Key Performance Indicators (KPIs) allow businesses to evaluate and understand how well they are performing against their goals. They are used to measure a number of goals, including sales, marketing, financial performance, customer satisfaction, and most importantly, recruitment objectives. It’s essential for talent acquisition specialists to know and understand the most important recruitment KPIs which we’ve gathered in a cheat sheet which you can download at the end of this article. Read More
Conducting an interview can be tricky when it comes to tech, mainly because many tech recruiters don’t possess the exact set of skills and expertise typical of the position they’re trying to fill. As a consequence, some HR professionals approach interviews with a high level of awkwardness, and in some cases, even anxiety. Let’s just say, the developers are not impressed. In fact, the word “interview” comes second on Stack Overflow‘s list of words used to describe the annoying part of job searching, and first on the list of words used to describe its exhausting part. Read More
To be a successful tech recruiter, you need to make your hiring data-driven. To recruit the best software developers, you need to make informed decisions and stay away from the gut feeling as much as possible. Luckily, your rescue comes in the shape of recruitment metrics which allow you to objectively evaluate whether your talent acquisition strategy is efficient or not. They also give you the ability to streamline it wherever necessary.
In this article, we look at the 5 top recruitment metrics:
- Source of Hire
- Time to Hire
- Applicants per Hire
- Employee Net Promoter Score (eNPS)
- Offer Acceptance Rate
These recruitment metrics were selected based on Jibe’s study. You can find more information on some of the recruitment metrics listed by Jibe which we’ve already discussed in our previous articles: Cost per Hire, Candidate Experience, and Quality of Hire. Read More
The technical recruitment process is hard enough as it is between the screening and the interviewing, the coding and the negotiation. But you can’t do anything without attracting candidates to the top of your recruitment funnel and for that, you need an amazing job ad.
It’s important to make a pitch that no developer would ever want to say no to. Your ad serves an important function beyond a simple explanation of the position you are trying to fill. It should be a reflection of you, your company, and the position, perfectly targeted to entice the right people while filtering out the wrong people.
There are few things in programming as imprecise as DevOps. The name itself is even in dispute with SysOps and SRE also popular ways to describe the field. Not only that, there is no standard package of DevOps skills.
The role sits somewhere between that of a software developer and an operations engineer so the screening is highly specific to the exact skills the employer is looking for. So how you do you screen for DevOps skills? To get a better idea of this, it is important to start at the beginning.
Software engineers are incredibly valuable with some software engineer jobs paying as much as you would a doctor or a lawyer. At the same time, the barrier to entry seems to be getting lower. The number of professional developers with less than a bachelor’s degree who responded to Stack Overflow’s Developer Survey has grown to a full 25% of the respondents. This begs the question, if just about anybody can do it, what makes software engineer jobs pay so much?
To find out, we needed a big data set so we turned to PayScale. Using that platform, not only are you able to see the salary range for a software engineer, you can break it down by skills, location, and company.
In the ideal world, your tech talent pipeline is full of candidates and when you select one and tell them you’re interested, they’re game. Once you make an offer, they gladly say yes. Fast forward a couple of days, they sign the employment contract and you live happily ever after. In reality, you have to spend hours sourcing, personalizing and generally need to bend over backwards to get your message across. With the high competition for software developers these days, it takes a considerable amount of time and effort to lure a candidate to join your company. In other words, the recruitment process in IT is rife with challenges, even to seasoned recruiters, not to mention those guilty of some of the biggest tech recruitment sins. Read More
The situation in tech changes so fast that as tech recruiters, we need to constantly improve our hiring process. The techniques that worked before may not be as relevant in this age of super competitive labour markets so we have scoured the Internet to find recruitment best practices to help you stay at the forefront of tech recruitment.
Recruitment best practices, what’s the big deal?
To be a successful tech recruiter, it is more important to start with excellent soft skills than it is to start with a business background. In fact, an analysis of recruiters’ LinkedIn profiles found that the number one degree held by recruiters is Psychology and not a business degree. It is to this kind of background that most recruiters add recruitment best practices to score the top technical talent. So what are recruitment best practices?
Simply put, recruitment best practices are techniques that have a track record of getting good results. You can and should develop your own as you gain experience but as Isaac Newton said, “If I have seen further, it is by standing on the shoulders of Giants.” In other words, use these established recruitment best practices to get to the front of the tech recruitment pack.
