Announcement

Sunday, September 10, 2017

Recruiting programmers through Hackathon/Techathons from Colleges

Last 2 years in Geometric Ltd. we recruited few freshers through Hackathon/Techathon from I2IT college.. And it worked very well. I believe the student we did not select also got benefited tremendously. I am documenting the idea and logistics and various tips/tricks in the hope that it will help other colleges and companies to implement similar programs.
The whole idea of recruitment Hackathon got a push by a chance meeting with Ms. Aruna Katara. Later I met Aruna and her team with few other members from Geometric Ltd. in I2IT campus. We got such a tremendous response from everyone at I2IT college, that within 3 months of initial discussion we had our first hackathon in I2IT.

Problems in typical Campus/Fresher Recruitment process

Typical campus recruitment happens through (a) short listing through General Intelligence test, (b) a technical interview (c) HR interview. Depending on the company there are additional steps as well. If you pass through all these steps, you get offer letter. However, this process has many flaws/problems in practice.
  • Someone who performs well in General intelligence test may or may not perform well in actual programming/design tasks
  • Technical interviews are many times superficial. Esp. if the student is not from computer science background, then it is difficult to judge his aptitude for programming in interview.
  • Also if the person is introvert, is not fluent/comfortable speaking in English, then he/she may have difficulty in cracking interview (technical or HR). So a really good programmer may flunk in interview and may not get selected.
  • Many times good programmers are not class toppers. So short listing using some cut off percentage based on college exam marks does not work well.
  • It is very difficult to judge if the student will work well in team or not from the interview. Software development is a team activity. Hence it is important to judge student from team work perspective as well. (Group discussions does not really give any idea about how the person will perform in team)

Typical Techathon/Hackthon Recruitment Process that we followed :

  • This process is for one college. All the students studying in final year are eligible to participate in Techathon/Hackathon. Typically its 3 to 6 student per team. If number of teams are high (e.g. more than 20 teams), then some short listing happens through review of hackthon project proposals.
  • Hackthon winners may or may NOT get job offers. Mentors observe participants and record their observations about initiative, knowledge, programming quality, working in team, etc. Job offers are maded based on these observations. There are NO technical interviews or general intelligence or any other tests. Selected candidates go directly for HR interviews. And if selected from HR interviews, get offer letters.
  • Before Hackthon we conduct various sessions for Students so that they can develop their ideas for hackathon. These sessions are conducted by Geometric Ltd. mentors and not outside trainers. For example,
    • Mindmapping - We encouraged students to use mindmap for brainstormng and developing their ideas
    • Basics of User Experience Design
    • Basics of Version Control using Subversion (so that teams can easily coordindate their work)

Logistics of Hackathon :

  • Along with College we identify a 'big enough' Hackathon Area in the college campus. On the day of Hackathon, this area is equipped with tables, power outlets, LAN/WiFi connections, some rest/sleeping arangements. College takes care of these items
  • Geometric Ltd. took care of (a) food arragements (i.e. lunch, dinner, snacks, 24 hour availability of tea/coffee)  (b) T-Shirts for all participants with Geometric Logo (c) Awards for winners and participation certificate for all participants and other misc items. (d) other branding related activities
  • Geometric mentors are present (typically 8 to 10 mentors) through out the event to help participants if they get stuck.
  • College Faculty members are present to help students.
  • Actual Hackthon is a 24 hours Event. We typically start on Friday 6.00pm and we end the Hackathon with Award ceremony etc on Saturday 7.00pm.
    • On Friday 6.00 pm, Hackathon starts with a very short (Max 30 min) inaguration ceremony.
    • We typically have 3 team status updates during hackathon.  (a) Just before dinner on Friday (b) Saturday morning before breakfast (c) Saturday morning before or after Lunch. Status updates are very brieft. Teams have to give a quick update on where they are , if they need help on anything, if any team needs help then a mentor is assigned to that team.
    • Around 3.30/4.00pm on Saturday judging starts. Judges go to every team and see the demo. Team gets 5 to 7 minutes to demo what they have done and there is a brief Q &A.  Powerpoint presentations are NOT allowed.
    • Teams are judged based on innovativeness of of idea, completeness of demo, quality of demo, etc.
    • Around 6.00pm Saturday, award ceremony starts.

