Category Archives: Social Media

Twitter to forgo 140-character restriction for direct messages

New York: In a piece of good news for Twitteratti, Twitter has decided to increase the word limit for direct messages (DMs) to 10,000 characters from the present 140.

Twitter

Twitter

Twitter’s product designer Sachin Agarwal informed developers of the news ahead of the change, which will be rolled out to users in July, Venturebeat.com reported.

No official date has been decided for the change though.

The move does not remove Twitter’s design choice of constraining tweets to 140 characters — only direct messages.

“It’s a beautiful constraint that has inspired a whole new form of writing,” Twitter investor Chris Sacca wrote in a blog post earlier this month about what Twitter can do to improve.

Sacca did not say he had a problem with the 140-character cap on DMs — and that is what’s changing.

Direct messages in other social networks, like Facebook and LinkedIn, do not have length limits.

But Twitter’s affinity for the 140-character limit goes back to Twitter’s earliest days, when Twitter sent tweets in text messages.

Now those days are long gone, and Twitter can evolve to meet the needs of its users and investors.

However, before you start fretting at the prospects of receiving unsolicited extra long messages there is some more news for you. You can stop people you do not follow from sending you these new, extra-long DMs.

You can do that by unchecking the “Receive Direct Messages from anyone” box in the Security and privacy sections in Twitter’s settings.

Facebook ‘unfriend’ app might steal your data

8b5bc855-fbc8-4a01-9ab1-37dedc31659dwallpaper1Be careful while downloading apps as some of them may steal your data, say experts.

Recently, an app, Unfriend Alert – that alerts you when someone “unfreinds” you on Facebook – has been found to be collecting users’ Facebook data, Betanews.com reported.

The app is free and notifies you whenever someone removes you from the Facebook friend list. But it asks for your sign in and password.

“Looking at a Wireshark log for this check however shows that the login credentials are not sent directly to Facebook but to yougotunfriended.com,” security firm MalwareBytes said.

The app also displays ads and can install malicious software on the user’s computer.

What’s more worrisome is that it doesn’t show up in the apps list on Facebook. So you can easily forget that it is there and monitoring your activities.

Expert recommend removing the app and changing your password.

There have been other apps in the market that alert the users when a Facebook friend ditches them, but this new app seems to be designed to steal passwords.

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8 reasons why working at Facebook is better than working at Google

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Business Insider recently released its 2015 list of The 50 Best Companies To Work For In America, based on exclusive data from PayScale.

This year, Facebook tops the list, ranking as the best place to work in America. The social networking site just beats out Google, which comes in at No. 2.

Clearly, both tech giants are great employers, but why is Facebook a better place to work than Google?

To answer that question, we compared the two companies head to head with the help of data from PayScale and Glassdoor.

1. Facebookers are happier.

Employees from both tech companies are pretty stoked to be there, but Facebook has the edge over Google with a satisfaction rating of 93% compared to Google’s rating of 84%, according to employees who completed PayScale’s survey.

“Every morning when I go in, I feel like the luckiest guy on earth for ever landing a job here,” writes a Facebook data scientist in Menlo Park, California, on Glassdoor.

2. They get more freedom.

There are a lot of contributing factors to this high level of happiness, but one important reason stands out – Facebook trusts its people.

Don Faul, a former Facebook exec, recently told The Wall Street Journal that compared to Google, which he says is more structured and places more importance on “manager” titles, Facebook employees are often placed in roles that cater to their strengths and are encouraged to question and criticize their managers. And this kind of freedom is perhaps one of the best drivers for employee engagement.

“You get zero credit for your title,” he said. “It’s all about the quality of the work, the power of your conviction, and the ability to influence people.”

3. They make more money.

We know money isn’t everything when it comes to job satisfaction – but it certainly helps. In fact, while a higher salary won’t necessarily boost your happiness, researchers from the University of British Columbia and Michigan State University found that people with higher incomes reported feeling less sad, something Facebook employees surely know well.

On average an experienced employee at Facebook makes $135,000 compared to $133,000 at Google. And the social media company typically pays 17% above market rates for its employees, while Google pays 10% above market.

