Build an Online Presence and Make Connections as a Junior Developer: How to Start?

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So many established developers are already getting people’s attention online, so why should you even try to get out there? Well, because you can and because it will help you in so many ways. For example, you will rank better on Google, so when potential clients search your name, they will find your work quickly. Next, you will get noticed! Having a discussion with other professionals can help you learn and find a job opportunity that’s the best for you. That’s why having a blog and online portfolio is essential in IT world.

Moreover, an online presence is a must-have thing for a developer because you’re building your personal brand. So, let’s start branding!

Why and how to start blogging?

Blogging is freeing experience – you can use it as a way to show your personality and interests outside of code. Still, coding is the priority, so you should start writing about programming even though you’re not an expert. Write about your learning process, what did you try and what had worked the best for you. You know some useful websites or tools? Write about it! Go outside your comfort zone and start typing.

Creating a blog is simple and it doesn’t have to be flashy or expensive – you can use a WordPress blog with a free theme, or you can write on platforms such as Medium or Jekyll. As this may be your first blog, the important thing is not to overthink. Just write about topics that inspire you, because the most crucial thing is that IT recruitment agencies and like-minded people can actually find you online, see what you’re about and contact you if needed.

Another goal is to document your learnings that will be useful for both you and your audience. Don’t try to sound too smart and to share advice about topics you’re not familiar with. You’re just starting your developer career, so don’t act like you know everything.

Further, a blog will help you connect with people and discuss things that are trending in the industry. So, when you use new technologies, you will have someone to ask for help or advice. This may be the most awesome benefit of blogging – connecting with strangers you have something in common. Let’s be honest, you can’t talk about coding with everyone, so chatting with these people may be relaxing for you.

The blog is your voice

There are few things you should consider before starting a blog. Firstly, pick a blog name carefully. This is something you can’t just change. A blog name should set the tone of your blog, and tell people what you’re actually writing about. This also refers to your web address. Secondly, you have to think about the visual identity of your blog. Determine your blog’s color palette and keep this identity on social media platforms, too.

You are creating your blog’s personality, so you have to think about details. When it comes to your writing style, you have to sound like a human while writing, so you have to inject a bit of your personality into your content. Standing out from others is not a simple task. Your style and authenticity are the things that will attract people, so they will keep coming to see what’s new on your blog.

It’s important to stay consistent to your blog voice and to post regularly.

Choose the most respectful form of yourself and your passions because it’s hard to remove and forget what’s done in the online world. People are judgemental, so don’t let them turn you into a crabby person. Think twice before you post, and keep it respectful.

The importance of tidy Github account

GitHub can help you show your best work in developers community, as long as you tidy up your account regularly. You can highlight your most elegant code and projects you’re proud of but you can also learn from other developers.

Moreover, this is the best way to present yourself to IT recruitment companies. You may have a number of skills written in your CV, but recruiter can check on GitHub if you’re lying about it. Your code will tell them more about your work then your CV. That’s why you have to make sure that your account is not messy and half-finished.

Update account regularly and delete projects that you don’t have the intention to finish.

Here is a piece of advice – update account regularly and delete projects that you don’t have the intention to finish. Push code for both big and small projects. Don’t underestimate small projects because they can show that you have initiative and passion to develop in the field. Your account should present you as a compelling candidate, so don’t let IT staffing agency reject you before even hear from you.

Make a portfolio website

Are you credible to write about coding? You have to give people evidence of your accomplishments so they can believe you.  Give them first-hand evidence – pictures, links, references, publications, etc. A list of your skills is simply not enough. You have to organize and update your portfolio, add insights into the technologies you’ve learned and into the problems you’ve solved. Moreover, you can add your blog to your portfolio, so people will see how passionate you are about coding.  

Credits: https://dzonint.github.io

 

Everyone should make a portfolio, especially front-end developers and UX designers. If you’re one of them, established websites such as dribbble or Behance can help you get inspired and heard by other professionals.

