Flipped.ai - Transforming Talent Acquisition with AI’s Post

What could be a sourcing game which can help 98% Recruiters spot gaps in their day-day sourcing? This is how i will build my next sourcing games 𝐃𝐨𝐦𝐚𝐢𝐧 𝐟𝐢𝐫𝐬𝐭 : Pick one of the most common roles in the tech hiring. Lets say, UI developer or Devops Engineer. 𝐃𝐚𝐭𝐚 𝐏𝐚𝐭𝐭𝐞𝐫𝐧𝐬 : For every role, there will be 5-7 different variants of how people write their resume or sometimes even more. 𝐒𝐚𝐦𝐩𝐥𝐞 𝐝𝐚𝐭𝐚 : Gather 500-1000 profiles of sample data for each pattern & add it in the db. Lets say, an overall sample of 5000 profiles 𝐆𝐚𝐦𝐞 : Ask Recruiters to write as many unique searches possible and tell them, how many profiles are they missing from that 5000 profiles. Primary Problem in sourcing which no one talks about is, do Recruiters know what kind of profiles they're missing coz of the biases in the search? Such a game will help 98% recruiters achieve the below 1. Spot gaps in day-day sourcing 2. Brain exercise specific to a role 3. Get into the mode of understanding biases in our day-day sourcing 3. This will help Recruiters spot biases in AI sourcing in near future. Whats your thoughts on this? Do you think this will help recruiters spot gaps in their usual sourcing? -------------- P.S : Join the batch 19 of Mini Diploma for TA. Learn how unconcious bias narrows down your data largely. For details check : https://bit.ly/minidip or ping Yaswanth Lohar Veeravalli #recruitingmonk #Post849

Hello Profressionals, This is Tarun from Libsys, We are #hiring for **AI ML Engineer - Hybrid (Concord, CA)** **Need Locals or Must relocate immediately** We need #H1B Candidates only. Please share me your resume along with LinkedIn URL to [email protected] #AI #ML #AIML #GENAI #GENERATIVEAI #ARTIFICIALINTELLIGENCE #CONCORD #CALIFORNIA #hotlist #hotlisting #hotlists #BDM #BDE #BENCHSALES #BENCHSALERECRUITER

You’ve finally found that “perfect” candidate... after 100 resumes, 20 interviews, only to know they ghosted you right before the final round an sometimes even after signing the offer letter. But what if I there’s a solution—something that flags candidates who are more likely to ghost by giving a Ghosting risk score with the help of behavioral analysis, engagement tracking, and social profile data for every candidate, making you focus only on the most committed candidates? How it Works: - AI-Powered Risk Prediction: By analyzing factors like response patterns, past job behavior, and online engagement, Sift AI can flag candidates who are more likely to ghost. - Commitment Score: Our system generates a score that tells you how serious and engaged a candidate is with Sift Ai, You simply type in what you're looking for, like: "Show me a Golang developer with 6+ years of experience, who has worked with Terraform." This AI tool integrated with GPT and vector search will not only show you the best candidate available in your ATS, but it will also source top candidates from platforms like LinkedIn, Indeed, etc and rank them according to the best fit as well with automated rejection of candidates who are more likely to ghost. #hr #Hiring #SiftAI #AI #founders #tech #us

watched this wonderful podcast which talks about current trends in hiring and more specifically talks about a current perspective of a fresher or college students who are interested in pursuing a career in software Engineering . As a student I learned a lot from this podcast and here are my thoughts. . 📌 Contribute first then expect money: As a student whenever I see people working at FAANG companies posting there lifestyle I also desire to live like that which is not a bad thing but before that I should question myself what value am l going to add to the company for expecting the money from the respective company. 📌 DSA & DEV both are important: It has always bothered me whether I should be doing DSA or development but looking in the current trend I realised as software engineer we need to develop software products, so learning development is crucial but at the same time DSA is usefull to develop our thinking abilities as a software engineer. so we should learn both, and master 1 depending upon the college placements 📌 Unique Project: Nowadays most people learn coding because of freely available courses, and also using some applications we can build some low level apps without code so building clone projects are not useful anymore we should add some unique features to these clones which can make the project look impressive and "functionalities > design" 📌 Deploy the project: Doesn't matter whatever the project is It is very important to deploy the project and mention it in resume along with the features you added on the application. This way the recruiter can see your work and you can get a chance of getting hired. 📌 Always be interview ready: when we start applying to jobs we may not sure when we will get hired now in market competition is high and jobs are quite less compared to few years back so always being interview ready and representing your skills at every possible way is necessary for freshers and students. I hope it was helpful. comment your thoughts on my opinion. And wonderful Podcast don't forget to check it out 👍👍

