Posts in "Employer"

How to Hire a Mobile App Developer in 9 Steps

August 27, 2019 Comments Off Roxana read

It is natural that one day you are going to need a mobile app developer considering just how many apps there are today. While there are plenty of developers you can hire, it is important for you to hire one that suits your needs. We are going to provide 9 simple steps to help you make the right choice. We will also give a little more information on how much it could cost to hire the right developer.

Step 1. 20 key things to consider before you start

Is your app for iPhones or Androids?
Are you looking for someone who can programme on both platforms?
What languages does your programmer need to know? Java, Objective C, Swift?
Will C++ knowledge be an advantage?
Do you prefer that the developer can work with cross-platform development?
What kind of apps will the developers be working on?
Do you already have a desktop version/web-based software?
Will you integrate GPS or similar mobile technology?
Do you just need someone who can create a mobile version of a website?
What sort of work will your developer have to carry out?
Is there a particular tech stack you would like them to use?
What field will the developer be working in? Should they be familiar with finance, education, etc?
What is your budget?
Is your budget realistic? Have you looked at the income of various developers?
Do you have a deadline for your project?
Do you know when you want to hire the candidate?
Do you have other requirements, for example, testing abilities, experience with certain libraries, Android’s open-source ecosystem or continuous integration?
Which version of Android does your developer need to know?
Does your developer need experience with certain platforms like Apple Watch or Apple TV?
Are you going to publish the app on Google Play or the App Store?

Mobile app development isn’t the same as app development for other devices. Each wave of new apps provides users with improved features. Candidates should be familiar with UX (user experience) and UI (user interface). Whether it’s for Android or Apple, there will be guidelines that must be followed.

A huge part of your success boils down to the correct UX/UI. Apps today have to be more than just good code. With millions of apps on the market, yours needs to stand out in order to get people to download it. Not only does it have to look great, but it also has to function well. When somebody uses your app you want them to have an amazing experience, rather than just uninstalling it.

Basically, you need a developer who can create a fast, attractive, easy to use app, and within your budget.

Step 2. Writing the job description for a mobile app developer

Your job description needs to be appealing in terms of work and your company. Expectations must be clear with no room for misinterpretation. You only want to include what is necessary. It is a good idea to describe the ‘must-haves’ and ‘nice-to-haves’. This is the first impression potential candidates see of your business, so it has to be error-free and accurate. We suggest your tech team or engineers review the advert to make sure you have included all the necessary requisites. Including things that aren’t true or incorrect will only cost you in the recruitment process.

Step 3. Choosing the right place to put your job advert

You want your post to be in as many places as possible in order to reach the maximum number of potential candidates. We have a few options below but this is not by any means the only way to source mobile app developers:

Referrals

You never know unless you ask!! Speak to friends and family to let them know you have a position available. Ask them if they can share it on their social media sites. The same goes for your development team. They may know of a fellow developer that is looking for work.

Recruitment marketing

There are Facebook groups and LinkedIn profiles that you can look for, even job boards such as Angel.co and workinstartsups.com are worth checking out. Conferences, hackathons and meetups are becoming more and more popular. If there are any local to you, you can visit them.

Mobile developer communities

There are various specialized online directories (They Make Apps) and job boards (Get Apps Done) that will help you find app developers. Also, some of the best places to look are on forums. For iOS developers, try iPhoneDevSDK or MacRumors. If you are looking for an Android developer, look on Android Forums or AndroidPit.

App stores and GitHub

If you are ready to take it to the next level, look at similar apps to yours and contact the developer directly. You could also enter GitHub or GitLab and search for keywords related to your app. You may find codes from developers who could be ideal candidates.

Step 4: Understanding the developer’s salary

There will be quite a difference in salaries depending on the skills and qualifications.

There is only a slight difference in the pays between iOS developers and Android developers. The problem is, there are a lot more Android first developers than iOS first developers, in fact, around twice as many. Therefore they will be more difficult to find.

That being said, if you are making an app for the Apple Market, you need an iOS developer. And if you are making an app for Android, it is only logical that your search for an Android developer.

