Posts by "Roxana"

Employer

Helpful Tips to Find the Perfect QA Tester

February 4, 2020 Comments Off Roxana read

People that are fit for business are hard to find. Project managers are struggling daily to find the perfect team member. What happens with testers? How to find the perfect tester is one of the hardest questions.

The thing you should start with is the experience. Not every single experience mentioned in the resume, only the relevant ones. There are a few more requirements than the average junior, or senior QA engineer should possess. They are:

Knowledge in HTML/ CSS, JavaScript
Knowledge of how HTTP, HTTPS, TCP/IP, HTML work
Experience in Chrome DevTools, Firebug, Postman, Safari dev tools
Experience in test execution and bur reporting
Presence in the analysis and diagnosis of regular system regression tests
Experience in automation tools
Experience in the agile dev process

Soft skills are of importance here as well. The technical background is an entrance but let’s not forget that your future team member should possess the best personal qualities as well:

Curiosity (skill required for resting any system)
Perseverance and Attentiveness (testers have to be able to notice everything happening without looking at you)
A clear and simple description of bugs
Responsibility
Constructive criticism
The tester also should possess a desire for non-stop learning. The IT sector is developing vastly, and new things emerge all the time. Your tester should also:
Be open and honest
Be proactive
Be perfectionist
Be able to defend their point of view
Be willing to help

How can you determine an exceptional candidate/ tester?

The interview is the key here. Observe the behavior all the time and pay attention to the questions this person asks. Also, you must test this person to see their knowledge of bug detection. Seek a description of the error message. Also, seek comment on the quality or usability of a site or game.

If you are having problems finding the right QA tester for your company you can make your life easier and work with a staffing agency. The staffing agency can help you create a perfect candidate profile, which will help them find the perfect candidate to meet your professional wants and needs.

Staffing agencies are great in understanding your market needs, employment trends and finding the best fit for you and your company.

Employer

Tips to Create a Strategy for a Flexible IT Team

February 4, 2020 Comments Off Roxana read

Recruitment today is more difficult than our generation has had to experience. In order to stay on track with production, it’s not always possible to rely solely on your in-house team. More and more employers are looking at contingent staff to fill the gaps and keep the workflow running smoothly.

Some are choosing to hire complete outsourced teams to complete a project. Others will take on additional staff to work alongside their current team. But how do we ensure that the combination of contingent staff and in-house staff are working well together to bring about the best results? After all, the results of your team reflect your leadership and your reputation.

In 2019, Deloitte’s Global Human Capital Trends stated that over 40% of the workforce in the US were contingent based, that is to say, they were freelancers, independent contractors, consultants or other types of non-permanent staff who were hired for specific projects. In the IT industry, the figures are much higher. 71% of IT companies said they used outsourcing to some extent. 33% said that they used it to a great extent.

The IT industry is a perfect example of the successful use of outsourced staff. IT projects require specialized skills and more often than not, these skills are needed quickly, yet only for the length of the project. Let’s take a closer look at the potentially good and bad aspects of contingent staffing, as well as how to ensure you get it right.

The Pros and Cons of IT Contingent Staff

Within the world of IT, you will find that contractors are the most popular type of content worker. You will also find those employed by tech partners, college interns, business-side employees with tech knowledge, and outsourced workers.

The advantage of using a mixture of contingent and employee workers is that you can increase the number of skilled team members but there is no need to fire people when the project is complete. You also don’t have to worry about salaries for long-term staff when the project has been completed.

On the downside, continent workers are much less likely to fit in with the company’s culture. Although not true of all cases, contingent workers often don’t have the same enthusiasm for a project compared with employed team members. Other potential issues include less dedication, it is easier for them to leave if things aren’t going their way. Contingent workers do not always have the same access to educational programs or other incentives.

The Best Implementation of Strategic Staffing

The main aim of your strategy will be to increase the benefits of having a mixed team while finding solutions to reduce the possible dangers. In the first place, project managers must be onto the projects that are coming up. They need to know the skills that will be required and compare those to the skills that are already in-house. Once the skills have been determined, you can decide whether your employees can be trained, or whether you will need contingent workers. This must be done with plenty of time, as the time for training and creating the team must be accounted for.

