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The Best Way How to Handle IT Employees in a Gig Economy

One person can’t and shouldn't do everything on their own. That’s why gig economy is so great for companies. You can hire experts when you need them so you can focus on your job. Also, people no longer want to sit 40+ hour week in an office, so this is a great way to hire professionals for remote jobs. According to Intuit CEO Brad Smith, 43 percent of professionals will be gig workers by 2020. Some companies will have to rethink their hiring process because of that. It might be hard to find quality candidates as more shift into the gig economy, but IT recruiting companies can help you to overcome this obstacle.

What is the gig economy?

The gig economy gets its name from each piece of work being related to an individual 'gig'.   This is an environment in which temporary positions are common, so companies and organizations make a contract with independent workers for short-term engagements. For example, delivery couriers, Uber drivers, and TaskRabbits are all part of the gig economy and they allow people to use the internet to easily connect with others in need of simple services. This is a win-win situation for both companies and employees. In this digital age, work can increasingly be done from anywhere, so freelancers can select among temporary jobs and projects around the world, while employers can pick the best individuals for a specific project.

Workers' rights in the future

The gig economy can be seen as an evolution of the digital trend. It allows Millennials to get into the workforce easier while giving people an opportunity to change fields of work and find what they’re really passionate about. However, many people are concerned about their rights in the gig economy, but it seems that this won’t be a problem in the future. Even governments are turning to gig economy for help. The government in UK has promised an overhaul of employment rights to improve conditions for millions of workers such as these:
  • Enforcing holiday and sick pay entitlements
  • Giving all workers the right to demand a payslip
  • Allowing flexible workers to demand more stable contracts
  Many people hugely value the flexibility that platforms provide but these rights will make a difference to the lives of the most vulnerable workers. The number of people workers for short-term engagements is going to rise in the future, so it’s necessary to set some rules and protect these people.

Tips for hiring in a gig economy

1. Find the best candidate by hiring IT recruitment company

Sometimes, a candidate can have a great portfolio but might be the wrong choice for your project because they lack the expertise to execute your particular task. For example, excellent copywriters may not be great bloggers as well. That’s why it’s important to interview candidates and get to know them better. IT recruitment agencies can help you find the best candidates and handle the onboarding process. This is another useful thing about the gig economy - you can hire IT recruiters to handle the hiring process for you!

2. Be specific about the job

Zero-hour contracts can backfire if you need dependable staff. That’s why is important to make a contract where you describe what you actually expect workers to deliver. Set up specific deliverable that can help both sides agree when the project will be considered complete. It’s easier for freelancers if they have a clear brief outlining your expectations from their work. Also, provide some context for them. You can choose a person from your internal team that will help with training, queries, and management as required. Although your new employee doesn’t sit with you in the office, they need a bigger picture about your company’s goals and importance of the project they are working on.

3. Set up a task management system

There is a number of apps that can help you stay connected with your team. Some IT companies work remotely, and they still manage to get their work done. To ensure that chaos doesn’t ensue, you can use Slack, GitHub, or whatever app fits your company the best. What’s crucial is that you have all documents, tasks, up-to-date information in one place. Employees can edit docs on the go, share up to date information immediately and communicate with each other effectively wherever they are.

4. Create the onboarding process

When you hire an in-house employee, the onboarding process can last for months (and it should). However, you can’t afford for the process to take this long when you hire a permanent employee. IT recruitment companies can help you strip out unnecessary training and provide documents with information that you can use for every new employee. Recruiters can handle their questions about the company and the job, but they will also ensure that both sides are happy with the contract.

5. Provide feedback

Working with people means that you should have a two-way dialogue. Being a freelancer can be hard if you don’t have all the information needed. Have I done the work well? Encourage freelancers to ask this question, or tell them before they even ask. Have a five-minute chat to tell them what went well and what didn’t. If you have a problem with their work, tell them. However, if they get the job done well, commend them in front of others. That will motivate employees and give them the confidence to continue working on the project. Furthermore, let them give you feedback about the company as well. You can improve your company’s reputation by listening to others.

6. Don’t underestimate employees value

Just because they don’t work from the office doesn’t mean that you should pay them less than the market rate is. If you want a job done well, then pay well. A major drawback for gig workers is the lack of benefits available to them. If you pay them well, they will be happy to purchase their own benefits as and when they need them. If you’re not sure if the person you hired is right for you, offer to pay for the time the ‘try out’ takes. Then, if both sides are satisfied, offer to pay them more. Remember, a bad deal can affect your company’s reputation. Here is one quote from Red Adair for you: “If you think it’s expensive to hire a professional to the job, wait until you hire an amateur.”

7. Realize that you’re not the only client

Both companies and employees know that the contract is going to end when the work is done. That means that you’re probably not the only client to the person you hired. The disadvantage of the gig economy is that this person may not be dedicated solely to you and your project. However, if you are organized enough, you can deliver all the information on time so the job will be done well.  

Conclusion: Gig economy is not for everyone

The fact is that not everyone is productive working from home, and not every project manager is able to handle their team from distance. Moreover, some jobs require an intrinsic understanding of what your company does or the way project should be done. Make sure that you consult your IT staffing agency about the new opening in your company. They can assist managers in how to manage gig workers, but they can also handle legal requirements and contractual obligations. So, what do you think? Is the gig economy the right choice for your company? Let us know!
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Sourcing metrics every recruiter should know

7 Sourcing Metrics Every Successful Recruiter Should Know

 

How will you measure your IT recruiting company's success unless you track metrics? Quality of hire may be the main metric you have to track, but if you want to get the full picture of how you and your team are doing though, you have to track other key recruitment metrics. Yes, there are a number of recruiting metrics online, and if you follow all of them, you won’t have time for other important things. That’s why we made this list of key recruitment metrics that will help you improve the hiring process. All the data you have in your hands can be valuable, so don’t miss the opportunity to collect this information.

All these metrics are linked together so they can give you valuable insights into every single part of your recruitment funnel.

1.Sourcing stats: Which channel gives you the best candidates?

Every top recruiter needs to know the answer to the question where do the best candidates come from. You may need a few months to answer this question, but after tracking this data, you should have a very clear idea of where to find A-level candidates for different roles. Nowadays, you have plenty of choices when it comes to sourcing channels - job boards, employee referrals, social media, etc. Nevertheless, you have to measure their effectiveness in order to save yourself time and money. For example, you can do it by using a combination of Google Analytics and UTM parameters. It doesn’t matter what kind of system you use, as long as you track it.

2. Time to hire: From the “first contacted” stage to “hired”

This metric will help you track the speed of your pipeline and show you how much time do you spend between the moment a candidate is approached and the moment the candidate accepts the job. Time to hire will give you insight into how efficient and effective your team is at this side of the process. Most organizations have a hire slow, fire fast policy in order to skip mistakes. However, that’s not the best approach because the top 10% of talent tends to be off the market in 10 days. So, find out where the blockages are in your hiring funnel and try to hire faster without mistakes.

