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Every day, the ProgrammableWeb team is busy, updating its three primary directories for APIs, clients (language-specific libraries or SDKs for consuming or providing APIs), and source code samples.
JazzHR’s primary focus is helping small to medium-sized businesses attract and hire candidates.
It’s our top recruiting software pick for applicant tracking needs, but it has helpful onboarding features as well.
With JazzHR, employers can promote their brand using company websites, branded messaging, and social media channels.
JazzHR users can also automate communication with candidates and generate insightful performance reports.
This software doesn’t come with a free plan, but it includes a 21-day free trial and affordable pricing options.
With features that include automated tasks, collaborative hiring, and employer branding, JazzHR is the best recruiting software for applicant tracking. It is best for small to mid-sized businesses looking to hire in one location, and it has additional tools that help with onboarding.
JazzHR made our list of the Best Recruiting Software for its applicant tracking capabilities, but there are other products worth mentioning. Breezy HR is the best tool for unlimited job postings, and it includes a free plan for users posting only one job at a time. Workable starts at a higher price, but it is the best tool for recruiting at scale.
You should always differentiate whether a recruiting software is meant for in-house use or agencies. JazzHR has options for both. While its standard plans are suited to small to mid-sized businesses, it has high-volume plans that include tools for recruitment agencies. The high-volume plans cost more, but it may be worth it if you’re with an agency set on using JazzHR.
That said, it’s important to mention that JazzHR was not originally created to help agencies. It has affordable plans that are meant for a small to mid-sized business budget. Even its high-volume plans lack common agency features like invoicing, CRM, and time tracking. If you’re hiring in-house, JazzHR is a great option. If you’re with an agency, a tool like Bullhorn may be a better fit.
In-house users can post openings on pay-per-click, pay-per-post, and free job boards. To save time, they can set up automatic rejection emails to unqualified candidates. JazzHR can be directly synced with a user’s inbox for help with organization. It also supports referral programs to organize candidate leads from current employees.
In-house recruiting teams can be created for each job opening. This allows team members to collaborate with fellow employees and vote “yes” or “no” on specific candidates. Users can also share candidate feedback, notes, and other important details. In-house users can customize workflows for each job post, giving employees an actionable process for recruiting candidates.
Whatever your hiring volume needs are, JazzHR has got you covered. If you only need to hire three or fewer candidates at a time, go with JazzHR’s Hero plan. It is extremely affordable, but it places a limit of three open jobs at a time. If you want to add more simultaneous openings, you can either upgrade your plan or add more posts for a small monthly fee.
JazzHR’s Plus and Pro plans cost more, but they have no limit on the number of simultaneous job posts. If you have a lot of open positions to fill, these are great options. You don’t want to get stuck with a plan that has a limit too low. This will cost you a ton in wasted upgrading costs. It’s worth mentioning that all JazzHR plans allow unlimited users as well.
JazzHR does place job posting limits on all its high-volume plans, however. The Hero High-Volume plan has a limit of three posts at a time. The Plus and Pro High-Volume plans have limits of 30 simultaneous job posts, with options to purchase bundles of 50 or 200 additional posts.
If you only need to post one job at a time, consider using a tool called Breezy HR. This software is free to use if you only need to fill one role simultaneously.
Many recruiting software tools aren’t limited to only finding qualified candidates. Tools like JazzHR help with onboarding and integrate with human resource management systems. This tool automates the onboarding process and digitizes offer management forms, and it’s a great tool overall for onboarding new hires.
Through JazzHR, offer letters can be pre-populated with details like job title, start date, and salary, templates can be set up, and eSignatures can be collected from employees and candidates. Both employers and employees can also use the JazzHR mobile app for document storage and signing. Users can also track and revise previous documents without needing to recreate them.
The software also integrates with human resource and payroll management systems to help with candidates after they’ve been hired. Some of these partners include Gusto, BambooHR, Ace Payroll, ADP, Namely, and MassPay.
Once candidates have been hired, JazzHR also allows users to run insightful reports. For example, a candidate sourcing report will show where successful candidates are coming from. A pipeline report will show where time was wasted on hiring previous candidates. These allow users to fine-tune their approaches for the next batch of candidates.
