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• 2013 Predictions for Retail

  - by David Dorf

  Its that time of year to roll out the predictions for next year.  I can't say I've really nailed it in the past, but feel free to look back at my 2012, 2011, and 2010 predictions.  I'm not expecting anything earth-shattering this year; just continued maturation of several technologies that are finally taking hold. 1. Next day delivery -- Amazon finally decided it wasn't worth fighting state taxes and instead decided to place distribution centers everywhere so they can potentially offer next-day deliveries.  Not to be outdone, Walmart is looking to leverage its huge physical presence to offer the same.  Clubs like ShopRunner are pushing delivery barriers as well, so the norm is shifting to free shipping in a few days or relatively cheap shipping overnight.  Retailers need be thinking about how to ship from physical stores. 2. Bring your own device -- Earlier this year Intuit bought AisleBuyer, a mobile self-checkout start-up, at least somewhat validating the BYOD approach.  Grocery stores, especially in Europe, have been supporting in-aisle self-scanning for a while and I'm betting it will find a home in certain verticals in the US too.  There's also the BYOD concept for employees.  Some retailers are considering issuing mobile devices at hiring along side the shirt and name-tag.  Employees become responsible for the hardware until they leave. 3. TV shopping -- Will Apple finally release a TV product in 2013?  Who knows?  But the industry isn't standing still. Companies like QVC and HSN are already successfully combining the TV and online experiences for shopping.  Comcast is partnering with Tivo to allow viewers to interact with ads with Paypal handing payment.  This will be a slow maturation, but expect TVs to get smarter and eventually become a new selling channel (pun intended) for retailers. 4. Privacy backlash -- It only takes one big incident to stir the public, and I'm betting we have one in 2013.  Facebook, Google, or Apple will test the boundaries of what the public is willing to accept.  It could involve a retailer using geo-location technology, or possibly video analytics.  And as is always the case, the offender will apologize, temporarily remove the technology, and wait 2-3 years for it to be generally accepted.  Privacy is a moving target. 5. More NFC -- I've come to the conclusion that adoption of any banking technology is going to be slow.  It was slow for credit cards, ATMs, and online billpay so why should it be any different for NFC?  Maybe, just maybe the iPhone 5S will have an NFC chip, but we're not going to see mainstream uptake for years.  Next year we'll continue to see incremental improvements from Isis, Google, and Paypal and a plethora of new startups, but don't toss your magstripe cards just yet. 6. In-store location -- The technologies for tracking people inside stores is really improving.  Retailers can track people using video cameras, infrared, and by the WiFi radios in mobile phones.  We're getting closer to the point where accuracy could be a shelf-facing, which will help retailers understand how people shop, where they spend time, and what displays attract them.  Expect CPG companies to get involved and partner with retailers, since the data benefits both parties.  Consumers will benefit by being directed right to the products they seek.  (In 2013 ARTS is forming a workteam to develop new standards in this area.) 7. M&A -- Looking back at 2012 there were some really big deals involving IBM, Oracle, JDA, and NCR and I expect that trend will likely continue as vendors add assets to bolster their portfolios.  Many retailers are due for an IT transformation to support anywhere, anytime shoppers, and one-stop-vendors can minimize complexity and costs. Predictions from other sources: Independent Retailer Stores Magazine IDC Insights Mobile Commerce Daily

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• Two Candidates + One Job = Two Different Outcomes

  - by david.talamelli

  Recruiters have always headhunted (sidenote: I do not like this word, in general I think the type of people who use the phrase “headhunting” are the ones who are trying to sound more important than what they likely are). Any serious Recruiter engages in direct recruiting activity, it is part and parcel of the business it is not something unique. With the uptake in Social Media the past 4-5 years, we have seen an increase in the number of Recruiters proactively reaching out to people about job opportunities. We have also seen this activity increase across all levels of hire, from help desk roles to C-Level Executives. While getting approached about a role can be a nice boost to a person’s ego, do not let it give you an inflated sense of entitlement. It is The way that people handle themselves during these calls and subsequent interviews will have a large impact on their potential to land that job. Last week I spoke to two very different candidates, both about the same position and both with very different outcomes. On paper, Candidate #1 looked fantastic; they ticked many of the boxes that we were looking for. The person is working at global IT company and working in a similar role as the one we were hiring for but not in as senior as the role we had. This role would have been the perfect step to getting involved in more complex work for the person. Candidate #2 had less polished IT experience, ticked some of the boxes we were looking for and on paper in comparison to Candidate #1 was not as close a fit as Candidate #1 was. It seemed like I was comparing apples and oranges. After speaking to both candidates it turns out I was comparing apples and oranges except the person better suited for our role was not the one I was expecting it would be. The first candidate on paper looked great – they had the experience we were looking for and appeared to be just right for the role, but after talking to them, they gave me the impression that they thought the world owed them. The impression I was left with was that they did not equate success with hard work, they seemed more interested in “what is in it for me”. Rather than having a proper conversation with me, I was often cut off and asked to hurry it up when explaining our business, what we are doing, etc... . This person seemed more interested in the job title and money than how rather than think about ways to make the role successful. Candidate #2 who had limited experience, made up for any perceived lack of experience and them some with a demonstrated motivation to succeed and do the things needed to make that happen. Candidate #2 made a great first impression, they did not seem afraid of hard work and demonstrated a “team player” attitude. In talking to them they kept me engaged, listened and asked thoughtful questions that made me think this is the type of person who creates their own luck and who would thrive in a place like Oracle. Skills, capabilities, experience and a good resume can certainly get your foot in the door, but the wrong attitude or approach to work can close those opportunities just as easily. On the other hand, hard work, effort and a genuine work ethic may help open those doors that would otherwise closed for you. A resume with all the credentials gets you in the front door but that is just the beginning of the process. It is not how we start the race that is important, it’s how things end that matter most.

