With a new year typically comes a desire to improve ourselves at what we do, and HR is no exception. However, learning takes time and it’s no secret that recruiters are busy people. In order to save you time, we’ve compiled a list of top 50 recruitment statistics HR pros must know in 2017, based on research by The Bureau of Labor Statistics, Harvard Business Review, LinkedIn, Glassdoor, Deloitte, MRINetwork, Jobvite, Capterra, Edelman Trust Barometer, NFIB, Future Workplace, Career Arc, PayScale, and Society for Human Resources Management. Read More
Have you ever wondered how much it costs to recruit a new programmer? The numbers may surprise you.
The most common cost of recruiting a developer which comes to mind is a recruitment agency fee, but it’s just a starter. In the IT world, where there is a talent shortage, hiring a new programmer (or any tech talent) increases in cost and effort as time goes on. The better a programmer is, the more expensive it gets. The best ones are like superstars with their own agents. Employee turnover is a huge problem for most companies and long-time employment is almost unreal. According to the 2015 Recruiter Survey, the average employee tenure is below 6 years; 30% of people change their job in 1-3 years and 29% in 4-6 years. Quarsh’s research gives even more dreadful numbers – 20% of new hires leave in 12 months! Read More
Android developer skills are in great demand, and this demand is expected to grow even further as Android is the dominant mobile operating system today, running on countless models of smartphones and tablets, as well as many other devices. As a result, a recruitment campaign for Android Developer is pretty hard. It has to be quick and accurate if you want to hire the best ones. Otherwise, your competitors will steal you candidate. Screening usually takes the most time so let’s find out how to do it in a fast and effective way. Read More
A lot of companies are complaining that there is a shortage of available developers and the good ones are hired really quickly. This makes the IT recruiting process really tough and makes technical recruiters look for effective ways to accelerate the IT hiring process. Check out our tips on how to recruit tech talents so that you can be first to get to the ones with greatest potential and value for your IT team. Read More
Technical recruitment is tough. There are many vacancies to fill. If you want to succeed, you need to be better than others or the perfect candidate for your next top tech talent will join your competitor’s team.
There are many ways to be successful in technical recruitment. One of them is a smart usage of content marketing. Yes, you see it right – content marketing. Why? Your proposal is your investment and you want to invest your resources well in order to get most of it. If you are running IT recruitment campaigns, you are probably doing it because you want to carry out more programming projects, handle more clients in order to develop your company and increase your profits. The better new employee is, the higher advantage you get. A good content marketing strategy helps you attract the best people. Content marketing plays a primary role in building your image, supporting brand awareness, and employee branding. There are countless methods of using content marketing in tech recruiting. Here are some of them: Read More
IT sourcing and technical recruiting programmers can be tricky. To make it easier you need to define who you are looking for and where they are. There are two types of questions you should ask yourself before starting talent sourcing.
Firstly: Where do my tech talents live? Can they relocate? Can they work remotely? In case of remote work, which time zones can you consider?
Secondly: What skills are the most important?
The key to tech recruitment is to act fast so tech talents won’t be taken from you before you even realize it.
Measuring coding skills is an essential step in technical recruiting. This way you can verify candidate’s programming skills and evaluate whether the developer is the right one for a job. The most common way to do it is to invite candidate to take coding test. However, be cautious in choosing the right ones. You don’t want to ask candidate algorithmic questions or verify whether they memorized book knowledge as it doesn’t bring much value for your IT team. What you are looking for is a developer that is good at coding, a real problem solver who can show their programming skills in action. Read More
We all know that sourcing and recruiting can be very time-consuming and at the same time you are expected to act as fast as possible. To make sourcing and recruiting faster and smoother you have to act smart and use tools to support you. Using dedicated browser extensions may be a good solution. Chrome extensions can help you in several ways from finding social media profiles, websites to contact information such as an email address and phone numbers. They create endless opportunities for you not only to connect with candidates but also to engage with them.
Want to try to use boolean search? There are Chrome addons which do the work for you. Want to make your Gmail help you with recruiting or screening? There are extensions for it.
We gathered most popular and useful Chrome extensions for sourcing and recruiting which can be very helpful for IT recruiters. Check them out and start using them. Read More
Recruiting tech talents is challenging. It requires a lot of effort from you and your company to attract the right candidates and build efficient IT team. If a programmer is competent and experienced then you are probably not the only one who tries to recruit them. How to be the first and hire the best?
The right strategy in mind and proper execution. In article “The Game For Tech Talent Is Getting Serious” published on TalentCulture we share our thoughts and our clients’ experience on the essential steps that will bring you closer to hiring tech talents. Read More
The first rule of quality IT sourcing is: be where your talents are. Sourcing tools can be of great help but nevertheless, you need to know more about your target group.
So ask yourself some questions:
- Where do programmers spend their time?
- Where do they work on open source projects?
- Where do they share knowledge and help each other?
If you know the answer to these questions then you are on a good way on your IT sourcing path. Programmers are a specific group of people whose work is their passion and they spend their free time on programming on their own. You can easily find them when you know where to look for. Read More
We are thrilled to let you know that our article “Why HR and IT should talk to each other… but they don’t” has just been published on SOURCECON | Sourcing which is run by ERE Media, the go-to information and conference source for human resources, talent acquisition, and recruiting professionals.
The article is based on our experience with technical recruitment and stories that we hear from companies that we talk to. From our perspective it seems that there is a lot of tension between HR and IT recruitment, they often suffer from misunderstandings and miscommunication. It is a real pity as IT recruitment is a joint effort and the sooner all employees get on board the better results they will achieve and tech talents they will recruit. Read More
You want to hire SQL developer and start your IT recruitment campaign. You receive many resumes and cover letters – now it’s time to begin screening process. Looking through applications and talking over the phone with candidates you start wondering whether a certain SQL programmer is good enough to become a part of your IT team and are they worth inviting for an on-site technical interview. On the one hand you don’t want to turn down SQL developer with potential that could be valuable for your company. On the other hand you don’t want to invite weak candidate for interview with your IT team and hear them complaining that the candidate programming skills are poor and they knew it after 5 minute talk. Read More
After sourcing, candidate screening process in IT recruitment is the second most time-consuming stage. No one wants to waste time on weak candidates. Weak in terms of their skills, personality, culture fit and so on.
There are several different assessment and screening tools which help you get through your IT recruitment process smoother and these tools will save your time and money. In case of IT recruiting it is not only a matter of confirming information in a resume or verifying behavioral or decision-making traits but also it often includes technical screening. Starting with video interviews, technical skills and psychometric tests to background checking find what you can do to get your new employees on board as fast as possible.
This year has already been very busy, we do feel that we are really going global!
Each month we start working with customers from new countries and our Month-over-Month for the third time in the row exceeded 100% growth.
But enough about financials, in the past 4 months we’ve made a lot of big changes in DevSKiller application to make it more flexible. We’ve been listening to our customer wishes and evolving so that it is more user-friendly and convenient to use. Just check it out: Read More
One of the most important but still ignored aspects of hiring a software developer is verifying how candidate is dealing with the code and whether is able to express their thoughts with particular programming language. Usually in IT recruitment we do it by asking candidate to write some code solving particular problem. Candidate can do it alone or as a pair programming with the recruiter (Hit the bull’s eye with coding tests in natural environment [case study]). We do it because writing code is one of the most important things developers do on a daily basis. However we should also remember that developers much more often read than write the source code. So we should not forget about verifying if candidate is able to quickly analyse and understand some code snippets. We can simply show some code printouts or (even better) give IDE with some project and ask questions related to what is happening here. That’s where code review challenge is really helpful. Read More