Vetted Talent

Why Is Skill-Based Hiring Important for Software Development (1)
For Employers ● Vetted Talent ● Vetting and Hiring

Why is Skill-based Hiring Important for Software Development?

Skill-based hiring allows you to access a larger pool of developers and reduces hiring time, ensuring culture fit, high-quality hire, and higher retention.

What is the most important thing required to perform a particular task? It’s the skill to do the job, isn’t it? Skill-based hiring helps you choose the most suitable candidate for the job. As a result, many organizations are adopting this approach to hire the best talent. The time for conventional hiring methods like looking at the college and degree is over. Today, if you want o hire top talent, you must focus on skills. 

A CNBC report reveals Google, Apple, and many other tech companies don’t look for a college degree while hiring. They believe in hiring developers based on their abilities rather than their educational qualification. In addition, a Harvard Business Review found only 43 percent of the IT job postings by Accenture contained a degree requirement. Hiring software developers based on their skills is emerging to be the best way to build your development team. This blog post will discuss the importance of skill-based hiring in tech and how you can go about it. Let’s get started!

What is skill-based hiring?

As the name suggests, skill-based hiring is screening applicants based on their skills rather than their college degrees. These skills could be cognitive, physical, technical, or soft, based on the job requirements. The main purpose of this hiring method is to ensure the candidate has the skills needed to perform the assigned tasks. 

When hiring a developer, adopting the skill-based hiring approach means selecting them based on their skill and not rejecting them because they don’t have a college degree.

The best way to implement skill-based hiring in tech recruitment is to evaluate their programming and soft skills through a skill assessment. This helps recruiters choose candidates with the core expertise for the job and overcome hiring challenges like skill gaps in the traditional process. Moreover, hiring employees with the right skills reduces training time, ensures better productivity, and improves retention.

Skill-based hiring vs degree-based hiring in tech recruitment

By now, you have got some idea of skill-based vs. degree-based hiring; however, let’s dive more into this topic. Skill-based hiring focuses on the candidate’s abilities, whereas degree-based hiring emphasizes certificates. In a degree-based hiring process, recruiters look at the resumes and shortlist those that look the most convincing in terms of education and degrees. 

Look at the table below to better understand the key differences between the two. 

Skill-based hiring vs degree-based hiring

Skill-based hiring vs degree-based hiring

Did you know? A Statista report shows JavaScript is the most used programming language among developers as of 2022. However, many universities don’t teach the language in their computer science programs. 

If you follow degree-based hiring, you may end up hiring developers who are not skilled in JavaScript. On the other hand, if you focus on skill-based hiring, you will focus on the developers’ prowess in JavaScript and look at their past work instead of their college degrees and pick the best candidate accordingly. And thus, this approach helps you avoid mistakes while hiring software developers.

What are the advantages of skill-based hiring? 

Tech giants like Apple, Google, IBM, and others have adopted skill-based recruitment because it enables them to hire high-quality developers and lower recruiting costs. But it’s not just the big techs. Many companies—big and small, have switched to skill-based hiring across the globe. Let’s understand why.

  • Helps you assess a candidate’s true potential before hiring

    Evaluating a candidate’s skill is critical for hiring tech professionals. Skill assessments help you test a developer’s true potential to perform the responsibilities mentioned in the job description. With skill-based hiring, you can test a developer’s expertise in different tech stacks, like programming languages, frameworks, and soft skills.

    Moreover, every company has different requirements, and hiring someone based on their resume is not a great way to make a hiring decision. The skill-based hiring approach allows you to hire developers based on the job requirements rather than their degrees.

  • Grants access to a large talent pool

    Software development is a skill-based job, and anyone can acquire the skill without getting a college degree. A StackOverflow survey found that 56 percent of developers didn’t have a formal computer science degree, 69 percent of respondents were at least partially self-taught, and 13 percent were entirely self-taught.

    If you stick to hiring developers only with a college degree, you will miss out on a large talent pool. On the other hand, when you give preference to skill, you will attract more talent and increase your chances of finding the right fit for your company.

  • Brings in a more data-backed and equitable recruitment approach

    Several factors, including skillset, culturally fit, and individual values, determine a developer’s performance. Skill-based hiring requires hiring managers to use talent-matching tools and tactics to find the right candidate for an open position.

    These techniques are based on verified skills and data points that enable you to focus more on the technical and soft skills required for the job. Moreover, this recruitment approach significantly reduces hiring bias and gives every candidate an equal opportunity to land a job. It also removes the chances of hiring someone who obtained a fake degree using dubious methods.

    Also, read: 5 Tips to Become A Great Technical Hiring Manager

  • Reduces time and cost of hiring 

    Conventional hiring involves reviewing hundreds of resumes first and shortlisting candidates based on their degrees and the percentage they scored in their exams. You will often find candidates with fancy degrees who don’t have the right skillsets for the job. This not only makes the hiring process longer but also increases the hiring cost due to adding additional human resources.

    Skill-based hiring significantly reduces the hiring time, as it eliminates the candidates who lack the essential skills for the job. It ultimately reduces the recruitment cost. Moreover, when you hire developers based on their skills, you can save training costs, and they can work sooner.

  • Promote diversity and build an excellent company culture

    Diversity in the workplace is important in building a successful and thriving company. Skill-based hiring promotes diversity and gives you access to a larger talent pool. What’s more, diversity hiring helps your company get an edge over those who confine their recruitment within a particular geography or ethnicity. 

    Additionally, by emphasizing skills over college degrees, you can encourage applications from talented candidates who did not get a chance to earn a degree, thus creating a diverse workforce.

  • Drive business growth

    The success of a company significantly depends on its workforce. So, hiring suitable candidates is critical for every business, especially when hiring developers. You must be aware of the Eminent figures in technology industries like Steve Jobs, Bill Gates, and Mark Zuckerberg – all of them are college dropouts, but they went on to create thriving tech companies.

    Candidates with the right technical and soft skills aligned with your business objectives will be valuable assets to your company and drive business growth whether they have the degree.

