We’ve been in tech vetting for 10+ years. We’ll let you in on a secret. Resumes are lies. Not always malicious lies. But, they are almost always works of creative fiction. \n1 in 3 workers (over 30%) ADMIT to lying on their resumes. \nSome studies suggest that figure is closer to 70%. And interviews are often theatrical displays to back up those lies. \nIt’s no surprise that management experts estimate that up to 46% of all new hires will fail within 18 months. The traditional hiring model is broken. \nA modern talent acquisition agency in India MUST offer more reliable recruitment models. This post is about our model. We call it ‘proof of work.’\nFailures of Traditional Vetting\nWhy is the system so broken? It starts with the resume. The resume today is a marketing document. Applicants stuff them with keywords to beat ATS (Applicant Tracking System) software. \nAnd, they exaggerate like it’s their real job. An engineer will list ‘Expert in Python’ when they’ve only completed a tutorial. \nThen comes the interview. This is a test of likability, not competence. Candidates practice unstructured, hypothetical questions. They practice solving clever little coding riddles. It’s a performance. It doesn’t prove if the candidate can actually DO THE JOB.\nAnd your typical recruitment and staffing agency in India? They are just resume-pushers and a big part of this failure. They’ll do a 15-min phone screen and a keyword search on their database. Then they’ll flood your inbox, hoping YOU do the hard work of finding the 1-in-100 who can actually code. \nThis model wastes everyone’s time and money. \nA Better Model: The \nBest Talent Acquisition Solutions in India\n in Practice\nAt Cerebraix, we believe hiring is an engineering problem. \nIt requires data. It demands proof. Our vetting process includes four phases. Each one scientifically eliminates a different category of incompetence.\nAI-Driven Objective Screening \nIt starts with our own technology. We don’t just search for keywords. Our proprietary AI and ML models scan our ‘Talent Cloud’ of 25,000+ professionals. \nWe analyze GitHub repositories. We look at contribution patterns. We study code quality metrics. We examine project scope and complexity. We look for patterns of problem-solving. This isn’t a resume search. It’s a skill-based validation.\nThe AI identifies candidates with genuine experience building complex systems. This phase eliminates 80% of candidates with good resumes but no proof of shipping real work.\nPractical Assessment\nNext, we assign real-world tasks relevant to the role. We’ll give them tasks like: \n‘Here is a broken API. Fix it.’ \n‘Here is a live dataset. Build a predictive model, document your process, and justify your approach.’ \n‘Refactor this piece of legacy code and push it to a private Git repo.’\nThis takes 3-4 hours. In these hours, we see how developers actually think. \nDo they ask clarifying questions? Do they verify their assumptions? \nDo they refactor for readability or just make it work? \nDo they test edge cases or ship fast?\nWe test for the job and assess if their behaviours align with the role in question. This is where we separate the ‘talkers’ and ‘whiteboard performers’ from the ‘doers.’\nHuman Expert Review \nThe practical assessment is submitted to our own senior engineers. They review every submission. They check for code quality, architectural thinking, and maintainability.\nIs the code clean?\nIs it maintainable?\nIs it scalable?\nDid they handle edge cases, or just the ‘happy path’?\nA feature-complete solution built through technical debt won’t pass. A scalable solution that handles edge cases will. \nPeer review is the only way to know if a candidate writes code you can build a business on. \nWe’re looking for developers who think like product architects. Not just feature implementers.\nThat’s how the \nbest talent acquisition solutions in India\n \nreview PROOF OF WORK – not resumes. This is how we’ve ratified 25,000+ professionals in our Talent Cloud!\nConclusion: Hiring with Confidence\nEvery leading \nexecutive search firm in India\n applies this level of rigor to scout the best candidates for leadership roles. We democratized that rigor. \nEvery developer gets the same intensity of evaluation that CXOs receive. \nNot because everyone is a CXO. But because the cost of a bad IC hire often exceeds the cost of a bad exec hire when you factor in team impact. \nThe war for talent is real. Don’t fight it with broken weapons.\nPartner with a \ntalent acquisition agency in India\n that’s obsessed with hiring accuracy. Not hiring velocity. \nPartner with Cerebraix!