3. Quality of hire: Evaluation of recruiting quality

Known as the Golden Metric, QoH will give you an indicator of the first-year performance of a candidate. Why is this metric so important? Well, a single bad hire can cost companies a lot, and they will spend a lot of time trying to work with a wrong person. This is a bit difficult metric because it has a long-term horizon, and you can only measure it many months after you’ve made a hire. Quality is often vague and subjective metric. You will have to use a number of other metrics such as new hire performance, turnover and retention, and hiring manager satisfaction ratings in order to make an evaluation. There are a number of formulas that you can use, so choose the one that fits your needs the best.  

4. Cost per hire: Resources for hiring campaign

How much does each new hire cost? You have to know this in order to allocate the recruiting budget. Just like time to hire, the cost per hire metric will also give you an insight into the (in) efficiency of your recruitment process, but there are a number of things you need to account for here: advertising costs, recruiter fees, managers time spent interviewing, candidate expense, LinkedIn and other social media accounts, new hire training costs, etc. Keep the cost information together in one place and you will be able to create the precise recruiting budget.

5. Candidate experience: Ask for a feedback

Candidate experience starts when they first have contact with your brand. You have to be careful when choosing IT recruiting agency because the sourcer that engage new candidates represents your organization. This person is the only real window into your company for a candidate. Make sure that a recruiter sends personalized messages, do research on each candidate, and follows your strategy. However, the idea of candidate experience is often pretty intangible, so you have to ask them for a feedback.

  1. Surveys: Use Typeform or SurveyMonkey in order to make quick questionnaires. Don’t send these questions just at the end of the recruiting process because you can get a lot of interesting insights from candidates who are midway through.
  2. Feedback collection: You can use Beamery Surveys to get feedback for every email that you send. Candidates leaving their thoughts with the click of a button can be really effective.

6. Offer acceptance rate: Compensation as a typical problem

So, you did everything well. Your applicants made it all the way to the end of your recruitment funnel, but for some reason, they didn’t accept your job offer afterward. The offer acceptance rate metric shows you the percentage of candidates who accepted your formal job offer. So, if the candidates keep rejecting the offer, you have a real problem. This can mean that candidates got a better offer somewhere else, or they didn’t like your company culture, but usually, it’s about the salary. If you want to skip the money problem, you can discuss the salary earlier in the recruiting process in order to minimize the impact of a refused job offer. However, you can suggest other benefits for candidates besides the salary such as gym pass, a work from home option, extra holidays or free lunch. Be creative!

 

7. Early turnover rate: Bad onboarding or high expectation

This is a really valuable metric that can indicate problems with the onboarding process or candidate choice. Early turnover rate counts the percentage of people that left the company voluntarily within a year after they started. If an early turnover rate is high, it usually means that there’s either a mismatch between the candidates and your company culture or between the candidates and their expectations of the job. If you didn’t see the problem during the hiring process, you can fix it during the onboarding! So, use these tips for the onboarding process and both new employee and company stuff will be satisfied.

You can’t improve what you don’t measure

Every time you feel bored collecting this data, remember the sentence from the heading. Use the advantages of technology and collect this valuable information in order to make things right for everyone - candidates, managers, employees, your team and yourself. You will need to wait for results, but these metrics will help you work faster and smarter. Once you have numbers in front of you, you will be able to make changes that will lead you to success.

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How to Spot a Good Recruiter from a Bad One

There are incredible IT recruiters that will do everything to help both companies and job seekers to find what they are looking for, but there are also a ton of folks who just want to close the deal. Nowadays, it’s easy to become a recruiter, so some people are not taking this job seriously. You can call yourself a recruiter right now, but you have to earn people’s trust through your words and actions. To become an IT recruiter, you don’t necessarily have to come from HR backgrounds. Some of them may have experience in design, marketing, customer service, coding and a variety of other fields. IT recruitment companies hire recruiters who care about people and have the skills to find the best match for the job position. So, what makes a good recruiter and how can you recognize the bad one? Let’s find out!

Signs that you have to break up with a recruiter

First, we have to ask ourselves why are there so many bad recruiters that ignore candidates, don’t get back in touch with them, or even lie to them? Well, nobody likes to tell people that they didn’t get the job, and junior recruiters probably don’t know how to handle this situation. However, there should not be an excuse for this kind of behavior. So, if you notice behavior on the list below, you should seriously consider finding a new recruiter:

A bad recruiter:

  1. Asks you standard questions without trying to connect

  2. Doesn’t listen to you

  3. Doesn’t send you a rejection letter or feedback

  4. Ask intrusive questions

  5. Doesn’t call you unless there's something to report

  6. Bully you into taking the first job offer

  7. Doesn’t give you a feedback after an interview

  8. Lies to you

  9. Keep canceling their interviews last minute

  10. Ignores your email

 

That is not the person to be your representative. Now, let’s talk about good recruiters. First of all, they don’t use your vulnerabilities to get you a job you don’t really want. They are trying to build a long-term relationship and they are patient with you. But let’s go into details. You will easily notice if it’s time to break up with your recruiter.

   

Good recruiter...

1.Tries to get to know you

Good recruiters won’t brag about other candidates they placed into jobs and talk about them. On the contrary, they will ask you questions about your experience and career path, what do you want to do next, and what do you expect from a company and a job. While a bad recruiter may talk over you, a good one will listen to you carefully. Further, they should know a lot about you before they even call you. Your resume, LinkedIn profile or blog will tell will help them get to know you before even talking to you, so you better update your profile and portfolio.

2. Keeps communicating with you

Yes, recruiters have to reject more candidates than they hire, but that doesn’t mean that they should just stop communicating with you. They should find a way to turn rejection into a relationship. Sending a post-interview rejection letter should be a must, but it’s even better if they send you a personalized email. If they do so, stick to them because they are trying to build a relationship with you and to stand out from others. Any suggestion they give you can be helpful. You should appreciate these details and use them to improve your skills for a next interview they schedule for you.

3. Doesn't ask intrusive questions

Why would you tell anyone who you barely know personal things about your life and career? A recruiter has to earn your trust, so if they ask you about your relationship, kids, or current salary, just stop any contact with them. However, they can ask you for your target salary. When we switch jobs, a slight increase in pay is a good deal.

4. Engage past applicants

Good IT recruitment agencies know where to find experienced candidates, but they also keep in touch with past applicants. They don’t just wait for a job opening announcement to start looking for candidates, but they send you an email once a week to check on you. Even mail message that lays out your terms for engagement can be helpful for potential candidates. Engaging passive candidates is very important for creating a strong network. Remember, they represent you, so they should care about you!

5. Respects your expectations

To understand job seeker needs means putting yourself in their shoes. So, a recruiter who talks down your expectations is not worth your time. If you have high expectations, they will explain if they aren’t reasonable. However, they shouldn’t bully you into taking the first job offer you get. No matter how desperate you feel about finding a job, a recruiter is here to help you find the job that suits you the best. Good recruiters need to really dig into hiring managers’ needs to understand candidate requirements. After all, a recruiter should send only a few resumes instead of tons they have received. To thoroughly research each role they recruit for, recruiters should do more than just read a job description or get a list of desirable skills from the hiring manager. They should know more about the IT department and the extra qualities they should be looking for. So, if they have all these skills, they can advise you about your expectation.

