT services industry is struggling to attract top talent and dealing with an unrelenting brain drain.
  3. Shallow vetting and a limited talent pool

    Quite often, when IT services finally find talent, the candidates may not be right for your job. This challenge stems from the inflexibility of the IT services model. These companies find local talent from cities like Bangalore or Shanghai but, unfortunately, cannot leverage the global remote talent pool.

    In other words, the service will often force-fit your needs to their talent. A poor developer is worse than no developer, and you might waste even more time trying to undo their mistakes.
  4. Loss of IP ownership and control

    With IT service firms, you rarely have complete control of your intellectual property. And though most businesses are aware of this, lack of full IP ownership is a significant limitation of IT service companies.

These were some of the most significant limitations of IT service companies. While many businesses still rely on IT services to meet their hiring needs, there’s a trust factor that limits how invested you’re willing to be when facing mismatched talent and concessions on control. And thus, some have turned to alternatives to IT service firms.

Recruitment firms and talent marketplaces 

This segment is arguably the most crowded one in the market today. Today, the tech market is composed of numerous recruitment firms and online talent marketplaces with developers specializing in different technologies. Most of these providers are in the scrappy startup stage. Understandably, only some of these platforms are established market players with excellent quality standards. 

Let’s examine the benefits and limitations of recruitment firms and talent marketplaces.

Benefits of recruitment firms and talent marketplaces

  1. Cost-effective

    Since these firms and marketplaces usually have variable standards for quality, they can help you find developers at a lower price. This alternative to IT service firms can be cost-effective without promising talent quality.
  2. Developers open to short-term commitments

    Most developers on these platforms work on multiple jobs simultaneously and are usually more open to short-term projects. Online talent marketplaces are a good option for you if you’re looking to hire talent for the short term.

Limitations of recruitment firms and talent marketplaces

  1. Low reliability and continuity

    Most of these firms are in the scrappy startup phase, so their internal processes still need refinement. Despite their growing talent pool, these firms may not yet be capable of handling huge workloads. Additionally, gig-oriented marketplaces may not provide companies with the continuity required for building complex products. As a result, reliability is a big issue with these platforms.
  2. Hit-or-miss quality

    In our conversations with developers, we found that highly skilled developers strongly prefer long-term engagements over gig work. Therefore, marketplaces attract more “nights-and-weekends” hobbyist developers. So you either get a skilled developer by chance—or you don’t.

    Related Post: What is Software Quality Assurance and Why Is It Important?
  3. Time-consuming

    Finding the right match through a recruitment firm or online talent marketplace takes a lot of time. One of the key challenges we hear from engineering leaders is that they need to interview up to 30 developers to hire one with many marketplaces. 

All things considered, the limitations of recruitment firms and online talent marketplaces outweigh the benefits. As a result, many companies are considering the third engagement model for hiring software development teams – the Talent Cloud. 

Talent Cloud

A Talent Cloud is a relatively new solution in the industry. Talent Clouds use software to automatically source, vet, and manage talent worldwide, providing many benefits over traditional talent acquisition services or platforms. Due to its range of benefits, the Talent Cloud is quickly becoming the preferred alternative to IT service firms and marketplaces for hiring software development teams.

Benefits of a Talent Cloud

  1. Access to a global pool of talent

    Instead of attaching people in specific locations to specific jobs and force-fitting your organization’s needs to whatever talent is available, the Talent Cloud uses an AI-driven ranking and matching algorithm that connects developers worldwide with the most suitable opportunities for their skill set.

    Related Post: 5 Ways Companies Can Hire the Best International Talent
  2. Rigorously vetted high-quality developers

    Given the volume of available global talent, Talent Cloud’s vetting processes tend to be more rigorous than other service providers. For example, Turing’s Talent Cloud vetting process utilizes over 20,000 Machine Learning (ML) data signals to analyze candidates’ tech and soft skills to find the best organizational fit.

    Related Post: Here’s How Turing Leverages AI for Matching and Evaluating Developers

    These vetting engines can assess developers’ computer science expertise and knowledge of specific technical skills, including machine learning, infrastructure, and cloud computing. Last but not least, they leverage information on soft skills such as communication, language fluency, and collaboration for deeper candidate assessment.
  3. Saves time on sourcing and onboarding candidates

    The demand for engineering talent is at an all-time high. Last year, researchers from LinkedIn’s Economic Graph team analyzed the profiles of 400,000 hires across 15 industries on the platform from June 2020 to March 2021. The results revealed that engineering topped the most hard-to-fill tech jobs list with the most extended wait.

    Talent Clouds are a highly preferred alternative to IT service firms because they operate on significantly shorter timelines and can quickly scale from staff augmentation to dedicated development teams. For Turing Teams, it takes an average of two weeks to build and deploy a dedicated team to your organization—including delivery and program management, tech leads, and developers.

    This singular focus eliminates the time usually spent on sourcing, vetting, and onboarding people for your projects, giving you more hours to manage and grow other parts of your organization while your Turing Team operates indistinguishably from the rest of your company.

    Related Post: 10 Tips to Onboard Remote Software Developers
  4. A hands-off solution to complex, hands-on problems

    A critical limitation of IT services companies is their inability to provide customized solutions. In contrast, Talent Clouds offer highly customized solutions.

    For example, Turing Teams works closely with your organization to understand your problems and develop a clear roadmap, execution plan, and development strategy to help you reach your desired outcomes. Once a clear strategy is in place, Turing will specify the necessary products and services, dependencies, integrations, data models, and hosting infrastructure you will need to succeed. Turing will then provide specialized, on-demand engineering teams for your project. In other words, Turing Teams provides 360° support for all your needs.

Limitations of a Talent Cloud

  1. Vetting processes differ, and so does the quality of talent.

    There are currently only a handful of providers in the Talent Cloud space, and each provider approaches its vetting and sourcing process differently. Thus, the quality of their talent pools can vary significantly.
  2. Lack of support for short-term projects

    While it varies from provider to provider, Talent Cloud services work with companies looking for long-term engagements to provide better career opportunities for their developers and better overall client experiences.

Overview: IT Service Firms vs. Recruitment Firms and Talent Marketplaces vs. Talent Cloud

Alternative to IT Service Firms (2)

IT Service Firms vs. Recruitment Firms and Talent Marketplaces vs. Talent Cloud

To sum up

Your preferred model of hiring software developers depends on your timeline, budget, and the quality of developers you are willing to work with. When considering speed, quality of vetting, access to a large pool of global talent, and hands-off solutions, the Talent Cloud is a better alternative to IT service firms, recruitment firms, and talent marketplaces.

Learn more about hiring dedicated software development teams to deliver on complex projects with Turing.

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By Dec 20, 2022
7 Common Product Strategy Mistakes and Ways to Avoid Them
For Employers

Common Product Strategy Mistakes and Ways to Avoid Them

Product strategy mistakes: 1. Planning for too long 2. Not keeping up with change 3. Obsessing over details instead of value 4. Not conducting enough tests

Every successful product is a robust, well-planned product strategy driven by an efficient product team. 

In this blog post, we will cover: 

What is product strategy? 

What are the key components of product strategy? 

What are common product strategy mistakes that product managers make?

What is product strategy?

A product strategy is a high-level plan explaining what a business wants to accomplish through its product and how it plans on doing so. The strategy also answers questions like who the product will serve, i.e., personas, how the product will benefit those personas, and the company’s overall goals for the product through its life cycle. 

In other words, product strategy answers the eternal question, “How do I get someone to buy what I am selling?”. A great product strategy can help you develop a great product. But what makes a great product strategy? Keep reading to find out. 

Related Post: The Nine Steps of Software Product Development Lifecycle

What are the key components of a product strategy?

Product strategy is a combination of seven key components. They are as follows:

  1. Product vision

    Product vision is the long-term mission of your product. This mission is typically a concise, aspirational statement that shares what the company wants the product to achieve. Therefore, a product vision must remain static. To build and release a great product, you need a strong product vision. A good vision encompasses who your customers are, what they need, and your go-to-market plan. In addition, it highlights the opportunities and threats in your way.
  2. Product goals

    A product vision should ideally lead to strategic product goals with measurable results that you can achieve within specific timeframes. These goals will determine what the team prioritizes on the product roadmap. Your product goals should be trackable, so you know how your team performs against them. You can use the SMART approach when setting goals for your product strategy. This approach helps you set specific, measurable, attainable, relevant, and time-bound goals.

    Here are a few examples of product goals:

    • Increase free-trial downloads by 50 percent in the next six months
    • Improve average customer rating by one star on major product-review sites
    • Generate $5M in revenue within 12 months
    • Expand business to three new countries within 24 months
  3. Initiatives

    Initiatives are critical, complex objectives you must break down into actionable tasks. Initiatives enable you to identify key tasks you must complete to achieve your product’s goals. Think of initiatives as projects that you should accomplish within a fixed timeframe. In other words, initiatives are strategic themes you derive from your product goals and add to your roadmap. Remember, your product initiatives should always align with your company’s strategy.

    Examples of product initiatives include:

    • Improve customer satisfaction
    • Increase lifetime customer value
    • Enhance UI
    • Reduce churn rate 
    • Sustain product features
    • Prioritize language localization
  4. Customers

    The foundation of every product strategy is customers. Your product is designed to satisfy them. And without customers, your product may be rendered useless.

    So be sure to create different customer profiles for different products while building product strategy. To create a customer profile, you must gather all the data of customers who purchased similar products and the channels they frequently visit.

    Leave out no details when defining your target customers. Dig deep and acquire as many insights as possible. Collecting these insights under a single customer profile enables you to clearly understand who you’re selling to. By creating in-depth customer profiles, you can build products that meet their needs and use marketing channels that increase your chances of sales.
  5. Competitors

    Now that you’ve identified your customers, it’s time to look at the competitors targeting them. You may have direct competitors (for example, Coke and Pepsi) or indirect competitors (for example, Airbnb and Hilton) for your product. You must identify these competitors and analyze their strengths and weaknesses. Try to understand their product strategy as best as your can. Examine their product positioning, packaging, market share, etc.