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• Oracle at HR Tech: What a Difference a Year Makes

  - by Natalia Rachelson

  Last week, I had the privilege of attending the famous HR Technology Conference (HR Tech) in my new hometown of Chicago. This annual event, which draws the who of who in the world of HR technology, was by far the biggest.  It wasn't just the highest level of attendance that was mind blowing, but also the amazing quality of attendees. Kudos go to the organizers, especially Bill Kutik for pulling together such a phenomenal conference. Conference highlights included Naomi Bloom's (http://infullbloom.us) Masters Panel and Mark Hurd's General Session on the last day of the conference. Naomi managed to do the seemingly impossible -- get all of the industry heavyweights and fierce competitors to travel to Chicago for her panel. Here are the executives she hosted: Our own Steve Miranda Sanjay Poonen, President Global Solutions, SAP Stan Swete, CTO, Workday Mike Capone, VP for Product Development and CIO, ADP John Wookey, EVP, Social Applications, Salesforce.com Adam Rogers, CTO, Ultimate Software       I bet you think "WOW" when you look at these names. Just this panel by itself would have been enough of a draw for any tech conference, so Naomi and Bill really scored. TechTarget published a great review of the conference here.  And here are a few highlights from Steve. "Steve Miranda, EVP Apps Dev Oracle, said delivering software in the cloud helps vendors shape their products to customer needs more efficiently. "As vendors, we're able to improve the software faster," he said. "We can see in real time what customers are using and not using." Miranda underscored Oracle's commitment to socializing its HCM platform,and named recruiting as an area where social has had a significant impact. "We want to make social a part of the fabric, not a separate piece," he said. "Already, if you're doing recruiting without social, it probably doesn't make any sense."" Having Mark Hurd at the conference was another real treat and everyone took notice.  The Business of HR publication covered Mark's participation at HR Tech and the full article is available here. Here is what Business of HR had to say: "In truth, the story of Oracle today is a story similar to many of the current and potential customers they faced at the conference this week. Their business is changing and growing. They've dealt with acquisitions of their own and their competitors continue to nip at their heels. They are dealing with growth (and yes, they are hiring in case you're interested). They have concerns about talent as well. If Oracle feels as strongly about their products as they seem to be, they will be getting their co-president in front of a lot more groups of current and potential customers like they did at the HR Technology Conference this year. And here's hoping this is one executive who won't stop talking about the importance of talent just because he isn't at the HR tech conference anymore." Natalia RachelsonSenior Director, Oracle Applications

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• your AdSense account poses a risk of generating invalid activity

  - by Karington

  i received a mail from the adsense team saying: I am not an adsense expert, im actually quite new to it. I spent a lot of time on my site http://www.media1.rs, its a news aggregator with tons of options. In the meantime i discovered the double click service that had a good option to turn on google ads when you don't have any other running so i joined up for google adsense with my company account. Everything went smooth until one day (21.Jul.2011) i got an email... Hello, After reviewing our records, we've determined that your AdSense account poses a risk of generating invalid activity. Because we have a responsibility to protect our AdWords advertisers from inflated costs due to invalid activity, we've found it necessary to disable your AdSense account. Your outstanding balance and Google's share of the revenue will both be fully refunded back to the affected advertisers. Please understand that we need to take such steps to maintain the effectiveness of Google's advertising system, particularly the advertiser-publisher relationship. We understand the inconvenience that this may cause you, and we thank you in advance for your understanding and cooperation. If you have any questions or concerns about the actions we've taken, how you can appeal this decision, or invalid activity in general, you can find more information by visiting http://www.google.com/adsense/support/bin/answer.py?answer=57153. Sincerely, The Google AdSense Team At first i didn't have any idea why... but then it came to me that it was maybe the auto refresh script we had because we publish news very very often and it would be useful for visitors... but i removed it immediately after i got the mail... Then i thought it might be my friends clicking thinking that that will help me (i didn't tell them to do it and don't know if they did) or something like that but than it couldn't be that because everyone can organize 10 people and get anyone who is a start-up banned? right? Anyway i filled out the form that was on the answers page with the previously removed script and got this from them: Hello, Thank you for your appeal. We appreciate the additional information you've provided, as well as your continued interest in the AdSense program. However, after thoroughly re-reviewing your account data and taking your feedback into consideration, our specialists have confirmed that we're unable to reinstate your AdSense account. As a reminder, if you have any questions or concerns about your account, the actions we've taken, or invalid activity in general, you can find more information by visiting http://www.google.com/adsense/support/bin/answer.py?answer=57153. I do understand them that they have to keep things secret in a way but i don't know what I'm supposed to do now? Is there a check list that i can go through and re-apply? Where do i re-apply on the same form? Please help as we are a small company and cant really have a budget for hiring a specialist + don't know any also... p.s. the current ads on the site are my own through doubleclick... Thanks in advance! Best, Karington

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• Social HCM: Is Your Team Listening?

  - by Mike Stiles

  Does integrating Social HCM into your enterprise make sense? Consider Sam and Christina. Sam is a new hire at a big company. On the job 3 weeks, a question has come up on how to properly file an expense report to get reimbursed. It was covered in the onboarding session, but shockingly enough, Sam didn’t memorize or write down every word of the session. The answer is probably in a handout, in a stack of handouts 2 inches thick. It also might be on the employee web site…somewhere. Christina is a new hire at a different big company. She has the same question. She logs into her company’s social network, goes to the “new hires” group, asks her question and gets an answer in seconds. Christina says, “Cool!” Sam says, “Grrrr.” It’s safe to say the qualified talent your company wants is accustomed to using social platforms to communicate and get quick answers. As such, Christina is comfortable at her new company, whereas Sam is wondering what he’s gotten himself into. Companies that cling to talent communication and management systems that don’t speak to talent’s needs or expectations put themselves at risk. Right from the recruiting stage, prospects can determine if a company has embraced the communications tools of the 21st century. If they don’t see it, alarm bells go off. With great talent more in demand than ever, enterprises should reconsider making “this is the way we do it, you adapt to us” their mantra. Other blogs have clearly outlined that apart from meeting top recruits’ expectations, Social HCM benefits the organization itself in terms of efficiency, talent performance & measurement. Recruiting: Jobvite shows 64% of companies hired using social. 89% of job seekers are using social in their search. Social can give employers access to relevant communities of prospects and advance the brand. Nucleus Research found general hiring software can provide over 1,000% ROI by reducing churn and improving screening. Social talent acquisition should perform at least as well. Learning & Development:Employees, learning from the company or from peers, can be kept on top of the latest needed skillsets and engage in self-paced training so as to advance within the company. Performance Management:Just as gamers are egged on by levels and achievements, talent can reach for workplace kudos, be they shout-outs from peers & managers or formally established milestones. Plus employee reviews become consistent and fair as managers have access to the cumulative feedback social offers. Workflow and Collaboration:With workforces dispersing in terms of physical location, social provides a platform that helps eliminate drawbacks that would have brought just 10 years ago. Finding and connecting with just the right colleague to get the most relevant info at any given time has never been more possible…or expected. While yes, marketing has taken the social lead inside the enterprise, HCM (with the word “human” right there in its name) is the obvious locale for the next big integration of social in business. The technology is there. At Oracle, Fusion HCM apps are deeply embedded with Social HCM…just one example of systems taking social across the enterprise. Christina’s company is communicating with her in ways she’s used to. Sam’s company may as well be trying to talk to him using signal flags. @mikestilesPhoto via stock.xchng

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• Move on and look elsewhere, or confront the boss?