6. Plays multiple roles

There are so many roles a recruiter have to handle. Sometimes, they are marketers who post compelling job ads, sometimes they act as salespeople or PR who boost their company’s employer brand, but more importantly, they should know a bit about psychology to better understand candidates’ reactions. They have to interact with so many different people with different needs every day. Not everything is about finding a perfect person for a job. Recruiters have to interact with clients, job seekers, they participate in the onboarding process, and get frequent feedback from new hires. A good recruiter is able to handle all of these things on a daily bases. More importantly, they are able to stay calm and friendly to job seekers, although sometimes this job isn’t easy and stress-free.  

7. Leads you through the process

How many steps in the recruiting process will you have to go through? How to prepare? A good recruiter should inform you about all the details. If there is an issue, they invest their time to help you solve it. After a job interview, they will give you feedback. If they don’t do so, or if they say that the employer won't return their calls, something is wrong. They should use all these qualities that made you trust them in the first place in order to find you a job.

8. Speak the truth

The truth can be hard to swallow, but that doesn’t mean that a recruiter should lie to you. Sometimes, they will tell you that a job is not right for you. Don't hate the recruiter for telling you the truth. However, a great recruiter should be able to speak the truth in a way that is not offensive but that will clearly convey exactly where candidates stand. After all, they had handled a number of applications and they know what both you and a client wants. Nevertheless, if they try to shine you on for weeks, telling you that they are still waiting to hear back from the client, they may not know what they are doing. So, dump this recruiter and find someone who behaves as professionally as you do.

9. Build long-term relationships

Can you rely on your recruiter when making hiring decisions? A good recruiter should have consultative skills, but they should also send you relevant job offers. Just as consultants deliver advice based on their knowledge and expertise, great recruiters exhibit the same behavior.

Bad recruiters will just drop your resume after the first rejection, but the good one will stay in touch with you and let you know about other jobs at their client organizations. You will easily notice the great recruiter because you will keep returning to them whenever you want to change the job.  

You’re not just a number!

Let’s be honest, dealing with recruiters can be time-consuming, and sometimes exhausting. But it doesn’t have to be! A recruiting process is a great journey if recruiters treat you well. You have to value yourself, so don’t let some stranger ruin your career path. Professional IT recruiters can help you find the perfect job, so let’s find the new job opportunity together!

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11 Ridiculously Easy Ways to Find & Keep a Remote Job

11 Ridiculously Easy Ways to Find & Keep a Remote Job

For some people, working remotely is like dreams coming true. Those who love to work from home will tell you that there is a number of benefits you will enjoy by working remotely. In fact, they are right. You can organize your time the way you want, no more sitting in traffic driving to the office, more time for yourself and your family, and you can travel around the world and work. Moreover, working remotely is turning into an expectation from employers. Many IT recruiting agencies are searching for A-level professionals, so they can help you find a great company and a remote job. However, finding and keeping a remote job can be challenging, especially if you’re used to working from an office. That’s why we’ve made this list that will help you overcome these challenges and find a perfect remote job.

How to find a remote job?

Getting a remote job is not so difficult, but it’s different from getting a regular job. Some hiring platforms might be overcrowded, but if you’re patient and if you’re working on your skill, you’ll get a job. You will probably get very little response at first, so you have to be creative in order to get noticed. The competition for remote jobs is probably higher than competition for regular jobs, so you have to market yourself and get creative with job applications. The key is to find the right sites that list remote jobs and to identify the right companies to follow on those sites. I guess that you already know the difference between a remote and freelance job, so just use “remote work” filter, in order to find a job that suits you the best. Check out the sites that will bring you closer to your perfect remote job.

1. FlexJobs

There's a ton of junk out there for job seekers - from jobs that are too-good-to-be-true to broken links, repetitive postings, or just straight-out scams. For a small price ($14.99 a month) you can use FlexJobs and avoid these scams and find a full-time, part-time or even some jobs that are perfect for testing your way into starting a freelance business. FlexJobs offers job postings from a wide variety of industries, it has new posts all the time, and posters usually get back to you quickly after you’ve applied.

2. Remote.co

Remote.co is actually part of FlexJobs, but it helps companies hire, train, and manage remote employees. They also post jobs daily, and the response time is similar to that of a regular job application. Also, they have great blog resources and Q&A for remote job seekers. You can learn a lot about working remotely here.

3.Upwork

Some would say that Upwork is overcrowded, but with good skills, you can find a way to distinguish yourself. You may be underpriced at the beginning, but once your clients get to know you, you will get good reviews and well-paid jobs. Though generally not full time, this is a great way to see if a remote work is for you. However, Upwork does charge a service fee, but you can earn money quickly.

4. AngelList

Unlike the other sites on this list, this site is geared specifically toward start-ups and there’s no fee to pay. If you enjoy working on early-stage startups, this is a place for you. Just make a profile that stands out from others, and get the list of jobs. After that, just click “yes, I’m interested” on a job offer, leave a note for the hiring manager, and wait for them to respond. The process is really easy - no resume or cover letter needed. Just stay active on this platform and you’ll get a job!  

5. We Work Remotely

On this platform, there are many job offers for designers and software engineers, but also for marketers and developers. This online board is great for those who want to find a remote job and it’s constantly being updated. You can search for a job by title or skill for free, find a job, and work from anywhere you want. However, if you are looking to hire a remote employee, you will have to pay $200 for 30 days per post.  

6. The Muse

From jobs and companies to courses - on The Muse you can find everything you need to succeed. You can check out companies that hire remote positions or simply search for jobs by selecting a location (remote). Moreover, you can ask for advice about your career, speak directly to other Musers, or find a coach that will help you kick your career into high gear.  

7. Remote OK

You can find a number of tech or non-tech jobs opportunities here. Remote OK will also send you email updates when new jobs in your category are posted. So, if you’re searching for employment opportunities outside of the tech industry, this could be the website for you.

Learn how to stay productive when working remotely

As you may know, working remotely is a bit challenging, so you have to learn how to stay productive. If you don’t do so, you may end up working for a whole day. Anything can distract you - kids, pets, your favorite series on TV or a call from your friend for coffee. Further, you can get lonely or have a lack of motivation for work. That is why remote work is not for everybody. Some people get motivated in an office environment, while others thrive working remotely. Whether you enjoy working remotely or not, you can manage to succeed in it.

1. Determine what really motivates you at work

Do you like your job or just the lifestyle that goes with remote work? Whatever reason do you have, you should keep reminding yourself why are you doing it and why is important for you to stay productive. There is no one around you telling you to do your job, so you have to motivate yourself. Further, if you want to be the best at what you do, you have to love your job. That will motivate you to wake up earlier, to look forward to Mondays and to focus every day. However, if you have Sunday dread, analyze it. It’s normal to have it from time to time, but if you feel anxious about your job regularly, it’s time for a change. Remember, having a remote job gives you an amazing opportunity to live the lifestyle that you want while doing the work that you love. If you don’t feel this way, think about what causes the problem - is it the remote lifestyle, or is it a job you do?

2. Communicate in order to feel as a part of a team

Communication might seem difficult in a remote team, but it’s crucial. Luckily, there is a number of platforms that can keep a team together - Skype, Slack, Pidgin, Trello, BlogIn, or simply email. It’s important for everyone to feel like a part of a team, to understand the mission and vision of the company or project, and to stay up-to-date with organizational performance records. Try to find a company that values these things. Further, it’s important to become visible to team members in order to stay in a loop. Inform them daily about your tasks, ask them about a project, and you will feel that even though you’re physically far away, you’re a part of a team.