Identifying potential candidates for recruitment

  • We create a 'whatsapp' group of Geometric Mentors. During 24 hours Techathon, Mentors continously post their observations about students and teams on this group. Observations are typically related to quality of ideas, team work, programming knowledge ,programming quality and aptitude of specific students etc. 
  • At end of Hackathon, We email the archive of this discussion to all mentors and then delete the whatsapp group.
  • After Hackathon, we ask college to send us the Photographs of each team with names of Team members clearly marked.
  • Using the observations posted on Whatsapp group, we identify pontential candidates. Each mentors shares his opinion,observation and experiences of identified candidates.
  • The names of these candidates and team photographs are cross checked to ensure that there is no mistake. 
  • A final list is prepared and shared with Recruitment Team. The recruitment team then coordindates with Training and Placement office of College for final HR interview and offer process.

Few unique ideas from Geometric Ltd. recruitment Techathon 

  1. Many companies invite 1 or 2 teams from many colleges and then select students from these teams. We decided not to go in that route. Our observation were (a) same 2-3 teams from a college ends up participating in multiple Hackathons.  (b) hence larger student population do not benefit from these events (c) same team participates in multiple hackathons and show the same project in those hackathons, essentially defeating the purpose of hackathon.
  2. With our model, different companies can go to different colleges and do the Hackathon as outlined above, many more students will benefit from it.
  3. Typically Hackathon happens in July/Aug timeframe. The teams can further develop these hackathon projects as their final year projects.
  4. We keep in touch with selected candidates during the next one year. Last 3 years we conduct quarterly Techathons in Geometric Ltd. We invited these selected candidates to participate in our Techathons. Candidates then work with Geometric Teams in our internal Techathon. This one simple idea helped in various ways.
    • we kept in touch with college and students.
    • it created a bond with those candidates.
    • Because Geometric employees closely worked with these candidates in Hackathons, they developed personal connnections with these students.
    • When the studentsjoined Geometric after completing their degrees, It was much easier to place these students in various teams compared to other fresh joinees. Mainly because many Geometric project/product teams already knew about them and were ready to welcome them immediately.

Aknowledgement - 

These Hackathons were enormously successful because of support and cooperation from many people. In case I missed anyone, I am sorry. Feel free to remind me and I will add.
  • Senior Management of Geometric Ltd.
  • Geometric Ltd. Recruitment Team (esp. Sandip Panat, Kamal Dunani) ,
  •  HR team (esp. Rakhi Sinha, Anwesa Sen) 
  • and Very Enthusiastic Techathon Volunteers (Pratik Jain, Sagar Oak, Rajeshwari Purohit, Bhaskar Sinha, Hemant Shah, Ajit Vaze and Many others. It is really difficult to list everyone name here) 
  • I2IT College Faculty and Students (esp. Ms. Aruna Katara, Dr. Vaishali Patil -I2IT Principal, Prof. Ravindra Joshi, Prof. Adesh Patwardhan and his team).


Thursday, August 31, 2017

May be Indian Software Developers are just not good in programming

 Today I was reading an article 'Maybe today’s Navy is just not very good at driving ships' about problems by US Navy in light of two recent ship collisions.


What stuck me the how similar the problems are with the problems faced by the Indian Software Industry.
  1. Compromising on training of new comers (in the name of saving cost) and assuming that they will learn 'on job'. Typically these guys then screw up 'on the job' which has much higher cost. But this cost is never really visible. It remains hidden behind individual project failures/cost.
  2. Project Managers and Team leads afraid to go to seniors/mgmt with anything that might look bad for them. They did everything to protect their own reputation to ensure that they get promotion. 
  3. Environment is not about becoming competent software developer/project manager but about looking out for yourself.
  4. Decisions made for saving money have now “posed more leadership, logistical and administrative problems,” 
  5. (Navy) culture rewards checking the box on qualifications, passing inspections and stacking resumes with career-minded assignments.
For short term company gets 'reduction in cost and hence better profitability'. In Long term company is doomed. (growth stops, good people start leaving, company is sold, etc).

Unfortunately in Indian context this is not just problem of few companies. Its a 'pandemic'.  That is why we (i.e. entire Indian software industry especially small companies) are in BIG trouble.
 
We desparately need lot of Good Passionate Coders. But we also need companies which really really value these passionate programmers.

I cannot do much about companies really giving importance to core coding skills. However, from Sept I will do my bit to develop the next generation of Passionate Programmers. If you want to know how, read about the Concept of CodeGym.

