<![CDATA[Viswambara Software Systems - Simple. Robust. Global. - Blog]]>Mon, 12 Mar 2018 12:52:11 -0400Weebly<![CDATA[Y and Z in Recruitment: Digital Tricks]]>Sat, 10 Mar 2018 13:22:08 GMThttp://viswambara.com/blog/y-and-z-in-recruitment-digital-tricks
As we walked around at Personal Hungary HR exhibition it became clear that the job market presence of Generation Y and Z is one of the most urgent matters for HR experts. Inspired by the lectures, we started our mini-series on the recruitment of the generations in focus. In the previous part, we discussed the interconnectivity of employer branding and recruitment. Partly based on the Generation Y applicant experience of our previous article, now we expand on how to make the most of the available software solutions and online platforms.


It is not even a matter in question any more that a job post should be online, especially if Generation Y and Z is targeted. As mentioned in the previous article, I never ventured beyond online territory when searching for a job. Most of this search happened on mobile-friendly job portals and recruitment posts on social media, as public transportation proved ideal for browsing job offers, especially when travelling home from the work I wished to leave behind.

My personal experience is reaffirmed by the statistics. A region-specific survey showed that an average member of Generation Y spends more than 4 hours online per day, while Generation Z is online almost six hours daily. According to the survey, Generation Y primarily uses laptop to access online platforms (42%), while Generation Z prefers smartphones. Surveys conducted in Hungary and in the USA indicated the still-leading position of Facebook among social media sites, while also showing that Instagram enjoys great popularity among younger users. The first survey focuses on the number of users per social media site, while the second one studied generational social media preferences.

Many companies see the potential in a Facebook business page not only as a tool to reach customers, but as a channel for employer branding and to share open positions. This strategy can convert loyal followers of the brand into ideal employees. Akin to Facebook market places, job sharing groups are flourishing. Ads spreading on the popular social media site are likely to operate with trendy images, GIFs and videos. With a good reason, of course, as Y and Z communication is embedded in visuality. Some of my favorite examples are created by Artificial Group, attracting new employees with fresh and clean imagery that blends into the company’s style.
The above, eye-catching examples would fit well to an Instagram profile. Nonetheless, less companies explore the recruiting possibilities of Insta compared to Facebook. Even those who consider a company Insta profile as strategically important and may even use it for employer branding, are often reluctant to post about job openings. It is not true for all, though, as larger companies and some adventurous small businesses jumped on the opportunity quite a while ago. (Among others, Undercover Recruiter published a great collection of Insta job posts including useful tips.)

The lack of text on Instagram might account for the slight reluctance on the part of employers to adopt the platform for recruitment. In the previous part we emphasized the importance of a well-written, honest job description. Textual content has a better place on Facebook. It is possible to squeeze a detailed description under the picture on Instagram, but it is far from elegant. In this case, the post should not aim to inform exhaustively, but to draw attention to the opening. So, it is enough to include a link directing to the job description on your website and some carefully chosen hashtag.

Link can do the trick on Facebook or any other social media instead of the “apply on the given email address” strategy. This practice has quite a few advantages. Directing applicants straight to your website builds trust, as they are encouraged to collect information about the company. It also leads to valuable statistics that identify the platforms and ads that return more job applications, driving educated adjustments of recruitment and branding strategies.  

In an ideal case, all of the above links help candidates land on the user interface of an Applicant Tracking System (ATS) on the company’s career page. This channel provides a more organized and transparent recruitment process for both the applicant and HR professionals. No CV will get lost in the blackhole called spam folder, no-one will be accidentally missed from the answer list. The applicant won’t forget about the ad either, as it won’t land among many other post saved for later application via e-mail.

Communicating as a Company

In our previous article we highlighted the importance of correct, quick, and frequent communication with every applicant. This sounds fairly simple until one faces a hundred applicants per position, when an intention to send each applicant even a brief “yes” or “no” demands an HR army. With such numbers it’s a miracle if no applicant remains accidentally unspotted. Hence the prudence in receiving applications through an ATS instead of a simple digital post box. ATS does not only make the recruiting process more organized and effective, but it also assists in messaging. Consequently, the invested time and energy can be reduced to a carefully-constructed text and some clicks. The resultant benefit is worth the effort.