3. Set up a working area

According to the study, 80% of young professionals admit to working from bed, but this is a bad habit for so many reasons. The bedroom should be a place for relaxation. If you don’t set boundaries, you may start to feel like you’re always at work. What you have to do is to create a working environment in your home. So, put a desk and a comfortable chair in a bright part of your apartment and decorate a working space with a plant in order to create a positive environment. This is a place where you will be spending eight hours a day, so create a comfortable, but working atmosphere there.

4. Set schedules and to-dos

For keeping any job it’s crucial not to make mistakes and to finish tasks on time, so determine your working hours and lunch breaks in order to stay productive. Creating a list of tasks you want to complete by the end of the day will help you focus and skip unnecessary breaks. You don’t want to work 12 hours a day, so you better stick to the schedule! No cooking or ironing during the working hours. Prepare food beforehand and schedule a lunch break. Knowing that you have to stop at a certain time will help you focus on finishing a task. However, if you like to make longer breaks and go to a coffee with friends, that’s also fine. Just make a schedule and stick to it.  

Are you ready to start your first remote job?

Always keep in mind that you have to present yourself at your best. Prepare your resume, make a profile on one of the hiring platforms and organize your time and working space. If you don’t want to search for a remote job, IT recruiting companies can find it for you. You can overcome all the challenges and obstacles that go with a remote job, just give yourself time.  
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Tips for a better onboarding process to improve new hire satisfaction

Everyone knows that happy, engaged employee is a proactive employee, but a recruiter can’t go around and ask the employees how they feel. The more productive tactic is to plan an excellent onboarding process that will show new employee everything they need to know about the company and their duties. The thing is that more than 30 percent of employees have left a position within six months of starting, usually because companies didn’t plan the onboarding process well. Does a new employee have a good relationship with their colleagues? Do they know what the company's goals and values are? Is their work valued? These are just a few questions that a recruiter should deal with.   

Why is onboarding so important?

HR professional society SHRM define onboarding as “a process of integrating a new employee with a company and its culture, as well as getting a new hire the tools and information needed to become a productive member of the team.” However, there are more benefits of a successful onboarding process:

Positive start

Yes, new hire accepted a job offer, but they are still not 100 percent sure that the job will be what they expect. The first impression will help them form an opinion about the company, so if this process is chaotic or unhelpful, you could scare them away.

Better job performance in the future

If the company is organized, an employee will be, too. They won’t waste their time on social media because they don’t know what to do and who they are supposed to ask simple questions. Their job performance can only go forward if the initial period goes well, so don’t leave new employees in the dark.

Keeping employees in the company

You don’t want them to leave the company after a few months. This would be a huge waste of time for everyone. Employees who go through a structured onboarding program are 58 percent more likely to stay with a company for three years or more.

Customers will keep coming

Customers see everything. So, if your employees are engaged and productive, customers will see that and keep coming. Everyone likes to work in a pleasant environment, so engage employees from the start in order to increase customer satisfaction.   There are many reasons why the onboarding process is a must for every company, but let’s focus on things IT recruiter agencies should do in order to build a strategy for the process. Let’s find out how you can make a remarkable first impression and convince new hire to stick to your brand.

Starting before the first day

Yes, the first day of the work is very important, but it’s also important to prepare a new employee before that. They may know how to get into the building, but there is a number of other relevant information that recruiters can give them before they start. Let’s see what.
  • Written plan in PDF -  every company should have it in order to skip the usual questions. Take a time to collect all the necessary information and find out exactly what you want to include in the document. You can add some things in advance, but when you finish it, you can send it to every new employee. Remember, this document should be consistent and informative.  
  • Inform new employees about new colleagues - tell them who is their new manager and introduce them to team members.
  • Tell everyone in the company that there is a new colleague coming.
  • Set up the employee’s workstation.
  • Fill out paperwork before beginning.
  Having this information will help the new employee focus on their first day of work. They will understand their new role and they will be able to assimilate into their new position better.

Introduce them to their mentors/buddies

Now that they have everything on the paper, it’s time for human contact. One way to help the new employee feel welcome is to pair them with a mentor, either a co-worker or a supervisor. However,  don’t let just any of your employees step up for the onboarding process. Make sure that you’ve chosen a person who can present a company well, someone who understands the company’s values and who is trained in the basics. A mentor can take the new hire out to lunch that first day and see how things are going. They should check them from time to time and react if a new employee is struggling with any aspects of the job. This is a great tip because they will feel that the company is organized and that people value them as a new co-worker.

Present expectations and requirements

A new employee may have experience in a similar or identical position, but every company has different rules, culture, habits or priorities. It may be obvious for people who work there, but it’s important to explain how you do things to new hires. The manager should go over the specific expectations and requirements of the role to a new employee. Putting yourself in new employee shoes could be very helpful. Don’t just tell them what they should do, but why. It’s better if they understand the company’s mission and business values from the start. People are not machines. They want to see value in the things they do.

Encourage relationship building

You don’t have to go rafting to get to know people better. Simple team building activities such as bowling or even indoor games that encourage cooperation and collaboration can help the new employee get to know the group better. This may not be one of the first steps for onboarding but you should definitely use this tip in order to bring team closer, promote companies values and boost employees creativity and productivity. However, many people see these activities as pointless and silly, so you have to find a way to make them interesting and memorable. You can’t force your employees to like each other and to hang out, but you can organize random coffee date pairings for employees or bringing teams together for a joint happy hour or a fun activity as mentioned.

Schedule check-in frequently

Just because new hires survived the first day at work, it doesn’t mean that an IT recruiter job is finished. For some people, the onboarding process will be longer and it depends on the employee’s work experience, social skills and the particular challenges of the job. Whether you think that they are doing great or not, it’s always smart to schedule a few check-in meetings with the manager and HR. They can review how an employee is doing, evaluate any progress made on goals, and get a sense for whether new hires are adjusting to the culture. Schedule check-in about a week after the employee starts, a month after and then you can do it every two or three months.

Ask recent hires for feedback in order to improve the onboarding process

Getting feedback from new employees can help you improve the onboarding process and make constructive changes in a company. Use check-in meetings to ask new hires about the onboarding process, or make the feedback anonymous rather than soliciting suggestions during one-on-one meetings with your team. This way they will feel more comfortable expressing negative experiences so you can use more honest answers to improve the process. Did they feel welcomed and part of the team right away? Or did they felt alienated and unsure of their role? Getting feedback like that can help your company decide whether to switch to a different method or to stick to the existing one.

Emphasize company goals and visions

Even though new employees try to hide it under masks of smiles and enthusiasm, they are under pressure during the first week. So, it’s important that mentors/buddies constantly communicate the importance of their contributions to the growth of the business. At the end of the day, mentors should review employee performance, encourage them through any errors and emphasize company ideals. Simple tasks build confidence, so let them get used to the company and colleagues in order to handle more difficult jobs down the line.