To combine contingent workers with a current team, it is not only about the skills they possess. More and more employers and employees are placing an emphasis on cultural fit. For the team to blend well, it is worth working with the HR department to develop methods that will find the continent workers with the right values and ethics.

To select contingent workers who will fit culturally, it is necessary for employers and managers to be fully aware of the culture in the working environment. A good idea is to pair contingent staff with employees. This way, the contingent worker is able to get up to speed with not only the project, but also the office culture.

How To Ensure Positive Outcomes

There are simple solutions that will help to onboard contingent workers. Systems should be in place for contingent works to be able to have access to any equipment, hardware, and software they may require to carry out their job. At the same time, it is crucial that they cannot access information that they don’t need, particularly sensitive data.

Your reputation, or employer brand image, is extremely important. You need to make sure that contingent workers are included to feel like they are part of the time, they are treated well and with respect. Contingent workers should complete the job and leave with a positive view of the company.

Rather than treating contingent staff as temporary workers that won’t be around for long, they should be rewarded for their commitment, passion, and talent. Both your employees and your continent workers should have equal opportunities to advance their careers.

In Conclusion

When developing your strategy for a flexible IT team, the first thing is to be 100% organized. Know your team, the culture, their skills, and the skills that are required by the project. Have a system in place that will seemingly integrate contingent workers into the team and make sure there are equal opportunities for employees and contingent workers.

Employer

How To Carry Out an Interview with a Tech Candidate Who Previously Wasn’t Accepted

January 30, 2020 Comments Off Roxana read

There is a very valid reason for the question “can we give your details on record for future vacancies?” It’s not just to make the candidate feel better about not being accepted. When a vacancy does come up in your company, you may well remember that perfect tech candidate who meets the requirements. But how are you going to encourage this candidate after you have already rejected them?

Those candidates who you had previously interviewed may not have had the skills for that job, but do for the latest vacancies. Perhaps you received too many excellent applications and only had one position to fill. If you have successfully kept in contact with these people, there is hope for a second interview.

So the question is, how do you remain in contact and what can you do to entice someone back in the door after rejecting them beforehand? Let’s go through some useful advice to optimize your chances.

Keep Records of all of your Communication

It’s a no brainer really but with all of the things we have to, this can easily be forgotten about.

Imagine yourself as a candidate. You have already been through an extensive interview process and informed the company of your work history and all of your skills. The great effort you made didn’t lead you to a job so do you really want to go through the process again? Your candidates are probably going to feel the same way.

Having a record of the candidate’s information and the conversations or emails you have sent will allow you to get straight to the point. This provides a great positive candidate experience and it will help towards developing a solid relationship.

Make The Interview Shorter

If you have already conducted an interview with this candidate, there is no need for you to go through the same stages as the previous interview. You should already know that they are qualified. When re-interviewing, your attention should only be focused on what has changed since the last meeting you had.

Here are some questions to consider before inviting a candidate back to be re-interviewed:

How long has it been since the last interview?

If the answer is less than 12 months, you can probably skip phone screening and assessments regarding culture fit.

What were the results of their coding test?

If they are on the list to be re-interviewed, it implies they handled the test well. It would be senseless to give them the same one. Think of an alternative way to carry out a code test, for example, live coding.

Why were they not accepted the first time around?

If the person’s skills didn’t meet the requirements, you will want to retest them. However, if they had the right skill set, you could probably skip many of the interview stages and begin by selling your company.

With a tight labor market and a limited pool of available talent, it has become more difficult and more expensive to find new employees. For these reasons, there are many benefits of working with a staffing agency. The right staffing agency will ensure you are making the best hiring decisions. It can help you find the best talent available for even the most challenging job opportunities.

Employer

Hiring and Retaining Software Developers: 2020 Predictions

January 28, 2020 Comments Off Roxana read

The future of your business, wheatear small or big, depends on one thing. The people that you hire to run it and lead it towards success. That is why hiring developers will continue to be of importance in 2020.

According to the US Bureau of Labor Statistics, the positions for software developers will rise 22 percent by 2022. The demand is increasing daily due to the competitive market. Some predictions plan on taking over at the end of January that are worth explaining.