  - by Meister

  Background: I have my Associates in Applied Science (Comp/Info Tech) with a strong focus in programming, and I'm taking University classes to get my Bachelors. I was recently hired at a local company to be a Software Engineer I on a team of about 8, and I've been told they're looking to hire more. This is my first job, and I was offered what I feel to be an extremely generous starting salary ($30/hr essentially + benefits and yearly bonus). What got me hired was my passion for programming and a strong set of personal projects. Problem: I had no prior experience when I interviewed, so I didn't know exactly what to ask them about the company when I was hired. I've spotted a number of warning signs and annoyances since then, such as: Four developers when I started, with everyone talking about "Ben" or "Ryan" leaving. One engineer hired thirty days before me, one hired two weeks after me. Most of the department has been hiring a large number of people since I started. Extremely limited internet access. I understand the idea from an IT point of view, but not only is Facebook blocked, but so it Youtube, Twitter, and Pandora. I've also figured out that they block all access to non-DNS websites (http://xxx.xxx.xxx.xxx/) and strangely enough Miranda-IM. Low cubicles. Which is fine because I like my immediate coworkers, but they put the developers with the customer service, customer training, and QA department in a huge open room. Noise, noise, noise, and people stop to chitchat all day long. Headphones only go so far. Several emails have been sent out by my boss since I started telling us programmers to not talk about non-work-related-things like Video Games at our cubicles, despite us only spending maybe five minutes every few hours doing so. Further digging tells me that this is because someone keeps complaining that the programmers are "slacking off". People are looking over my shoulder all day. I was in the Freenode webchat to get help with a programming issue, and within minutes I had an email from my boss (to all the developers) telling us that we should NOT be connected to any outside chat servers at work. Version control system from 2005 that we must access with IE and keep the Java 1.4 JRE installed to be able to use. I accidentally updated to Java 6 one day and spent the next two days fighting with my PC to undo this "problem". No source control, no comments on anything, no standards, no code review, no unit testing, no common sense. I literally found a problem in how they handle string resource translations that stems from the simple fact that they don't trim excess white spaces, leading to developers doing: getResource("Date: ") instead of: getResource("Date") + ": ", and I was told to just add the excess white spaces back to the database instead of dealing with the issue directly. Some of these things I'd like to try to understand, but I like having IRC open to talk in a few different rooms during the day and keep in touch with friends/family over IM. They don't break my concentration (not NEARLY as much as the lady from QA stopping by to talk about her son), but because people are looking over my shoulder all day as they walk by they complain when they see something that's not "programmer-looking work". I've been told by my boss and QA that I do good, fast work. I should be judged on my work output and quality, not what I have up on my screen for the five seconds you're walking by So, my question is, even though I'm just barely at my 90 days: How do you decide to move on from a job and looking elsewhere, or when you should start working with your boss to resolve these issues? Is it even possible to get the boss to work with me in many of these things? This is the only place I heard back from even though I sent out several resume's a day for several months, and this place does pay well for putting up with their many flaws, but I'm just starting to get so miserable working here already. Should I just put up with it?

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• BEHIND THE SCENES AT A FLASH-MOB...

  - by OliviaOC

  Today, we interviewed Aarti, who recently organised a flash-mob for Oracle Campus, which you can see on our facebook page Hi Aarti, perhaps you could give us a quick introduction of yourself, and what you do at Oracle? I’ve been with Campus Recruitment for just over a year. I’ve been with Oracle for three years. I was keen to get into the campus role after having watched other colleagues working in campus and when the opportunity arrived I jumped at it. The journey has been fantastic thus far. I’m responsible for the GBU hiring at Oracle. Why did you record the flash-mob video - what were your goals? Flash-mobs were one thing that took off really big in India after the first one in Mumbai. It’s the hot thing in the student community at the moment. A better way to reach out and connect with students. I think that it is also a good way to demonstrate our openness and culture at Oracle – demonstrate that we are very flexible and that we have a cool culture. I knew the video could be shared on our social media pages and reach out to a wider student community What was the preparation and rehearsal for the video like? When I decided to do the video, I had to decide who I would like to do the flash-mob. The new campus hires to Oracle would be ideal for this. We were 2 teams at 2 different locations and Each team took 2-3 songs and choreographed it themselves. Every day at 5pm, each team would meet up and every other weekend the whole group met. Practicing went on for about a month like this. How was the video received by participants and by students on the University campus? The event was well received. We did it during the lunch break at the University so that there was a large presence of students around while the flash mob took place. We set up about an hour beforehand to get everything ready. The break-bell sounded and the students came out, that’s when the flash-mob started. The students were pleasantly surprised that a company was doing this. They also recognised some of the participants involved as former graduates. Since the flash-mob and the video of it that you recorded, have you had much response due to it? We have, especially in the past two weeks. We went back to the college to make some hires. The flash-mob was still fresh in their minds and they knew well who Oracle was as a result. Would you like to repeat this kind of creative initiative again with the recruitment team? Yes, absolutely! I’m over the moon with the flash-mob. My mind is working overtime now with ideas about the next things to do!

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• Advice for last year college graduates

  - by Tomh

  Hey guys, I know there are many "advice" questions around this site. But I wanted to to narrow mine down to last year college students, in my case my last year as Master student in computer science. So far is a list of things I've done during my time in college (which I can recommend others to do aswell): Code a lot I've written several hobby projects, had part time jobs, entered the Imagine cup from Microsoft, took programming extensive courses and did freelance gigs. Read a lot I've bought most top books from the recommended book topics here, to be honest I have not read them all. learn different languages I've tried several languages including Haskell, Java, Python, Ruby, Lisp, Prolog, C#, PHP, JS, AS3 and possibly some more I forgot. Tried to start a blog Joel recommends to learn how to write, I tried starting a couple of blogs to improve upon this, I gave up on all instances after writing about three posts. It was just not my thing... Have a portfolio of launched projects/programs I'm busy with this, have a couple of finished, working projects I worked on to show to people. So this is my last year. Is there anything else you can recommend a last year college student to do before hitting the job market? Personally I'm tempted to spend my time on the following: Practice algorithm design Learn and memorize the usage of the low level API's of your favorite language Polish your portfolio Why? Because those first two will make sure you pass the majority of the interviews, here in Holland (I could be wrong). I rather not spend my time on those first two points, but I have to be realistic and thats just my experience on what kind of questions you'll get when you apply. The third point is my hope that I won't have to answer questions about the amount of standard types in c# for example if they can see I get projects done and launched. But I'm still graduating, so I don't know anything :), and many of you might be hiring grads on a recent base and could tell me and other interested people what you wish that the recent grads you interviewed would have done before they applied.

