Building the right tech team will have one of the biggest impacts on your company’s success. But it can be difficult to do it all by yourself. Hiring a technical recruiter can greatly increase your chance of getting the right people to fill those roles. This person will take ownership of your recruitment process ensuring that your tech roles are filled with perfectly fitting candidates.
According to the Stack Overflow 2017 Developer Hiring Landscape report, 26.8% of developers found their current job through a friend, family member or former colleague. This statistic shows the significance of your employees’ networks in the competitive space like the tech recruitment industry. One of the ways of maximizing the potential of these networks is creating a robust and efficient employee referral program. Read More
Technical hiring is becoming increasingly difficult because of the fierce level of competition for IT talent. Even companies who weren’t originally associated with tech now need software developers to grow. This comes with a number of consequences which altogether make hiring so challenging. How to hire a programmer who can really do their job well? We’ve found a formula which we present in our ebook entitled Hack the process of recruiting programmers [with a case study] which is an update to the original resource released back in 2016.
Millions of keystrokes have been expended on the internet on the subject of the 10x software developer. There are a number of different definitions and many question whether it’s a real phenomenon at all. But the myth is too good for most people to give up. Are there really developers out there who can amplify your results ten times?
The truth is that there are developers out there who are 10x but they are not the ones you think. They aren’t lone wolf rockstars, with a reputation for doing on their own in a few hours what most teams would take a week to do. The truth is even more fascinating and can be the key to multiplying the effectiveness of your team.
It can be incredibly difficult to find the right Scala developer. You have to search through mountains of resumes sent by candidates and recruiters to find the right one. But at the end of the day, it is hard to tell which of these potential candidates will be able to do the job and which are simply not right for your organization. To make your job a little easier, we’ve written this article to explain exactly what you need to do to find the right Scala developer. 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
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 labor markets so we have scoured the Internet to find recruitment best practices to help you stay at the forefront of tech recruitment.
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.
How to become a recruiter 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 show you how to become a recruiter in tech, as well as improve your skills as a professional tech recruiter. We also present you with actionable tips which are easy to implement so you can get started right away.
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 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
The Web has transformed how people look for jobs as well as the way companies recruit professionals. Candidates either fill out forms and willingly submit their personal information or are identified by recruiters based on the information they choose to share online. In some cases, the data of candidates involved in the hiring process get mishandled.
On 25 May 2018, a new privacy regulation addressing this issue comes into force. It’s called the General Data Protection Regulation (GDPR).
Although May 2018 may seem far away, there’s a lot that needs to be done so you need to start right away. The clock is ticking, but organizations are still far from ready. According to a 2017 study by TrustArc entitled “Privacy and the EU GDPR”, 61% of survey participants reported that they have not started the process of implementing the GDPR. To give you a better understanding of the GDPR and its implications on the recruitment process, we talk to Krzysztof Dzioba of Ernst & Young Law Tałasiewicz, Zakrzewska i Wspólnicy sp.k. Read More
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