IT job opportunities available and ready for hire V6

Currently, we have a few of job opportunities available and ready for hire.

** Foreigner/Expat don’t hesitate to apply.

Reference:

  1. Fresh – No experience or less than 1 year.
  2. Junior – 1 – 2 or 3 – 5 years
  3. Senior – >3 or >5 years

Open Positions (per month salary):

  1. iOS Mobile Developer (5) – Up to RM9500
  2. Senior Java Developer (1) – Up to RM10500
  3. Senior Front End Developer (1) – Up to RM10500
  4. Senior .NET Developer (3) – Up to RM10500
  5. Junior .NET Developer (4) – Up to RM4500
  6. Junior JAVA Developer (4) – Up to RM4500
  7. Junior PHP Developer (10) – Up to RM4500
  8. Junior Ruby Developer (3) – Up to RM4500
  9. Big Data Engineer (1) – Up to RM12000
  10. C++ Developer (1) – Up to RM10500
  11. Data Scientist (2) – Up to RM12000
  12. Junior Front End Developer (1) – Up to RM4500
  13. Golang Developer (1) – Up to RM10500
  14. Senior PHP Developer (3) – Up to RM10500
  15. Full Stack Developer (1) – Up to RM10500
  16. Android Developer (6) – Up to RM10500
  17. React Native Developer (1) – Up to RM4500
  18. Senior Game Developer (1) – Up to RM10500
  19. Xamarin Developer (2) – Up to RM10500
  20. Senior Ruby Developer (1) – Up to RM10500
  21. Scrum Master (1) – Up to RM10500
  22. Project Manager (2) – Up to RM10500
  23. Tech Lead (1) – Up to RM10500
  24. Quality Assurance (1) – Up to RM12000
  25. Database Administrator (1) – Up to RM12000

Job description – http://bit.ly/2rMeTYu

Please fill up this form for those interested (http://bit.ly/2rLWbjS) if you are interested.

#Intellij #Soding

programming fact

programming fact

IT job opportunities available and ready for hire V4

Currently, we have a few of job opportunities available and ready for hire.

** Foreigner/Expat dont hesitate to apply.

Reference:

  1. Fresh – No experience or less than 1 year.
  2. Junior – 1 – 2 or 3 – 5 years
  3. Senior – >3 or >5 years

Open Positions (per month salary):

  1. iOS Mobile Developer (5) – Up to RM9500
  2. Senior Java Developer (1) – Up to RM10500
  3. Senior Front End Developer (1) – Up to RM10500
  4. Senior .NET Developer (3) – Up to RM10500
  5. Junior .NET Developer (4) – Up to RM4500
  6. Junior JAVA Developer (4) – Up to RM4500
  7. Junior PHP Developer (10) – Up to RM4500
  8. Junior Ruby Developer (3) – Up to RM4500
  9. Big Data Engineer (1) – Up to RM12000
  10. C++ Developer (1) – Up to RM10500
  11. Data Scientist (2) – Up to RM12000
  12. Junior Front End Developer (1) – Up to RM4500
  13. Golang Developer (1) – Up to RM10500
  14. Senior PHP Developer (3) – Up to RM10500
  15. Network Engineer (1) – Up to RM4500
  16. Full Stack Developer (1) – Up to RM10500
  17. Android Developer (6) – Up to RM10500
  18. React Native Developer (1) – Up to RM4500
  19. Senior Game Developer (1) – Up to RM10500
  20. Xamarin Developer (2) – Up to RM10500
  21. Senior Ruby Developer (1) – Up to RM10500
  22. Scrum Master (1) – Up to RM10500
  23. Project Manager (2) – Up to RM10500
  24. Head of Engineer (1) – Up to RM10500

Job description – http://bit.ly/2rMeTYu

Please fill up this form for those interested (http://bit.ly/2rLWbjS) if you are interested.

P.S: Selamat Hari Raya Aidilfitri.

#Intellij #Soding

Jalan TAR shopping raya midnight

Jalan TAR shopping raya midnight

TraitHire – Eliminate injustice in conventional job hiring system using its Artificial Intelligence

The true challenge in job recruitment is recruiters has no adequate tools to accurately measure skill sets and qualification. Inaccuracy is due to human bias, which leads to injustice.

dilema graduan industri pengalaman pekerjaan

A story from a victim of conventional hiring system.