Step 5. Create a standardized coding skills test

Ask one of your team members to create a test for candidates based on similar skills that are required for the job. The test will filter out candidates with the specific skills needed for your position.

If there isn’t anyone available to create a test, there is a range of software that can help you build a test depending on the level of difficulty and the time you allow. Some software will also calculate results for you to easily read.

Step 6. Analyzing your applicants

This is where the fun begins. You start receiving CVs and so it is time to begin reviewing and narrowing down your options. A mistake in this step can cost you thousands (with no exaggeration), so it is crucial to get it right.

When looking at CV’s, make sure you only focus on those who have the skill sets you require (unless you see an extraordinary potential candidate) and experience. For developers, what is more important than a CV, is a portfolio. A portfolio allows you to see actual examples of the developer’s work. Telephone or video interviews are an excellent way to reduce overheads while getting to know more about your candidates.

Aside from skills, you need to ensure your candidate is a fast learner. It would help if they are keen on learning new skills because of the speed at which the software development industry moves. Communication and the ability to work in a team is also essential.

Step 7. Technical screening

As we have mentioned before, it is necessary for you to implement some form of coding test in the interview process. You might receive hundreds of applications and there is no time to interview each one.

A pre-screening test gives you the chance to see that a candidate’s CV matches their actual skill.

You may also want to prepare a set of questions to ask in the interview. The questions, like the coding test, have to be relevant to the job and with the same degree of difficulty. If you are not familiar with software development, ask a team member for their input.

Step 8. Non-technical screening

While we put a lot of energy into looking for the right skill set, we often don’t put enough importance on soft-skills. You need to learn about a candidate’s experiences and behavior. Generally, you want to get a feel for the type of person they are and whether they are a good cultural fit for the office.

You might ask a candidate to describe a situation to you or the last time they were part of a significant team project success story. You could ask about their tutoring experience or the project they are most proud of.

Step 9. Technical interviews

This is when your tech team should be more hands-on. It makes sense that one of them perform this part of the interview because they will probably have more knowledge than you.

In the interview, you will want to ask questions like “Can you explain the similarities and differences between Swift and Objective-C?”, “Which iOS technologies will be used in the future?. You could also ask them why they prefer one platform to another or one language to another.

At times, it’s demanding for several organizations to find qualified candidates or develop their recruiting effectiveness with in-house recruiting processes. By partnering with an IT Staffing company, you will be able to eliminate operational costs and still see an increase in efficiency as your staffing agency will help you onboard your new members so you can reduce the costly downtime that leaves your recruit stagnate.

Employer

How Much Does It Really Cost When You Hire the Wrong Developer

August 22, 2019 Comments Off Roxana read

Some will be looking at this figure through squinted eyes, but it costs an average of $22,750 to complete the whole hiring process of a developer. Costs include advertising, as well as the time it takes to review curriculums, carry out phone/tech screening and hold interviews. Before you start panicking, think about the return on investment. An excellent developer will increase your production, provide the team with innovating ideas and become a key part of the overall achievement of goals. We are going to take a very realistic look at the costs incurred when a new developer doesn’t turn out the way you had hoped, not just financially, but on the team morale.

Calculating the mistake

In can take anywhere from 6 months to a whole year for a new hire to reach their full productivity. We will e optimistic and use 6 months in our example. A good hire will show an output multiplier (the number used to calculate employee profit) of between 1.875 and 2.5. This works out to mean a new developer earning $80,000/year will make a return of between $150K to $200K in profit.

A bad hire will have an output multiplier of 1 (or less if they are terrible!). This implies that in the 6 months that you have had them on your team they will have cost you $40,000 in salary, in addition, you have to consider the half a year of profits you have missed out on., $75,000 and the $22,750 it cost you in the first place to recruit them. The total figure is around $138,750. But it gets worse.

The Butterfly Effect

When it is time to get rid of a bad hire, it has a negative effect on each and every department. HR needs to start the lengthy recruitment process again, which may involve everyone from engineers to managers. Accountants have to rework budgets to include potential legal fees and severance packages.