Branding on social media

You may not be much of a social media person, but you have to make an effort to present yourself at your best. LinkedIn is a must-have in developers world, but Twitter will also help you build an online presence.

instagram.com/wibibibiii

A recruitment agency that has a perfect job for you may find you on LinkedIn, while on Twitter you can connect and actually discuss some topic with most prestigious CEOs. Both social media platforms can help you stay up to date and see what’s trending in the industry. You can even find out some interesting events and meetups that will help you connect with people in person (Meetup is also a great place to find events for developers in your area).

However, you have to watch out for mistakes! Your posts can see everyone, so make sure that you’re decent, kind, but also interesting and unique. Photos of your meal or inappropriate jokes are a no-no in the professional world. You are branding yourself, so you have to give people some kind of value. There is a thin line between being cool and unprofessional. As you can see, you have a choice, so try to present yourself as an intelligent, ambitious team player. Remember, your reputation is important, so don’t let an inappropriate post damages it.  

Expand your audience

It takes time to brand yourself, so you probably won’t have many visitors on the blog at first. Remember, you’re doing it for yourself, so if you’re consistent and devoted to your work, people will keep coming.

Start small – share your post with your friends and colleagues. Ask them for feedback, so you can improve your content. After that, you can share your posts on forums or even websites such as Reddit or Hacker News. Nevertheless, once you establish yourself as a blogger, you may have to deal with criticism. Don’t let this kill your enthusiasm for writing and remember your goals in these situations – you want to learn more by writing, to connect with like-minded people and boost your online presence. Also, social media platforms can also help you boost your blog traffic and expand your audience. Make sure that your content is catchy, so people will like, share and comment your posts.

Your passion is your gift

Yes, having passion and experience is the best combination, but you’ll get there. Passionate people learn quickly, enjoy their work and don’t give up after the first obstacle. Don’t underestimate an online presence because it can help you connect with many professionals and IT recruiters that will help you boost your career and establish yourself as a credible developer. Stay consistent, get up and code!

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Learn how to become IT recruiter

Are you ready to become an IT recruiter?

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

What does a recruiter actually do?

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

Qualifications for becoming a recruiter

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

Technical and non-technical skills

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

Any experience is important

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

Boost your visibility in recruiter society

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

Your first job

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

Talent finds talent

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

You don’t have to be a recruiting expert or a hiring master mind to know there are certain rules and requirements that need to be obeyed and fulfilled in order to have a fully functional and above all motivated team. Welcoming new members aboard can get surprisingly difficult sometimes (even if you followed all the instruction and your instincts too). Recruitment agencies are there to help you avoid these situations, but you should acknowledge the fact they’re not unmistakable either.   The good news is that chances of having hiring doubts and problems can certainly be minimized (let’s not be pretentious and speak of completely eliminating these odds, at least for now). Good HR strategy can substitute the usage of crystal ball and help you spot potential problems before they actually occur.    And you’d need the right staff to create a successful staffing strategy. There’s a whole set of rules and distinctions when it comes to recruiters too.

What does it take to succeed as a tech recruiter?

