The New Era is Digital Hiring

We know that people are changing and people have new priorities and ways to make the life more easy, recently bigger companies as Google, Amazon and Sykes are implementing new hiring process using AI, social media and blockchain. This emerging technologies allow to companies reduce processes a half and increase productivity and ROI.

Amazon is the pioneer of digital hiring implementing hiring software and chatbots, this technologies can filter efficiently inclusive in the first interview validating skills and experience with Artificial Intelligence.

What if you could look into the future and know what to expect? So let’s summarize a few exciting developments in the recruiting arena. You can source what you need to optimize your process now and position yourself to enjoy other features the moment you get access to them.

What is Digital Hiring and Which are benefits?

Digital recruitment is the process of leveraging technology to the source, attract, assess, select and hire candidates for vacant positions. This includes leveraging job boards, career websites, mobile recruiting, online assessments, and social recruiting. While most companies these days use at least one of the aforementioned tactics, they are still a long way from being classified as a digital strategy.

Using social media more effectively

Today, no one needs to be convinced that social media is an important recruitment channel. From Linkedin to Facebook groups, even Twitter and Instagram, recruiters are active on social media, posting job ads. But which ones are the most effective? If you’re not tracking your ads, you have no way of knowing.

Using Artificial Intelligence and Chatbots

Just reducing time and hiring efforts,companies can use this resources to improve real problems in the organizations,Chatbots and AI are used in companies as PepsiCo and L’Oreal to improve process. Unlike a human recruiter, Chatbots can make thousands of calls a day, requires no sleep or breaks, and can do in one day what might take a human several weeks. Once completed, she sends recommendations on to the hiring manager for further review. If there’s a problem with the recommendations, hiring managers can alter the questions Chatbot asks to yield better results.

Applicant personality

It is essential for the HR professionals to know about the personality of a potential candidate in order to see how well the candidate can fit into organization culture and policy. Social networking sites such as Facebook, linkedIn, twitter help in obtaining insight details about the applicant professional and personal lifestyle. It is a huge benefit for the companies when candidate use digital CV for a job as it consists of details about the individual precisely. It saves money and time of both the candidate and HR as candidates also get a chance to see company work culture through social networking sites.


Digital hiring is a time saver which improves hiring efficiency drastically. Internet never sleeps hence, instant response to job offer is quite possible. Not just speed it actually offers great services to one who relies on online hiring.

If you’ll put great efforts and go deep in your digital recruitment tool box then one can easily carry out information about previous placements and get much better result by comparing.

Social media hub allow you to track the status of the application and make task bit easier for the HR department. Progress can be monitored and screened from one place with ease.

Toptal vs 4Geeks Teams

Recently we introduce you about 4Geeks Teams, our most important effort to connect LATAM-based talent (software engineers, designers, data scientists, product manager and more) to great companies.

The thing is that people are getting confused, or they are looking for some Toptal alternatives. I wrote this article specifically for them. Here you can find my brutally honest point of view on Toptal and 4Geeks Teams services, pricing, business models and more. Feel free to share this article with somebody else you think is needing more business options.

Toptal is one of the most popular marketplaces to hire remote freelance software developers. In the other hand, 4Geeks Teams is a complete platform to hire in-house top software developers in Latin America. Both of them are fixing a common huge issue: connecting talent to tech-based companies.

In this opportunity I will show you how Toptal and 4Geeks Teams are different, its values, experiences, pricing, business model and more, in order to provide you more information that you can use to make a good decision.

Global Freelancers vs Engineers in LATAM

Toptal’s freelancers are located in any place in the world (in any time-zone); and it’s not necessarily an advantage for you, if real-time team collaboration is key for your business.

I personally know many companies that has been moved its operations from Asia or Europe to Latin America. Why? Because of time-zones. By the way, there are some ways I suggest to deal with this, please read my answer to “My Team is Working in Different Time-Zones, I Can’t Progress Anymore” on You’re not alone. Trust me.