Leave the financial cost to one side, and think about what it does to the overall atmosphere in the office. Starting over adds work to various departments which means people aren’t spending time on their tasks, productivity falls and it becomes somewhat difficult to achieve company objectives. Now stakeholders are shifting their opinions of your company. The bad butterfly that flapped its wings may have an effect on the business plan for up to 5 years.

Thinking on the positive

It’s harsh, it really is. But you are the drive behind your business and people will follow your example. The bad hire is gone and it is time to focus on not just a good hire, but now an outstanding developer. The trick is to make sure the whole team ais feeling as positive as you are. You really don’t want your excellent potential developer picking up on negative vibes because your recruitment team is bored with the thought of starting again. Follow hiring advice to the T, that way your new hire may be able to recuperate some of the money previously lost.

Recruitment agencies can help you find and shortlist high-quality candidates. Using a staffing agency will improve the quality of candidates in your recruitment process. As we already mentioned, recruitment agencies keep a pool of experienced candidates who are ready for a career move at a moment’s notice. It means that you will only deal with candidates who are carefully assessed and vetted.

Employer

How to Get Better at the Difficult Task of Hiring Programmers

August 20, 2019 Comments Off Roxana read

Software developers are now a crucial part of most businesses. To maximize your productivity, you must hire an amazing programmer. A weak programmer won’t only prevent productivity, but it can also slow it down. Other staff members, such as engineers, will need to spend their valuable time training and pick up the slack of the weak developer.

Making sure your programming hire is fantastic will enable your team to continue moving forward and the necessary pace. A programmer needs to be able to learn the ropes quickly, pushing the momentum forward. Since the hiring process will inevitably delay your productivity, there is no time for others, Here are some of the ways the hiring process can have a negative effect on your productivity:

A massive number of applicants creates a massive number of candidate reviews
A continuous flow of interviews can distract your team
Interviews that are not up to scratch will take up valuable time from your engineers
If different people are performing the interviews there will be a level of inconsistency, creating unreliable outcomes
No doubt you will have to reschedule various other things in order to hire new people. To line up one’s diaries, you may also need to delay interviews

Code assessment, while nothing new, is a practical way to filter out inappropriate candidates and therefore improving the efficiency of your hiring process. Companies like Google use code screening as part of their technical screening. It gives employers the chance to see real-world programming skills or the opportunity to witness a candidate’s thought process. Another option is assessment software, using automated code assessments and pair-programming tools. Assessment software is one of the best ways to spot talented hires, and quickly.

Consider these areas for implementing code assessments:

Pre-Screens

Before your candidates sit down to talk with the engineers, give them a quick coding test. If a candidate can’t handle a fundamental coding task, there is no point in wasting your time, or theirs. You also don’t need your technical team’s input for this, so they can remain focused on their work. It is better for them to be involved once you filtered the potential.

The most important thing is that automated coding assessments allow for consistent pre-screening. It provides standard coding tasks to assess candidates’ skills by automated scores. They can be performed under the supervision f your recruitment team rather than needing your engineers.

In-Depth Assignments

Once your candidate has passed the pre-screening stage, you can raise the bar and give out an in-depth assignment. This assignment can be completed in their own time but it will give them a chance to demonstrate a wider variety of skills and at a higher level. Again, it will be a standard assignment for each candidate, so your results will be consistent.

One option for this type of review is a home-based project. You provide the candidate with a list of requirements for them to finish a project. It is a great method to see how a person handles a real-world code sample. There are some potential downsides. A good candidate might be put off by the time investment they have to make at the interview stage. Also, your development team is going to spend a significant amount of time reviewing the project. This type of project should be used selectively as not to exhaust the interviewer, or scare away good candidates. Those conducting the interview should know the solution. It is also wise to set up a system for everybody involved to track the results.

Alternatively, you can give candidates another automated assessment. It wouldn’t be an entire project, rather, various more in-depth coding assessments. At this stage, you can set targeted challenges to test certain areas that are necessary for your business. From your point of view, this is a way to filter candidates with little effort or time from you.

A comfortable environment is necessary so that your candidates are able to produce the best results they can. From the results, you should be able to see potential talent from just a glance.