    By conducting a detailed analysis of your competitor’s products, you can create a product strategy that leverages market opportunities your competitor could not capitalize on.
  6. Business goal

    Every business has a fundamental goal: earn profit. Naturally, your company’s shareholders expect you to earn profit and provide a return on investment. The higher, the better. So your product strategy must align with the business goal of shareholders and top management executives. Simply put, your strategy should ensure that the product you’re developing will get them a return on investment.

    You must also think about how the customers will consume the product. Is it only a one-time purchase? Or will consumers want to buy it repeatedly? Or is it something you subscribe to? Basically, your product strategy must explain how you will sell the product and how customers will consume it.
  7. Macro environment

    Macro environment refers to the current state of economics, politics, culture, and technology that affects customers’ buying and selling habits. Therefore, product managers must carefully analyze the macro environment before creating a product strategy.

    By analyzing buying and selling trends, you can take advantage of existing opportunities and extend the product life cycle. Your product strategy should account for the following factors:
    • Emerging markets where your product may have demand
    • Emerging technologies that may impact your customers
    • Economic forces that may impact your customers’ budgets or needs
    • Evolving customer needs and behaviors

Common product strategy mistakes

7 Common Product Strategy Mistakes to Avoid

7 Common Product Strategy Mistakes to Avoid

Now that we’ve covered the crucial components of product strategy, let’s take a look at the most common product strategy mistakes companies. 

  1. Planning for too long and not keeping up with change

    One of the most common yet grave mistakes companies make is planning for too long before implementing a product strategy. Sure, planning is a critical part of product development. Diving into development prematurely, before defining the product, is a serious product strategy pitfall. But if you take too long to get started, your idea may never turn into a product. Furthermore, the market conditions may have already changed till you implement your strategy.

    Similarly, if you view the product strategy as a one-time, static plan instead of a constantly evolving one, you will be left scrambling to keep up with trends. Not keeping the product strategy up-to-date can cost you significantly.

    Related Post: 7 Best Software Development Lifecycle Management Methods

    Ways to avoid this mistake

    Waiting for the ‘right time’ may not always be the best idea for your product. The longer you sit with your idea, the more difficult it becomes to define a functional framework and make a compelling business case. Rapid prototyping, releasing a decent minimum viable product, and building and iterating off of your learnings are great ways to ensure your product moves out of the development phase.

    Don’t view your product strategy as a fixed plan that needs one-time execution. You must tweak and adapt the strategy as the product grows and markets evolve. Review it once every three months to ensure the strategy says relevant. You must constantly upgrade your product with the changing market conditions. Adopting a work-as-you-go approach allows you to change your strategy with changing market conditions and create a solid product.
  2. Obsessing over innovation instead of value

    As a product leader or manager, you will want your product to deliver high functionality. But don’t let that hyperfocus on functionality come at a high price. While you’re obsessing over building a seamless product, your user is looking at its benefits. They’re thinking about how the product will help them.

    And so your product must offer a clear value to that market. It must solve a problem. Just because you can include certain features in your product doesn’t mean you should.

    Related Post: 7 Ways Managers Can Boost Remote Workers’ Productivity

    Ways to avoid this mistake

    Don’t let your drive for innovation overshadow your value proposition. Observe, analyze, and understand the target market first. What do your customers want? Work toward creating that value at every step of the product development process. Everything you do should enhance the value of the product. If it’s not adding value, don’t do it. When you drive decisions through this value-added framework, your product succeeds, and end users benefit.

    Remember, it’s not about what you want customers to have. It’s about what customers want.
  3. Not prioritizing must-haves and nice-to-haves

    Here’s the thing: you cannot implement every feature on the roadmap in the initial version of your product. To get to the market quickly, you must prioritize your features. The vital features of your product — the ones that you must implement before it goes to market — must be built out first.

    But this is easier said than done. Product teams are often confused over which features are must-haves and which are nice-to-haves.

    Related Post: 25 Habits to Become An Effective Manager

    Ways to avoid this mistake

    Build a classification system for prioritizing features. Coordinate with your project team to determine which features are critical to include versus features your product can succeed without.

    As product requirements become clearer, prioritize releasing a minimum viable product (MVP) and building and iterating based on your learnings. A core benefit of developing an MVP is that it enables you to test your business concepts. This ensures your project doesn’t get stuck in development.

    Ensure you release an MVP that has enough value for early users, demonstrates future benefits, and contains a feedback loop for future development. This process lets you understand what users want and improve the next version of your product based on real data.
  4. Creating product requirements in a vacuum

    One of the most common product strategy mistakes is crafting requirements in a vacuum. When building a product strategy, gathering the right input from everyone involved is critical. By not involving necessary people in product development, product managers miss out on new perspectives and opinions vital for creating good products. They also overlook the needs of certain stakeholders.

    Moreover, if the team does not have an expert for each product function, managers are forced to rely on a few individuals to bring expertise in all the areas relevant to product strategy.

    Related Post: 6 Tips to Scale A Design Team: A Guide for Product Managers

    Ways to avoid this mistake

    Thankfully, this mistake is easy to fix. Take an integrated approach to product strategy by involving product owners, UI/UX designers, developers, engineers, and architects, in the product strategy.

    By keeping the team diverse, you can get valuable input and cover all bases to help you create a successful product. Embracing an inclusive process at this stage ensures that you consider user experience from all angles before your product launch.

    Related Post: 6 Challenges to Remote Hiring and How to Overcome Them
  5. Ignoring competitive threats

    Some companies want to build a product simply because their competitor has one, whereas some are completely unaware of what the competition is doing. Both approaches can lead to severe consequences. Not monitoring competition and emerging trends can be a grave mistake while building a product strategy.

    Your competitors may launch products that rival your own with features that are a little too similar. Keep a close watch on such developments.

    Ways to avoid this mistake

    Have a clear understanding of your product’s positioning and place in your niche. Ensure you know who your key competitors are. With the right competitive research, you can define your product’s unique value proposition and optimize user lifetime value over time. Think of how you can differentiate your product in the market. Just because your competitor does something doesn’t mean you should.

    Ask yourself these questions:
    • What makes your product different?
    • Why do customers want your product?
    • What problems does your product solve?
    • How does your product help you meet your company’s goals?

      Failing to address these questions can make your product redundant or irrelevant. Therefore, conduct a thorough competitor analysis to set your product apart.
  6. Choosing the wrong technology

    If you choose the wrong tech stack for your product, chances are that you will have to build your product again. Choosing the wrong technology for your product can cost you money, time, and resources.

    For example, you create a product for a small user base. However, when the product enters the market, the user base increases. If the tech stack does not support the growing user base, the product is likely to fail.

    Ways to avoid this mistake

    Ensure the technology you choose is suitable for your project and your business needs. Consider what you want to achieve and how the technology corresponds to your business objectives.

    Ascertain that the technology you want to use is showing an upward trend because technologies with a downward trend may hamper the development process and the maintenance of your product.

    While building a digital product, you must research different tech stacks suitable and choose the one that meets all your existing and future requirements. Key factors in choosing the right tech stack include product functions, system load requirements, scalability, and security, among others.
  7. Experimenting with the budget excessively

    Going overboard with the budget is a common but often ignored product strategy mistake. Businesses require stability to grow consistently. Therefore, constantly experimenting with the budget may not be a good idea. After working on a strong go-to-market product strategy, product managers must ensure they utilize the budget efficiently.

    Ways to avoid this mistake

    Use your budget for hiring the right resources and decide how many beta versions of the product you can afford to make and release.

    Calculate the cost of incorporating different functions for your product and the current market rate of professionals with different skills. After that, you can decide the upper and lower limit of how much you can spare for different resources without spending more than the allocated budget. 

Summary 

While a solid product strategy does not guarantee market success, it eases the process of getting there. By avoiding common product strategy mistakes, you can create robust products that are ready for the market. 

Are you looking to hire pre-vetted, experienced software developers for your product development team?

Try Turing 

Turing helps you hire the top 1 percent of 2M+ developers in 3-5 days. The best part? You get a two-week risk-free trial. If you decide to stop, you pay nothing. 

FAQs

What are the three types of product strategies?

The three types of product strategies include comparative positioning strategy, differentiation, and segmentation. In the comparative positioning strategy, brands place their products right next to the competitor products to show better pricing. Differentiation strategy highlights the differences in the product when compared to another brand, whereas segmentation diversifies product packaging into different forms like small packets, bottles, and cans. 

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By Dec 16, 2022
Machine learning algorithms for beginners
For Developers

Top 10 Machine Learning Algorithms for Beginners

Top machine learning algorithms: 1. Linear regression 2. Logistic regression 3. Decision tree 4. Support vector machine 5. Naive Bayes 6. K-nearest neighbor

What are machine learning algorithms? How do machine learning algorithms work? What are examples of machine learning algorithms? Which algorithm is best for machine learning? Keep reading this blog post to find out.

Machine Learning is a subset of Artificial Intelligence. ML imitates the human learning process and helps us automate tasks. In addition, ML assists in decision-making, pattern recognition, risk assessment, image classification, predictive analysis, data processing, and a lot more.

What are machine learning algorithms?

Machine learning algorithms are a set of instructions that guide a computing system to process historical data and produce the output within a given range. Prediction, classification, regression, forecasting, and data modeling are some of the major applications of machine learning algorithms. 

Types of machine learning algorithms

  1. Supervised learning
  2. Unsupervised learning
  3. Semi-supervised learning
  4. Reinforcement learning

List of popular machine learning algorithms:

  1. Linear regression (Supervised Learning/Regression)

    Linear regression is a simple and popular machine learning algorithm commonly used for predictive analysis. Logistic regression allows users to study the relationship between dependent and independent variables by defining a line and its equation. This line is the regression line, and its linear equation is y=mx+c.