4Geeks Teams’ network consultants are located in LATAM, mainly in cities like San Jose, Costa Rica; Guadalajara, Mexico; Mexico City, Mexico; Bogota, Colombia. That means consultants will work in your same time-zone 🙂


Both Toptal and 4Geeks Teams can connect you with digital consultants, product managers, data engineers and software developers experienced in technologies like Python, Ruby on Rails, Javascript, React.js, React Native, Salesforce, Java, PHP and some others.

New technologies emerge almost every quarter. Digital products could become easily obsolete in short-time. So I suggest your product development team, including product managers, should have a wide vision and move forward fast with easy.


I think the main reason to hire remote workers (software developers, product managers, designers, data scientists, etc) is limited budget. The second reason is limited talent. Toptal charges $120 USD per hour in average for a freelancer. 4Geeks Teams‘ cost per hour start in $40 USD.

If you have extra questions, feel free to connect with me by commenting below.

Who Need a Staffing Firm?

Have you ever wondered why people use staffing firms to find work? Maybe people do not have idea how they work —or have a little bit idea- What are benefits staffing companies? Take note, here are some signs you’re an ideal candidate or work with a staffing firm or your organization need outsourcing services.

For Companies

Quality candidates use staffing agencies

Quality candidates use staffing agencies. People with over three experience year tend to look for top staffing agencies to find job openings. This makes logical sense if you consider the reality of many job positions today. These listings are mostly for entry-level positions and offer of talent and freelance are increasing, so staffing agencies are more likely to be aware of the higher-level positions.

Staffing Agencies have Ready Resources

Staffing agencies usually have resources ready to work, HR demand today allow a competition between companies to get the best talent, bigger companies are interested in quality talent. Anyone who has ever taken a hands-on role in the hiring process knows how much time and energy it takes. There’s a lot of back-and-forth between the applicant and the recruiting, and this can take away from other valuable company activities.

Staffing companies understand your need

Companies always are busy looking for new business model or scale their business, for this reason staffing companies can help to solve this pain. Recruiting process is a real problem, but staffing agencies get talent is more easy and fast.

For Candidates

Open Jobs Positions

Staffing agencies always offer a great job offer for candidates and opportunities to grow up with emerging industries or companies, startups and mid-size companies are trusting in staffing agencies to hire qualified talent. Since staffing agencies and recruiters evaluate your business in depth, they can find the perfect candidate for niche positions.

Growth Opportunities

Staffing companies can offer a culture fit and growth opportunities for companies, if the clients increase jobs positions are open and possibilities to get talent is easier just with a good employer branding and reputation.

Skills Development

When candidates start to work in a traditional company usually have a trial period to adapt to new environment, staffing companies offer training and develop of new skills to fit with this new job position, this a important factor to take or work remotely or partial time, including possibility to travel with a remote job position.

Cloud Storage vs Privacy

People always storage information to make easy way to have access to data, with passing of years people are improving ways to storage the information in Cassettes, Cd’s and USB. Now is so common that people storage important data in cloud.

The major difference between cloud storage and traditional storage means is accessibility and privacy. While hard disks offer local access to information, cloud storage offers unlimited access to data, if the users can provide the necessary passkeys and if the computer has internet access.

What are Advantages of Cloud Storage?

Cloud computing is an on-demand computing model which relies on a stable Internet connection to share and access data across multiple devices such as computers or smartphones. Accessibility are part of the benefits of cloud storage, usually people can access in whatever places worldwide just access with an account and password.

If we took a step back to see the bigger scenery, cloud computing allows users to access all the information stored in a third-party data center. This is achieved using minimal resources and minimal supervision.

Which are Cloud Storage Risks?

Data providers offers different services depending clients and requirements, usually companies as banks or government intuitions secure data with a special cloud storage. But not all providers offer a secure services, depending data you can access to private, public, hybrid or mobile data storage.

Depending of cloud provider risks can increase, but depends about data importance can make the difference between you decide a specialized cloud storage or a simply a google drive.

Open Cloud

With open cloud, you won’t need to concern about maintenance or data security, since all the data is externalized and public. Public clouds are easier to access and maintain than private clouds depending of providers can share data as a open source.

