In a previous post I said that at Buying Butler and RightIndem we have been growing quite rapidly across the board, but in this post I want to talk a little about our hiring process for developers. Hiring good people is hard and Me, and our CTO Steve Weston, have worked at many companies that have had horrible hiring processes, so we are keen to not replicate some of these other companies.
When we hire developers, and if you are due to interview with me and have landed on this post as part of your research (hello), there are 4 main things we are looking for in a developer. These are
Have you got the base skills to come in and be productive straight away?
How passionate are you about software development?
What is your approach to learning and picking up new skills and technologies?
Will you be a good cultural fit for the company?
By knowing this bit of insight you are not cheating our recruitment process, but by understanding these 4 areas you will be in a position to wow us in the interview. Lets cover these off one by one.
As a company owner or hiring manager, attracting software developers into your organisation is one challenge. You have to hook them in with a job specification and then sell your company to them in an interview as-well as gauge their technical abilities.
But once a developer starts at your company, you then have to retain them. The jobs market is quite vibrant at the moment and developers have a plentiful choice of companies to go to as a permanent or contractor developers.
On-boarding and training up a new developer is quite a large commitment to a company in terms of time and costs, so how do you keep a developer engaged and wanting to stay so they can be productive and give a return on your investment.
In this short article I want to share some of my thoughts and view on this, but what I would really like to happen is for you to comment on this article and give your opinion either as a developer or as a companies hiring manager.
Has your company done something else to retain staff, if so what and how well did it work? Did they try something and it didn’t work?
There are a number of accepted ways to succeed in a job interview. Dressing in a nice, presentable fashion, being friendly, keeping eye contact with your interviewers, and providing concise and thoughtful answers to interview questions are all on the list. Unfortunately for all job searchers out there, for every tip toward a successful interview, there are probably a hundred different ways to fail. Some sure-fire interview blunders are common knowledge: showing up late, being rude to receptionists, or looking like a total slob are just a few behaviours that just about everyone knows will kill their employment chances.
However, there are also a few interview-killing behaviours that are a bit more subtle than arriving 10 minutes late, behavioural trends that are all too easy to fall into during an interview, and that can snap your employment chances before you even realize what you’ve done. Read on to learn about three of these interview missteps, as well as for tips on how you can avoid them.
Four Common Job Interview Questions (And How to Answer Them)
When you apply for a new job, you open yourself up to an extensive employment screening process. Your prospective employers will want to run a background check to learn about any criminal history you may have; they will want to run a credit check to find out how you handle money; they will want to look into your educational past to see if your resume is telling the truth; and they will want to call your former employers or references to ask probing questions about the way you work and interact with others. All of this is enough to make anyone want to roll themselves up into a ball and never apply for another job again, and that’s without the above list even including the most obvious section of the screening process: the job interview itself.
Indeed, how you perform in a job interview will often be the determining factor for whether or not you earn yourself a job offer. With that in mind, it’s good to know which questions to expect on an interview, and luckily, many questions are standard across virtually all job interviews. Be warned though, sometimes, the most important thing isn’t what you say in response to these questions, but how you say it.
With that in mind, here are five tough questions you might find yourself facing during a job interview.
As a hiring manager, I often have to sift through many CV’s looking for candidates and then get people in for interview. The quality of CV and interview seems to vary greatly and I have some some developers who look OK on paper but performs terribly in an interview. In this article I want to offer some practical advice so anyone thinking of changing jobs based on my experiences of interviewing potential staff. Generally I interview software developers, but the advice in this article should be useful to anyone.
There is nothing in this article that is secret or about cheating the interview. What I want to do is help you present yourself the best you can to a potential employer. They don’t want to catch you out. An interviewer will want you do to the best you can, so a little bit of preparation can go along way. Also should anyone be coming for an interview with me, I would hope they do their research and google the interviewer (Stephen Haunts) and land on this page.