Interview coding challenges are a highly polarizing topic. The truth is, you could probably fill libraries with resources to help you master coding interview challenges. That said, what does it take for the employee to create an effective effective coding challenge scenario?
Interview coding challenges aren’t inherently evil. They can help developers master the art of coding. From the recruiter’s point of view, they can help choose the right candidates. You have to be careful though because they’re a double-edged sword. If done right, they can help you identify the best candidates. If done wrong, however, they can turn your candidates into your enemies and possibly make a bad hiring decision. Read More
If you work in an office, there’s a good chance that you use Slack. It’s an incredible tool for collaboration. It will come as no surprise then that there are a few key Slack hacks that can speed up tech recruitment. In this post, you’ll find out some fantastic Slack hacks you can use to do a lot more in the same workflow that you already use. If you don’t already use Slack for tech recruitment, there are some good reasons why you should. Read More
Job interviews are the first point of the interview process where you can start piecing things together. And by using specific interview techniques and skills, you’re able to shed a little more light on your applicant.
An interview gives you, the interviewer, the first real chance to assess a person and see if they’re an OK fit or a fantastic fit for the applied position. But your interviewing techniques are more than what you say – it’s your body language, the environment and the way that you listen.
Use these 14 interview tips to discover which applicant is right for the job
In this article, you’ll see: Read More
2019 is here and it’s time to take a look at the key hiring trends in HR which will impact recruitment. To help you grasp the most important ones, we’ve reached out to key hiring experts, including Ryan Leary, Sean Fahey, Rita Mendes, Thomas Eymond-Daru, Cynthia Cohen-Tordjman, Dorota Piotrowska, Jonatan Rugarn, Luke McGinn, and Tom Winter.
We’ve asked our experts the following question:
“What are the key trends in HR to impact 2019?”
Without further ado, here’s what they believe is going to happen. Read More
The New Year is around the corner so we’re taking a look back at the work we’ve done and content we published this year. Before you dive deep into the festivities, check out the most popular 2018 HR articles and resources from the Devskiller team.
Most popular HR articles
When I first founded Devskiller seven years ago, my team’s goal was to help companies find great developers. Since then, I had the opportunity to work with Fortune 500 companies, as well as smaller ones globally. I spoke to technical people like CTOs, IT managers, team leaders, team members, and HR representatives. All these people were responsible for finding and hiring top tech talent. They were all facing a universal problem: how to hire great programmers. They were also chasing after the same developer strengths.
It all starts with identifying a good developer when you see one. This brings us to the critical question: What are the key developer strengths? There has been much discussion on the subject. I recommend you to read this Quora thread. It’s packed full of insights from some serious industry masterminds. Read More
So you’ve done all the hard work to source your Ruby on Rails developer candidates. This might have involved making lasting relationships in the developer community. It might have also involved you combing through GitHub projects and finding who had the best commits. It might have even been a referral from one of your other developers. However you found your candidates, you now need to find the right one to fit the position you are trying to fill.
But there’s a catch. Technical interviews take up the valuable time that your current developers could use to build your product. To keep moving forward, you want to hold as few interviews as possible. And there is a solution.
In the tech world, getting the attention of skilled talent is possibly the hardest part of your job. So when any kind of developer gets to your careers page, you need to make sure that the talent likes what they see. If they do, they will give you their details.
But LinkedIn research shows that only 25% of people visiting your careers page are actively looking for a job. Given this, your page needs to be pretty convincing. Your careers page is ultimately a sales page. If it isn’t selling your company adequately, no one is going to buy – or apply.
Pre-employment testing is a standardized and objective way of collecting candidate data in the hiring process. The purpose of pre-employment testing is to verify the skills, capabilities, and personality traits of prospective employees.
In this article, we’re covering:
- the benefits of various pre-employment testing methods
- types of pre-employment testing
- the best pre-employment screening methodology for tech candidates: RealLifeTesting™
- actionable tips for designing an efficient pre-employment testing procedure
Hiring manager vs recruiter. It is a classic odd couple match up in the same league as Tyson vs Holyfield, oil vs water, and cats vs dogs. Why does it have to be that way? Hiring managers need recruiters to find the best tech talent possible. Why are they often pitted against each other?
All too often, the needs and wants of one party don’t align with the needs and wants of the other. Beyond the simple professional cost, this leads to bloated hiring processes, mismatched candidates, and bad hires. But it doesn’t have to be this way. When you calibrate the relationship correctly, hiring managers and recruiters develop a close partnership akin to peanut butter and jelly, puppies and babies, or Butch Cassidy and the Sundance Kid.
Technical interviews have long been a subject of vocal debate among developers. This has left recruiters searching for technical interview tips that work. In 2016, Sahat Yalkabov, currently working as the Senior Frontend Engineer at Bloomberg LP, wrote a post called “F** You, I Quit, Hiring is Broken.” In this post, he described the technical hiring process as a humiliating and dehumanizing process.The truth is, he has a point.
Technical hiring is facing a huge problem. This can only be solved with the right approach to both technical screening and technical interviews. However, making a positive change requires the HR and IT departments to cooperate. We’ve gathered the best technical interview tips in this article for all parties involved in the process.
If you’re considering hiring a mobile app developer to grow your IT team, firstly consider how regularly you interact with their work.
While you were working out this morning, your mobile device was talking to your smart-watch. Then, on the way to work, you caught up with some YouTube.
These apps required a number of skilled and experienced professionals to create. Hiring a mobile app developer with the skills to make these aforementioned apps is key to the success of your project.
Given that the cost of hiring a bad developer can reach up to $485,371.38, you need to be extremely precise in defining what you’re looking for.
Well keep reading, because in this article you’ll learn how to hire a mobile app developer, as well as: Read More
Any technical recruiter worth their salt should be able to tell the difference between a coder vs programmer or even a programmer vs developer. Identifying the differences between a software engineer vs software developer are a bit more difficult.
Software engineers and software developers are both highly skilled professionals who can build software from the ground up. That said, there are important differences between the two that you need to remember. Get them right and it could help you make an incredibly valuable technical hire. Get them wrong and you may end up hiring the completely wrong person for the position.
Lion vs. tiger, apples vs. oranges, black vs. white. These are all things that are easy to tell apart. But if I asked you to tell me the difference between a programmer vs developer, could you do it? Many people can’t. In fact, the confusion around these names has led to a joke.
“A software engineer, a developer, and coder walk into a bar.
— Here come the programmers! — says the bartender.” (source)
While that might give you a little chuckle, it does bring up an important point. Often times, the differences between the roles in IT aren’t entirely clear.
When deciding whether you should recruit a programmer vs developer, the roles may sound very similar but there are actually important differences. If you recruit IT positions, it’s essential that you get these differences right. If you don’t, you might end up recruiting the wrong person for the job, costing your company time and money you could better use elsewhere.
Candidates tend to look similar on paper, but it’s possible to identify the ones who really matter with the help of screening. There are two main ways to screen candidates in IT: through technical screening and phone interviews. Both of these methods verify different skills, but when combined, they are a highly efficient way of pre-selecting people who should be invited to the on-site interviews. The more precise you are in your technical screening, the more you reduce your candidate pool without sacrificing the final Quality of Hire. That’s a win for everyone because, a) you’re not wasting time on non-viable candidates, and b) non-viable candidates don’t waste their time talking to you. Without a doubt, the right phone interview questions can help you achieve your recruitment goals. Here’s the list of the best ones. Read More