Pair-Programming Interviews

By now, you will have used pre-screening and in-depth assessments to narrow your talent pool to the very best. But you probably still need to narrow it down further. It is also probably the stage where your development role needs to step in and add their input.

It is so tempting to try and cut corners in the hiring process in order to save time but each phase is crucial. Some companies even carry out phone screens before interviewees come into the office. This type of screening won’t provide as much information but they are cost-effective. Pair programming while phone screening is an ideal way to examine coding skills without increasing costs. In some cases, they can work so well, you use it instead of an on-site interview.

Pair-programming interviews are real-time live interviews. It is a chance for an engineer to code together with the candidate, working through coding assessments or whiteboarding problems. It is the ideal way for developers to see exactly how a candidate tackles problems.

The Summary

Pre-screening is a great way for companies to filter large numbers of applicants down to quality candidates. From there, in-depth assessments can provide real-world coding assessments and the chance to get a more detailed view of the candidate’s skills. If you want to save time and money, you can try working with a staffing agency. Staffing agencies are an extension of your current HR department. Contracting a staffing agency allows your HR team to focus on the current needs of the department and not have to worry about sifting through hundreds of resumes, updating listings, and scheduling interviews.

Employer

A Review Of The Staffing Industry

August 13, 2019 Comments Off Roxana read

Research Report: Predicting the Future

Forward planning is a major part of any business. If management has the skill to foresee the future of the business, there is a significantly higher chance of success in the long-term. In addition, as staffing agencies expand into other countries, the estimates for the market size of staffing markets will be more important. You need to have a precise figure for the scale of your potential market, this is such an important part of effective management. Staffing Industry Analysts published a report that will help managers and owners understand more.

SIA produces a ‘Global Staffing Industry Market Estimates and Forecast’ twice a year. The report includes estimates and forecasts for the staffing industries based on revenue. The data refers to regional and historical data. There is also a list of the 17 biggest countries per staffing industry revenue.

This report can be used by staffing agencies to rank their performance against others. Investors might also find the report useful in their decision-making process. SIA Corporate and CWS Council members can gain access to the complete report.

The staffing agency industry generated worldwide revenue of 409€ billion, $461 billion, in 2017. This was a 7% increase from the previous year. In order to calculate the statistics, staffing was divided into two categories; the temporary staffing service and the place and search service (direct hire). Out of the 409€ billion, 81% was generated from temporary staffing services. Regarding countries, the US, Japan, and the UK were the three countries that generated the most revenue. Germany, France, and the Netherlands were also countries that contributed significantly to the revenue but not nearly as much as the leading three.

How does this help our understanding of the future? 2018 continued on a similar path as 2017. There was an increase in the staffing agency services of 7%. Unless we witness a huge global economic downturn, we can safely assume that the figures will continue to rise. This will be helped along by a set of programs that will expand the workforce into more countries.

Europe has seen an increase in the staffing markets overall. Unfortunately, the Brexit has created a cloud of doubt over the UK and the same growth hasn’t been seen. Only a 2% increase is expected for the UK staffing market in 2019.

This strong growth in the staffing market can be put down to a healthy economic backdrop. IMF estimates a 3.9% increase in GDP. Working conditions have to be mentioned. Germany has tightened labor regulations while Italy has seen a labor reform. There are also a number of countries that have a low penetration rate. They have the space to grow and are ready to do so as soon as there is an increase in the staffing market.

One problem we are facing generally in the staffing agency market is the lack of talent. This is not to say that hires from a staffing agency are not capable of doing the job, quite the opposite. But the imbalance in demand and supply can cause a bigger problem. When the labor market is tight, companies turn to staffing agencies to fill their vacancies. The more we use staffing agencies, the quicker the highly skilled agency workers are being snapped up. New talent is hard to find.

The world is getting more complicated and things will become more difficult to predict. The Brexit and trade wars between China and the US are going to have major knock-on effects on the world’s economy. It will be a case of watch this space closely! As for now, remain focused on the high growth in the staffing market, add this into your management strategy so allow company growth in the future.