  • Increases employee retention

    Skill-based hiring means candidates join jobs that fit their skill sets. Such employees are more motivated and enjoy the opportunity to showcase their expertise. What’s more, they tend to work longer than those who join the job but don’t enjoy it due to a lack of skills. According to LinkedIn data, employees without a traditional college degree stay in jobs 34 percent longer than those with a degree.

Five steps to implement skill-based hiring in tech recruitment

  1. Understand your business requirements

    Understanding your project requirements is the first step toward implementing skill-based hiring. The more clarity you have about your requirement, the better your chances of finding the right developers. For example, skilled front-end developers can build a website’s user interface, identify issues with the front end, and provide solutions to influence the design.

    They can also build a static website that is used to provide some information to the users. A front-end developer needs to be well-versed in technologies like HTML, CSS, JavaScript, Angular, React, jQuery, Ember, and others.

    On the other end, backend developers build and maintain the mechanisms to process data and perform actions on a website or application. They enable the server, application, and database to interact. Backend developers must have expertise in programming languages like JavaScript, Java C#, Python, PHP, Ruby, and others.

  2. Write a clear job description

    Once you know your requirements clearly, you know which skills to look for in the candidates. The next step is to write a good job posting with a clear job description that mentions the skills you are looking for and the developer’s day-to-day responsibilities.

    You can also mention the KPIs you expect the developer to meet in a month or quarter. This practice gives candidates more clarity on what is expected of them.

  3. Create the right recruitment funnel

    A recruitment funnel is a framework that helps you track every stage of hiring and improve the overall process. From attracting suitable candidates to hire, the funnel streamlines your hiring process and narrows down the candidate pool till you select one. When you implement skill-based hiring, your hiring funnel looks different than the traditional hiring process. It should include the following stages from the top.
    • Attract candidates toward the job opportunity
    • Making sure the job seekers applying for the jobs
    • Assessing their technical skills
    • Shortlisting candidates based on the skill assessment
    • Interviewing the candidates to find the best fit for the job
    • Making the offer and completing the hiring process

      Also, read: 10 Tips for Onboarding Remote Software Developers

  4. Use an AI-powered hiring tool

    Modern AI-powered hiring tools have transformed the hiring process. From applicant sourcing to finding employees with the right skills, these tools make the skill-based recruitment process easier and faster. You can customize your requirements according to the job demand.

  5. Focus on skills at every stage of the recruitment process

    As the name denotes, skill is one of the most important factors to consider in skill-based hiring. It is even more crucial when hiring developers. From conducting skill assessments to shortlisting candidates, you should focus on testing the relevant skills.

    Design your technical interview questions around skills and job requirements, and avoid emphasizing degrees. Besides, identify the candidate’s personality traits to find employees who fit naturally into your organization.

So, what should you keep in mind while implementing skill-based hiring?

The most important thing to consider while selecting developers is the skills they bring to the table. Do they have programming, problem-solving, and soft skills essential for your business? Are they culturally fit and have the right mindset? These things are more important than looking at the candidates’ degrees or educational qualifications. 

Adopting skill-based hiring allows you to find developers with the right skills, irrespective of their educational background. However, conducting skill assessments for a large number of applicants takes a lot of work. 

But Turing can help you with that. 

Turing helps you to hire developers purely based on skills within four days. Our AI-powered vetting process uses 20,000+ ML signals to ensure you find the most suitable talent for your business. Once you share your requirements, we will match the right developer according to your need. Moreover, you get a free two-week trial period to evaluate the developer’s performance before signing a long-term contract.

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By ● Nov 8, 2023
AI for recruiting: Procure the Right People Trusting AI Vetting for Software Engineers
AI Services ● Custom Engineering ● For Employers ● Vetted Talent ● Vetting and Hiring

Procure the Right People: Trusting AI Vetting for Software Engineers

Procure the right people with Turing’s AI-powered vetting process that uses a structured approach to source, vet, and manage world-class developers.

Great employees are the foundation of successful companies. But great talent takes time to come by. And this is where AI for recruiting comes in. McKinsey’s Steven Hankin coined the term “war for talent” in 1997, and it continues to be true today. The competition has only gotten fiercer over the years, and while the recessionary conditions over the last year may suggest a surplus of talent in the market, getting the right talent is still difficult. A survey by Manpower Group* reveals that in 2023 nearly 4 out of 5 employers faced difficulty in finding the right talent. So how can AI for recruiting be beneficial? Let’s find out.

Reasons why hiring the right talent is hard

Today, hiring the right talent has become more difficult than ever. Here are a few reasons why: 

  1. Unhelpful resumes: Resumes often lack comprehensive or accurate information about a candidate’s technical and soft skills. Given these inconsistencies, hiring managers and talent specialists end up wasting precious hours going over hundreds (sometimes even thousands) of resumes. 
  2. Incorrect job descriptions: A job description is an important tool in finding and onboarding the right talent. Poorly translated job descriptions can create disconnects and inefficiencies in the hiring process, as the actual job requirements may differ from what hiring managers have in mind.
  3. Inefficient assessment process: Relying solely on unstructured interviews can result in random outcomes and wasted time for hiring managers.
  4. High competition: Intense competition for skilled professionals can make it challenging to attract and retain top talent.
  5. Cultural mismatch: Finding candidates who not only possess the required skills but also align with the company’s culture and values can be a significant challenge.
  6. Skill shortages: Shortages of qualified candidates in certain industries or roles further complicate the hiring process.
  7. Global sourcing challenges: For companies looking to hire talent from around the world, navigating different labor laws, immigration processes, and cultural nuances can add complexity to the hiring process.
  8. Inconsistent candidate experience: Negative experiences during the recruitment process can deter top talent from considering a company. Ensuring a positive candidate experience is essential to attracting and retaining the right candidates.
  9. High cost of hiring: The recruitment process can be expensive, from advertising job openings to conducting interviews and assessments. Managing these costs of hiring while finding the right talent is a delicate balance.
  10. Uncertain market conditions: Economic conditions, industry trends, and geopolitical factors can influence the availability of talent. Adapting to these external factors is an ongoing challenge for HR and talent acquisition teams.

What is AI for recruiting?

