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.
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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.
Over time, as technology has become more of a necessity for businesses, the IT teams at companies worldwide have been evolving. The older model was a pairing of the finance and IT director as a dual role. This individual was supported by Infrastructure and Application Managers with a team of network engineers and developers. The IT department focused on financial needs, including sales, purchasing, payroll and cash flow. Often, the main responsibility was building and maintaining software for their own networks.
Technical hiring is on the rise, likely increasing 22 percent by 2022, so it is important to seek the best talent. However, it is necessary to not force your hiring into the same parameters as in the past. The technical world prides itself on pushing boundaries, yet hiring managers still get trapped in traditional technical hiring mindsets.
Here are some traditional mindset traps to avoid in this competitive hiring market:
A company can only be as successful as the success of its products and employees. Therefore, hiring the best talent is necessary to company success. Sometimes, however, strong talent may currently lie with your competitors or other industry greats. This is where your recruiting team must act carefully and logically. If done right, it can introduce superb talent to your company. However, if done incorrectly, it could burn bridges.
It is no surprise to many of you that recruiting is an art and becoming more of an art as years pass; it is not so simple that a monkey can do it. Recruiting is similar to a sales job, but it is one of the hardest sales jobs in the world. In order to make it in the world of recruiting, you must have a thick skin and be smart and witty. In a way, recruiting is like a rocket science. Once you feel you understand how the art of recruiting works, it changes once again. Why? It is the art of understanding people in the professional sense.
Without a doubt, a candidate who asks strong questions during the interview process will have a better chance at landing their job of choice. No employer wants to sit through a one-sided interview. When the candidate asks questions during the interview, it helps to create more of a conversation, allowing both parties to learn more about the other’s motivations, needs and work philosophies. See below for a list of strong questions to look for from candidates during the interview process:
The job market has made a complete 180-degree turn in the past couple years. Following the collapse of the financial market in 2008, the IT job market was a very client-driven industry. Companies had halted hiring and were laying off permanent employees, while also stopping the onboarding of consultants and contractors. It was a challenging time for employees; since there was such a greater supply of candidates than demand, it was difficult finding an opportunity to join the workforce.