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• Contact-to-hire from the perspective of the headhunter agency?

  - by jamieb

  I operate a small IT consulting firm. One of my clients has expressed an interest in having an ASP.Net programmer on-site at their location for a six-month contract, with an option to hire. I've never really operated my company as a body shop (renting out talent for the long term) and an unfamiliar with how to price my quote. Assume I were to bring on a new developer as a 1099'ed contractor and then contract that person out to my client for the duration of the project. If I'm billing my client $X per hour for this developer's time, what should I be compensating this developer? $X/2 per hour? What's the typical ratio? If the client decides to hire this person at the end of the contract, what should I be compensated? Is it a flat finders fee, or maybe a function of the developer's annual salary? Would there be any advantage to actually hiring the person as a 1040'd employee rather than a 1099 contractor even if I can't offer him benefits? I know other body shops (like Robert Half) do this and never understood why.

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• jvm version for Websphere 6.1.0.23on Solaris

  - by dr jerry

  Hi I'm at big financial institute and we've an application running on Websphere 6.1. on Solaris. Due to MQ Connectivity we had to install fixpack 6.1.0.23. Unfortunately this broke an ejb (1.1) which is still there as legacy (Test missed it). [3/23/10 11:33:18:703 CET] 00000055 EJBContainerI E WSVR0068E: Attempt to start EnterpriseBean EventRisk_1.0.0#EventRiskEJB.jar#PolicyDataManager failed with exception: java.lang.NoSuchMethodError: com.ibm.ejs.csi.ResRefListImpl.(Lorg/eclipse/jst/j2ee/ejb/EnterpriseBean;Lcom/ibm/ejs/models/base/bindings/ejbbnd/EnterpriseBeanBinding;Lcom/ibm/ejs/models/base/extensions/ejbext/EnterpriseBeanExtension;)V at com.ibm.ws.metadata.ejb.EJBMDOrchestrator.finishBMDInit(EJBMDOrchestrator.java:1364) at com.ibm.ws.runtime.component.EJBContainerImpl.finishDeferredBeanMetaData(EJBContainerImpl.java:4829) at com.ibm.ws.runtime.component.EJBContainerImpl$3.run(EJBContainerImpl.java:4631) at java.security.AccessController.doPrivileged(Native Method) at com.ibm.ws.security.util.AccessController.doPrivileged(AccessController.java:125) at com.ibm.ws.runtime.component.EJBContainerImpl.initializeDeferredEJB(EJBContainerImpl.java:4627) at com.ibm.ejs.container.HomeOfHomes.getHome(HomeOfHomes.java:390) at com.ibm.ejs.container.HomeOfHomes.internalCreateWrapper(HomeOfHomes.java:938) at com.ibm.ejs.container.EJSContainer.createWrapper(EJSContainer.java:4783) at com.ibm.ejs.container.WrapperManager.faultOnKey(WrapperManager.java:545) at com.ibm.ejs.util.cache.Cache.findAndFault(Cache.java:498) at com.ibm.ejs.container.WrapperManager.keyToObject(WrapperManager.java:489) We cannot reproduce the issue on our desktop boxes (it all works fine there) and we do not have direct access to our the Solaris machines (dependent on the deployment department) we do suspect a discrepancy on the jvm but we're not sure. My question is two fold: can you confirm IBM's statement that fixpack 6.1.0.23 for solaris indeed runs on jvm 1.5.0_17b04 our installation tells us ./java -version java version "1.5.0_13" But deploy department is not eager to investigate. Do you see some other solution, apart from hiring big blue's con$ultancy? kind regards, Jeroen.

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• Should programmers do Pro Bono work? where are the code public defenders?

  - by Tj Kellie

  How many projects are people doing based on the Bro Bono publico ideals versus working for the highest wage or potential for a cash-in-buy-out payday? For years lawyers have been called out for excessive gathering of wealth from high bill rates and huge settlement deals, hiring out their knowledge and skills to the highest bidders. People call for them to do more for free, use the laws and their time to defend or further some cause thats in the public's best interest. Is professional software development that different? So many bright people and so much knowledge of complex systems. Do you think that there is enough of a "Pro Bono" movement to solve the social and public problems in the industry right now? If so what are the examples to point to? OLPC? NOTE: Saying that open source software is the same as pro bono misses the point completely. I was looking for specific projects with a social context, not just group-sourcing for free software. Just because your not making anyone pay for your software does not mean its doing anyone any good. I'm not calling out manual enforcement of pro bono work for programmers, really just want some objective opinions and concrete examples of social-minded software/tech development projects like the One Laptop Per Child project. I'm sure open source would be a natural tie-in for some.

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• Version control for PHP Developement

  - by Vinod Mohan

  Hello, I have been hearing a lot about the advantages of using a version control system and would like to try one. I was doing freelance web development in PHP for the past 2 years, two months back I hired two more programmer to help me. I will be hiring one more person soon. We maintain 4 websites, all of which are my own, which are continuously being edited by one of us. I learned PHP by myself and have never worked in any other firms. Hence I am new to version control, unit testing and all. Currently, we have development servers on our workstations. When we edit a particular section of a site, we download the code for that particular section (say /news/ or /movies/ or /wallpapers/ ) from the production server to the dev server, makes the changes locally and uploads to the production server (no code review / testing). Because of this, our dev server is always out of date from our prod server. Occasionally, this also create problem when one of us forgets to download the latest copy from prod and overwrites the last change. I know this is very very foolish, but currently our prod server is the only copy that has all the updates and latest changes. Can anyone please suggest which is the best version control system for me? I am more interested in distributed version control, since we don't have a central backup for all our code. I read about Mercurial and Git and found that Mercurial is used in several large open source projects by Mozilla, Sun, Symbian etc. So which one do you think is better for me? Not only version control, if there are any other package that I can use to make my current setup better, please mention that too :) Thanks and Regards, Vinod Mohan

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• How to make a good programming interview?