  • Dedication with a dash of gazing 
First indicator of crafty (and hirable) IT recruiter is patience. Recruiting, when being done properly, requires time. If someone’s willing to tiptoe around a LinkedIn profile (and possibly around other social media profiles - no stalking potential intended), plus to be regularly checking out other platforms and sources, he might be a keeper. This patient tech recruiter will look into (almost) everything that can possibly be useful and found online. He’ll track down information about candidates (and clients when needed) and he’ll categorize it carefully and methodically.    Keeping colleagues in loop and keeping files, CVs, documents and information organized will contribute to success of the whole team involved in recruiting and hiring (no matter how big or small the team might be). Even if there’s one single recruiter working for you, his behavior and competence (or the lack of it) might easily effect the entire company.    So - Don’t choose a sloppy recruiter, he’s almost destined to mix up names and available positions and the next thing you know – you’re hiring a Senior Ancient Greek Satyr (priceless for development of 5th century B.C. theater but inexplicably bad if you’re developing a team of IT experts).    And here’s the thing – every recruiter should examine those professional (and/or social) networks. But he has to know about boundaries and make sure never to cross certain lines.   
  • The thin line between being thorough and plain scary 
The worst case scenario – a recruiter being desperate and needy. If a recruiter messes up big time and confuses a bunch of stuff, or seriously mispronounces some names and tech terms – there’s still a possibility they’ll miraculously manage to persuade a developer into considering their job offer. However, being winy or tedious will surely get them a one way ticket to “seen”.     If you’re looking to hire a tech recruiter, make sure he knows how to deal with deadlines, stress and ultimately – each recruiter must know how to communicate and distinguish persistence from perpetual, compulsive texting. The kind of individual that’s willing to exchange quality for quantity is very much likely to send texts without true substance (which will lead to extremely poor response rate, and then back to more pointless texting).   Yes, recruitment gets difficult sometimes, the market keeps getting more competitive and everyone’s in a hurry to hire. But this is no excuse for anyone to come off as borderline obsessive. Following up every now and then is a must, just make sure they know the frequency limit before they end up characterized as literal head-hunters.   (x) Cold-calling is out of the question. (x) Emailing or texting until you’re blocked, banned, or ostracized are not allowed. (x) Generic texts and copy-paste messages aren’t welcome. (x) Irrelevant information and redundancy are inadequate and will most likely be ignored.  
  • The importance of questions and coffee
Recruiter is indirectly taking part in your employer branding. This is the person that should represent your company with all its’ values. They need to be fully aware of the priorities and they should be asking questions about basically everything.   

Be specific about what truly matters so they can spread the word. 

Let’s imagine for a moment you’re contemplating a career change. You’re receiving some offers and this really poetic text hits your mailbox. You’re being informed about some utopia among IT companies, everyone there has some cool Tolkien - like title and they’re all having so much coffee you can’t help but wonder if the job’s actually on a plantation.  Feeling special because you received an offer like this yet? Of course not, you know better. So does a (potentially) good recruiter.  

Attention, employers! Do not withhold information from our fellow recruiter.

If the employer (or some other person in charge) doesn’t provide a recruiter with the necessary information, the result might sound like random babbling about unicorns, rock stars, vegan burgers etc.   

Recruiter needs to be all about the questions. 

And they need to be well informed and up to date. You should be looking for a tech oriented HR enthusiast who’s asking the right kind of questions and who’s able to correctly rank benefits from “very important” to “wow, look – a doormat that glows in the dark”. It’s easy to spot a person who’s eager to learn and develop new skills. Successful recruitment has very little to do with seniority itself sometimes. Have this in mind while hiring:
Experience does not necessarily equal the amount of time spent doing something.
They should be asking significant questions, and so should you. 
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I researched Applicant Tracking Systems (So you don’t have to)

Are you having hard time handling your talent pool and worried with upcoming GDPR? Then you probably tried to figure out which ATS would suit your needs. ATS stands for applicant tracking system and the idea behind this software is to automate company’s recruiting and staffing efforts, but also to manage candidate’s data. Handy little thing. The bad news for HR and PeopOps teams is there is a bunch of them (more than 300 in the market at the moment to be exact). Our team tends to move fast so we can keep our average time per hire at 2 weeks. From the moment we receive the job description to the moment a stressed manager starts thanking us, we only think about tracking our time and productivity. Staffing agencies use CRM’s and we couldn’t afford the whole team to do the research. The decision was I should do it. I’ve found an article named The top 100 ATS in 2018 . Oh, the excitement. 
 

I wanted to learn which ATS are the biggest sharks out there using.

Well, none of them. Google developed their own ATS product called Hire. The bad news is that this software is available only for companies that use G Suite and are based in US.  Facebook also developed CRM for their needs. This might not be the best solution for every company cause it takes up a lot of planning and resources if you want those cool features like video interviewing or employee referrals. We developed CRM for our needs and it’s far from perfect. It’s also far from cheap and we don’t even have “the cool features”. The truth is, most of the applicant tracking systems are built for small to mid sized businesses. Large organizations usually need more custom features and I figured Breezy has that option. Also comes with a “custom” price.