Private Cloud

Private clouds are tailored to accommodate and handle data requests from small home-based companies or larger companies. Typically, this type of cloud service is the best solution for a company that wants to migrate all data by employing the services of a third-party cloud provider

Hybrid Cloud

One of the greatest advantages of using hybrid clouds is the greater number of customization options and possibilities . You can add, delete or edit the current applications running on your cloud and inclusive add new users and admins.

If you wish to share sensitive information, you can always opt for the private cloud feature with better security. Alternately, you can migrate some of your non-sensitive data on the public side of the cloud.

What Risks are you exposed with Cloud Storage?

Share Data

Though cloud data is not shared, the facilities it is housed in are. Though with the right security measures in place this shouldn’t be prove a problem, there is a chance that having a malicious file uploaded to the same server your data is on could affect you, too.

Server Location

Which brings us to another point: since privacy laws vary wildly all across the world, it pays to make sure the country you’re storing your data in meets all your requirements. If you can also find a location that gives you a good connection speed, that is a major bonus.


Dropbox is the biggest offender, with a long history of security breaches (which is why we recommend several Dropbox alternatives in cloud storage for the security-conscious). To make sure nobody steals your data, you need a provider that offers good encryption, doesn’t log data and keeps staff well away from consumer IDs. Check out our list of most secure cloud storage services for some companies that we recommend.

Is important define a cloud provider a support team to secure data and develop features or needs of companies, always think about what is the best choice based in quality and security.

How We Hire The Right Talent

Get the right people for every start-up, every company is vital. We need people to get on track easily, communicate well and deliver.

We think that people is the heart of every product, if the developers are all-in with the product idea, they automatically will deliver better, they will start communicating in a good way, all the process will go smoothly.

That’s why we take this process seriously, and we try to find the right talent for given position. We go under the words: “Right talent, right experience and right technology”. We don’t take from granted on the “Right talent and experience“, we improve and invest in hiring process whenever needed.

We have been evolving our hire process during those years, it’s impossible to say we were doing great since the beginning. It’s simply not true. We had some bad experiences getting talent, people that just didn’t fit in company culture, or project demands. But we learned, and now It’s my job to share some of our “must” tools when do the hiring process.

Create a self-explanatory job description.

Every good process starts from a good sediments, that’s why it’s important to make the job position clear, be good with the words on what your company or product needs.

It’s important to mention not only the technologies requested, or years of experience. That doesn’t work anymore. Be clear on the challenges that position will have, what the person have to do and what will be some tasks to deliver in the near future. Make clear the expectations and what you are requesting for the person.

Talk about the team that is currently developing the product. It’s always important to people start getting close to their future teammates.

It’s important to always put the cards on the table, notice to the candidate the benefits but also the budget the project has. You don’t want to spend a whole hiring process with people that at the end will reject the offer because the payment is not enough or they don’t like the benefits.

Request cover letter.

This is getting more and more popular these days. And we take it! Why? It’s simply, the resumés doesn’t work anymore. Yes, they give us some guidance, but they are not to personal, a cover letter will demand the candidate to start writing a letter directed to the company, presenting himself and why he/she is the best fit for the project.

In 4Geeks we have teams working remotely and in the office, we go with both approaches by the way, we have to make sure people can communicate in written mode perfectly, and from our point of view, a cover letter is the way to go.

Send a real life test.

Fixed test for a given technology doesn’t work. I don’t want to test people’s ability with a basic CRUD done in RAILS. I want the person to write some real code, create a module that solves a real situation problem.

I will explain a little bit with an example: We have a product called Mall4G (It’s an e-commerce platform in LATAM) and we need to expand the team. I was looking for REACT developers, instead of sending them a test just to test their REACT abilities, I was more interesting on see the problem solving, so, the test was basically create a checkout view, with all card information and make it in single page and doing some validations.

The result, I got different solutions, for a problem, we may face in the real project.

Interview the candidate, but with the right people.

Yes, you have to interview the candidate, get a 1on1, meet the real person, live or in video call. It doesn’t really matter. The importance here is to get the right person or team to interview.