AI for recruiting refers to the use of artificial intelligence (AI) and machine learning (ML) technologies to enhance and streamline various aspects of the hiring and talent acquisition process. This includes automating tasks like resume screening, sourcing candidates, assessing qualifications, and even predicting candidate-job fit. AI in recruiting aims to make the process more efficient, data-driven, and fair by reducing human biases and optimizing candidate-job matches.

One of the primary benefits of AI in recruiting is its capacity to automate time-consuming administrative tasks. For instance, AI-powered systems can sift through vast numbers of resumes, screening candidates based on predefined criteria, and identifying the most promising individuals. This not only saves valuable time but also ensures a more objective assessment, reducing the risk of bias in the early stages of recruitment.

Additionally, AI can significantly improve the accuracy of candidate-job matching. By analyzing vast datasets, AI can identify patterns and correlations that may not be apparent to human recruiters. This results in a better fit between candidates and positions, ultimately leading to more successful hires and reduced turnover rates.

Let’s take a look at the major benefits of leveraging AI for recruiting. 

Benefits of AI for recruiting: How can AI improve the recruiting process?

AI for recruiting: What are the benefits of using AI for recruiting

What are the benefits of using AI for recruiting

Using AI for recruiting offers several benefits that can significantly improve the efficiency and effectiveness of the recruitment process. Here are some key advantages:

  1. Efficiency and time savings

    AI can automate various aspects of the hiring process, such as resume screening, candidate sourcing, and initial assessments. This reduces the time and effort spent by HR teams and hiring managers on administrative tasks, allowing them to focus on strategic aspects of recruitment.

  2. Improved candidate matching

    AI algorithms analyze a candidate’s qualifications, skills, and experience to match them with the most suitable job openings. This leads to more accurate candidate-job fit, reducing the likelihood of mismatches and improving overall hiring quality.

  3. Bias reduction

    AI can help minimize unconscious bias in the hiring process. By relying on objective data and criteria, AI-driven systems are less prone to biases related to gender, race, or other factors that can affect human decision-making.

  4. Cost reduction

    Automating parts of the hiring process can result in cost savings. Companies can reduce expenses associated with job postings, manual resume screening, and lengthy interview processes.

  5. Data-driven decision-making

    AI tools generate data and analytics that provide insights into the effectiveness of recruitment strategies. This data can help organizations make informed decisions about their hiring processes and optimize them over time.

  6. Enhanced candidate experience

    AI-driven chatbots and automated communication can provide candidates with timely updates, answer their questions, and offer a smoother application and interview experience, enhancing the overall candidate experience.

  7. Predictive analytics

    AI can predict a candidate’s likelihood of success in a role based on their skills, qualifications, and historical data. This helps organizations identify candidates who are more likely to perform well in the long term.

  8. Scalability

    AI can handle large volumes of candidate data and job openings simultaneously, making it easier for companies to scale their recruitment efforts when needed, such as during periods of rapid growth.

  9. Continuous learning

    AI systems can continuously learn and adapt to changing job requirements and candidate preferences. This adaptability ensures that the recruitment process remains up-to-date and effective.

  10. Global talent pool access

    AI-powered platforms can source candidates from a global talent pool, providing access to a diverse range of candidates with different skills and backgrounds.

  11. Reduction in human error

    Automation reduces the risk of human error in tasks like resume screening and data entry, leading to more accurate and consistent evaluations of candidates.

  12. Faster time-to-fill

    AI can identify qualified candidates more quickly, reducing the time it takes to fill job openings. This is particularly valuable for roles that require immediate staffing.

What are the challenges companies can face when adopting AI for recruiting?

AI for recruiting: What are the challenges companies can face when adopting AI for recruiting

What are the challenges companies can face when adopting AI for recruiting

While AI comes with a plethora of benefits if used for hiring, there are some challenges that companies might come across while using AI for recruiting. Here are the major challenges:

  1. Avoiding bias and being fair

    One big challenge is making sure that AI doesn’t make unfair decisions. Sometimes, AI can pick up biases from old data, which can lead to unfair hiring choices. It’s crucial to use AI in a way that’s fair to everyone.

  2. Getting good data

    AI needs good information to make smart decisions. Sometimes, companies struggle to find and use the right data. If the data is messy or not diverse enough, it can make AI hiring less effective.

  3. Being clear and honest

    AI can seem like a bit of a mystery. It’s not always easy to explain why AI picked one person over another for a job. Being clear and honest about how AI works is important to build trust.

  4. Following the rules

    Laws about hiring are pretty complicated. Companies need to make sure that AI hiring practices follow all the laws. These laws can be different depending on where you are, so it can be a challenge to keep up.

  5. Keeping candidates happy

    While AI can help speed up the hiring process, it shouldn’t make things worse for job applicants. Making sure that candidates have a good experience during the hiring process, even with AI involved, is important for hiring top talent.

How AI will change the recruiter role?

AI is poised to revolutionize the recruiter role in two key ways. Firstly, it will automate repetitive tasks like job description writing and interview scheduling, allowing recruiters to focus on relationship-building and candidate engagement. While AI can assist in outreach, recruiters’ human touch remains vital for building connections.

Secondly, AI will drive a shift towards skills-first hiring, reducing human bias. Recruiters will rely on AI to assess candidates based on skills and experience, fostering diversity and equity. As AI tools become integral, recruiters will need to emphasize soft skills like negotiation and storytelling. These skills will be essential in providing a personalized and efficient hiring process, ensuring candidates are a cultural fit and possess potential.

AI will transform recruiters into strategic partners who leverage automation for efficiency and equity while emphasizing essential human skills to engage candidates effectively, creating a more streamlined and inclusive recruitment process.

What are some myths about AI in recruiting?

