Posts in "Employer"

How to Protect Your Assets by Hiring a Cybersecurity Engineer

October 3, 2019 Comments Off Roxana read

You only need to look at cryptojacking, mobile malware, cross-site scripting attacks, and even IoT device attacks to know that the Internet of today is full of potential cyber threats. Any cyberattack on your equipment is a risk to your business and your digital assets. A cybersecurity engineer is the best way for you and your team to stay educated.

Why do you need to hire a cybersecurity engineer?

The size of your business is no longer a consideration when you look at the security breeches Toyota and Wal-mart have faced. Whether you are a small startup or a giant tech firm, a cyberattack can affect your brand image, infrastructure, and profits. Hiring a cybersecurity engineer will help you avoid cyber threats and in the worst-case scenario, reduce the negative impacts.

We are seeing more and more new technologies like deep learning, machine learning, and AI being used to assist in the prevention of cyberattacks. Nevertheless, such technologies are not yet able to accomplish what a cybersecurity engineer can. When it comes to online security, we are not at the stage where we can put all our faith in new tools and technology.

Your cybersecurity engineer will be responsible for all of the data and networks within your company. Their role includes 4 key parts of security:

Planning
Implementing
Managing
Upgrading

A cybersecurity engineer is an employee dedicated to protecting your digital assets so that you don’t suffer in the same way Yahoo and Equifax have suffered, and are still suffering as they try to recover their brand name and revenue after a cyber attack.

How to hire the perfect cybersecurity engineer

After understanding why you need one, now let’s take a look at how you can hire a cybersecurity engineer that will suit all your business needs.

Make an attractive offer- Cybersecurity engineers are in high demand. Due to how quickly cyberthreats are developing, you can guarantee your competitors are also looking to hire a cybersecurity engineer. An attractive salary offer is one of the best ways to stand out from the others. Do some research before you place your offer. Have a look at what similar companies and jobs are offering as a salary and see if you can top it.

Emphasis career opportunities- For many people in the IT industry, there is more to the job than income. Demonstrate the possibilities that employees have in your company. Show that you invest in your staff. If you promote the potential for a career in the interview phase, you are more likely to retain staff and nurture a working culture where employees drive each other.

Interview hackers and gamers- You might think this only happens in the films, the FBI busts a vacant warehouse with just one hacker, only to discover this hacker would be the best for helping fight cybercrime! Gaming offers experience and skills that are necessary for searching for cybersecurity threats. Hackers are more likely to see a threat that most wouldn’t have considered.

In the case of technology and security, prevention is always better than a cure. And to do this, you should look into hiring a cybersecurity engineer who has experience and is confident with the latest digital threats.

Employer

The 5 Most Common Mistakes In Technical Recruiting

October 1, 2019 Comments Off Roxana read

Many think they have a great recruitment process, others seem to struggle in one area or more. Today, we will look at 5 ways you can improve the process for technical hires. Even if you have a high success rate, you may find some tips to get the most out of your process.

#5 – Going over the CV before carrying out a technical interview

There are some parts to a CV that are irrelevant when hiring technical talent, or at least not as important as the candidate’s technical abilities. Looking at things like which school they went to or what interests they have may lead you to form an opinion of this person before learning about their skills. Once you know a candidate has the right skill set, then you can find out more about the person.

#4 – Having an unclear strategy to measure skills

It is quite normal for companies to have more than one person carrying out interviews. It is also common practise for management to ask engineers to devise their own sets of questions to ask in the interview. On the one hand, it shows your team members that you have faith in them. On the other hand, candidates who are interviewed by different people will not be asked a set of standardized questions. When it comes to regrouping to discuss the potential talent, you won’t have a fair assessment of the various candidates.

Some may choose to assess a candidate’s knowledge of JavaScript, which is more than just general ability. You can’t compare this candidate with another who wasn’t assessed on JavaScript.

