Mobile app developers are hard to come by, particularly if you are trying to build an app for iOS. It is up to you to go out and find the best iOS developers to build your mobile app. But that can be a daunting task. The iOS developer skills that a mobile developer needs aren’t the same as you know your run-of-the-mill Java developer. Read More
Job interviews are the first point of the interview process where you can start piecing things together. And by using specific interview techniques and skills, you’re able to shed a little more light on your applicant.
An interview gives you, the interviewer, the first real chance to assess a person and see if they’re an OK fit or a fantastic fit for the applied position. But your interviewing techniques are more than what you say – it’s your body language, the environment and the way that you listen.
Use these 14 interview tips to discover which applicant is right for the job
In this article, you’ll see: Read More
These are all relevant IT recruitment questions which are often answered based on gut feeling.
The good news, we now have the data to answer them. We do so in our latest technical screening report.
Ladies and gentlemen, we proudly present the Devskiller Global Technical Hiring & Skills Report 2019.
What’s in our technical screening report?
Our technical screening report is packed full of developer hiring information, technical skills data, and geographical insights. It is based on data gathered from testing 112,654 developers from 120+ countries within a 365-day time span. Read More
2019 is here and it’s time to take a look at the key hiring trends in HR which will impact recruitment. To help you grasp the most important ones, we’ve reached out to key hiring experts, including Ryan Leary, Sean Fahey, Rita Mendes, Thomas Eymond-Daru, Cynthia Cohen-Tordjman, Dorota Piotrowska, Jonatan Rugarn, Luke McGinn, and Tom Winter.
We’ve asked our experts the following question:
“What are the key trends in HR to impact 2019?”
Without further ado, here’s what they believe is going to happen. Read More
The New Year is around the corner so we’re taking a look back at the work we’ve done and content we published this year. Before you dive deep into the festivities, check out the most popular 2018 HR articles and resources from the Devskiller team.
Most popular HR articles
‘Those that fail to plan, plan to fail’, as the old adage goes. And this phrase rings true in the modern world of tech recruiting, too. A recruitment plan is an often overlooked element of recruiting developers of any level, despite the current tech talent scarcity. The annual Harvey Nash/KPMG 2018 CIO Survey focused on 3,900+ tech leaders discovered that 65% of respondents believe that hiring challenges are hurting the industry (up from 59% last year).
IT recruitment is without a doubt full of obstacles. A well-written recruitment plan can help you tap the existing talent pools and find the ideal candidates. Read More
2019 is around the corner and it’s time for us to take a look at all the most recent tech recruitment research. To help you make the best hiring decisions throughout 2019, we’re giving you 70+ human resources statistics. The data gathered here can give you a good snapshot of the state of hiring at the end of 2018.
We’ve gone through volumes of research by industry leaders including Stack Overflow, The Bureau of Labor Statistics, LinkedIn, Deloitte, ManpowerGroup, Glassdoor, Gallup, Jobvite, iCIMS Inc., NFIB, Sentier Research, USA Today, PayScale, and Thomson Reuters.
Without further ado, let’s dive right into the Human Resources statistics for 2019!
Human Resources statistics for 2019
Talent shortage human resources statistics
When I first founded Devskiller seven years ago, my team’s goal was to help companies find great developers. Since then, I had the opportunity to work with Fortune 500 companies, as well as smaller ones globally. I spoke to technical people like CTOs, IT managers, team leaders, team members, and HR representatives. All these people were responsible for finding and hiring top tech talent. They were all facing a universal problem: how to hire great programmers. They were also chasing after the same developer strengths.
It all starts with identifying a good developer when you see one. This brings us to the critical question: What are the key developer strengths? There has been much discussion on the subject. I recommend you to read this Quora thread. It’s packed full of insights from some serious industry masterminds. Read More
There’s no denying that the world is in constant flux. Thanks to the web, automation, and the data processing abilities of modern computers, the border between humans and machines has become fuzzy. How does it affect IT and QA testing in particular? And finally, which QA skills make great QA testers well, great?
The ideal set of QA skills
As we become more dependent on AI and automation, the role of QA testers has changed too. Does an ideal QA tester even exist? Probably not. However, here are the QA skills commonly shared by great QA testers: Read More
The last leaves are falling off the trees, days are getting shorter, and the Northern Hemisphere prepares for winter. Unphased by the changing seasons, Devskiller has been working hard all year long to bring new features to the platform. Our goal is always a better platform and a better experience.
Devskiller platform update November 2018
Here are some of the most important new features we’ve added since last June:
Artificial intelligence, machine learning, and deep learning are transforming the talent acquisition game. AI-powered solutions can improve a whole range of processes. The technical recruitment process is no exception.
The best part?
AI in HR can give you great results.
This article will explain how AI can help you get better hiring results (AI Benchmarking Engine for the win, but more on that later!). Read More
So you’ve done all the hard work to source your Ruby on Rails developer candidates. This might have involved making lasting relationships in the developer community. It might have also involved you combing through GitHub projects and finding who had the best commits. It might have even been a referral from one of your other developers. However you found your candidates, you now need to find the right one to fit the position you are trying to fill.
But there’s a catch. Technical interviews take up the valuable time that your current developers could use to build your product. To keep moving forward, you want to hold as few interviews as possible. And there is a solution.
In the tech world, getting the attention of skilled talent is possibly the hardest part of your job. So when any kind of developer gets to your careers page, you need to make sure that the talent likes what they see. If they do, they will give you their details.
But LinkedIn research shows that only 25% of people visiting your careers page are actively looking for a job. Given this, your page needs to be pretty convincing. Your careers page is ultimately a sales page. If it isn’t selling your company adequately, no one is going to buy – or apply.
Pre-employment testing is a standardized and objective way of collecting candidate data in the hiring process. The purpose of pre-employment testing is to verify the skills, capabilities, and personality traits of prospective employees.
In this article, we’re covering:
- the benefits of various pre-employment testing methods
- types of pre-employment testing
- the best pre-employment screening methodology for tech candidates: RealLifeTesting™
- actionable tips for designing an efficient pre-employment testing procedure
Some commentators in Silicon Valley think that diversity in tech is no longer an issue. But here we are sitting in 2018. The tech industry diversity statistics show the industry is overwhelmingly white and male.
Your views may not be as extreme as the Google diversity emailer. Still, you may believe that everything is working as it should. Meritocracy means the best people should get the best positions regardless of their background. Hasn’t that approach built the best tech products, teams, and companies?
Once candidates pass the screening and the first interview stage, they often get invited to the second interview. The second interview is used to either assess company fit in a second soft skills interview or verify technical skills through a technical interview. The choice of second interview questions you can ask your candidates depends on which of these purposes you want the interview to serve.
By the end of this post, you’ll know:
- what is the difference between the first and second interview questions
- second interview questions to ask candidates in a second soft skills interview
- second interview questions to ask candidates in a technical interview