It could be their future team mates, it could be you, it could be a hiring specialist, just make sure the interviewer is the right person, He/She knows all about the project, the requirements, but more important the soft skills needed for that position.

Invite the candidate to meet the team (if possible).

I like to to this when we have the time to fill out a position. We select the best three candidates, and invite them to work for the project a week or a day (payed obviously). That way, you can reduce the chances of hiring the wrong person, you can see the candidate in action, interacting with your team and with their team mates. It just works for everybody.

It’s doesn’t happen all the time, due, candidate impediments or project urgencies. But if you have the time, it worth the wait.

Hiring the right people is a long term process, but we put our effort on improving it and make the smartest decisions for all of our clients. There are thousand of ways to do this process, we go with that one, and it have worked for us and our partners. They love their teams I can assure that.

Top 5 Tech Trends by 2020

Tech jobs landscape of 2020 will likely look largely the same as it did in 2018-2019, with roles in software development, cyber security, and data science dominating across industries.

Emerging technologies will be key catalysts for the in-demand jobs we expect to see in 2020, usually companies are searching and adapting new technologies to improve common issues including artificial intelligence, automation, virtual reality, cryptocurrency and more, offering news jobs in engineering, product, data science, marketing and sales will continue to rise in order to support the innovation happening worldwide.

Traditional companies that not used technology in processes are looking for new ways to adapt operative, financial or commercial issues with technology. Sarah Stoddard, community expert at job search site Glassdoor said. “As employers across diverse industries, from health care to finance to automotive and more, continue to implement various technologies to streamline workflows and boost business, the demand for top-notch workers who have a balance of technical and soft skills will continue to rise.”

What are the fastest growing technologies for 2020?

#1 Cibersecurity

Security is a major concern for companies and consumers alike in our connected world, usually people are connected not just with friends and family, now in this global world data and privacy are more important that in the past.

Because of this emphasis companies are hiring new specialized talent, college are offering new careers in Cybersecurity, bid data and blockchain, increasing possibilities to get a good job or start own company. Internet of Things (IoT) security will become a particular area of focus for 2020, as connected devices become staples in daily life and cybercriminals look to exploit them, this scenery can havea positive balance with emerging technologies to against cybercriminals.

#2 Internet of Things (IOT)

One of the biggest tech trends to emerge in recent years is the Internet of Things. Simply put, the Internet of Things (abbreviated IOT) is the idea that all technological devices can be connected to the internet and to each other in an attempt to create the perfect marriage between the physical and digital worlds.

How will this impact you? It depends on your industry. For example, for those who work in marketing, advertising, media or business management, IOT could provide a wealth of information on how consumers engage with products by tracking their interactions with digital devices. In turn, this data could be used to optimize marketing campaigns and user experiences.

#3 Machine Learning

A great technology advantage is emerging technologies as Machine Learning, which is essentially a computer’s ability to learn on its own by analyzing data and tracking repeating patterns. Companies are using this technology to improve automatic process and reducing effort in manual activities. Now Machine learning is applied in different industries including retail, healthcare and finances.

#4 Virtual Reality

Virtual reality has been a popular component of video games for several years and this trend is continuing to expand to other industries that need a costumer experience, people are buying a experience for get away from reality. In addition to video games, VR is likely to affect companies across the board as they adopt the technology to help them engage customers more effectively and optimize their sales and marketing efforts. It’s also a potentially useful tool for learning and is increasingly being adopted by educational organizations.

#5 Cognitive Technology

Emerging needs have to increase new challenges, people now are in a screen around 30 hours per week, traditional commerce are decreasing with the passing of year, now companies are looking for new alternative to explore digital world, e-commerce and social networks are improving ways to people buy in a easy way, not need go to a store or a restaurant to order food or something. Sensory technologies allow a digital interaction with costumer in a easy way.

With emerging technologies changing professional industries including banking, eCommerce, healthcare and education, staying up to date on the latest trends will give you a better understanding of your chosen industry and make you a more competitive candidate. Best of all, this knowledge might open up new doors within your field and others.

Stressed at work?

