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5 Tips for Better Tech Recruiting

Tech recruiting is difficult. Interviews are tricky for candidates – and for interviewers. One of the untold challenges of interviewing is knowing how to set up good candidates for success. After all, you want a process that tests the right skills, and filters out the noise that is not helpful to evaluating candidates. This can be done in many ways, but let’s talk about a few today. Don’t Be Afraid To Help Something to keep in mind while interviewing candidates is that they’re just like you and me: people. People that make mistakes from time-to-time or might get stuck on a certain phrasing of a question. This should never leave your mind while tech recruiting.

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7 Ways to Stand Out and Improve Your Remote Technical Hiring

1. Have a Consistent, Effective Remote Process Step 1 – Source Widely In addition to recruiter-sourced candidates, utilize public take home projects to create a more open process and help cast a wide net. This will allow you to assess candidates based on their actual skills rather than their resume alone. Step 2 – Recruiter Phone Screen Schedule a phone interview (not video, more on that reasoning below) to discuss team and culture fit, salary expectations and understand what they are looking for in a new role. Start with getting to know each other – not jumping into an intense technical conversation.

Interviewing

Whiteboard Interview Guide: The Good, The Bad, and The Ugly

Hiring is a risky, expensive process. How can you know if the candidates you’re considering are competent and will be a good fit for your team? The kinds of problems developers solve are long and complex. How can you get a glimpse into their thought process in less than an hour? You need to evaluate their problem-solving ability and communication skills as well as their coding prowess. Whiteboard interviews are a long-used tactic to measure developers. But are they still effective?

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Technical Interviewing: 3 Actionable Tips to Hire Well

Introduction In 2020, we saw many things about our world change, from the financial markets through sports and up to retail and leisure activities. The HR field and hiring are no exceptions to this trend. To hire well in 2021 and beyond, organizations need to optimize their hiring process—to be able to adapt to the challenges that a remote workforce and a remote hiring process bring. This post lists three actionable tips to hire good technical candidates in this new world.

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Get Almost Half A Year of Developer Time Back with One Simple Change to Your Hiring Process

Time is money. And recruiting the right people takes time. But when developers are pulled away from projects to interview and assess candidates, time is also innovation and product velocity. The hiring process is a substantial, and often unmeasured, cost to the business. That’s why leaders need to find a way to optimize the costliest part of the hiring funnel: the “onsite” interview. It’s entirely possible to streamline this process and return 20+ weeks (yes, you read that right – nearly half of a year) of a developer’s time back to the business.

Interviewing

Hire Better, Faster and in a More Human Way with Take-Home Projects

Recruiting top talent takes a combination of creativity and diligence. Technology makes it incredibly easy to reach a wide audience of qualified job-seekers. But, consistently interviewing applicants, especially programmers, gets complicated. Layer in a very competitive developer hiring landscape and you’ve got yourself an uphill journey to fill any open req in a timely way. Fortunately, there is a way to cast a wide net and find the best developer talent – without spending eight hours a day interviewing.

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Best Practices for Onsite Interviewing

CoderPad is a platform for conducting collaborative technical assessments in the browser. Our interface is very similar to a programmer’s everyday tools and allows code to be run as it’s written. This makes for a comfortable candidate experience and allows the candidate to fully demonstrate their technical skills. CoderPad’s #1 use case is live, interactive interviews, where both the candidate and the interviewer join a shared session at the same time. These sessions can happen remotely as part of the screening process, or as a replacement for the whiteboard during an in-person interview. CoderPad provides a more accurate picture of your candidate’s ability to collaborate over working code and solve problems in real time. Asking a candidate to do a random task on an unfamiliar platform, like a whiteboard, adds stress into the process and can trigger interviewer selection bias.

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You Can Do Better. 5 Changes to Make Now to Improve the Candidate Experience.

Over the past couple of months, I’ve noticed a curious theme in my conversations with current and potential customers. It’s this: regret. These companies regret making such deep cuts to their respective workforces just a couple of months ago because now they’re in the market once again for talent. Let’s be clear, it’s generally rough out there. Overall, tech as a sector is still grappling with the gut punch that is coronavirus. Tech job postings have declined 36 percent compared to the same time last year in tech hub cities, with a 37 percent drop in jobs for data scientists and a 32 percent drop for software developers. It’s even worse if you look outside metros like San Francisco and Seattle.

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Quicksort – One Airbnb Senior Software Engineer’s Perspective About Running Technical Interviews

David Jiang, Senior Software Engineer at Airbnb, dropped in (virtually speaking, of course) to talk through his perspective as a hiring manager designing a smart and fair technical interview process. TL:DR don’t use leetcode questions. Kidding. Read on for some great insights into how this smart, experienced engineer thinks about the technical hiring process. WHAT IS YOUR NAME, TITLE AND CURRENT COMPANY? David Jiang, Senior Software Engineer @ Airbnb

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