Blogs

Videos & Webinars

Podcasts

This week we bring to you the top skills you need to become a data scientist - the skills recruiters search for. &nbsp;<ol><li>Strong domain knowledge and the will to keep improving on it - As a technical professional required to decipher &amp; solve complex use cases, it is imperative you have a strong foothold in the technology you’re working on. Additionally, you must be adept at solving critical issues single-handedly and open to learning new stuff every day. &nbsp;</li><li>A data scientist is required to create and run different kinds of data models and should be adept at Machine Learning algorithms.&nbsp; &nbsp;</li><li>To write code a data scientist needs to be familiar with different programming languages and Python is the most preferred one today.&nbsp; &nbsp;</li><li>To understand &amp; get insights from data a data scientist should be aware of Statistics &amp; Linear Algebra to understand algorithms. &nbsp;</li><li>The ability to identify risks and opportunities in the business is a skill set a data scientist needs to offer. &nbsp;</li><li>Last but not least a data scientist needs to be a good storyteller. He/She needs to explain all functionalities &amp; models to others - leadership, clients, partners, colleagues etc to convince businesses toward data-driven decisions. Churning technical vocabulary to simple writing can be a daunting task.</li></ol>

large_Top-5-Skills-To-Become-A-Data-Scientist-2.jpg

medium_Top-5-Skills-To-Become-A-Data-Scientist-2.jpg

small_Top-5-Skills-To-Become-A-Data-Scientist-2.jpg

thumbnail_Top-5-Skills-To-Become-A-Data-Scientist-2.jpg

Top-5-Skills-To-Become-A-Data-Scientist-2.jpg

What are the top skills to become a data scientist? 

Top Skills To Become A Data Scientist

With hybrid work now becoming the norm, it has become important to set boundaries for those working from home.&nbsp;You can’t afford burnout. Stress will exist but it’s pertinent to work around it.5 Things they need to implement to have a good work-life balance.<ul><li>Establish working hours in discussion with your peers and colleagues so that the team is in alignment. &nbsp;</li><li>Make sure to communicate the same at home so that your workday is treated as one. Yes, there’ll be disturbances &amp; the different aspects of WFH will apply but try to stick to your planned routine as much as possible. &nbsp;</li><li>Structure your day for success. Take notes, make time for focus…try &amp; set up a different rule for each day to avoid monotony. &nbsp;</li><li>Define 2 key items that you want to accomplish during this time. It could be creative or strategic. Set goals for each day. &nbsp;</li><li>Follow the POMODORO technique for productivity. Work 25 mins &amp; rest for 5. It is the best time management system that encourages people to work with the time - rather than against it.</li></ul>

large_How-To-Have-A-Good-Work-Life-Balance.jpg

medium_How-To-Have-A-Good-Work-Life-Balance.jpg

small_How-To-Have-A-Good-Work-Life-Balance.jpg

thumbnail_How-To-Have-A-Good-Work-Life-Balance.jpg

How-To-Have-A-Good-Work-Life-Balance.jpg

With hybrid work now becoming the norm, it has become important to set boundaries for those working from home. 

You can’t afford burnout. Stress will exist but it’s pertinent to work around it.

What are the five things they need to implement to have a good work-life balance?