If you want a recruiting tool that helps attract candidates using your own brand and website, JazzHR can certainly help. It offers benefits like branded messaging, social media channels, and customizable career pages. While employer branding isn’t mandatory, it can help make your company look more appealing and professional to potential candidates.
JazzHR allows users to bypass hiring a web developer by offering more than 12 templates for customized website branding. These templates work for desktop and mobile use. Users can link their JazzHR account to their company website, and they can post jobs on their own website and multiple third-party boards at once.
The tool allows users to quickly post jobs to all the major social media platforms too, giving them a greater opportunity to show off their company’s culture and expand their network. This also gives users the ability to receive referrals from social media followers. Open roles can be tracked and shared by employees on social media.
Another way JazzHR enhances employer branding is through personalized messages. Branded message templates ensure candidates see your company logo and receive personalized responses. Its message automation feature sends branded auto-response messages to cover things like interview requests and disqualification emails.
JazzHR offers one product with three main pricing plans, starting with JazzHR Hero. Hero is meant for small teams looking to post one to three jobs at a time, and it allows unlimited users. If users want to post more, they can add more for $9 per job per month. The plan costs $39 per month billed annually for most users or $99 per month if the user is a staffing company.
Hero lets users post jobs on free job boards with one click, customize job applications, and post jobs on mobile-friendly sites. Users can screen candidates from their mobile devices automatically, post jobs on pay-per-post and pay-per-click job boards, and receive emails when candidates apply to jobs.
Hero users are given a searchable resume database, allowing them to take advantage of the user interface to quickly find candidate profiles. If users already have a database of candidates, they can upload them when switching to JazzHR so there aren’t any duplicate applicants. It also integrates with human resource management tools, allowing candidates to be transferred to them automatically.
JazzHR comes with a Chrome extension that lets users import passive candidates from job boards. It integrates with LinkedIn Recruiter so users can view profiles and send and receive messages. To keep track of communication, users can sync up all their emails with JazzHR. It also lets account owners assign specific privileges to users, keeping candidate data protected.
Its email templates feature allows users to create automated candidate email responses. Hero users can create their own job workflow stages and add pre-recorded video screens. Users can also store and organize candidate documents.
One major drawback of JazzHR Hero, however, is that it only offers users email support. However, it is an affordable plan with plenty of features for those who have small-scale hiring needs.
JazzHR Plus is the most popular plan, and it offers account owners unlimited users and unlimited simultaneous job posts. This plan costs $229 per month billed annually. This plan has everything included in JazzHR Hero plus the following features.
To save time, Plus lets users manage an entire employee referral program through its software. Users can add candidate disqualification questions. They can also set up emails that automatically send to candidates depending on where they are in the hiring process.
The plan comes with bulk action tools to efficiently perform actions with a group of candidates. It also comes with job approval tools and a contacts manager.
Plus directly integrates with Sterling Talent Solutions, Aurico, and Verified First to help users conduct background checks and screening on candidates. It comes with a calendar tool that lets users track, manage, and schedule interviews. Users can sync interviews and other calendar events to their Outlook and Gmail calendars as well.
Its helpful guides give users a roadmap for conducting interviews, and its candidate evaluation templates help users analyze their candidates. JazzHR Plus integrates coding and skill testing software, and it can work with Zoom for $29 per month extra. Its Calendly integration lets users show their availability to candidates and allows them to schedule interviews.
On the job dashboard, users can create custom fields and customize candidate profiles. Plus users can run funnel reports, pipeline reports, job reports, optimization reports, and candidate reports.
Users receive onboarding support, and data importing can be carried out after requesting a quote. Customer support upgrades to email plus chat options with this plan, and users can add phone support for $49 per month. Depending on your budget, it could make more sense to upgrade to JazzHR Pro, where phone support is already included.
JazzHR Pro is the most comprehensive plan offered. It includes unlimited users and unlimited open jobs, and it’s priced at $339 per month billed annually. It comes with everything that’s included with Hero and Plus, with the following features added.
