July 28, 2014

What’s the Latest Emerging Code Your New Hire Better Know? By Meredith Dean, Executive Recruiter, IT Division

What’s the Latest Emerging Code Your New Hire Better Know?Meredith Dean, IT Recruiter

By Meredith Dean, Executive Recruiter, IT Division

 

Is Java the top code to know? C, C++, C# – ho hum. Python and Ruby are hot. What about R? Assembly, Scala or Shell? Picking a particular new “emerging” technology stack like Ruby on Rails, any of the MVC Javascript frameworks, Scala, or Solr, etc. means working with some cutting edge new coding.

 

But requiring the latest, emerging new code in terms of a hiring requirement definitely means that the talent pool available is going to be extremely small. And with quasi-fulltime employment, tech talent is already highly in-demand before you even start ‘stacking’ the technology deck against yourself.

 

Here’s the thing. Software developers are at just 2.3% unemployment rate in Q2 2014. What might make your company’s new technology most competitive is having a talented, motivated professional working on it and learning the newest code you want simultaneously. After all, if you are waiting for the perfect person with all the right bleeding-edge coding skills under his or her belt, you may be waiting a while. You will have to locate, woo, and then negotiate them out of another position. How far is your project advancing during this time?

 

Hiring managers need to think about intelligence, ambition, and experience globally.  If you can find a talented candidate with a track record of learning, problem-solving, and experience with successful coding, and whatever else that makes up the right core abilities, then that person can learn the technology skill set desired. Internal training, external training, or self-instruction are available to get that person’s know-how where you want it.

 

Not only can building the desired skills with your new hires (and current staff for that matter) provide you with the skill set your company needs, it can avoid the pitfalls of hiring someone who may have the skills checked in a box on paper but who lacks other skills and abilities that are critical for success within a team. A bad cultural fit, a terrible communicator, someone who lacks attention to detail are all going to stymie your success regardless of the coding that person may possess.

 

There’s a lot to be gained by grooming a successful software developer for current and future roles internally. This is a fantastic way to ensure the talent you are looking for has the skill set you want and generally this creates a greater degree of loyalty from that person. In a very competitive market with near-full employment, anything that builds loyalty helps win the war for talent.

 

Additional Reading:

 

Transferable Skills Guide: Mobile Developer

July 2014: Help Wanted Signs = Dollar Signs for $oftware Developers

Forget LinkedIn: Companies turn to GitHub to find tech talent

Top 10 Programming Languages, Spectrum’s 2014 Ranking

 

Share

June 16, 2014

Workforce Talent Survey By Monster Provides Fresh Insights

Insights from the Monster 2014 Employed/Passive Seekers Workforce Talent – Job Seeker Survey

JobSeeker-Satisfaction

Monster just published a new insights piece. This job seeker survey focuses on how job seekers view the current job market, their job satisfaction, and what will motivate their career decisions.

 

The top 1/3 of respondents were made up of: Information Technology/Internet Management (general), Clerical/Administrative, Management (executive level), and Healthcare professionals. The career level was 5% Executives, 33% Management, 50% professional, and 12% Entry. The majority had either a bachelor’s or a master’s degree. (more…)

Share

May 12, 2014

Getting to the Best College Talent First

 

Getting to the Best College Talent FirstAccording to the 2013 U.S. Bureau of Labor Statistics Current Population Survey, 25.5 percent of 1.3 million college graduates were looking for work. How does any company attract the best of that talent before it gets snapped up by the competition? Learn how some of the best talent recruiting efforts make a difference in the quality of people that connect with your business.

The Most Traditional Approach is Not as Effective

The typical way a company makes contact with new grads or students preparing to graduate is through college job fairs. (more…)

Share

April 21, 2014

Why Employers Should Include a 48-Hour Expiration Date in an Offer Letter

By Meredith Dean, Executive Recruiter, IT Division

Meredith Dean, IT Recruiter

The whole point of any hiring process is to fill a current hiring need. The hiring process isn’t done until it’s done. That means getting the offer letter signed and assuring that the candidate arrives at the new employer on the appointed day.

 

So as soon as the ideal candidate is identified: make the offer, manage the variables, and minimize the risks to successfully hiring him/her. (more…)

Share

April 14, 2014

What are the Best Recruiting Sources in terms of Job Boards and Engines?

A Recruiter’s Perspective

Job boards and networking

SilkRoad Inc. recently published its report “Top Sources for Hires 2014” boldly subtitled “The Definitive Report on the Most Effective Recruiting Sources”. Silkroad is a multination human capital management software company and so the data they have compiled from their clients is very interesting, but may not reflect every company’s experience.
The report results do not reflect the experience with job board and engines as recruiting sources that we have at Redfish Technology. We crunched our numbers and have some pretty different results. (more…)

Share
Older Posts »

142 N. Milpitas Blvd. Milpitas, CA 95035, 408-475-8260 • 360 Thames Street Newport, RI 02840, 401-398-2929 • 416 S. Main Street Hailey, ID 83333, 208-788-8260


Login