Take a moment to reflect on your levels of stress during the past month. What would you think if I told you right now that stress is a blessing and it is actually trying to help us?

The word stress can have plenty of different definitions, specially if we are trying to define it based on our own experience with stress. Personally I like to use Heidi Hanna’s definition due to its simplicity and applicability: “stress is what happens when demand exceeds capacity”. This definition parts from the perspective of physical energy, meaning that stress is what happens when I perceive that the amount of energy demanded from me exceeds how much energy I have or at least perceive that I have. There are five key components of this physical energy which are: nutrition, movement, rest, sleep and social support. Each of these can be a demand or capacity depending on our experience and habits in each of them. Details around each of these components exceed this blog’s purpose so I will just leave you with some food for thought:

  • How are your eating habits different when you are stressed?
  • Is your energy the same the days you do some physical activity versus the ones you don’t?
  • Have you ever been working on a task longer than three hours and have a difficult time focusing?
  • Is you day any way different when you haven’t slept enough or at least feel rested?
  • Are your confidence and mood in any way different when you feel supported by someone else?

Coming back to stress, it informs us that there is a gap between our demands and capacities, and that action needs to be taken in order to adapt to that situation. It is in this moment that each individual has the opportunity either to react or respond to that information provided, which will for sure have different consequences. Whether we respond or react is pretty much influenced by previous experiences and how one perceives the situation (stress), as a threat or challenge.  

Stress is a blessing in its acute form, it’s that type of stress that for a short period of time stimulates the secretion of adrenaline, increases heart rate, concentration, attention, short time memory and even our inmune system. For example, picture yourself standing over the railroad and suddenly hearing a strong noise that makes you realize that the train is coming towards you. The physical and physiological responses that you experiment in that moment are a result of an acute stress that is trying to inform you that you should move to a safer zone in order to survive. 

These physiological reactions will probably disappear in a short period of time, nevertheless, how many times do we experiment these same sensations and aren’t in a life threatening situation, for example traffic jam? Even worse, how often have we experienced this for a long period of time, meaning days, weeks, months, even years? This is chronic stress, the type of stress that doesn’t protect nor build us up but rather tears us down.

Unfortunately nowadays we normalized chronic stress as an everyday matter, something that everyone has, and instead of doing something about it we just get used to it, we get used to being in a constant state of alert or “persecution”. The consequences of chronic stress are many and I’m pretty sure you are well aware of them, either by personal experience or you have seen them manifested in someone else, so I’m not going to put any more stress on you by mentioning them (just reflect  on that for a minute).  

When we are under chronic stress we automatically tend to be on a reactive mode all of the time, either against ourselves or others, and we don’t take time to connect with ourselves and use our curiosity to respond rather than react. You might be thinking, how can we actually do this? 

First of all, we can use the breath to connect with ourselves, which is closely related to our brain’s functioning. Think for a moment on how you breath when you just had a fight with someone or even when you are on a traffic jam, probably short, shallow or even a little bit agitated. In order for us to respond instead of react we need energy and information flowing appropriately to the brain, which we can achieve through our breathing pattern. Don’t try to force a deep breathing, since this can cause more stress, rather just focus your attention on how you are breathing, feel and observe without judgement and probably naturally it will start to calm down and smooth. 

Curiosity is key to master stress since it gives us the opportunity to step back and assess from another perspective the situation in hand. Some simple questions you can ask yourself during or even after a stressful situation are:

  • What is this trying to tell me about the situation and myself?
  • What things are under my control and what can I do about them?
  • What do I need most in this moment?
  • What resources (people, strategies) do I have that could help me?
  • What can I be grateful for in this moment? (There is always something to be grateful for)

Now, connected with ourselves and being curious we can respond (action) to stress rather than react. Taking time to apply these easy steps can make a big difference in our own relationship with stress, health, and quality of life. 

I now invite you to be curious for a moment and think of your personal relationship with stress, do you see it as a threat or rather a challenge? Do you tend to react or respond? Which are the first signs you perceive when you are stressed? Think of a stressful situation you experienced recently, what could you do different the next time? 