Before it was easy to give a work sample test to anyone who fell into your tech recruitment funnel, the technical hiring process was a minefield. Even before I got into the industry, I remember hearing stories of the frustrations my friends and colleagues faced trying to navigate the technical interview process both as candidates and hiring managers.
Candidates were hit with barrages of irrelevant, time consuming, and dispiriting algorithmic tests and whiteboard interviews which heavily favored recent college grads and gave them no insight into the job. It was equally difficult for recruiters and hiring managers. They had very few effective methods to determine which of their dev candidates would go on to do great work for them. So they used what was available and had to put up with the variability of the results. But there is a better way.
The work sample test is a well-established idea in other fields, revolutionizing the hiring process but is now gaining traction in tech.
As of 25 May 2018, companies who collect personal data of EU residents have to become compliant with the GDPR (the General Data Protection Regulation). The 2018 GDPR recruitment implications are manifold and they involve giving individuals more control over their personal data, as well as simplifying the data protection environment.
HR and recruitment professionals rely heavily on personal data which they collect and store. In fact, decisions made throughout the recruitment process are based on personal information such as education or professional experience. What is more, the EU GDPR places the burden of compliance on the organization collecting and/or storing the data. For that reason, it’s in their hands to ensure compliance before the deadline arrives.
We’ve put together data on the effect the 2018 GDPR will have on recruitment and presented it in a handy infographic you can find below. Let’s get started! Read More
How to become a recruiter in tech? And how can you improve your hiring skills if you’re already an active recruiter? There are a number of things you can do to be more successful in HR, regardless of your level of advancement. In this post, we look at ways you can start your career in recruitment as well as improve your skills as a professional tech recruiter. We present you with actionable tips which are easy to implement so you can start right away.
How to become a recruiter and what is the typical salary?
Although the string of decisions which leads to becoming a recruiter is not identical for everyone, in most cases it starts with the right education (this topic is covered in detail below in section 1). Read More
The reason why you give a coding interview to a software development candidate is to make an educated guess of how well they will do their job if they are hired. This post will tell you the best way to give an online coding interview and how to provide a better candidate experience by code paring remotely.
Coding interviews used to involve reading tea leaves. Then the crystal ball came along and changed the industry overnight.
Of course, I’m joking but a lot of the popular methods for interviewing software developers predict their success about as well as a crystal ball.
What you want to see is how your developer candidates perform under real-world conditions. At the same time, you want to make it as painless as possible for your candidate to take the test.
An online code pairing interview gives you a window onto your candidate’s development process in as close to a real environment as you will find anywhere.
It’s 2018 and boy have we been busy. That means making our platform better and generally helping lift standards in the tech recruitment field. Our users have spoken and we’ve worked tirelessly to make their experience better.
We have a bunch of new cool features and products we have realised that will help you achieve your tech recruitment goals. So without further adieu, let’s see what’s new at Devskiller.
The goal of the tech recruitment process is fundamentally about finding the best person for the job. The simple truth is that by eliminating unconscious bias in recruitment, you access more qualified candidates than you could before.
I think you would be hard-pressed to find a person in tech who goes into the recruitment process consciously giving into their biases. In the same way, I think you would be hard-pressed to find a hiker who goes into the mountains expecting to be saved by mountain rescue.
Unfortunately, hikers still get stranded and there is still evidence that the tech industry is rife with bias. The Stack Overflow 2017 Developer Survey found that their respondents who were professional developers were almost 90% male and almost 80% white.
It’s time for some big news! Our long-awaited tech recruitment book IT Recruitment Process That Works. Proven strategies, industry benchmarks and expert intel to supercharge your tech hiring is out and is available exclusively on Amazon.
The comprehensive guide to technical hiring is written by our cofounders, Kate Kandefer and Tom Winter, who share their insights and experience in hiring software developers. Read More
2018 is here and it’s time to look at the current developer hiring landscape. The tech recruitment industry is constantly changing and to help HR professionals keep up, each year industry leaders release reports packed full of HR statistics. These can serve as a benchmark and hopefully turn make tech hiring data-driven discipline across companies worldwide.
To help you make informed hiring decisions in 2018, we’ve gone through volumes of research from a number of organizations including Stack Overflow, Google, Manpower Group, Society for Human Resource Management, Glassdoor, Deloitte University Press, Edelman Trust Barometer, The MRINetwork, Jobvite, PayScale, NFIB, Work Institute, and The American Journal of Health Promotion.
Here are the top 2018 HR statistics to guide you through 2018. Read More