Decide what skills need to be tested in an interview and how exactly they should be tested. This way, when the interviewers get together, they will be able to compare the results based on the same test.

#3 – Letting interviewers see other feedback before they have written their own opinions

If more than one interviewer will be conducting the interview it is because you value the opinions of each. It is incredibly easy to be swayed by someone else’s opinion before concluding your own. It is pointless sending in multiple interviews if they are all going to have the same feedback.

When using applicant-tracking systems, be sure to select the option to hide other people’s feedback. This way interviewers can’t read what someone else thinks about a candidate and unconsciously form the same opinion.

#2 – Setting open-ended take-home assessments

Some companies will set a take-home task to complete before a face-to-face interview. Candidates are provided with instructions and guidelines. If a candidate reads that the take-home assessment will take approximately two hours, it is likely to put them off before they begin, as this is a lot of time with no guarantee of a job. Some people will invest significantly more time in the hope of getting the job. When they don’t get the job, they often feel negatively towards the company.

Many of the take-home assessments are open to interpretation and therefore don’t provide a true assessment of a candidate’s skills.

#1 – Reviewing CVs as the first step of the process

We create a lot of biases while reading CVs. A CV rarely fills in all of the information we need. A CV might have all of the right qualifications on paper yet turn out to be a bad cultural fit for your office. Or worse, the qualifications aren’t as strong as other CVs but the candidate has the immense determination and high problem-solving abilities. You may reject the second candidate based on a CV and ultimately make a mistake. Focus on assessing skills rather than going on what it says on a piece of paper.

Employer

The Key to Hiring a Great UX/UI Designer

September 26, 2019 Comments Off Roxana read

UX and UI design are pivotal in creating websites and apps that are easy to use and attractive and appealing to new users. UX refers to User Experience design, while UI is user interface design. A UX/UI designer will turn those window shoppers into actual buyers, allowing you to stay ahead of the game.

What can excellent UX achieve?

Stanford University released a study that showed 46% of online sales aren’t completed because of a lack of UX. The reason for this was that without a credible, trustworthy design people didn’t want to make a purchase. Not only will a bad design reduce your landing page conversion rate, but it will also have a negative impact on the traffic your site receives.

On the other hand, a site that has the specific and necessary desktop and mobile designs in mind will encourage customer interaction, participating more with your products and contents. A great UX/UI design is the link between your product or service and your target audience. A UX/UI designer will improve the user’s experience, change consumer behavior, stimulate new actions, and save your audience time.

How to hire a UX/UI designer

Prepare questions based on design

Whether you have a hiring team or it’s just yourself, there will already be the standard interview questions as well as a chance for you to view the candidate’s portfolio. But to get a better understanding of your potential hire, you need to ask questions specific to design. In your list of question make sure you ask about wireframing techniques and how they acquire/process consumer data. It is very interesting to learn about the process of creativity. While a portfolio can tell you if a candidate is qualified, design questions will allow you to assess if the candidate is a good cultural fit and will work well with the rest of your team.

Ensure you are offering a competitive salary

Consider the sheer number of websites that are offering goods and services. Each of those site owners will be thinking in the same way you are and will be investigating the best way to hire a UX/UI designer. It is human nature for people to apply for jobs with the most attractive salary, and for you to attract the perfect designer for you, you will have to be able to compete with these salaries.

Do some research before you advertise your position as you also don’t want to spend all your remaining budget while setting the salary too high. Compare similar jobs in your area and read the job titles to find similar positions.

Emphasis on skills

Many employees in the IT industry say that there are more important factors to consider than just the salary. Team members like to feel that they are making a valuable contribution, rather than just another worker. When you invest in the skills of your team members, you are adding to the value and progress of your company. By doing so, you are encouraging employees to take more initiative in their own personal development.

A UX/UI designer will bring your site up to the expected design standards, encouraging more traffic to your site and therefore more sales. To hire a designer that will suit the needs of your company as well as the working environment, make sure you are offering an attractive salary, asking the right design questions in the interview and placing an importance on skills.

