Decoding the Software Engineer
Code Testing in the Hiring Process
By Jon Piggins, Executive Recruiter, IT Division
Jon Piggins – IT Recruiter
Tech recruiting is all about matching culture and skill sets. We are not engineers or coders, we are business solution drivers. And let’s face it, even in a small startup tech company, not everyone is a techie. So how do we find the best technical & engineering talent out there for growth-mode tech companies?
We network with development talent, vet prospective candidates often before we ever reach out to them, and we onboard prospects from the get-go – which is easy to do as we only work with companies that we believe in and are excited about, a luxury we are proud and grateful to have.
When it comes time to verify the technical skills of the candidates we work with, there are a variety of methods. (more…)
How to Find Top Talent
without Being Inundated with Resumes
Most corporate jobs receive 250 resumes per opening.
Everyone wants to cast their net wide and access all the best talent out there, but no one wants a tsunami of resumes flooding their desk and email inbox.
How can you access a wide array of talent but refrain from being accessed yourself non-stop by respondents?
There’s a lot of folks out there, actively and passively looking for their next job.
There are 25 million resumes on Indeed.
There are 332 million LinkedIn users, 107 million of them in the US.
The average number of daily LinkedIn mobile job applications is 44,000. (ExpandedRamblings.com)
There are 140 Million unique visitors on Indeed.com monthly. (Indeed.com)
There are a lot of folks sending resumes.
Google gets over a million job applications each year and the company only hires about 0.5% of applicants. (About.com)
Procter & Gamble Inc. got nearly a million applications last year for 2,000 open positions. (WSJ.com)
Most corporate jobs receive 250 resumes per opening. (Recruiterbox.com) (more…)
While hard skills are fairly easy to evaluate, soft skills are harder.
The soft skills are rather intangible: communication, leadership, critical thinking, creativity, team collaboration, attitude, common sense, and relationships, amongst others.
Coding and problem-solving tests are fairly straightforward ways to gauge hard skill level, but how do you measure a candidate’s soft skills?
Evaluating Soft Skills
Almost everyone in the United States has at least one social networking profile at this point, so researching a candidate’s online presence is fairly easy. Social media and websites provide an interesting window into a person’s soft skills. Of interest is everything from how thoroughly and professionally people present themselves, to the content and comments that they choose to post on online media.
Some companies solicit video responses as a filtering mechanism that quickly gives a sense of a person’s soft skills. A company may ask candidates to answer a few questions in a video format to be submitted along with a resume or as the next step in the pre-interview process. There are obviously a lot of efficiencies gained by getting a peek at talent, although some people are fairly shy of performing in front of a somewhat anonymous audience. (more…)
The Top Five On-Boarding To-Dos Before the Start Date
By Tory Thomas, Executive Recruiter, IT Sales & Marketing
You may be asking “Why on-board before the start date?”
Well… really you should be on-boarding from the first contact with a candidate. When you receive a resume from a candidate, you should be sending a warm acknowledgment, even if you aren’t hiring for that exact profile right now. This is how you build your talent pipeline.
When you schedule a first interview or have an informal dialogue, you are making an impression. At this point you are acting as your company’s brand ambassador and forming an impression with the candidate. (more…)