Zoom integration for video interviews is automatically included with Pro. eSignature tool integrations are included along with offer letter generators. This plan provides offer insights to let users see what is working and what isn’t. For preventing bottlenecks and errors, tokens can be used to create offer templates.
To speed up the hiring process, users can create templates for any common documents used. For added security, users can decide who can access salary data, offer letters, and other sensitive information. It also lets users create compliance reports and more customizable reports.
With JazzHR Pro, importing data is free with a 12-month or more plan commitment. It also comes with onboarding assistance, and its customer support includes email, chat, and phone assistance.
JazzHR plans come with a 21-day free trial, and they include optional add-ons as well. For humanizing candidate interactions, users can add candidate texting starting at $29 per month. For an additional $99, users can hire a dedicated account manager to show them new features, run customized training, and conduct quarterly account reviews.
Users can add brand-specific career page customizations starting at $39 per month. If users want to increase their bulk email limit, they can do so starting at $29 per month. eSignature and offer add-ons are available for $59 per month.
For easier password management, single sign-on capacity can be added for $29 per month. Users can also add advanced reporting for $59 per month and candidate exporting for $29 per month.
It’s important to note that the standard JazzHR plans are intended to serve small and midsize businesses with less than 500 employees hiring candidates in one location. However, JazzHR has High-Volume plans intended for companies with more than 500 employees, franchises, staffing agencies, multi-location companies, and HR service providers.
The High-Volume version of Hero costs $99 per month billed annually instead of $39. The High-Volume versions of JazzHR Plus and Pro cost the same as the regular versions.
The High-Volume plans give users more enterprise-level capabilities, but it limits open job postings on all three versions. The open job limits are the same for both versions of the Hero plan. With High-Volume Plus and Pro, users are limited to 30 job postings at once. However, they can add 50 posts for an additional $39 or 200 posts for $89.
If you are with a small to midsize company needing recruitment software with the best possible applicant tracking features, JazzHR is for you. The software has three main plans and high-volume options if needed. JazzHR has affordable pricing options, company branding tools, and helpful post-hire features that can help you attract candidates and get them onboard efficiently.
> Hi guys, I blinked and got lost. All I want to do is copy Payfile to Pmtfile and then update records in
Payfile that have been paid(amtpaid !=''). The update doesn't happen and the insert-note comments at botom of post.
<?php
$link = mysqli_connect("localhost", "root", "", "prerentdb");
// Check connection
if($link === false){ die("ERROR: Could not connect. " . mysqli_connect_error()); }
$id = ' ';
$tenant = 'tenant';
$unit = 'unit';
$amtdue = 'amtdue';
$amtpaid = 'amtpaid';
$dueday = 'dueday';
$late = 'late';
$prevbal = 'prevbal';
$latechg = 'latechg';
$secdep = 'secdep';
$damage = 'damage';
$courtcost = 'courtcost';
$nsf = 'nsf';
$chgmoyr = 'chgmoyr';
$hudpay = 'hudpay';
$datepaid = 'datepaid';
$paidsum = 'paidsum';
$comments = 'comments';
$phone = 'phone';
$cell = 'cell';
// Attempt select query execution
$result = mysqli_query($link,"SELECT * FROM payfile");
while($row = mysqli_fetch_array($result)) {
//
//MySqli Insert Query *** inserts strings, not values ***
$sql = "INSERT INTO pmthist (tenant, unit, amtdue, amtpaid, dueday, late, hudpay, paidsum,
datepaid, prevbal, latechg, secdep, damage, courtcost, nsf, chgmoyr, comments, phone, cell)
VALUES('$tenant', '$unit', '$amtdue', '$amtpaid', '$dueday', '$late', '$hudpay', '$paidsum',
'$datepaid', '$prevbal', '$latechg', '$secdep', '$damage', '$courtcost', '$nsf', '$chgmoyr',
'$comments', '$phone', '$cell')";
if ($link->query($sql) === TRUE) { echo "New records created"; }
else { echo "Error: " . $sql . "<br>" . $link->error; }
// Perform a query *** doesn't update ***
$sql = "UPDATE payfile set
amtpaid = '', late ='', hudpay ='', paidsum ='', datepaid ='',
latechg = '', secdep = '', damage = '', courtcost = '', nsf = '', chgmoyr = ' ', comments =' '
WHERE amtpaid =!''";
if ($link->query($sql) === TRUE) { echo "payfile refreshed"; }
else { echo "Error: " . $sql . "<br>" . $link->error; }
}
?>
> This is a record that was supposed to be inserted followed by what was inserted:
1 tenant1 apt1 530.00 530.00
44 tenant unit 0.00 0.00
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Hello, I need help to make this code to run please. this is just a part of the code.