Employer

Keeping Up with the Trends: Hiring Smart!

August 8, 2019 Comments Off Roxana read

Traditionally, companies used to seek a temporary replacement for permanent employees who were either on leave, ill or on vacation. However, due to a change in the economy, they now need temporary employees whose demand is dependent on production needs. Agencies usually take up the responsibility of availing the employees as required.

The concept of regular shrinking and expansion of the workforce is now trending. The use of such a contingent workforce has its pros and cons. The advantages are as listed below:

Burdens

Employee vacation, sick leave, maternity leave and health insurance are costs that can be burdensome to the employer. Agencies take up these costs together with those of a hiring process.

Savings

This kind of set up enables an organization to adjust to workload fluctuations, market demands, and production requirements speedily and effectively, thus saving a lot of money, resources and time.

Retention

During peak seasons, the temporary employees are a relief to core staff as they will not have to overwork and burn out. Absenteeism worker’s compensation claims also reduce.

Time

Agencies send you an employee who meets all your qualifications and saves you the time spent on training new staff. These temporary employees can be used to find out if you have enough work to keep a full-time employee.

Less dependency on contractors

Segmenting your business and assigning different independent contractors to handle each segment costs you more. You also cannot directly supervise the work. Working with a temp is better since they are cheaper and can be directly supervised.

Possibility of hiring good temps permanently.

When a temp is working well, you can consider them for permanent hire without having to put them on a probation period.

Temporary employees are utilized during the peak season to maximize profits and relieved during recess to save on costs. The result is increased company profit growth, increased economic spending and more economic stimulation.

Employer

How Flexible Staffing Solutions Will Boost Your Bottom Line

August 6, 2019 Comments Off Roxana read

What is flexible staffing? Do you need it?

Since time immemorial, employers have been hiring on a temporary or permanent basis. However, due to the dynamics of today’s global market and conditions, businesses need to be much more flexible to survive and thrive.

With flexible staffing, businesses can scale their workforce up or down as necessary to meet changing demands. Each company must adopt it to operate and compete favorably in today’s market and boost the bottom line.

Hiring is an intense process which takes time, money and effort. In cases where there is a sudden expansion of production and a need for quickly hiring trained personnel, the traditional hiring methods may not be successful. This is because there is a high chance that you will hire people who need some form of training before they can be fully functional.

Flexible staffing enables you to hire trained, skilled personnel for as long as you need them. You can keep them for a season or the project duration then hire them permanently. It is also possible to let them go then hire some of them back as demand picks up. Quite a convenient option, right? Listed below are more advantages of flexible staffing

Increased productivity

Whenever you are hiring, you always go to the best people. But hiring is a lengthy process, especially when you are not sure where to find the best talents for the job. The more the people you need and the more specialized the skills required, the longer it will take to hire. In the meantime, productivity drops.

By choosing a flexible staffing solution, you will team up with a staffing agency that will save you all the effort. They have access to skilled labor of all trades and niches, and they know where to find them. Liberty Staffing is a great agency to work with.

You will get people to fill these roles faster and avoid stalling in the production process. Your business bottom lines will improve.

Low labor costs

Having the people you need when you need them is one of the huddles that flexible staffing helps you over. Rather than hiring then training staff, you get a trained and skilled team that is ready to get in and start working, thus saving you training costs.

The one fear that most companies have is letting go of their staff. Usually, you can’t predict if you’ll need them and if they will be willing to come back when you need them. But with flexible staffing, you hire as is necessary and let them go with the guarantee of having them again as needs dictate.

The convenience of flexible staffing need not be overlooked. With the current trend in the global market, it is a resort to be considered and adopted by businesses for active and competitive operation.

Employer

Staffing Agency Role in Helping Small Businesses Find Big Talent

August 1, 2019 Comments Off Roxana read

The need for staffing is constant and regular due to many reasons. Sometimes employees quit and pursue other opportunities. Your business may expand and necessitates that you increase the number of staff or new roles may arise, and you need a new set of skills. Whichever the case, ultimately you will have to figure out how and where to get the new staff; that is where a staffing agency comes in handy.

