Newest | Omnes Group

Posts related to "Newest" tag

The Best Programming Languages to Learn First

There is no thing such is instant learning. Learning to code for the first time is kind of like learning a foreign language - you will need more time to understand the context for why something is done that way. To do so, you have to choose one language, dig deeper into it, and see if it’s interesting for you. When you learn the language well, you will eventually boost your knowledge by learning another one. Now that you decided to become a developer, you have to choose do you want to become a front-end or back-end developer? As a front-end programmer, you need to have some artistic vision to present the data, while as a back-end developer you will have to use the logical side of programming and to love working with data. As you may know, knowing just one language isn’t always enough, especially if you want to become a full-stack developer one day. If that is your goal, you should be able to know the front-end and back-end technologies and how to apply them correctly. Companies usually require more programming languages, but it’s important to focus on the one at the beginning. Next, ask yourself in what kind of company do you want to work? If you want to work in a startup company, Python and JavaScript are a good choice for you, but if you want to work in the corporate world, Java and PHP are better choices for you.

How long does it take to learn programming language?

The most popular question how long does it take to learn programming is a difficult one. It depends on you, but the fact is that even somebody who has been a programmer for 10 years is still learning. Some would say that after 10 weeks of learning you can have some picture of the language, but you can’t expect to become a programmer in a few weeks.
  • The difference between junior, medior and senior developers is that juniors can solve some difficult problem in 5 days, mediors in two, while seniors developers can finish the task in a few hours. So, don’t expect to build something big at the beginning, but focus on a learning process.

Which programming language should you learn first?

Maybe these criteria could work for you when choosing programming language:
  • How popular is the language on the job market?
  • How easy is to learn it?
  • What kind of project can you bring to life while learning
In this article, you can find answers to these questions, but keep in mind that these are all useful languages that will bring you closer to your goal if you’re committed enough.


Python tutorials are the first on the list of Google search in 2019. among the number of programming languages. Since it’s trending, there will be a lot of job opportunities once you master it. Many IT professionals would recommend junior developers to learn Python first, and then to dig deeper into other languages. Why? Python is fast, easy-to-use, easy-to-deploy, and it’s being widely used to develop scalable web applications. It can be used both as back-end as well as front-end. One of the most popular Python-based web development frameworks are Django, Pyramid, and Turbo Gear. Maybe you didn’t know, but YouTube, Instagram, Pinterest, SurveyMonkey are all built in Python. [caption id="attachment_639" align="alignnone" width="681"] The PYPL PopularitY of Programming Language Index is created by analyzing how often language tutorials are searched on Google[/caption] Python courses: Learn Python - On this website, you can find all the necessary information - from basics to advanced tips. It’s well organised, so you won’t have to worry if you skipped some steps. They also have a Facebook group where developers are discussing their problems, so they are open to your questions. - Here you can find trending courses for any language, so choose the course that is recommended by other programmers and start your Python journey. From Python Bible, to complete Python Masterclass, free or paid courses, you can find everything here.


According to Stack OverFlow survey, for the sixth year in a row, this front-end programming language is the most commonly used. Moreover, JavaScript is rapidly expanding into areas like game development and the (IOT) Internet of things. JavaScript is everywhere - it allows you to build a desktop app, a mobile app, a web app, and even VR apps. Whether you start from this language or some other, you will probably have to learn JavaScript eventually. It’s widely used and job opportunities are great for those who are skilled at programming in JavaScript. However, the market is highly competitive so it might be hard for you to find a job as a junior developer. While Java and C++ as are usually recommended first languages on universities, they’re considerably harder to learn than JavaScript. [caption id="attachment_642" align="alignnone" width="842"] Most popular technologies used by professional developers[/caption] JavaScript courses: JavaScript - You may get curious about learning JavaScript once you enter this website. This is an interesting and interactive way to learn this programming language because they ask you to try coding in JavaScript right away. You can measure your skills or learn to code from scratches. Whether you want to know more about strings, numbers, booleans, or objects, you can just click on the category and learn. LearnJS  - This website is organised in chapters, so you can just skip chapters that you think that you have already mastered. You can execute code right away and check a solution. is still under construction, but it’s still a good way to start learning.