The First

Ideally, the first feedback is sent as soon as the application arrives. A typical member of Generation Y (including me) and Z uses Messenger, WhatsApp or a similar chat program as one of the major means of communication. This type of communication makes the user eager for immediate feedback. The lack of it triggers anxiety. An automated message can negate apprehensions and keep the applicant pool reassured that no technical error occurred, the CV reached the desired destination, and the contact details were correctly recorded.

Adapting the response speed of chat apps is enough for a Gen Y- and Z-compatible communication. Integrating the apps in the recruitment process and to the ATS may have as many cons as pros. While the generations in focus are likely to use chat apps not only for personal, but business communication as well, conversations taking place on such platforms are less transparent, less organized and less easy to search than email.

After timing and platform are set, we can turn towards the content. Here comes the first temptation, a generic response: let’s get over with this round with a short “thank you for your application”, maybe “our colleague will be in contact with you shortly”. Well, a good first impression may necessitate a bit more effort in wording. The note sent to the applicant should be congruent with the employer brand, the style consistent with that of the communication taking place in any other company channel.

“Shortly” and “soon” should be exiled from the vocabulary, as it equals to “never” for many. It’s better to inform the candidate about the planned finishing date of the pre-filtering stage instead. The eager candidate will have a date to hold on to. It stands a good chance that he or she will adjust the next job post browsing accordingly, and continue the search only after the given deadline, especially if it’s close. If the pre-filtering stage is delayed for any reason (for example flu sabotages the efforts), another note can be sent to inform the applicants in a manner and extent that fits to the company image.   

Planning the recruitment stages in advance is a piece of cake with an ATS in place. Detailed statistics about previous recruitments are a tremendous help in estimating the time necessary for each stage. The finishing date of the pre-filtering stage can be included in the automated first message as it is already known at the time of posting the position.

Everyone Matters

Candidates who don’t make it to the next round are often neglected and may easily end up with nothing in the inbox. Such treatment of any applicant is a hazard for the employer brand in this age of social media and Glassdoor, as each candidate forms an unofficial company image and there are way more candidates rejected than selected. Multiple negative reviews and rants could easily harm a brand.  A polite “no” (which can be reused in every selection process) is better than nothing; and it takes only 4-5 clicks no matter how many people are informed at once.

After pre-filtering, as the selection progresses, more personalized feedback can benefit the employer brand and the long term human resources. This still does not mean you need to write every individual a custom email, when there are still plenty applicants on the short-list. A sophisticated ATS enables HR professionals to add the reasons of rejection to each unselected candidate using granular categories. This feature helps to customize emails to each candidate group, to inform them that for the applied position improving their language skills or gaining more experience is essential (or even let them know if there is a more fitting position open). The candidate will be grateful for the feedback, and may even return for the next opening as the ideal candidate, now armed with the requisite skillset.

Optimized Selection 

ATS can shorten the selection process as it helps to access all necessary information easily in a well-organized fashion, while it also reduces monotonous tasks. It would take an entire article to explore all the possibilities in an ATS to optimize the recruiting workflow. From the employer-branding angle, it is enough to say that selection can be more effective and less time-consuming. The company can acquire a reputation as an efficient team and a caring employer even during recruitment. Besides, competitors will have no time to spot and entice your (due to communication strategy) increasingly committed top applicants.
​Energy invested wisely into recruitment and candidate selection brings great benefits in the long run. Every carefully crafted job post appearing on the well-chosen social media sites adds to the employer brand. Positive applicant experience will spread on forums, on blogs, via influencers and find its way to Generation Y and Z job-seekers. The “popular employer” status will be reflected in both the number and the quality of the applicants.
Read the previous parts:
<![CDATA[They Nailed IT: International Women's Day]]>Thu, 08 Mar 2018 14:18:19 GMThttp://viswambara.com/blog/they-nailed-it-international-womens-dayOn International Women’s Day here’s a representative list of IT pioneers who transformed the field with their talent, innovation and devotion, even if they did not always receive the credit they deserved, at the time. We honor the women who created the first hypothetical and actual computing programs, spent long hours implementing them with switching wires behind the scenes, or contributed to moon landing.  It is a matter of great pride and awe that a complete list such transformational professionals will be endless!