  - by luckyluke

  I am doing interviews with from time to time to recruit some not bad people. And I really think I AM NOT doing to correct Job. I work in a company when We have to do a lot o DB programming, .NET programming, Java programming, so we need people who are open minded and not focused on a particular tech. Afterall language is a notation, You have to understand what is going under the hood. I ask people about their project, ask them some coding questions (believe me a SQL question involving a CROSS JOIN is hard), let them write some code, ask them about oo design, ask them how they update their knowledge, and stay up to date, do they have FUN when they code (at least sometimes). Hell I even give them a coding solution for home (3 hours max) to see how they think and code. And yet my hit rate at hiring junior member (those who live over the initial 3 months) is just about 33%. So my question, how do YOU make the good interviews, because I think my hit rate is to low? Do you have any best-practices(should be at least 60-70%)? p.s. And i noticed that: the best programmers are lazy, but motivated, just being lazy is not enough:) But people who write the best code are attentive to details:)

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• Programming test for ASP.NET C# developer job - Opinions please!

  - by Indy

  Hi all, We are hiring a .NET C# developer and I have developed a technical test for the candidates to complete. They have an hour and it has two parts, some knowledge based questions covering asp.net, C# and SQL and a small practical test. I'd appreciate feedback on the test, is it sufficient to test the programmers ability? What would you change if anything? Part One. What the are events fired as part of the ASP.NET Page lifecycle. What interesting things can you do at each? How does ViewState work and why is it either useful or bad? What is a common way to create web services in ASP.NET 2.0? What is the GAC? What is boxing? What is a delegate? The C# keyword .int. maps to which .NET type? Explain the difference between a Stored Procedure and a Trigger? What is an OUTER Join? What is @@IDENTITY? Part Two: You are provided with the Northwind Database and the attached DB relationship diagram. Please create a page which provides users with the following functionality. You don’t need to be too concerned with the presentation detail of the page. Select a customer from a list, and see all the orders placed by that customer. For the same customer, find all their orders which are Beverages and the quantity is more than 5. I was aware of setting the right balance of difficulty on this as there is an hour's test. I was able to complete the practical test in under 30 mins using SQLDatasource and the query designer in visual studio and the test questions, I am looking to see how they approach it logically and whether they use the tools available. Many thanks!

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• Loop over Json using Jquery

  - by mayanna

  Below is my Json Data received from Ajax response. { "error": { "errorCode": "0001", "errorText": "SUCCESS" }, "responselist": [ { "count": 2, "event": [ { "startDate": null, "eventId": 1234, "eventName": "Interview", "modifiedUser": "User", "eventTypeCode": "1", "eventVenue": null, "eventSpecialInst": "isnsdf", "eventStatusCode": "OP", "eventLangCode": "Eng", "eventDesc": "sdfsadfsd", "fromEmailId": "[email protected]", "rsvpDeadline": 5, "canceledInd": "yes", "canceldEmailText": "sdfasdfasdfasfasdfasdfasdf", "daysToWaitlistLastCall": 5, "daysToReminderAdmin": 6, "daysToReminderEvent": 3, "daysToReminderInvitation": 2, "endDate": null, "venueAddrLine1": null, "venueAddrLine2": null, "venueAddrLine3": null, "cityCode": null, "stateCode": null, "appId": null, "modifiedDate": "2010-12-16", "countryCode": null, "zipCode": null, "user_id": null, "updateFlag": "R" }, { "startDate": null, "eventId": 4321, "eventName": "Seasonal Hiring", "modifiedUser": "User", "eventTypeCode": "1", "eventVenue": null, "eventSpecialInst": "isnsdf", "eventStatusCode": "OP", "eventLangCode": "Eng", "eventDesc": "sdfsadfsd", "fromEmailId": "[email protected]", "rsvpDeadline": 5, "canceledInd": "yes", "canceldEmailText": "sdfasdfasdfasfasdfasdfasdf", "daysToWaitlistLastCall": 5, "daysToReminderAdmin": 6, "daysToReminderEvent": 3, "daysToReminderInvitation": 2, "endDate": null, "venueAddrLine1": "KFC", "venueAddrLine2": "The Forum", "venueAddrLine3": "Koramangala", "cityCode": "Bangalore", "stateCode": "Karnataka", "appId": null, "modifiedDate": "2010-12-16", "countryCode": "India", "zipCode": "560040", "user_id": null, "updateFlag": "R" } ] } ] } Using below code to extract information inside event object. But I am not able to do it. Need guidance. $.ajax({ url:"<%=request.getContextPath()%>/service/showInvitedEvents/21", dataType:"json", success: function(jsonData) { alert("Inside response success"); $.each(jsonData.responselist.event,function(i,item) $.each(Employees,function(i,item) { alert('Iteration is' + i); var teventName = item.eventName; var teventVenue = item.eventVenue; var tstartDate = item.startDate; var tendDate = item.endDate; var tstarend = tstartDate +" - "+ tendDate ; $("#eventTable tbody").append("<tr><td><a id="+teventName+i+" href=<%=request.getContextPath()%>/service/session/1234>"+teventName+"</a></td><td>"+teventVenue+"</td><td>"+tstarend+"</td></tr>"); });

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• How does someone without a CS degree get an interview in a sluggish economy?

  - by Anon

  I've been programming off and on since 4th grade (for about 20 years). Technology is one of my passions but after working in the field for a couple years out of High School, I spent nine months and $15,000 getting an accredited certificate in music performance instead of CS. I've been doing lots of self study but I think a CS degree is overkill for most line of business applications. Even so, HR departments can't be expected to know that... How does one get their foot in the proverbial door without a degree, especially in a smaller "fly-over country" market? ...or... Where can I get the cheapest/easiest degree that will pass muster (including testing out of as much as possible)? Don't get me wrong, I'm down with learning new things but I don't necessarily need the expense or coaching to motivate me. EDIT Consolidating good answers: Networking/User Groups Portfolio/Open Source Contributions Look for hybrid jobs (How I got my start :) ) Seek un-elitist companies/hiring managers. (Play the numbers game) Start my own business. (This is a bit challenging for a family man but a very good answer. My reason for searching is to reduce my commute thereby allowing more time to cultivate income on the side) Avail myself of political subsidies to constituents in the teachers' unions ;) .

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• How important is the programming language when you choose a new job?