You may opt to post the vacancy in the right places and specify the qualifications you need. But it’s always safest and more convenient to liaise with a staffing agency to find the big talent. Here’s how.

Partnership with a staffing agency

In small businesses, there’s a tendency for both the owner and the employed staff to take on multiple roles. This leads to a situation where they are all ready to take up new challenges, thus creating a self-sufficient kind of environment. During peak season, when the volume of work scales up, burnouts are inevitable, resulting in a large number of sick leaves and requests for vacations afterward.

Often, you and your staff may not be well qualified for all the many roles you’re playing. It becomes hectic and gruesome to look for new staff when a new position that requires an unfamiliar set of skills arises. Team up with a staffing agency help you hire the right number of qualified staff who can perform well within your ability to pay. They are experts at hiring and can provide invaluable advice and recommendation.

Ease flow with the market trends

The constant change in the market also changes the expectations of job seekers. As a small business, hiring is done rarely and you may stay long before bringing in new people. As a result, you focus on the company and are unable to keep up with the job-seeking and hiring market. It is in this regard that the recruitment firms cover you. Their knowledge on the best screening techniques and the right keywords will get you the right staff when you need them and save you the need to keep up with the seeker market.

Access to a wider network

In the vast global market, small businesses are but a speck of the bigger picture. You know several people and contacts within your local business community and LinkedIn. They are majorly the ones from whom you source ideas, network, brainstorm and get employee recommendation. While this is good, it limits you from the advantages that come with an outsider staff, a more extensive network and the growth that comes with unusual challenges.

Through a staffing agency, you can expend your network. You will source ideas, talents, and skills from a global community in a much more reliable way and have better access to exceptional candidates.

Streamlined hiring process

Staffing agencies understand the job details, write a better job description, specify the qualifications needed, post it in the right places, screen the candidates and carry out the job interview for you. This gets staff on board sooner and at a cheaper cost.

A staffing agency is every recruiter’s most needed companion. Contact StaffAugmentation to get started today!

Employer

How to Choose the Right Tech Stack for Your Project

July 30, 2019 Comments Off Roxana read

If you have no idea what a Tech Stack is or how it is going to benefit you, do not worry. You soon will!

A Tech Stack is basically the stack of technology you will use in each part of your project. It’s like preparing everything you need to put in your suitcase for a holiday. Let’s take a closer look!

What is a Tech Stack?

A Tech Stack is the set of tools that are needed in order to build and power an application. It is a mixture of software apps, frameworks, and programming language. As well as the set of tools used, it is also the link that combines the operations.

It can be broken down into the front-end, the side that the client sees and the back-end, the server.

Understanding the Back-end

It is crucial to know that the back-end is the ins and outs of an application. It has to run smoothly, particularly if there are aspects other than just HTML. In terms of structure, the back-end is made up of:

Programming languages- Python, PHP, JavaScript
Frameworks- Swift, Objective-C, Django
Databases- MongoDB, MySQL
Server providers- Apache, Nginx

Each part is interlinked and works with each other. You can’t just add a part because it is funky, this will affect the running of the program. Choose back-end solutions that are commonly used. If one day somebody else works on your program and has no idea about the programming language you use, you might have to start all over again.

Understanding the Front-end

Considering this is the part that app users will see, you have to design a front-end stack that is convenient, accessible and clear. There are typically two main parts to front-end stack:

HTML- structures and puts content in the right place
CSS- the presentation, including backgrounds, colors, and font size and style

If there is an element of interactivity, you will need JavaScript, which will control the where, how and why of the presentation. Libraries are used to control this element, for example, jQuery, and they fit into frameworks, for example, Ember.

What you need to know about Stack Technology

Never take Stack Tech for granted- it is what defines how your app will be. Because of how closely they are linked, you must choose each tool with a lot of thought and listen to developers’ advice. A developer may even be able to show you new technology that is more suitable for you.

New ideas are great if you are just beginning your project. If you have started, you will have to explain to the developer exactly what tech stacks you have used. There are advantages and disadvantages to each technology used. Now we will have a look at how to make your tech stack powerful.