<![CDATA[They Nailed IT: National Science Day in India]]>Wed, 28 Feb 2018 15:15:29 GMThttp://viswambara.com/blog/they-nailed-it-national-science-day-in-indiaToday is National Science Day in India honoring the discovery of the Raman effect by Indian physicist Sir Chandrashekhara Venkata Raman, who was awarded the Nobel Prize in Physics in 1930.
This year’s focus is "Science and Technology for a sustainable future," a topic with worldwide importance (which we also touched upon in one of our articles).
Nevertheless, we would like to devote today’s infographics entirely to notable scientists of Indian origin who contributed to the advancement of Information Technology with their research and inventions. Even with narrowing down the subject to IT professionals only, the list is inherently incomplete. Our random selection contains such names as Ajay Bhatt, who never intended to make profit with his invention, USB, or some great philanthropists, such as Vinod Dham.
Of course, the list can, and will be continued.
<![CDATA[Y and Z in Recruitment: Testimonial from a Y]]>Fri, 16 Feb 2018 14:48:00 GMThttp://viswambara.com/blog/y-and-z-in-recruitment-testimonial-from-a-y
As we walked around at Personal Hungary HR exhibition and sneaked a peek at the presentations, it became crystal clear that the job market presence of Generation Y and Z is one of the most urgent matters for HR experts. Inspired by the lectures, we started our miniseries on the recruitment of the generations in focus. In the first part, we discussed the advantages of involving as many generations as possible in the workspace – including Y and Z. This time, the recruiting process itself (from the perspective of a Gen Y jobseeker) occupies the foreground.
You may think that it all starts with an enticing job ad, but this is far from the truth. To be able to work with the creme of Gen Y and Z, especially in case of a shortage occupation, you cannot do without employer branding. Communicating about the workspace and employee community as a brand requires as much attention to detail as advertising products or services.

The Young Lion and Employer Branding

Roar, the Gen Y&Z division of Generali comes in handy as a school example of visible employer branding. For the insurance company, younger employees are a must considering that they can reach clients from their own age group with ease. So, they’ve designed an environment with flexible working hours primarily for them. The lion’s share of the concept is the campaign, though, which includes all the crucial keywords known as the generations’ career desires: flexibility, work as a game, self-actualization, lifelong learning, community and individuality at the same time. These are spiced up with fresh and bold colors, designer lion masks, pictures of colleagues dressed according to the latest trends, a Facebook gallery demonstrating the rightful application for the “office of the year” title – a set of compounding elements that create the trendy workplace atmosphere. Besides, advertising platforms were also picked with great care: among other opportunities, festivals were also used as a forum to reach future employees.
Roar office, Image source: Hello Roar Facebook page

Job Search from Y Angle

​A well-planned campaign incorporating current trends is far from the end of story. At least as much attention needs to be devoted to the bits and pieces of recruitment, impressions formulating throughout the process, the real opinion of the employees and applicants related to the company. As a matter of fact, I am a member of Generation Y, I can report on the details that an applicant sees and seeks during the recruitment.

Let’s start with the relevant platforms. When I only toyed with the idea of finding a new position, I started to notice the job posts on Facebook pages of companies I already followed and favored. After a while, I sneaked into the relevant forums on social media and at last created an account on job boards. But I never rendered beyond online territories. As a side note, public transportation is a perfect spot for reading job ads, which means mobile friendliness is essential for any job posting platform.

On the various platforms, I saw a few original ads aiming to find the new member of the creative team. Unfortunately, the successful approach proved to be the minority, since many of the descriptions took the easy way, and squeezed in popular but empty keywords to target the desired generation. I suggest refraining from such a strategy, as it creates the air of generalization and even dishonesty – which are not the best founding stones of a long-term employer-employee relationship. Additionally, the reader will pair the unfortunate feeling with the brand itself.