It’s a bit harder to learn Java than Python and JavaScript, but it’s still considered easy for beginners. As an object-oriented language, Java is widely used for building enterprise-scale web applications, in Android App Development, and it allows you to create interactive websites. It’s one of the most stable and reliable ways to build large systems. If you want to work at large tech companies, Java will be very useful for you. While JavaScript is on the top of the list of the most popular technologies among professional developers, while Java is on the 5th place. Since this is a language with a respectable background, it has one of the biggest global communities and it would be easy for you to find answers if you’re stuck. [caption id="attachment_643" align="alignnone" width="942"] The most used programming languages in 2019; Source: TIOBE[/caption] Java curses: CodeGym Because they claim that you won't become a programmer by reading books, CodeGym chose to base 80% of their Java programming course on practice. There are 1200 practical tasks of increasing complexity and solutions can be checked within seconds. After 500+ hours of practical experience, you will definitely understand the concept of Java. There is also a group where you can chat with users. CodeAcademy This is one of the most popular platforms where you can find almost every programming language, and it’s highly recommended by developers. It’s pretty simple: once you read a task, write code and run it to see what happens. Then you can move to the next step. Continue like that until you become a pro! How to Prepare for Java Developer Interview: 25 Commonly Used Questions


Python or PHP - this is a trending question in 2019. They both offer many learning opportunities in the form of easy-to-use syntax validation tools. PHP is good for better job prospects and technical resources, while Python is easiest among two to acquire for the project. Nevertheless, learning PHP is a good way to start your programming journey as a back-end developer because it’s easy to conceptualize what the PHP code will do. Also, the market still needs a large number of PHP developers. This language is used as the foundation of Content Management Systems for WordPress and other websites like Facebook and Wikipedia, and you can perform tasks such as creating templates and graphics, command line scripting, developing desktop operations, and more. [caption id="attachment_645" align="alignnone" width="1280"] PHP might not be on the top of these lists, but market still needs a large number of PHP developers.[/caption] PHP courses: W3schools - At W3Schools you will find complete references of all PHP functions, but you can also exercise and see examples of the code. When you’re finished with basics, you can learn more about advanced topics - multidimensional arrays, sessions, filters, and more. SoloLearn - PHP tutorial allows a user to develop websites and create dynamic web pages with dynamic content. Unlock new achievements every day, and open new and even more interactive levels.

Conclusion: Set your goal

There are so many things that you should learn and it might be confusing for you. In the beginning, you might feel like your head is gonna explode, but that will pass if set your goal, organise yourself, and stick to the plan.
  • Decide which language you want to learn
  • Set daily goals
  • Don’t use just one platform for learning -search for answers everywhere
  • Don’t try to learn two technologies at once
So, don’t look for answers on just one platform. Many people had already asked the same questions that you have right now, so google it or ask people on Quora or Reddit. Next, learning two languages at once can be confusing for a beginner because it can demotivate you and lead to burnout. Remember, you need time to process the information and see how everything works on practice.

If you have any question, our IT recruiters are always happy to help. Good luck!

Continue reading

8 Coding Habits you Have to Stop Doing Now

Some habits are stopping you from reaching the pinnacle of greatness. It might be your attitude, your process of working or recklessness. Whatever it is, the first step that will help you become a better programmer is to be aware of bad habits. The term habit is most often used to refer to a process whereby situations prompt action automatically, through activation of mental situation-action associations acquired through prior performances. Most people want positive habits to be as easy as brushing their teeth, but it’s not that simple. What you need is a will to change yourself, to admit that you’re not doing something right and to make little sacrifices. But you’re making these sacrifices for yourself, don’t forget that.   Are you ready to become a better programmer and change the way you think about your code? Let’s break these bad habits!

1. Being extremely confident in your own code

It’s one thing to be confident about your work, but it’s another to assume that just because you wrote something, it must be great. Ego is an obstacle to your work, so you should accept suggestions from other colleagues. You have to be aware of the fact that the learning process never stops. Otherwise, that would be the end of your creativity and greatness. Next, stop judging others code. Maybe you would do it differently, but that’s not a reason to act like a jerk. You should take a look at your old code from time to time, reflect on how you’ve progressed and realise that everyone has its own way of developing in their job. [caption id="attachment_603" align="alignnone" width="1280"] Take a look at your old code from time to time and reflect on how you’ve progressed[/caption]

2. Blindly copy/pasting code

At the beginning of the career, every programmer does that, but this blindly copy/pasting code has to stop eventually. Maybe your creativity is blocked, or you have some other reason for doing that. Nevertheless, you have to understand the code before you reuse it. So, take your time and read the code in detail.