Employer

How to Successfully Recruit Mobile Marketing Talent

September 24, 2019 Comments Off Roxana read

In today’s society mobile marketing plays an integral role in how consumers are introduced to products and services. In fact, the average amount of time people spend on mobile devices is 3 hours and 15 minutes per day, which is roughly 21 hours per week. With that kind of data, it’s not surprising that mobile development talent is in high-demand.

Tips for Hiring Mobile Development Talent:

Use Your Social Networks

When looking to recruit mobile marketing talent, there is no better place than turning to your online channels to network with potential candidates. LinkedIn is the most popular channel to network with candidates, and it is a great place to post content showcasing your company’s culture and values.

Facebook, Instagram, and Twitter are also great social media channels to display information about your company, and interact with potential candidates. You can share job postings from LinkedIn to these channels and encourage candidates to get a feel for your company and culture by checking out content that has already been posted on your accounts.

Consider the generation that has grown up on mobile devices: Millennials

Oftentimes, companies may be tempted to overlook hiring millennials because on paper they may not have enough work “experience.” The truth is, millennials are arguably the most mobile-savvy generation. Due to the fact they have grown up using technology their whole lives, they should not be overlooked in the hiring process when searching for top mobile marketing talent.

Partner with a staffing agency

If you simply do not have the time to comb through applications, hiring a staffing agency may be beneficial to you. Staffing agencies can thoroughly weed through candidates and present you with the best options. It will cost money to work with a staffing agency, but in the end, working with a staffing agency can save you countless hours and make the hiring process much more manageable.

Create a referral program

Top talent loves to refer other top talent, especially if they have had a positive experience working with your company. Creating a referral program can be the perfect way to incentivize employees to recommend your company to their friends and other professional contacts.

Referral programs don’t have to be complicated or expensive; they should provide thorough explanations on the types of referral programs and various rewards that can be offered.

Keep it personal

The most important thing to do when looking for top-talent is to cater the experience to each candidate’s needs. Personalize communication to the candidate to show that they are more than just a number to your company, and that you understand their own unique value and skill set.

Following these tips will almost guarantee that you will recruit the top mobile development talent ahead of your competitors.

Employer

How to Hire Business Analysts

September 19, 2019 Comments Off Roxana read

As I’m certain you’re very much aware, the Tech business is persistently advancing gratitude to the relentless stream of developing innovations upsetting how we live our lives. Much like the consistently changing Tech segment, the Business Analyst (BA) job is being altered to mirror our dependence on information for different business needs. In the present information-driven world, contracting for this job is pivotal, and undertaking level associations regularly use a group of these specialists — which means procuring rivalry is savage. We get that organizations like yours are looking for inventive and successful approaches to employ for this basic position. Find why the request is ascending for BAs and a couple of tips on the most proficient method to procure Business Analysts for your association’s needs.

BAs: The Bridge Between Business and Data

When figuring out how to contract a Business Analyst you should realize that an effective BA is somebody who draws in with both business pioneers and shoppers to all the more likely see how information-driven changes can add worth and productivity to an organization’s procedures, items, administrations, and arrangements. Imparting and interpreting information among officials and a business’ IT office is the most significant obligation of a BA. As the volume of information, your business gathers keeps on developing, employing a devoted group of Business Analysts will be key in recognizing and driving bits of knowledge to improve undertaking effectiveness.

In light of that, it’s nothing unexpected the Bureau of Labor Statistics assesses a 14 percent expansion sought after for Business Analysts by 2024. With the interest for ability expanding all through the Tech division, this is the ideal opportunity to verify the experts who can help improve your organization’s general proficiency so you can concentrate on what makes a difference: driving benefits. Here are a couple of basic yet compelling ways your business can draw in experts for this critical job.

