Mobile app developers are hard to come by, particularly if you are trying to build an app for iOS. It is up to you to go out and find the best iOS developers to build your mobile app. But that can be a daunting task. The iOS developer skills that a mobile developer needs aren’t the same as you know your run-of-the-mill Java developer. 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.
In this article, you’ll see: Read More
What is the current state of technical screening? How many companies are looking for a JavaScript developer? How are tech stacks typically bundled together and how does that affect the technical hiring industry?
These are all relevant IT recruitment questions which are often answered based on gut feeling.
The good news, we now have the data to answer them. We do so in our latest technical screening report.
Ladies and gentlemen, we proudly present the Devskiller Global Technical Hiring & Skills Report 2019.
Our technical screening report is packed full of developer hiring information, technical skills data, and geographical insights. It is based on data gathered from testing 112,654 developers from 120+ countries within a 365-day time span. Read More
Artificial intelligence, machine learning, and deep learning are transforming the talent acquisition game. AI-powered solutions can improve a whole range of processes. The technical recruitment process is no exception.
The best part?
AI in HR can give you great results.
This article will explain how AI can help you get better hiring results (AI Benchmarking Engine for the win, but more on that later!). Read More
Once candidates pass the screening and the first interview stage, they often get invited to the second interview. The second interview is used to either assess company fit in a second soft skills interview or verify technical skills through a technical interview. The choice of second interview questions you can ask your candidates depends on which of these purposes you want the interview to serve.
By the end of this post, you’ll know:
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
Millions of keystrokes have been expended on the internet on the subject of the 10x 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.
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
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.
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.
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 with a remote CodePair. It will also tell you 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 CodePair interview gives you a window onto your candidate’s development process. It is as close to a real environment as you will find anywhere.
Tech Recruiters are faced with one of the biggest challenges in HR because they chase after the second hardest group to recruit globally (according to ManpowerGroup research). As a consequence, the degree of competition in tech recruitment is FIERCE.
That said, some tech recruiters operate with outdated methods or even worse, have no structure they follow and optimize. Others act like there’s still a surplus of talent in tech while there’s actually a scarcity of talent. Not only do these people fail miserably, but they also give good recruiters bad rep.
Moreover, in tech recruitment, there’s always room to grow. Even the best recruiters need to keep learning to stay on top of their game.
That’s why we’ve decided to take action and designed our educational course dedicated to tech recruitment. We want to give you a competitive advantage over your competitors so you can recruit the best developers out there. And everything is FREE, with the aim to participate in building a better Tech Recruitment market.
![[CHECKLIST]Candidate experience 101 for recruiting software developers](https://devskiller.com/wp-content/uploads/2017/12/pexels-photo-541523-1.jpeg)
Checklists have been proven to be incredibly useful to professionals dealing with risky and complex situations like pilots and doctors. Because a consistently great candidate experience is essential to successfully recruiting the best devs, we have created a checklist you can use to help you provide a great experience every time.
If it is your job to hire software developers, my hat goes off to you. Finding one is like finding the perfect life partner. You have to go through a difficult, expensive process to find out if the two of you are right for each other. If it works out, you are rewarded with lifelong love and companionship. If it doesn’t, you could be left spending a lot of time and money on something that doesn’t go anywhere.
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