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top Reasons Why Should We learn Hadoop

Big data and Hadoop are the two most popular argot in the industry. Chances are more to get a job that you should come across these two terms on the Java payscale forums or seen your senior colleagues making the switch to get bigger paychecks. I’ll tell you what, the upgrade from Java to Hadoop is not just about staying updated with the latest technology or getting an assessment – it’s about knowing ins and outs and putting your career on the fifth gear.

The good news for all the aspiring Hadoop developers is that the Big Data industry has already crossed the $50 billion dollar mark and over 64% of the top 720 IT Sector companies all over the worldwide people are interesting to invest in this forward-thinking technology as revealed by Gartner in 2013.

If that’s not believing, then take a look out of the stats:

1. According to an IDC report, the Big Data industry is growing at a rate of 31.7% per year.
2. Java developers are seen as the best option to change from Java too for Hadoop developers, says Forrester.
3. Hadoop developers enjoy a mighty 250% pay hike than Java developers, analytics Industry Report Says.

What’s special about Hadoop?

Unlike the traditional databases which weren’t capable of dealing with large volumes of data, Hadoop offers the quickest, cheapest, and smartest way to store and process giant volumes of data – and that’s the reason why it is so popular among big corporations, government organizations, hospitals, universities, financial services, online marketing agencies, etc. The best way to familiarize with the language is to check out a beginner’s big data Hadoop course online.

Okay, now lets some reasons why Java developers should switch to Hadoop.

1.  Very Easy To Learn For Java Developers :

A tennis player like Rafael Nadal loves clay courts because the surface suits him well and that’s where he has been most successful. Similarly, any Java developer would love Hadoop because it’s completely written in Java – a language that you are already so familiar with. Switching from Java to Hadoop is a cake-walk for professionals like you because the MapReduce script used in the Hadoop is actually written in Java itself. Awesome, isn’t it?

Your Java skills will come in handy when debugging Hadoop apps and employing Pig (programming tool) Latin commands.

2. Hadoop’s Helps You To Stay Ahead Of Your Competition:

If you are a Java professional, you are just seen as a person in the crowd. But, if you are a Hadoop developer, you are seen as a potential leader in the crowd. Big Data and Hadoop jobs are a hot deal in the market and Java professionals with the required skill set are easily picked by big companies for high salary packages. All you have to do is attend a big data Hadoop online training program and learn the concepts from an expert.

3. Highest Scope to Change from one Domain to Another Domain :

Fortunately, the opportunities don’t end with Hadoop. There are many golden opportunities to use your Hadoop skills and expertise to move into higher levels such as Artificial Intelligence, Data Science, Sensor Web data, and Machine Learning. These are emerging markets, and you’ll see them dominate the industry in the next 4-5 years. Good knowledge in Big Data and Hadoop could boost your chances of getting into some of the bigger Big Data-dependent companies such as Amazon, Yahoo, Facebook, Twitter, IBM, and eBay.

4. Highest Packages For Hadoop Professionals :

By switching from Java to Hadoop, you can expect a higher salary and better career opportunities are more – the kind of salary and designation. According to Indeed, the average salary for a Big Data Hadoop developer with 1-2 years of experience is around $140,000 per annum in the United States. However, as you gain experience and become a senior Hadoop developer, you will be able to make a good $400,000+ salary.

5. Quality Of Work in Hadoop : 

Learning Big Data Hadoop can be highly beneficial because it will help you to deal with bigger, complex projects much easier and deliver better output than your colleagues. In order to be considered for appraisals, you need to be someone who can make a difference in the team, and that’s what Hadoop helps lets you be one in the company.

6. Grow of the Company with Hadoop:

With IDC predicting that the Big Data and Hadoop user base (big companies and government organizations) is likely to increase at 27% per year, you have a great opportunity to upgrade your knowledge and skills and grow with the industry.

Big Data and Hadoop are widely used in applications such as IT log analytics, Fraud detection, Social media analysis, and Call center analytics – and learning a big data Hadoop tutorial online could be the way to kick-start your Hadoop career right away. Once you do that, you will find that staying updated with the latest technology and upcoming technologies will be a lot easier and getting into top organizations will never be ‘just a dream’ – it will be a reality.

That’s about it, Colleagues! These are some new facts why learning Hadoop is important and how it can help take your career to the next level of your future. If you are not familiar with this, then an easy way to learn the basics and know what Hadoop is all about is to do a simple & Easy to search in Google with a phrase like “how to learn Hadoop online”. When you do, please don’t forget to come back and share some useful information with our readers.