Instructions to Hire Business Analysts

Reexamine Your Hiring Process

Don’t stress — we’re not guiding you to discard your customary meeting. Notwithstanding, an ongoing LinkedIn study on employing patterns found that 63 percent of traditional meetings fall flat at surveying an interviewee’s delicate abilities. As the broker among organizations and their information, any great Business Analyst needs to have basic delicate abilities to convey their discoveries. Start by coordinating tests that can survey their delicate aptitudes and passionate knowledge. Here’s the way you contract Business Analysts, you welcome contender to meet at a bistro or other casual settings that enable them to be agreeable and show how affable they can be. Keep in mind the meeting strategies utilized for profoundly specific Tech up-and-comers won’t give you a precise perspective on a BA up-and-comer’s potential.

Search For Articulation.

You don’t need to realize how to contract Business Analysts familiar with multiple dialects. However, you do need to discover somebody who is understandable and can take complex procedures and effectively mean the standard client. Give them a situation including articulating basic information, and you’ll have the option to assess their capacity to create and interpret essential information to decide the course of your business and its items.

Oppose Your Tech Bias.

Your enlisting group must oppose their Tech inclination because, not at all like numerous different positions you might try to fill, a contender for your organization’s Business Analyst job might not have a broad foundation working in the Tech business. Opposing your inclination means recollecting not every person will accommodate your concept of what a Tech expert resembles and not undermining their capacity to exceed expectations in the position. Figuring out how to employ Business Analysts means making approaches to enable competitors’ understanding and aptitude to demonstrate they have the instruments important to drive bits of knowledge and improve your organization’s proficiency, paying little respect to their industry foundation.

Band together With A Staffing Agency.

Banding together with a staffing office like StaffAugmentation can be the best and proficient procuring technique when your Tech organization needs to enlist a group of BAs, however, doesn’t have the opportunity or assets required to so. StaffAugmentation gives a quick turnaround to your top of the line, specialty ability needs, with the goal that your organization can concentrate on bettering your items and administrations.

With numerous industry specialists expecting the measure of information gathered and interest for Business Analysts to keep on expanding, presently is the best time to guarantee you’re ready to employ the experts you need. On the off chance that your business is hoping to procure an exceptionally qualified BA or group of Business Analysts, contact StaffAugmentation today. Our elite system is loaded up with both uninvolved and dynamic BAs who can help improve your organization’s procedures and help drive upgraded efficiency.

Employer

7 Characteristics You Need In a New Software Developer

September 17, 2019 Comments Off Roxana read

For your company to succeed in today’s world, an excellent software engineer is crucial. While many are focusing on the coding abilities by using software and tests, they still need to pay attention to the more traditional qualities. If your candidate has passed all the coding assessments, don’t forget to keep an eye out for the following 7 traits.

Passion

This can be said about any job, but a programmer who isn’t passionate about software and codes is not going to be very effective. They need to be in this job for more than just the money if you want outstanding results. Many programmers see programming as part of who they are, a hobby as well as a job. They are constantly stepping out of their comfort zones and excited about exploring new technology. They do this because they want to, not because it is part of their job description.

Pay attention

A good programmer needs to show great passion for the IT industry, but they also need to know when to reign the passion in and stay focused. This focus has to be on the short-term and long-term objectives. Everybody wants the best from their developers but not with risks. Those who aren’t focused may try to insert the most modern idea into a program where it is completely unnecessary. This puts his or her personal interest above the main focus of the team’s.

A quick, independent learner

The IT industry moves at a pace like no other. New ideas, concepts, and technologies are constantly coming into play and your hire needs to be able to keep up with all of this without constant reminders from you. It is important they are able to learn new programming skills without additional support or lessons from other members of staff. If your programmer can’t keep up with the latest innovations, nor will your company.

(Sub-) Domain expert

Companies have moved away from hiring what are known as ‘generalists’. They have a general knowledge of computer science and many different types of technologies, with probably one favorite. A generalist web developer will have a good grasp of front and back-end development but they won’t be up to date with the best techniques for either. With the speed of this industry, it is almost impossible to keep up with all that is new in every area. So it is more common for companies to seek specialized talent but also with a solid knowledge of the fundamentals and their domain. An ideal candidate will have expert knowledge of the sub-domain required of them. For this reason, you need to consider specific testing for the skills the job will require.