    Here, y is the dependent variable, x is the independent variable, m is the slope of the line, and c is the intercept. The m and c are calculated by minimizing the sum of the squared distance between the two points and the regression line.

    This linear regression algorithm is commonly used to predict stock market movements.
  2. Logistic regression (Supervised learning – Classification)

    Logistic regression is a supervised machine learning algorithm that uses binary values (0 and 1) from a set of independent variables. Logistic regression predicts categorical and discrete values. This algorithm comes in handy to solve classification problems and predict the probability of an event.

    ML experts also use logistic regression for binary classification of data and fraud detection.

    Logistic regression uses a transformation function. The logistic function h(x) = 1 / (1 + ex) forms an S-shaped curve that lies between 1 and 0. Logistic regression is applied to predict the probability of a yes/no event, such as whether or not a patient has a heart attack, whether or not a debtor will default, and more.
  3. Decision tree (Supervised Learning – Classification/Regression)

    The decision tree is a machine learning algorithm that classifies both categorical and continuous dependent variables. The decision tree divides the data into two or more similar sets based on the attributes and variables.

    A decision tree starts with a root node and ends with a leaf node. The branches show the decision rules/conditions, the internal node represents the dataset features, and the leaf node represents the output.

    The decision tree algorithm has real-world applications like identifying cancerous and non-cancerous cells, suggesting products and services to potential buyers, and more.

    Related Post: What is Machine Learning Ops (MLOps)? How to get started?
  4. Support vector machine (Supervised Learning – Classification)

    Support vector machine is a classification algorithm that allows you to plot raw data as points in an n-dimensional space. N represents the number of features you have defined. The value of each feature is associated with specific coordinates.

    The SVM algorithm creates a hyperplane or a decision boundary that separates data sets into different classes. The support vectors are the data points that define the hyperplane. Classifiers split the data and plot those data points on a graph.

    Support vector machines have real-life applications, such as image classification, face detection and identification, drug discovery, and more.
  5. Naive Bayes (Supervised Learning – Classification)

    The Naive Bayes algorithm is based on the Bayes theorem – calculate the probability that an event may occur. The algorithm is naive because the variables are independent of each other. The Naive Bayes is a supervised machine learning algorithm that is based on conditional probability.

    Here is the equation…

    P(A|B) = P(B|A) * P(A)P(B)

    Here P(A|B) = posterior probability. Posterior probability calculates the probability of event A for data B is calculated.

    P(B|A) is the likelihood, i.e., the probability of data B if event A occurs.  P(A) is class prior probability, and P(B) is predictor prior probability.

    The Naive Bayes algorithm is ideal for large datasets, such as text classification.

    Related Post: Artificial Intelligence vs Machine Learning vs Deep Learning: What’s the Difference?
  6. K-nearest neighbors (Supervised Learning)

    The K-nearest neighbors are a supervised learning algorithm for the classification and regression of data. This algorithm estimates the likelihood of a data point being a member of one or another group. To determine the group of data points, the overall points are analyzed with reference to a single data point.

    The K-nearest neighbors algorithm assumes similarities between new and available data points to classify them. The Euclidean distance between data points on a graph classifies them into separate categories. KNN is applied for text mining, agriculture, finance, medical, facial recognition, and more.

    KNN is also a lazy-learner algorithm, as it uses the entire dataset as its training set.
  7. K-means clustering (Unsupervised Learning – Clustering)

    The K-means is an unsupervised machine learning algorithm that can solve clustering problems. Datasets are classified into K-number clusters based on their similarities and differences between other data points. The process is repeated continuously until data points are assigned to each cluster.

    Centroids are the center point of each cluster, and the distance from each data point to the centroids is calculated. The data point is assigned to a cluster that is nearest to the centroid. The algorithm then creates new centroids and repeats the process until centroids are not interchanged.

    The k-means clustering algorithm is applied for market segmentation, document clustering, image segmentation, image compression, and more.
  8. Random forest (Supervised Learning – Classification/Regression

    The random forest algorithm follows ensemble learning techniques to combine multiple algorithms and achieve better results. The random forest is a collection of decision trees that classifies new objects according to their attributes. The trees vote for a class, and the forest selects the classification that has the majority votes.

    The decision trees represent individual subsets of data and calculate the average to improve the accuracy of the prediction/classification model. The random forest ideally contains 64-128 trees. The input is entered at the top of the decision tree. Then, the input travels down to the subsets based on the attributes/variables.

    Random forest algorithm is applied for predicting customer behavior, consumer demand, market fluctuations, fraud identification, diagnosis, and more.
  9. Apriori algorithm (Unsupervised Learning)

    The apriori algorithm is an unsupervised learning algorithm that can solve association problems. The association problems are aimed at finding interesting associations and relationships among large sets of data items.

    The apriori algorithm uses frequent item sets to generate association rules that determine how strongly two objects are connected to each other. This algorithm works on databases, which contain transactions or similar forms of comparable information.

    R. Agrawal and Srikant wrote the apriori algorithm in 1994. The algorithm uses a breadth-first search process and a hash tree to calculate item sets. To find frequent item sets from the larger dataset, the process is repeated continuously.

    Some of the common applications Apriori algorithm include market basket analysis to find products that can be bundled together, drug reactions in patients, and more.
  10. Principal component analysis (Unsupervised Learning)

    Principal component analysis is an unsupervised learning technique for dimensionality reduction. This algorithm reduces dataset dimensionality, i.e., it reduces the number of correlated features. The PCA follows a statistical process to convert observations of correlated features into linearly uncorrelated features.

    PCA considers the variance of each attribute to check for low variance. A high variance displays better splits between the classes and reduces dimensionality.

    The principal component analysis comes in handy for exploratory data analysis and predictive modeling. The applications of PCA include a movie recommendation system, image processing, power allocation optimization for electrical grids, and more. 

Bottom line

A sound knowledge of machine learning algorithms can help you excel as an ML engineer. Knowing when to use a specific algorithm is very important for a machine learning engineer. Using the machine-learning algorithms mentioned above, ML engineers can start implementing ML systems for classification, regression, data analysis, modeling, and more.

Do you wish to work at a top US company as an ML engineer? Are you a machine learning enthusiast looking for high-paying remote jobs? Try Turing.

Turing offers high-paying remote machine learning jobs for developers across the globe. For more information, visit the Apply for Jobs page.


FAQs

  1. How do machine learning algorithms work?

    Machine learning algorithms rely on computational techniques to gather information from the data instead of using a predetermined equation as a reference model. The ML algorithms adapt and improve their performance as the sample data increases. The algorithms consider the input variables during training and find the best solution to a given problem.
  2. What are examples of machine learning algorithms?

    Some of the common machine learning algorithms are linear regression, logistic regression, Naive Bayes, K-nearest neighbor, principal component analysis, random forest, support vector machine, and more.
  3. Which algorithm is best for machine learning?

    Selecting the best algorithm for machine learning depends on your exact requirements, your sample/learning dataset, your expected format of output, classification/regression calculations, and a few other factors. 

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By Nov 30, 2022
Top programming languages in 2022
For Developers

Programming Languages Overview: These Languages Dominated 2022

Is Java losing its popularity? Which is the most used programming language? Which are the fastest-growing languages? All of these questions have been answered in the Octoverse by GitHub. Octoverse is a yearly report by GitHub that reveals the state of programming languages and their trends. Also, read GitHub vs GitLab Let’s take a look… View Article

Is Java losing its popularity? Which is the most used programming language? Which are the fastest-growing languages? All of these questions have been answered in the Octoverse by GitHub. Octoverse is a yearly report by GitHub that reveals the state of programming languages and their trends.

Also, read GitHub vs GitLab

Let’s take a look at the key takeaways from the Octoverse.

Trends in programming languages 2014-2022 (1)

Trends in programming languages 2014-2022

  • JavaScript remains the most used programming language. 
  • Python remained in the second position, while Java remained steady in the third. It is interesting to note that Java has been around for more than 30 years but still is one of the most used programming languages.
  • Typescript jumped from the 10th position to the 4th in 2020. In 2022, it remained steady as the 4th most used programming language.
  • PHP dropped down from its rank in 2022. The language stood in the 3rd position in 2014 but dropped to 6th last year. In 2022, PHP dropped to the 7th position, losing the 6th position to C++.
  • Shell, C, and Ruby remain in the 8th, 9th, and 10th positions, respectively.

Java shows no signs of wear! Why is Java still popular in 2023?

Java has been around for more than 30 years. But what makes it the most used language with no signs of slowing down in terms of popularity? Let’s take a look. 

  • Java is an open-source programming language with extensive documentation. 
  • Java is one of the most user-friendly languages. It offers a simple learning curve for new developers. Java is easier to learn if you’re already familiar with C and C++.
  • Java is a WORA programming language. WORA stands for ‘write once, run anywhere. Java can run on various operating systems, such as Windows, Linux, Unix, and macOS. 
  • Java has an extensive and rich library of APIs. These APIs can cater to various applications such as networking, parsing XML, etc. 
  • In its 30 years of existence, Java has acquired one of the largest and most robust communities. 
  • Java offers a suite of extensive automation tools, editors, and debuggers in the Integrated Development Environment (IDE). Some of the most popular IDEs are Netbeans, Eclipse, IntelliJ, etc. 

Also, read JavaScript Trends in 2022: React, Elm, TypeScript.

Which were the fastest-growing programming languages in 2022?

  • Hashicorp Configuration Language (HCL) showed a staggering 56.1 percent growth in 2022. 
  • Following closely, Rust showed a growth of 50 percent in 2022 as compared to 2021. 
  • Typescript and Lua grew by over 37 and 34 percent, respectively.
  • Other programming languages which showed more than 20 percent growth this year are Go, Shell, Makefile, C, Kotlin, and Python. 

Other key takeaways from the Octoverse:

  • Programming languages are most used for application development. In 2022, Lua was heavily used for game development.
  • For cloud-based applications and scripting, developers preferred faster languages such as Go. 
  • For mobile application development, developers used languages like Kotlin, Dart, Flutter, etc., in 2022. 