How To Have A Good Work Life Balance

EDGE Career Architecture is a framework that captures the hierarchy of jobs within an organization and the relationship between them by clearly identifying the functional and technical skills required to execute a specific role. It provides clear direction to the organization to align the workforce to meet business needs.&nbsp;&nbsp;The architecture provides a mechanism to accommodate an evolving job&nbsp;catalogue&nbsp;in an organised way through&nbsp;<ul><li>The standardisation of roles, responsibilities, outputs and outcomes required to execute an organization’s business strategy. &nbsp;</li><li>A consistent approach to identifying job levels, career paths and mobility criteria. &nbsp;</li><li>Blueprint of the requisite roles, talent capabilities and accountabilities to support the execution of an organization’s business strategy. &nbsp;</li><li>Clear and consistent framework to portray the career paths of both existing and future employees.</li></ul>&nbsp;Career architecture can also serve as the framework for compensation structures and the infrastructure for talent management practices like career progression, strategic workforce planning and succession management.&nbsp;What it consists of?A career architecture usually consists of the following:<ul><li style="text-align:justify;">Career Levels: discrete hierarchy of work</li><li style="text-align:justify;">Job Families: disciplines of work</li><li style="text-align:justify;">Functions: sub-disciplines of work</li></ul>&nbsp;The benefits of a career architecture?While there are many benefits of a career infrastructure, we will list the core ones here:<ul><li style="text-align:justify;">Helps in the implementation of HR technology solutions and increases the accuracy and validity of HR analytics endeavours.</li><li style="text-align:justify;">Accelerates talent decisions.</li><li style="text-align:justify;">Consistent recruitment &amp; pay.</li><li style="text-align:justify;">Clarity of job role, expectations, responsibilities and accountabilities.</li><li style="text-align:justify;">&nbsp;</li></ul>When an organization’s job architecture is outdated or misaligned, workforce management becomes more about reacting than planning. People practices can no longer leverage individuals’ skills and abilities or meet changing business needs.&nbsp;The problems faced by the industryNow, since we’ve laid down the basics, let’s get down to understanding the problems faced by the industry in creating an optimal &amp; exceptional career framework.&nbsp;Most organizational career architectures are static. Large consulting firms deliver them as a one-time service. Economic shifts require companies to adapt their business strategies to remain competitive. Organizational transformation, reskilling, and an up-to-date Career Architecture provide the data to support these changes.&nbsp;With rapidly increasing headcount and adding new job levels and functions to their structures, organizations are in flux since their career frameworks are unscalable to accommodate workforce growth.&nbsp;Updating static Career Architectures is a resource-intensive process.&nbsp;An average engagement for a global organization to update thousands of job roles with competencies takes 9-18 months. By the time it's ready to use, the data turns obsolete.&nbsp;&nbsp;Without a human-centric and automated solution, companies struggle with the daunting, expensive and time-consuming process of maintaining dynamic job and skill data.&nbsp;The EDGE vantageTo address these issues, we have, with some external support, built out our standardized career architecture for the IT industry in India.&nbsp;It consists of 105 unique roles across seven job families.&nbsp;Each role in our CA consists of 4 essential elements –&nbsp;<ul><li style="text-align:justify;">Role Definition&nbsp;- A short description of the essential responsibilities that the individual must execute to succeed in that role.</li><li style="text-align:justify;">Functional Competencies&nbsp;- Key hard skills required by the individual to perform the essential responsibilities of the position.&nbsp;These are primarily associated with the specific function that the role belongs to.</li><li style="text-align:justify;">Behavioural Competencies - Soft skills required by the individual to perform/succeed in the role.&nbsp; These are primarily associated with the seniority/career level to which the roles belong&nbsp;to.</li></ul>&nbsp;EDGE focused its energies on rudimentary frameworks, which were adjusted to be more representative of the IT/ ITes industry in India, to develop its best-in-class career architecture. What makes us different is that we augmented, developed &amp; reviewed our framework with real-world job descriptions and then sourced JDs based on the augmented role profile.&nbsp;EDGE utilised this framework to develop a couple of capabilities that leverage AI to give organizations the intelligence to choose the right candidates across the spectrum.&nbsp;Deciphering roles with JDsThe EDGE intelligent career framework&nbsp;is capable of predicting what role a particular JD belongs to. So if we’re giving it a random JD, say an associate data engineer or something, the EDGE framework is capable of predicting which role it belongs to. So you're basically taking these titles, and you're mapping them to a standardised rule.&nbsp;The advantage? Because this is standardised, the responsibilities are easier to analyse, and the relationships between these roles are standardised. This also helps organizations hire talent with the right kind of skill sets and place them at positions they are capable of delivering.&nbsp;Constant updationsNow, most organizations already have their frameworks in place, but most of these are built as a one-time process. Essentially, career frameworks need constant updation, with data science playing an essential role in defining these job roles, which most organizations tend to lose out on. It is usually not possible to change the whole system because it takes considerable time and effort to do so. Adding to it is the growing demand for talent &amp; the pressure to hire the right candidate.&nbsp;&nbsp;EDGE career architecture comes to the rescue here. All one needs to do is give JDs associated with each of their roles, and the model will predict the closest matching roles. So when we can make a relationship between their role and our roles, we can leverage the other capabilities that career architecture may be capable of because we can continue working in terms of these standardised roles while still showing them terminology that they are familiar with.&nbsp;&nbsp;Thus, the EDGE career architecture provides a structured assessment of the actual situation regarding organizational units, job families, jobs, job status and other categories.&nbsp;&nbsp;Adding AI for next-level growthWe're using the current architecture to build our capabilities that utilise AI. So, this architecture is the foundation stone for the next steps of growth. It allows us to identify which role belongs where, whether it’s given a job description, a resume or key responsibilities. Once we have identified the rules that enable this, we can build additional capabilities on top of that, like career progression.&nbsp;&nbsp;For example, you’ve been hired to work in a big IT firm as a data analyst or an associate data engineer. Now you want to know your next phase of growth in the organization. You would put some details on the employee site like your name, current position, skills, interests etc. The EDGE framework will utilise that text, run it through our intelligent systems – analyse your erroneous experience and current responsibilities and give forth the potential roles you can perform in the future. You can be an AI expert; you can become an ML engineer, data engineer or business analyst. This is the capability we develop with AI – the ability to decipher the path taken by others &amp; co-relate it with your capabilities. It tells you how long it would take you to reach your next position and what skills you need to develop for the same. It's looking at 1000s of these combinations. And it's looking for patterns within that. Patterns that a normal human being cannot possibly put down into a set of hard-coded rules.&nbsp;What use cases can be enabled by EDGE career architecture in the future?<ul><li style="text-align:justify;">Search: Shift the focus of search from skills and titles to responsibilities and outcomes (requirements to be eligible for a role vs the expectations/criteria for success in that role)</li></ul>&nbsp;<ul><li style="text-align:justify;">Demand-Based Cost Optimization: Standardisation of role definitions and competencies can enable the allocation of cost-effective individuals</li></ul>&nbsp;<ul><li style="text-align:justify;">Career Progression: Easy identification of the relationship between roles and the competencies required to move from one to the next.</li></ul>&nbsp;Why is this important?There has been a tandem shift in the way organizations are hiring today.&nbsp;From traditional role-based hiring, organizations have moved to skill-based hiring. But the future looks different. Presently, the standard way of hiring is what are the skills this guy has? How much experience do they have with that skill? Today, it's a lot more focused on a particular skill.&nbsp;&nbsp;The future is responsibility based hiring!&nbsp;&nbsp;&nbsp;How do you find people who are more likely to succeed in a role? Focus on the responsibilities they have executed in the past and match them with what you need them to do in this role. Organizations are realising it's more indicative of the person successfully completing the responsibilities of that role.&nbsp;