Team player

It is highly unlikely that you will find two developers that will come up with the same solution for a problem. They are very individual in their own style. Nevertheless, they need to be able to adjust their individuality to suit the dynamics of the whole team. The code that one developer writes will have to be worked on by others in the team, so their style can be unique as long as it is logical. The documentation they write should also be understandable to others in the team. Being part of a team is also about handling feedback in an appropriate manner. This is not something you can spot in an interview, so keep an eye out for this trait early on.

Problem Solving

Essentially, problem-solving is the job of a programmer. It’s not just about solving the problem, engineers need to be able to first identify the problem. Finally, they need to be able to solve the problem with eagerness and speed. For some employers, there is nothing worse than someone who complains about problems. Problems that might have to be faced include bugs, scalability, or handling the increased demand.

Craftsman

As a carpenter would marvel his handmade wardrobe, a programmer should be proud of his/her work. Each code must be well-considered and tested with a huge amount of effort gone into the details. A good craftsman will consider the deadline without sacrificing quality. One thing is having the skill, another thing is having creativity.

It can be challenging finding your perfect developer, especially if you are feeling the pressure of time. Staffing partners like StaffAugmentation have years of experience finding quality cultural and technical fits for a variety of companies. Our recruiters are trained to acquire talented and qualified employees to ensure the most effective staffing solutions for you. Posting and advertising the position, background checks, employment verification, testing, and screening, checking references, —all these tasks will be taken care of the staffing agency, freeing you up to focus on more important day-to-day company operations. By taking the appropriate steps to align work goals, performance, and character, there is a greater employer/employee satisfaction and therefore better retention.

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6 Tips For Getting the Most Out of Using a Staffing Agency

September 12, 2019 Comments Off Roxana read

The recruitment process is a long one and costly, even more so if you make a bad hire. More people are turning to staffing agencies to achieve their objectives. Staffing agencies help you find ideal candidates for specific positions with their access to large talent pools.

Small and large businesses are able to get more from using a staffing agency. Small companies going through an agency will have the same access to highly skilled candidates as large companies. Small companies often don’t have a recruitment team or HR department and can’t dedicate as much time to recruitment, so a staffing agency will provide additional support.

For bigger companies, a staffing agency can save time and money with its networks of skilled talent. A company may have to sift through hundreds of CVs and interviews in order to find their candidate, whereas a staffing agency has these candidates on hand.

You may feel like a staffing agency is an unnecessary expense. On the contrary, not only are you saving time and money, you will be able to invest your time in other areas and you reduce the risk of a bad hire.

Building long-term relationships

Aside from easing your recruitment and offering wise advice to improve your process, you are beginning a long-term relationship for recruitment and hiring with a company that knows and understands your needs and the type of candidate you are looking for.

When looking for temporary or seasonal hires, staffing agencies are the go-to solution, as many companies don’t want to hire full-time employees. It is also a popular way to cover permanent staff that is on medical leave, or when you need additional staff for a new project or busy period.

Most assume that staffing agencies only deal with short-term placements. In some cases, a short-term arrangement may begin with the potential to lead to long-term. While an employee is working on a short-term agreement, the employer gets the opportunity to see exactly how a person works, gaining insight as to whether they are a good fit, both in terms of skill and cultural fit.

Regardless of why you have chosen to use a staffing agency, apply the strategies below in order to maximize the benefits:

Be direct about your needs

Where possible, let the staffing agency come and see your workplace. This will provide them with the clearest idea of how you work. Be honest about exactly what you need, including your timeframe for new hires.

When the staging agency knows what you require, they will be more able to advise you on whether to choose temporary, part-time, or full-time employees. Some staffing agencies will be able to provide information about flexible staffing strategies, allowing you to hire experts when only when you need them.