So, these were some of the top programming languages statistics for 2022. Stay tuned to learn more about the programming languages and their usage, popularity, etc., in 2023. 

Are you a software developer well-versed in the top programming languages such as Java, JS, Python, C++, etc.? If yes, top US companies are looking for you. Sign up on Turing and get hired by top US companies. 

More on Octoverse by Github

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By Nov 30, 2022
5 Key Trends in Cloud Computing in 2023
For Employers

5 Key Trends in Cloud Computing in 2023

Here are the top 5 trends in cloud computing in 2023: 1. AI and ML 2. Docker and Kubernetes adoption 3. Data security on cloud computing 4. Hybrid cloud solutions…

Cloud computing has become one of the fastest-emerging technologies in the IT industry. Though the technology has been around for over a decade, its usage has increased exponentially in recent years. Considering this upward trend, cloud computing is bound to become the most talked about technology in 2023. 

Before we take a look at the major trends, here are some interesting stats about the cloud computing market:

  • The cloud computing market is expected to reach over $1 trillion by 2028. 
  • Within a span of 10 years, i.e., between 2010 to 2020, the market grew by a massive 635 percent.
  • As per stats, an organization can save up to 40 percent by migrating to cloud computing. 
  • A survey by Accenture revealed that companies could save up to 64 percent in their energy consumption costs and reduce their carbon emissions by up to 64 percent by migrating to cloud computing!

What are the trends in cloud computing in 2023? Let’s find out.

  1. AI and ML integration into cloud computing

    With the increase in demand for cloud computing, the integration of AI and ML in cloud computing will rise in 2023. A recent survey stated that the cloud AI market will be valued at $13.1 billion by 2026, registering a CAGR of 20.3 percent for 2021-26.  This is a massive jump from the value of $5.2 billion in 2020. Companies can use AI and ML with cloud computing for various applications such as digital asset management, virtual assistants, reality-as-a-service, cloud-based security for applications, and much more. AI and ML will…

  2. Kubernetes and Docker to manage cloud deployment

    Docker and Kubernetes offer a platform to deliver software in packages called containers. Using Docker and Kubernetes in managing cloud deployment will help in large-scale deployments. Both platforms offer the following:

    • High scalability
    • High efficiency
    • Cloud deployment automation
    • Flexible sharing of resources
    • Quick and low-cost deployment

      The later versions of Docker have Kubernetes built-in to provide the ability to automate and manage all the containerized applications that the developers build using Docker.

      Related post: Here’s How You Can Use Docker to Test and Deploy Web Applications
  3. Data security on cloud computing

    Data security is a major concern hampering the adoption of cloud computing on a large scale. Several reasons, such as software bugs, human errors, etc., can lead to a security breach. Some of the major data security challenges while using cloud computing are:
    • Exposed APIs can result in non-authorized personnel gaining access to the cloud data.
    • Data breaches can occur as a result of misconfigurations or insecure cloud infrastructure. 
    • Loss of data is yet another threat associated with cloud computing. This loss can happen for various reasons like insufficient data backups, software corruption, natural disasters, unintentional data deletion, etc.

      Developers can use encryption, access control, and activity monitoring on the cloud to prevent such data breaches in 2023.
  4. Hybrid cloud solutions

    A private cloud ensures high processing power. And so this solution is quite popular among users.

    We can expect businesses to choose a hybrid cloud in 2023 for the following reasons:
    • They get the best of both worlds (private and public cloud)
    • More flexibility
    • Highly cost-effective
    • Able to perform critical data processing
    • Highly scalable

      The hybrid cloud market is projected to reach a value of over $260 billion by 2027. Over 70 percent of organizations around the globe have a strategy or a set infrastructure to successfully adopt hybrid cloud technology.
  5. Cloud cost optimization

    Several companies are trying to better optimize their expenditure on IT services. Therefore, cloud service providers will create cost-effective cloud solutions and ensure high levels of performance and availability. The cloud service providers will have to use the resources at their disposal efficiently and offer optimization of cloud workloads to ensure the cost-effectiveness of cloud services.

So, these are the five major trends in cloud computing that you’ll witness in 2023. In addition to these, we may also see other trends like serverless computing, cloud monitoring, and disaster recovery in the cloud computing space. 

Are you looking to hire software developers well-versed in cloud computing? Turing can help. Hire the top 1 percent of 2M+ software developers from across the globe, pre-vetted by Turing’s AI-driven matching system. Head to the Hire Developers page now!

 

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By Nov 30, 2022
Effective manager habits
For Employers

Develop These 25 Habits to Become An Effective Manager

How to be an effective manager? 1. Don’t avoid debates. 2. Think big and trust your team to perform big. 3. Don’t hesitate to open up 4. Build connections

How to be a great manager? What successful habits do high-impact managers follow? High performance, identifying and clearing blockers, streamlining processes, and setting up efficient feedback systems are just a few of a manager’s responsibilities. But effective management goes beyond these tasks. Like an art form, effective management requires managers to focus on intricate details and optimize them to improve their team’s performance.

If you are a newly appointed manager, a veteran, or planning to accept a managerial role in the future, here is a list of daily habits that can help you become a highly effective manager.

  1. Don’t avoid debates

    Good managers allow their employees to own their decisions and explore ideas, even if they disagree with them initially. Heated debates may challenge existing assumptions but can often lead to better alternative outcomes. In fact, discussions that encourage team members to express their opinions enhance transparency and help them understand their roles better.

    So ask questions that allow employees to brainstorm and tackle problems with an open mindset. All successful managers offer their teammates a safe space to learn, grow, and fail.

    Related Post: 15 Questions Technical Hiring Managers Ask During Interviews
  2. Think big and trust your team to perform big

    Big ideas can transform productivity, performance, and process management in an organization. Great managers are often gifted with the ability to develop big ideas. And so, every manager must focus on the bigger picture, and how a specific change or improvement can affect other areas of the business.

    But that’s not all. The true strength of a manager lies in the way they communicate these ideas to their teams, and delegate tasks to implement them. To become a highly effective manager, you must show confidence in your team. In addition, you must guide them to shape your ideas into visible outcomes.

    Related Post: 6 Tips to Scale a Design Team: A Guide for Product Managers

  3. Managers must first be a part of their own team

    The waterfall model of hierarchy takes a linear and sequential approach to the development process. This structure is often overrated. Good managers must see themselves as coordinators of talent, priorities, and resources.

    They must move beyond the conventional approach, and consider the team’s strengths when delegating tasks. All effective managers think of their role in the company as enablers of growth, and avoid acting from a place of authority. They tap into the broader concept of teamwork, where each member is equally responsible for success. This way, each team member feels equally empowered and valued.

    Related Post: Hiring Managers Must Avoid Making These Mistakes
  4. Prioritize your team over other managers

    On several occasions, managers from other teams will approach you to drive an initiative. Instead of responding immediately, managers should first discuss the initiative with their direct reporters. Even better if you can ask your team for suggestions.

    This practice displays that as a manager, you trust and prioritize the opinions of your team members during discussions. Collaborating with other departments and their managers might be necessary, but doing so should not disturb the harmony of your own team.

    Remember, great managers, allow their team members the freedom to operate as owners and shape their vision accordingly.

    Related Post: Here’s How You Can Judge the Diversity of Your Team
  5. Share an onboarding guide with recruits

    Sharing an onboarding guide is a great way of showing new recruits that you care about their role in the organization as a manager. Ensure that this guide shares the team’s preferred working styles, day-to-day processes, and other vital information. The guide will help team members understand their daily tasks at an early stage and improve productivity.

    If you’re looking to scale your team, you can go a step further and share this onboarding user manual with the top candidates during the interview. Doing so will build psychological safety, trust, and transparency among candidates.
  6. Discuss failures, shortcomings, and declines

    Managers develop a habit of getting the team together to stand on a steady footing, even amidst stumbles. It is okay to show some vulnerability through personal challenges, work struggles, and professional expectations during these meetings. Similarly, it is okay to express burnout, exhaustion, or any other feelings you experience.

    Managers should also share their achievements and wins at these weekly meetings. This practice will build team spirit, encourage team members to talk about their experiences, and reflect upon the areas that need more attention.

    Related Post: What Is Chaos Engineering and What Are Its Benefits?
  7. Don’t hesitate to open up

    Managers should not hesitate to open up about the fun stuff, especially when during periods of stress. Sharing personal updates and anecdotes, big or small, helps team members feel associated with you on a personal level.

    This holds especially true for remote teams. Remote setups can make employees feel isolated and disconnected from each other. So if you’re a remote manager, ensure to open up to your team every once in a while. Build that warmth and rapport by encouraging your team to do the same.
  8. Monthly reflections are always helpful

    As responsibilities increase, targets shift, and monthly reflections allow managers to track progress, identify shortcomings, and devise strategies to overcome them.

    Set up monthly 1:1 meetings with each team member where the report reflects on three things that were successful last month, and three things that could be done differently next month. These meetings will drastically improve the team’s performance. To keep things light, you can end these conversations on an optimistic note. For example, ask them what they’re looking forward to in the next month.

    Related Post: 4 Qualities of High-Performing Teams You Must Know!
  9. Allocate time for out-of-the-box thinking

    Regular weekly meetings are crammed with basic status updates. This leaves no room for thinking big. So, effective managers must take out some time off their schedules to get creative. They must set up special meetings to promote innovation, evaluate and implement never-tried-before ideas, and improve the overall process.

    In other words, great managers must leverage every opportunity to brainstorm and build with their team. This practice helps bring non-urgent matters to light and start off new projects. Last but not least, this out-of-the-box thinking can improve your problem-solving and decision-making skills.
  10. Focus on building connections between people and teams

    As an organization starts to scale, it gets difficult for managers to keep their teams connected. A high-impact manager spots opportunities to build connections within their teams. When employees follow their leader to think beyond individual growth, they can excel at their tasks.