Top MNC'S Hiring!!!! Job Role: GEN AI - Frontend Lead Experience: 10+ Years Job location: Bangalore Shift: Rotational shift Required Skills and Experience: • At least ten years of experience as an AI engineer or similar role, with significant experience in a leadership and architectural role. • Proficiency in Python, Node.Js, C#, HTML, and JavaScript. • Experience with AI Libraries/Packages such as Scikit-Learn, TensorFlow, Keras, Pytorch, Pandas, NLTK, OpenCV, WebRTC, LangChain, HuggingFace, and Generative AI frameworks. • Familiarity with Supervised & Unsupervised Learning, Convoluted Neural Networks, Recurrent Neural Networks (including LSTM), Deep Neural Networks, Progressive Learning, Time-Series Forecasting (including NNs). • Experience with deployment frameworks such as Flask, Django, Nginx + Gunicorn, Docker, Kubernetes, SCM (Git), and DevOps (CI/CD). • Experience with cloud platforms such as IBM Cloud, AZURE Cloud, Google Cloud, and AWS. • Familiarity with Model Ops (AIOps) tools such as Prometheus, MLflow, and Grafana. If you are interested share your updated Resume to [email protected] Regards, HR Madhumitha #machinelearning #technology #datascience #python #deeplearning #programming #tech #robotics #innovation #bigdata #coding #iot #computerscience #data #dataanalytics #business #engineering #robot #datascientist #art #software #automation #analytics #ml #pythonprogramming #programmer #digitaltransformation

Should you be a general Recruiter or a specialist in one role or skill? Our industry produces & endorses generalist recruiters, but that is not going to help you in the era of AI. Why you shouldn't be JUST a generalist recruiter? Ask yourself, you'd have worked on most common roles like backend developer as long as your years of exp. But, has your understanding of the role gotten better? a. Do you know, how does the day of backen dev look like? b. Whats the most common tech stacks they use & why they use it? c. What are the KPIs of a top notch backend dev vs a mediocre? Firstly, we live in a delusion that I've worked on backend dev for X years in my career & that means, I know it all. Working is not equal to mastery. In the era of AI, what will make you stand out is being a specialist in atleast one role and you can be a generalist for others. Every AI will come with baises & you will be in a position to spot biases, if and only if you're a specialist. I was addressing exactly this to the tech recruiters at Geektrust & thanks to Jaishree Subramani & Muthanand S for having me to address the team. ----- P.S : Join the next batch of mini diploma for exp tech recruiters & start the journey of mastering atleast one role. For details check https://bit.ly.minidip or ping Yaswanth Lohar Veeravalli #recruitingmonk #Post850

Tech hiring is driven by the need for specialized skills that can address technological challenges and future innovations. Companies that can attract and retain talent in these roles are better positioned for success in digital initiatives. At Refactor Talent, we understand the complexities of the tech job market and are dedicated to helping you find the best talent for these in-demand roles. Let’s work together to build a team that will drive your organization’s growth and success. #technologyinnovation #techtalent #techjobs #techcareers #ITindustry #ITstaffing

Most employers are having too high requirements for job seekers nowadays. Like in tech: we need someone who knows 20 programming languages, can do entire DevOps, expert in analytics and a couple of dozen frameworks, also behaves like a chicken in the office. OK... But what should a future employee do with such? Learn all that stuff? Nah... Employees should lie in resumes. Not trying to adjust to some of demands of another job ad, but really deceit a potential boss. There's not a single super-duper specialist that could carry out that kind of job interview with so much knowledge. And if they have ready to go with prepared questions for up to be hired person, then cheat it with the very help of AI. If they lie and cheat, why wouldn't we all do the exact same? It became a game or rather stupid clown show.

Official Website: www.genpact.com Job Profile: Technical Associate Fresher Degree Required: BE/BTech/MCA Batch: Recent Batches Experience : Freshers Salary: ₹ 3 to 4 LPA (Expected) Job Location: Bangalore Job Description: Inviting applications for the role of Technical Associate, Fresher 2024 BCM In this role, you will be responsible for coding, testing and delivering high quality deliverables, and should be willing to learn new technologies. Responsibilities •  Interact with business, technology or vendor personnel to gather pertinent information about an existing software system covering: •  PII involved, •  Registration process, •  Authentication, •  Main functionalities in the system, •  Authorization, •  Encryption of data-in-transit and data-at-rest •  Upstream/downstream dependencies. •  Create a workflow diagram covering how information flows between various stakeholders in a software system. •  Create architecture diagram (using iDesigner tool) for a software system by referring the questionnaire completed by the development team. •  Multi-task and coordinate the completion of risk & control assessments by interacting with various stakeholders (at least 15 unique) and be able to prioritize the task among all. •  Coordinate the implementation of Single Sign On (using SAML). •  Update and maintain the Jira items in Kanban dashboard. •  Proactively follow-up with concerned team for status updates or escalate as necessary. •  Create status reports for on-going tasks and present the same to senior management. •  Coordinate ad hoc production release of security controls outside of office working hours. •  Interact with business users to explain them about technology terms in simple English language. Qualifications we seek in you! Minimum Qualifications •  BE/B Tech/MCA •  Excellent written and verbal communication skills Preferred Qualifications/ Skills •  Good understanding of software architecture concepts: •  2-tier, 3-tier and n-tier architecture. •  Authentication between different tiers. •  Hardware involved in a typical software system. •  Understanding of importance of data retention & deletion concepts. •  Experience with writing clean code in Java that is structured using a test-first development approach •  Excellent oral and written communication skills •  Requirement gathering skills to be able to understand functionalities of an existing software system. •  Strong knowledge of technology security controls (Authentication, Authorization and Encryption of data, Single Sign On, Data retention/deletion etc.) •  Understanding of PII data and applicable controls to safeguard it. •  Excellent coordination skills •  Good analytical skills •  Proficient in PowerPoint and Excel REF;====KARAN CHOWDHARY https://lnkd.in/gR6Awv2N