Taking a closer look, according to data gathered by Glassdoor, an intern at Facebook makes almost $7,400 a month on average, while a Google intern makes closer to $7,200 a month.

4. They’re less stressed.

If you’re in the market for a stress-free job, you’d be better off avoiding the tech industry altogether. But while it’s unlikely for many techies to consider their jobs relaxing, more Facebook employees report low job stress levels than any other tech company, including Google.

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Despite stressors like product launches and “oncall duty,” a two-week period a few times a year when engineers are responsible for keeping Facebook’s service up-and-running around the clock, 11% of Facebook employees consider their jobs low-stress. Meanwhile, 9% of Google employees feel the same way.
5. They consider their work more meaningful.

“Does your work make the world a better place?” That’s what PayScale asked Facebook and Google employees, and 81% of Facebook employees answered with a resounding yes. At Google, on the other hand, 67% of employees feel their work gives them meaning.

A former Googler cited one possible explanation on Quora: too many overqualified people.

“It can be tough to feel a sense of accomplishment about what you do, and that sense is actually quite important to the type of people who are ambitious enough to get over the Google hiring bar.”

6. The hiring process is less difficult.

Hiring at Google takes an average of six weeks, and job candidates consistently rate Google’s interview process as more difficult than Facebook’s on Glassdoor.

While it may seem counterintuitive that more competitive hiring practices could work against Google, the ex-employee explained that the tech giant has its pick of the best and brightest candidates and often hires them for lower-level jobs.

“There are students from top 10 colleges who are providing tech support for Google’s ad products, or manually taking down flagged content from YouTube, or writing basic code to AB test the color of a button on a site,” the ex-employee said.

7. A smaller team means more room for growth.

Another former Google employee wrote on Quora that Google is too big for most of the company’s 53,000 employees to have a real impact. Facebook, however, employs a much smaller team of about 10,000.

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“Unless you are an amazingly talented engineer who gets to create something new, chances are you’re simply a guy/girl with an oil can greasing the cogs of that machine,” the former Google employee wrote.

And when it comes to moving up the ladder, Facebook employees report to Glassdoor they have greater opportunities for growth. Compared to Googlers who feel satisfied in their ability to move up, Facebookers report they are very satisfied with the career opportunities at Facebook.

8. They love the generous benefits, especially those for parents.

Facebook and Google both have great perks – free food, a vibrant office environment, easy transportation to and from work – but Facebook trumps Google in the parenthood department.

Facebook is one of the first companies to offer coverage of up to $20,000 for egg-freezing, and its employees love that they can enjoy parenthood on their terms, giving the tech company’s maternity and paternity leave policies an almost perfect score on Glassdoor.

Current employees are particularly excited to report Facebook makes its four-months-paid-leave policy available to both women and men, whereas Google offers 18 weeks of paid maternity leave but just 12 weeks of paternity leave.

And overall, Facebookers report on Glassdoor being happier with their benefits than Googlers.

“There is literally nothing bad about it – the perks and benefits are incredibly generous, and only get more so over time,” writes a current employee in Menlo Park, California.

Source: Business Insider India

Make an impact with a career in UX/UI and e-commerce at Accenture Digital

Tech AnnouncementDigital has forever changed the way businesses operate: how they’re structured; how they market themselves; and how they sell to consumers. Find out if you’ve got what it takes to make an impact with a career at Accenture Digital.

Check out the openings in ‘UX/UI’ and ‘e-commerce’ and apply today!

-HTML5 – Hands-on experience in Javascript, JQuery, CSS, HTML and any of the frameworks like Sencha, Appcelerator, Jquery mobile. Apply today!

User Experience (UX) – Experience in Visual Designing for Web apps and Multi-Platform Mobile Apps, Style guide Preparation, Adobe Design Tools. Apply today!

-Adobe CQ5 – Proven ability to work, drive and continually learn the latest platforms, technology tools in Adobe AEM and its underlying technologies. Apply today!

