Marc Benioff, the CEO of Salesforce, once said: “The secret to successful hiring is this: look for the people who want to change the world.” In fact, there are many proven methods of spotting (and attracting!) the best talent to join your team.
We spoke to 13 business experts and asked them for their best hiring advice.
It’s the year 2020 and the way we hire, develop, and terminate staff is rapidly evolving. It’s now a better time than ever to examine whether your hr best practices are in sync.
Did you know that 83% of employers believe attracting and retaining talent is a growing challenge?
Or that 93% of employees say they’re more likely to stay at an organization with an empathetic employer.
The methodology of hiring and retaining staff in such an environment is not simple. Then, add a bunch of young job-hunters with different mindsets from previous generations and it doesn’t become easier.
It’s no secret that some industries are easier to recruit for than others.
The tech space for developers is one that continually challenges the patience of HR professionals. The perfect candidate is usually already employed as statistics indicate that almost three quarters of developers are open to a new job but only 15% are actively looking.
Attracting top talent is essential to the future of your organization. If you want to get ahead of your competition, you need to hire the best talent (and implement the best recruitment strategies) to help you get there. For this reason, creative sourcing strategies in recruitment are important to develop.
Candidate sourcing, or just sourcing, is the means of identifying candidates for a job opening. Talent sourcing is a proactive approach to candidate recruitment. It emphasizes searching for qualified people with some strategies focusing on those actively looking for a new job and others identifying as passive candidates. Being familiar with your organization’s sourcing strategies in recruitment is essential.
But first, we’d like to thank you for trusting us with your business.
Back in 2015, we were just a stereotypical startup with five founders in a tiny office, a pile of empty pizza boxes, and a big dream. Today, we serve our amazing customers from 60+ countries including PayPal, Cisco, ING, Deloitte, Criteo, or EY.
And things will get even better…DRUMROLL….
We’ve raised over $1M from SpeedUp Energy Innovation!
This money will help us further improve our products and our service to you and your businesses.
In addition to continuously tweaking our products, we will be rebranding them. Very soon, DevSkiller will become DevSkiller Talent Score and MapSkiller will become DevSkiller Talent Boost. Read More
The world of recruitment is a bumpy one: you need to have eyes on the back of your head to know what is going on and how to adjust to the latest changes.
No matter if you just started your journey as a recruiter or you are an experienced one, you can never have too many resources to follow. What is more, you should regularly update the list to make sure you miss nothing.
It is not that simple, though. Recruiters have a lot of tasks on their plates, and many of them just cannot dedicate enough time to keep checking the news.
While we do not have a remedy for that, we decided that a little list never hurts. Today, we have gathered 20+ recruitment blogs to follow from all over the world and we will show you why they are worth following. If you want to stay up-to-date with news from the HR industry, then we are here to serve you with some great recruitment resources.
As a technical recruiter, it’s no longer enough for you to know only the names of certain programming languages – you should also understand the basics of how software is made.
When it comes to creating production software, there are two very important factors to consider: The first is developing applications is becoming more complex. The second is programmers are always trying to be more effective and more efficient in their work. As a result, every team of programmers must decide whether (or not) to build an application using either a software framework or a software library (or a number of libraries). Read More
In this article, we’re going to cover the following topics:
What is Ruby? What is Ruby on Rails?
Ruby on Rails Salary
Junior Ruby on Rails Salary
Other factors that affect a Ruby on Rails developer salary
What is Ruby?
Ruby is an interpreted, high-level, general-purpose programming language, developed in Japan and released in 1995. Its designer, Yukihiro “Matz” Matsumoto, wanted a genuine object-oriented, easy-to-use scripting language and decided to create it himself, failing to find what he was looking for in Perl and Python. He said that the primary purpose of Ruby is to make programmers enjoy their work, be productive, and happy.
What is Ruby on Rails?
Rails is a server-side web application framework written in Ruby under the MIT License. It emerged a few years later, in the early 2000s’ and it has greatly influenced web app development by introducing modern and innovative features and now widely-used patterns such as Convention over Configuration or Don’t repeat yourself. Read More
The case interview was originally a technique focused on assessing candidates for partner-track roles and associate-level employees. However, it has evolved to analyst-level employees who provide internal support to senior management and the research department.
Blockchain was the fastest-growing skill in 2018. Its growth exceeded 2,000% for three quarters in a row and 6,000% for year-over-year growth. No wonder – blockchain has the power to transform the way money is transferred, how people vote online, how they verify their identities, invest, prove ownership of digital assets, and much more.In this article, we’ll take a close look at the much-debated topic of blockchain developer salary. We’ll discuss:
Blockchain developers are making on average between $150,000 and $175,000 in the United States
Blockchain growth exceeded 2000% for three quarters in a row and 6000% for year-over-year growth
Blockchain developer salaries are some of the highest paid jobs within the industry.
What is the blockchain salary?
According to Hired, an average salary for a blockchain developer is between $150,000 and $175,000 per year. To compare, an average software engineer salary stands at $137,000 per year. The highest blockchain developer salary can be found in the San Francisco Bay Area – $162,288.
According to another recruitment source, Janco, a median blockchain engineer salary stands at $127,000 and $172,000 for more experienced developers. Top blockchain engineers can earn even more than $200,000 per year.
