For many companies, reference checks are a critical component of the hiring process. On the surface, it seems like the most obvious way to avoid a costly mistake. But the truth is that 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 a long interview process.
I reached out to a couple developers to ask a simple question: "Are reference checks necessary?" Here's what they had to say.Read More
Hundreds of years after Leonardo da 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. But 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.
Hiring remote developers means that you can get the absolute best person for the job, not just one who is willing to live or relocate to your city. So it’s no surprise that more and more companies are changing their hiring strategy to include remote candidates. If you’re thinking about opening up your job vacancies to remote candidates, there are a few additional skills you’ll want to look for when you start hiring. We asked hiring managers and CEOs what they look for when hiring remote developers, and here’s what they had to say.Read More
Hiring developers can be challenging. Hiring developers who will work remotely is even more of a challenge. You want that ideal candidate who is not only qualified but also able to work efficiently with your existing team. In addition to testing these candidate’s technical skills, you’ll also want to ask some questions specific to remote working. Here are a few examples to get you started.Read More
It's exciting when you leave an interview with a developer feeling like you've finally found someone you want to hire. If that person has also met with a handful of your colleagues who all have similarly positive things to say, you're probably on the right track.
But there are a number of potential pitfalls when you've made a snap judgment about a developer after a short personality interview or a minimal amount of code review. To avoid making a bad hire based solely on one or two "good" developer interviews, here are two tendencies everyone has when evaluating tech talent.Read More
When it comes to constructing the perfect technical interview process, you’re likely to run into problems. Maybe the person administering the interview isn’t necessarily technical themselves, or there’s no structure to the interview process set in place. Yikes. While every company has their own way of interviewing developers, there are 3 common classifications of technical interview questions they can implement – knowledge, skills, and abilities.Read More
Ideally, companies and HR departments alike should be incorporating employer branding into each step of their hiring process. However, the majority of the time employer branding is focused on largely in the early stages of hiring and is often overlooked during the interviewing, onboarding, and retention stages. After you’ve spent time finding your ideal developer candidates, it’s time to focus on bringing your employer brand into your interview process.Read More
Hiring your next Senior Developer usually doesn’t come to fruition after one single interview. It’s more likely that your interview process is lengthy and involves multiple employees across different teams within the organization. To effectively predict the success of a candidate, your team should work on implementing a structured job interview process.Read More
You’re probably familiar with the concept of job shadowing, but have you heard of interview shadowing? Interview shadowing is an easy way to ensure that your team’s interview process is always efficient and fair. This is especially important during technical interviews, when candidates need to be evaluated on a variety of skillsets, and usually by members of the existing technical team. Proper coaching and feedback during the interview process is beneficial not just for the technical team, but for the company and the candidates as well.Read More