large_This-Is-How-AI-Can-Address-Your-Talent-Concerns-With-The-Right-Career-Architecture[83].jpg

medium_This-Is-How-AI-Can-Address-Your-Talent-Concerns-With-The-Right-Career-Architecture[83].jpg

small_This-Is-How-AI-Can-Address-Your-Talent-Concerns-With-The-Right-Career-Architecture[83].jpg

thumbnail_This-Is-How-AI-Can-Address-Your-Talent-Concerns-With-The-Right-Career-Architecture[83].jpg

This-Is-How-AI-Can-Address-Your-Talent-Concerns-With-The-Right-Career-Architecture[83].jpg

EDGE Career Architecture is a framework that captures the hierarchy of jobs within an organization and the relationship between them by clearly identifying the functional and technical skills required to execute a specific role. It provides clear direction to the organization to align the workforce to meet business needs. 

This Is How AI Can Address Your Talent Concerns With The Right Career Architecture

Ensuring employees are engaged is critical in business, as it leads to higher company morale and improved quality of work. Further, a lack of engagement can be a telltale sign that something is wrong.&nbsp;Here are 5 things&nbsp;leaders&nbsp;can do to drive&nbsp;employee engagement. &nbsp;1. It is important to build&nbsp;trust&nbsp;&amp; connections with your juniors. They believe in actions more than words. Show them the path.&nbsp; &nbsp;2.&nbsp;Communicate&nbsp;with them. Give&nbsp;feedback&nbsp;at the right time and show them the importance of positive motivation. &nbsp;3. Ask for feedback from them. Take it constructively. You will see a sea change in their belief in you. &nbsp;4. If you are a&nbsp;business&nbsp;leader who holds authority, seek equity or incentives for your employees. This will instil a sense of ownership&nbsp;and investment in the business.&nbsp;When the whole company is working toward a shared vision, it makes it easier for everyone to get motivated for a great outcome.&nbsp; &nbsp;5. Realign expectations &amp; make decision-making a team effort.&nbsp;This is even more important now, post the pandemic, when employees have lost bonding with the organization &amp; their teams. There are many who have been hired during the pandemic &amp; haven’t even had a chance to see their workplaces yet.

large_5-Things Leaders Can-Do-To-Drive Employee-Engagement.jpg

medium_5-Things Leaders Can-Do-To-Drive Employee-Engagement.jpg

small_5-Things Leaders Can-Do-To-Drive Employee-Engagement.jpg

thumbnail_5-Things Leaders Can-Do-To-Drive Employee-Engagement.jpg

5-Things Leaders Can-Do-To-Drive Employee-Engagement.jpg

Ensuring employees are engaged is critical in business, as it leads to higher company morale and improved quality of work. Further, a lack of engagement can be a telltale sign that something is wrong.

