Posts tagged "recruitment"

How to Hire the Perfect Junior Developer

Often time, the manager of a software development team makes the mistake of seeking qualified individual outside the organization body to fit into a sensitive group like support, customer service department, project management department, administrative department and so on.

They do this by investing so much a time that could have been ventured into staff development of individuals within his team who shows a ready mind to learn and passion for career advancement.

The conventional method of recruiting a new member into your team can be a good idea but the time imputed into the process of portfolio check and documents assessment could also be used in training these new recruits within their department into becoming productive junior developers.

This idea of seeking and Recruiting Readymade developers to perfectly fit into your organization can be so frustrating when these new recruits exhibit very poor customer services, full of complaints,  a questionable personality and unnecessary concern over members view.

While software developers within your team are already acquitted with so much activity that has kept your organization in good shape. Therefore, appropriate grooming of these onboard developers in other facets could enhance greater performance you need.

 Coding languages are easier to learn than customer empathy and product insight.

Another excellent method that the software development manager uses in driving his team to proficiency and growth is looking out for potential individual within his team or organization who shows interest in coding and ready to learn.

Most of the non-technical staff of your organization may have the intellectual substance of becoming a great developer.  All they need is training and practice because these set of talented individuals already know about your product, have grounded experience in maintaining a unique customer service relation and also know about customer regular demands and so on.

 Resisting the resistance to hiring outside of traditionally trained engineers

There is a general belief that engineers are extremely introverts, not a customer kind of people. This mindset requires that in choosing or selecting a potential developer in other departments, you must be sure to train them to become good developers and/or technicians.

This might be right so that your team could comprise skilled individuals to help drive your organization forward. These traditionally trained engineers are quickly detected due to their excellent customer services and productivity. So hiring from these set of trained individuals will improve the team performance and customer relations.

Onboarding new hires who are already on board

To afford countless benefits as a software development team manager, exhibit or practice internal recruiting system. This is because the level of the connection and understanding between various departments is a very good catalyst for rapid growth.

Therefore, the experienced manager knows from the outset that recruiting from those already onboard is better compared to hiring a new set of developers outside the team. Those who practice external recruitment are faced with personality clash of employees, series of uncontrollable insubordination and lack of proper customer services at the early stage.

To avoid these experiences require you to practice more of internal recruitment of employees than external recruitment.

Another benefit you can derive from onboard hiring is a rapid growth of your organization due to the open-mindedness of your team members, improved customer service relation, empathy, customer concern and honesty among members of your team.

Customized training to make Job-ready junior developers

When you consider and compare the cost of finding and hiring developers outside your organization to training your employees along with a specific language or framework, you will know why it is so important to up-skilling your team.

Many of these potential developers might not even know how to become one but your system of training will help shape them into what will transform your organization for good.

To further save you the stress of reviewing numerous portfolios online in the search of qualified individuals and reduce time wastage in looking out for talented people when career pathed of your team members cost almost nothing than training them, it is best suggested to train your developers along that needed framework to move your team forward.

The Top Five Tips for Recruiting App Developers

As your establishment expands, it will become necessary for you to increase the number of staff in order to cope with growing responsibilities and improve efficiency. This is because the current number of developers would be inadequate to manage all the projects you have at hand.

You would certainly want to hire people you can trust, who are efficient, motivated and creative. And since there will not be enough time for you to embark on staff training, you will want to go for workers who are already ground in the profession. You will get to know this by following some recruitment procedures.

Why recruit?

There are many answers to these questions. But as simple as the question seems the answers are not so straightforward. You might need to replace a member of the team. For example, if you are a small-scale development team, the members of the team will often keep changing because some people will want to explore other options after one or two projects together. One niggling concern is that bringing a new member to the team might be the equivalent of adopting a stranger into a family – the balance, dynamics, synergy, and synchronization of the team may be jeopardized. However, on a business level, you must not harbor a mentality like this. A certain set of programming skills – which no one in the team has – might just be the exact thing needed to keep the team in operation and you will definitely need other people to fill this role.

Some other time, recruiting is done in order to increase the workforce. Perhaps, you are contracted to work on two different apps simultaneously and the members are not sufficient enough to handle the jobs at the same time, then it becomes imperative to add new members to the team.

However, irrespective of the reason for which you decide to recruit, you must put it at the back of your mind that the purpose of recruiting is to get the best person for the job. In this article, we talk about how to go about it.

1.) Know What You Are Looking for and What Your Expectation

Be prepared. Try to figure out exactly what the role is all about and the duties such a role would imply; then outline the exact requirements you want from a candidate for that particular role before publicizing the vacancy. Never forget that the developer you want to hire is one that will fit into your team, and you have to put everything in place, in terms of preparation, if you want to get that perfect developer.

2.) Know Where to Look for Developers

A lot of companies – including the big ones – make the mistake of putting IP adverts in the wrong places. Eventually, they get overwhelmed with too many applications, most of which are from people who are clueless about app development. Try to look for app developers at places where they will be – conferences, conventions, boot camps, etc. Think of places – online platforms – where job seeking developers tend to go.

