8 Important Segments Of Testing eCommerce Websites – Idexcel Testing Roundup

1. 8 Important Segments Of Testing eCommerce Websites

In today’s world, I bet you won’t find anyone who hasn’t shopped online. E-commerce/Retail is a business that thrives on its online customers. Shopping in person vs. shopping online has many advantages. Convenience, time-saving and easy access to products worldwide, etc.

A good E-commerce/Retail site is key to its success. It must be a worthy counterpart to the storefront. Because, when you go shopping at a physical store, the customer has already made a commitment to visit and might give the brand a chance.

Online, choices are many. So, unless there is engagement from the beginning, the user might just leave. Continue reading…

2. Learn Agile Techniques to Become a More Valuable Teste

Are you an agile tester? Soon, there will not be a distinction; just being in the tester role will mean you need to have agile experience.

The World Quality Report 2015–16 says the strategic role of QA and testing is growing in tandem with the increase in adoption of agile and DevOps delivery. Agile continues to be on the rise, with many organizations that have been successful at the team level looking to scale their adoption. How many of you testers are able to state that you have practical application of agile techniques? Continue reading…

3. Planning for Mobile Testing Challenges

When you develop applications, it is hard to ignore mobile devices. Testing mobile applications provides however some additional challenges than don’t exist for desktop or web applications. In this article, Kostyantyn Kharchenko explains some of the specific challenges that you should include in your mobile testing plans. Continue reading…

4. Destructive Software Testing – Bringing Beta Testing To Your Desk

The earlier a bug is fixed the cheaper it is for your company to fix it, right?
One amongst many reasons, it helps to set a good reputation for your product, and that’s what all of us want. So we have trained testers to catch those bugs as earlier as possible. Continue reading…

Budget Strategies for Maximizing Big Data – Idexcel Big Data Roundup

1. Budget Strategies for Maximizing Big Data

Big data doesn’t necessarily come with a big pricetag. Here, an expert offers his tips for using big data on a small budget.

Got an operational problem?

Big Data will solve it! Marketing ills? Ask Big Data! Those two words have become a catchall — but data-crunching services tend to chase after enterprise-level businesses, making them out of reach for most small businesses. (Google Analytics Premium, for example, starts at $150,000 a year.) Don’t worry: Martineau says that with a strategic approach to Big Data, anyone can afford it. Continue reading…

2. Hadoop Overview: A Big Data Toolkit

Big Data isn’t new. Forbes traces the origins back to the “information explosion” concept first identified in 1941. The challenge has been to develop practical methods for dealing with the 3Vs: Volume, Variety, and Velocity. Without tools to support and simplify the manipulation and analysis of large data sets, the ability to use that data to generate knowledge was limited. The current interest and growth in Big Data, Data Science, and Analytics is largely because the tools for working with Big Data have finally arrived. Hadoop is an important piece of any enterprise’s Big Data plan. Continue reading…

3. Mendix Low-Code Mobile Dev Platform Connects IoT, Big Data and Machine Learning

Mendix today announced a new version of its low-code mobile development platform, designed to help developers build “Smart Apps” with connectors to accommodate emerging trends such as the Internet of Things (IoT), Big Data and machine learning (ML). Continue reading…

4. Marketing Technology Vendors Offer Big Success with Big Data

As you’re probably already aware, the marketing technology vendor landscape is amazingly vast. Scott Brinker, editor of chiefmartec.com, shares that in 2016 there are at least 3,874 vendors hawking their wares in the marketing technology space. And every single one of them uses data.
To that end, following are four examples of marketing technology vendors using big data effectively: Continue reading…

5. Role of Risk Audits: How the Cloud & Big Data have Changed Them

The role of auditors has been changing rapidly over the past decade. Big data is allowing them to make higher quality decisions. However, their job is also becoming more complicated, so future financial auditors will need a strong background in IT. Continue reading…

7 Behaviors of Successful People

Why just admire successful people when you could be successful yourself? Success isn’t all about luck. It’s about focus, determination, optimism and hard work. Changing your mindset and behaviors can be tricky at first, but the payoff — quite literally — is worth the extra effort. Below are seven specific behaviors that successful people practice in their daily lives. Continue reading…