-Hybris – Relevant Hybris experience with exposure to various Hybris modules like ecommerce, PCM, WCMS, SOLR search, REST services, and localization. Apply today!

-ATG Commerce – Relevant ATG experience with exposure to e-commerce, merchandizing(BCC), Endeca search, droplets and formhandlers, Repository, localization. Apply today!

-IBM Websphere Commerce – Relevant WCS experience with exposure to e-commerce, member, merchandizing(BCC), Frameworks like Commands framework, Struts, BOD, EJB, working experience with merchandising Management Center, and localization. Apply today!

Check out all opportunities in Accenture Digital.

Source: Tech Gig

Hiring through social media is a fast emerging trend: RCom

Tech AnnouncementNEW DELHI: Reliance Communications, which is a dual technology telecom service provider, sees hiring through social media as a fast emerging trend in the market. India’s fourth largest telco also supports ‘pay for performance’, as it gradually gains more significance in today’s telecom industry. In an interaction with ETTelecom’s Danish Khan, Amit Das, president, Human Resources, at the company, talks about the HR challenges being faced by RCom along with new hiring trends. He also talks about the compensation trends in the Indian telecom industry.

Q) What is the biggest HR-related challenge faced by Reliance Communications? What are the constant challenges that keep coming up?

A) Retaining and rewarding critical talent will be one of the foremost challenges. In this era of globalization where every company has access to same technology and systems, it’s the human capital that creates the difference in shaping up the future of the organization. Retention of key talent – those who are the strongest performers, have high potential or are in critical roles – is of utmost importance, especially when organizations look forward to capturing aggressive market share. The biggest challenge, therefore, is to devise innovative practices which would disproportionately reward performers, retain them and help them grow with the organization.

Q) How has HR’s role evolved in the today’s dynamic and global economy? What are the other roles that HR plays?

A) HR’s role today is no longer limited to ‘facilitative role’ or ‘policy administration’ role but it has to play the role of a ‘business partner’ and share the responsibility for overall business results. HR needs to ‘make things happen’ and continuously innovate to stay relevant and offer best solutions in the area of attracting and retaining talent, leadership development, talent management, building a performance culture, rewarding high performers disproportionately, and above all driving the right culture and values. Business leaders today expect HR to play a role of an ‘enabler’ for the entire organization and ensure the entire team is focused on a common goal.

Q) What are key recruitment trends in the telecom industry?

A) Hiring through social media is fast emerging to be a recruitment trend across industries. Through social media hiring, one can get to know a lot about the candidate, his personality and other virtues by doing a simple scan of his social profile even before having an interaction. Organizations have been creating a talent pool to manage future growth plans during the tough economical periods of the last couple of years. Cautious hiring for key critical to business positions, retention of their best talent and hiring through social media to save costs are some key trends in the telecom industry.
While the telcos have been hiring very cautiously in the current scenario, they have been focusing on attracting highly innovative and productive talent for critical roles which will future proof the organization for technology, content, m-commerce, m-health, education, etc. The need of such young, bright, agile talent is felt the most during the time when there is economic uncertainty and consolidation in the industry.

Q) What are compensation trends like in the telecom industry?

A) Pay-for-performance is gradually gaining more significance in today’s telecom industry. Pay-for-performance is not only based on an individual’s performance and contribution, but largely depends on the organization’s business performance. With organizational performance as a bigger driver for performance pay, it gives a clear single agenda to all and also fosters collective behavior and bonding.

The second is design of Long Term Incentive Plans (LTIP). LTIP ensures ‘Ring Fencing’ the leadership team as well as key, critical talent over a longer time-frame through additional earning potential. Consequently, it facilitates and promotes a consistent leadership team and helps the organization to achieve long-term business goals.

Q) Which initiatives are you really proud of and believe that they differentiate Reliance Communications from the other telecom companies?

A) One of the key initiatives relate to talent identification, development and grooming to take on leadership roles. This forms an integral part of developing RCom’s ‘high performance culture.’ This is coupled with a reward philosophy which rewards high performers disproportionately.

Source: Tech Announcement