How Automation Testing Is Changing The Industries And How Is Tt Impacting The "IT World"

In a variety of ways, test automation outsourcing aids in the speeding up of the testing process. It automatically boosts the effort by a factor of ten and yields the fastest results. Faster testing, error-free results, and fewer manual effort are all advantages of QA automation testing in the industry. When you need to execute test cases with different information and conditions a few times on a loop, automated testing comes into play. It can go into an application and look at memory content, data tables, records, files, and inner programme states to check if it's working correctly. It is especially useful in stress testing, when getting error-free results in manual testing is almost impossible, and it is also available 24 hours a day, seven days a week. It allows testers to run a test script on several PCs, shared systems, or servers at the same time. In a nutshell, it is transforming the industry, making it more productive and allowing workers to work faster.

Automated testing has had a significant impact on the IT industry since it allows developers to complete projects on time and on budget without sacrificing quality. It has been identified as a main reason for the first time in five years, software project success rates have begun to rise again. It has impacted the IT sector by improving accuracy and dependability, expanding coverage, and detecting faults early.

Technical Recruiter / Recruitment (IT)

A “Technical Recruiter” is an individual who helps companies hire IT professionals.

How is this term different from Recruiter (Non-Technical) and what do they have in common?

Recruitment is a process which consists mainly of three sub processes. Sourcing, Mapping and Closing in all required parameters. Recruitment sounds very easy, at first. However, this is not an easy process at all, whether it be for the private sector or government. This takes at least couple of days efforts, if not weeks, to find one matching resource, especially in the current scenario where there is no perfect tool available or process followed which gives 100 % guarantee for 100% perfect matching resource.

So, where is the gap?  Is the employer expectation too high or is it that there are no quality resources available in the current job market? Whether challenge is to find a good talent on a given rate card or nice skill set or combination of techno functional personality. With the demands of the IT industry changing constantly, an individual who is a technical expert today, may be outdated down the line in 2 -3 years.

What makes a TR (Technical Recruiter) different from other industry professionals is the “approach”. Our industry (IT Consulting) is a fast-paced industry where the demand for technical skills keep getting updated on a daily basis. What is the right approach to hire the best talent from such a fast moving and highly competitive market? As such there are no defined guidelines or methods in the industry, however here is what we found –

First, TR must be able to understand the technology, since its recruitment, not technical assignment. Resume mapping is not just doing CTR+F for required skill or matching years of experience from date of education. Having in depth or as much information about the project as possible and required technical skill, gives confidence to an individual that resume which is shortlisted and ready to be presented may make it through or not. To stay updated with the market, it’s best to get recruiting related certification online (this doesn’t consume much time or money). Keep reading technical articles in free time.

Next is to have sound discussions on a particular technology. This is the approach which makes PALNAR different. While working with a candidate who is in the job market, the first step for the TR is to analyze and understand if the individual is just looking for a job or is a passionate tech lover and if passionate then why they have chosen a particular tech skill? How is their career graph in this skill and how do they update themselves in the fast-moving tech world?

Last and probably the most important point (this seems quite debatable) but we here at PALNAR are convinced of its lasting effect on the recruitment process is “Energy and Presentation”. Often, we hear that “First Impression Is the Best Impression”! It’s true indeed! A TR is the first individual from the company or an organization who interreacts with the tech consultant. So, apart from the technical knowledge, other very specific details like how well you describe, how well you write an e-mail, how well you resolve tech queries, all plays very important role.

Over all, TR responsibility is not simply recruiting IT professionals. A TR is an individual who is passionate about technology and so stays updated on the tech market and uses the technical knowledge to source, map and close a specific technology requirement with the best suited candidate. Of-course the company brand matters but the individual skills and approach does matter a lot more!!!

Resume : Staffing  

Resume, CV, Bio data and career profile. There could be differences on technical definition but for us in the staffing industry, to be more accurate- IT Staffing in the USA market place,

a Resume’ is a piece of digital paper (Docs file or PDF), which represents an individual’s education, technical and interpersonal skills.

Often, our team struggles a lot in finding matching resumes for a particular opportunity. In our recent meetings, we found that we have almost 10 open opportunities, we do not have a single matching presentable resume to provide the hiring manager/ customer. Initially we assigned three recruiters to complete this task with three business days. Later, we assigned two additional recruiters and two extra business days for this. However, after five business days we couldn’t complete our work. Didn’t we find resumes from job posting sites or mass mail or sub-vendors or social media or other sourcing techniques? We found a lot of resumes! However, not a single resume could meet the expectations. Is our team expecting too much or is an individual job seeker not serious about the resume? We are still under an analysis phase.

We sourced resumes from job posting sites and many social medias, sub-vendors and from references or networking as well. Although from different areas, what we found is quite interesting and common in all -

-       Some individuals did not make their resume themselves.

-       Some individuals did not spend time on resume

-       Some individuals think “resume isn’t required for job search as s/he is in social media”.

-       Some individuals copy and paste few things from his friends resume (of-course after h-is/her) consents)

-       Some individuals aren’t aware about recent market change.

-       Some individuals aren’t aware what they written in their resume.

We, being a staffing firm, strongly believe that “Resume” is a first step towards a successful career.  Let’s think for moment if any one of us is going to buy a shirt, if you found that a new shirt has one or two stains and some minor wear and tear, would you be okay to spend more than one-two minutes looking at it or even think of buying that shirt? High probability, you would just walk away towards another shirt. This is the same situation at hiring managers desk. Since the manager would have at the least 7-10 resumes for one opportunity, they would not spend 2-3 days discussing or doing everyone’s interviews. They would walk towards the best available immaculate shirt, in this case the best resume available. Of-course an interview is second step. This is how important the Resume is!! How well resume is presented?  How well described are the experiences?

Now, how can the manager judge an interpersonal skill by just a resume? Does the resume say it all?

Yes! A good resume speaks for itself. How? I would say it’s a non- verbal language which is generally understood by recruiters and hiring managers. Yes, resume plays almost 25% importance towards a new job opportunity. We found that the resume itself convinces the manager of “why should this individual get a chance for an interview”. Now, being that the resume is of so much importance, how can we make the best resume possible? We would recommend an individual to make their resume themselves. This will give confidence for an interview. Of Course, an individual is free to do R&D and take reference from other resumes.

Key components of a good resume –

• -       Must have full name.
• -       Must have education details (MM/YYYY)
• -       Must have Certificates/trainings, if any.
• -       Professional Summary (maximum 5-8 lines)
• -     Professional experience – [ Employer name, Client Name, Duration of the project (MM/YYYY), Project Name, Job Title, Work location, Project Description, Responsibility (5-8) lines. Tools & technique] Any work sample link.  Please try avoiding copying project responsibility. Your self-style of write will define your work experience.
• -       Domain graph
• -       Skill Graph
• -       Maximum 4-5pages. 
• -       An individual should be aware of all the details, including but not limited to the complete information about project or responsibility.

In addition to the above a good resume must have good font, color and size.

In conclusion, a Resume, represents an individual. And this piece of digital paper holds the potential to change a career graph or life itself!!