Look for insider expertise

You should find a staffing agency that has hands-on experience in your field. If you are running an academy, who better to assist you in finding qualified staff then someone who has worked in the industry. Their knowledge will make it easier for you to find employees, as they know the qualities to look for in a good teacher. Candidates from a specialized staffing agency will often do a job faster, to a better standard and for a lower price than those from a general staffing agency.

Improving your hiring process

Staffing agencies have numerous networks and contacts. This large reach of talent means you have the possibility of finding a highly qualified employee that may never have seen your job posting.

Not only this, but they are also responsible for aspects of the hiring process that take up a lot of your time. A staffing agency will carry out interviews, background checks, and skills testing. Because they do this day in day out, they will be able to do it far quicker than you would, mainly because you have many more responsibilities than just recruiting.

Keep in touch

Communication with a staffing agency shouldn’t end when you have hired a new employee. You should stay in touch in order to keep the staffing agency informed of the success of the employee and to update them with any changes in your requirements. If you can provide feedback, the staffing agency will be better prepared to assist your company when you next need it.

If things aren’t going the way you had hoped, do something

Staffing agencies have often worked with a candidate before, so they are aware of their abilities and personality. This helps them to match the most suitable candidate for your job opening. Not everything always goes the way we want it to and sometimes your candidate won’t work out. Before you do anything, decide if it was the candidate that wasn’t a good fit, or the agency you used.

If you feel that the staffing agency doesn’t handle a bad fit well, it might be time to seek out a new one.

Use the agency resources

You will be paying for the staffing agency service, so you need to make the most of everything they have to offer. If an agency has training resources, use them. If you are too busy or feel that a staff member will benefit more, encourage them to use the training. Learning new skills is an excellent way to motivate staff and keep your team up to date in their field.

A new hire will often have new or different ideas that can be shared with your team. Take advantage of this. It doesn’t mean your team isn’t skilled. It is just a fresh look or new solutions. If you have used a staffing agency to hire the most qualified candidate possible, you want to make sure you are tapping into al of their knowledge.

There are a number of benefits to using a staffing agency but to maximize them all, start off by building a solid relationship with your person of contact. Ensure they know exactly what you need so that they can save you time and money while providing you with the ideal candidate.

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Temporary Staffing Solutions: Productivity with Affordability

September 10, 2019 Comments Off Roxana read

It is normal for certain job vacancies to remain available for weeks as the hiring manager goes through resumes, conducts interviews and accesses the strengths and weakness of every applicant. However, unless you have employees who can add more workload and maintain maximum efficiency, those empty seats can result in productivity loss. Partnering with a staffing agency can sustain you and likely produce stable staffing solutions while you are searching for a permanent professional to employ during this period of time.

Here are some different situations where provisionary employees can be a crucial component of your firm’s overall recruiting techniques:

A permanent replacement is not needed

In a situation where a staff resigns at a crucial period and cannot be permanently replaced immediately, great firms turn to staffing agencies to hire a temporary worker who is suitable for that vacancy to pick up from where the previous employee left off. The replacement skills and experience are thoroughly accessed to ensure perfect work continuation. The temporary worker works efficiently but can effortlessly be terminated when their services are not further required.

You need help, but you are not ready for a full-time employee

Let us imagine another scenario where, after conducting a series of evaluation of your firm, results show staff shortage that needs to be solved immediately. Permanent staff recruitment seems paramount; however, you are a little apprehensive about permanent recruitment. You can engage temporary professionals on a temp-to-hire basis in order to reinforce the workforce while taking the time to evaluate their abilities as interim workers before committing totally.

Likewise, a good staffing agency will aver to the performance satisfactory of every worker sent ensuring a money-back guarantee that protects the firm in case the professional is not a right fit and also protect the firm from the potential cost of hiring, training and dismissing a permanent worker.