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Latest Excel shortcuts for Windows and Mac





Create new workbook  Ctrl+N        Cmd+N
Open workbook Ctrl+O        Cmd+O
Save workbook Ctrl+S Cmd+S
Save as F12 Cmd+Top Arrow+S
Print file Ctrl+P Cmd+P
An open print preview window Ctrl+F2
Close current workbook Ctrl+F4 Cmd+W
Close Excel Alt+F4 Cmd+Q





Expand or collapse ribbon  Ctrl+F1        Cmd+Alt+R
Activate access keys Alt
Move to next ribbon control Tab Tab
Activate or open selected control Space Space
Confirm control change Enter Return
Get help on the selected control F1





Open options Alt+F+T        Cmd+,
Open help F1        Cmd+/
Undo the last action Ctrl+Z Cmd+Z
Redo the last action Ctrl+Y Cmd+Y
Repeat the last action F4 Cmd+Y
Copy selected cells Ctrl+C Cmd+C
Cut selected cells Ctrl+X Cmd+X
Paste content from the clipboard Ctrl+V Cmd+V
Display the Paste Special dialog box
Ctrl+Alt+V ^+Cmd+V
Display find and replace Ctrl+F Cmd+F
Display find and replace, replace selected Ctrl+H Cmd+Q
Find next match Shift+F4 Cmd+G
Find the previous match Cntrl+Shift+F4 Cmd+UP Arrow+G
Create embedded chart Alt+F1 Fn+Alt+F1
Create chart in new worksheet F11 Fn+F11

                         Tables and Filters




Insert table  Ctrl+T       ^+T
Toggle Autofilter Ctrl+Shift+L        Cmd+Up Arrow+F
Activate filter Alt+Down Arrow Alt+Down Arrow
Select table row Shift+Space Up Arrow+Space
Select table column Ctrl+Space ^+Space
Select table Ctrl+A Cmd+A
Clear slicer filter Alt+C  Alt+C
Toggle table total row Ctrl+Shift+T Cmd+Up Arrow + T

                             Drag and Drop




Drag and cut drag drag
Drag and copy Ctrl+drag        Cmd+drag
Drag and insert Shift+drag Up Arrow+ drag
Drag and insert copy Ctrl+Shift+drag Cmd+Top Arrow+drag
Drag to worksheet Alt+drag Cmd+drag
Drag to duplicate worksheet Ctrl+drag Alt+ drag





Move one cell right   →
Move one cell left     ←
Move one cell up
Move one cell down
Move one screen right Alt+PgDn Fn+⌥+
Move one screen left Alt+PgUp Fn+⌥+
Move one screen up PgUp Fn+
Move one screen down PgDn Fn+
Move to right edge of data region Ctrl + ⌃+
Move to left edge of data region Ctrl+ ⌃+
Move to top edge of data region Ctrl+ ⌃+
Move to bottom edge of data region Ctrl+ ⌃+
Move to beginning of row Home Fn+
Move to last cell in worksheet Ctrl+End Fn+⌃+
Move to first cell in worksheet Ctrl+Home Fn+⌃+
Turn End mode on End Fn+
Go back to hyperlink Ctrl+G+Enter ⌃+G+Return





Select entire row Shift+Space ⇧+Space
Select entire column Ctrl+Space       ⌃+Space
Select entire worksheet Ctrl+A ⌘+A
Add adjacent cells to selection Shift+Click ⇧+Click
Add non-adjacent cells to selection Ctrl+Click ⌘+Click
Same selection in next column ⌥+Tab
Same selection in previous column ⌥+⇧+Tab
Move right between non-adjacent selections Ctrl+Alt+ ⌃+⌥+
Move left between non-adjacent selections Ctrl+Alt+ ⌃+⌥+
Toggle add to selection mode Shift+F8 Fn+⇧+F8
Cancel selection Esc Esc





Create new workbook  Ctrl+N        Cmd+N
Open workbook Ctrl+O        Cmd+O
Save workbook Ctrl+S Cmd+S
Save as F12 Cmd+Top Arrow+S
Print file Ctrl+P Cmd+P
An open print preview window Ctrl+F2
Close current workbook Ctrl+F4 Cmd+W
Close Excel Alt+F4 Cmd+Q

                       Active Cell




Select active cell only Shift+Backspace       ⇧+Delete
Show the active cell on worksheet Ctrl+Backspace ⌘+Delete
Move active cell clockwise in selection Ctrl+. ⌃+.
Move active cell down in selection Enter Return
Move active cell up in selection Shift+Enter ⇧+Return
Move active cell right in a selection Tab Tab
Move active cell left in a selection Shift+Tab ⇧+Tab


Essence of RPO ( Recruitment Process Outsourcing )

Recruitment Process Outsourcing (RPO) is quite simply using the expertise of external recruitment professionals to manage the internal recruitment of business. Or else, in other words, you entrust your company’s recruitment cycle to a third party.