Hiring abroad – The demand for the international workforce is already significant. Surprise! It is going to increase even more by the end of 2020 aggressively. Tons of applications are of use here, and talents can be found in a second. The world is abundant in skilled developers, and that deliver high-quality projects.
Salary increase – The competition is fierce, and every company wants the best software developers. Remote work doesn’t allow companies to offer offices, locations, or benefits. But, it allows them to offer more money, and they will indeed do it. Every hole can be filled up with money according to them, and every top talent is worth it. Some talks indicate rise by 200 percent. Sadly, salaries are not always enough. And to be honest, they are already high enough. Employers should focus more on challenging and exciting assignments, not salary incensement.
Coding in college – Thanks to salaries and employer demand, high scholars think and plan IT education. This inspiration is also guilty of why coding classes in college are in demand. Believe it or not, almost 90 percent of college graduates took at least one coding class by the end of 2019. Coding is already obligatory in British schools and Estonian schools. A lot of online platforms also give knowledge of coding.

In a candidate-driven market, your organization needs to stand out. According to the 2018 Developer Skills report over 39,000 developers declared that two of the most valued things they are looking for in a job are a good work-life balance and professional growth followed by development opportunities.

In some countries, the demand for software developers is very high. If your company works in such a country, then hiring is even harder. If this is the case, using a specialized staffing agency generates better candidates and placements for your team.

Companies operating in a very competitive industry where it’s difficult to find qualified candidates, a professional staffing service gives you access to more skilled candidates at a lower cost than if you do the recruiting yourself.

Another important advantage of a staffing company is that they save your business time. Staffing agencies are responsible for advertising, recruiting, screening for, and filling the position.

Employer

Key Words Developers Look For in a Job Posting Compared to What Companies Include

January 23, 2020 Comments Off Roxana read

We are now living in a candidate-driven market where supply and demand are working to the candidate’s advantage. The talent gap we are experiencing makes it increasingly more difficult to fill developer positions. The expectations of employers and employers are not always the same. We have looked at the typical job searches developers are making and cross-examined them with the vocabulary companies are using.

The Most Frequent Words Found in Job Postings

As you would expect the top searched words were engineer, software, and developer. Close behind these three was the word developer. Not too far behind were front, end, back, full, stack, java, and data.

Also, with the words above, there were a number of combined searches. The most common search included combinations with software and engineer, and senior and engineer.

Then, there are geographical trends within the searches. For example, Full Stack Developer was most commonly searched for in North America, whereas Front End Developer and Back End Developer were most often searched for in Europe. The third-most-popular job title searched for in the UK was DevOps Engineer. Generally speaking, you are more likely to see people in the States searching for “engineer”, unlike in Germany, the UK, and Canada where they use “developer”.

Some of the most popular technologies mentioned in job listings are those such as Java, .NET, Python, PHP, and Ruby. Regarding roles, keywords included team leaders and engineering managers.

At the same time as looking at the most popular, we could also gain an understanding of those positions that are most difficult to fill, such as DevOps, Infrastructure, and Site Reliability Engineering.

The Popularity of Key Words

A study was carried out on 180,000 search enquires between 2017 and 2018. It stated that 50% of all searches included 30 of the most searched terms. The top 10 words included:

C#
Python
PHP
Android
iOS
C++
JavaScript
QA
.NET
Junior

On the other hand, there are some keywords that came up in job postings that developers didn’t tend to search for. These included; system, web, manager, administrator, architect, application, cloud, analyst, automation, designer, security, mobile, UI, and IT. From this, we can gather that developers are more inclined to search for the technology and postings place more emphasis on roles.

Terms That Are Gaining or Losing Popularity In Developer Searches

Between January 2017 until the present, QA and React are the two terms that have gained the most popularity. Despite slight peaks, Ruby, Android, PHP, iOS, Java, and C# have steadily become less popular.

When looking from the other perspective, infrastructure, react, and site are the fastest-growing words appearing in job postings.

Some of the words that developers are looking for and companies are including are React, junior, and Python. Python is definitely a favourite with companies wanting to higher Python developers and developers looking to work with this language.

