Skill mapping for ideal profile

Good things happen when people can move, whether across town or
toward their dreams. Opportunities appear, open, become reality.
What started to tap a button to get a ride has led to billions of
moments of human connection as people around the world go all
kinds of places in all kinds of ways with the help of our technology.
Developing Planning, Analysis, designing, Impletion, testing,
Mintance.Software engineer is associated with developing software
product using well-defined scientific principles, methods and
procedures. The outcome of software engineering is an efficient and
reliable software product.
Software project management has wider scope than software
engineering process as it involves communication, pre- and post-
delivery support etc.
Recruitment and Selection is an important operation in HRM,
designed to maximize employee strength in order to meet the
employer's strategic goals and objectives. It is a process of sourcing,
screening, shortlisting and selecting the right candidates for the
required vacant positions. This is a brief introductory tutorial that
explains different methods of hiring and how to make effective and
efficient utilization of Recruitment and Selection. In addition, it also
explains the best recruitment practices for specific requirements

Now the skills which are required are as follows:

1. Education:
 A bachelor’s degree in B. Tech/MCA/BE.

2.Technical skills: Technical skills are qualities acquired by

using and gaining expertise in performing physical or digital tasks.
There are many kinds of technical skills. Traditionally, people
working in mathematics, computer science, mechanics and
information technology have used many technical skills. Today,
however, many more industries rely on employees with technical
knowledge. For example, retail and foodservice workers often need to
know how to use point-of-sale (POS) software.

 C-Language

 C++

 OOPS

 Java

 SQL

 Java

 Hadoop and Bigdata

 Java

3.Soft skills: Soft skills are interpersonal skills which are used to
describe your approach to life, work, and relationships with other
people. Unlike hard skills, these are not professional job-specific
skills like accountancy, graphics designing, etc. Soft skills are
your unique selling point which gives you a competitive edge over
others in the workplace and in life.

 Communication Skills: -
Effective communication skills will be helpful through the interview
process and in your career. The ability to communicate involves
knowing how you should speak to others in different situations or
settings. For example, when working with a team on a project, you
may need to communicate when you believe that an idea or process is
ineffective. Finding a way to tactfully and skilfully disagree with
others on the job without creating conflict is an important skill that
employer’s value.

Related communication skills:

 Active listening
 Confidence
 Conflict resolution
 Organisation

 Work Ethic: -
Work ethic is the ability to follow through on tasks and duties in a
timely, quality manner. A strong work ethic will help ensure you
develop a positive relationship with your employer and colleagues
even when you are still developing technical skills in a new job. Many
employers would rather work with someone who has a strong work
ethic and is eager to learn than a skilled worker who seems
unmotivated.

Related work ethic skills:

 Attention to detail
 Integrity
 Persistence
 Time management

 Creative Problem Solving: -

Employers highly value people who can resolve issues quickly and
effectively. That may involve calling on industry knowledge to fix an
issue immediately, as it occurs, or taking time to research and consult
with colleagues to find a scalable, long-term solution.
Related problem-solving skills:

 Creativity
 Research
 Risk management

 Time management: -
Time management has come up as a subject in the management
field to reach the goal of increasing productivity, especially among
white-collar workers for whom work output may be hard to
measure. For example, an assembly line worker's output of 60
widgets per hour can be compared to a factory average and
deemed as acceptable or not; however, white collar outputs tend to
be difficult to compare to standards. So, modern managers in these
areas look for ways to monitor worker productivity in terms of
time use.
Examples:-

1. Setting goals
2. Prioritizing those goals
3. Deciding how much time to allocate to specific tasks
4. Adjusting plans as they change
5. Revisiting the goals and priorities regularly
6. Observing results

 Team player: -
Team players are not only those who play on sports teams; they
are also people who work for an organization. A team player is a
person who plays or works well as a member of a team or group.
Teams in organizations need strong team players to perform well
and reach their goals.
4.Behavioural skills: -

STAR Technique

To answer Behavioural Questions, employ the STAR technique −

 S = Situation − (recall an incident in your life that suits the
situation)
 T = Task − (recall an incident in your life that suits the task)
 A = Action − (mention the course of action you opted to address
the situation or task)
 R = Result − (mention the result of your action and the
outcome)

1.Confilct Resolution.
2.Beaing able to balance the work.
3.Self-improvement
4.Stress management/Resilience.
5.Paitience.
6.Know your environment.