    Great managers emphasize offering context, and valuable insights through feedback. They brainstorm, collaborate, and conceptualize, to clear the doubts of their employees. Thus, great managers highlight how the individual contribution of their employees moves the needle for the team and the company as a whole.

    Related Post: 6 Strategies for Hiring Gen Z in Software Development
  11. Avoid multitasking

    Contrary to popular belief, multi-tasking kills productivity rather than improving it. Multitasking reduces the quality of work being done and increases the amount of time required to complete it.

    While delegating tasks, ensure that your employees are not juggling multiple things at the same time. For example, in a fast-scaling startup, regular 1:1 meetings may seem like rote rituals. However, the best managers approach such meetings with great care. They put emphasis on the most important task: listening. Most importantly, they ensure that they don’t sidetrack these 1:1 meetings by performing other tasks simultaneously.

    Successful managers stay present and attentive to respond to any doubts or concerns their employees have. Even if a question pops up at an inconvenient time, they take a couple of minutes to address it. These actions go a long way to show the employee that they are important to the team and their issues are a priority to the manager.

    Related Post: 7 Ways Managers Can Boost Remote Workers’ Productivity
  12. Feedbacks are vital

    Following through on deliverables is vital for succeeding in your role. However, as you move towards a managerial role and your schedule is filled with meetings, these good habits may start to slip.

    Following up and following through consistently, is a seemingly small habit that has a huge impact on the team. Managers should ask their employees how a certain task is progressing, and keep in touch to ensure that it’s completed smoothly.

    Feedbacks are critical, irrespective of the role you perform at the organization. And so, good managers offer regular feedback to the employees, on their quality of work, areas of improvement, and more.
  13. Treat your team members humanely

    Managers are tasked with improving and maintaining performance, with targets that must be met. However, through all of this, managers must remember that their employees are human beings, beyond numbers and performance metrics. Effective managers ensure that their team members are not overworked.

    Great managers look at the situations of their team members with compassion. They prioritize employees over deadlines and create an environment of growth and improvement, beyond the workplace pressure. This practice helps employees feel acknowledged as human beings and has a positive impact on their work.

    Related Post: 5 Signs of Toxic Work Culture and How to Deal With Them
  14. Follow an employee-first approach

    Some employees are expressive about their problems, while others tend to be quiet. And so, managers should ask employees if they are struggling on any personal or professional front. As a solution, managers can offer some time off, financial aid, or any other form of help.

    This way managers can encourage employees to take some time off, by actively enquiring about their employee’s well-being. These actions help the employees feel cared for and supported. The employee-first approach of great managers also makes the employee feel valued and secure

    Related Post: Want to Hire the Best Talent? Built the Best Culture First
  15. Soften the hits

    Making mistakes is natural. If your team messes up, this only means that you are being ambitious enough to try new approaches.

    When your employees goof up, explain what went wrong, and work together to devise a plan to keep it from happening again. Ensure you do this as calmly as possible. Even something as small as praising a quality of an employee before offering criticism can soften the hits. Telling your employees that you trust their decisions, and are willing to help them through potential failures is very impactful.

    Related Post: Top 6 Ways to Boost Your Hiring Process in 2023
  16. Monthly performance reviews are essential

    An effective performance review system can be very impactful when executed correctly. The ideal approach should be to follow up on the annual reviews with monthly touchpoints. After that, each feedback item should be turned into a tactical action-plan element that can be tracked and executed. This practice will help you track the progress of individual employees, and bring out the best in them.

    And so, to be a high-impact manager, you must check on your team from time to time and see how they are progressing. Ensure to share advice and guidance along the way to improve performance and boost the morale of the team.
  17. Reinforce positive habits

    When an employee seeks feedback, try to be transparent and thorough as possible. Listen to their expectations before sharing feedback. Understand what they want from you. This practice will streamline communication and prevent misunderstandings.

    To become a great manager, you must reinforce good habits like the clarity of thought, punctuality, and presence of mind. Observing and appreciating the positive habits of your team member encourages other employees to follow the same.

    Related Post: 3 Things Every Engineering Manager Must Focus On.
  18. Take a moment before giving feedback

    Managers may feel the urge to impart the feedback right away, but there is a risk that the employee may not be in the right mental space to hear it. So, to set the right tone, ask your employees how they prefer to receive feedback before getting started.

    High-impact managers first stop to ask if their teammates are open to hearing feedback and then proceed. Doing so helps employees process the feedback effectively, and be more receptive to it.

    Related Post: 6 Challenges to Remote Hiring and Ways to Overcome Them
  19. Try to praise at the moment

    A leader who recognizes and celebrates smaller milestones on the way to a larger goal helps to maintain their team’s momentum. Sharing milestones, accomplishments, small wins, questions, encouragement, and appreciation of team members have a positive impact on the team’s morale. An employee is motivated to excel at their job when they feel valued, appreciated, and acknowledged.

    For example, sending heartfelt messages of compliments, or using props to get your team fired up works wonders. Great managers who engage in such activities, enable their teams to have fun and take the work seriously, without taking themselves too seriously.

    Related Post: Why Should You Include Games in Candidate Assessment?
  20. Try to celebrate up the chain

    If a team member performs exceptionally well at a job, ensure to compliment them and share this with your senior. You can send them an email giving kudos and cc it to your senior. Small gestures like these go a long way. The moments when a manager goes out of their way to give an employee credit for their achievements are always memorable for them.

    A small email or a mention of the amazing things that the team members have accomplished can significantly boost morale and help the team perform better.

    Related Post: 7 Ways to Build and Scale a Remote Engineering Team
  21. Try to celebrate outside the office

    It’s nice to send thoughtful gifts to your team members out of the blue, be it on holidays or important life events. These could even be unrelated to work. Such gestures are wonderful reminders that you as a manager, care enough to remember the important occasions in your teams’ lives.

    Moreover, these gestures will bring you closer to your employees and build meaningful connections. With that in mind, it is important to ensure that these gestures are professional, and do not violate any social/emotional boundaries.

    Related Post: 11 Ways to Celebrate Pride at Your Workplace
  22. Invest in the careers of your team members

    Great managers delegate new projects to the team members that fit their strengths and are in line with their personal goals.

    This step displays that the managers are attentive to the way their employees are looking to grow and offer opportunities accordingly. The best managers aren’t just cheerleaders, they help their employees shape their careers.

    Related Post: Here’s How Google’s Project Starline Is Connecting People Working Remotely
  23. It is okay to rely on mentors and skip-level reports

    Mentoring your employees to achieve their career goals is a huge task. And so, asking professionals to do that on your behalf helps to share that responsibility. Simply put, high-impact managers connect employees with mentors to enhance their professional life and work toward their ambitions.

    If you are a top-level manager, you should demonstrate trust in your skip-level reports. A skip-level report is a person that reports to your subordinate or vice versa. A great skip-level manager can depend on their skip-level reports for productive feedback, insights, and grassroots-level information.

    Skip-level reports can display exceptional caliber and capability if given the opportunity. As a skip-level manager, you should be in close contact with your skip-level report.
  24. Nurture a flexible environment for growth

    Great managers care about the well-being of their employees. They go beyond asking, “How are things going?”, and ask deeper, meaningful questions to understand their team’s goals and aspirations. They try to normalize and make space for change, so that nobody feels stuck, or boxed in.

    Managers can achieve better growth when the personal and professional goals of their team members are well aligned. This is why managers must reserve time to discuss career opportunities with their team.

    Related Post: 4 Ways to Create the Best Workplace Culture for Women in Tech

  25. Help your team members improve their craft skills

    High-impact managers frequently sharpen their arrows. To become one, be sure to regularly check in on the craft skills of your employees that help their profiles stand out from the crowd.

    Letting your subordinates take time to attend a conference, setting up team-wide coaching sessions, or scheduling personal development workshops is a great way to approach this. Great managers always prioritize up-skilling over outsourcing.

    Wish to read more about how you can improve yourself as a manager? Read this article about the micro habits of high-impact managers.

Bottom line

So, how can you be an effective manager? There’s no one-size-fits-all formula that catapults you from being an ordinary manager to an extraordinary one. But making small yet consistent tweaks to your managing style based on the suggestions shared above can help you build a stronger, faster, high-performing team. Remember, a manager is only as good as their team. And so, building a solid team is the first step to becoming a great manager. 

If you’re looking to hire skilled software developers at unbelievable prices, look no further. Turing can help you build your software development team in just 4 days. The best part? You get a 2-week risk-free trial. If you don’t like the developers, you pay nothing. Visit the Hire Developer page for more information


FAQs

  1. How to become a successful manager? What habits make a successful manager?

    To become a successful manager, you must be a good listener, set clear expectations for your team, and delegate tasks in a way that allows your team to grow. In addition, you must offer constructive criticism where necessary and have a clear vision for your team.

  2. What are the 3 skills of a manager?

    Technical skills, conceptual/theoretical skills, and interpersonal skills are the three main skills a manager must have. Technical skills improve productivity, theoretical skills improve understanding, and interpersonal skills improve communication.

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By Nov 29, 2022
Black box testing vs white box testing
For Developers

Black Box Testing vs White Box Testing: Understanding Key Differences

Black Box Testing vs White Box Testing: Black box testing is the process of checking how software behaves, whereas white box testing checks how different ……

What is the difference between black box testing vs white box testing? What are common black box testing techniques? What are common white box testing techniques? What are the steps to perform black box testing? What are the different types of white box testing?

Let’s answer all these questions one by one.

What is black box testing?

Black box testing is a testing method wherein the testing team does not know about the internal structure and design of an application. This testing happens by comparing the input value and output value. 

Black box testing focuses on understanding user experience and happens post-completion of software applications or products. 

What are the steps to perform black box testing?

Steps to perform black box testing include…

  1. Examine system requirements and specifications
  2. Create a positive test scenario to check if the system processes requests correctly
  3. Create a negative test scenario to check the system’s capability to identify issues
  4. Determine expected outputs for all inputs
  5. Construct and execute test cases
  6. Compare outputs with inputs
  7. Validate the right results and fix persisting issues

What is white box testing?