Resumes Are Lies: The Case for ‘Proof of Work’ from Your Talent Acquisition Agency India

No-shows in IT recruitment can be a significant challenge, leading to wasted time, resources, and potentially missed opportunities to onboard talented professionals. This problem has become more pronounced in the competitive IT industry, where skilled candidates often have multiple job offers and options. However, some of the leading companies in the industry have implemented effective strategies to reduce no-shows and maintain a smooth and efficient recruitment process. In this blog, we’ll explore these strategies and provide examples of how industry leaders have successfully applied them.\n1. Clear Communication and Transparency\nEffective communication is fundamental in reducing no-shows. Candidates are more likely to follow through with the interview process when they feel informed and valued. Clear communication about the recruitment stages, expectations, and timelines can help keep candidates engaged.\nExample: Infosys\nInfosys, one of the leading IT services companies, emphasizes clear communication with its candidates. They ensure that candidates are fully aware of the interview process, including the types of assessments they will face and the timelines for each stage. By providing detailed information upfront, Infosys reduces uncertainty and anxiety, which can often lead to candidates backing out. This transparency also fosters trust, encouraging candidates to stay committed to the process.\n2. Flexible Interview Scheduling\nFlexibility in scheduling interviews can significantly reduce no-shows, especially in the IT sector where professionals often juggle multiple interviews and job offers. Providing candidates with the ability to choose interview times that work best for them can minimize conflicts and improve attendance rates.\nExample: IBM\nIBM has adopted a flexible interview scheduling system that allows candidates to choose from multiple time slots for their interviews. This approach accommodates the busy schedules of IT professionals and reduces the likelihood of scheduling conflicts, leading to higher attendance rates. IBM also offers virtual interview options, allowing candidates to participate from any location, further enhancing flexibility and convenience.\n3. Automated Reminders and Follow-Ups\nAutomated reminders and follow-ups can be highly effective in reducing no-shows. These reminders serve as gentle nudges that keep the upcoming interview top of mind for candidates.\nExample: Amazon\nAmazon has implemented a sophisticated system of automated reminders for candidates. Before each interview stage, candidates receive email and text reminders about the date, time, and any preparatory steps they need to take. These reminders are sent at strategic intervals—24 hours before, 6 hours before, and 1 hour before the interview. This system has significantly reduced the rate of no-shows, ensuring candidates are well-prepared and committed to attending their interviews.\n4. Positive Candidate Experience\nA positive candidate experience can greatly influence a candidate's decision to show up for an interview. When candidates feel respected and valued, they are more likely to complete the recruitment process.\nExample: Google\nGoogle is renowned for its candidate-centric approach to recruitment. The company ensures that every candidate interaction is positive, from initial contact to post-interview feedback. Google’s recruiters are trained to provide a warm and engaging experience, making candidates feel valued and respected. This positive experience not only reduces no-shows but also enhances Google’s employer brand, making it a more attractive option for top talent.\n5. Expedited Recruitment Process\nA lengthy recruitment process can lead to candidate drop-offs, especially in a fast-moving industry like IT. By streamlining the process and reducing the time between application and offer, companies can keep candidates engaged and reduce the likelihood of no-shows.\nExample: Microsoft\nMicrosoft has optimized its recruitment process to minimize delays. The company uses a fast-tracked recruitment model for high-demand roles, ensuring that candidates move quickly from one stage to the next. By reducing the time between the initial application and the final decision, Microsoft keeps candidates engaged and reduces the risk of them accepting other offers or losing interest.\n6. Building Strong Relationships with Candidates\nBuilding a strong rapport with candidates can make a significant difference in reducing no-shows. When candidates feel a personal connection with the recruiter or hiring manager, they are more likely to honor their commitments.\nExample: Salesforce\nSalesforce places a strong emphasis on building relationships with candidates. Recruiters at Salesforce take the time to get to know candidates personally, understanding their career goals and motivations. This personalized approach helps candidates feel more connected to the company, increasing their likelihood of attending scheduled interviews. Salesforce also follows up with candidates after each stage of the process, maintaining ongoing communication and reinforcing their interest in the candidate.\n7. Offering Value Beyond the Job Role\nCandidates are more likely to stay engaged in the recruitment process if they see value beyond just the job role. This could include insights into company culture, potential career growth, and unique benefits.\nExample: Adobe\nAdobe has a unique approach to keeping candidates engaged by offering them a glimpse into the company’s culture and values. During the recruitment process, candidates are provided with information about Adobe’s commitment to innovation, diversity, and employee well-being. This gives candidates a sense of what it would be like to work at Adobe, making them more excited about the opportunity and less likely to miss their interview.\n8. Incentivizing Attendance\nIncentives can be a powerful motivator for ensuring candidates show up for interviews. While this strategy should be used thoughtfully, it can be effective in reducing no-shows, especially for hard-to-fill roles.\nExample: SAP\nSAP has experimented with offering small incentives to candidates who attend interviews for certain high-demand roles. These incentives could be as simple as a voucher or a small gift, and they serve as a tangible reminder of the upcoming interview. This strategy has been particularly effective in ensuring attendance for roles that require niche skills.\n9. Feedback and Continuous Improvement\nCollecting feedback from candidates who do not show up for interviews can provide valuable insights into potential issues in the recruitment process. Continuous improvement based on this feedback can help reduce no-shows over time.\nExample: Deloitte\nDeloitte actively seeks feedback from candidates who withdraw from the recruitment process or do not attend interviews. By understanding the reasons behind no-shows, Deloitte can address potential pain points, whether they are related to scheduling, communication, or candidate experience. This feedback loop allows Deloitte to continuously refine its recruitment process, reducing the likelihood of future no-shows.\n10. Leveraging Technology and AI\nTechnology, particularly AI, can play a significant role in reducing no-shows by predicting and addressing potential drop-offs before they happen. AI-driven analytics can identify candidates who are at risk of becoming no-shows, allowing recruiters to take proactive steps.\nExample: Cisco\nCisco uses AI-driven recruitment tools that analyze candidate behavior and engagement throughout the recruitment process. These tools can flag candidates who may be at risk of not showing up based on various indicators, such as response times or lack of engagement with communication. Recruiters can then intervene with personalized communication or additional incentives to ensure the candidate stays on track.\nReducing no-shows in IT recruitment requires a multi-faceted approach that addresses the unique challenges of the industry. By adopting strategies such as clear communication, flexible scheduling, automated reminders, and building strong candidate relationships, companies can significantly improve attendance rates. The examples from industry leaders like Infosys, Amazon, Google, Microsoft, Salesforce, and others demonstrate that these strategies are not only effective but also essential in today’s competitive talent landscape. As the IT industry continues to evolve, staying ahead of recruitment challenges like no-shows will be crucial for companies aiming to attract and retain top talent.\n