No matter how convincing the job post was, trust didn’t come with the first impression. The background check always started with the website and social media presence, which provided feedback about the consistency of corporate communication. Needless to say, the lack of online presence was a red flag. Secondly, research continued in my social media network to find someone who had been in direct contact with the company. What can be more valuable than first-hand experience? If there was no such person within my reach, I extended my investigation to forums, blogs, Google-search to find out more about the actual employee experience.

In the jungle of job posts, I came across an especially appealing description providing detailed and relevant information about tasks, skills, aims, advantages, etc. The wording also reflected a value system close to mine. As I felt addressed by the ad, I also bothered to apply with more than my general CV, I sat down to write a letter as an answer.

Even though the position was love at first sight, I planned to continue my hunt. Professional articles often call this phenomenon the lack of loyalty typical of Generation Y and Z. Nevertheless, this is not a matter of loyalty, but trust. Most members of Generation Y have faced the difficulties of job search at least once (if not, their friends or their favorite blogger certainly did). That’s why it’s known that receiving answer for a job application is as rare as hen’s teeth. Considering the hunt closed after a single application is same as waiting for the "happily ever after" with no effort.

The scheduled ad scanning was cancelled soon as I received an answer from the desired company the very next day. It took about ten days to go through all phases of interviews, and communication didn’t cease between stages, either. All professionals involved in the selecting process (either from the company or from their recruiting partners) were polite and supportive. Decision was also made within a few days, which, luckily, brought fortunate news. Even if the selection process had ended with different results, I would have stored the application as a good experience, and I would have kept an eye on the company in hope of future job openings, and possibly I would have even spread my positive opinion. Now, I can gladly report, the employee experience is absolutely in agreement with my expectations formulated based on the job post and the recruitment process.

Almost at the same time a friend of mine also faced the challenges of job searching. After a while, she also found an enticing position. She managed to get to the second round of interviews, which was submitting a test work. She waited for any response for quite long, but finally interpreted the long silence as a refusal. It took her additional one or one and a half months to find a similarly loved position. She was about to sign the contract, when the first company informed her that she was welcomed as the new team-member. Of course, she didn’t even get tempted to choose the first position over the second, although there was no written agreement yet.

Back to Employer Branding

​The job post is really only the tip of the iceberg, the success of recruitment depends more on the infrastructure behind the enticing entry. The supporting system includes such forefront elements as the marketing of the employer brand with social media presence, cover pictures, wisely chosen advertising platforms, well-positioned team photos, and the opinion of the colleagues published on the website. The list is long.

Nonetheless, the forefront branding elements (including the job post itself) will be a waste if they don’t reflect truly on the employee experience. As a pillar of the campaign, Roar had to actually create a design office suitable for active relaxation and stress relief, conditions of flexible working time had to be ensured, and a fresh employee must meet a friendly and casual atmosphere even during the first days. And that is why the counterexamples, the ads with shop-window promises inevitably hurt any company in the long run. Gap between the projected image and the actual experience will urge the new employee to say goodbye at the first opportunity (forcing the company to restart the whole recruitment process). What is more, the brand may lose credit if the discrepancies of the corporate identity are shared. 

Even less obvious branding elements shall not be overlooked either: an ideal employee can be won and lost during recruitment. During the candidate selection process, all our messages and communication form the image of the company. Candidate experience will be spread among friends and on several online platforms.

Recruitment must use efficient communications entirely in agreement with the employer brand. Optimized and quickened processes also help to keep the best of the candidates before they are discovered by the competitors. If the communication is erratic or even lacking and the processes are slow and without any momentum, the candidate will picture the same fate as an employee. It is understandable if they choose a different path.

Additionally to the marketed employer branding and the office appliances, it’s worth utilizing the available online platforms and software solutions for the recruitment process. That’s why we devote our next article to the tips and tricks to gain the most out of ATS and the online platforms popular among Gen Y and Z.