This idea is inspired from a friend of us who was rejected by job finder system, simply because he did not have “3 years of experience”.

In reality, he was a really talented programmer and he applied jobs at big companies like IBM and Quintiq. Sadly, the conventional hiring system did listed him out as he was not given a chance to prove his quality at all. Without many choices, he had to pursuit his career with smaller company, that provides less benefits.

On the other hand, that big company has to struggle to deal with another programmer they hired. That person barely do basic problem solving, simply because he is actually not as good as he was in the resume. Well, he had what the recruiter demanded – 3 years of experience.

With “impressive” communication skills, he secured the job even despite his poor technical skills. Just because interview’s conclusion is made of human bias, his skills were not evaluated carefully and his promising resume remains ‘outstanding’.

The Solution – TraitHire

#1 TraitHire is the missing ingredient in today’s conventional systems 

Recruiters already has a method to filter out hiring employees’ skills by assigning them technical (for technical job) and interpersonal assessments, so recruiters will make less mistake in hiring. But, these assessments are time-compressing and less effective.

So, we want to offer accurate list of workforce to recruiters, to hire accurate skills and qualification faster. We do not think that employer should spend time, testing job applicants every time they do hiring. Let the system automatically do it, while employers just need to sit back and relax, since more accurate and effective filtration is being done by TraitHire.

The next big thing is our artificial intelligence will outsmart future recruiting by matching job candidates personality with job description or client’s requirement.

#2 Inaccuracy- Problem that is worth fighting

Conventional job finder sites are inaccurate, demotivating, unreliable and unjust.

We want to solve this matter quickly because there are lots of talented programmer out there who need to be treated and rewarded fairly. While employers do need “someone” to advice them on making hiring decisions.

We CAN fake things up just to look good, especially resume. Or candidates can just hire someone else to build their CV, voila, a really REALLY good looking document. Sadly, it is only good on papers.

TraitHire uses real human being personality, taken from job candidates’ brain wave signal using special device. This is a thing which we can never fake up. The personalities are, of course,  accurate and reliable.

#3 Personality plays a significant role in workplace behaviors

This study noted the influence of personality does not begin the day a person starts work. Rather, how a person prepares for his or her entrance into the job market and the kind of impression that person makes during the recruiting process also appear to be a function of the applicant’s personality.

Almost all of the companies use personality assessments to assess job candidates’ personality. This shows that industrial organizations are not neglecting personality as indicator in making hiring decision.

Even after assessing personality traits, different organizations may use different methods to assess interpersonal skills such as ability to work in a team, communication, service-oriented, and ability to inspire and etc. These organizations should know that interpersonal skills and personality traits have positive correlation.

Interesting news, we have found that particular cognitive abilities or personality traits influence interpersonal processes and interpersonal skills when they account for task-level demands.

Meanwhile, Klein’s, a meta-analysis found that extroversion and agreeableness are predictive of interpersonal processes and interpersonal skills.

So, based on these evidences…

TraitHire’s aims are as follows:

  1. To save recruiters’ time and laborious work to hire the right personality of job candidates which fits in role without assessing it via inaccurate and time-consuming personality assessments.
  2. Recruiters able to hire true skills and qualifications regardless years of experience.
  3. Recruiters avoid human bias.
  4. Recruiters won’t lose sight of right job candidates or slide out of them to competitors.
  5. Recruiters will no need or less need to watch multiple videos to shortlist right candidates.
  6. Job candidates will no need to build ridiculous resume anymore, but can start focusing on building skills, solely.
  7. Job candidates will have satisfied working environment by being hired to the job that he or she really committed and be rewarded fairly.

Conclusion

Approaching the future, recruiters that are still relying on the conventional system to find, evaluate and hire employees, are predicted to continuously face tougher and inaccurate hiring process.

We believe that intelligence is needed to solve these problems; job distribution, sourcing, candidate engagement, scheduling, and selection, faster.

After this, recruiters shall focus on recruiting real skills and qualifications that job candidates really possess.

We want to go extra miles, not just in IT industry but all. Join us.

Thank you.

Image credit.