AI for recruiting: What are some myths about AI in recruiting

What are some myths about AI in recruiting

There are several myths surrounding the use of AI in recruiting that can sometimes mislead businesses. Let’s debunk these misconceptions:

  1. AI replaces humans: Contrary to the belief that AI replaces human recruiters entirely, it primarily enhances efficiency in certain parts of the recruiting process, like resume screening and skill assessment, while human expertise remains invaluable in relationship-building and understanding nuanced candidate needs.
  2. AI simplifies candidate search: While AI provides valuable insights into the hiring process, it doesn’t necessarily make candidate sourcing easier. It can streamline certain aspects, but identifying the right talent still requires human judgment and context.
  3. AI eliminates jobs: AI tends to create more opportunities by generating high-level roles for those who can effectively utilize these tools. It complements human efforts rather than replacing them, leading to the emergence of new job categories.
  4. AI is only for large companies: AI is accessible to businesses of all sizes. It can benefit small and medium-sized enterprises (SMEs) just as effectively as larger corporations by improving recruitment processes and reducing operational risks.
  5. AI recruiting is expensive and complex: AI solutions vary in cost and complexity, with many offering free trials. These technologies can help analyze data and make faster, more informed decisions without requiring a substantial financial commitment.
  6. AI is only good for simple tasks: AI has evolved far beyond simple tasks and can excel in complex and specialized domains, from healthcare diagnostics to creative content generation.
  7. AI is just an algorithm: AI encompasses a broad spectrum of capabilities, and recruiting AI is a specialized application designed to automate and enhance recruitment processes through data analysis and predictive modeling.
  8. You can teach AI anything: Training AI requires time, effort, and continuous monitoring to ensure it understands and adapts to changing requirements.

Is there a solution?

Turing experts believe that having a system that collects proper representation and information on the following three fronts can help find the right candidate.

  1. Accurate qualifications and competencies of job seekers
  2. Actual job requirements aligned with reasonable expectations
  3. Valid and reliable assessment of the fit between the job and the candidate

A limited or regional talent pool can increase the difficulty of finding the right talent in a fast and cost-efficient manner. This is why Turing built an AI-powered platform that uses 20,000+ ML data signals to source, vet, and manage world-class developers. Following a structured approach, AI supports Turing’s vetting process and is Turing’s solution to the hiring conundrum.

Transforming Hiring with Turing’s Comprehensive AI Vetting Process

In the dynamic world of tech recruitment, Turing stands at the forefront with its innovative AI-based vetting system. With a global talent pool exceeding 3 million software professionals, Turing offers career growth opportunities for developers and the assurance of being vetted once for a lifetime of prospects.  In this video, Turing’s CEO Jonathan Siddharth explains how Turing uses AI to evaluate developers. 

Progressive Assessment Tailored to the Job

Turing’s AI vetting process revolves around two key vectors: role types and dominant tech stacks. This tailored approach ensures that candidates are assessed based on the specific skills required for their roles, whether they’re Front-end Engineers or Back-end Engineers, specializing in React, Node, Python, Java, and more.

Stage 1: Fundamental Knowledge Evaluation

The journey begins with a deep dive into candidates’ fundamental knowledge. Turing’s AI system conducts automated knowledge tests, examines code blocks, and tests language or technology concepts. Dynamic scoring based on question difficulty enhances candidate quality assessment. With over 150 automated tests catering to 10+ roles, foundational skills are thoroughly scrutinized.

Stage 2: Coding Proficiency Assessment

Successful candidates progress to Stage 2, where they face coding challenges aligned with their tech stack. These challenges assess algorithmic prowess, data structure understanding, and coding best practices, emphasizing efficiency and performance. Performance metrics, including testing, debugging, code deployment, and API interaction, ensure candidates possess practical skills.

Stage 3: Soft Skills Evaluation

Recognizing the importance of soft skills, Turing’s AI evaluates candidates’ core values, communication, collaboration, and remote work adaptability in Stage 3. This holistic approach ensures candidates meet the technical and interpersonal requirements for the job.

Stage 4: Perfect Match Assurance

In the final stage, Turing’s AI system meticulously matches job requirements with candidate skills, ensuring a harmonious fit between abilities and job demands.

Turing’s four-stage assessment process, encompassing technical proficiency, soft skills, role-specific knowledge, and job compatibility, revolutionizes hiring. With a commitment to excellence and a 97% retention rate, Turing has earned the trust of 900+ companies, including industry giants like Pepsi, Disney, and Dell. Transform your hiring experience with Turing’s AI-powered Talent Cloud and reap the benefits of precision and efficiency in talent acquisition.

FAQs related to AI for recruiting

  1. What is AI recruiting?
    AI recruiting involves using artificial intelligence to assist in various stages of the hiring process, from sourcing and screening candidates to assessing their qualifications and predicting job fit.

  2. What is the role of AI in hiring process?
    The role of AI in hiring includes automating repetitive tasks, enhancing candidate matching, reducing bias, providing data-driven insights, and improving the efficiency and effectiveness of recruitment.

  3. Can AI replace humans in recruiting process?
    While AI can automate many aspects of recruiting, it cannot fully replace humans. Human judgment, communication, and empathy remain essential in evaluating soft skills and cultural fit.

  4. How AI is changing the hiring process?
    AI is changing the hiring process by streamlining tasks, reducing bias, enabling data-driven decisions, and enhancing the candidate experience, ultimately making recruitment more efficient and fair.

  5. What are the challenges of using AI in hiring process?
    Challenges of using AI in hiring include potential bias in algorithms, data quality issues, transparency concerns, legal compliance, and ensuring a positive candidate experience.

  6. What are the benefits of AI powered recruitment?
    Benefits of AI-powered recruitment include efficiency gains, better candidate matching, reduced bias, cost savings, faster time-to-fill positions, predictive analytics, and improved overall hiring quality.

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By ● Sep 18, 2023
Data-Driven Recruitment Improving Your Hiring Process
For Employers ● Vetted Talent ● Vetting and Hiring

What Is Data-Driven Recruitment and Why Do You Need It?

Data-driven recruitment leverages data analysis and insights to make informed, objective decisions when selecting candidates. Here are 5 ways to implement it.

What is data-driven recruitment, and why do you need it? Well, gone are the days when candidates relied on local newspaper adverts or headhunters to get into the room with a top recruiter. The recruitment landscape has changed drastically over the last decade, where now, candidates use new-age methods to hunt jobs, from tailor-made recruitment platforms to social media posts. Hence, you must adapt accordingly and improve your recruitment process for hiring top talent. 