As with many other aspects of life, practice is key in mastering a new skill, so the more we can connect with ourselves, use curiosity to respond instead of react, the better will our relationship with stress, ourselves and others be. 

Remember, stress is giving us information to fuel a positive change in our lives, stress helps us wake up every morning to achieve our goals and dreams, it drives us to take challenges, grow, adapt, and even survive real threats. Stress shouldn’t be an unbearable load that affects our well being and interpersonal relationships neither should it be ignored, pushed away or normalized. Stress is meant to be used for good. Will stress be your best friend or your worst enemy? The choice is yours. 

Gen Z workforce in a new Era

Heralded as the most diverse, best-educated generation yet — it’s clear that the Generation Z population (those born after 90’s) is much more than simply the “little brother” as they start trickling into the workplace. By next year, Gen Z are expected to make up one-fifth of the workforce. So, it’s about time you get to know them if you haven’t already!

Sure! 2020 Millennial and Gen Z will make up 46% of workforce in US, And yes, it’s becoming increasingly important to try and keep your best performing baby boomers. But many of us, are busy looking ways to attract new talent, a new problem is coming, Gen Z and Millennial do not like same benefits and work conditions as retirement, vacations or bonus.

New generations are looking for a quality life, free time and acknowledgment as employees and part of a company. Companies are trying to improve culture fit with their employees for retain and attract talent, however this not guarantee an advantage against their competitors.

Who are Millennial and Gen Z?

Generation Z – also referred to as Digital Natives, Where the latter were born somewhere between the early 80s and the mid to late 90s, Generation Z starts around 1996 till 2012.

Don’t get it twisted, Millennials and Generation Z are not created equal. Business leaders tend to bucket these groups together since they’re so technology-driven—and while they do share some similarities—they have just as many differences. As admirable as millennials’ purpose-driven and achievement-oriented work traits can be, most of us have also experienced frustration from their constant need for feedback and guidance–and proneness to job-hopping.

How to Attract Gen Z?

Tech Natives

The fact that Gen Z does not know a world without smartphones and technology does not mean that not grow without this privileges, their parents and grandparents did not use them, today use a smartphone is really easy and is part of our lives. For Generation Z, send emails and video call or streaming are most basic way to communication and really cheap.

Companies are using apps and software to improve visualization to their target market, apps as hangout and tools and email or simply whatsapp can save money and shorting time and half in interviews and hiring process in general.

They are one with their smartphones

Use smartphones is the most common way to stay connected, we waste or use phone approximately 30 hours per week, we sleep, eats and go to bathroom with smartphone. Is a bad habit, but companies can use this dependence to interact with their clients and possible talent.

A little tips about how to hire Gen Z, nowadays hiring process are based in stories and how to tell a history, people not are interested in companies branding and how so cool are or their good marketing, people are looking experience and story to tell. For this reason Instagram users are photographers, twitter user are writers and Facebook user are famous and public figures.

A mobile recruitment strategy is a minimum you need. As they organize their entire lives with their mobile phone, Digital Natives look for jobs on their phones too. We could write an entire article about mobile recruiting, but a few elements to keep in mind are:

  • Use images and tell a history, I mentioned this before, but people are connected with emotions and descriptions, is better sell something with a images or sounds that just with words, be creative with message that you are looking for your company or is you are looking for a job, always look a company with a familiar message.
  • Include videos, people do not like to read, for this reason people watch TV and movies, use videos to attract talent in a original and funny way, companies should have a YouTube channel and interact with their audience by this platform or social media.
  • Make easy job application, companies usually use marketplaces and social media to post their job positions, but usually do not offer a effective and fast alternative to apply for job, use apps and alternative platform where your audience are.
  • Avoid a lot text, make a job description so short and clear, not skills or requirement difficult to understand, bear in mind mobile and social media format.

Health and Wellness

Millenial and Gen Z people are focus in good health and fitness, people now are interested in a good nutrition or be fit, avoid stress and anxiety are part of the big companies challenges. Generation Z are looking for key benefits as a good work environment, work assets or simply a better salary.