White box testing is a testing method wherein the testing team examines the internal structure and design of an application. With white box testing, the team checks the data flow from input to output

White box testing focuses on finding hidden errors and optimizing code for a more efficient software application or product. 

What are the steps to perform white box testing?

Steps to perform white box testing include….

  1. Identification of component, feature, or program for testing
  2. Mapping all possible paths in a flow chart
  3. Integrating user journey, use cases, and technical information in a flow chart
  4. Writing test cases to cover each path in the flow chart
  5. Testing and checking whether you get the desired outcomes

    Related Post: 10 Popular Software Testing Trends in 2023

Black box testing vs white box testing: Key differences 

Black box testing vs white box testing

Key differences between black box testing and white box testing

What are some common black box testing techniques?

Common black box testing techniques include …

  1. Equivalence partitioning

    Equivalence partitioning divides data into partitions of valid and invalid values wherein the partitions exhibit the same behavior. If a condition of one partition is false, then the condition of the other partition should also be false, and vice-versa.

    For example, if you create a software function that accepts 6 digits to verify an OTP, then each partition of that function with six digits should be able to check the value. Also, if you enter more or less than six digits, the function should direct the user to the error page.
  2. Error guessing

    Yet another popular black box testing technique is error guessing. This technique involves identifying problematic areas of software with common testing questions. There is no specific method of error guessing. The tester must rely on their experience and test cases for other applications.

    Some of the common error-guessing questions include…

    Null pointer exceptions
    Entering invalid parameters
    Dividing by zero
    Uploading maximum files to test file limit
    Checking buttons without entering values
    Blank space in text fields
  3. Boundary value analysis

    Boundary value analysis is among the necessary black box testing techniques that check boundary values that are prone to error. The tester checks whether the software produces the correct output upon entering the boundary value.
  4. State transition testing

    State transition testing uses inputs to check for the desired output. The objective of state transition testing is to see if there is a change in the system during the transition from one state to another.

    The tester must analyze transition data and design test cases to probe what happens when the system transitions from one state to another and does not give desired outputs.
  5. Decision table testing

    Decision table testing tests the software system for outcomes produced by different input combinations. By using decision table testing, you can check all the possible conditions necessary for generating the desired output.

    Black box testing techniques

    Decision table testing is a popular black box testing technique.

What are some common white box testing techniques?

Common white box testing techniques include …

  1. Statement coverage testing

    Statement coverage is code inclusion testing that calculates the number of explanations implemented in the source code of an application. Also, it ensures that all statements in the code run at least once.

    By using statement coverage as one of your white box testing techniques, you can eliminate dead code and uncover unused statements.

    The formula of statement coverage is as follows:

    Number of statements implemented / Total number of statements
  2. Branch coverage testing

    The next white box testing technique is the branch coverage testing method. In this technique, the tester identifies all conditional and unconditional branches. Also, the tester ensures that each branch has conditional logic and undergoes unit tests.

    For example, A, B, and C are conditional branches if the system implements them upon meeting a condition, whereas D can be an unconditional branch that the system executes every time after executing A.

    The formula of branch coverage is as follows:

    Number of branches implemented / Total number of branches
  3. Path coverage testing

    Path coverage testing is a structured process that allows the tester to check each line of code. Path testing helps focus on program logic as you can check vital parts of code through cyclomatic complexity and unit tests.

    For example, in this code below,

    If a > b
    // do something
    Else
    // do nothing

    In the above code, the tester will first create a flow diagram by breaking the code into separate statements. After that, the tester will create different paths for outcomes. Finally, the tester will calculate cyclomatic complexity and run a unit test to validate codes.

    In the example, the cyclomatic complexity is 2, as a minimum of 2 test cases are necessary to cover all code execution paths.

    Related Post: Unit Testing vs Integration Testing: 4 Key Differences Explained

Summary

Black box testing focuses on software behavior, whereas white box testing focuses on the internal functioning of the software. Testers require both testing methods at different stages of product development. 

So, organizations must carefully understand the differences between black box testing and white box testing to choose the best testing method for their applications and software.

Are you looking to hire developers familiar with black-box testing and white-box testing?

Try Turing. 

Turing helps you hire the top 1 percent of developers in 3-5 days. Companies can choose from a pool of 2 million developers with 100+ skills to find a suitable candidate. 


FAQs

1. What are the different types of white box testing?

Different types of white box testing include…

White box penetration testing – In this method, an ethical hacker attacks an application based on knowledge of its code and design.
Unit testing – Unit testing tests all written code to see if it works as expected.
Mutation testing – Mutation testing checks code resilience by making small changes to the code structure.
Integration testing – This method checks integration points in the internal software and external systems.
Static code analysis – This method uses machine learning and predefined patterns to identify issues in static codes.

2. What are the different types of black box testing?

Different types of black box testing include….

Functional testing – Functional testing validates software against functional requirements and specifications.
Non-functional testing – Non-functional testing checks how the system operates rather than the specific functions of the system.
Regression testing – Regression testing checks whether a system behaves differently after updates or code improvements. 

 

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By Nov 29, 2022
Why hire from Turing developers?
For Employers

Client Diaries: Here’s Why Cleer Tax & Bookkeeping Chose Turing to Hire Developers

“Hiring developers with Turing is as easy as doing a Google search. Turing takes care of everything for you,” says Anderson, Business Manager at Cleer Tax &…

In this blog post, Lindsey Anderson, Business Manager at Cleer Tax & Bookkeeping, talks about her experience with Turing’s services and Turing developers. She also shares insights on remote hiring and the most rewarding experience of working with Turing.  

What does Cleer Tax & Bookkeeping do?

Cleer Tax & Bookkeeping is a tech-forward, cloud accounting firm for startups with operations in the US. With a vision to make the taxation and bookkeeping process easier, smoother, and streamlined, the company helps businesses by guiding them through their accounting and tax compliances.

Cleer Tax & Bookkeeping offers myriad services that help startup owners prepare, review, and audit their financial transactions. Packed with years of domain expertise and experience, the company provides streamlined and comprehensible accounting of finances and assists businesses in building robust tax mitigation strategies. 

What challenges were Cleer Tax & Bookkeeping facing before Turing?

The accounting firm struggled to find the right talent for its complex business needs. “We were having a real issue with Salesforce. We took it onboard as our CRM partner, but we needed it to do something more,” says Anderson, Business Manager of Cleer Tax & Bookkeeping. 

“However, we soon discovered that our needs were too complex. And so, the developer team we had then was unable to deliver on the objectives we wanted to achieve,” she adds.

Major challenges at a glance

  • Complex needs and issues with Salesforce customization
  • The existing developer team failed to deliver the requirements
  • Unable to find proactive developers who understood the big picture

“When we were looking for developers, we wanted someone who would understand our business. We wanted someone who wouldn’t just take orders but look at the big picture as a whole. In other words, we wanted a developer who understood our system instead of just doing ‘fix-it tickets’ or ‘tech help tickets.’ We weren’t getting what we wanted until we found Turing,” explains Aderson. 

How did Turing help Cleer Tax & Bookkeeping overcome its challenges?

Here are the three steps Turing took to help Cleer Tax & Bookkeeping overcome its challenges…

The firm found perfect, long-term matches for their requirements. 

With a global pool of 2M+ skilled and vetted developers, Turing’s Intelligent Talent enabled Cleer Tax & Bookkeeping to find a perfect match for their job. 

Anderson, the business manager of Cleer Tax & Bookkeeping, says, “Once we listed our requirements, such as the type of developer, skillset, experience level, and budget, we were surprised about how many candidates there were for those specific requirements.”

In addition to the Salesforce project, the firm also wanted to hire developers to work on their long-term projects. Anderson explains: “Even though we were hiring someone for a specific project, we were looking for someone who could work on long-term projects as well. When we were going to be finished with our Salesforce task and getting that where we wanted to be, we wanted to retain somebody who could help us with everything else we wanted to achieve in terms of our tech stack.”

“And Turing helped them achieve just that. Clever Tax & Bookkeeping hired two developers from two different countries with two different levels of experience. Not only did these developers help them reach their goals, but they also exceeded expectations,” says Lindsey.

Related post: How Turing Is Leveraging AI for Matching and Evaluating Developers?

Turing handles hiring, onboarding, training, managing, and payroll. 

Cleer Tax & Bookkeeping wanted to bring their development in-house but needed help figuring out how to proceed. And so Turing provided them with 360° support throughout the entire process. 

“I was amazed at how easy and quick the whole thing was. After we contacted Turing, we had one week of solid interviews. We chose our candidates almost immediately. I like that Turing was a part of the interview process. We had a second set of eyes, and we discussed feedback right after the interview rather than having to do these lengthy write-ups or fill out forms. Once we selected the developers, Turing quickly set up interviews and assisted us in further steps. The entire process was super efficient,” adds Anderson. 

“Once we hired the developers, Turing was a part of all the onboarding calls. The onboarding process was great,” she continues. Next was training. Throughout the training segment, Turing solicited daily feedback from the company. This feedback highlighted how the developers were progressing day after day and week after week. 

“With Turing, finding the right candidates is as easy as doing a Google search. Turing takes care of the hiring, matching, managing, scheduling, billing, payroll, and all other time-consuming tasks. Turing handles all that paperwork and payments. So, I think these are the primary benefits beyond finding amazingly talented developers,” continues Anderson.

Related post: 5 Best Ways Tech Companies Can Hire the Best International Talent

A two-week risk-free trial that makes hiring easier than ever before

Unlike other talent providers, Turing provides a two-week risk-free trial to all companies. If you don’t like the developer you’ve hired, you pay nothing. 

“We were fascinated by the two-week risk-free trial Turing offered. This trial really showed that Turing was committed to helping us find the right person for the right role. And that’s part of our management philosophy in the entrepreneurial operating system. We focus on finding the right person for the right role. And so, we loved that commitment from Turing,” Anderson says.

