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Is Your Technical Interview Process Too Long?

Post by Rich Moy on May 22, 2017 12:00:00 PM

The organization I used to recruit for operated under the belief that it was best to hire slow and fire fast. Because we wanted to be incredibly selective and hire the right people the first time around, this mentality made perfect sense on paper. But this approach to hiring also gave us a little too much flexibility, and many of our top candidates ended up enduring multiple (and unnecessary) final round interviews. Although a slower approach to hiring has its merits, here are a few signs that your technical hiring process is too long—and how it might be turning developer candidates off.

The Difference Between Programming Frameworks and Languages

Post by Rich Moy on May 11, 2017 12:00:00 PM

Although you don’t need to be a programming expert to recruit developers, you do need a basic understanding of the technologies your open roles require candidates to know. For many tech recruiters, this means studying the most common tech jargon and hoping that developers believe they know what they were talking about. Of course, programming is much more complicated than that, and today’s developers think about it in terms of languages and frameworks. Recruiters who can have educated conversations about these things can really set themselves apart from the competition, but that begs the question—what is the difference?

How to Implement Collaborative Hiring When Interviewing Developers

More and more companies are adopting a collaborative hiring process, and as a result, they’re seeing legitimate improvements in talent acquisition. While not the most conventional hiring process, collaborative hiring is one of the more flexible methods since you can adjust it accordingly to the structure of your company. In return, it provides a two-sided evaluation system where candidates can interact with your team, giving them the most realistic expectations of what it’s like to work at your company.

This process is particularly important for technical roles. The developer hiring process is already very specific, and what better way to attract developers to your company than to have them interact with other developers?

The key here is to create a standard process before you actually start implementing collaborative hiring techniques. As a company, you have a bit of free-range in determining how you want to structure the process. Here are a few ideas to get you started. 

4 Interview Tactics That Turn Developers Off

Post by Rich Moy on Nov 14, 2016 12:00:00 PM

This post was updated in December 2017 with new information.

Because finding qualified developer candidates is such a difficult task in itself, it’s easy to think that you’re bound to hire someone once you’ve managed to schedule a few interviews for a role. However, the reality is that your initial sourcing activities amount to just the first step in your developer hiring process. In fact, some of the most common interview tactics actually end up driving candidates away. To help you avoid missing out on your next great developer, here are a few of those tactics.

How to Keep Developers in the Loop During the Interview Process

Post by Rich Moy on Nov 3, 2016 12:00:00 PM

Recruiting technology has made it easier than ever for everyone involved in your developer hiring process to automate just about everything. It’s easy to get caught up in all the ways technology can save you time and help you hire developers faster. However, there are some touchpoints that just should never be handled by technology, no matter how convenient it seems. Here are a few stages throughout the interview process that you should always do yourself, even though software could make it more automatic.

Interviewing a Developer? Try the Project Walkthrough Technique

The goal of an interview is to determine if a candidate is going to increase the productivity and happiness of a team. For developers, two criteria are particularly important: an exemplary ability to communicate both technically and non-technically, and demonstrated technical skill in areas important to the team. Allowing a candidate to speak openly about a project they’ve worked on covers both of these criteria thoroughly. It’s my go-to interviewing strategy.

Ask a Developer: What Interview Questions do You Ask Employers?

Post by Rich Moy on Oct 3, 2016 12:00:00 PM

This post was updated in December 2017 with new information.

I’m willing to bet that you have at least a short list of questions you like to ask a developer after an interview. But if you’re like many recruiters I’ve spoken to, it’s not uncommon for candidates to inquire about things that make you say, “Wow, that was an excellent question that I wasn’t expecting.” While it’s hard to predict every question that every developer candidate will ask, we were curious to hear about what they want to know about a company after an interview.

To get to the bottom of the mystery, we spoke to Alana Russell, a Technical Product Manager at GitPrime, about her go-to list of technical interview questions for employers.

Perspectives on Effective Interviewing from a Programmer-Interviewer

Seven years ago I joined a small software company. Business was growing, and we needed to figure out how to build out our staff. We had no HR people, and I was eager to demonstrate my value, so I volunteered to man an upcoming university career fair. What I thought was a one-day thing turned into hundreds of student resume evaluations, then dozens of interviews. Without really knowing what I was doing, my recruiting career was launched.

I’ve done a lot of things wrong, and I’ve learned many things the hard way. But with time and effort, I’ve become an effective programmer-interviewer, and I owe a lot of that success to thinking carefully about how I can better apply my programming expertise to the interviewing experience.

Interview Questions Developers Wish Hiring Managers Would Ask

Whether you follow a structured format or judge candidates on the fly, the interview process is an extremely important part of every company’s success. Asking the wrong technical interview questions will not only turn developers off from applying to your company but can cost you a lot of money as well. (The U.S. Department of Labor estimates that the average cost of a bad hiring decision can equal 30% of the first year’s potential earnings.) Yikes.

We asked a few developers which technical interview questions they wish recruiters and hiring managers would ask them during the interview process. Here’s what they had to say.

What Today’s Developers Hate About the Job Search

Let’s face it – searching for a job isn’t exactly “fun.” This rings especially true for developers, who often have to go through a longer and more intensive interview process (*cough* whiteboard exercises) than other candidates. And while this declaration isn’t exactly breaking news, the topic of the broken developer interview process is still popping up on blogs, forums, and our annual survey.

Here’s a snapshot of what respondents thought were the most annoying aspects of the developer job search (and what you can do to fix that).

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