Wednesday, August 09, 2017

Characteristics of Software Technical Expert - As documented by Hemant Shah

Hemant Shah listed these characteristics of a Software Technical Expert in a mail to participants of Accelerated Technical Expert Program. I think this is a great list and forwarded this mail to various other Teams in Geometric Ltd. I am reproducing the list here as it will be great reference to everyone.

(PS - Hemant has uncanny ability to simplify complex ideas to simple core concepts. If you are in GeometricPLM/HCL Technologies, don't miss his sessions) 
 
While Nitin has been articulating the qualities which he wants to see in Techincal Experts,
Here is a list of things which has been compiled.

I understand that it might sound too much of super-human-like. Also most of the things you would already know.

This is just to document things in a single place.

Note that not all of them are unique or mutually exclusive. Some of them might be repetition of already mentioned points, with a different view point.

Technical Expert

  1. A Technical Expert should be able to design a software.
  2. A Technical Expert should be able to implement a software.
  3. A Technical Expert should have a wide-ranging experience.
  4. A Technical Expert should be the go-to person in the team for Technical queries.
  5. A Technical Expert should be able to give Technical Presentations.
  6.  A Technical Expert should be able to make, review, evaluate a Technical Proposal.
  7. A Technical Expert should be able to formulate Technical Guidelines for e.g., Technical Coding Guidelines etc.
  8. A Technical Expert should be able to evaluate a new software and give recommendations.
  9. A Technical Expert should do Technical Bench-marking.
  10. A Technical Expert should be aware of / read technical standards.
  11. A Technical Expert should be aware of / read latest things available in his/her field
  12. A Technical Expert should be member of Technical bodies. 
  13. A Technical Expert should write Technical Blogs.
  14. A Technical Expert should be able to compare and evaluate two software.
  15. A Technical Expert loves challenging problems and attempts at solving them.
  16. A Technical Expert should answer queries which are posted on Technical Forums.
  17. A Technical Expert should take part in Technical Competitions. 
  18. A Technical Expert should be a judge of a Technical Competition. 
  19. A Technical Expert should attend Technical Conferences / Events. 
  20. A Technical Expert should be a Speaker at Technical Conferences / Events. 
  21. A Technical Expert should be able to guide / mentor new comers in the organization and the project team.
  22. A Technical Expert should be able to analyse technical reports / findings.
  23. A Technical Expert should have some preliminary business sense. 
  24. A Technical Expert should be aware of the various tools available in his/her field of expertise, or should be able to find out and figure out.
  25. A Technical Expert should take part in Techathons, Hackathons. 
  26. A Technical Expert should have in-depth knowledge of a particular topic / subject. He / she should be an authority on that subject. A Technical Expert should have broad knowledge of other areas. 
  27. A Technical Expert should have broad knowledge of the various Software Development Processes
  28.  A Technical Expert should be part of the Technical Evaluation / Promotion of Individuals. 
  29. A Technical Expert should improve the efficiency of the Team on Technical
  30. A Technical Expert should share his/her knowledge across multiple domains.
  31. A Technical Expert should share technical information with others.
  32. A Technical Expert should inspire others also to become a Technical Expert.
  33. A Technical Expert should do external Technical Certifications. 
  34. A Technical Expert should be an innovator. 
  35. A Technical Expert actively contributes on Social Media. 
  36. A Technical Expert knows how to build a technical team. 
  37. A Technical Expert challenges his / her peers with technical problems.
  38.  A Technical Expert comes up with other challenging problems. 
  39. A Technical Expert should be a curious person. He / she should be an early adopter of a new technology. 
  40. A Technical Expert comes out with challenging test papers / question papers for the next generation to solve.
  41. A Technical Expert should be able to talk to, articulate things to non-Technical folks like Human Resources, Business, Finance, Sales, etc.
  42. A Technical Expert should be able to simplify complex topics so that other non-technical folks or other technical folks are able to understand and comprehend the complex topics.
  43.  A Technical Expert should be able to take Technical Interviews. 
  44. A Technical Expert should be able to sustain a dialog with other Technical Experts. 
  45. A Technical Expert should be able to teach others about the Technical Skills which he/she has acquired.
  46. 48.  A Technical Expert should be sincere, perseverance, able to express, diplomatic, great inter-personal skills, approachable. 
  47. A Technical Expert should be an avid reader.
  48. A Technical Expert is a Guru.
  49. A Technical Expert is a Final Authority on Technical matters. 
  50. A Technical Expert is a Role Model for others.