“At the end of 2 weeks, there was no doubt that we were hiring these candidates for good. We really had chosen the right people, and I think that’s due to Turing’s process.,” she adds.

Bottom line

Turing is also much faster than traditional hiring methods. From sourcing and matching to vetting and onboarding, Turing.com has helped 400+ Fortune 500 companies and fast-scaling startups in their remote hiring journey. Wish to join the list of 400+ fast-scaling startups and Fortune 500 companies that have trusted Turing developers? 

Visit the Hire Developers page now.

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By Nov 29, 2022
what are microservices?
For Employers

What are Microservices? Understanding Architecture, Examples, and Best practices for 2023

The microservices architecture divides an application into unique services. Each service controls its database, produces warnings, manages authentication, interacts with user interfaces, and logs data.

What are microservices? How do microservices work? How is microservices architecture different from monolithic architecture? What are the key characteristics of microservices architecture? What are some real-life examples of microservices?

This blog post will help you answer all these questions. 

What are microservices?

Microservices is an architectural approach to software development that uses small components and modules to create large applications. The small components and modules have a specific business goal. Also, each module uses APIs to communicate with the server of other modules. 

Note: Microservices started when software development took a service-oriented approach from the more rigid traditional approach. 

How do microservices work?

The microservices architecture divides an application into several unique services. Each service manages its database, generates alerts, handles user authentications, communicates with user interfaces, and logs data, among other tasks.

Users can isolate, rebuild, redeploy, and manage each service without affecting the overall applications.

How is microservices architecture different from monolithic architecture?

Applications are large, interconnected units that you cannot change easily in a monolithic architecture. Also, rewriting the code requires creating and deploying a new version of the software. All the processes rely on each other in the monolithic architecture. Therefore, the entire architecture requires scaling during an increase in bandwidth demand.

On the other hand, the microservices architecture allows large applications to split into small components that operate independently. Also, modifications are easy as you can update and redeploy specific services without impacting the entire application.  

Microservices architecture offers greater flexibility and easy-to-scale software applications.

Related post: Serverless Architecture vs Microservice Architecture: 3 Key Differences

What are the key characteristics of microservices architecture?

The key characteristics of a microservices architecture are as follows:

  • Numerous components
    Microservices can be split into numerous components wherein each component can be updated, deployed, and tested independently. Developers can work on specific components without compromising the entire application.
  • Resilience
    Microservices applications are resilient as they can divert traffic to other components when a component fails unexpectedly. Also, it is quite easy to monitor microservices for failure and identify what went wrong to fix the issues immediately.
  • Decentralized operations
    The microservices architecture offers decentralized data management wherein developers can create tools for specific components that other components can also use. Decentralization also allows users to use the code of other components to bootstrap applications without writing the code from scratch.
  • Easy routing
    Microservices applications use dumb wires to transmit information from one component to another. Microservices components receive requests, process them, and give an appropriate output to the requesting components. Microservices facilitate efficient routing by receiving requests and applying logic to give the correct response.

Related post: 8 Microservices Data Management Patterns

Examples of microservices

Major tech companies use microservices to increase the speed of operations and create resilient applications that are easy to update. Here are a few real-life examples of microservices in business operations…

  • Amazon

    Amazon built its website using monolithic architecture, creating tight-knit connections between multi-tiered services. Services like customer profiles, order management systems and inventory management in monolithic architecture existed in a single database.

    However, with growing demand, Amazon expanded its codebase and hired more developers. Soon upgrading the software application and website became more time-consuming, service interdependencies increased, and the software development life cycle slowed down.

    To counter these issues, Amazon shifted to microservices architecture, dividing software applications and websites into small independent components that would interact with each other using APIs.

    After shifting to the microservices architecture, developers analyzed the source code and isolated units of code easily. Also, developers wrapped the isolated units in a web interface and created separate functions for specific components without impacting the entire website.

    Amazon followed two fundamental rules for microservices applications, including the ‘two-pizza team’ rule and the ‘you built it, you run it’ rule. The two-pizza team rule ensured that no team was big enough to need more than two pizzas for lunch, whereas the ‘you build it, you run it’ rule ensured that the developers were responsible for the services they created.

    By using the microservices architecture, Amazon automated operational tasks, and scaled services for business needs and incoming traffic.

    Related post: Former Amazon VP on Conducting Effective Technical Interviews
  • Netflix

    Like Amazon, Netflix migrated to microservices architecture after the malfunction of its primary database. Netflix replaced relational databases in its data centers supporting vertical scaling with cloud-based distributed systems with horizontal scaling.

    With the help of microservices, Netflix divided the application architecture into different services, including one that stores all watched shows, a service responsible for payments, and a service that recommends similar shows, among others.

    In addition, with Netflix garnering a huge number of subscribers daily, it was not possible to build data centers immediately. By moving to AWS and using a microservices architecture, Netflix engineers scaled the capacity of servers immediately.

    Also, microservices applications increased the speed and agility of development, allowing developers to work in small teams.

    Related Post: Netflix, GitHub, and Honeycomb.io Use These Metrics for Continuous Improvement
  • Uber

    Initially, Uber used monolithic architecture for its ride-sharing application. At first, uber catered only to the city of San Francisco, so it was possible to meet business requirements, offer a clean codebase, and implement core business functionality.

    Uber started expanding to different cities around the world, which required many changes to the system. Uber faced a lot of challenges due to the limitations of the monolithic architecture, including bug fixes, the launch of new features, and integration with global operations, among others.

    By using the microservices architecture, Uber divided the ride-sharing application into small, easy-to-integrate components with a separate database. 

    In addition, by streamlining the development process, Uber achieved continuous delivery to all its locations and achieved high business growth.

Microservices best practices for 2023

Here are the microservices best practices for 2023…

  • Analyze your business requirement
    Organizations must analyze business requirements, core operations, and feature integration, among other things, before opting for microservices. Also, you must review your engineering team’s capability to check if they can migrate to the microservices architecture.
  • Secure design
    Microservices have a broader attack surface which is why you must adopt microservices with an API gateway. An API gateway will help you handle service requests, authentication, and throttling.

    Microservices must have a domain-specific design and should contain internal information to fulfill a specialized function. Also, microservice design should have high cohesion and minimal dependencies on other components.
  • Use virtual machines
    By using virtual machines, you can use a consistent development environment to adapt the framework and speed up the delivery of components in the microservices architecture.

    Also, you must have a specialized repository for each service to maintain clean control logs and ensure that all service endpoints include backward compatibility to prevent the application from breaking during service requests.
  • Hosting and deployment
    Separate hosting and deployment are one of the best practices for microservices as it helps save time and resources. Also, it enhances fault tolerance, reduces the chance of a complete outage, and isolates components from any error in other services.
    Organizations can use containers for microservices to enable platform interoperability and automate the deployment process using separate builds.

  • Choose the right database solutions
    While opting for microservices, it is essential to choose a database that can cater to the specific requirements of a microservice. By combining the right database with infrastructure and storage, you can create a robust framework and manage different services using a service mesh.

Related Post: 8 Microservices Data Management Patterns

Summary

Most organizations are embracing microservices architecture for software development to keep the application running while updating different components and causing zero inconveniences to users. However, organizations must acknowledge business needs and requirements to choose the right microservices architecture.

Are you looking for software developers to migrate to microservices?

Try Turing.

Turing helps you hire the top 1 percent of developers in 3-5 days. Companies can choose from a pool of 2 million developers to find the best candidate.


FAQs 

  1. What are the components of microservices?
    The components of microservices are as follows:
    • Containers: Containers are packages of software that help isolate each service in a different environment.
    • Service Mesh: Service Mesh offers a security layer and dynamic messaging for smooth communication.
    • Service Discovery: Service Discovery helps manage microservices deployment and load distribution.
    • API Gateway: API gateway handles administrative tasks and performs load balancing when necessary.

  2. How many types of microservices exist?
    There are two types of microservices, stateless and stateful microservices. Stateless microservices respond to a request by processing it without maintaining any state information. On the other hand, stateful microservices maintain some form of state and utilize it while responding to service requests. 

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By Nov 25, 2022
Strengths and Weaknesses for Interviews
For Developers

10 Strengths and Weaknesses for Job Interviews

Strengths and weaknesses for job interviews: 1. Leadership skills 2. Communication skills 3. Dedication 4. Positive attitude 5. Hard skills 6. Obsession with tiny details

How do you answer the question: what are your strengths and weaknesses? Why do interviewers ask about strengths and weaknesses in a job interview? What are common employee strengths? What are common employee weaknesses?

This blog post will help you answer all of the above questions. 

Why do interviewers ask about strengths and weaknesses?

Every interviewer asks questions to learn about the value you will bring to the organization. So, by asking about your strengths and weaknesses, they try to figure out the following…

  • Whether you are conscious of your best qualities and how you apply them at work. 
  • Whether you can discuss your shortcomings and how you try to overcome them. 
  • Whether your qualities and skills will complement existing team members.

And so, bragging about your strengths while hiding weaknesses can make you appear arrogant. On the other hand, answering such questions correctly gives you a great opportunity to show the interviewer that you’re a self-aware individual. 

Remember, interviewers love honest, humble candidates who know their strengths and are willing to admit their weaknesses. 

How do you talk about your strengths during an interview?

Most applicants wonder how to answer the question: what are your strengths? So don’t worry. You’re not alone. To begin with, ensure you answer the question in a professional manner without boasting or coming off as egocentric. You can even share an engaging story that highlights your strong suits rather than just giving a one-lined, bland answer like: I’m detail-oriented and hard-working. 

Make a list of your personal strengths, or ask a friend to assist you in this process. If you are not aware of your strengths, you can take free online assessments or follow the below-mentioned steps. 