An RPO most times is to modify the changes to suit solution for all kinds of business. Since the hiring of companies varies, so does the RPO solutions, it may be the outsourcing of a part of recruitment or complete recruitment function. In some organization it is a deployment of a single resource, in others, it may be large onsite team backed by the dedicated offsite team.

Globally, the RPO market is seeing exponential growth — the industry’s leading analyst firm — indicated that the global RPO market reached $4.4 billion in 2017.

India is reflecting steady growth in recruitment process outsourcing (RPO) too. Out of the Rs 7,000 crore permanent staffing market in India, about Rs 450 crore is expected to be spent on RPO this year.

Besides short-term goals, RPO offers many long-term, strategic benefits as well as to increase the quality of hires with cost-effective price in the market, the positions in the company are filled quickly and effectively. Your company brand as an employer also gets enhanced, that in turn draws quality talent to your business. It is a great step in enhancing your company’s talent acquisition process, which will help you to allow the align your recruiting with your business strategy to meet your company’s goals.

Benefits of RPO based on the size of business:

For Startups:

  • A reduced fixed and variable cost associated with the recruitment team.
  • Focus on boosting headcount outside of Talent Acquisition.
  • Larger reach for Talent.
  • Better focus on the Business enhancement and attainment of the objective.
  • Scalability.

For Mid-Sized Companies:

  • Internal recruitment team can get assistance since the recruiters are overloaded, and the hiring managers are also satisfied.
  • Reduction in the amount of investment in sourcing tools/technology needed to find the best candidate according to your requirement.
  • Seasonal hiring where you pay for the services only when you need those services.
  • The recruitment can assist in meeting with the industry and governance regulations.

For Large Sized Companies:

  • High volume recruiting.
  • Reduced time in closing open positions owing to focused third-party peoples.
  • International expansion/Global recruiting.
  • Solves the Staffing complexities.
  • RPO is definitely an extension to your recruiting department, not competition.
  • Always, choose an RPO provider that has a proven track record and a reputation of quality service along with a trustworthy client partnership to the company.

Also, don’t hesitate to get in touch Bloom should you want further information on Recruitment Process Outsourcing or advise on how you can outsource your recruitment needs.

The Art & Science Of Recruitment Agency

Recruitment has widely been described as an art. The art of searching and finding the right talent candidates before interviewing them and screening the fitment, not only for the requirement but also a culture of the Company. The art lies in the fact that the recruitment consultant knows in his/her gut that a person is a good fit for the company or not. However, technology is taking all over the world the work and life of the recruitment are in the forefront of going through a makeover with the advent of AI, Machine Learning, Analytics, big data, etc.

While there is a lot of science involved in the process of the recruitment, and technology only emphasizes that side of recruitment, recruitment is a high touch portfolio which involves coaxing, negotiating, nurturing in order to match the right talent candidates with the right Organization.

To have a universal approach to recruitment, the best recruitment agencies in India have always tried to find the right balance of science and art in recruitment.

What is the ‘art’ factor in Recruitment?

Well, recruitment is nothing but building people according to the requirement! And endurance is the innate trait that one needs along with the external supporting aids to back up the gut feeling and human judgment, the other basic traits of a successful recruitment consultant.

Innovation and creativity in recruitment lie in the way a recruitment consultant determines who will be a motivating leader or an aspiring team member. There is no scientific formula to that! Candidates are humans and their response varies with situations and at times are quite unstable, which can be only gauged humanly.

Recruitment agencies in India have enveloped technology in order to automate a certain set of assignments that will save a lot of time of the recruitment consultants while they can focus more on the ones where human judgment is required.

In the face of automation and Artificial Intelligence, any placement company with a strong team of skilled recruitment consultants who follow their gut instinct, and determine with modernization and creativity will still stand out against those who entirely bank on technology!

While the science of Recruitment can be outsourced to the Technological augmentation, the art of Recruitment will continue to remain in Human hands, the artistic Recruitment consultants.