 

Here are 5 things leaders can do to drive employee engagement.

5 Things Leaders Can Do To Drive Employee Engagement

There've been several articles talking about changing hiring trends in the past few weeks. According to a recent survey, there's&nbsp;been a 15% hike in those looking for a job&nbsp;change this appraisal season.&nbsp;This includes 10% of those switching senior&nbsp;management roles, and the rest, 5%, are freshers&nbsp;&amp; mid-level employees. With the great resignation&nbsp;and most hirings going remote, organizations face concerns about getting the right candidate on board. This week we discuss the top 5 challenges HR&nbsp;face while hiring remotely.&nbsp; &nbsp;<ol><li>Technological barriers 16% of people feel it is one of the top 3 challenges when hiring remotely. &nbsp;</li><li>Huge talent pool&nbsp; While you literally have the whole world to choose from, 51.7% of recruiters feel it is a challenge when hiring remotely. &nbsp;</li><li>Underlining organizational core values Yes, you have social media and other online mediums to propagate the organization, but it is a colossal task to lure candidates on the basis of company values in remote hiring. &nbsp;</li><li>Emotional appeal You may have tested candidates for technical &amp; soft skills, but how do you test someone's emotional quotient &amp; intent? &nbsp;</li><li>Remote onboarding&nbsp; According to a survey, almost 20% of newly hired candidates leave within 45 days of joining the organization. So it's a pretty daunting task to understand what the candidate is actually looking for.</li></ol> &nbsp;Want to know how we can help you? <a href="https://getedge.ai/products/recruit">Book a DEMO</a> today.&nbsp;

large_EDGE-(Challenges-To-Remote-Hiring)-Poster[100].jpg

medium_EDGE-(Challenges-To-Remote-Hiring)-Poster[100].jpg

small_EDGE-(Challenges-To-Remote-Hiring)-Poster[100].jpg

thumbnail_EDGE-(Challenges-To-Remote-Hiring)-Poster[100].jpg

EDGE-(Challenges-To-Remote-Hiring)-Poster[100].jpg

Hiring is one of the most challenging HR functions, especially since more and more organizations are now hiring remotely. 

Let's list down the challenges to remote hiring?

Challenges To Remote Hiring

Hiring as a process is stressful.&nbsp; From scouting 100s of resumes from multiple job portals, making necessary notes tirelessly to match them with the job requirements, contacting candidates, interviewing them &amp; working on feedback, it is a humongous task that needs to be performed by HR day-in &amp; day-out.&nbsp;&nbsp;Additionally, addressing unconscious bias to fulfil the organizations’ DEI objectives adds to the anxiety.&nbsp; These strategies can help. &nbsp;<ul><li style="text-align:justify;">Use apt hiring technologies to eliminate non-eligible candidates upfront. &nbsp;</li><li style="text-align:justify;">Consider hiring technologies that take a blind, systematic approach to review applications and resumes to help identify the most relevant candidates in the pool.&nbsp; &nbsp;</li><li style="text-align:justify;">Turn to skills-based hiring processes to help eliminate bias in the hiring process. Unlike degree and experience requirements, skills tests open the door for a more diverse set of candidates who might otherwise not have bothered applying. &nbsp;</li><li style="text-align:justify;">Include technologies that allow seamless integration with multiple social profiles like Github, LinkedIn etc., to provide prescriptive insights about the desired candidate. They help HR understand the uncharted territories a candidate may have taken. &nbsp;</li></ul>&nbsp;<ul><li style="text-align:justify;">Ensure regular communication with hiring teams &amp; company leadership to keep abreast with the criteria the company uses to evaluate applicants &amp; make hiring decisions.</li></ul>&nbsp;&nbsp;To know how EDGE Recruit can act as a catalyst for change in your organization, <a href="https://getedge.ai/products/recruit">book a DEMO</a> today.&nbsp;

large_Eliminate-Unconcious-Bias-In-Your-Hiring-2.jpg

medium_Eliminate-Unconcious-Bias-In-Your-Hiring-2.jpg

small_Eliminate-Unconcious-Bias-In-Your-Hiring-2.jpg

thumbnail_Eliminate-Unconcious-Bias-In-Your-Hiring-2.jpg

Eliminate-Unconcious-Bias-In-Your-Hiring-2.jpg

Addressing unconscious bias to fulfil the organizations’ DEI objectives adds to HR anxiety. These strategies may help. 