  - by Luhmann

  We are currently hiring at the company where I work, and here the codebase is in VB.Net. We are worried that we miss out on a lot of brilliant programmers, who would never ever consider working with VB.Net. My own background is Java and C#, and I was somewhat sceptical as to whether it would work out with VB, as - to be honest - i didn't care much for VB. After a month or so, I was completely fluent in VB, and a few months later i discovered to my surprise, that I actually like VB. I still code my free time projects in C# and Boo though. So my question is firstly, how important is language for you, when you choose a new programming job? Lets say if its a great company, salary is good, and generally an attractive work-place. Would you say no to the perfect job, if the language wasn't your preferred dialect? VB or C# is one thing, but how about Java or C# etc. Secondly if the best developers won't join your company because of your language or platform, would you consider changing, to get the right people? (This is not a language bashing thread, so please no religious language wars) NB: This is Community Wiki

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• How to handle people who lie on their resume

  - by Juliet

  I'm conducting technical interviews to fill a few .NET positions. Many of the people I interview really do know .NET pretty well, but I find at least 90% of embellish their skillset anywhere between "a little" and "quite drastically". Sometimes they fabricate skills relevant to the position they're applying for, sometimes they not. Most of the people I interview, even the most egregious liars, are not scam artists. They just want to stand out among the crowd, so they drop a few buzzwords on their resume like "JBoss", "LINQ", "web services", "Django" or whatever just to pad their skillset and stay competitive. (You might wonder if a person lies about those skills, whether they are just bluffing their way through a technical interview. My interviews involve a lot of hands-on coding and problem-solving -- people who attempt to bluff will bomb the hands-on coding portion in the first 3 minutes.) These are two open-ended questions, but it would really help me out when I make my recommendations to the hiring managers: 1) Regarding interviewing etiquette, should I attempt to determine whether a person really possesses all of the skills they claim to have? Can I do this without making the candidate feel uncomfortable? 2) Regarding the final decision, should I recommend candidates who are genuinely qualified for the positions they're applying for, even if they've fabricated portions of their skillset?

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• How important is the .NET programming language when you choose a new job?

  - by Luhmann

  We are currently hiring at the company where I work, and here the codebase is in VB.Net. We are worried that we miss out on a lot of brilliant programmers, who would never ever consider working with VB.Net. My own background is Java and C#, and I was somewhat sceptical as to whether it would work out with VB, as - to be honest - i didn't care much for VB. After a month or so, I was completely fluent in VB, and a few months later i discovered to my surprise, that I actually like VB. I still code my free time projects in C# and Boo though. So my question is firstly, how important is language for you, when you choose a new programming job? Lets say if its a great company, salary is good, and generally an attractive work-place. Would you say no to the perfect job, if the language wasn't your preferred dialect? VB or C# is one thing, but how about Java or C# etc. Secondly if the best developers won't join your company because of your language or platform, would you consider changing, to get the right people? (This is not a language bashing thread, so please no religious language wars) NB: This is Community Wiki

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• Three most critical programming concepts

  - by Todd

  I know this has probably been asked in one form or fashion but I wanted to pose it once again within the context of my situation (and probably others here @ SO). I made a career change to Software Engineering some time ago without having an undergrad or grad degree in CS. I've supplemented my undergrad and grad studies in business with programming courses (VB, Java,C, C#) but never performed academic coursework in the other related disciplines (algorithms, design patterns, discrete math, etc.)...just mostly self-study. I know there are several of you who have either performed interviews and/or made hiring decisions. Given recent trends in demand, what would you say are the three most essential Comp Sci concepts that a developer should have a solid grasp of outside of language syntax? For example, I've seen blog posts of the "Absolute minimum X that every programmer must know" variety...that's what I'm looking for. Again if it's truly a redundancy please feel free to close; my feelings won't be hurt. (Closest ones I could find were http://stackoverflow.com/questions/164048/basic-programming-algorithmic-concepts- which was geared towards a true beginner, and http://stackoverflow.com/questions/648595/essential-areas-of-knowledge-which I didn't feel was concrete enough). Thanks in advance all! T.

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• Am I a dinosaur programmer?

  - by dlb

  I have been a professional programmer for more than 30 years, and have chosen a career path involving hands-on programming. Programming is something that I love, and I take great pride in the fact that I have continued to keep up to date with current technology. Projects on which I have worked include large enterprise projects as well as smaller desktop programs. The problem I am facing is that I do not have any web-based experience other than some web services. Most of the jobs now available have some web component. I have now been out of work for a year and a half, and have been keeping busy by studying technology that will bridge that gap: CSS, Java Script, JQuery, and Ruby on Rails; AJAX is next. Hiring managers give no consideration whatsoever to the studying that I have been doing. I know that I cannot compete at a senior software level, but companies will not hire someone with my experience at a more junior level. Is there any way to break out of this Catch 22?

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• Developer Training – A Conclusive Summary- Part 5

  - by pinaldave

  Developer Training - Importance and Significance - Part 1 Developer Training – Employee Morals and Ethics – Part 2 Developer Training – Difficult Questions and Alternative Perspective - Part 3 Developer Training – Various Options for Developer Training – Part 4 Developer Training – A Conclusive Summary- Part 5 We have now reached the end of our series about developer training.  I hope you have come away thinking that training is the best way to advance in your company and that you are looking for training opportunities right now.  If you’re still not convinced here are a few things to keep in mind:  Training benefits the employer and the employee. A well trained employee is a happy employee, and a happy employee is more efficient and productive. Training an employee might be expensive, but it is less expensive than hiring a new person. Whether you are looking at him from the employee’s or the company’s point of view, there are always advantages to training. A Broader View This series is definitely written for Developer Training but it is not limited to developers only. There are IT Pro, System Admins, DBAs as well many other technology professionals; this article series is for all professionals in the world. The concepts and take away will remain common across all the platform and regardless of technology affiliation. Pass the Knowledge If I have to pick one advise which is extremely important related to training, I will pick – pass the knowledge. Once you have decided in favor of training, there is more to it than simply showing up and staying awake.  It is always a good idea to take notes – at the very least it will help you stay awake, but they will often serve as a good way to remember your training when you go back to work.  You can also use them to pass your new knowledge on to fellow employees, which can be very fun and rewarding. Right Place, Right Time and Right Training There are so many ways to get developer training.  In-person and on the job training is easy to come by and is the most usual type of training, but don’t overlook my favorite type of training: On Demand.  Being able to learn at your own pace, own place and on your own time will make training a realistic goal for almost every employee. I can think of nothing more important in life than furthering your education.  Especially when you work in a field that is constantly changing – like technology.  Whether you like it or not, training is incredibly important.  That is why I feel it is so important to receive training.  And because there are so many different training formats – live, online, through books, through people – I am certain that we all can find a way to be trained that best suits our goals and personalities. The Teacher Within If you think of anyone who is a master of the technology field or an incredibly successful developer (the obvious examples that spring to mind are Steve Jobs or Bill Gates), you will also find a teacher.  Both these individuals spent their lives developing better technology, but also educating other developers and the public about how to use these technologies and how it can change your life for the better.  I think that we all should strive to be like these wonderful teachers.  We might not be able to change the world, but we can certainly change a few lives around us. Even if we never turn into trainers ourselves , being trained as a student can be a good exercise.  We learn a lot and become better employees – and it would not be a stretch to say that this makes us better individuals, as well. Final Say I think learning and growing in your chosen field is not only a good idea, career-wise, but can be fun, too!  I for one never feel more alive than when I am learning about something I am really passionate about.  I think my job title – technology evangelist – explains how enthusiastic I am about this subject.  But please don’t think that I am thinking of this as someone who wants to train and educate others (although this is also one of my passions).  I am also a passionate student.  I enjoy learning new things and am always on the lookout for new ways to learn and new people to learn from. Reference: Pinal Dave (http://blog.sqlauthority.com) Filed under: Developer Training, PostADay, SQL, SQL Authority, SQL Query, SQL Server, SQL Tips and Tricks, T SQL, Technology