You need a specialist for a short-term project

Another scenario could come in which you are presented with a very vital opportunity that you cannot allow passing. However, it is possible that you do not a worker who has the requisite skill set to efficiently execute the task. What then do you do in this case?

The dynamic employment system of today has ensured that temporary staffing is more probable instead of employing a full-time professional just for completion of a certain project. Bringing in a project specialist with a target experience required will shield the firm from potential expenses of employing, training and dismissing a permanent employee. From relatively brief interludes as vacancies are being filled to long-term projects that require professionals with special skills, a highly rated staffing agency can help meet all your needs.

Conclusion

Obviously, the most important things to consider when hiring to fill a vacancy on a temporary basis are the productivity and affordability of the staff being hired. The advantages of getting in touch with a partnering agency are numerous and it is very certain that you stand to benefit a great deal from doing so.

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The Negative Effects of Under-Staffing on Your Business

September 5, 2019 Comments Off Roxana read

The success of a team or organization boils down to the strength of its leader, whether that is the owner or a manager. Regardless, there are some situations where even with strong management, the business seems to be failing.

More often than not, this is due to senior staff members forgetting to add a human element to their business. Employees start to become treated like another statistic rather than a person. This, as well as other factors, leads to a business being understaffed.

Here are some of the ways understaffing can negatively affect your business:

Damage to your company brand

Your brand image goes further than a logo. It is all about each interaction a client has with your business. It includes everything from your logo to the after-sale customer service your company provides. Your company brand will take time, money and hard work.

Unfortunately, all of your investment, both time and money, can be ruined by one unsatisfied client. Poor customer service can lead to somebody posting a tweet, or a negative review on business pages. With so many people checking the quality of a business or service online beforehand, it is crucial that every comment about your business is positive.

Employees that are burned out

At first glance, cutting back on your staff will save you costs. Your bank balance will likely look better on paper but there is a stronger possibility of your employees becoming tired and overworked as they take on the excess work.

Not only will your staff be under excessive pressure, but they will also get sick more often as the stress plays a part in their overall health. Millions of working days are lost per year and this results in billions of lost revenue.

The idea of saving money is very appealing in the beginning but as you can see, it will cost you in the long-run. Another thing to consider, even if your staff aren’t completely burned-out, they will not be working at their full capacity, neither will they be happy in their work.

Recruiting becomes a nightmare

For many managers and business owners, the thought of beginning the recruitment process is not a pleasant one. It takes time away from other jobs you could be doing and it can interrupt the productivity in your location.

Exhausted staff who do not feel like their work is appreciated are going to seek employment elsewhere. The worst-case scenario is that your negative staff have been talking amongst themselves and your staff start to leave in the masses.

When things like this start to happen, you run the risk of gaining the reputation of being a bad employer. And so the recruitment wheel of death begins. You will find it harder to recruit new staff.

One solution to reduce the risk of these potential dangers is to hire temporary staff. They are a good way to hire qualified staff quickly and keep your costs down. It will also keep your current staff from bearing the extra workload, in turn maintaining a happy working environment.

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Hiring Full-Stack Developers Based On Data

September 3, 2019 Comments Off Roxana read

Full-stack developers are one of the most sought after developers in today’s market, and one of the fastest-growing jobs in the world. It’s no wonder when you consider their knowledge spans across all layers of a tech stack. More often than not, a full-stack developer can create a product without the need to hire other developers. We are going to take a deep look at what a full-stack developer does, as well as where to find them and how to evaluate them.

Who are full-stack developers?

It’s a common misconception that developers all have degrees. While 59.6% have a bachelor’s degree,10% have some university experience and 4.6% only have secondary education. 23% of all software developers are full-stack. At the moment, 27.4% are looking for work. A massive 89% have looked for a new job within the last 3 years. The largest group of full-stack developers are at a senior level (43.7%), followed by junior developers (35.4%).

Where are full-stack developers located?