3. Being stuck doing the same things  

IT industry is continuously developing, so you have to stay up-to-date with new technologies. Nevertheless, every developer had a moment in their career when they were stuck doing the same thing over and over again. Working with the same framework and language can lead to going downwards in terms of learning new things. Moreover, it can lead you to burnout. You might be just stuck in a company that doesn’t give you an opportunity to try new things, or you might be focused on hitting extreme deadlines. No matter what the reason is, you have to find time to expand your knowledge by thinking about how things work and reading about their underlying issues. If you want to keep your job and stay on the top of this competitive market, you have to follow new trends from IT industry.

Learn How to Keep your Skills Up-to-Date as a Developer

4. Doing things half-way and forgetting to fix it

I’ll fix it later excuse will only bring you a confusion. This is not a problem of priorities, but your organisation skills. If you plan to finish something latter, you have to add “TO DO” comment in order to make sure that you don’t forget about it. Remember, “done” means tested and approved by the user as per his requirements. If you’re good at your job, you know that every piece of code is important and you’ll question the design and ideas behind features to solve for a solution. However, bad developers think that a single method or process is the “ideal,” and that user experience and situation aren’t that important. So, stop marking tasks as “DONE” if you haven’t actually finished it.

5. Ignoring error messages

The error message is telling you that something is wrong, so don’t just assume that you know what’s wrong, but read the message!  Don’t sweep things under the rug because the challenge of fixing it will be many times greater, considering that you won’t have a clue where to begin. More information you have about the bug, easier will be for you to fix it. A-level programmers realise that errors are a good thing. So, don’t let them bother you, but look at them as helpers who will guide you to progress even more. Change the attitude about bugs and deal with them.

6. Writing code without planning or planning too much

One of the biggest mistakes is to start writing code right away without much thinking and researching. Writing the code shouldn’t last longer than planning what you gonna do. When you have a plan, writing is easy, so you have to do a research first. When you do that, you can start writing, validating and modifying the code. If you have a clear picture of what you’re going to do, your creativity will make big things happen. However, do not look for a perfect plan. That can lead you to procrastination, and as you probably know, there is no such thing as a perfect plan in the programming world. Your plan might change, but that doesn’t mean that you should do random things. So, plan small features, think about your next step, fix bugs and adapt to changes. Keep in mind that too little planning and too much planning can both hurt the quality of your code.

7. Thinking that longer code is better than a short one

In most cases, shorter code is better. Always think about the quality and readability of the code. If it’s good for readability, then write a longer code, but don’t intentionally make the code longer when it does not need to be. Delete what’s unnecessary, but skip using clever one-liners and nested ternary expressions just to keep the code shorter.
  • Good code is short, simple, and symmetrical – the challenge is figuring out how to get there. - Sean Parent
You’re making a number of little decisions while trying to solve a greater set of problems. Will you write short or long lines of code depends on your preferences, skills, and expected outcomes. [caption id="attachment_604" align="alignnone" width="1280"] Always think about the quality and readability of the code[/caption]

8. Not trying to find a solution outside your head

There is always a possibility that you’ll get stuck while coding, but think about how many people could have the same problem as you do. Watching the same lines of code over and over again and not seeing what’s wrong is a common thing, so just try to google the problem or ask a colleague for help. Do not assume that you know everything because that attitude won’t save you time. Do online research and see what other developers have to say about your problem. Nevertheless, you should question everything you read because some people are just copying and using others code without understanding it.


Every minute you make some small decisions. As a programmer, it’s important for you to have clear thoughts about what are you doing and how. Do not think about programming as writing lines of code because programming is logic-based creativity that needs nurturing. When you’re stuck, take a break and make small plans about what are you going to do next. Are you looking for a job in IT industry? Finding a job is always easier with the help of IT recruitment company. Take a look at our job board or contact us!
Continue reading

How to Reduce Bias in Technical Screening

If you’re working with people, it’s crucial to become aware of the biases that you have. Maybe you believe that we are rational and logical but the sad fact is that we are constantly under the influence of biases that will not only affect our decisions in life, but at work as well. They can easily interfere with your hiring process, which can lead you to hire someone who is not suitable for a job. Simplifying hiring isn’t simple at all. It takes more than a handbook and a questionnaire to deduce properly when it comes to interacting with candidates. There are various methods and approaches that need to be combined in order to make recruiting work. However, you have to be familiar with biases that might appear in/during the recruitment process. Some studies have shown that biases can exist on a conscious and unconscious level. Whatever their true origin is, the good news is that recruiters can fight them.
  • Maybe you think that you can randomly explore details you think are interesting and relevant, but that’s not the right approach.
The hiring process isn’t just a random conversation that can give you an opportunity to reveal your bias. What you need is a structured process that will help you dig deeper into candidates skills. So, here are some tips that can help you remove bias from employment screening.