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• Training on Demand Certification Packages for DBAs

  - by Antoinette O'Sullivan

  The demand for Database Administrators continues to grow.*Almost two-thirds of IT hiring managers indicate that they highly value certifications in validatingIT skills and expertise.** * Job satisfaction and DBA work growth rate: CNN Money's 2011 Best Jobs in America survey.** Survey among nearly 1,700 respondents by CompTIA, the nonprofit trade association for the IT industry, cited in Certification Magazine, Feb. 14 th., 2012. Get Certified with Training on DemandAre you an experienced Database professional eager to achieve certification?Is time your most precious resource?Then try our new Training On Demand Certification Value Package with 20% discount. These all-in-one packages give you everything you need to get certified with success: Why Training On Demand:  Expert training from Oracle’s top instructors Sophisticated streaming video recording Available for 90 days, 24 hours a day, 7 days a week White boarding and training labs for hands-on experience Start, stop, pause, jump or rewind sections of the course as needed  Oracle University instructor Q&A  A full-text search leads to the right video fragment in a matter of seconds. Watch this demo to see how it works. Additional Certification resources: Benefits of Oracle Certification Database Certification Paths Available Database Certification Exams Getting certified has never been easier!For assistance contact your local Oracle University Service Desk. Many organizations deploy both Oracle Database and MySQL side by side to serve different needs, and as a database professional you can find training courses on both topics at Oracle University! Check out the upcoming Oracle Database 11g training courses and MySQL training courses. Even if you're only managing Oracle Databases at this point of time, getting familiar with MySQL Database will broaden your career path with growing job demand. These Value Packages are also available with the following training formats: In-Class, Live Virtual Class and Self Study: MySQL Database Administration Value Packages Your Savings plus get a FREE Retake  save 5% save 20% save 20% save 20%   In Class Edition Live Virtual Class Edition Self-Study Edition Training On Demand MySQL Database Administrator Certification Value Package View Package View Package View Package View Package MySQL Developer Value Packages Your Savings plus get a FREE Retake  save 5% save 20% save 20% save 20%   In Class Edition Live Virtual Class Edition Self-Study Edition Training On Demand       MySQL Developer Certification Value Package View Package View Package     Oracle Database 10g Value Packages Your Savings plus get a FREE Retake  save 5% save 20% save 20% save 20%   In Class Edition Live Virtual Class Edition Self-Study Edition Training On Demand Oracle Database 10g Administrator Certified Associate Certification Value Package View Package View Package View Package   Oracle Database 10g Administrator Certified Professional Certification Value Package View Package View Package View Package   Oracle Database 11g Value Packages Your Savings plus get a FREE Retake  save 5% save 20% save 20% save 20%   In Class Edition Live Virtual Class Edition Self-Study Edition Training On Demand Oracle Database 11g Administrator Certified Associate Certification Value Package View Package View Package View Package View Package Oracle Database 11g Administrator Certified Professional Certification Value Package View Package View Package View Package View Package Exam Prep Seminar Value Package: Oracle Database Admin 1       View Package Oracle Database 11g Administrator Certified Professional UPGRADE Certification Value Package       View Package Oracle Real Application Clusters 11g and Grid Infrastructure Administraton Certified Expert Certification Value Package       View Package Exam Prep Seminar Value Package: Oracle Database Admin 2        View Package Exam Prep Seminar Value Package: Oracle RAC 11g and Grid Infrastructure Administration       View Package Exam Prep Seminar Value Package: Upgrade Oracle Certified Professional (OCP) to Oracle Database 11g       View Package SQL and PL/SQL Value Packages Your Savings plus get a FREE Retake  save 5% save 20% save 20% save 20%   In Class Edition Live Virtual Class Edition Self-Study Edition Training On Demand Oracle Database Sql Expert Certification Value Package View Package View Package View Package View Package Exam Prep Seminar Value Package: Oracle Database SQL       View Package View our Certification Value Packages Mention this code at the time of booking: E1245 Connect For a full list of MySQL Training courses and events, go to http://oracle.com/education/mysql.