Sweet Independence

Usually people are thinking in a jail or a routine as synonymous of a job position, influencers and social media visualize a ideal world with lifestyle and travels. People use social media to express and show off lifestyle, for this reason freelancers and entrepreneurs are working independently.

This is a generation that is able to find a YouTube guide for virtually any kind of (tech related) issue. As such, Z candidates are much more self-sufficient than many of their predecessors; they are able to assess a situation independently and if they do need assistance they’ll find it online (via YouTube, help forums and other learning resources).

DRY using props in React

When we are learning about React and we just begin to understand its structure we can face the need to avoid the repetition of logic in the application we are creating, for that reason today we are going to know about the use of props to reuse code and implement DRY ( Don’t Repeat Yourself) in our React project.

First of all, what are the props?

The props are the way in which React can send information between its components, the props are passed from superior components called parent components to inferior components also called child components.

Some features of the props are that they are immutable, which means that the child component should not change the value of the prop since they are used as read values, using props we can pass any type of data such as strings, numbers, booleans, arrays, objects or functions.

Ok, after what we have read, it’s time to put it into practice what the theory says.

In the next example we can see the use of props to send a string  from one component to another.

class ParentComponent extends Component {
   render() {
       return (
           <ChildComponent name={"Child component"}/>

export default ParentComponent;

We can see that to send the data we call the child component and we pass the argument “name”, and to access it from our child component we only should do the following.

class ChildComponent extends Component {
 render() {
   return (

export default ChildComponent;

We only get this.props and the name of the variable we sent.

In the same way if we want to send a numerical value we do the following.

class ParentComponent extends Component {
   render() {
       return (
           <ChildComponent number={1}/>

export default ParentComponent;

And to get it.

 class ChildComponent extends Component {
 render() {
   return (

export default ChildComponent;

If we want to send another type of data such as an array.

class ParentComponent extends Component {
   render() {
       return (
           <ChildComponent array={["value 1", "value 2"]}/>

export default ParentComponent;

We get the array in the same way as the other types of data.

class ChildComponent extends Component {
 render() {
   return (

export default ChildComponent;

If we want to go through it, we can do it in the following way, the result is that it will show each value within the array.

class ChildComponent extends Component {
 render() {
   return (
       { => (

export default ChildComponent;

In the next example we are going to send an object.

class ParentComponent extends Component {
   render() {
       return (
           <ChildComponent object={{name: 'My object'}}/>

export default ParentComponent;

In order to show the information we access the object that we sent and then to the property,  you can choose the names of the props as you like.

class ChildComponent extends Component {
 render() {
   return (

export default ChildComponent;

Now something that we may be very interested in, is in sending a function, in order to not repeat  code and make DRY.

 class ParentComponent extends Component {
       this.sum = this.sum.bind(this)

   sum(a,b) {
       console.log(a + b)

   render() {
       return (
           <ChildComponent function_sum={this.sum}/>

export default ParentComponent;

In the example we can see how to send a function to our child component, for example, the function is sent with the name of function_sum but we can use the name we want, we must declare the function in the constructor of our parent component otherwise we could obtain errors when we try to access it.

In our child component we access to the function in the next way:

class ChildComponent extends Component {
 render() {
   return (
           <p>Press the button to sum a + b</p>
           <button onClick={() => this.props.function_sum(1,2)}>Sum</button>

export default ChildComponent;

By pressing the “sum” button we can see in the console the sum of 1 + 2, executing the function found in our parent component.

Using all these methods that we saw, we can reuse code of our application, for example passing functions and not create them in one component and repeat it in others, to achieve DRY in react using props.

AI for Hiring Talent

AI for recruiting talent can improve time and efforts of recruiters, this emerging technology now is adapting so fast and can reduce or eliminate time consuming activities as screening of resumes and interviews. Screening process nowadays represent >50% of time wasting in verify resumes and validate skills.

Big Challenge is validate talent efficiently and faster, change the way to hiring talent and automatize job profiles can be benefit of AI. Team leader are interested in change traditional ways to hire talent. Numerous of big companies are recruiting based in cloud database and company records to check last performance, work behavior and skills.

How to improve screening process?