Here are six steps to identify your strengths…

  1. Brainstorm: Sit down and list your strengths. Think really hard and aim for at least 10. Take notes of every strength you can think of. You can always make changes to the list later. 
  2. Prepare examples: Instead of just mentioning the strength in one word, share an example based on your work experience where you displayed your strength. Scroll down for some examples if you’re unsure how to do this.
  3. Be accurate: Make sure to pick the skills you actually have. Refrain from sounding too general. Choose “relationship building” or “persuasive communication” instead of “people skills” or “good communicator.” The latter are often overused.
  4. Don’t be too modest: This is not the time to be self-conscious. You need to use this question to show what value you can bring to the company. And so, it is important to practice your answers. If you plan ahead, you will be able to answer the question in a way that feels natural and genuine. 
  5. Look for hints in your performance reviews: Go through past performance assessments. Look for the compliments you received from your peers and manager. Go through old emails that praised your work. 
  6. Get technical: Several online tools can help you identify your strengths. All you need to do is answer a series of questions to obtain a report that lists your key strengths.

Here are five common strengths and examples of each…

  • Leadership skills
    A great example of strength for a job interview is leadership skills. Demonstrating this skill can help you land a key managerial role. You can list instances in your previous company where you guided your peers to do better or spearheaded a project to achieve a goal.

    Sample answer: I managed a large marketing team and helped new recruits crack their first assignment by guiding them throughout the project. With the same ad budget allocated to our team as the previous quarter, I was able to increase sales by 30 percent. 

  • Communication skills
    Candidates with good communication skills leave a lasting impression on recruiters. They come across as strong, confident individuals. There are four main types of communication: Verbal, non-verbal, visual, and written. In a job interview, you should be well-prepared to leverage all four. 

    Sample answer: As a part of my last role, I communicated with a variety of clients on a day-to-day basis. I made sure to understand their requirements clearly before working on them. I also crosschecked all information before conveying it ahead. In addition, I ensured there were no communication silos in the team by promoting transparency. 

  • Dedication
    Dedication and commitment are important traits that can help candidates impress recruiters. Candidates who can convince recruiters that they have the hunger for success and give their 110 percent do well in the hiring process.

    Sample answer: I am a passionate and disciplined individual who works with dedication and commitment on assigned projects. I take care of every little detail to ensure that the objective we have set out to achieve gets accomplished at all costs.
  • Positive attitude  
    Candidates with a positive attitude always look at the bright side and face challenges in a stride. They work toward finding a solution instead of getting stumped. Naturally, such individuals are a great asset to any company. Their optimism keeps the team’s morale high and drives them to do better.

    Sample answer: My greatest source of strength is a positive attitude that helps me approach things with a forward-thinking mindset. I look to fix problems instead of crying over their outcome. My seniors in the previous company always praised my optimism and said that it served as motivation for them. 

  • Hard skills
    Along with soft skills, it is equally important to share a few hard skills relevant to the job role as strengths for job interviews. Hard skills are objective, quantifiable skills gained through education, training, or work experiences. Hard skills can often be taught or learned. And so, hard skills can be easily proven — you either know how to write code, or you don’t. 

    Sample answer: I am a software developer with 10 years of experience with programming languages like JavaScript, Python, Kotlin, C#, Go, and PHP, among others. I am also well-versed in front-end and back-end frameworks, cloud computing, big data analytics, and microservices architecture. 

Here are a few more examples to answer – What are your greatest strengths?

  1. I’ve always picked things quickly. My hunger to keep learning and evolving as a person is one of my key strengths. I work hard to become a better version of myself every day.
  2. I am great at interacting with others, working in a variety of teams, and collaborating on a wide range of projects. As the head boy of my school, I encouraged my batch mates to participate in school events to ensure representation. In college, I participated in extracurricular activities with the drama and debate community, volunteered for NGOs, and was also nominated as a campus ambassador for several internships.
  3. My ability to relate to people and comprehend their needs is my greatest strength. For example, during one summer internship, I got a call from an angry customer who had been terminated from our service. The company was unable to help her. However, I helped her consider other options and she got really happy with the solution. 

Related post: Ten Tips to Crack a Software Developer Job Interview

How do you talk about your weaknesses?

One of the most dreaded interview questions is: what are your weaknesses? 

Here’s the thing: it’s okay to talk about your weaknesses. All you need to do is find the right balance while doing so. Claiming you have no flaws can make you sound arrogant in the interview. On the other hand, listing down too many can harm your chances of landing a job. 

You must project an air of humility while talking about your weaknesses. At the same time, you must also show a strong willingness to overcome them. For this, you need to identify shortcomings that you’re already working on. Ask a friend or close coworker to help you with this. If you’re still struggling…

Here are three steps to identify your weaknesses…

  1. Self-evaluate: Look at your past performance and make a list of the instances where you fell short of expectations. Examine this list to identify patterns. These patterns are can be your weak points.
  2. Solicit feedback: Asking for feedback from coworkers or supervisors is one of the best strategies to recognize your professional inadequacies. Your colleagues certainly know your working style better than anybody else and can provide good insights.
  3. Review performance metrics: You can examine this qualitative data from your previous performance evaluations to get a better understanding of any weaknesses. 

If the above-mentioned steps do not help, pick some weaknesses and examples from the list below that are most relatable to your personality.

Here are five common weaknesses and examples of each…

  • Obsession with small details
    A major weakness for job interviews is the inability to submit projects on time till everything is perfect. Candidates who obsess over the tiniest of details and worry over things not being perfect often miss the big picture. Recruiters want candidates who do not compromise the project in terms of both time and work quality.

    Sample answer: My weakness is that I overanalyze my projects and redo them without getting initial client feedback. I am working on this area by sharing my project progress with my colleagues and seniors so that I do not compromise my team’s productivity and project deadlines. 

  • Difficulty saying no
    Candidates who find it difficult to say no can find themselves taking on more work than they can do. Candidates who overwork comprise not only their own but also their team’s work quality. And so recruiters prefer hiring candidates who’re aware of the fine line between dedication and overworking. 

    Sample answer: I want to tell you that I find it difficult to say no to my seniors and colleagues. I think I will upset them, and it will negatively affect our professional relationship. However, I am working on this trait as I understand that if I keep doing it, I will suffer from constant burnout and eventually hamper my team’s performance. 

  • Lack of self-awareness
    Self-awareness is essential in giving an honest assessment of one’s skills. Candidates who lack self-awareness can find it difficult to talk about their strengths and weaknesses in job interviews. In contrast, self-aware candidates know their strong suits and shortcomings well.

    Sample answer: I did not know that I was bad at integrating code until my previous manager revealed it to me. After that, I took some code integration workshops and attended coding boot camps where they taught code integrations. I am slowly improving and am open to such feedback from my colleagues. 

  • Delegation
    Lack of delegation skills can prove to be a major challenge for employees irrespective of their job position. Candidates who cannot delegate in a timely organized manner need to trust their colleagues more and offer them a chance to learn and grow.

    Sample answer: I find it difficult to delegate as I think I am not in control of the project anymore. I have worked hard to get over this mindset and constantly tell myself that it is my duty to help other team members learn from me. Now I am delegating more and more tasks to my colleagues. However, I make sure to go over everything once before sending it ahead.

  • Striking a good work-life balance
    Candidates who fail to strike a good work-life balance start hating their job eventually. After spending all the time at work, candidates can feel depressed and lonely. Such candidates need to organize their tasks and plan their time. So, they can turn one of their weaknesses for job interviews into their strengths.

    Sample answer: It was quite difficult to strike a balance between work and my personal life. I used to neglect my family for work and often miss out on important days. After a while, I discussed this with my HR and now I have a new timetable for work which tells me to get out of the office early on specific days.

Here are a few more examples to answer – What are your biggest weaknesses?

  1. My tendency to be overly critical of myself is my biggest weakness. Early in my career, I always concentrated on what I wasn’t particularly good at rather than appreciating how far I had gone and how I could improve. I’ve discovered that deliberately seeking out opportunities to reflect and put more of an emphasis on accomplishments while also continuously bettering myself is the greatest method to break this behavior.
  2. I strive for perfection. I always look for ways to make things better until I’m satisfied with them, sometimes even going above and beyond. My friends always expressed concern about this habit of mine. I didn’t realize it myself until a college assignment a few years ago. My drive to strive for perfection nearly cost my team the course’s credits. I took that as a lesson and have since made it a point to complete tasks on time, with my best effort, and with a sense of satisfaction.
  3. My biggest flaw is that sometimes I deprioritize simple tasks and only work on challenging jobs. However, I’m currently working on this issue. I am learning to prioritize tasks according to submission deadlines. I have also started asking my colleagues and managers to put specific timelines or priority levels for all tasks. 

Related post: Six Common Interview Mistakes Remote Developers Make

List of common strengths and weaknesses

Strength

Weakness

Creative

Versatile

Disciplined

Proactive

Honest

Dedicated

Fast Learner

Self-aware

Self-critical

Insecure

Extremely Introverted

Extremely Extroverted

Too detail-oriented

Too sensitive

Impatience

Difficulty delegating tasks

Summary 

To answer questions related to strengths and weaknesses for job interviews, it is important that you are honest with yourself and the interviewer. In addition, you must narrate your personal experiences and tie them with the question that interviewers ask to give a compelling answer that can increase your chance of getting a job. 

Are you looking for software development jobs?

Try Turing. Turing offers remote software developer jobs with unmatched compensation and long-term career growth in top US companies. Visit our jobs page to know more.


FAQs

  1. How do you answer what are your strengths and weaknesses for job interviews?
    While discussing your strengths and weaknesses in a job interview, ensure that you narrate personal or professional incidents that made you aware of your strong suits and shortcomings. 
  1. What are common employee strengths?
    Some common employee strengths include leadership skills, communication skills, self-motivation, empathy, initiative, and patience, among others. 
  1. What are common employee weaknesses?
    Some common employee weaknesses include lack of delegation, insecurity, no self-awareness, lack of confidence, and no knowledge of particular skills, among others. 

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By Nov 24, 2022