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
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
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
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
You are about to start recruitment campaign to hire .NET developer. Once you receive applications and resumes you have to decide who is good enough to get to on-site technical interview. Screening is not just looking through CV. It is a really responsible task. You don’t want to overlook a candidate with a potential and good programming skills. You don’t want to qualify weak candidates for an interview with your IT team and waste precious time of your coworkers.
So the question arises how to screen .NET programming skills in order to get all the candidates that are suitable for a job. Let us help you and show what matters in .NET technology and how to screen candidates fast and effective. Ready? 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.
You are looking for a person who can not only code, but is also able to resolve your problems and meet your expectations. You post a job offer on a couple of recruiting portals, do a headhunt through LinkedIn or networking and contact recruiting agencies to get as many promising candidates as you can. Every resume or LinkedIn profile states that your candidate can program in specific languages and in certain frameworks. Read More
After publishing a post concerning most common don’ts of hiring programmers we received some questions regarding programming tasks and the way we should verify coding skills.
From my long-term work experience I’ve got a lot of consulting practice on recruiting process of programmers in some of the biggest IT companies based mostly in central-eastern Europe. Read More
How often do you find yourself in being disappointed with programmers that you have just hired? You spent hours of your time on looking through hundreds of CVs, reviewing plenty of code lines, conducting many interviews. You’ve chosen a few… still in reality they turned out to be far from what you have expected. You are wondering what went wrong… Maybe we will help! Read More