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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.

Conclusion

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!
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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.
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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: imgur.com[/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="https://www.omnesgroup.com/wp-content/uploads/2018/11/Softwer-Developer.mp4"][/video] Life of a software developer; Source: imgur.com  
  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]
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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.

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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 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!

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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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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!
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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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