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How Great Leadership Can Reduce the High Cost of Turnover

Let’s face facts; turnover is expensive. When you lose an employee, you have to deal with a range of hard and soft costs. This includes everything from advertising the vacancy to spending time interviewing to lost productivity caused by being shorthanded. 

While a degree of turnover is mostly unavoidable, some things can help. Many causes of turnover are within a company’s control, particularly when it comes to organizational leadership. 

Most people have heard the adage that people don’t quit jobs or companies; they quit managers. Poor leadership can negatively impact retention, directly impacting a company’s bottom line. 

However, great leadership can also reduce turnover. When managers are capable and well-respected, professionals are more likely to stay for the long-term. As a result, turnover-related costs diminish. If you want to know what your leaders can do to improve retention, here are some tips to get you started. 

Top Qualities to Look for in a Tech Mentee

Many tech pros credit their success to having an outstanding mentor. As a result, many seasoned professionals who were assisted by a mentor themselves often explore giving back, prompting them to take on a mentee.

When a team is highly engaged, they outperform their less-engaged counterparts, typically by a wide margin. Managers are usually aware that happy employees are more productive, which is what makes managing morale so important.

While boosting morale can seem like a tricky undertaking, there are simple steps that can make a significant impact. If you want to boost team morale over the long-term, here are some tips to follow.

What Not to Do When Interviewing Tech Candidates

 

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.

Red Flags You Cant Ignore During Your IT Interview

 

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.

Go Inside the Mind of a Tech Hiring Manager

 

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.