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. Read more »
Saying ‘I Do’ to the Recruiting Process
It’s a Commitment
The hardest part of recruiting is not finding the specific purple squirrel. It is not sourcing and screening candidates. It is not communicating the corporate culture or the company mission. It is not coordinating telephone and onsite interviews. It’s not even negotiating the employment package. It’s getting the commitment of the hiring powers.
Funny how this should be the easy part. Once a decision to hire has been made, once the method by which that hiring process will be conducted has been decided, the company should be ready to roll. But it is not always the case.
“Companies and hiring managers need to understand and give themselves to the hiring process knowing it will take time away from everyday operations,” states Mike Curry, Tech Recruiter Read more »
Hiring Hurricane – 5 Tips for Managing the Urgent Hire
The tech sector is fast paced and always evolving. Hiring in such an environment can be fast and furious when the sales season is ramping up, the project deadlines are set, new releases are ramping up. The hiring process when done with urgency can feel like a hurricane. How do you hire talent in a fast paced environment without succumbing to the storm?
Here are 5 tips for managing the hiring process when urgency has taken hold: Read more »
“What is Your Management Style?”
Asked the Interviewer
The Redfish Technology Team
by the Redfish Technology staff
Are you prepared to present your management savvy and experience in your next interview? Here are some questions to consider in preparing for the interview.
Read more »
Managing Expectations: A Prerequisite to Successful Hiring. By Heidi Clark, COO, CHO, Redfish Technology, Inc.
Filed under: Best Practices, Employer, Hiring Strategies, Interview, Recruiter / Recruiting, Redfish Speaks, Talent Acquisition
Managing Expectations:A Prerequisite to Successful Hiring
Heidi Clark, COO, CHO (Chief Humanity Officer)
By Heidi Clark, COO, CHO
One of the key competencies of an executive recruiter is that of setting expectations, yours and mine.
The recruiter is out there acting as an emissary for a company. She must embody the corporate values and ethics of his client, she must create enthusiasm and motivation for the opportunity. When reaching out to both potential candidates and professionals who may refer the next candidate, the recruiter is representing the company brand. The better the collaboration and communication between the hiring manager and the recruiter, the more successful the process. Read more »
Should You Screen for Cultural Fit in the Hiring Process?
Cultural Fit should be a major factor in any hiring process, because it is one of the main reasons an employee doesn’t succeed or stay on once hired. With the cost of turnover to be avoided whenever possible, assessing cultural fit from the get go is a must. Candidates who fit into the company culture will contribute faster, perform better and have longer tenure.
Read more »
Streamlining the Hiring Process for Success
By Beth Cliff, High Tech Engineering Recruitment Manager
Fourth quarter hiring is in full swing, and candidates are actively and selectively interviewing. On average, the hiring process from the time a resume is submitted to offer and acceptance is 7-10 days, and the majority of candidates we are placing, roughly 85%, are currently in full-time roles while looking for their next opportunity. One key to successfully hiring the most qualified candidate for your organization is having a streamlined hiring process. Be sure that everyone who will be involved in the hiring and decision making is available and committed to the process. Read more »
To Counter Offer or Not to Counter Offer?
Whether a prized executive has been actively looking for another opportunity, or unexpectedly recruited for a new position, should you make a counter offer to keep him or her? Read more »
Hiring the Right Candidate:
Set Bait, Cut Bait
By Shannon Tinker
While staffing industry pros are acutely aware of the ins and outs of finding and closing candidates, I’d bet the rest of the world doesn’t spend much time contemplating the hiring process. In fact, during a candidate rich market, employers may land their dream candidate by skipping a bunch of hiring “steps,” including “the close.” But what happens when the market shifts?
An improving job market isn’t all roses and smiley faces. Simple supply and demand dictates, and unfortunately a flourishing job market also, lead to losing more candidates to competing opportunities. While tragic, some losses are unavoidable. Yet, other times a quick re-read of the “Closing Candidates 101” handbook may give you the upper hand.
Closing the right candidate really requires little or no sales ability whatsoever and is remarkably simple. Really. Read more »
Closing Candidates: A How-To in a Hot Job Market
By Joanna Edwards, Executive Recruiter, High Tech Sales & Marketing Division Manager
An undisputable fact: the job market is heating up. Candidates seeking employment no longer go months without returned phone calls, but rather, quite the opposite. This morning when speaking with a candidate who declared he was ‘actively looking’ for a new role, I was informed that since beginning his career search on Thursday of last week he had received 152 emails regarding job opportunities. An entirely separate call indicated the same trend. This candidate, who was directly recruited out of her organization, had to choose from one of four offers – all with a 10% increase in base salary and a significant equity component. These are all very solid signs that the job market is better than last year. But with a positive shift in the economy comes a new set of challenges that hiring managers must be prepared to combat. After 17 phone interviews, six on-site meetings, three reference checks and everyone on your team agreeing that this (and only this) person is the ideal fit, you cannot afford to lose him. So in a candidate’s market, what is the best approach when at the offer stage? Below are some suggestions to help you and the team make a successful hire.
1. Knowledge is power. It may sound obvious, but the best way to close a candidate is to have as much information as possible, and this starts from the minute you first look at their resume. After deciding you are interested in having a conversation/interview with the candidate, begin to ask questions. Here is what you need to ask the candidate – once at the beginning and again as the interview process continues: Read more »