Conclusion: Care about the details

As you can see, IT recruiter agencies have to plan the onboarding process in advance. This is not some random welcome gesture, but the comprehensive plan. Recruiters should prepare all necessary documentation, choose a person who will welcome new employees as soon as they arrive, take them on a tour of your company, show them their workspace and introduce them to their new colleagues. Moreover, a recruiter should schedule the first-day orientation, surprise them with company branded gifts, but also make sure that their new colleagues take them out for lunch. It’s important that new hires feel comfortable in the new environment, that they feel free to ask questions, and more importantly - that they want to stay in the company. If you don’t want to go through these steps over and over again every few months with new hires, it’s crucial to carry out onboarding process as well as possible. Remember, humans have feelings, so communication is the key to every problem.
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What are the steps in recruitment (the process)?

Finding an employee is not just a random process. It takes time and patience to find a right person for the job that believes in the company's culture and has the skills to do the job well. Companies don’t want to waste their time on a wrong person, so they hire a professional to find an employee that fits the best in the company. So, if you ever went through the recruitment process, you know that there are a few steps that will lead you to actually getting a job.

What is actually the recruitment process?

A recruitment process is an important part of human resource management (HRM) that isn’t done without proper strategic planning. Although every organization or company has a goal to find the perfect person for the job, they can have a different approach to this process. Every organization and company is different, so what works well for one company may not work well for other. That’s why every hiring process is different and the person whose job is to find the best candidate has to be insightful.

One of the biggest prejudices about this job is that you have to just submit a position to online job posting boards and waiting for the applications to roll in. Not every A-level candidate is actively looking for a job, so recruiter should also approach people who already have a job. Further, they have to identify, recruit, interview, hire, and retain the best candidates available in the marketplace. So, let’s dig deeper into the recruitment process. This steps will help you understand why you have to go through all these interview and tests when applying for a job.

Step 1: Clear job description

Whether somebody just left a job and a company needs a replacement, or they want to open a new job position, a recruiter has to know what the company really needs from a candidate. That means that a recruiter has to prepare the complete job description that includes both hard skills and soft skills. Nevertheless, they can’t just copy the description that was made before the last employee left. IT recruitment agency has to update it and put all responsibilities needed for the job. A clear job description will enable candidates to understand what is required of them and motivate them to apply.

Step 2: Planning the process

Once a recruiter is done with identifying the hiring needs, they plan the process - how many people will they call, which communication channels will be used, how will they approach to people, etc. Preparation is the key to success and it will make recruitment much easier. The plan will save both IT recruitment agencies and candidates time.

Step 3: Hunting for potential candidates

Companies usually share a job application on all social media platforms they have and advertise it, but they shouldn’t wait for candidates to approach them. Sure, maybe the perfect candidate will apply, but the recruiter has to “hunt” for high-level A-players by using other channels. Perfect candidates aren’t going to rain down from the sky, so companies should try to find them on LinkedIn, social media groups, or even ask someone for a recommendation. As you can see, there is a reason why people call recruiters “headhunters”.

Step 4: Recruiting the best candidates

It’s time to identify and recruit candidates that match a company’s needs the best! Good candidates should quickly and clearly highlight if a recruiter follows the job description. However, companies should sell the story about the company and convince candidates that this job is a great opportunity for them. Top IT professionals are not interested only in the job, but the company itself. The company culture could be the turning point for them. However, recruiters should inform all applicants about the status of the application, whether they got to the next step or not.  

Step 5: Testing

For some companies, the next stage is to send a test to top candidates and see if they were telling a truth in a resume. For others, the next step is an interview. A test can help companies find A-level candidates and see if they are able to get the job done well and fast. Usually, you have a limited time to finish the test, but this is the opportunity for you to see what you know, and what skills you should develop. After testing, companies will have a much shorter list of candidates that will get to the next stage of the recruitment process - the interview.  

Step 6: Face-to-face interview

When it comes to the interview, it’s important for both recruiter and candidate to be prepared. This is a moment when companies should find out more about the applicant’s background, skills, and even personality to see if they fit with your company’s culture. Recruiters should make a list of information they need in order to make the interview session much more structured. However, this is not a one-way conversation because A-level candidates want more than just a job. They want to find out more about the company, so the recruiter job is to sell a story, tell them about benefits they’ll get if they start working for them. Nevertheless, if the interview last too long, top candidates can lose interest in the company. A candidate may be interviewing with more than one organization, so the recruiter has to inform them where they are in the process and what to expect in the near term.

Step 7: Offering employment to the best candidate

Hiring the wrong person can be extremely costly, so recruiters have to double check all references and other information they have about the chosen candidate. The offer stage is one of the most delicate stages of the recruiting process and IT recruitment companies should never take for granted that a candidate is going to accept an offer. However, if they’ve done all of the proper work beforehand, everything should go well. Sometimes, they will have to extend the offer, so if they are sure that they’ve found the right person for the job, the company should satisfy the candidate’s expectations.

Step 8: Hiring proposal

In the best case, the candidate will accept an offer and take a job. However, they may reject it so IT staffing agency will have to offer a job to the next candidate on the list. Once they find the candidate that is satisfied with the salary, start date, and other terms and conditions of employment that are based on the agreement between the company and the candidate, they can sign the papers.

Step 9: Onboarding of the candidate

Once a candidate does accept the offer of employment, and the official hiring is done, HR department should prepare the onboarding process that includes a welcome session, shadowing for a period of time, and a follow-up. The chosen candidate should feel wanted before they officially join the organization, and HR should also check them from time to time in order to see if they are satisfied with the job, company and team members. Remember, the goal of every company is to retain this employee.

Ready, steady, go!

The recruitment process is an opportunity for you to see what you know and what skills you have to improve, so don’t be disappointed if something goes wrong. It’s important to look at every job opportunity like it’s the only one - you have to adapt a resume and motivation letter to the particular company. You can see what they need from a job application and their website so you can underline the skills and experience they need in your resume. These steps will help you understand how IT staffing agencies work and prepare you for the next step, but remember that every company is different. Going through a recruitment process over and over again can be stressful and exhausting, so make sure that you’ve done all of the proper work beforehand. Maybe the next job offer is perfect for you, so good luck!

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8 Weirdest Programming Languages (that you have to check)

Some people would say that learning to program is hard and excruciating. Maybe these people are not born to be developers because programming languages are supposed to be easy to use and learn. However, some people think that there are not enough programming languages that challenge people, so they decided to make some weird, funny, frustrating languages. Some of them are completely meaningless and goes against all principles. The fact is that programming is fun for these people, so why wouldn’t they play with a code? So, let’s take a look at some of the weirdest and craziest programming languages.