Popular and Unpopular Frameworks For Developers

React.js was the most popular framework. 74.5% of developers want to continue working with it. Vue.js came in second with 73.6%. JQuery is somewhat unloved with just 45.3%, and Drupal came in last with 30.1% of developers wishing to use it.

Maximising the Potential of Your Job Posting

By using the keywords that were highlighted in this article, you will be able to phrase your advert in order to attract the developers you seek. However, each company is different and will have different needs. Some of the best adverts are those that are created by a group of people including members from your HR and software development team. The most important thing is to keep it real. Nothing frustrates a developer more than job listings that don’t reflect the actual job.

Employer Staff Augmentation

How To Hire Candidates For The 10 Most In-Demand Tech Jobs In 2020

January 21, 2020 Comments Off Roxana read

If you are looking to hire one of the best tech talents this year, whether that’s an engineer or a data scientist, it’s time to up your game! The competition is high and it’s now much more than just the wages. Here is a guide on what to look for and what you should be offering.

Robert Half Technology’s 2020 IT salary report showed the top 10 in-demand It jobs for 2020. Let’s take a closer look at these top 10 jobs.

Artificial Intelligence Architect

AI has gained a key role in both our personal lives and the world of business. When searching for an AI architect, most recruiters will expect the candidate to have a master’s degree in computer science, data science, or AI. They will also be expected to have a certain amount of work experience with data or analytics. Those in higher demand will have knowledge of machine learning, natural language and AI integration and application. While much focus is placed on tech skills, they will also need to be great communicators.

What to look for:

Machine Learning, Natural language, AI integration and AI application skills
Calculated thinking, time management, and well-organized
Experience with change management

Business Intelligence Analyst

A skilled BI analyst should have ample experience in database technology, analytics, and reporting tools. It’s more common to look for candidates who hold a bachelor’s degree in computer science, information systems, or engineering. It would be ideal if your hire had experience in your field so that they appreciate the specific data needs of your company. This position is becoming critical for companies that need to turn their data into meaningful information.

What to look for:

Work background in database queries
Stored procedure writing
OLAP- Online analytical processing
Data Cube Technology
Excellent written and verbal skills

Cloud Architect

Candidates will have to deploy, manage, and support cloud apps and to do so they will often have a strong knowledge of various operating systems as well as networking, programming, and cybersecurity. Amazon Web Services (and similar) is one area that candidates should be confident in, plus knowledge of ITSM, I&O, governance, and even vendor management.

What to look for:

Experience with the latest cloud technologies and their architecture
The ability to scale cloud apps
Working knowledge of costs and performance of cloud systems
Communication skills

Data Specialists

Due to companies collecting more and more data, data specialists are in more demand than ever. Their role is to store, sort, and analyse the data that has been collected. As data is often extremely sensitive, candidates must know how to handle the data securely. The qualifications will greatly depend on the role but they will include anything from a bachelor’s degree in computer science to a PnD with significant amounts of programming experience. The specific skills and experience will depend on the field you work in and the size of your organisation.

What to look for:

Experience collecting and the processing of raw data
Find and deliver insights to business leaders and managers
Recognising new sources of data for the company
The ability to work with tech and engineering teams on data integration tasks

Developer (web, software, and mobile)

Developers have to be able to carry out the full process from the design to the testing and maintenance of software systems. The candidate will have to be able to code, design, and build apps, websites or mobile apps. To do so, they will need to use programming languages like C#, C++, HTML, Java, .NET, and SQL Server, to name a few. It is important that developers can listen to the needs of the client and offer suitable recommendations to enhance the software.

What to look for:

An understanding of various programming languages
Analytical, technical, and communication skills
Bachelor’s degree/ 2-year associate degree with certificates/ boot camps and work experience

DevOps Engineer

DevOps engineers can speed up code deployment and lower the number of deployment failures, so it is standard practice for companies to hire these engineers to supervise coding, as well as scripting and process development. It is common for DevOps engineers to manage IT infrastructure, resource management, and manage the testing of software and follow its progress once it has been released. They are skilled in simplifying code while companies to adjust the software for optimal performance.