Manually screening still wasting time resources, especially when 70-80% of received resumes not are qualified, job requirements not are clear or simply people apply to job positions just to have a chance. Recruiting process and shortlisting of candidates can estimate more of 24 hours per candidate, it’s a lot time wasting in a candidate.

AI represent a big help to solve repetitive tasks and can identify behaviors, habits, skills of candidates, an advantage of this technology and how can adapt and interpret human features so easy, AI applied in HR can define work conditions metrics and filter resumes by gender, education, work experience,etc.

Interviews can be a bonus with AI, implementing streaming interviews and video record we can analyze human behaviors, emotions, personality and other important characteristics depending of job requirements. Speeding up these parts of recruiting through automation reduces time-to-hire, which means you’ll be less likely to lose the best talent to faster moving competitors.

Recruiting quality depends more of KPI’s that fast method, just measure a performance and reduce inability database loop, storage data is not enough just using efficiently data and improve profiles and candidates information. As data HR now is easy to collect, analyze and standard matching between candidates and job skills as experience, skills and knowledge.

AI Benefits

AI for recruiter promises reduce candidates information that can discriminate for gender, sexual orientation, age,etc. Access of database can improve a real job selection excluding personal beliefs because in a lot of occasions can affect hiring process.

Fast and qualified talent, is the principal promises of AI is reduce time invested to get talent, and validate candidate phase and select a candidate based in filter and profile validations. Fast talent acquisition is an advantage with AI because guarantee automation of process.

Storage data is another benefit of AI because eliminate papers and use cloud to select candidates information, using task and labels to identify and separate candidates depending job descriptions and skills.


Chatbots are currently used by companies to make easy communication between candidates and companies, now chatbots are testing in real time question to validate candidate and providing feedback.

Interaction with candidates can be improved with bots because companies can to collect information efficiently and creating community with interaction, optimize data with chatbots using another tools in cloud to analyze this information.

Predictive Analytics

Data can improve results with big data and compare with past outcomes and predict such as job performance and application engagement,using data efficiently we can better predict future outcomes, Define skills, attributes and patterns we can predict models and work behaviors.

Use data correctly can improve productivity, applying big data and AI recruiters can manage candidates skills, interviews, job ads and inclusive work performance through performance record.

Reducing Hiring Bias

Data collected and analyzed by AI help to solve KPI’s metrics and eliminate some of the most problematic human flaws in the hiring process. Reducing hiring bias is a big challenge for companies, Implicit or explicit method used today are old just eliminating common problems as collect, analyze and selection of data we can improve results elimination bias and personal stereotypes that can discriminate qualified talent.

How AI help for hiring talent?

Candidate Classification targeting

Many companies do not have a pattern to pot job ads, not describe enough jobs requirements, probably your jobs ads are reading for wrong crowd. AI improve this process with customization profiles and description, Facebook and LinkedIn are using marching learning and AI to have access to targeted audience. Look for software platform that feature artificial language processing and job taxonomies that can convert your entire job description text into a data model that can be used to target your ad the right candidates on a specific time and site.

Applicant Resources

AI can create followers community, technologies can identify hobbies, skills, labels and others important information of each candidate. Knowing personal information and collecting in database the companies have an interaction with possible applicants. Providing good content and interest topics we have possibility to improve relationships and create a company branding

Efficient Reports

Solutions that offer real-time reporting and predictive insights will fix your data woes and help you measure effectiveness from beginning to end. AI solutions offer a new level of data transparency that allows easily measure ROI across all of your recruitment spend, set better expectations internally, and even improve how and when you allocate your sourcing resources to fill your open positions fast.

Chaotic Communication

AI can improve interaction between recruiters and candidates, chatbots and another software tools and CRM have benefits to accelerate hiring rates, use them to improve communication and have a relationship with clients and your most important human resources. Look for a way to automatize with easy ways as email marketing, chatbots, interviews streaming,etc.

AI is an excellent tool for recruiter to get great talent in a halftime that conventional strategies, automatize process and improve your hiring activities.

If you want to more information about how use AI and another technologies in hiring process, please check

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