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Read the previous part:
<![CDATA[Y and Z in Recruitment]]>Wed, 13 Dec 2017 09:43:59 GMThttp://viswambara.com/blog/y-and-z-in-recruitment
As we walked around at Personal Hungary HR exhibition and sneaked a peek at the presentations, it became crystal clear that the job market presence of Generation Y and Z is one of the most urgent matters for HR experts. Among the many lectures, Dr Dolli Mester’s presentation was particularly engaging. She was talking about how to synchronize the needs of different generations at a work environment and what kind of conflicts a HR professional faces in these situations.
​Parts of the lecture reinforced our belief that addressing challenges that come prior to someone joining a given workforce is as significant as the HR management that happens after. Inspired, we decided to devote a few articles to the process that paves the way to team-integration: recruitment. We discuss questions including why we need to focus on the recruitment of generations Y and Z. What kind of generation-specific aspects need to be addressed if we want to gain the attention of the new generations? What kind of tools are available to help us?

In the first part we focus on the importance of recruiting from all generations.
To lay the foundation for this discussion, we introduce the four generations that are currently present at the job market.

From Baby Boom to Z

Members of each generation grew up in different sociocultural and technological environment; they were affected by diverse historic events in critical developmental phases; they were educated to separate norms; they shared exposure to certain impulses within their generation. So, in addition to the unique attributes of individuals there may be values and habits that appear common to a given generation. 

Baby Boomers

The Baby Boomers were born between 1949 and 1960, and even given their age, they are the most-experienced, still-active generation on the job market. This generation is known for loyalty towards the employer and the company. They value stability and security. A Baby Boomer has usually had the time and effort needed to learn the intricacies of their position.

They are used to classic hierarchy at work, they provide wise counsel to rookies and executive alike, and have had a proven track record as earnest mentors. In-person communication or an effective telephonic conversation is second nature to them. The inventions of the digital age were ushered in much later in their careers than in case of the following generations, having them get used to entirely new ways of working.

Generation X

Generation X, the children of the ‘60s and ‘70s are also known as “digital immigrants”. They met the great inventions of the digital age as teenagers or adults. They tended to greet new technology with openness and enthusiasm. This means that they are comfortable with online communication (which is primarily e-mail in their case in a business environment) and the more traditional phone conversation as well, but they prefer personal communication, whenever possible. Internet might play an important role in their life, but it is rarely a must.

Career is important to them but they try to keep a good balance between work and private life. Generally, they are a determined, independent and focused generation. The subject of their loyalty is their profession, not necessarily the company. They are patient with the wait for results, they pay more attention to details and they are better at focusing on one task at a time than the following generations. Time management is also their strength and they look for the best, not the quickest solution. 

Generation Y

People born between 1980 and 1995 grew up with computers. They are Generation Y or the Millennials, who use digital technology as a natural skill. Accordingly, they tend to prefer online communication over phone calls.

​They truly believe in the concept of lifelong learning. They often have multiple qualifications and degrees, and they perceive well-structured workplace trainings as a prize rather than a must. They value freedom and flexibility in a working environment, yet, they crave for mentoring and feedback.

Generation Z

​Members of Generation Z – also known as the “digital natives” – were born between 1996 and 2007. They are the children of the digital age: surrounded by computers, smartphones, IPads, and internet since their first day of life. They use the available technology without any difficulty, this is not a skill but a basic function for them. They aren’t too bashful about using informal online interfaces – like casual social media sites – to collect information or to discuss even business topics.  
Despite their adeptness at using communication tools, surveys show that communication in general is not the primary strength of this generation. Zs are rather bold, prone to quick decision making, especially strong at multitasking – but not so much at time management. Focus, precision, and patience can’t be listed as their typical forte. Similar to Generation Y, Generation Z thinks that constant feedback on their work and performance is essential, they often esteem teamwork.

Generation shift 

Even our quick introduction reflects that there are significant differences between the worldview and workstyle of generations. Many fear that these differences cause friction within a working team. Is it worth taking the risk to integrate new generations to the workplace as soon as possible?

We don’t need to wonder further than demographic data to see the answer clearly: definitely yes. Following the natural circle of life, older generations leave their active working phase behind, and the gap needs to be filled with the members of younger generations. The pace of the shift indeed matters.