What to look for:

Experience in coding and scripting
Knowledge of automation, data management and IT operations
Advanced knowledge of DevOps best practices
Excellent communication and interpersonal skills

Help Desk and Desktop Support Professionals

Not everyone is as tech-savvy as the candidates you are hiring. A help desk is necessary for any business that offers IT services and solutions. Aside from having the relevant tech skills, help desk workers but have the perfect communication skills to deal with troubled customers. The requirements will depend greatly on the industry.

What to look for:

Depending on the position, the amount of experience can vary from less than two years to more than four years
Similarly, qualifications may range from coursework at a technical school to a bachelor’s degree in the necessary field
Above excellent communication skills

Network or Cloud Administrator

The principal job for a network administrator is to deal with the protocols for LAN/WAN, software, and hardware. On the other hand, cloud administrators must handle cloud initiatives, as well as networking services and the apps a company uses to assist cloud initiatives. Due to frequent troubleshooting issues, it is common for both types of administrators to have to work on-call, so make sure your candidate is willing to do this. Your candidate requirements will depend on how extensive your network is, or needs to be.

What to look for:

Experience with troubleshooting and communication skills
Analytic and diagnostic skills
Relevant professional certifications

Security Professional

With numerous cybercriminals and the introduction of new data protection laws, companies are almost obliged to hire security professionals for data, information, network, systems, and cloud. Their job is to ensure a company’s IT infrastructure is secure from both internal and external threats. It is important that they are confident in the latest security regulations and future security trends.

What to look for:

Knowledge of security policies and procedures as well as being able to communicate them
Experience/knowledge of how to manage security audits, risks, and weaknesses
Understanding of security systems and how to document failures
Proficient in compliance laws and regulations in the related field

System Administrator

As with many of the above positions, the specific role of a system administrator will depend on the field of the company as well as the software and hardware but they should be excellent at problem-solving and communication. They will also have to process analytical skills and technical knowledge of the hardware and software used.

What to look for:

Knowledge of servers, backups, recovery, installation, patching, and upgrading software
A history of troubleshooting, solving hardware and software issues and network challenges
A bachelor’s degree in computer science/ associate degree/technical training qualifications
Systems Administrator or System Engineer certifications

Employer

Tips to Succeed at Managing Distributed Software Teams

January 16, 2020 Comments Off Roxana read

It can be seen that more and more companies offer remote work positions and according to statistics at the moment up to 70 percent of professionals work remotely at least once a week. How is remote work so popular?

Remote workers are 25 percent more productive believe it or not. Unlike their colleagues who work in an office, they do their job more efficiently, are more focused and problem- solving. This is the main reason why companies take this step, after all, who wouldn’t want fast improvement and dedication?

Working on projects from different countries all over the world may be challenging but it is easy. The clients are the most important players in the game and they deserve the best type of services.

Here are some tips from practitioners gathered from their experience when it comes to building and

Hire the right person – Finding the right person sometimes is impossible. It is pricey as well. This is the main reason why a lot of employers seek employees outside their borders. Find qualified developers that will help you achieve your goals. Combine inbound and outbound lead generation and acquisition techniques.

Your company can easily be found by qualified candidates. This can happen only if you implement the inbound strategy. Create your journey, point out what are you looking for and what are you offering. The strategy should look like this:
A high amount of creativity is required here. Look outside the box and do everything in your power. There are millions of ways to gain interest in your company or project so implement correctly all those ways.

Outbound strategy, on the other hand, will inform your present and past candidates about new opportunities and will shorten the search time. In- house recruiting teams usually do not have passage to a large supply of talent but IT staffing agency can help you out.

Initiate Clear Communication Process – Clear communication stands behind every successful team. The main reason why distributed teams fail is inactive and insufficient communication. Use a multi-pronged approach and tools like email, Slack, Telegram, Google Hangouts, Skype and TeamViewer. Instant messaging, video calls and screen sharing will allow connection and communication between every member thus will make the team stronger. Also, companies should consider project management tools to seal up productivity.
Continuous Integration – Overcoming obstacles can be easy when continuous integration is implemented. Teams can also split their responsibilities more accurately by using this culture. Let’s say that there is a hypothetical situation in which your business has security concerns that will somehow negatively affect development. The situation will require two separate codes that will be later merged. Maintaining two separate codes is not good especially because it will steal you a significant amount of time and resources to fix it. A single code is far better; more secure and will increase the communication within the team. CI tools come in free and paid options. Jenkins, Go CD, GitLab and Codefresh are free while Atlassian Bamboo and TeamCity are paid. Flexibility and functionality are guaranteed after using these.
Measure Performance and Productivity – Measurements can help you keep up and track the work your team is doing and the points which require bigger attention. Product development can significantly increase if the Agile/ Scrum approach is used. In fact, the system is not important as long as you track the key performance indicators. It is not mandatory to measure all of them, measure only the ones which are the most significant to your project and team.
New teams should start small, two to three metrics and increase in time as the project increases while the mature team can use up to seven metrics. You should remember two important things. Do not go beyond seven because you can experience analysis paralysis and make a collective decision.