3.) Whittle Down

Try to reduce the member of applicants. Start by chopping off people with no app development background – they are usually many. You can also consider other factors such as communication and language skills, poor CV format and so on. Conduct interviews to bring down the number. There are different types of interview techniques and it is advisable to ask questions based on what the applicant has written in their CV.

4.) Remember to Make Your Job the Best Job

Make the job attractive. Let the applicants know that you are zealous and passionate about the job and that they will be working with a motivated group of people. You might also include the pay package and incentives.

5.) Knowing The Ropes

Recruitment is important. When fishing for talent, do not forget that the person will eventually become a member of the team. In order to avoid clashes or discontent among members, make sure the person is perfect for that role.

 

Sell your New Developer Hiring Strategy to Managers

As a recruiter, you need to stay on top of your game to find strong candidates and attract good applications. Remaining loyal to a set of techniques is not effective on the long-term and also kind of dull. So you decide to release your inner creative demon and come up with an amazing new strategy that could innovate how you attract talent. But before you can actually use it, you need to get the OK from your C-Suite.

When preparing your presentation, it is helpful to pay attention to three main aspects in order to have a successful first pitch.

No. 1 Build your presentation in a progressive manner that will strike their concerns

Managers who are not closely connected with the tech team cannot totally empathize with the pain of being understaffed. Therefore, you need to make them understand how this has an impact on the business.

Therefore, make sure to clearly outline what makes your idea a great one in their business context and how valuable it is. Speak their language!

For example, the vice-president of Marketing does not employ developers in his team so he can’t fully grasp their role. However, when the marketing team needs to develop some software to use in campaigns, they will need to come to the developers hired by you. Here is your cue to paint them a picture of the developer hiring process and its importance. Show them how your strategy is important to them, not to you.

No. 2. Key Performance Indicators should be your best friends

Numbers tell great stories. This is why you need to be able to explain to your C-suite, in numbers, how you will assess the effectiveness of your strategy. During your presentation, you should deliver some expected numbers and results.

If, for instance, you plan to use salary ranges in your job advertisements, talk to them about the increased traffic this change would bring. More traffic means more applications to sort through. Be ready to explain to them how you’re planning to check whether this change will positively impact recruitment.

No. 3 Listen to their opinions and use them

Listening to feedback is a power tool. But not just polite nodding while you stick to your idea, but actual active listening. Even if you have a strong strategy in place, more ideas can lead to even better plans. Not to mention that your relationship with executives will grow stronger.

It doesn’t mean that you need to accept all their ideas. Be brave and out-spoken when their pitch isn’t good for your initiative and they will respect you more. Make this presentation a conversation instead of a one-man speech looking for applause in the end. Whatever you do, always place yourself in a position that shows you have the company’s best interests at heart.

 

Get a Peek into the Future of Hiring and the Role of Machine Learning

When you talk about the future of any aspect of daily life, you are actually talking tech. Because we are moving towards everything digital, machine learning will have a major role. Let’s talk about what machine learning is, how it will impact future recruitment processes and why it is important to get up to date.

Q1: What is machine learning?

Machine learning is based on data science, but being a subject with many ramifications, giving a proper definition is not possible. But in order to simplify it to our understanding, machine learning is a computer’s ability to learn through patterns of data. The more patterns it processes, the more it learns to improve its recognition ability. By going over these patterns or samples of data, the machine is able to predict or decide on different matters.

Another way of explaining it is this: “A computer program is said to learn from experience E with respect to some task T and some performance measure P, if its performance on T, as measured by P, improves with experience E.” – Tom Mitchell, Carnegie Mellon University

Task T: predict shopping patterns in the Tesco store

Experience E: run an algorithm on past patterns in the store

Performance measure P: improves predictions for future shopping

If your machine successfully learned from running past patterns, it should make better future predictions.

Q2: How does Machine Learning influence recruitment processes?

First of all, recruitment relies on large amounts of data. This alone creates a strong connection with machine learning. If we look closely, we will easily infer that Machine Learning will have a major role in predicting job trends, demand on skills, shortages or over-demand based on location, human resource spread across areas and so on.

This gets the work cut out for recruiters who now need to source out prospective candidates, adapt to changing trends in the industry and analyze working patterns of candidates and employees. ML will also provide info on a company’s’ hiring habits, the lifespan of employees inside the company, satisfaction with jobs and migration tendencies.

The ability to “see into the future” and prepare for a shift in industries is invaluable information for recruiters when putting up a plan and sourcing out people.

With data analysis out of the way for the humans in HR departments, you get to focus more on quality of relationships, building valuable connections and nurturing long-term collaborations. Let the machine do the number crunching and you, the recruiter can develop your soft skills: intuition, empathy, approach, coping with changes and better supporting the people you meet in the process. Machines can do an assessment of skills and place in suitable positions. This will eliminate missing potential candidates because there was a mismatch in term use.

Futuristic as this sounds, you need to gear up for this change in approaches to make your recruitment successful.