I have the imports below, but hsa.Console is not imported, I have tried to download de jar files for it but cannot find it. Is there a way I could make it work?
import hsa.Console;
import java.io.Console;
Console c;
Console d;
private void askData ()
d.setCursor ((selection == -1) ? (2): ** // d.setCursor shows an error that says: cannot resolve method "setCursor" in "Console"**
(3), 1);
d.println (); **// same error here**
if (selection2 != -1)
d.setCursor ((selection == -1) ? (2):
(3), 1);
else
d.clear(); **// same error here**
d.setCursor (2, 1);
if (selection == -1)
d.println ("Please enter the first tower.");
userInput = d.getChar (); **// same error here**
if ((userInput - '0' > 3 || userInput - '0' < 1) && userInput != 'e' && userInput != 'E' && userInput != 's' && userInput != 'S')
JOptionPane.showMessageDialog (null, "Error! Invalid range! The range must be between 1 and 3!");
askData ();
return;
else
if (userInput == 'e' || userInput == 'E' || userInput == 's' || userInput == 'S')
return;
d.println ((selection = (userInput - '0') - 1) + 1);
d.print ("Please enter the destination tower.");
userInput = d.getChar ();
if (userInput - '0' > 3 || userInput - '0' < 1 && userInput != 'e' && userInput != 'E' && userInput != 's' && userInput != 'S')
JOptionPane.showMessageDialog (null, "Error! Invalid range! The range must be between 1 and 3!");
selection2 = -1; //Here.
askData ();
else
if (userInput == 'e' || userInput == 'E' || userInput == 's' || userInput == 'S')
return;
d.println ((selection2 = (userInput - '0') - 1) + 1);
if ((highlightIndex (selection, false, false) != -1 && highlightIndex (selection2, false, false) != -1 && board [((difficulty - (highlightIndex (selection, false, false)) == -1) ? (0):
((difficulty - highlightIndex (selection, false, false))))] [selection] > board [(difficulty - (highlightIndex (selection2, false, false)) == -1) ? (0):
(difficulty - ((highlightIndex (selection2, false, false))))] [selection2]))
selection = -1;
selection2 = -1;
JOptionPane.showMessageDialog (null, "Error! Invalid choices! You cannot place a big block over a smaller block.");
askData ();
return;Although not mandatory, a job offer letter is a crucial component of the hiring process. This formal letter captures essential details about the job offer, provides an overview of the company, and highlights the position’s responsibilities and expectations. Effective offer letter templates helps standardize the hiring process, makes things faster and easier for the hiring manager, and even saves your business from legal trouble. If you’re wondering what to include in an offer letter and how to create one, this post is definitely for you.
A job offer letter is an official document sent to a candidate to formally offer them a job. This letter typically follows a verbal job offer on the phone or via email. Then, the candidate signs a copy of the letter to accept the job offer.
Similarly, a job offer letter template is a sample text that hiring managers can customize to individual candidates. The template makes the task more straightforward since the hiring manager doesn’t have to write individual offer letters from scratch every time. Offer letter templates can also help to build consistency in the hiring process.
While there is no standard format for offer letters, effective templates tend to share some common elements. The most critical factors to include in your offer letter templates include:
Remember, an offer letter is not the same as an employment agreement or employment contract. The offer letter merely expresses your desire to hire the candidate. Therefore, the prospective employee can still decline your offer.
A high-resolution official letterhead with your company logo paints your business in a professional light. Top candidates may already have other offers to consider. So, the little details are essential in building confidence and ensuring that candidates take you seriously.