Of course, recruiters depended on experience, gut feeling, and often blind luck to get the right candidate. Going through piles of resumes without knowing if the right person was somewhere in them was always the compromise. Moreover, whether the CV genuinely represented the truth about a candidate’s skills and knowledge was also unknown.

Thanks to modern-day technologies, you can boost your hiring process and make it more efficient. One of the best ways to do so is through data-driven recruitment. A data-driven recruitment process is quicker and more accurate, allowing hiring managers to recruit better candidates and save resources. 

In this blog post, we’ll provide an in-depth overview of data-driven recruitment. Let’s dive right in.

What is data-driven recruitment?

Data-driven recruitment or data-driven hiring is an innovative approach to the hiring process that leverages data analysis and insights to make informed, objective decisions when selecting candidates. This method goes beyond traditional recruitment practices, which often rely on intuition and subjective evaluations, by using quantitative metrics and advanced analytics to identify the best talent for a given role.

By harnessing the power of data, organizations can gain a deeper understanding of their recruitment processes, identify patterns and trends, and make data-backed decisions to improve their hiring outcomes. 

A data-driven approach to hiring is the direct result of modern HR technologies becoming normalized in the workforce, such as performance management platforms, HRIS (human resource information systems), and ATS (applicant tracking systems). These technologies all contribute to collecting a massive amount of recruitment data that data-driven recruitment can leverage. 

In today’s fast-paced and competitive job market, finding the right candidate for your organization can be challenging. As mentioned earlier, companies face certain hurdles when it comes to the early stages of the hiring process, including speed, difficulty in finding qualified candidates, and potential biases. Data-driven hiring aims to solve these challenges by equipping hiring teams with concrete data that helps them hire accurately.

Daat-driven recruitment: Challenges faced in the hiring process

Challenges faced in the hiring process

Challenge 1: A lengthy and inefficient hiring pipeline

A slow and complicated hiring process can be a significant turn-off for potential candidates and lead to a higher drop-off rate, lower-quality hires, and increased costs for the employer. As a result, companies often struggle to attract suitable candidates and fill positions promptly.

Challenge 2: Limited reach and difficulty finding qualified candidates

Traditional hiring methods, such as job postings in newspapers or on company websites, may not reach a wide or diverse pool of candidates, limiting the organization’s ability to attract top talent. In some cases, the requirements for a job may be too specific, causing difficulties in finding candidates who are a good match. Additionally, the job market may be saturated with too many candidates, making it problematic to find the right people for the job. Finally, a poorly written job posting can negatively impact the quality of candidates who apply.

Challenge 3: Subjectivity and bias 

Bias can occur at various stages of the hiring process, such as resume screening, interviews, or reference checks. Such bias can lead to discrimination against certain groups of people, including those based on race, gender, age, or sexual orientation. As a result, companies risk losing out on talented candidates, reducing their pool of applicants, and potentially facing legal consequences.

Challenge 4: Inconsistent candidate experience 

The candidate experience can vary greatly in traditional hiring processes, depending on the interviewer’s style, communication, and approach. This inconsistency can lead to a negative perception of the organization and impact its ability to attract top talent.

Challenge 5: Difficulty in measuring success 

Without data-driven metrics and analytics, it can be tricky to measure the success of traditional hiring methods and determine their effectiveness in meeting company goals.

Challenge 6: High costs 

Traditional hiring methods can be expensive, especially when considering the hidden cost of hiring like advertising, recruiting agencies, and the time spent by hiring managers and HR professionals in the process.

Solving the problem with data-driven hiring

To overcome these challenges, companies turn to data-driven recruitment, which involves using techniques, technologies, and data to analyze large talent pools and determine the right candidates with ideal skill sets. 

For instance, you can use machine learning algorithms to improve the hiring process by adopting a data-driven hiring approach. This will automate your hiring process making it more efficient. The following are the three easy steps to building a machine-learning model for a data-driven approach to hiring:

Step 1: Feature engineering for the candidate 

In this step, we collect and analyze the data that make up the candidate’s profile, including soft skills, technical skills, and work experience. The data collected is then used to build features relevant to the hiring success rate.

Also, read: Why Is Skill-based Hiring Important for Software Development?

Step 2: Train the machine learning models 

Once we establish these features, we can train machine learning models using the data collected. In this case, we’ll be using logistic regression and gradient-boosted decision trees to build models that predict the success rate of a candidate.

Step 3: Automating the hiring process

Finally, we can use the models we’ve built to automate the hiring process. Now these models can be super helpful. For example, the models can analyze candidate profiles and determine their likelihood of success in a particular role. 

This analysis can help reduce the time and cost of the hiring process, eliminate biases, and improve the quality of hires.

Hence, as you can see from this example, a data-driven recruitment process can help analyze a large amount of data to help you target the right candidates. Over time, your system will analyze the data and offer new insights into key metrics like cost, efficiency, and quality, allowing you to hire the best-suited talent hassle-free.

Why is data-driven recruitment a top priority for businesses?

A data-driven hiring process has become extremely crucial today to make the most of all the data available. It answers the problem of having ample recruitment data and not knowing what to do with it. More importantly, this new-age recruitment method helps companies improve key metrics in every stage of their recruitment funnel. Here’s how: 

  • Data-driven hiring lets you examine vital insights regarding sourcing leads and the overall application process to understand where improvements can be made to obtain more qualified candidates.
  • Data-driven recruitment also helps analyze candidate engagement data. This way, your team can learn what schedule of emails, texts, or other outreach modes lead to maximum conversions (for example, sourcing and getting a candidate “in the door”).
  • This type of hiring also allows you to review your talent acquisition team’s interviewing techniques to determine if any changes should be made. These changes can further optimize the hiring funnel to get more prospective candidates to accept your offers, or even implement strategies to prevent them from not considering your offer.

What are the benefits of data driven recruitment?

Data-driven recruitment

Benefits of data-driven recruitment

Data driven hiring presents a largely audacious goal of revamping traditional hiring through data. Instead of only relying on cover letters and resumes, data-driven hiring involves gathering data from multiple sources, including previous jobs, social media activity, online publications, etc., to make a hiring decision. 