In terms of country, here are some of the countries with the most full-stack developers:

The United States
The United Kingdom
India
Russia
Australia
Mexico
Indonesia
Brazil
Italy
Argentina

More specifically, 68% of full-stack developers work in companies with less than 1000 employees. Public project sites such as GitHub and Gitlab are the best places to find full-stack developers. 75% of all developers have active accounts on sites like these. Meanwhile, 82% of full-stack developers use these platforms to display their work, and 68% of those people have uploaded work samples within the last 12 months. These sites are great to find potential talent, but they are not recruitment sites, so be careful not to abuse them.

A full-stack developer’s knowledge

JavaScript is the best-known language among full-stack developers, closely followed by SQL, Java, and C. Angular JS is by far the most popular framework React, Express JS, and Spring are also well-known.

Our general impression of developers is that they spend the majority of their time coding and fixing bugs. This is true, but full-stack developers have to split their time between more daily tasks:

Coding
Fixing bugs
Brainstorming
Testing
Documentation
Admin
Interviews

What is important to a full-stack developer?

A high salary is no longer what necessarily attracts a full-stack developer. The first priority is the ability to learn and grow within their career. They are incredibly keen to learn. Nearly 40% want to learn the programming language Go. Kotlin, Python, and Typescript are also high up on the learning list. React, Vue.js, and Danjo are some of the frameworks full-stackers wish to learn.

Secondly, they value work-life balance and thirdly it’s the compensation. This is actually the same for all developers. Unlike others, full-stack developers value flexibility over interesting problems to solve.

Currently, 35% of full-stack developers are able to work one day a week from home. 60% of full-stack developers would like the possibility to work from home 2 days a week or more.

How to evaluate a full-stack developer

It is safe to say that the interview process is more complicated for developers than for most other jobs. For example, 56% of full-stack developers is interviewed by three or more people. It’s slightly scary to think that 10% is interviewed by 10 or more people.

There are also multiple techniques to carry out the interview. 24.7% prefer an online coding challenge, while 19.9% prefer a project that they can take home. Pair programming and whiteboard interviews are less common but still significant at 14.5% and 14.4% respectively.

There are certain things that put full-stack developers off during the hiring process. They aren’t overly pleased by a lack of clarity about the role they are expected to fill, nr do they like slow follow-ups or not fitting in with the culture in the office.

Things to keep in mind when hiring full-stack developers

It is incredibly difficult to incorporate diversity

Just over 90% of full-stack developers are male, 84% have a degree or higher. With Educated men are the norm in this career and it is difficult for others to make their mark on the industry, it will also be more difficult for you to find hires that are not within this group.

We are quickly learning that having a diverse team is more and more valuable, so it is well worth making an effort to look for diverse hires. This might mean you need to think outside the box when it comes to recruitment, in particular, you will have to actively seek candidates rather than rely on those that approach you. As we mentioned, Sites like GitHub have incredible amounts of activity and definitely a good place to have a look. You will be able to samples of their work. Be respectful! They are sites for developers, not recruiters.

Be open to more flexibility

With so many full-stack developers wanting to be able to work from home for at least 2 days a week, you might find that you need to adjust to the idea of not having them in the office 5 days a week. Also, bear in mind that this is not some kind of bonus for them, it is the norm!

Communicate with your developers

Hiring people is called a process, but nobody wants to be considered just part of a process. If you receive a large volume of applicants it is difficult to spend as much time with each one as you would like to. But, keeping in touch with your candidates and developers is crucial.

All communication must be clear and open. One of the biggest frustrations among full-stack developers (and in fact all developers) is miscommunication. If you have difficulty explaining the techy stuff, ask one of your team members to get involved, don’t bluff your way through it.

Finally, never underestimate the power of word of mouth. When candidates have a positive experience with your company, they will speak highly of you. As a result, your good reputation will be heard by more developers. The same can be said for negative experiences, so no matter the outcome of the interview, your candidate must leave with a smile on their face.