Additionally, include your full business name in the offer letter. Not everyone can associate your company logo with your specific business. Ideally, the company name should be at the top of the logo.
Lastly, be sure to include your contact information if the candidate has questions or needs more information. A phone number and email are adequate. Similarly, include the candidate’s first and last name, address, and the date of the offer. You may also have your company mission statement or slogan in the footer section of the document.
A good job offer template should include specific job details. You can create sections that the recruiter or hiring manager will fill in as needed. Some of the fields to include in your offer letter template include:
You may have already gone over some or most of this information with the candidate. But it’s still important to include it in your offer letter. A detailed offer letter will let the candidate know what to expect from the position.
Include a section in the offer letter template that details the candidate’s compensation. This information may include how much the employee will earn per hour, month, or year. Additionally, have information on when the employee will be paid, how often, and the mode of payment. This is also a great place to outline other compensation such as stock options, equity, bonuses, or commission structures.
If you offer paid leave, be sure to include a paragraph that outlines the details. These details may include vacation time, paid time off, holidays, personal time, and sick time off. You’ll share your paid time off (PTO) policy document during the onboarding process. So, it may not be necessary to go into the granular details about accruing time off and other particulars.
A good offer letter also includes a summary of applicable benefits. It’s also a good idea to include eligibility requirements. Common benefits may consist of 401(k) plans, health care insurance, short and long-term disability, flexible spending accounts, and life insurance. You can also include remote work options or flexible schedules in this section where applicable.
Keep in mind that this section is merely an overview of the benefits you offer. The candidate will receive more detailed benefits information in their employee handbook or during orientation. The idea is to keep the offer letter concise while still conveying the essential information regarding the position.
While not mandatory, it is not uncommon for employers to have an expiry date on open positions. Many times, top candidates have other job offers they are considering. So, it’s helpful to have a deadline for a response to the offer letter.
Most organizations give prospective employees at least one week to consider their job offers. This way, there is still sufficient time to reach out to other prospects if the preferred candidate turns down the offer.
Drafting your offer letter templates is even easier with supporting tools. The best part is you only need to create your templates once. Then, you can continually edit and improve the templates as you streamline your hiring process. Here are a few tools to enhance your offer letters and templates.
Offer management software helps you to streamline the hiring process. The software supports the entire process, from drafting effective offer letters to hiring your ideal candidates.
Freshteam is one such software. The tool lets you upload your offer letter templates. Then, you can add custom fields to the templates. From there, it only takes a couple of clicks to generate the letters and send them out to your ideal candidates.
Freshteam also lets you assign team members to approve offer letters before they go out.
The best part about Freshteam is it’s more than an offer management software. In fact, this is a full-suite HR software. You’ll enjoy many more features to help you with your recruiting and onboarding process, including:
Freshteam pricing starts at $59 per month plus $1 per employee. A free forever plan also offers basic HR features such as applicant tracking kanban boards, organization charts, employee referral, employee directory, and team collaboration. The free plan supports up to 50 employees. Freshteam also offers a 21-day free trial of all its plans.
Be sure to check out our guide to the best HR software to see eight great alternatives to Freshteam, in case you are looking for something more suited to your business needs.
An electronic signature makes it easier for the candidate to accept the job offer. There is no need to download, sign, and then upload the offer letter. Products such as Adobe allow users to sign documents electronically.
However, Freshteam integrates with DocuSign and SignEasy. You won’t need to get a separate e-signing tool if you have a Freshteam account. Your candidates will be able to sign their offer letters easily and quickly to fast-track the hiring process.
Freshteam allows you to upload and customize offer letters. But you may need a little more help when drafting your first offer letter. Fortunately, there are tons of free offer letter samples online. A simple search engine query should reveal plenty of templates to choose from. You can use these free templates as inspiration for crafting your offer letters.
A few more things go into effective offer letters besides the core elements we discussed earlier. These additional tips and best practices can help you draft effective and air-tight job offer letters and templates.
The period between finding the right candidate and signing the employment contract can be an uncertain and stressful period for prospective employees. So, it is courteous to communicate your intention to hire them as soon as possible. Make a verbal offer before sending a formal letter.