Potential platforms to research talents

Some potential platforms where we can search for right candidates

are follow
1. Goodreads
We’ve delved into how recruiters can source tech talent
on Goodreads when Ben from Beamer shared this blog post giving a
step by step guide on how to best search for users on the popular book
recommendations site. Not your typical resource for finding tech
talent, we’re sure you’ll agree, but in practice, you’ll find that it’s
quite the hidden gem for recruiters. All you need to do is search for
books within the category of from here you can see who has rated a
popular book, and from there you can read all their reviews.

You’ll quickly be able to see how experienced a user is in the field

based on the information they include in their book reviews. Members
will often list their social media networks, email addresses, and
personal websites on their profiles, which you can then use to contact
them about possible job opportunities.

2. GitHub
If you’re not already aware, GitHub is a place that Developers use to
store their code It’s essentially a Dropbox for developers. All users’
code is labelled and can be shared with other developers to use.
All developers that upload their code to the site need to categorise it
under a programming language, so choose one from the dropdown
list. Think about the role you’re recruiting for and what programming
language is preferable when you choose from the list. Remember, this
isn’t a professional network, nor are the people using the site
necessarily looking to be found, so you’ll have to use your smarts a
bit. Once you select a language and search, you can then filter the
results by ‘User’ and start to explore profiles. A lot of users list an
email address on their profile, making it much easier to reach out. 
3. AngelList
AngelList is a place that you may not have used for sourcing before,
but it’s well worth using when you are sourcing tech talent.
AngelList, in theory, is a place where angel investors go to find out
what companies in the world of tech are currently seeking angel
investment. However, it’s a place where everyone who’s anyone in
tech puts up a profile. In fact, you’ll often find that some of the start-
ups on the site are just a couple of people who have come together in
a bid to be acquired or acquihired into an organisation. So, it’s really
become a recruitment platform in itself!
All you need to do is click on the ‘People’ section of the website, and
from there you can filter by ‘Job Title’, ‘Location’, ‘School’,
‘Market’, and ‘Company’. You can also add ‘Skills’ to your search.
There’s no need to use Boolean on the platform, it’s incredibly user-
friendly. You may not get a huge amount of information on people’s
individual profiles, but you will almost always be able to find the
social networks that users are active on, as they are attached to their
profiles.
4. Stack Overflow
Stack Overflow is the world’s number one Q&A website for tech
talent, particularly coders and developers. The idea of Stack Overflow
is that if you’re a member, you generally use it as a forum to get
answers to your technical questions from your peers The site is also
gamified so that users vote on their favourite questions and answers,
and points are awarded to users off the back of this. So, having a large
number attached to a username means that the person has a lot
of Clout, imagine a TripAdvisor for tech talent!

if you click on the ‘Users’ section of the site, you can then view
individual users and from there you can see what their top tags are.
For instance, it could be ‘C’, which is a programming language. So,
this means that this user has asked and answered a number of
questions about this topic. From here you can build an X-ray search
string that will accumulate people on the site that also have ‘C’ as
their top tag. The results will open in Google and you can start to go
through each one of the profiles to see if they are a match for the role
you’re recruiting for.
5. Flowerhorn
 

You may have read surveys that say tech talent doesn’t want to be
contacted on Twitter. And maybe they don’t. But that’s not stopping
you from finding them on Twitter and contacting them via another
channel, now is it?! Enter Follower wonk – a ‘freemium’ product with
a lot of free features that recruiters can use to source talent. You can
search by keywords around what you think people would have written
in their bios. But let’s not forget that users only get 160 characters to
play around with. So, it’s something that you’ll have to use your head
for in order to get the search results you want. Best practice is to keep
your search broad.
6. LinkedIn
LinkedIn gets a particularly bad rap for not being a great place to
contact potential tech candidates, but it’s most certainly a great place
to find them, once it’s used properly! There’s no question or doubt
that there’s a gigantic pool of developers, designers and so on
LinkedIn. So, what’s the secret? Synonyms! Because when it comes
to tech talent, there are a million and one skills that fall under one
category. And that’s where Source Hub comes in.
Rather than having to spend hours mapping out synonyms for your
LinkedIn searches, you can use the Source Hub tool and it will do all
of the hard work for you! The tool will populate common synonyms
for job titles and skills and build the Boolean string so that all you
need to do is search on LinkedIn and the results should open up a
much wider pool of candidates within the industry for you to reach
out to!