How to make the most out of your Tech Stack

A clearly defined platform

You need to know precisely what your project is going to be able to do so that tech stack documentation can be prepared. You need to know if you are going to make a web application or mobile application, both have different tech stacks. You know how different an Android is to an iPhone, so are their tech stacks.

A good place to start is by knowing about your target audience is. Are they more inclined to pick up their mobile or switch on their desktop? This has to be decided early on so that you can decide on the correct platform to use, whether that is a single platform or multiple.

If you have decided on an MVP, the best option is a single platform. It will be more economical.

Defining the requirements for MVP

Regarding mobile and web applications, MVP is the most important thing. MVP is like a way to proof run of your project, testing its viability and what its competition is like in the real world.

MVPs are your starting point, start with a set of tools that will allow you to achieve your goals. Stacks will normally grow from this. Even though you are just starting out, you still need to have a long-term plan in place that will be built into the configuration from the outset.

Scalability Requirements

While scalability can be adjusted throughout the process, you need to have the foundations before you can make the changes. There are two forms of scalability:

Vertical scalability- adding more elements to your app
Horizontal scalability- being able to run more on a device

They are equally important. Imagine an e-commerce tech stack. Scalability is about keeping both the flexibility and the mastery of the operations.

Is your team an expert in technology?

Behind every good app, there is an excellent team! If your team is struggling to use various technologies, it is absurd to think of a non-tech-savvy person using it. This is more relevant if there is a technology that your team is not used to. An excellent way to resolve this problem is to outsource a team extension.

If you hire a team or just one contractor, make sure that communication and collaboration are above excellent!

Performance Requirements

At the end of the day, the performance of your project is what really matters. You can get performance stats from the business requirement and from seeing what the technology is able to do. It is all very well if the product is concept-wise (it reaches the right target audience), but if it isn’t functioning to the full extent, what is the point?

Performance requirements are related to the speed the system reacts and the number of requests it can process at a certain rate. You need to choose an option that will fulfill the performance requirements for your project. If along the way you don’t feel like it is working, don’t be afraid to move on to alternatives.

The Costs

As with any type of project, you need a budget for your tech stack. Here is where things get a bit more complicated. Software development can cost more than you would think. Here is a break down of potential costs:

Hosting costs for keeping the product
The salaries of developers
Licenses and technology education
Cost for maintaining your project

Keep a close eye on each element of your budget and resist the urge to spend more unless it is absolutely necessary. The fact that software development is so fast-paced, on occasion, it is difficult not to spend in order to keep up.

Examples of Tech Stacks in the Real World

Below you can see two examples of tech stacks. It is not advisable to just copy these. Remember that a tech stack has to be specific to the project.

Spotify tech stack:

Nginx
Python
PostgreSQL
Kafika
Hadoop
Google BigQuery
Google Cloud Dataflow
Bootstrap
Java
Amazon S3
Cassandra
Storm
Google Cloud Bigtable

Slack tech stack:

Javascript
MySQL
Java
PHP
Apache HTTP Server
Android SDK

Conclusion

Hopefully, now you not only understand what a tech stack is but also the importance of selecting tech stacks that are suitable for a certain project. There are numerous options but don’t get overwhelmed or side-tracked by them. Stick to your plan!

Employer

Signs That You Might Be in Need of a Staffing Agency

July 25, 2019 Comments Off Roxana read

Employers from all types of industries can benefit from a Staffing Agency, regardless of the size of the business. Perhaps you are looking for just one employee, a team of employees or a specific set of skills that you are currently missing. Staffing Agencies are experts in finding the right employee for you.

In your mind, you might not need a staffing agency or that there are alternative ways to hire new staff. It could even be that you aren’t used to hiring temporary staff.

If you think any of the following sounds familiar to you, it might be time to start using a staffing agency.

You have high staff turnover

Hire staff turnover is a time-consuming issue that may occur because of several reasons:

You hire on a short-term basis
Your company has large highs and lows in production
The people you hire don’t fit your office culture

A staffing agency will be able to solve these issues by finding employees with the ideal skill set and who will suit the working environment in your office. Many staffing agencies have the ability to help you calculate the correct number of employees you need, even for when you hit the highs and lows.