Getting a verbal commitment will help to speed up the hiring process. Additionally, there will be fewer questions or concerns about whether the candidate will accept the job offer. Be sure to express your enthusiasm to hire the candidate during the verbal offer and subsequent job offer letter.
Most employers send offer letters via email. However, you could also send the letter via traditional mail. Finally, sending your offer letter quickly means a lower chance of the candidate accepting another job.
All states, except for Montana, are at-will employment states. This means that the employer has a right to terminate employment at any time, for any reason, and without warning. This is true as long as the termination is legal. Additionally, the at-will statement reiterates the employee’s right to terminate the employment contract at any time.
An at-will statement in your job offer reiterates this fact. The idea is to avoid creating legal misconceptions in your offer letter. This statement ensures that you retain your at-will employment status. For example, the offer letter may not be misconstrued as a promise of long-term employment.
In short, an at-will statement helps you avoid getting into a contractual agreement that you might need to fulfill even if things don’t work out with the new hire.
Your offer letter must be distinct from an employment contract. In most cases, an offer letter is not legally binding. But things can get complicated if you use contract language in your offer letter.
For this reason, it is crucial to create a standard offer letter template for all your new hires. That way, each new employee receives the same basic information in their letter. Additionally, a standard template makes it difficult for anyone to misconstrue the offer letter for a legally binding contract.
There are also specific words you should try to avoid. Words such as “guaranteed,” “job security,” or “in the future” can make it difficult to rescind your job offer or terminate the employee without paying damages. Similarly, avoid making promises about bonuses, promotions, or pay raises that may suggest the prospect of long-term employment.
You should have a section of your offer letter indicating your conditions of employment. This gives the candidate a chance to understand and meet all the conditions of employment before signing the contract.
Standard conditions for employment include:
You can also take this opportunity to find out if the candidate is bound to any restrictive covenants with former employers. For example, find out if the employee is tied to a non-compete agreement that may affect how they perform their duties at your company or if they are required to give longer than two weeks’ notice.
The offer letter isn’t just a formality. It is an integral part of the hiring process. There may be additional steps the employee needs to take before starting work. Outline these steps clearly in the offer letter.
Also include the contact details for the person the employee will be reporting to. Make it as easy as possible for the employee to complete the hiring process and start working.
Be sure to run your offer letter by the HR department. This advice also applies if you are an HR professional. It never hurts to get a second opinion. HR professionals are familiar with the state and federal employment laws and can point out flaws in your offer letter. For example, you may be offering a monthly pay schedule when your state or city laws mandate you pay employees at least bi-weekly.
Similarly, a lawyer can pick up on language that may be considered contractual or legally binding. For example, some organizations avoid mentioning annual pay in their offer letter. Instead, they reference hourly or weekly pay. This way, the offer letter cannot be interpreted as guaranteeing payment for at least one year. Again, speak to a lawyer about this and other concerns in your offer letter.
Don’t forget to provide space for candidates to sign your offer letter. A verbal commitment is not enough. Be sure to ask the employee to sign the job offer letter and return it to you before proceeding to the next stage in the hiring process.
Lastly, include a clause indicating that the employee understands and accepts the terms of your offer letter. This confirmation can help you avoid potential legal disputes, especially concerning the at-will employment clause.
Depending on the position, some candidates may wish to negotiate before signing the offer letter. Some negotiation points may include compensation, guaranteed severance pay, paid time off, or a flexible work schedule. This is especially true for top candidates leaving their current job to join your organization.You may choose to negotiate with the employee and make concessions where reasonable or possible.
The next step will be to welcome the employee to their new position. This is a critical time since it sets the pace for the employee experience. Start by sending a welcome letter to show your enthusiasm for the new hire. Also, assign a mentor or partner to help the employee transition to the new role.
Be sure to check out our post on The Beginner’s Guide to Employee Onboarding for the complete rundown of what to do after an employee signs the offer letter.