According to JobsPikr’s estimations, Millennials will have a 75% share of the US job market within 5 years. We charted the tendencies in progress in a bit more detail based on the Hungarian job market thanks to the Hungarian Central Statistical Office (KSH).
Presently there are four active generations participating in the world of work: Baby Boomers and the generations marked with Latin letters: X, Y, and Z. Based on KSH’s statistics, more than half of the actively working (55%) was a member of Generation X in 2016. Ys gained a bigger (28%) share than Baby Boomers, who were represented only with 16%. Members of Generation Z – with maximum age of 20 – barely appeared among the actively working.

Based on the past ten years statistics on the age of actively working, we predicted the changes expectable in the near future. One of the most noticeable difference is the Baby Boomers’ almost complete disappearance from the job market: by 2020 only the 4% of active workers will belong to this generation, by 2025 this number will shrink to 1%.

In 2020, Generation X will still rule the job market (as a bit less than half of all actively working), but Generation Y will closely follow, and take the lead by 2025. Generation Z also needs to be accounted for: by 2020, Zs will outnumber Baby Boomers in the world of work, by 2025, they will reach the significant share of 17%.

Beyond Numbers

It is easy to see that the new generations cannot be avoided even in the short run even if we fear the conflicts that may rise due to the generation gap. But do we actually need to fear it?

To sum up Dr. Dolli Mester’s take on the subject at Personal Hungary, we need to be prepared to experience some friction within the working space. Baby Boomers, who believe in traditional hierarchy more than the younger ones, or even the members of Generation X may be startled by the bluntness of Generation Y and Z. According to the expert, tension often originates from the fact that the new generations dare to ask for conditions that the other generations might have desired but didn’t request, especially as fresh employees. Also, Generation Y and Z are not always enthusiastic about the often inflexible working hours that the more experienced colleagues already adopted.

Still, the whole presentation boiled down to one significant conclusion: the outcome primarily depends on the viewpoint. With a positive attitude, members of different generations can not only understand, but complement and help each other in numerous ways.

If a company wants to have the best of human resources, it is worth recruiting employees from multiple age groups. This way, the potential in each generation adds up to the collective strength of the team. If an open and supportive work environment is created, employees with different background can help each other grow together.

Baby Boomers and Xs are perfect mentors for Generation Y and Z, who are craving for feedback and constant learning. Putting their patience and excellent communication skills into good use, Baby Boomers and members of Gen X can pass down their stable professional knowledge and the real tricks of business to the younger generations. They can create a supportive and protective atmosphere where Generation Y and Z can really bloom.

As far as technology is concerned, the “digital natives” can be a real asset to the team. With more and more workflows automatized or at least software assisted, the leading position of a company can hinge upon their utilization of available technology. Generation Y and Z – being surrounded by programs and internet from an early age – learn to use new solutions with ease, they naturally click through the functions, and even discover hidden potentials in the available tools. It might happen that they will help the more experienced colleagues when the company decides on adopting a cutting-edge tool.
Besides, the younger generations, who value creative thinking above many qualities, may bring innovative ideas to the team. As they are less devoted to company hierarchy, they are more likely to dare to share their opinion even on their very first day at work. It usually requires the support of a whole team to take an idea to solution, though. During the actualization, the team can benefit from the Baby Boomer’s professional knowledge and precision and from Generation X’s critical thinking and communication skills. If all goes well, the generation who voted for lifelong learning will pick up the skillset and tactics necessary for execution during the process.

What Does It Mean for Recruiters?

More than 28% of the active workers are from Generation Y, and their share on the job market grows each year. To avoid the scarcity of applicants, and to be able to choose from the best candidates, recruiters must be prepared to address the Ys. Additionally, many innovative companies want to specifically target younger generations and integrate them to the team even as freshmen to enable the learning process that arches through generations. Consequently, top recruiters must be able to discover the top talents of generation Y and Z and attract their attention.