According to PayScale, the average blockchain developer salary is significantly lower ($109,000 per year) but it’s calculated based on other positions that only mention blockchain as a related skill. Therefore, it may not be the most reliable source in this case.Source: PayScale
Skills that affect blockchain developer salary
The high salaries of professionals with blockchain-related skills also result from the desired skill set that is relatively rare and specialized. Although blockchain developers are supposed to know popular programming languages while being flexible and curious about new technologies, there are also some specific skills they should possess and they significantly affect a blockchain developers’ salary. To give you an example, here is a common skillset of a blockchain developer:
GitHub and experience with open source projects,
basic knowledge of mathematics and algorithms,
understanding of Bitcoin and blockchain.
Ethereum developer salary
Blockchain developers are often supposed to have a working knowledge of Ethereum, which is “an open-source, public, blockchain-based distributed computing platform and operating system featuring smart contract functionality.” Thanks to Ethereum, developers don’t need to have advanced skills related to cryptography or algorithms to build blockchain-based applications. This open software platform facilitates and automates much of their work.
Similarly to Bitcoin, Ethereum is a distributed public blockchain network. However, instead of tracking ownership of digital currency, it runs the code behind decentralized applications. No wonder that engineers with Ethereum skills are in demand. However, similarly to the blockchain developer, Ethereum developer/engineer is not commonly considered as a separate job, but more as a skill. That’s why popular salary and recruitment services don’t provide information on its average salaries.
Cryptocurrency Jobs only shares an average Solidity developer salary in the United States, which is related to Ethereum developer salary and stands at $127,500 per year.
In fact, the best way to get a reliable idea about how much Ethereum developers earn is to check freelancing marketplaces. As we’ve already mentioned, many blockchain engineers work or would like to work remotely, often as freelancers and consultants. That’s why it’s easy to find them and their rates. Upwork, shows that the majority of Ethereum developers expect between $50 and $100 per hour.
One of the biggest advantages of blockchain is that it’s a distributed network. Instead of relying on a single registry, blockchain relies on a network of computers forming a secure chain or ledger. That makes it resistant to manipulations or hacking as an attacker would need to hack more than 50% of the computers in the network at the same time.
Another reason for the popularity of blockchain in the tech world is that major companies such as IBM, Samsung, and SAP have taken blockchain seriously, implementing more blockchain-based features and regularly hiring engineers and computer scientists specialized in the blockchain. What is more, blockchain is now being used in the fields of business and finance, even by traditional companies like Visa or Bank of America. All of that affects the job market and average blockchain salary.
Personal interview questions put the ‘human’ element into the ‘HR recruiter’ that you are. When hiring for a developer role, you’ll naturally ask a lot of questions about your candidates’ technical skills.
But to build the most accurate picture of an individual that you can, you need to get a little personal. Their favorite breakfast cereal or holiday destination might be a bit much, but it’s important that you do ask open-ended questions about your candidate as a human.
A handful of questions about work ethic, stress management, strengths, and weaknesses can help you see the other side of your candidate, beyond their technical skills, experience, and abilities.
Sure, there are no right or wrong answers to personal interview questions, but there are tried and tested interview techniques. Still, the response you get can help you see if your candidate will fit into the company’s culture and position-specific challenges that happen in the role at your company.
Mix a few behavioral interview questions with your personal interview questions, and you’ll be able to build a comprehensive cultural assessment of your candidate.
As a professional technical recruiter, there are many different types of interviews for you to consider. Some are more useful at particular stages of the assessment process, some are more appropriate for testing particular skills. This article will explain a number of different types of interviews and point out their various advantages and disadvantages.
Types of interviews you can use for technical recruitment
Money isn’t everything but it is important. Few industries of recent years have seen greater growth in salary as IT but that growth has been uneven. We found that tech salaries can be affected by a number of factors including technology, job title, industry, skill, area of development, and tech stack. Certainly, many tech jobs pay well but in 2019, only a few jobs stand out as the highest paying tech jobs.
We’ve looked at the data from Dice, PayScale, Glassdoor, and Stack Overflow and put them together in this handy infographic.
Given that both smartphone penetration and app usage are growing steadily, the demand for developers who can build mobile apps is increasing. No wonder: mobile apps are expected to have the most impact on business success, and generate a full $189 billion in revenue by 2020. In this article, we’re taking a look at mobile app developer salary numbers.
As the demand is increasing rapidly, it might soon become difficult for companies to attract top talent. If you’re on the lookout for a mobile app developer, you should at least become familiar with an average mobile app developer salary to make sure you land the best candidates for the job. Read More
If you’re wondering what a .NET developer salary is, you’ve come to the right place. We’ve gathered data from reputable sources like PayScale, Glassdoor, and Indeed so you don’t have to look any longer.
.NET is a free cross-platform software framework created by Microsoft and initially released in 2002. Since then, it’s been growing in popularity because it offers a simple and secure way to create software. .NET supports many programming languages, such as C#, F#, C++, Visual Basic, and more. In addition, it provides programming guidelines that can be used to develop a wide range of mobile and desktop applications. .NET is also a top solution for Windows servers both on local networks and in the cloud.
.NET developers typically write code that works with a .NET framework to create web pages, access databases, and business logic servers. They write, modify and debug software. Working with .NET, its languages and extensions, such as ASP.NET is also a must. Thanks to the framework’s popularity and versatility, .NET developers are in demand.
Don’t use .NET? You can find salary data for other technologies like Java and Python.
In this post, we will be addressing the following topics:
If your current interview process is not based around situational interview questions, it probably looks a little like this:
You meet your candidate, ask if they found the place ok, talk about their employment history and their skills, explain the available position a little more, then shake hands and ‘we’ll get back to you’.
If you thought that the above situation is all too common, you’re right – it is. Interviews like that offer no value to either party.