Like any new technology, data-driven recruitment is a daunting solution to adopt. However, there are many proven benefits it offers that will encourage you to implement data-driven hiring. Let’s go over what these key benefits of data-driven recruitment are.

  1. Being more objective instead of hiring “from the gut” 

    As a recruiter, you have probably been here more than once: choosing between two or more well-qualified candidates with almost nothing to decide which one is ideal for the role. In such a scenario, many often rely on a bias or emotion to make a decision “from the gut”.

    This is where data-driven recruitment proves to be highly effective by highlighting variables you missed or haven’t seen previously. Maybe there’s a key metric hidden in one of the candidates’ work history that makes them better than the rest. Or, perhaps they possess the same character traits that several of your current top performers do, which makes them the right choice. Data-driven recruitment helps to gather and analyze such data, giving you a more in-depth view of hiring situations. Hence, instead of just relying on your gut, you can be objective in your decision-making and ensure a good hire. 

  2. Improving the quality of your hires

    As you may have already understood, data-driven recruitment helps you make more objective and informed hiring decisions. Using recruitment analytics and candidate data, you can better understand who to hire, which, in turn, results in a better quality of your work. This is the same for almost every industry.

    A good candidate may have a bad interview. Usually, you would decline them, but a data-driven hiring model will provide more insights to ensure you don’t miss out on a good hire. From personality testing and skill competency tests to assessments, there are numerous quality indicators available through a data-driven hiring process that are better than a CV.

  3. Ability to predict the speed of hire

    A major bottleneck most hiring teams face is the inability to form accurate hiring time estimates. However, with data-driven hiring decisions, this problem can be easily solved. Properly analyzing recruitment analytics will enable you to confidently determine how long it will take to hire for a specific role. Moreover, data will also help you understand how much time each stage of your hiring process will occupy.

    Therefore, data-driven recruitment can help optimize your hiring process and inform stakeholders about hiring times more accurately, Plus, you will be able to determine if any particular stage in your hiring funnel is slower and make the necessary adjustments to expedite it.

  4. Offering a better candidate experience 

    Candidate experience has been a trending subject for decades. But, companies today still struggle to optimize their candidate experience, which is an essential part of the hiring process. There are various areas your TA team or hiring unit may need to work on, from timely communication with candidates to putting up more eye-catching JDs on platforms. But, how will you know exactly where your company needs improvement?

    Analytics assessed during data-driven recruitment highlights the areas that impact candidate experience the most, allowing your team to assess how effective each one is. Whether it’s the duration since initial contact, the interviewer’s name, the time between each hiring stage, etc., you will be able to understand what’s increasing or decreasing the probability of a candidate withdrawing their application. This will enable you to understand where they’re dropping off and implement strategies to decrease the likelihood of losing skilled candidates.

    Such capabilities of utilizing metrics for hiring decisions are why data-driven hiring has grown to become one of the best recruitment improvement ideas businesses can readily adopt today.

  5. Maintaining an optimized recruiting capacity

    Recruitment requires a fine balance as over-hiring can cause cost burdens, and under-hiring can decrease the overall productivity of your team. To stay on track, you need data-driven recruitment strategies that are consistently updated to indicate the current state of your organization.

    Data-driven recruitment, done in collaboration with finance and TA teams, will help you establish highly-accurate hiring strategies. Through such strategies, you can use forecasts that are made from historical rates for various key factors like hiring success and employee turnover.

    Additionally, these data-driven hiring decisions, which incorporate data extracted from recruitment analytics, offer a holistic overview of spend. Hence, you will quickly know if you’re overspending on recruitment or not spending as effectively as you should. This is because your established strategies via data analysis can help you seamlessly compare the costs of activities like agency, internal, or RPO (recruitment process outsourcing) hiring.

  6. Incorporating diversity into your hiring process

    Lastly, if you have diversity targets or you want to ensure equity while hiring, traditional hiring models will barely be of help. Instead of leaving things to guesswork, you can use data-driven recruitment to constantly monitor your hiring funnel for key demographic ratios like ethnicity, gender, and veteran status. Through this, you can better track diversity and increase it across your recruitment pipeline.

    Also, read: Diversity Hiring: How to Hire Diverse Talent for Your Company?

How to use data-driven recruitment strategies: best practices to follow

Data-driven recruitment: How to use data-driven recruitment strategies?

How to use data-driven recruitment strategies?

Given how lucrative data driven recruitment is, there’s no denying that it’s here to stay. However, teams must implement it correctly to reap its benefits. Thus, here are the best practices you must follow when incorporating data into your recruitment.

  1. Choose the right metrics and suitable data sources

    Data-driven recruitment analytics will collect a large amount of data from various parts of your hiring funnel. Hence, it can be overwhelming to choose what data you must pay attention to.

    Most companies measure the quality of hire as this metric highlights the overall effectiveness of a hiring process. You can start with that, and then choose from other recruitment metrics like: 
    • Time-to-hire (time spent between the initial moment of approaching a candidate and them accepting your offer)
    • Cost-per-hire (how much money was spent in hiring a single candidate)
    • Time-to-fill (the average time taken to locate and hire a candidate)
    • Source of hire (percentage of candidates who have entered your hiring pipeline from various recruiting sources, like referrals, job boards, or direct sourcing)
    • Job offer acceptance rates (percentage of candidates who have accepted your formal job offer)
    • Candidate experience scores (for example candidate feedback and application conversion rates)

      Apart from tracking the metrics, you must also identify the correct sources to pull data from. These can range from Google Analytics and candidate survey feedback to HR analytics, depending on your preferences and needs.

  2. Create recruitment dashboards

    Having all the data in hand will be useless if you are unaware of how to use it. This is why you must create a recruitment dashboard to visualize the data, determine certain trends, and identify issues in your hiring funnel before they cause problems.

    A recruitment dashboard will help you categorize whatever data you collect, based on hires, budgets, campaigns, and applicants. Don’t forget, you will need to focus only on those KPIs (key performance indicators) that will push your team towards hiring success.