A lot of disrupted teams are responsible for a lot of successful development projects. Hiring is quite challenging but it is possible when traditional and innovative ways are used. So, start by connecting with the talent you seek (use the inbound and outbound leads), then after forming your team start communication between every single member and other teams (use CI) and at the end measure the performance and productivity (use KPI’s).

Samsung, Microsoft, Google and a lot of other gigants use and are satisfied by distributed teams from all over the world. Other, small or medium companies should follow the example if they want to embrace innovation better and faster.

Employer

Crucial Details You Should Consider When Hiring an Android Developer

January 14, 2020 Comments Off Roxana read

Good Android Developers are not easy to find. Getting a bright idea for an Android mobile application is easy but finding the perfect Android developer is not. There are a lot of challenges that require attention before finding the best performer for the job.

What are this developer’s role and responsibilities?

To make this explanation simple, an android developer is someone who creates applications or devices that run or are compatible with the Android operating system. The developer should take into consideration all sizes and resolutions thus different types of devices and should know key basics and particularities that this platform owns. It is important to note that Android developers work either as freelancers or as participants in the outsourcing team.

The Skills

There are three levels of Android developers:

Junior Developers: These developers do not have a lot of experience and have just started working on applications and software developments. These things do not stop them and they do develop easy applications. They sometimes even work as assistants of middle or senior developers.

Intermediate/ Middle Android Developers: Developers in this level know how to perfectly work on Android-based projects.

Senior Android Developers: Senior developers have 5+ years of experience and have a lot of skills. These programmers lead large projects, supervise and usually work as team leaders.

You need to determine how complex your project is before hiring an Android developer. This will help you find the right developer for you, the one that has the right qualification. For example, if you need a small change a junior developer is the one for you but, if you need a big mobile application from scratch then, a staffing company is the one thing you need.

The Responsibilities

Able to design and build an application – Not only the developer should be able to design and build an application but also the developer should be able to detail its functionality, predict future bugs and write a clean code.

Partnership with a cross-functional team – Projects like these require additional specialists. When roles are assigned to the right people then the end piece is flawless.

External Databases and APIs – The developers you want to hire must own knowledge about databases and APIs that are extracted from software made by other developers. Your developers must be able to work and recognize codes written by other programmers.

Able to perform unit tests – Unit test performance is compulsory during the development process. These should be present after achieving each development cycle.

Bug fixing – Android developers should fix every single bug and every malfunction that appears.

Always updated – Android developers should also be able to learn

Employer

A Guide To Recruiting Developers For New Technologies

January 9, 2020 Comments Off Roxana read

You might be tempted to follow the traditional recruitment path and look for candidates who have the most amount of talent with the programming languages that you require for your project. Logically, those with more experience are going to be preferred.

The problem is, with the nature of technology and the speed at which technologies change, it is very difficult to find candidates who have the experience you might be looking for. It’s one of the few industries with this problem and therefore poses certain challenges that are individual in hiring a developer for new technologies.

But, it’s not impossible. Below, you will find some inspiration and hints on how to improve your chances of finding the right developer for new technologies.

Become Familiar With The Link Between Programming Languages

This is not just the case in modern technologies. Look at most of our latest inventions and you will see how they have been based on older versions. In some instances, a developer has taken an existing program and made it user-friendlier for a larger audience. In other situations, a program has had an irritating feature that a developer has ironed out.