In our next article, you can read about the practices that help to recruit the promising Generation Y and Z.
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Additional sources: Wikipedia, HVG, Origo
<![CDATA[Lots Happened Since the first Demonstration of the Phonograph]]>Wed, 29 Nov 2017 13:21:13 GMThttp://viswambara.com/blog/lots-happened-since-the-first-demonstration-of-the-phonographThomas Edison demonstrated his phonograph for the first time on November 29, 1877. The audience perceived the invention as magic, leaving Edison with the nickname "The Wizard of Menlo Park." As sound recording gradually developed with the rise of the electrical, magnetic and finally the digital phase, technology become more and more precise and made copying and mass production easier. Each phase and invention revolutionized the music and film industry in its very own way. In the past decades technology has also learned to listen, not just to repeat: speech recognition was invented and put into commercial use. Now we can enjoy huge online databases of digital recordings, sound editing software and virtual assistants who understand almost all our words.

Take a glimpse at the past 140 years with our infographic.

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<![CDATA[Big Data in Historical Linguistics]]>Wed, 22 Nov 2017 15:33:29 GMThttp://viswambara.com/blog/big-data-in-historical-linguisticsRasmus Kristian Rask was born 230 years ago. The Danish linguist and philologist is especially known for his contributions to comparative historical linguistics. Methodology has changed and evolved since his extensive research on language history and language families, but the core of his studies and theories is still considered valid today.

Now, there are modern technological inventions that can help linguistic experts map language family trees, reconstruct protolanguages and deal with “Big Data”. We prepared a list to show why software tools are essential in historical linguistics research.
<![CDATA[Division of Labor in Recruitment: HR & ATS]]>Fri, 10 Nov 2017 10:55:02 GMThttp://viswambara.com/blog/division-of-labor-in-recruitment-hr-ats
For every company utilizing an Application Tracking System (ATS) to attract the best employee-candidates, there’s one that’s reluctant to adopt this technology. This might be due to misconceptions surrounding this category of software. It is indicated by a frequently asked, inherently imprecise question: Is the HR professional more adept at tracking talent, or is the ATS? This is like comparing eyes with glasses in a vision contest. Glasses don’t stand a chance without the eyes, but they do help eyes see better and sharper when needed. If you have a 20-20 vision, you may substitute glasses with binoculars or microscopes. The point remains the same: ATS is a tool that – while unable to execute the complex task of recruitment on its own – does help HR professionals “see” more clearly than ever before.
​While most aspects of the applicant selection process require human qualities and skills, there are some tasks in the long recruiting process where ATS performs without fatigue and can be an HR professional’s best mate. Let’s take a look at this perfect division of labor.

Understanding the needs and posting a job ad

HR professionals

​When we try to chart the qualities and qualifications needed to fulfill a position, we cannot do without an HR professional’s skillset. Ranking requirements as essential and negotiable calls for experience and complex comprehension. Additionally, only the HR professional can shape the long list of requirements, tasks, and benefits to an advertisement-form in a way that it remains informative and enticing for the right audience. In short, it is impossible to capture and align the needs of employers without an HR professional.


Barring one’s significant-other, it is given that software is superior to us mortal beings in the memory-retention department. Not even the most devoted professional can recall the wording of every job post or remember all the previous candidates enough to be reminded of a potential match for a future opening. An ATS can do that. The program saves all information related to a given position (such as the requirements, benefits, job description, etc.), so all details are reachable with a click if we search for an applicant to a position posted before. In some fortunate cases, we can even avoid the selection rigmarole by finding a direct-fit among previous applicants through an ATS feature such as database search or automated matching.

Even the best Applicant Tracking System is unable to understand people beyond data. However, it is useful if the ATS embodies this simple fact about candidates: they hate filling voluminous datasheets. To avoid losing valuable candidates the application process must be as simple and transparent as possible. That is why it is worth letting applicants upload their own, well-formatted CV instead of expecting them to type in data. It can also be beneficial to quicken registration with the possibility to connect with LinkedIn profiles.

Interviews and Selection


At this stage, it is easier to start with the benefits of the Applicant Tracking System. As we have mentioned in our article on the Internet of Things (IoT), software can process big data more easily than people. In case of a popular job-opening, hundreds of applications have to be looked over. It is also likely that a significant portion of the CVs are submitted based on the “I have nothing to lose” principle, even if the ad requires 5-10 years of experience instead of zero for a senior position with a reason. Or, to fill an architect position, it is essential to have a relevant university degree; in a Hungarian company that exports significantly to South America, linguistic skills in Portuguese or Spanish will be deemed essential for customer service positions.