    There are three main ways to create data-driven recruitment dashboards. These include spreadsheet programs, business dashboards, and HR software.
    • Spreadsheet programs – Microsoft Excel, Google Sheets, LibreOffice Calc
    • Business dashboard software – Zoho Analytics, Smartsheet, Tableau, Klipfolio, Datapine
    • HR software – HR tools such as employee engagement platforms, attendance tracking, and ATS

  3. Act on the data you collect

    The data-driven recruitment process remains incomplete without actually acting on the data collected. Hence, once you gather data, determine what you’d like to do with it.

    Here are a few examples of common hiring issues that data-driven recruitment help uncover, and how to address them.

    A longer time-to-hire    : Analyzing recruitment data, you may find that your time-to-hire is consistently larger than the industry average. Here, you will need to assess which stage(s) of your hiring funnel is lagging behind and conduct the necessary fixes.

    – Sourcing stage: Try to diversify your sourcing methods through sourcing tools or social recruiting to reach candidates faster and build effective talent pipelines.
    – Screening stage: Incorporate more qualifying technical questions in your application forms and ask effective screening questions before you screen applicants.
    – Interview stage: Consider using software to seamlessly schedule interviews across multiple calendars, ensuring your hiring managers are always on time.
    – Job offer stage: Create attractive job offer letters that highlight the position accurately and entice applicants to accept.

    Lower job offer acceptance rates    : If your best candidates reject your job offer, it automatically translates to higher expenses and positions remaining vacant. In this case, consider the following solutions when adopting data-driven recruitment.

    – Conduct research on PayScale and Glassdoor to determine attractive salaries and benefits to create more compelling job offers.
    – Communicate with candidates early on through interviews or phone screening to gauge their interest early on (for example, discussing their concerns and motivations for the role).
    – Offer a positive candidate experience (for example, getting back to them on time, ensuring they’re comfortable during the interview, etc.).

    Higher new hire turnover    : If your new hire turnover rate is high, it means more employees are leaving the company shortly after being hired. Here are two great ways to fix this. 

    – Before hiring a candidate, thoroughly communicate with them about the role. Ensure they understand the role’s duties, performance expectations, and requirements. The clearer picture they have about the job, the better the chances will be of them not leaving early on.
    – Establish an effective onboarding process that makes a candidate feel comfortable in the new role. Welcome them with an email, offer appropriate training and introductions, and give them opportunities for meaningful work from the start.

  4. Understand your data’s limitations

    As good as data is, it’s not perfect. There will be certain limitations that your recruitment data will possess, which include the following:

    – Inability to tell you why something is happening: Combining various types of data, you will gain in-depth insights. But, you will still need to interpret those insights to understand what’s going on in your hiring process.
    – Inability to solve problems: Recruitment metrics analyzed during data-driven recruitment will indicate what your team is doing well and where they may need to improve. What you do with this data is solely at your discretion. 
    – Inability to always be objective: If your team members themselves are preparing recruitment data, take it with a pinch of salt. Such data may not always be objective. For instance, if a candidate’s assignments are being graded by software, it will be more reliable than a person grading them himself or herself.

  5. Analyze the past and prepare for the future

    Ultimately, the data you collect will become a strong ally for your hiring teams. They may have been making intuitive decisions so far, but once you conduct data-driven recruitment, things will become more efficient. Data will help your teams see what has worked before and what hasn’t, and improve their future hiring decisions to establish a more robust hiring strategy.

What data should you measure to improve recruitment process?

As we discussed before, you need to measure the right data to ensure your data-driven recruitment bears fruit. The data you must measure can be divided into three categories: speed-based, quality-based, and cost-based hiring metrics. 

  • Speed-based hiring metrics: These include the time to hire, time to start, time to accept, time to approve, and time per stage.
  • Cost-based hiring metrics: These include the cost per hire, talent pool growth, applications per channel, and advertisement performance.

    Also, read: Did You Know about This Hidden Cost of Hiring A Software Development Team?

  • Quality-based hiring metrics: These include the source of hire, submission to acceptance rate, candidates per hire, applications per job, and retention rates.

Here, it’s also important that you sit down with your hiring teams and management to discuss primary goals. This will allow you to list down the KPIs most relevant to your hiring funnel. It’s important to remember that tracking irrelevant KPIs will ultimately be counterproductive to your data-driven recruitment strategies.

For example, if your goal is to decrease overall costs, your teams must focus on cost-based hiring metrics and optimize the current recruiting strategy. Whereas, if you need to improve hire quality, then your team will need to thoroughly evaluate metrics surrounding your hiring funnel, retention, and employee engagement. 

Also, read: 15 Recruiting Metrics Every Hiring Manager Must Track

In sum

Data-driven recruitment can help companies overcome the challenges faced during the early stages of the recruitment process. By automating the process and using in-depth data, companies can make better hiring decisions, find the perfect candidates for the job, and reduce the time and costs associated with recruitment. Ultimately, data-driven hiring can improve the quality of hires, reduce bias, and create a more efficient and effective recruitment process.

Hire the best remote software developers with Turing

If you want to hire the world’s best remote software developers at unbeatable prices, we’re here to help. 

At Turing, we provide deeply-vetted remote software developers at the click of a button. Our rigorous vetting ensures that every developer you hire through us is adept, in both technical and soft skills, and brings the expertise your business needs. Join over 900 fast-scaling startups and Fortune 500 companies that already trust Turing.

Head over to the Hire Developers page now.

FAQs

  1. Why is data-driven recruitment important for my business?
    Data-driven recruitment eliminates assumptions and luck to make the hiring process more efficient. It employs data to help companies hire the most suitable candidates, also helping in allocating budgets, identifying common hiring issues in the existing funnel, and boosting the overall productivity of the hiring process. 

  2. What are the 4 steps of data-driven decision-making?
    The 4 essential steps for data-driven decision-making are – defining your business goals to determine which data to prioritize, collecting and analyzing the right data from the right sources, taking the appropriate actions to utilize the data to its fullest, and analyzing the results of the data on business-critical KPIs.

  3. How to collect data efficiently for data-driven hiring?
    Data collection is inevitably important in data-driven recruitment. However, collecting data is also time-consuming, but you can streamline it by using software such as ATS to your advantage, which conducts most of the data collection process themselves. You can also use surveys or Google Analytics to efficiently collect data and implement it in your recruitment process.