Algorithms
In a previous post I wrote about the uncompromising artistry of Stanley Kubrick, who produced film classics at the cost of wildly unpredictable schedules and budgets. You can reach for similar brilliance in programming, but you had better do it on your own time or with a generous CFO. There is a different, more workable, and healthier attitude towards our craft. Just keep at it, enjoy it, and don’t worry about making a dent in the universe. I'm reading Woody Allen’s autobiography over the holidays, so indulge me to draw another cinematic parallel with this veteran New York writer/director. Don’t worry, it will also be about coding.
Woody Allen is one of the most consistently prolific cinematographers in the business. He has written and directed over fifty films over an equal number of years, almost like clockwork. At 85 he has no intention of stopping. He doesn’t approach his oeuvre as a project with a culmination. His business is about keeping busy. He is in it for the long run, if only to act as an antidote to the unavoidable spectre of death and oblivion. But let’s not get into his glum outlook on the meaning of life.
Hi,
I am new to this forum and also new to android programming using Android Studio and am stuck on a coding problem so i am not sure this is the right forum but any help is much appreciated:
I am trying to get some some code via the processing-core library (processing.org) to be implemented from the broadcast receiver using the alarm manager in Android Studio.
I started by creating a simple alarm manager App that fires an alarm every minute (user settable) and this works fine. I then created an App that makes use of the processing-core library (imported the library as a jar dependency into android studio) and this also works.
The next step was to amalgamate the above and create an App that fires a sketch class from the broadcast receiver that includes some simple processing library code but i am unsure as to how i do this.
My attempt at doing this is shown below. Android studio only finds errors in the Broadcast reciever class (MyBroadcastReceiver.java) which indicates that the way i am attmpting to fire the sketch.java code is incorrect. The errors are related to frameLayout, setContentView and Fragment.setView.
Any help with this or suggestions are much appreciated.
Cheers.
All classes and XML file are shown below:
public class MainActivity extends AppCompatActivity {
private PApplet sketch;
Button start;
@Override
protected void onCreate(Bundle savedInstanceState) {
super.onCreate(savedInstanceState);
setContentView(R.layout.activity_main);
start= findViewById(R.id.button);
start.setOnClickListener(new View.OnClickListener() {
@Override
public void onClick(View view) {
startAlert();
}
});
}
public void startAlert(){
EditText text = findViewById(R.id.time);
int i = Integer.parseInt(text.getText().toString());
Intent intent = new Intent(this, MyBroadcastReceiver.class);
PendingIntent pendingIntent = PendingIntent.getBroadcast(
this.getApplicationContext(), 234324243, intent, 0);
AlarmManager alarmManager = (AlarmManager) getSystemService(ALARM_SERVICE);
alarmManager.set(AlarmManager.RTC_WAKEUP, System.currentTimeMillis()
+ (i * 1000), pendingIntent);
Toast.makeText(this, "Alarm set in " + i + " seconds",Toast.LENGTH_LONG).show();
}
}Activity_main.xml
<?xml version="1.0" encoding="utf-8"?>
<RelativeLayout xmlns:android="http://schemas.android.com/apk/res/android"
xmlns:app="http://schemas.android.com/apk/res-auto"
xmlns:tools="http://schemas.android.com/tools"
android:layout_width="match_parent"
android:layout_height="match_parent"
tools:context="com.example.alrmmngrplusprocsktch.MainActivity">
<Button
android:id="@+id/button"
android:layout_width="wrap_content"
android:layout_height="wrap_content"
android:text="Start"
android:layout_alignParentBottom="true"
android:layout_centerHorizontal="true"
android:layout_marginBottom="103dp" />
<EditText
android:id="@+id/time"
android:layout_width="wrap_content"
android:layout_height="wrap_content"
android:layout_alignParentTop="true"
android:layout_centerHorizontal="true"
android:layout_marginTop="22dp"
android:ems="10" />
</RelativeLayout> MyBroadcastReceiver.java
public class MyBroadcastReceiver extends BroadcastReceiver {
private PApplet sketch;
@Override
public void onReceive(Context context, Intent intent) {
FrameLayout frame = new FrameLayout(this);
frame.setId(CompatUtils.getUniqueViewId());
setContentView(frame, new ViewGroup.LayoutParams(ViewGroup.LayoutParams.MATCH_PARENT,
ViewGroup.LayoutParams.MATCH_PARENT));
sketch = new Sketch();
PFragment fragment = new PFragment(sketch);
fragment.setView(frame, this);
}
}Sketch.java
import processing.core.PApplet;
public class Sketch extends PApplet
{
int x = 0;
double h, h2;
public void settings()
{
fullScreen();
}
public void setup()
{
background(0);
noStroke();
fill(102);
}
public void draw()
{
//background(0);
h = height*0.2;
h2 = height*0.6;
rect(x, (float)h, 1, (float)h2);
x = x + 2;
}
}There are plenty of failure possibilities with Scrum. Given that Scrum is a framework with a reasonable yet short “manual,” this effect should not surprise anyone. A classic discussion is whether it is appropriate that (line) managers attend the Retrospectives of the Scrum team. Probably, making their attendance a regular habit — or even a requirement — is not a good idea. However, what about managers that occasionally attend a Retrospective? Moreover, what if the (line) manager is also a team member?