1. LOLCODE

As you can guess, this language is made up of lolspeak, the “language” used by lolcats. All words are capitalized and meme-fied, so you can almost imagine a cat using it! LOLCODE was designed by Adam Lindsay in 2007, a researcher at Lancaster University’s Computing Department. Although you won't be able to use LOLCODE for anything more than reading a file or writing text to the console, the hilarity, and charm of the language make up for its disadvantages. Take a look at the ‘Hello World!’ code below. You will see how adorable it is.   HAI CAN HAS STDIO? I HAS A VAR IM IN YR LOOP   UP VAR!!1   VISIBLE VAR   IZ VAR BIGGER THAN 10? KTHX IM OUTTA YR LOOP KTHXBYE

2. Rockstar

How would you like to call yourself a rockstar programmer? It sounds great, and because of this joke programming language, it’s possible to become one. Rockstar is designed for creating computer programs that are also song lyrics and one of the reasons that Dylan Beattie made it is to stop recruiters and managers from referring to people as "rockstar programmers". Now you can have a sticker on their laptop saying “CERTIFIED ROCKSTAR DEVELOPER”. That’s rock'n'roll! Moreover, comments in Rockstar programs is strongly discouraged because it's up to the audience to find their own meaning.   Here is an example: inspired by here-document Rockstar supports a unique language feature known as poetic literals. It allows you to simultaneously initialize a variable and express your innermost angst.  
  • My heart is true - initialises the variable my heart with the Boolean value true
  • Tommy is nobody - initialises the variable Tommy with the value null using the nobody alias

3. TrumpScript

It started as a jock that this is the programming language Trump would approve of - just as he is making America great again, owners hope that this language will make programming great again. Although development on this project has stopped, owners want to send a strong message. They think that this joke isn't funny anymore and want to make an influence on people to actually do something about serious problems in the world. For example, you can make a donation to charity instead of spending your time beating the "Trump is ridiculous" meme to death.   Here are several convenient features that TrumpScript uses:  
  • No floating point numbers, only integers. America never does anything halfway.
  • All numbers must be strictly greater than 1 million. The small stuff is inconsequential to us.
  • There are no import statements allowed. All code has to be home-grown and American made.
  • Instead of True and False, we have the keywords fact and lie.
  • Only the most popular English words, Trump's favorite words, and current politician names can be used as variable names.
  • Error messages are mostly quotes directly taken from Trump himself.
 

4. Brainf*ck

This language is made to play with your mind - it is notoriously difficult to program in. Brainf*ck is not intended for practical use, but to challenge and amuse programmers. This is a minimalistic language that uses only eight commands and an instruction pointer, each made up of a single character. Creator Urban Müller was still a physics student when he made this language (in 1993). Since then this obscure language reached almost a cult following. Let’s see how a sample of the headache-inducing code that will print out "Hello world!" looks like:   ++++++++++[>+++++++>++++++++++>+++>+<<<<-]>++.>+.+++++++..+++.>++. <<+++++++++++++++.>.+++.------.--------.>+.>.

5. Shakespeare

This interesting programming language uses the source code that looks exactly like a Shakespeare play. The characters in the play are variables and constants are decided by positive or negative nouns. For example, if Hamlet is a negative value, you can put him and another character on the stage and let that character insult Hamlet. You can add input and output by having someone tell a character to listen to their heart and speak their mind. You can see now why this program is so different than others - programming language includes characters, titles, scenes, acts, enter, and exit directives, making it look much like the plays of Shakespeare. A piece of code in Shakespeare is broken into Acts which contain Scenes in which characters (variables) interact: Act I: Hamlet's insults and flattery. Scene I: The insulting of Romeo.

6. Whitespace

Most programming languages ignore whitespace characters, so Edwin Brady and Chris Morris created this language as an April Fools’ joke. Whitespace uses them as commands, ignoring non-whitespace characters instead. It understands only spaces, tabs and new lines. Here is an example (spaces are marked with an S and tabs with a T):   S S S T    S S T S S S T    S S S S S T T   S S T S T T    S S S S S T T   S T T S S T    S S S S S T T   S T T S S T    S S S S S T T   S T T T T T    S S S S S T S T T   S S T    S S S S S T S S S S S T  

7. Velato

This interesting programming language uses MIDI files as source code: the pattern of notes determines commands. Programmer-musicians will love Velato because they can compose a musical piece that fills the constraints necessary to compile to a working Velato program. Each song has a secret message and the program determines when it’s compiled as Velato. So, let’s make some music and code at the same time!

8. Chicken

As crazy as this may sound, it’s the truth - this language allows only one world, and this word is “chicken”! Swedish programmer and creator of this language Torbjörn Söderstedt was inspired after hearing Doug Zongker’s parody of scientific speeches to make Chicken programming language. To write the whole code would take half the page and consist of nothing but the word ‘chicken’, so here is just a piece of code: chicken chicken chicken chicken chicken chicken chicken chicken chicken chicken chicken chicken chicken chicken chicken chicken chicken

Conclusion

The fact is that some of these languages made programmers totally confused, but some of these ideas influence the entire industry. There are hundreds of esoteric languages like those on our list. Some of them are made just for fun, some are meant to be just different from others, but there are few of them that want to send a strong message to the audience. Which programming language do you find the most interesting? Let us know!  
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Free Onboarding Template – how to set up a simple onboarding process?

One of the principal principles of IT recruiting is the need (and the ability) to keep all the information, files and documents perfectly categorized.  Each recruiting agency should develop their own system that will help them collect all data and keep team members and clients in loop. Luckily, there are numerous tools that can help recruiters keep track of applicants, CVs, interviews and appointments. Some of these tools should be frequently used in other segments of hiring process too. They can improve onboarding process and help your team welcome aboard new members with ease.

What is Onboarding Process?

Onboarding process is about welcoming a new employee onboard by helping them adapt to the new environment. It usually takes place within the first month and it implies introducing a new colleague to the rest of the team and to his new duties, schedule and responsibilities. Everyone on the team should be providing them with information and participate in making their adjustment period easy and stress free. Onboarding process should be done strategically but it must contain that certain something that distinguishes your team from others. Plan this process carefully and keep it friendly.

Why is Onboarding Process important?

Some researches show that it takes a year for new employees to fully adapt and reach the level of achievement their (veteran) colleagues are at. Not saying statistics lie, but a whole year does sound a little excessive. Especially if we have in mind there are many ways we can help out new colleagues. Being clear about tasks, targets, goals and objectives is mandatory. Your colleagues and employees are familiar with your ways, but it a newly hired person will most likely need some time to adjust to the environment. And the adjustment does depend on the onboarding process. Developing an onboarding program strategy and setting it in motion will most likely have a positive impact on your finances, among other things. The costs of losing an employee are way higher than the investment you’d make in onboarding process. Back to the researches and statistics - first year of employment does turn out to be crucial. Companies lose over 25% of all new employees within this period.

Benefits

1. Improved employee performance

It is known that a successful onboarding program has the power to increase employees’ productivity up to 54%. This program should be carefully planned and custom made - although some steps need to be followed, you should follow them in a way that suits your company. Stick to the plan and gradually incorporate a new member into your teams’ ways and daily occupations.

2. Increased employee retention

Employee retention is another important aspect you need to look into and take care of. Losing a new employee can seriously damage your budget and affect your projects. Standardised onboarding process will largely contribute to the improvement of this aspect. Onboarding program done right will increase employee retention up to 50%.

3. Happier employees

Happy and healthy working environment consists in various components. Cool projects and good organisation are just one part of the story. There’s more to team work than that. It’s important for everyone in your company to feel accepted and to feel free to ask questions and speak their minds. People on your team need the right amount of autonomy and some room to grow, but they’ll also need supportive and trustworthy environment. Onboarding program helps newly employed to feel welcome and to truly become part of the team.