What happened when I used the ATS

I researched a bunch of them, but decided to write an overall review for just a few of the most popular ones. The most common elements are: career sites, applicant tracking, advanced search options, interviewing tools and analytics. 1. recruitee has career sites with customized application forms, you can even customize hiring workflow for each position. They also have this drag & drop option, which gives the user a nice kanban/trello feeling. Apart from the great UX, it offers a nice set of features for recruiting teams and integration with Slack. They listed pricing, so go check it out. 2. Workable says they are the most popular ATS, yet no pricing. The workflow is quite much the same as previous, it starts with a career site where applicants apply. Once they appear in your pipeline, each candidate will have their own profile. Workable has built in sourcing tool, based on booolean queries. Mobile apps available. 3. SmartRecruiters looks like pobresito comparing to the previous two. You'll find four tabs and for each job you'll have well drew up charts and data about the position. What I hated is how many pages I had to read to figure out what features this ATS has. KISS. 4. Zoho AKA the free one. There are actually two types, one for HR teams and one for staffing agencies. The free package for staffing agencies comes with Candidate Management, Career Website, Client & Contact Management, Email Management, Interview Scheduling and Job Posting Management. It is cloud based, offers integrations with social media, API or email, but it is provided only in Enterprise model. CV parsing also comes with few bugs. Much like others, you can customize ATS to your needs, migrate data etc. Does the trick for small recruitment teams. Bonus warning for recruiters: I noticed there are bunch of these charts, tracking your efforts. There are companies that are not able to meet their hiring needs due to different reasons. Seeing these charts might just motivate you to pursue your dream of being a farmer. I am kidding you not, I'm not even a recruiter and these things seem mean. (under pressure playing in background)

What to focus on when choosing an ATS

Social Media Sourcing

Copy/pasting a job offer to social media, and then adding a pic can be a drag. But, we’ve been used to doing it manually, and it gave results. What we’ve discovered is there are ATSs that allow you to connect your official LinkedIn, Facebook and Twitter page to it, and to post your job opening through it. Due to instagram’s policies, we all still dwell in sort of a limbo where we have to manually post. However, three out of four doesn’t sound at all bad. Good example of this is zoho. It may not be included in a free pricing plan, but at the end of the day, the level of optimization is completely up to you, and ATS is there to help you optimize your process.

Posting to External Job Sites

This one is a no brainer. It is necessary for acquiring applicants, and possibly the applicant who will be just perfect for the job opening. Luckily enough, most ATS’s we’ve looked at have this option. This option adds an additional dimension of security and creates more confidence in applicants that you are offering a stable and reliable work. Zoho has a basic function for this in it’s free pricing plan, and recruitee and workable offer this option.

Compliance with local laws

Four letter everyone should pay attention to are GDPR. Fortunately, all ATSs we’ve reviewed disclose where data is stored, and how it is protected. A good example of ATS disclosing this information is recruitee. You might also want to research if and how taxes are applicable.

Mobile Capabilities

If you’re a small agency owner, and you’re on your feet most of your time, it’s very important, as it is to me, to be able to access and see where in the selection process the applicants are, on the move. Workable and SmartRecruiters both have apps that will provide you with necessary insight to see how your candidate is doing in the selection process.

What I learned losing my mind over this ATS madness 

1. It’s an absolute must have if you have a lot of applicants asking for internship opportunities; 2. It can improve candidate experience, you’ll send feedback right on time; 3. Most of this softwares rely on a “post and pray” strategy. Reality is that in IT recruiting - the best talent out there are passive candidates and won’t apply through your career page. You would have to add their info manually or ask them to fill in data. 4. … which also reminded me that if there is a fill out form with more than 3 questions, Seniors just ain’t gonna do it if they are not really into the position; 5. Some of them are really pricey and you will probably have to talk your CEO/CTO/CFO into it; 6. Design sells; 7. It really depends on the size and needs of the organization;

What are your experiences? Hit the comments.

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What is Pay per Stay?