For an HR professional, every “useless” CV means wasted time, and after the endless examples, even a risk to preserve a people-centric state of mind. Besides, spurious applications hinder the HR professionals in “remembering” the really valuable candidates. A sophisticated ATS can filter unproductive applications effortlessly, may even rank the rest based on the expected and preferred qualifications, experience and skills. All in all, professionals can focus on candidates who have a real chance to fulfill the job responsibilities.  

After the list is narrowed down, it is time to invite the top applicants to an interview. There is no ATS that can save you from the personal conversation, but run-of-the-mill tasks can be passed down to the software. ATS can double as an efficient organizer by interacting with the calendar application, to ascertain and compile the availability of all the colleagues necessary for the interviewing process. Nifty features such as automated text messages offer great convenience, especially when they can be customized for context.

HR professionals

Getting to know the candidates beyond data is attainable only with the help of an experienced HR professional, as the task involves human interaction, well-built strategy, perception, and even empathy. This is the stage where it can be discovered if the candidate fits the bill in full as opposed to only on paper. In addition to technical sessions, techniques such as behavioral interviewing are widely employed by professionals.  A final decision is the onus of the HR professional; the ATS can only serve as a dependable grunt.

After selection


The recruitment and selection process must be revised and optimized from time to time to match the swiftly changing market conditions. As a start, you need reliable, representative information on the number of applicants per job post, how many people made it to certain stages of the process, how much time the selection has taken, and many more. Just like data collection and analyses, statistics is the strength of programs, thus we can hand those tasks over to the ATS with ease. If the company uses additional HR-software, integration with ATS can also help you to receive feedback on the success of the picked candidate. One can also learn which strategy and recruiting stages lead to more beneficial choices.

HR professionals

​Numbers can be left to the ATS, but decisions made based on analyses remain a professional’s responsibility. Statistics are only able to shed light upon the weak points or highlight the strengths of the practices, or indicate potential market parameters with numbers. An experienced HR professional can judge based on the available data, the intricacies of where to amend practices and when.

As we walk through the entire recruitment process, it is easy to notice that an Applicant Tracking System can free up significant amounts of time for HR professionals by liberating them from drudgery and ensuing fatigue. An ATS is definitely not a competitor, but a quiet and trustful assistant of the hiring professional. Remember that optometric paraphernalia may not be needed for seeing, but are certainly indispensable for seeing further.

If you are interested in a customizable Applicant Tracking System, contact us. 
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<![CDATA[World Urbanism Day in Infographic]]>Wed, 08 Nov 2017 13:52:35 GMThttp://viswambara.com/blog/world-urbanism-day-in-infographicSince 1949, “World Urbanism Day” is held on November 8 thanks to Professor Carlos Maria della Paolera of the University of Buenos Aires.  The date also known as “World Town Planning Day” is devoted to promoting urban planning and design to create a more livable place for the growing population.

Figures show the urgency of turning towards sustainable cities, which can be achieved through conscious planning. According to the statistics of Smart City Hub, 55 percent of the global population leaves in city, and this number is expected to grow to 70 percent by 2050. In the meantime, urban areas cover merely the 4 percent of the land surface, but use 67 percent of energy and produce 70 percent of the greenhouse gases.

To create a livable and preservable environment in the overcrowded areas, planning and management were needed to be taken to the next level. Internet of Things has helped to take the next step, and achieve a new precision in management and monitoring. The smart city era has arrived in urban planning.

To celebrate “World Urbanism Day”, we collected some of the project of the pioneering smart cities worldwide. See our infographic for more.
<![CDATA[Lots Happened Since the Introduction of Android]]>Sun, 05 Nov 2017 04:00:00 GMThttp://viswambara.com/blog/lots-happened-since-the-introduction-of-androidThe Android platform was introduced on November 5, 2007. The popular operating system for mobile phones had several sweet releases since then ranging from Cupcake to Oreo. During its first decade, Android also managed to gain the largest share of the smartphone OS market. We celebrated its 10th birthday with an infographic that leads you through the major milestones.
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