1. Human factor: Candidates are not statistics

We should always have certain recruitment tools at our disposal. These tools are guaranteed to help recruiters and HR staff with sourcing, collecting and tracking data and resumes, and they help recruitment teams stay up to date. However, the human factor is what counts at the end of the day. We need metrics and surveys to improve our ways, but we need communication and genuine approach more. Every recruitment team needs to develop a system that suits their needs and helps them stay in the loop with current positions, interviews, and screenings. Some people are using applicant tracking systems (ATS), but there are many loops in that process. On the other hand, there are Trello, Slack or other channels that can make this process transparent and helpful. So, choose your own way of hiring, but never forget that a candidate is a person who is more complicated than their resume.

2. Structured interview: Set your goals and make a list of questions

Each new role comes with different requirements and priorities. Before the beginning of any selection and hiring process, recruiters need a detailed strategy. That means that you should use job analysis to match skills to job tasks, define requirements, make a list of questions, determine grading scale and write feedback for each candidate. All of these steps should be carefully planned and followed. If you stay focus on candidates skills, you won’t have time to project bias. However, each step will need to be at least slightly modified and adjusted for each new candidate. That leads us to the next topic - interview shouldn’t look like a monologue.

3. Two-way conversation: Let them ask questions

As mentioned, you should have a list of questions for each job opening, but these questions should be slightly modified and adjusted for each new candidate. People sometimes forget that an interview should be a two-way conversation where they discuss important topics from a specific field. Although you’re leading the interview, you should give them an opportunity to present themselves properly. Remember, you're not the only one who is analyzing because candidates are forming a picture about your company as well. They will also have questions, so be open and incite them to do ask you.

4. Transparency: Always send feedback

Whether you screen candidates on a phone interview, technical interview, or after a test, you should always include feedback on the hiring process. This is important for a few reasons - you will help candidates to see what they did wrong or right, they will have an impression that you’re professionals who care about others, and you’ll be transparent during the pre-employment screening. Moreover, you’ll have an explanation for every rejection which will help you find the candidate whose skills and experience meet your company’s requirements. That means that you’ll be sure that your decision isn’t based on bias.  

4. Your knowledge: Be a lifetime learner

You have to think about your knowledge and stay up-to-date with new technologies if you want to be good at your job. The fact is that every month, a new programming language is born and every week, languages get updated. As a hiring manager, you have to follow new trends. Maybe you don’t know how to code, but you have to know basic terminology and programming in theory. As technology is evolving, we learn new things. That’s how professional IT recruitment companies do their job. If you don’t know something, you ask. IT community is strong and they are open to help other people. What it has to do with bias? Well, hiring managers sometimes feel threatened by A-level candidates who are confident about their knowledge, so they rater hire average candidates. They have unconscious bias and they are not able to see how valuable this person can be for a company. The job of a recruiter is to focus on technical skills and choose the candidate who will boost the company’s growth.

5. Negative and positive projections: Learn from mistakes

You can follow some rule when hiring, but that doesn’t mean that you won’t have a bad experience. Our own projections are difficult to spot because we don’t want to identify them. You have to be open and careful when it comes to projecting the negative picture on candidates. If you have a negative vibe from some person you have to ask yourself - am I projecting something? You don’t want to lose an A-level candidate just because you have some prejudices. The same is with a positive vibe. You might like someone because they have good social skills, but that doesn’t mean that they are skilled for a job. However, sometimes we choose candidates based on their “vibe”. The important thing is that you stop yourself on time and question your decision. Learn from your mistakes and continue hiring without bias.

3. Skills: Focus on tech skills, but don’t miss an opportunity to learn more about soft skills

Yes, tech skills are the most important thing when it comes to hiring, but technical screening can be an opportunity for you to learn more about someone’s soft skills as well. Simple questions about challenges in candidates career, what kind of working environment do they like, or how do they cooperate in a team can help you see the bigger picture. Also, you can see how deep is their knowledge and are they ready to discuss different technologies. This will help you see if they fit in the company’s culture and team. If you focus on both technical and “type of person in the team” requirements of the job without having a bias, you’ll be able to make a rational decision.