Setting up a basic onboarding process

Each strategy is different, and that’s exactly how it should be done - each company should adjust the onboarding program to their needs, values, standards and goals. But no matter how you choose to plan and perform this program, it usually last lasts 30 days. These are the most common time frames:

Pre-start

Onboarding process should begin before the new employees’ official day one. It’s important to cover the initial “getting to know each other” ground. First impression and proper introduction are always those keynote thoughts that seem to stick with you for more than just a while. It’s also undoubtedly important to make sure all equipment is provided. This usually means getting a computer or a laptop for the employee, those devices should be on top of the list. There might be other stuff you’d want your employee to have, but those variables are mostly changeable. You should have a list of priorities and make sure all the necessary devices and things are at the office right on time and that they’re fully functional.

First day

You can start to incorporate a new colleague to the team by emailing them – they will appreciate it. You can provide them with some additional information and let them know you’re at their disposal. The email should be genuine and substantial and the HR writing it should be using the language that reflects the company’s culture. This opening email represents a virtual tour of the office. The virtual tour isn’t enough, and this is why it should be followed by an actual tour. Show them around, introduce them to colleagues face to face. Some anecdotes won’t do any harm either, let them see the fun and friendly side of the office (even if you’re corporate to the core). You should notify them about their rights and obligations at the very beginning. This is why you should have an employee handbook prepared in advance. Make sure it’s updated. If there are some forms to fill in (and they don’t necessarily need to wait for the starting day), you could send those over to them too. It will save them some time and the energy (yes, we can admit here and now – no one is particularly crazy about bureaucracy, especially on their first day).

First week

New employee should get to know a little bit about everyone and everything during the first week. Memorising colleagues names and nicknames might be the toughest job for some. Don’t forget to add them to mailing lists, Skype groups end other. Keeping them posted when it comes to daily tasks is easier if you include them in these discussions and threads. You should make sure they fully understood their duties and that they’re familiar with stacks you’re all using.

First 30 days

First month should be the period of familiarizing. It’s all about getting used to a new working environment and you should pay some extra attention to helping a new employee obtain a certain level of knowledge and understanding of his new position. Provide them with information, let them know if you have any suggestions and ask them about their opinion. Being supportive is a teamwork. Not only a new team member can pick up on what matters when it comes to a project itself, but they’ll get the impression they can rely on their colleagues.

Free Template Onboarding Process Example for Tech Teams using Trello

This Free Template Onboarding Example was made with love for small tech teams setting up an office in Serbia. Within this Trello board, you can find template B2B contracts, Sexual harassment template and much more documentation you might need when hiring. Trello is a task management app that helps you know Who is working on What based on a Kanban system developed to keep production level high. It's free and there are endless ways to use it. Join the board here. 
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How to work from home?

Working at home can be more challenging than you think, especially when you switch from an office job to a remote job. When you work in an office, you simply get used to the noise so even the silence can distract you. Moreover, working from home requires certain skills aside from your professional field. It has some advantages and disadvantages, just as any other job, so it’s better to be prepared before you start.

The home job is a real job!

There is a difference between a freelance job and remote job that many people don’t understand. So, what is a remote job? The remote job requires constant virtual presence - it’s just like you’re in an office. You have a contract and fixed working hours. Freelancers, however, don’t have this type of obligations. You have tasks that have to be done, but you can finish them in any time during a day. Home-based works are getting very popular, so it’s sometimes hard to find the right one. Yes, the home job is a real job, but there are many scams, and these are usually the jobs that are too good to be true.     You have to understand that home employment requires similar skills to those needed for working in an office, and sometimes more. You have to be experienced or skilled in some field if you expect a good salary. For example, if you are a front-end developer, you may need to be experienced in CSS, React, JavaScript, etc. However, there are plenty of jobs for beginners online, but we’ll get to that. First, let’s see if you are a person who can manage to work from home.

Is a remote job is actually right for you?

Remote employment can be challenging, so you should ask yourself if you are ready to face these impediments.

Motivate yourself

Procrastination is the biggest enemy of people who work from home. Once you start, you may catch yourself sleeping longer, doing a laundry or watching Netflix when you should work, or checking social networks too often. The solution? You have to create your ideal schedule and motivate yourself to finish it. Give yourself daily, weekly, or even hourly goals. It can be hard at first, but once you accomplish them you’ll feel proactive and satisfied with your work. If you don’t motivate yourself, you will end up with a bunch of unfinished tasks so you won’t be able to relax even when you’re not working.

Avoid distractions

You have to make sure that your family understands that you have a serious job even though you work from home. Kids can be a real distraction for you, together with pets, household chores, TV, etc. So, plan children’s activities before you start working, make yourself a coffee and prepare snacks in order to avoid breaks, and turn off notification from social media. It’s fine to take a break, but not too often. A separate office space can help you minimize distractions and keep you focused.

Communication skills are a must

It’s easy to discuss work when you’re in the same room with your colleague. You can speak about upcoming work with your boss in the kitchen, or go to lunch with your colleague and talk about a project. Nevertheless, discussing the work over the email can be a bit challenging. While you’re writing an email, you have to be crystal clear. You want to skip misunderstandings in communication, so try to write shorter, more succinct sentences that won’t confuse others. Keep your tasks up-to-date and notice others if you going to miss a deadline. If you have some questions, don’t hesitate to ask or even to insist on skype call. Remember, communication is crucial if you want to get your job done well.

Being able to work alone

Sitting in your home alone the whole day is not for everyone. Working from home can make you feel lonely or even socially depressed, especially if working with people inspire you. This is a big change for you, so give yourself time until you get used to the new situation. You will find a way to fulfill the social “whole” in your life. You can chat with colleagues or go to a quiet coffee shop to work. Moreover, if you don’t have fixed hours at work, you can motivate yourself to finish a work as soon as possible, so you can go to a gym or go out with friends.

You must become computer savvy

Your computer is your must-have tool, so it’s logical that you will need to become the computer savvy. That means that you will have to understand how to use different software or to update programs and keep your computer running smoothly. A broken down computer or internet connection is a big no-no. Your boss won’t tolerate your tech problems, especially if you have fixed hours.   You still think that remote job is right for you? Let’s find a job!

Jobs to work remotely

If you’re an experienced developer, marketer, project manager, writer, designer, etc, you can make a lot of money working remotely. However, there are many online jobs for beginners, too. For example, teaching language online is very popular and you can schedule classes whenever you want. Also, you can become a writer, translator or a virtual assistant without experience. Once you become a pro, you can earn a lot of money, but you have to be patient. Many clients are trying to take advantage of beginners and to underpaid them. Sometimes you will have to accept that kind of offer just to get a reference, but once you establish yourself as a professional, clients will keep coming to you.

How to find a job?

First, you have to make a great resume and motivation letter. Moreover, you have to adopt a resume to a job you’re applying. Look at this as this is your work - applying and writing! Try to be original. So, where to send it? Here are some tips where you can find a job that fits you the best.