Hiring the Right Talent

In the volatile market situations, it is quite difficult to predict what attributes and qualifications of the candidate would be required six months or one year down the line. In such volatile work scenarios, there is constant fragmenting, reorganizing and reconceptualization of the market. This makes hiring the right candidate for any given requirement quite challenging as companies need to ensure that the candidate has right attributes to adapt to the constant change within and outside the organisation. The work environment requires candidates to be rapid, flexible, and quick learners. The job demands them to be adaptable, and have broad knowledge in different business fields.

To gauge the strengths and competitiveness of the candidate and to ensure the right fit, it is essential to ask the right questions. Some of the aspects on which the candidate can be evaluated are:

1. Adaptability– In most organisational systems, change is the only constant. Candidate should be able to give examples of the evaluation, shift and growth in his/her previous workplace, and how new roles were handled.

2. Team Player– Today’s competitive business world requires individuals to be cooperative and they must possess the skills that can help groups thrive and become more productive. The candidate must be creative and self-directed, who can think of competitive gains of the entire team and organisation.

3. Comprehending Disparate Information– Every work environment has overabundance of data and information which can be quite overwhelming. The candidate should be able to see important patterns and trends in the information, proactively see the market dynamics, and take decisions accordingly.

4. People and Relationship Management– Positive and productive energy for the initiatives and projects is essential for the success of any company. The candidate should be able to create a spirited workplace with affirming and attentive interactions with others.

5. Owning the Mistakes-Making mistakes is essential for adaptive learning. Learners make quite a few mistakes, and are able to learn important lessons. The candidate should be able to describe his/her failures, and the lessons learnt from these mistakes. If the candidate is not able to describe any failure, consider it a warning sign. Also, if the person keeps blaming external factors for their failures or problems, it might be a good idea to not pursue.

6. Constant Learning-Candidates should be able to display the eagerness to learn, and should also be able to pursue learning on their own. New concepts, ideas, and information should get them excited, not make them feel nervous or intimated.

7. Social Media Presence– Professional information can easily be seen on the social media such as LinkedIn, Twitter, Instagram, Facebook etc., and it is an essential key to find out more about the candidate as an individual and also as an employee. Social behaviour of a person might give a hint how he or she will fit in the company’s culture. If the candidate has anything to hide, they will not disclose much information, which can be a warning sign.

8. Soft Skills– It is important to gauge the social skills during interview. Skills can be acquired, but not the personality. The candidate should be able to elaborate the answers if required, and should be able to maintain the eye contact. Soft skills such as emotional intelligence, though process, interpersonal skills and communication skills are important, as they matter.

9. Questions Matter– Once the interview is over, the candidate should be able to comprehend the information gathered during the process of interview, and be in the position to synthesize and ask thoughtful questions about the core business. The depth of understanding about the business can help companies evaluate the candidate’s thought process, and if they will be able to diagnose market situations and respond to it responsibly.

The candidate should also be able to answer questions about business and industry, and what aspect of the core business interests them. This will show their level of interest in the company, and if they have done enough homework to justify their willingness. They should be able to understand and connect with the business, as well as the role they are expected to fill. The questions candidate ask can give the insight what is important for them.

No candidate exactly fits the bill or is perfectly qualified for the job. There is going to be leaning in any job. Although gut feeling helps, asking the right questions is also quite critical. The person should not only be right fit for the company, but also right fit for the job. To deal with the challenges of hiring the right candidates, organisations often engage with the staffing agencies as they have experience, reach and means to hire the most suitable candidates for any given job. Idexcel is a premier provider of IT staffing solutions to Fortune 500 customers. Whether it is providing just a few resources or staffing entire project teams involving hundreds of resources, Idexcel’s IT staffing solutions helps clients with the right talent, skills and competencies when they need them. We provide clients exceptional IT talent to meet their demanding technology initiatives at both local and national levels. Idexcel exceeds client expectations through highly effective processes for recruiting, screening, testing, and talent engagement.