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, the candidate screening process for IT recruitment is the second most time-consuming stage. No one wants to waste time on weak candidates who don’t have the skills, personality, or cultural fit. That is where tech screening comes in.
There are several different assessment and screening tools which can help you get through your IT recruitment process smoother. These tools will save you time and money. In case of IT recruiting, screening is not only a matter of confirming information in a resume or verifying behavioral or decision-making traits. It also often includes tech screening. There are tools out there that help you with video interviews, technical skills and psychometric tests, and background checking. Use them to get high-quality technical hires 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
IT sourcing takes a huge chunk of a recruiter’s time. Of course, as a technical recruiter, you have your tips and tricks, proven methods and techniques that work. They are what help you find the most valuable technical talents. But believe me, in each field, there is always room for improvement. That’s why we looked for sourcing tools that can improve your recruitment process. Read More
When you hear coding tests, I’m sure, IT recruitment process springs to your mind. But our business cases show much greater variety of online programming tests usage and application. Thanks to flexibility of our system, programming assessment at Devskiller can be used to meet various company’s objectives, not only in recruiting tech talents. Just see for yourself.
Of course, coding tests are still great for recruitment. Find out how in The ultimate guide to the technical interview.
It can be a serious problem if you want to hire a Java developer but haven’t got a clue what to look for. You can search through a candidate’s LinkedIn profile or a resume all you want. If you can’t tell your JPA from your Gradel you won’t be able to tell if the candidate is a good fit for the position you want to fill. I wrote this article to gather all of the information you need if you are an IT recruiter searching for programmers with Java skills. Read More
To be the best you have to learn from the best. That’s why we gathered a list of specialists in recruiting that you should listen to, who are worth your time. They are the people that change the ways of recruiting, finding new paths, streamlining recruitment process and squeezing out the most of recruiting funnels.
On daily basis we focus on information for IT recruiters, but the mentioned specialists go far beyond it, being inspiration to the whole recruiting world.
We’ve chosen influencers that are active not only on twitter but also share their knowledge in valuable articles or podcasts.
This way you don’t have to “reinvent the wheel”. Use their advise, combine them all together and develop your perfect process of recruiting.
You only have up to 1 hour to get to know your candidate during the interview. Not much. You probably want to hire programmers who are flexible, adapt quickly in fast-changing environment and, above all, perform well under tight deadlines. Therefore, assessing soft skills, next to verifying programming skills, prove to be crucial as they can to a great extent influence delivering results. How to assess programmer in a right way? Read More
As recruiting programmers is getting more and more challenging, IT recruiters want to stay up to date with all the valuable information that can help them in hiring best tech talents. However, due to information overload, it might happen that you miss some insightful and useful articles.
That’s why we’ve made a compilation of 37 articles that were most shared and thus valuable for tech recruiters in 2015. Read More