Job boards

Upwork may be a little crowded, but there are other sites where you can find a perfect job. For example, usual job portals like Indeed or Monster are looking specifically for remote positions. Use the job search engines using terms like "work at home" or "freelance." You will be surprised when you see how many job opportunities you can find, and all you need is to present yourself at your best, spend some time until an opportunity opens and give your best to get the job done.

Direct approach

If you follow the work of some company, and you think that this may be your dream job, you can always ask them directly if they have an opening for a remote job. Send them an email or a message on LinkedIn, present yourself and tell them that they can benefit from your skills. Further, you can ask your old colleagues and friends if they heard about some jobs that allow you to work from home online. Maybe they can recommend you.

Social Media

When it comes to social media, not everything is about LinkedIn, although you can find a great job there and connect with other professionals. Facebook groups are another option. Many people are posting ads about new job openings, and you just have to find a group from your niche. You can also look for hashtags like  #jobsearch or #openposition on twitter, but you have to check if they offer a remote position.

Networking

Networking with other professionals is so valuable, whether you’re trying to find a job or you need some advice. Meetup is a great way to connect with professionals from the field and meet them in person. Also, online communities such as Slack groups are a great option.

Why should you choose to work remotely?

For starter, you will spend less money and time on work - no more traffic or annoying rush hour subway rides, you will eat at home and spend less money. You can work anywhere, as long as you have a good internet connection. Traveling and working - this may sound too good to be true, but it’s possible. You can become a digital nomad and see the world while you have a great job.   Further, if you have a pet, they won’t be alone, and they will be your only distraction. No more drama, no stress, no more people coming to your desk asking questions. More importantly, if you have kids, you will have more time to spend with them.   Now you know the pros and cons of careers where you can work from home, but it’s always better to try before you give up. However, you have to realise, just like companies did, it’s not the location that matters but the talent. That’s why you can find so many jobs online, but you have to work on your skills in order to find a company that will pay you well and appreciates your talents.    
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Learn how to become IT recruiter

Are you ready to become an IT recruiter?

Finding an IT professional that fits the best in a team and has required skills isn’t an easy task. There are many people who present themselves in CV different than they really are. Some of them overestimate themselves, while others do the opposite, so a job of a recruiter is to find out a truth about a candidate. There is one thing that distinguishes a great recruiter from a good one - an attention to details. This job requires more than finding names, emails, LinkedIn profiles, etc. So, if you’re still interested in becoming a recruiter, let’s find out what you can do to become one.

What does a recruiter actually do?

People sometimes call recruiters “headhunters” for a reason - they are usually a human resources (HR) professionals whose job is to identify and pursue candidates for potential job openings. Once an individual expresses interest and enters the application process, recruiters job is to check if a candidate has all requirements and qualifications for a job, but also to see if they fit to a company’s culture. This is the first, initial stage of assessment, so if the candidate passes it, recruiters will arrange an interview between the job candidate and key staff within the client company. As you can see, the IT recruiter is a connection between a company and a candidate, so their job will continue after the second stage, whether they decide to make an offer to a candidate or not. They negotiation over salary and other benefits, or inform candidates that they didn’t get a job. You may work as an in-house recruiter or a company can hire you when needed. Either way, this is a surprisingly fulfilling job that you can feel proud of each day, and the salary is not bad at all. Nevertheless, as IT recruiter you will have to understand the nature of the job they are hiring for so you may need IT skills as well. Recruiters are not career counselors Recruiters aren’t mind readers, so it’s not their job to look at a resume and immediately understand where a candidate would fit into their organization or to suggest which career path they should choose. That’s why candidates sometimes have to go through few stages of interviews. Also, candidates job is to know what they want and what is their goal. Recruiter job is to find good candidates, and they try to keep the process flowing smoothly.

Qualifications for becoming a recruiter

Nobody goes to college with the goal of becoming a recruiter, but they fall in love with this profession while studying human resources, business or other related fields. Some would say that there are no particular education prerequisites to becoming a recruiter, but your qualifications matter to clients and companies, and they should matter to you, too. So, depending on position, you may need these qualifications in  your CV:
  • High school diploma
  • College degree
  • An associate or a bachelor’s degree
  • Background in human resources
  • Knowledge of employment laws
  • Experience
Not all employers will require a degree, but it could enhance your marketability in the competitive job market. It’s also possible to switch from programming to IT recruiter because it’s very helpful to have knowledge about informational technologies. Why? Well, to understand why a company wants to hire a front-end developer with an experience in React, you will need to have some knowledge of this field. Nevertheless, everything is possible if you’re willing to work hard to become a recruiter.

Technical and non-technical skills

As you know, your job is to find talent but to do so, you have to be talented, too. Further, you will need both technical and non-technical skills to become a recruiter. Soft skills are very important because you will work with people all time. As you need to fully understand clients and candidates needs, you have to be able to listen actively, as well as to make decisions and solve problems quickly. Next, strong written and verbal communication skills are also a must, along with negotiation skills and well use of time management.   When it comes to technical skills, there are some basics that you have to understand, such as computer and internet skills. Nevertheless, you may need a medium understanding of SEO and social media as well. Moreover, most IT recruiters have acquired the technical expertise and knowledge in order to fully understand the nature of the jobs they are hiring for. Because of the advent of technology, you may have to learn something new every day, even if you’re established recruiter.

Any experience is important

If you start an internship while you’re still in a college, it will be easier for you to find a job when you get your degree. Any past experience matters. For example, if you had worked in customer service department, it can show employers that you have the interpersonal skills, which are important for this position. Some recruiter agencies require direct experience working in HR, some not, but you have to show them that you’re able to adapt to a new position. You have to be willing to continue your education, to finish some courses and learn from others.   
   

Boost your visibility in recruiter society

While you’re still learning, it’s a good idea to connect with other professionals from this field. Social media platforms are great for that - you can join a group on Facebook, connect with other recruiters on LinkedIn, or find some meetups where you can talk with both starters and established professionals from the field in person. Moreover, you can join the Society for Human Resource Management(SHRM). This is a good choice for many reasons. Firstly, they offer a number of professional certifications to boost your resume. Secondly, they will show prospective employers that you’re serious about your recruiting career, not to mention all the connections you will make. Who knows, you may get a job if you continue spreading the voice about your work.  

Your first job

It’s time to put your skills and knowledge in use. The thing is that you can have all the qualifications in the world, but if you don’t make placements, a recruiter agency will fire you. On the other side, if you don’t have experience or all skills for becoming one, but you’re passionate about a job and have good recruiting metrics, they will definitely keep you.  For many people becoming a recruiter is a starting point for many different career paths such as HR leader. To become one, you will have to get experience in performance management, organizational development, employee engagement, succession planning, and personnel management. Don’t hesitate to dream about next step in your career, because it can motivate you to do more.

Talent finds talent

Can you imagine yourself working as a recruiter? If it drives your passion and if you find it fulfilling to know that you can help people find a job every day, you’re on the right path in your career and life. Yes, there will be many challenges, but you should enjoy them. You’re working in a competitive space, so keep learning and do everything you can to understand the industry and to stay up to date. Read reports, follow influencers, go to courses, and connect with other professionals from the industry. Throughout your career, keep asking yourself the question “How to get better at recruitment?” and remember why did you start in the first place. Enjoy this journey because your work makes a significant difference in the lives of others.  
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