15 Steps of the hiring Process What we Do


IT staffing Agency in Bangalore


Identifying the hiring need according to client requirement :

Before a job position can be filled, it must be identified as available. Job Positions are either newly formed or recently vacated. In either case, the hiring staff should meet to generate arrange the list of job requirements including special qualifications, characteristics, and experience wanted from a candidate.

Planing :

The most important thing what we do is planning, that involves in the hiring decision agree to the hiring process, steps, and communication channels to be used. Our planning includes the timeline, recruitment plan, criteria for initial candidate screening, selection committee, interview questions, and instructions for taking notes.

Creating Job description based on the position :

We recognize the job requirements form the basis for the job description. Other necessary information includes necessary functions to be performed in the role and the advantages of working for the company (i.e., workplace environment, compensation and benefits, perks, etc.).

Promoting the job opening through Social media :

The job listing should be advertised internally through social media like facebook, twitter, Linkedin & Instagram so that current employees can apply and make referrals. Other avenues for promotion are the company’s website, online job boards, job seekers groups, and industry publications.

Recruiting :

Beyond passive recruitment via job posts, the hiring staff should follow out the qualified candidates via LinkedIn, social media, and industry events. This will ensure that some applications from possible candidates who are not actively searching for new jobs but who may be perfect for the role are received.

Application screening :

As job applications arrive by social media platforms or email or via an applicant tracking system (ATS), the hiring staff reviews résumés/CVs and cover letters based on the criteria established in the planning step. The Unqualified candidates’ applications are withdrawn from the applicant pool. The Qualified candidates are informed of the next steps beginning with a screening interview.

Screening interview :

Initial interviews with applicants through phone calls with HR representatives. These interviews complete if applicants have the qualifications needed to do the job and serve to further narrow the pool of candidates. HR may also explain the interviewing process during this step by step.

Interviews :

Depending upon the team size of the selection committee, several interviews are scheduled for each candidate.

  • Early interviews are typical with one person, face to face interviews with applicants and the hiring manager and focus on applicants’ based on experience, skills, work history, and availability.
  • Additional meetings are conducted with management, staff, executives, and other members of the organization can be face to face or panel interviews, formal or relaxed, on-site, off-site, or online (Skype, Google Hangouts). These interviews are more in-depth; in some organizations, each interviewer focuses on a specific subject or aspect of the job being filled to avoid overlap between interviews and to discover more about the applicants.
  • The final round of interviews might be conducted by the company’s senior leadership or an interviewer from a previous round of interviews. These latter-stage interviews are generally extended to a very small pool of top candidates.

Applicant talent assessment :

Before, during, or after interviews, hiring staffoften assign applicants one or more standardized tests to assess personality type, talent also called pre-employment tests, physical suitability for the job position, cognition (reasoning, memory, perceptual speed and accuracy, math, and reading comprehension), and/or emotional intelligence. Some organizations also require applicants to take tests or complete assignments to demonstrate professional skills applicable to the open job position based on the job requirement.

Background verification :

One of the final steps forwarded in making a job offer is conducting background checks to review the candidates’ criminal record, to verify the history of the candidate and eligibility, and to run credit checks and Some big organizations also check social media accounts like Facebook, Twitter, etc. to make sure the potential employees are likely to represent the company in aprofessional way. Drug the testing may also be warranted depends upon the nature of the job.

Decision Making :

The hiring staff confers and evaluates the applications of candidates based on the interviews, job experience, skills and talent assessments, and all other related information of the candidate (recommendations, e.g.). The top choice should be identified and agreed on. A backup candidate selection & hiring process should be made, as well. If no candidates meet the hiring criteria, the hiring process should start over.

Reference checks :

The candidate has been selected for the position once, his or her professional references should be contacted. Reference checks can verify candidates’ job performance and also the employment details his/her performance, strengths, and weaknesses. The important question to ask references is “Would you rehire this person?”

Offering a Job :

Offering the job details including an offer letter stating the position’s salary, start date, and other terms and conditions of employment that are based on the agreement between the company and the candidate. It should be clear that the candidate understands the terms of the offer. The candidate may agree and sign, initiate negotiations (typically focusing on salary), or turn down the offer

Hiring :

Once the candidate accepts the job offer LETTER, he or she is hired. This kicks off a phase of filling out and filing paperwork related to employment including eligibility to work forms, tax withholding forms, and company-specific forms.

On-boarding :

A comprehensive step in the onboarding process is a crucial step in the hiring process. This should involve making the new employee feel welcome even before he or she officially joins the organization. Preparing his or her workspace, providing necessary access credentials for work applications and networks, and outlining an orientation and training schedule can significantly speed up the new things to the hired candidate.

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