Based on 2016-2017 Talent Shortage Survey, IT professionals constitute the second biggest talent shortage group globally and one of the hardest groups of professionals to recruit. LinkedIn is the go-to place for sourcing software developers for majority of recruiters, so it’s a very crowded and competitive space. The higher the demand for top tech talent, the more efficient you need to be with your sourcing. In this post, we explain how to source software developers from LinkedIn. Read More
Recruiting is hard work – you typically spend very little time forming opinions of people you’d like to hire for a long period of time. As Alan Carniol, founder of InterviewSuccessFormula.com explains in this Forbes post by Jacquelyn Smith, “a hiring manager must make a decision that can cost a company thousands or tens of thousands of dollars [in that short time]”.
For that reason, it’s important to understand what you can do to make your hiring process successful, cost-efficient and time-effective. Read More
When I first founded Devskiller four years ago, my team’s goal was to help companies find great programmers. Since then I had the opportunity to work with Fortune 500 companies, as well as smaller ones from all over the world. I spoke to technical people like CTOs, IT managers, team leaders, team members, and HR representatives responsible for finding and hiring top tech talent. They were all facing a universal problem: how to hire great programmers. In fact, it all starts with identifying a good developer when you see one, which brings us to the critical question: What are the qualities of a great software developer? There has been much discussion on the subject and as a start, I recommend you to read this amazing Quora thread packed full of insights from some serious industry masterminds. Read More
In his fictional letter, author & entrepreneur Bryan Adams discusses his tumultuous relationship with recruitment industry. The poignant letter focuses on the importance of filling open racks at the speed of light with a simultaneous lack of respect for candidates involved in the process. Here’s what he has to say:
“We always said we’d put the candidates first. (…). I’m not completely blaming you, I know you’re under a tremendous amount of pressure at work. I know you’ve got to deal with explaining a high attrition rate as well as filling a sudden spike of vacancies right now (…). Last week you even completely ignored me for two days just because I suggested that you should call the candidates with some meaningful feedback – It would have meant so much.”
Sadly, Adams is speaking the minds of many recruiters and even more applicants. Read More
Hiring can be a tall task, but it’s an important one. Why so? Choosing the right people around you impacts your business more heavily than many of the decisions you make because your employees make hundreds of decisions on your behalf every single day.
In his podcast, Michael Hyatt argues: “Team is everything. If you don’t have the right team, then you’re limited by what you can accomplish. If you get the right people in place, you can leverage what you can do and take it to another level.“ Not having the right people around you in the professional environment is “worse than trying to do it alone”. Read More
In today’s candidate-driven market, innovation in recruitment efforts is being put into new gear – in fact, it’s quite possible that it is driving an entirely new vehicle – especially when it comes to recruiting in the growing tech industry.
Recruitment campaigns nowadays use videos, images, social media, and other new channels to stay relevant, rather than make a company a maverick in the industry. Today, IT companies regularly use hackathons and other events by organizing or sponsoring them to source and screen candidates. It’s clear that recruiting in IT isn’t as simple as posting a job ad anymore. Therefore the meaning of “new” and “innovative” is constantly being pushed to the limit, especially in IT, and we looked for those campaigns that really stood out.
We looked at quite a few companies that focused on attracting developers and saw a good number of really creative efforts. We tried to focus on the campaigns that would inspire and could be replicated or improved upon, so although we will mention some big names, we want to go into campaigns run by smaller companies in-depth.
According to Global HR Research,“66% of companies make a bad hiring decision each year”.
That’s right. 66 out of 100 companies looking for people to join them make a mistake somewhere along the recruitment process.
As Les McKeown, CEO of Predictable Success argues in a remarkable post How to Hire Great People – Every Time, “the success of your business is in the hands of your people. They take hundreds – probably thousands – of individual actions on your behalf every day, and if the sum total of all those actions is a net positive, you win. If the overall result is a net negative, you lose.“ In other words, bad hiring affects your organizational outcomes, big time.
Sounds pretty straightforward, right? Read More
When recruiting developers, what do you think you rely on? You most likely reach out to the candidate, check their social media profiles, talk to them, and ask them to write some code.
It may seem like a lot of ways to get to know a potential employee, but there’s actually one important thing that can get in the way of finding “the one”. Read More
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
We talk a lot to recruiters, hiring managers, company owners, but also developers and programmers. We hear a lot about problems, so we decided to put them down, and come up with some solutions.
IT takes time
Time is expensive. According to Fastcompany.com, in the last 4 years alone, the price of recruiting went up from 13 to 23 days on average. And no one likes to waste something as precious as time. Recruiting in this field is becoming more difficult and more costly.
To anyone who has ever had to recruit an IT engineer, the first few pieces of information might sound eerily familiar, but we wanted a more comprehensive and in-depth look at the old, persistent, and new, tricky issues coming up when taking on this daunting task. 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
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.
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