Interviewing tech candidates can be challenging. While you need to make sure you can assess the job seeker’s capabilities thoroughly, you also want to make sure that the process isn’t deterring top talent from considering you as a potential employer.
Similarly, your goal shouldn’t be to catch the candidate with a question that is nearly impossible to answer or is unnecessarily intimidating. If the question won’t actually help you determine whether the candidate can excel in the position, all you are doing to damaging their confidence.
If you want to interview tech candidates successfully, here are a few things you should avoid doing.
Landing an interview is exciting. You may spend a substantial amount of time preparing, ensuring you can showcase your experience and skills in the best light as well as relate it to the vacant position and the company’s mission. But, even though you nailed the interview, you get the feeling that something isn’t quite right, leaving you hesitant to proceed through the process.
At times, the reason you become unsure about the opportunity is because of subtle red flags that indicate there may be a problem. Ignoring these issues could mean ending up in a less-than-ideal situation. If you want to make sure you can make a smart decision about the next step in your career, here are some red flags you shouldn’t ignore during your IT interview.
Hiring for technology positions isn’t always like it is in other fields. The world of IT changes rapidly, so tech hiring managers can’t focus solely on whether candidates have college degrees from specific schools or a particular set of technical skills. Instead, they have to dig deeper, ensuring they can find candidates that can adapt with ease and as often as necessary.
Essentially, tech hiring managers have a different set of priorities, and certain soft skills and traits are incredibly valuable. Without them, a new hire may not thrive in the fast-paced technology world, hindering overall productivity and profitability.
If you want to know what tech hiring managers look for, here are three things that most would consider must-haves.
When it comes to perks, Millennials mainly have one thing on their mind. While companies may assume that free lunches and on-site facilities, like gyms and game rooms, would top their list, that isn’t the case. Those niceties don’t speak to the larger goals that many Millennials want to achieve. If you're going to attract the best and brightest Millennials, here is the perk you need to offer.
Even the most skilled and experienced IT professional can get nervous when an interview is on the horizon. Usually, it is the technical portions of the interview or whiteboard problems that really send their anxiety soaring.
Tech contractors often have to demonstrate their capabilities in front of a live audience (whether that be the hiring manager alone or an entire panel). As a result, they may be afraid of looking foolish, not knowing precisely what the hiring manager wants, or making a simple mistake that derails the exercise.
It isn’t unusual for these fears to harm a tech contractor’s performance. They may stumble in areas where they typically excel on the job or struggle to remember something they rely on every day. Luckily, there are things you can do to calm your nerves and improve how you handle an interview. With that in mind, here are some tips.
When you need to hire skilled tech talent, you need to be prepared to outdo your competitors. Competition for IT professionals is increasingly fierce, and companies that lag behind what other businesses are prepared to offer will struggle on both the hiring and retention fronts.
Securing the best and brightest developers can be challenging. However, there are things you can do to increase your odds of being able to hire and keep the most talented developers around. Here’s how to get started.
As a manager, you are responsible for your team’s success. You need to take active steps to keep your employees engaged and help them thrive, and that requires more than just delegating tasks.
While there are many ways to enhance engagement, certain points are more critical than others. If you want to make sure you succeed as a manager, here are four areas that deserve your attention.
When you have your dream job in sight, doing everything you can to land an interview seems like a good idea. Exaggerating your accomplishments or inflating your credentials might appear to be harmless on the surface, especially if you believe you are fully capable of handling the duties associated with the role. However, if you are thinking of lying on your resume won’t come back to haunt you, you are mistaken.
Ultimately, not being honest on your tech resume is incredibly risky. While some people do get away with it, most of them don’t. Hiring managers are adept at spotting falsehoods, particularly when it comes to the topics below.
According to a recent study, over 40 percent of all IT professionals are interviewing for a new job, and they are currently employed elsewhere. A shocking 60 percent want to quit their job. While their reasons are varied, issues with management was a commonly cited motivator. Other causes include unequal opportunities, a lack of challenging work, and no recognition for their efforts.
If your company isn’t working diligently to keep you tech employees engaged and going the extra mile to make them feel appreciated, there is a decent chance they will move on to something else. Similarly, if the employee’s manager isn’t a source of inspiration, an ally in the office, or otherwise fails to meet your IT pros expectations, don’t expect them to stay for the long-term.
Luckily, there are things you can do to entice your tech pros into staying, allowing you to reduce turnover and keep your best and brightest on board. Here’s how to get started.
It may seem counterintuitive to encourage your employees to disagree with you. You may fear that it will promote conflict in the workplace, harm productivity, or simply become a nuisance as you navigate the conversation.
However, there are benefits of teaching your staff to speak up when they think something isn’t right. If you are wondering how you can become a better manager if your employees disagree with you openly, here’s what you need to know.