Switching jobs or looking for people to join your team takes a significant amount time and even more dedication. The entire hiring process implies a lot of searching and questioning on each end, but it also brings a certain feeling of accomplishment once this difficult task is successfully fulfilled. Our job is to be that link between talents and those who are looking for an opportunity to meet them and invite them to make their team even more exceptional and productive. Knowing we’ve done something good and contributed in someone’s career is what keeps us wanting to improve our ways. And we’re managing to grow by constantly finding solutions for problems our clients and candidates frequently come across. One of the ideas we came up with to make hiring easier and accessible for a variety of companies is called Pay per Stay method, and it’s actually very simple and efficient.

The Rubik’s cube

Each business owner is faced with numerous challenges and often with difficult decision making. The responsibility for maintaining each part of the company highly functional becomes a standard part of the daily routine. To put this simply, here’s what it is like for an entrepreneur: a coffee break followed by a full time contemplating and “what if”-ing section of the day.
Even though there are many amazing people with all the necessary skill sets, knowledge and all kinds of mojo any company would gladly welcome aboard, there are numerous small but inevitable factors one must have in mind when hiring.
Finding “the perfect match” is like trying to solve a Rubik’s cube – everything must fall right into place. Only in this case it’s a little less colorful and far more realistic. This Rubik’s cube is about structuring many elements, but these might pop up as the most important ones – the candidate must have certain tech skills required for the certain position, then there’s the part that’s often called “a culture fit” (and we’ll use this term until we come up with a more suitable one), and there is the always tricky question of a budget. Luckily, this is when our Pay per Stay method jumps in and saves the day. Or at least saves you from the notorious so called cash burnout syndrome. Before reviling the actual concept of this payment method let’s take a moment and explain what collaborating with us implies. Our number one priority is to collect all the relevant information about you and your company in order to reach out to the right crowd. Your first step would be to provide us with all the details about your current aspirations and future plans. And we’ll handle the rest – sourcing, screening and interviewing would be our preoccupations. Your next task is to check your inbox regularly and have a look at all the resumes we collected. It’s time for you to get introduced to experts interested in your projects and eager to hear more about what is it that you do.

The What Ifs

After carefully considering resumes and getting properly introduced to the candidates, you chose to hire someone. No matter how thoroughly we searched for suitable candidates, there is always a variety of potential scenarios, and unfortunately there’s always a slim chance something might not turn out as you planned. So, in case you decide that a person you hired does not entirely meet your expectations after all, you would need to do something about it. And that “something” is usually a code word for terminating the contact in majority of cases like this. What comes next? Well, our Pay per Stay method would surely cut your expenses if something like this happens.
And hopefully it will also cut your stress level in half.
The agreement we would offer you consists in dividing your payments for our services into 12 equal monthly fees. Think of it as a sort of insurance that if things go wrong you won’t be losing both – the new employee and the capital you invested in this whole hiring process.

The honest model

If we’re all down on our luck and your collaboration with the employee we introduced you to breaks for whatever reason, we would immediately stop charging you. The next step is entirely your choice – we could look further and find someone to take the first candidate’s place. We would appreciate any feedback from you and it would be more than helpful if you provided us with as many details about what went wrong as possible.  This way we can have all the pieces of this hiring puzzle together while looking for a new member to join your team. If you go for this option and let us keep searching for the person that will fit perfectly into your team, the payment method would remain the same. But the very good news for you is that we wouldn’t start charging you from the very beginning once you hire one of our candidates again. For example, if the first candidate you’ve decided to hire leaves after two months and after a while a new one comes along and you choose to welcome him to your team, we would send out our monthly fees as from the third month. All kinds of expenses on your end would just be paused for a while so that you can retain the necessary resources until we find a definitive match.
This brief introduction is meant to show a little bit of what we stand for.
Pay per Stay method of charging was created with the idea to encourage those who are in charge of smaller teams with the tendency to grow and those who are looking for a way to start their own business. What triggered this idea is the fact we are also a small group of people gathered around a goal to do something big that would hopefully have a positive impact on everyone we work with. Feel free to get touch with us. We would love to hear from you and get to know you. And we’ll gladly tell you more about our approach and our ways of making hiring easier and cost effective.
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