You feel the need to start hiring temporary employees

When you think about how long it takes to find, hire and train new employees, it seems like an inefficient way to spend your time for short-term hires.

A staffing agency has a number of qualified and talented workers waiting to start straight away. They are the experts in temporary hiring. Let them do what they do best so that you can focus on other areas of your business.

If you need more than one position filled

When your business is growing it is a wonderful feeling. But you are also hit with that panic of trying to fill various positions- and quickly. You may also need long-term or permanent workers. Their main area is filling short-term positions but some agencies will negotiate with you if you really like a certain employee and want to work with them on a permanent basis.

It is the job of the staffing agency to have a large talent pool of skilled workers ready and waiting. There might be admins, IT specialists or even managers among a staffing agency’s list of employees.

It is your first hire

If you have never had experience with placing an ad, interviewing and contracting a person, you may prefer to use a staffing agency. They know how to find what you are looking for and they can do so with a lot less stress.

The hiring process is taking too long

The average length of time to complete the hiring process is between 2 and 4 weeks. This is a long time in the world of running a business. It is time that your productivity is not running at its highest.

Modern technology plays an important role in staffing agencies. Recruitment software allows them to screen candidates far quicker than we can. This narrows down the potential talent. Making it faster for you to find the most suitable employee.

To sum it all up, whether you have a large or small firm, staffing agencies could be beneficial for you. They can find you suitable, qualified employees and much quicker than you can do it yourself. Not only does a staffing agency make your life easier, but it also frees up your time to focus on other tasks.

Employer

Niche Staffing Firms Finding the Ideal Hires for You

July 23, 2019 Comments Off Roxana read

After years of high unemployment, many countries worldwide have got a handle on the issue and unemployment has fallen or even hit all-time lows. This is obviously a positive thing for the workforce, but it does make like harder for employers who are in search of the most qualified candidates.

As unemployment falls, so does the talent pool, which is why you have probably noticed it getting harder to find the candidate who ticks all of your boxes. Not only this but you might notice that the process is taking longer.

If you are nodding your head in agreement, it might be time to look at using a staffing agency to find the perfect hire (or hires) for you.

Niche staffing agencies know your business.

Large staffing agencies are a little bit like a ‘Jack of all trades’. They know about a lot of different industries but they don’t have expert knowledge in any of them. They might not be confident with the particular details of your industry.

The theory behind a niche staffing firm is similar to that of the ‘Jack of all trades’. They are smaller and are able to pay closer attention to your specific industry and business needs. When looking for hire, you need information about the candidates in your field, not the general market. The service a niche staffing agency provides is considered more personal.

Looking in the right place

Large staffing agencies will place rather general recruiting adverts because they aren’t just looking for candidates for you. They look for numbers instead of specific skill sets. This is not a bad thing, it is what they need to do to bring in large numbers of potential employees.

Because the niche staffing firm has more knowledge of what you need, they will search for particular candidates to more suitably fit your requirements. Rather than looking on sites that produce high numbers of applications, they will look for a lower number of applicants in your field.

Large or small- it’s the same technique

Both large agencies and niche agencies use the same methods to recruit candidates. There is a range of tools, techniques and computer software that can streamline the process. The results are different but the process is the same.

Both large and small staffing agencies will be able to assist you when you need to write job descriptions, pre-screen candidates and even interview them. And both agencies have a larger network of candidates, active and passive.

As we have mentioned before the difference comes down to the ability of a niche staffing agency to look for the more appropriate candidates for your needs. And this goes for networking too.

A better result

Not only is a niche staffing agency more able to find the candidates that are more qualified for your particular needs, but you might find they are more willing to do it for a better price.

Large staffing agencies (in general) are looking to work with large companies. Perhaps they aren’t as interested in working with smaller companies because you might only be looking for one or two hires. Their prices might reflect their size!

Before using the most popular staffing agency, have a look around for one that has knowledge in your industry. They will be able to find better candidates for you and probably for a better price.