The English idiom, “don’t judge a book by its cover,” encourages children to not judge people they meet or what they see around them, in general, by their outward appearance exclusively. This same saying will hopefully follow children through their entire life. However, when it comes to job descriptions and postings, job seekers will often solely choose which positions they will consider applying for only by their outward appearance – the title.
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When making hiring decisions, seeing data and numbers to support a choice can sometimes mean the difference between wavering and making a firm decision. Sayings like “numbers talk” affirm that decisions supported by analytics give more meaning to a particular resolution. A recent study found that of almost 400 C-level executives, 76 percent viewed big data positively or very positively and Gartner found that data will grow by 800 percent in the next five years.
Simply put, a happy workplace is a productive, successful workplace. It keeps the best employees interested and makes them want to stay with a company longer. It breeds comradery and support for a strong united team. However, as the typical “nine-to-five” isn’t so typical anymore, it is important to know what will keep happy employees engaged and loyal, rather than straying elsewhere or resting on their laurels. The happier an employee is, the less likely they are to begin looking elsewhere.
When hiring a programmer to join your company, you are seeking out an individual with the right skillset and personality to add to your team. Unfortunately, due to the nature of the market, many of the top programmers are not on the market and rarely have to apply for positions. Rather, they are sought out for positions and funneled in through connections, networking and professional recommendations.
When your company is seeking its next star developer, it is important to steer clear of the following five hiring blunders:
An important part of any hiring process is interviews. Whether on the phone or in-person, they will be able to tell you much more than a resume or job application might. It is during an interview that the skills and positions portrayed on the resume and application can be followed up on in more detail, to see if their experience matches the skill set you desire for your current opening. What exactly does having three years’ experience in a specific technical stack mean to them versus what it might mean to your company?
In today’s busy corporate environment, it is imperative to find the best candidates for open positions before they take another opportunity. However, trying to schedule in-person interviews can be tricky, as it involves finding an opening in all affected parties’ schedules and arranging the visit. If the individual interviewing is from out of town, the logistics of scheduling the interview become even more difficult and costly.
While the main focus of a job interview is on the position itself and the skills required to be successful, interviewing is not a simple task. Every company has their own unique interviewing style and sometimes, no matter how much research you do, you can’t prepare for every question. Each industry has its oddball questions, and the tech industry is no exception.
You will never know how a choice will play out unless you take the risk. With any new career move, there will be a series of risks you must decide whether to accept or decline. This will happen with an individual at any level in their career. What are the risks you are willing to take to find the next great career move?
The candidate experience is incredibly important for a company and its reputation. Whether or not a candidate receives a job from your company, they will remember the experience they had with your company and the employees they interacted with. If, for any reason, a candidate does not have a positive experience interacting with your company, it could possibly lead to lost future business and negative word of mouth. It could, in the end, return to haunt your business.
At any company, your next top employee can be one degree of separation away. These top prospects could be introduced to your company in the form of a referral. Referrals often introduce strong, quality talent to your job pool, in addition to reducing time to hire and make recruiters’ job simpler. Referrals, if hired, often cost less, perform better and stay with the company longer. A recruiting survey for 2014 determined that referrals were the top source for hiring, filling 20 percent of job openings by those surveyed.