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• HR According to Batman

  - by D'Arcy Lussier

  Any idea who that guy is running alongside the Caped Crusader? That’s Nightwing, but you may know him as Robin…well, the first Robin anyway. There were actually like 5 Robin’s according to Wikipedia: Dick Grayson, the original, who’s parents were circus performers killed by a gangster. Jason Todd, who was caught trying to steal tires off of the Batmobile. Tim Drake, who saw Dick’s parents die and figured out who Batman and Robin were. and a few others that get into recent time travel/altered reality storylines. What does this have to do with HR? Well, it somewhat ties in with an article by Alex Papadimoulis from 2008. In the article he talks about the “Cravath System”. The Craveth system was developed by a law firm called Cravath, Swaine & Moore back in the 19th century. In a nutshell, they believed in hiring the best and brightest straight out of school. These aspiring lawyers would then begin a fight for survival in the firm, with the strong surviving. In what’s termed the “Up and Out” rule, employees needed to be promoted within 3 years or leave the company. They should achieve partner within 7 – 8 years and no later than 10 after initially coming on board (read all about the system on Wikipedia here). Back to Alex’s article, he quotes from a book published in 1947 about the lawfirm: Under the “Cravath system” of taking a substantial number of men annually and keeping a current constantly moving up in the office, and its philosophy of tenure, men are constantly leaving… it is often difficult to keep the best men long enough to determine whether they shall be made partners, for Cravath-trained men are always in demand, usually at premium salaries. And so we see a pattern forming here: 1. Hire a whole whack of smart college graduates 2. Put them to work 3. The ones that stick around should move up the ladder. The ones that don’t stick around served the company well and left to expound the quality of the Cravath firm. Those that didn’t fall into either of those categories were just let go. There’s some interesting undercurrents to these ideas. If you stick around, you better keep your feet moving! I was at a Microsoft shindig a few months back, and was talking to a Microsoft employee. He shared that at MS you have 5 years to achieve a “senior” position within the company. Once you hit that mark, you can stay there for the rest of your career (he told about a guy who’s a “senior” developer and has been for the last 20+ years working on audio drivers for Windows), but you *must* hit that mark within the timeframe. What we see with Microsoft is Cravath’s system in action, whether intentional or not: bring in smart young people and see which ones stick. You need to give people something to work towards. Saying “You must reach this level or else!” is one way to look at it. The other way is to see achieving a higher rank in the organization as something for ambitious employees to reach towards. It’s important for an organization to always have the next generation of executives waiting in the wings, and unless you’re encouraging that early on you may find yourself in a position of needing to fill positions that nobody has been working towards. Now, you might suggest that this isn’t that big of a deal because you could just hire someone from outside the organization, but the Cravath system holds to the tenet of promoting internally; develop your own talent, since your business is the best place for the future leadership to learn teh business from. It’s OK for people to quit. Alex’s article really drives this point home, but its worth noting here also: its OK for your people to quit. In fact its inevitable…and more inevitable that it’ll be good people that leave. Some will stay and work towards the internal awards of promotion, but a number will get experience, serve the organization well, and then move on to something else. This should be expected and treated as a natural business occurrence. The idea of an alumni of an organization begins to come into play here: “That guy used to work for <insert company here>”. There’s a benefit in that: those best and brightest will be drawn to your organization and your reputation will permeate your market through former staff that are sought after because of how well you nurtured them. The Batman Hook All of this brings us back to Batman and his HR practice: when Dick decided he’d had enough of the Robin schtick, he quit and became his own…but he was always associated with Batman and people understood where his training had come from. To the Dark Knight’s credit, he continued training partners under the Robin brand. Luckily he didn’t have to worry about firing any of them (the ship sort of sails when you reveal a secret identity), although there was that unfortunate “quitting” of the second Robin when the Joker blew him up…but regardless, we see the Cravath system at work: bring in talent, expect great things, and be ok with whatever they decide for their careers. It’s an interesting way to approach HR, and luckily for us our business isn’t as dangerous or over-the-top as the caped crusader’s.

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• Integrate Microsoft Translator into your ASP.Net application

  - by sreejukg

  In this article I am going to explain how easily you can integrate the Microsoft translator API to your ASP.Net application. Why we need a translation API? Once you published a website, you are opening a channel to the global audience. So making the web content available only in one language doesn’t cover all your audience. Especially when you are offering products/services it is important to provide contents in multiple languages. Users will be more comfortable when they see the content in their native language. How to achieve this, hiring translators and translate the content to all your user’s languages will cost you lot of money, and it is not a one time job, you need to translate the contents on the go. What is the alternative, we need to look for machine translation. Thankfully there are some translator engines available that gives you API level access, so that automatically you can translate the content and display to the user. Microsoft Translator API is an excellent set of web service APIs that allows developers to use the machine translation technology in their own applications. The Microsoft Translator API is offered through Windows Azure market place. In order to access the data services published in Windows Azure market place, you need to have an account. The registration process is simple, and it is common for all the services offered through the market place. Last year I had written an article about Bing Search API, where I covered the registration process. You can refer the article here. http://weblogs.asp.net/sreejukg/archive/2012/07/04/integrate-bing-search-api-to-asp-net-application.aspx Once you registered with Windows market place, you will get your APP ID. Now you can visit the Microsoft Translator page and click on the sign up button. http://datamarket.azure.com/dataset/bing/microsofttranslator As you can see, there are several options available for you to subscribe. There is a free version available, great. Click on the sign up button under the package that suits you. Clicking on the sign up button will bring the sign up form, where you need to agree on the terms and conditions and go ahead. You need to have a windows live account in order to sign up for any service available in Windows Azure market place. Once you signed up successfully, you will receive the thank you page. You can download the C# class library from here so that the integration can be made without writing much code. The C# file name is TranslatorContainer.cs. At any point of time, you can visit https://datamarket.azure.com/account/datasets to see the applications you are subscribed to. Click on the Use link next to each service will give you the details of the application. You need to not the primary account key and URL of the service to use in your application. Now let us start our ASP.Net project. I have created an empty ASP.Net web application using Visual Studio 2010 and named it Translator Sample, any name could work. By default, the web application in solution explorer looks as follows. Now right click the project and select Add -> Existing Item and then browse to the TranslatorContainer.cs. Now let us create a page where user enter some data and perform the translation. I have added a new web form to the project with name Translate.aspx. I have placed one textbox control for user to type the text to translate, the dropdown list to select the target language, a label to display the translated text and a button to perform the translation. For the dropdown list I have selected some languages supported by Microsoft translator. You can get all the supported languages with their codes from the below link. http://msdn.microsoft.com/en-us/library/hh456380.aspx The form looks as below in the design surface of Visual Studio. All the class libraries in the windows market place requires reference to System.Data.Services.Client, let us add the reference. You can find the documentation of how to use the downloaded class library from the below link. http://msdn.microsoft.com/en-us/library/gg312154.aspx Let us evaluate the translatorContainer.cs file. You can refer the code and it is self-explanatory. Note the namespace name used (Microsoft), you need to add the namespace reference to your page. I have added the following event for the translate button. The code is self-explanatory. You are creating an object of TranslatorContainer class by passing the translation service URL. Now you need to set credentials for your Translator container object, which will be your account key. The TranslatorContainer support a method that accept a text input, source language and destination language and returns DataServiceQuery<Translation>. Let us see this working, I just ran the application and entered Good Morning in the Textbox. Selected target language and see the output as follows. It is easy to build great translator applications using Microsoft translator API, and there is a reasonable amount of translation you can perform in your application for free. For enterprises, you can subscribe to the appropriate package and make your application multi-lingual.

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