Dealing with bias isn’t an impossible task. You have to be aware of yourself and question your decisions at work, but that’s not so hard if you establish your hiring process. However, you have to devote yourself to solve this problem. The fact is that people sometimes unwittingly discriminate against certain candidates in favor of people who share your background, ethnicity, social class, age, or gender. The problem is that once a resume is rejected for biased reasons, that candidate is lost forever. So, if you’re not ready to deal with this problem, the most effective way of discovering candidates with the right technical skills is by using our technical screening services. Let us help you find a perfect candidate for your company!
Continue reading

How Not to Lose Employee in the First Year

The first impression of the company is precious, but it’s not the only thing that matters. Your goal is to keep new employees, so you better start planning the onboarding process that continues after the day one.
  • Will they remain engaged for years to come or will they leave an empty desk after only a few months? It’s up to you!
For A-level candidates, there are hiring opportunities everywhere. They keep getting messages on LinkedIn, and even if they have accepted your offer, that doesn't necessarily mean they have declined to others. Moreover, researches are telling us that one third of newly hired employees are still job hunting during the first six months, or even less. Some of these people think that it’s better to leave before they get too engaged. That’s why you have to engage them before they even realize it. New hires have to feel properly welcome and appreciated.

What’s your company’s turnover rate?

Turnover rate is a percentage of employees who leave an organization during a certain period. People usually measure it monthly and annually, but they don’t include internal movements like promotions or transfers. Seeing a spike in your company's turnover will probably cause a spike in your blood pressure. So, in order to realize if you have a problem, let’s see numbers first. Here’s the formula for annual turnover rate: Annual turnover rate   Since we are talking about the first year of engagement, it’s essential to measure new hire turnover rate. Let’s find out how many employees left your company within their first year on the job. First year turnover rate   Different industries have different expected turnover rates. The average turnover rate for all employment is 3.5 percent.
  • Tech companies (software, not hardware) had the most talent turnover in 2017 with a 13.2% rate. Between them, the computer games drove tech turnover the most (15.5%), Internet (14.9%), and computer software industries (13.3%).

You have the onboarding process but employees still keep quitting their job? There is always room for improvement.

Here are some questions for you:
  • Do you check up on your new employees progress?
  • How does your organization encourage loyalty?
  • Is a new employee getting along with others?
  • Are employees leaving your organization at critical points during their first year?
  • What are the most common issues in the company?
  • Are people intimidated by a team leader?
  • Is your team strong? Can they rely on each other?
All these things matters. The fact is that the onboarding doesn’t end after day one. You have to think about small things in order to make your team strong. Maybe you didn’t make the right choice in the first place by hiring the wrong person. If that is a case, you can always rely on an IT recruitment company to help you to find the most suitable person for a job. However, your job is to make onboarding process work, so you should conduct more comprehensive studies on trends in your workforce and induce a positive change.

Why do new hires leave?

To solve the turnover rate problem, you have to look at the causes of the problem. When employees are not content with their job, that’s usually because they have a negative or difficult onboarding experience. They start second-guessing their decision to join a company or even quit in the first few months. The most common reason is that they came to a conclusion that this particular position isn't suitable for them after all. The second one is that the job description they were presented to in the interview doesn't match the realistic daily tasks and requirements. Also, the cause of the problem might be the executive person.   [caption id="attachment_479" align="aligncenter" width="500"]IT recruiting: Why people quit their job quickly? Employees start second-guessing their decision to join a company or even quit in the first few months[/caption]

How to improve the onboarding process?

In order to keep new employees your company has to be organized and to deliver tasks on time, to improve socialization, choose a mentor or buddy for a new employee, but also to plan an extended process beyond the first week. That’s why pre-boarding is as important as an annual review and everything in between.

Pre-boarding: Sett the right expectations

The pre-boarding starts with an accurate job description, effective interviews, and a great pre-boarding experience:
  • Welcome Email/Call
  • Agenda
  • Forms, benefits
  • Handbook, documentation, corporate information
  • Seating Arrangements
  • Technology, access
  • Manager/Team Introduction
Why is this phase so important? The first day guides will help new employees prepare for a successful first week and beyond. If they know what to expect, they won’t be disappointed. However, if they don’t know all these things, this will leave room for confusion and disappointment. Keep in mind that receiving clear guidelines about responsibilities is the most important thing for new hires, as well as effective training and help of a co-worker.

