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.Read More
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?Read More
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.Read More
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.Read More
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.Read More
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 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 what questions they wish recruiters and hiring managers would ask them during the interview process. Here’s what they had to say.Read More
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 developers in 2016 thought were the most annoying aspects of the job search (and what you can do to fix that).Read More
Reference checks were a major component of the interview process when I was a recruiter. The entire team wanted to make the right hires, and the opportunity to speak to a few people who had worked with the top candidates in our pipeline seemed like an ideal way to confirm our thoughts about each person. However, since it was up to the candidates to handpick their references, I quickly learned there’s a pretty finite amount of information you’ll learn from most reference calls. From the candidate’s standpoint, it can be a frustrating experience to cobble together a list of professional references after making it through a long interview process. This got me thinking about how tech candidates might feel about being required to provide references, so I reached out to a couple of developers to get their thoughts on the process.Read More
Hundreds of years after De Vinci introduced the first resume , job applicants and employers alike were presented with the cover letter – a document in which candidates provide additional information on their skills and experience.
Fast-forward to the 2000’s, where a lot has changed. Technology reigns supreme, and you’d be hard to find a company that isn’t looking to hire a developer (or 20).Read More
Considering that most developers last year told us they're employed, it would be easy to see a career gap on a resume as a big time red flag. It makes sense to inquire about the circumstances that led to the lapse in employment. However, you could miss out on a great developer if you immediately rule that person out if you refuse to hire anyone who hasn’t held consistent employment. To help you avoid passing on a top tech candidate, here are some smarter interview questions to ask a developer who happens to have a career gap on his or her resume.