Join me and delve into the how and when of managers attending Retrospectives in less than two minutes.
If you are using Microservice-based architecture, one of the challenges is to integrate and monitor application logs from different services and the ability to search on this data based on message string or sources, etc.
"ELK" is the acronym for three open source projects: Elasticsearch, Logstash, and Kibana. Elasticsearch is a search and analytics engine. Logstash is a server-side data processing pipeline that ingests data from multiple sources simultaneously, transforms it, and then sends it to a "stash" like Elasticsearch. Kibana lets users visualize data with charts and graphs in Elasticsearch.
An argument with a coworker — conflict of opinion. Working on a project that doesn't energize you — conflict of interest. Didn't get the promotion — conflict of growth. Working super hard with no time for personal life — internal conflict. Saying yes to work that doesn't align with your goals — conflict of priorities. Committed a mistake, but can't come to terms with accepting responsibility — conflict of values. We don't realize it, but most interactions at work lead to a major or minor conflict.
When it's a minor conflict, we feel a sense of discomfort in our body but can't pinpoint the exact source of the discomfort. Most of the time we ignore this conflict while it sits within our subconscious as we go on with our daily life. A major conflict, though, looks and feels very different. Even though there's no real danger, our mind perceives the conflict as a threat.
Static code analysis allows you to identify and eliminate many defects at an early stage. Moreover, it's possible to detect dormant errors that don't show themselves when they appear. They can cause many problems in the future and it requires many hours of debugging to detect them. Let's look at an example of such a dormant error.
To show the advantage of regular use of the PVS-Studio static analyzer, we regularly check the Blender project. My colleague wrote more about this idea here.
Here at Sentry, we like to dogfood our product as much as possible. Sometimes, it results in unusual applications of our product and sometimes these unusual applications pay off in a meaningful way. In this blog post, we’ll examine one such case where we use the Sentry JavaScript SDK to instrument Jest (which runs our frontend test suite) and how we addressed the issues that we found.
We have high-level metrics for how well (or not) our CI is performing. This is useful to get a general sense of the health of the system, however, it does not help when doing a deeper dive into why a system is slow. We decided to instrument our CI jobs at the test runner level in order to get insights into the performance of the individual tests. We needed to be able to see if our test suite was slowing down because we were adding more tests or if it was because we had poor-performing tests.
This post is the first in a series on Google Cloud VMware Engine and Google Cloud Platform. This post walks through planning, prerequisites, and the process of deploying a Software-Defined Data Center (SDDC) using HCX in Google Cloud VMware Engine, as well as configuring a VPN gateway for initial access to the environment.
Before we dive into this, I want to set expectations for this blog series. My goal when working in the cloud is to create, modify and destroy resources programmatically. My tool of choice is Terraform, but I will also use CLI-based tools like gcloud. Occasionally I will inspect API calls directly and perform API calls with Python or cURL. I have found that learning a product's API is an excellent way to master it. Cloud consoles (GUIs) are adequate when getting started, but interfacing with the API, whether through Terraform or an SDK, is how these platforms are designed to work.