After Day 1: Engage new employees

In the first 30 days, it’s important that new employees know what is expected from them and how they can succeed. The manager’s job is to make sure that a new employee is engaged, affiliated and willing to take on responsibility. They should feel comfortable about asking for feedback and encourage them to give suggestions and be involved. Although you have sent them all documentation about the company, that’s not enough. They’re learning about the company while they’re working with others, so you should make an effort to help them. them learn more about their department, clients and the company.
  • In this phase, you have the power to create a genuine sense of belonging and loyalty, so you better start working on engaging new hires.

The Middle Months: Advise and coach new hires

Are new hires motivated or disappointed? During the first 3 to 6 months, you should thoughtfully listen to your employees’ needs and hold an interest in their learning and development. Be responsive and react easily to their suggestions, appeals or requests. Managers or their buddies should advise and coach them along the way. They should feel that they have meaningful support, so don’t judge them. If you miss alarming signs in this period such as demotivation, you will quickly lose one of your employees.

First Annual Review: Ask for feedback

The end of the first year is when traditional onboarding transitions into retention and employee satisfaction. You have finally achieved your goal - you managed to keep your employee for a whole year. But watch out, your employees are thinking about their progression in the company. So you better keep track of what's working well, and what could be improved. Here is what you have to do after a year:
  • Do a formal review of the new hire’s performance.
  • Recognize the employee’s achievements.
  • Ask for feedback.
  • Discuss a career development plan that’s focused on advancement within your company.
  • Discuss their professional development goals and recognize appropriate learning opportunities.
[caption id="attachment_480" align="aligncenter" width="500"]What people really want from onboarding? You have to understand your employees needs in order to keep them[/caption] Learn more about onboarding: Tips for a better onboarding process to improve new hire satisfaction.

Conclusion: Personal connection will reduce new-hire turnover

  In the end, two things are crucial for onboarding: policy training and a mentor or buddy program. You have to meet new employees most basic needs for job clarity and personal connection. These two things will not only reduce new-hire turnover, but it will also increase employee engagement. Remember, effective onboarding and retaining employees will help you save both money and time.
Continue reading

How to Prepare for Java Developer Interview: 25 Commonly Used Questions

Java engineers are usually technical people, so let’s get straight to the point. Interviews are not about your formal education, but the skills and passion you have about the job. A diploma in computer science is great, but if you stopped learning after college, it’s worthless. Here is the simple question for you - are you able to discuss basic algorithms? Can you show a broader understanding of databases? If you’re not able to discuss the latest developments, you might have a problem. Further, it’s important to build an online presence and connect with other professionals from the field. IT recruiters will Google you anyway, so why wouldn’t you make a great impression before they even meet you? Just update your LinkedIn and GitHub account regularly and delete projects that you don’t have the intention to finish. Also, do a bit of branding on other social media platforms. You have to make an effort to present yourself at your best. Before we get to the interview questions, let’s take a look at the hiring process for the Java software engineer.   [caption id="attachment_459" align="alignnone" width="500"] Relax! We will help you prepare; Surce: Imgur[/caption]

Software Engineer Hiring Process

Just as on any job interview, you will have to go through a few phases. Since software developers are technical people, some interviewers tend to jump into the technical interview right away. So, you may do only one or all of the following phases:

Phase I

  • In this phase, an interview wants to get to know you better, but also to present the company in the best possible way. They will ask you about your previous employment and projects, but they will also want to know if you fit in the company culture.

Phase II

  • This is the phase where you will have to show what you know. In the technical interview, you will probably talk with another developer or project manager familiar with the development. They will ask you specific questions in order to evaluate your skills.

Phase III

  • In the final part, you can ask some questions about the job and the company.

Questions about your experience, skills, and personality

Recruiters don’t want to scare you and start with serious questions straight away. They will first ask you about some basic stuff, and then go deeper into your knowledge.  

1. What programming languages have you used in the past? What are programming languages intrigued you the most?

It’s crucial not to lie when answering this question because they will ask you about specific tasks that you had. A recruiter will try to find out if you’re familiar with a language they commonly use at the company and to determine your level of programming knowledge.

2. Do you prefer working in a startup environment or an established company?

This question will show them if you’re the right fit for the company. You’ve probably done a bit of research about the company, so you have to adapt to their expectations if you want to get the job. Moreover, you have to ask yourself the same question before you apply for the job.

3. What are the principles of good software engineering? What principles do you follow?

A recruiter wants to know more about your coding philosophy and critical thinking skills. Here is the tip - try to remember some established developer that you watched on Ted Talk or read about them. Don’t just quote them, but think about how this person has influenced your work.