It’s important to appreciate the connection between different frameworks and programming languages. Take Elm for example. If you limit your search to Elm developers it is unlikely you will have much luck. However, Elm compiles to JavaScript, which opens the doors to a whole new group of talent. Those who have experience in JavaScript may have dabbled in Elm. By carrying out your searches this way, you are not limiting your options.

Find A Developer Who Can Be Of Use Today And In The Long-Term

Let’s say you are lucky in your search and have received applications from candidates who are well versed in new technologies. Unfortunately, this still isn’t enough. It is also necessary for your candidate to be able to continuously learn as new technologies come on the market and as your tech stack expands.

A good place to start is to look for candidates with a large range of programming language experience. In an ideal world, this experience will be with languages that are very different or unrelated. These types of candidates are potentially fast learners and this will serve you well in the future.

Remember to glance over their side projects too. A developer isn’t always able to choose the programming language in which they have to work with. However, in their free time, they are able to develop new skills with alternative languages.

What Excites Developers About New Technologies

Knowing why a candidate chooses to switch from one technology to another it provides insight into why they would want to change in the future.

In 2008, the first was first released. This caused a large percentage of developers to switch from Java to programs like Objective-C, causing its popularity to shoot up. While you must make sure your candidates meet the expectations of your role, it is also very worthwhile discovering what excited them when building a product and how this has changed over time.

Employer

5 Developer Hiring Myths Recruiters Believe, but Shouldn’t

January 7, 2020 Comments Off Roxana read

The developer hiring landscape is evolving constantly, yet many tech recruiters still rely on “proven” tactics that worked in the past. As a result of this, many developers go into recruitment conversations expecting the worst. However, developers have made no secret of how they want to be recruited, and what reasons will drive them away.

Change is difficult. If you find yourself struggling to find tech talent, you may already know that you need to change your approach. But to what? To help you, we will discuss a few of the most common developer hiring myths and why they should be avoided.

Do Not Sell Your Company to Developers

Even the largest companies on the planet rate employer branding as crucial to their success. Blend grew its engineering team by a massive 40% with employer branding content that clearly showcased their company mission.

Developers rate company culture highly when deciding upon a job offer. When hiring, ask yourself this: Will the developers know what makes your engineering culture exciting? Bear this in mind when you write a recruitment email, create a Company Page, or post a technical job listing.

Your Only Goal is to Hire the Developer You Need Now

It is unlikely your tech team is fully staffed right now. You could put off hiring until an engineering manager gives you a new role to work on, but this is a reactive approach to recruiting which will cause stress when the time comes for your company to grow again.

Don’t stop recruiting developers because you don’t have any open roles. By keeping in touch with any passive candidates you have an existing relationship with and building new ones, you have plenty of future employees in the pipeline. In turn, this will have a positive impact on your company’s reputation in the developer community.

Your Time-to-Hire Should Be Identical to Non-Tech Roles

The average time-to-hire is going up in all roles and it is increasing even faster for engineering jobs

Let’s break this down into all the steps for you to consider:

How long will it take you to advertise the role in all relevant channels?

How long will it take to identify suitable candidates?

How long does it take to interview all candidates?

How many days will you need to complete background checks, create, and extend job offers?

How long will it take to convince a candidate to accept?

All Developer Candidates Have the Same Hiring Profile

If you are looking for a Front-End Developer and a Back-end Developer, they may be joining the same team, but there will be differences you should bear in mind. Each candidate for each role will have different skill sets, career goals, and challenges. No developer will expect you to read and understand their coding programs, but they won’t want you to make generalizations about their characters based on it.

Find out your candidates’ career expectations. What are they interested in outside of work? What have they accomplished in their life? All candidates will give different answers to all of these questions and knowing these answers will help you recruit the right candidates for your company.

You’re Getting Plenty of Applications Through Advertising on Job Boards

Recruiters often think the more applications the better and the more chance of finding a programmer you’d like to hire. This is not always the case and is a common developer hiring myth.

You may advertise on a job board and get hundreds of unsuitable applications. If this is the case, you should look to advertise on other sites.

Your goal is to hire great developers, so application volume is not important. Ensure you post adverts on sites that developers actually visit and target the advert to the types of programmers you’re looking to hire. If you don’t do this, you will be wasting valuable time.