Reducing No-Shows in IT Recruitment: Top Strategies followed by Microsoft, Google & Amazon 

Ever wondered? Here's why!\nWhen it comes to seemingly unrelated concepts, popcorn and machine learning models might not be the first things that come to mind. However, a surprising correlation exists between the two. In this article, we'll explore why popcorns and great machine learning models are positively correlated, shedding light on the unexpected parallels that can enhance our understanding of both subjects.\nThe Kernel of Learning\nAt the heart of popcorn lies a tiny kernel. Similarly, in the world of machine learning, the "kernel" plays a crucial role. Kernels are mathematical functions that transform data into higher-dimensional spaces, allowing algorithms to find patterns that might not be apparent in the original data. Just as the right kernel can turn a kernel of corn into a delightful popcorn, it can also transform raw data into valuable insights.\nPopping Up Unexpected Insights\nPopcorn kernels pop due to a buildup of steam pressure inside them. This sudden transformation can be likened to the "aha" moments that occur when great machine learning models uncover hidden patterns in data. These insights can revolutionize industries, from predicting customer preferences to detecting medical conditions early.\nLayering Flavors, Layering Features\nFlavor is an essential aspect of popcorn, achieved by layering different seasonings. In machine learning models, the concept of layering translates to neural networks. Neural networks consist of layers of interconnected nodes, each layer processing and extracting different features from the data. Just as layering flavors enhances popcorn, layering features improves the accuracy and performance of machine learning models.\nBalancing Heat, Balancing Hyperparameters\nCooking popcorn requires striking a balance between heat and timing. Similarly, training machine learning models involves fine-tuning hyperparameters to achieve optimal results. Hyperparameters control various aspects of model training, affecting its performance and generalization. Just as precise heat control results in perfectly popped popcorn, tuning hyperparameters leads to well-performing machine learning models.\nThe Surprise Element\nOne of the joys of popcorn is its element of surprise – you never know which kernels will pop first. Machine learning models also embrace the concept of uncertainty. Techniques like Monte Carlo Dropout and Bayesian Neural Networks introduce randomness, enabling models to make predictions with associated uncertainties. Embracing uncertainty is key to building robust and reliable machine learning models, much like embracing the unpredictability of popcorn popping.\nPopping the Question: Can Analogies Enhance Understanding?\nThe correlation between popcorn and great machine learning models showcases the power of analogies in enhancing understanding. Analogies provide relatable connections that help us grasp complex concepts more easily. By exploring unconventional parallels like this one, we expand our creative thinking and make learning more engaging.\nThe surprising correlation between popcorn and great machine learning models demonstrates that inspiration can come from the most unexpected places. Just as popcorn kernels pop into fluffy delights, machine learning models can pop into revolutionary insights. So, the next time you enjoy a bowl of popcorn, remember the kernels of wisdom it holds for the world of machine learning.\n#PopcornMLCorrelation #KernelOfLearning #FlavorfulInsights\n\n\n
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Why Popcorn and Great Machine Learning Models Are Positively Correlated?

Are you a tech enthusiast ready to take your career to new heights? Look no further! Welcome to a game-changing video that reveals essential tips and strategies to not only excel in your tech interviews but also secure your dream job and negotiate the salary you've always dreamed of. 🚀

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Resumes Are Lies: The Case for ‘Proof of Work’ from Your Talent Acquisition Agency India

Reducing No-Shows in IT Recruitment: Top Strategies followed by Microsoft, Google & Amazon

Why Popcorn and Great Machine Learning Models Are Positively Correlated?

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