4. What distinguishes a great software engineer from a good one? Do you feel you have those qualities?

Well, you don’t want to brag, but… Just be honest, where are you when it comes to your skills, and where you want to be. Show a recruiter that you want to learn about the new technologies every day, that you’re aware that the learning process never ends. Be confident about your knowledge, but aware of you lacks in knowledge.  

5. Can you follow the Agile software development process?

Nowadays, Agile is the most common way to manage software development procedures, so a recruiter may ask for your opinion about Agile. Make sure that you’re at least familiar with agile if you never had an opportunity to work in the company that used it.

Specific questions for Java software engineers

Basic questions for Java developers

It can be easy to prepare for this kind of interview because companies are usually focused on data structure and algorithm.
  • It’s essential to know the right buzzwords, learn the right technologies and prepare the right answers that are commonly asked in Java interview.
So, go through data structure and algorithm and make sure that you know fundamental things. If you fail on basic things, you fail the interview. There is a number of books, tutorials, and articles that can help you refresh your knowledge about basic stuff like a binary tree, queue, stack, linked list and so on. [caption id="attachment_456" align="alignnone" width="500"] Don't let this be your interview experience; Surce:[/caption]
  1. Explain JDK, JRE, and JVM?
  2. Explain public static void main (String args[])
  3. Is Java a statically or dynamically typed language?
  4. What is the difference between an abstract class and an interface and when would you use one over the other?
  5. How do you organize your class modules and assets?
  6. Why is java not 100% Object-oriented?
  7. What are constructors in Java?
  8. What are the differences between Heap and Stack Memory?
  9. What is the difference between equals () and == ?
  10. What do you understand by the term ‘Functional testing’?
  11. Explain Bug cycle.

Advanced questions for Java developers

You may be an experienced Java developer, but that doesn’t mean that you shouldn’t prepare for an interview. Here are some questions that will help you test your knowledge. [video width="460" height="258" mp4=""][/video] Life of a software developer; Source:  
  1. Based on which methodologies unit tests can be written?
  2. How does Garbage Collection prevent a Java application from going out of memory?
  3. How is Java SE related to Java EE?
  4. Is ForkJoinPool introduced in Java 7 always a better alternative to ThreadPoolExecutor?
  5. What is the difference between HashMap, ConcurrentHashMap, and Map returned by Collections.synchronizedMap
  6. Servlets 3.0 introduced async support. Describe a use case for it.
  7. Why do you think lambda expressions are considered such a big thing for Java 8?
  8. Why would it be pointless for a static or final method to use dynamic binding?
  9. What will happen if you put System.exit(0) on try or catch block? Will finally block execute?

Prepare for the interview

No matter how great you are in your job, it’s important for your self-confidence to prepare for the interview. In particular, you have to do a bit of research about the company. Take a look at their website and learn more about the company culture, their projects, the technologies they use, etc. Also, you can check glassdoor and see what are commonly asked questions in the specific company or practice with mock interviews on gainlo. See if you can fit into the profile they’re looking for, but also think about your expectations of the company. [caption id="attachment_458" align="alignleft" width="500"] We wish you luck on the Java interview![/caption]
Continue reading

7 Sourcing Metrics Every 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 the 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 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 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 useful.

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, 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 don’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 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.

Continue reading

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 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 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 an IT recruiter tries 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!

Continue reading

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. 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.


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.  
Continue reading

Tips for a better employee 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 employee onboarding process that will show new hires 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 employee 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.  
  • Introduce the new employee to 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. [caption id="attachment_654" align="alignnone" width="1280"] Buddy program can be very helpful for employee onboarding process[/caption]

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 employee 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 employees 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 employee 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.
Continue reading

4 Ways Technology Can Improve Your Recruiting Process

4 Ways Technology Can Improve Your Recruiting Process

Technology is constantly improving and helping professionals from different fields to get their job done faster and better. These changes in technology affect the recruiter process as well, so professionals should stay up-to-date with techniques that can help them find the perfect person for a job. Moreover, there are a number of responsibilities that the HR department has to deal with - sorting employee payrolls, performance management, talent acquisition, administration and interviewing and hiring new employees. As the technology is improving, recruiters should follow new trends in order to handle these things in a modern and better way. The fact is that more and more recruiters are now relying on ATS (Applicant Tracking System) or recruitment software in order to improve their hiring process. So, let’s see how you can work alongside technology and use it to your advantage.

The power of artificial intelligence

Many IT recruitment companies are already using the power of artificial intelligence (AI). This technology is able to save a significant amount of time by helping recruiters finish many low-level, day-to-day tasks. Moreover, AI can screen and select A-level candidates without bias. This is a huge step in the recruiting process because the smart systems focus on experience, qualifications, and skills, without discrimination. Let’s be honest, humans can occasionally be discriminative, but now we can ensure that they don’t run the risk of having any unconscious bias.

A little help of chatbots

AI chatbots are extremely popular for a reason. They are able to carry out daily tasks such as answering questions or arranging interviews by saving a recruiter a lot of time. Now they can focus on an emotional and communicative aspect of hiring and make sure that employees and potential candidates are productive and satisfied. According to research, chatbots can save 75 percent of recruiters’ time, so they are definitely worth a try!

Job search and application process

As mentioned, AI can help recruiter find the best candidate - it can improve hiring system by scanning an application for the necessary criteria, but it can also alert the candidate if the position is suitable for them. Because of generation Z, eager-to-learn and tech-savvy workers will be all around us, so the hiring process should be speeding up as well.

Automatically track applicants

Tracking applicants manually can be costly, and take you a lot of time that you can use for other things. That’s why an applicant tracking system can be a great tool for recruiters - by automating these processes, recruiters can make informed decisions in a timely manner, although ATS does not remove the human component from hiring. Now recruiters can compare candidates to open position, easily determine channels that are providing the best candidates, and use that intelligence to set reasonable hiring goals. There are even more advantages that recruiters will get if they use ATS - they will be able to build a custom workflow for each job opening, stay organized, and, more importantly, they will be able to eliminate redundant tasks along the way.

How do applicant tracking systems work?

When a person click “apply for a job”, their resume is automatically going to be scanned by bots. There are a few important words that a bot is searching for, so if a person doesn’t have some of these words in a resume, or they have a typo, a bot won’t recognize them as a valuable candidates. Only resumes that bots accept will reach an actual human being. However, this system is not fail-safe. Some qualified candidates are likely being automatically filtered out of the vetting process by mistake, so both recruiters and candidates have to be careful. Applicants should find a way to optimize their resume for applicant tracking systems, while recruiters should choose a tracking system that was proved to be good. If they do so, they will be able to have more productive, fact-based conversations about each candidate, thus reducing the risk of unconscious bias.

Tracking candidates on social media

Recruiters have been using social media as a powerful tool in the hiring process for years - from posting adds about the job opening to checking candidates online. Moreover, 70 percents of employers check prospective candidates’ social media platforms to see if they’re posting regularly about industry-related topics and well-known industry speakers in order to see if they are passionate about their job. Nowadays, it’s very important for candidates to build a personal brand, and they can do it by using social media platforms such as LinkedIn, Twitter, Medium, Slack, etc. A candidate may be a beginner, but if an IT recruiter can see that they are passionate and interested in the industry, they may consider them for a position. Further, the good sign is if you can see a candidate liaising with industry peers and colleagues online because it shows that they have an interest in making a mark in their field. Headhunters can find a professional that may be great for the job opening on social media platforms, or check others who have already applied. Either way, social media is just one element of technology that is improving the hiring process and it can help recruiters make the best decision.

Recruiting software for compliance issues

HR leaders handle a variety of compliance issues related to employees. They have to stay up-to-date, especially because state and federal employment regulations can change at the drop of a hat. From anti-discrimination laws to wage and hour laws - they have to know everything in order to protect themselves and employees.   To ensure that they are staying compliant at all times HR stakeholders can use recruiting software with advanced reporting features. This tool gives them the ability to generate standard and custom reports in a matter of seconds, but also to stay ahead of legal issues. They can see how the organization maintains compliance with federal anti-discrimination laws, immigration laws, wage regulations, medical leave entitlements, safety requirements company benefits, workplace, etc. With this tool in their hands, they will be able to identify trouble spots in the recruiting process, compare them to compliance reports and find the best way to proceed with workflow improvements while staying within the letter of the law.

Use technology, but think with your head

Although technology is constantly improving, humans and technology should be working alongside one another in a variety of industries. After all, recruiters are dealing with people. Both humans and technology have flaws - while humans can have bias, technology can reject great non-traditional candidates. Not everyone has a perfect presence online, but some of these people can have a great knowledge and experience in their resume (and head). There are a number of talented people around us, so we need to start thinking about how to re-invent recruitment by combining big data tools with human expertise. Remember, technology is great, but recruitment still needs the human touch!
Continue reading