  4. What are recruitment dashboards?
    Recruitment dashboards are visual representations of KPIs, data-driven metrics, and data reports meant to indicate how your hiring funnel is performing. This includes data on hires, applicants, budgets, campaigns, and other key aspects of your hiring process.

  5. What is predictive analytics in data-driven hiring?
    Predictive analytics is a key part of data-driven recruitment. This type of analytics refers to the implementation of historical data to predict future hiring activities and make forecasts about candidates. Predictive analytics typically involves collecting and evaluating data through machine learning, statistics, and various modeling techniques to best forecast what can occur under particular circumstances. 

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By ● Jun 12, 2023
Technical Hiring Managers Ask These 15 Questions during Interviews
For Employers ● Leadership and Management ● Tips, Tools, and Trends ● Vetted Talent ● Vetting and Hiring

Technical Hiring Managers Ask These 15 Questions during Interviews

Looking for software developer jobs? Here are 15 interview questions that technical leaders and engineering managers love asking during the recruitment process.

Are you nervous about an upcoming technical interview? If so, this post can make things a little easier for you. Here are 15 technical interview questions that hiring managers from different companies love asking their candidates.

Table of Content:

  1. Technical interview questions hiring managers ask:

  2. How to successfully answer these technical questions?

  3. How can hiring managers use the OCEAN personality test in an interview?

  4. Interview questions to ask your hiring manager

  5. How to ask about layoffs and the current financial situation of the company?

  6. Summary

 

Technical interview questions hiring managers ask

Could you tell us about a time you failed?

Starting with this question might come as a surprise for many. But, according to Megan Gray, team operations manager at Marxrent, this helps the interviewer analyze how the person overcame their past failures. He says: “Employees who hide behind failures waste time and cause confusion.” A true professional will admit to their mistakes, and more importantly, learn from them and move ahead.

  1. Technical hiring manager interview questions: How does the Internet work?

    “While this may sound like a straightforward question in a technical interview, the answer can tell you a lot about the candidate,” says Robert Gibbons, the CTO of Datto. For example, some candidates may choose to explain it as: “It’s like a post office. You send a letter and get a response back. Others will start with intrinsic details, like defining IP addresses, DNS servers, and so on. And thus, the answer gives the interviewer an insight into the candidate’s areas of focus.“ 

  2. What qualities do you want in your manager or leader?

    According to Margaret Freel, a recruiter at Tech Smith, this unorthodox question helps interviewers understand what management or leadership style is ideal for a particular candidate. Such technical interview questions also help to identify if the candidate is self-aware and engaged in the job. Moreover, the interviewer can assess whether the company’s leadership aligns with the candidate’s expectations. After all, it’s the leadership that motivates employees to do their jobs effectively. An effective manager will always be keen to know more about the potential candidate.

  3. Technical interview questions: What are the recent exciting challenges you’ve overcome?

    Tim Julien, VP of Engineering at Bonobos, says that this question can help calm down an otherwise nervous candidate. As the interviewer asks about the candidate’s problem, the latter controls what they say and reveal, making them more comfortable. Julien adds that the interviewer should dig deeper and learn more about the challenge faced by the candidate and not just the gist of it.

  4. Questions to ask during recruitment: How would your last coworkers describe you?

    A question like this one forces the candidates to analyze themselves according to how their coworkers view them. Michael Boufford, VP of Engineering at Greenhouse, says that the answers vary from dependable to opinionated. This way, the technical hiring manager delves deeper into why the candidate’s coworkers thought so about them. In addition, knowing about the candidate from a different perspective can help the interviewer analyze the latter’s compatibility with the peers.

  5. Technical interview questions: Why do you get up every morning?

    This question gives insight into how the candidate’s passion aligns with their career goals. According to Miguel Quiroga, Head of Digital at Verizon Fios, startups have rapidly growing teams. And thus, this question explains whether the candidate will be a good fit for the fast-paced work culture.

  6. Technical hiring manager interview questions: What, according to you, makes an ideal coworker?

    This question helps Nate Smith, co-founder, and CTO of Lever, analyze what the candidate thinks about the people they want to work with and whether they can differentiate between the strengths different coworkers bring to the team. A great candidate will answer this question with many details, while a good candidate will only offer skimmed information. Therefore, the interviewer can analyze if the candidate will be an exceptional or challenging coworker.

  7. Technical interview questions: What is the first thing you do if you are not able to solve a problem?

    Annette Stone, Senior Manager of Recruiting at Wayfair Engineering, says that this helps analyze whether the candidates can manage a problem by themselves. For example, will they try to search for the answer independently or directly bring it to their managers? This question aims to help the interviewer determine if the candidate is good at solving problems.

  8. What is your dream job?

    If a candidate is not excited to talk about their dream job, how can they be keen to work on the job they are interviewing for? This question has no correct answer; it’s more about how honest the candidate is while answering it. It tells you a lot about the candidate [than their resume], says Sara Hetyonk, Talent Acquisition Manager at Ontraport. It also reveals the candidate’s long-term plans and goals.

  9. Have you been working on a side project?

    Brain Pugh, VP of Engineering at Lucid Software, states that if a candidate is working on a side project, it is a good indicator of their passion for coding. And as the code is often public, the interviewer can check the quality of the code written by the candidate.

  10. Technical interview questions: When you start a new project, what is your process for doing it successfully?

    Matt Doucette, Director of Global Talent Acquisition at Monster, has six P’s that he looks for in a candidate through this question, Purpose, Plan, Process, Persistence, Persuasive communication, and Pride. He wants to know why the candidate chose what they do, how they plan to do it and involve others, how they will deal with success and failure, etc.

  11. When did you start programming, and what was the first thing you built?

    This question is not to check the candidate’s skill level but to gauge how excited they are to describe a significant moment in their career. Harj Taggar, co-founder and CEO of Triplebyte, says that he checks the candidate for fundamental communication skills through this question. He also adds that this question allows the candidate to shine in the best way possible.

  12. Have you gone through our website? What can be improved?

    Kenn Peters, Director of People at Vettery, says that the above question is crucial as it shows how much the candidate is interested in the company. It also highlights whether the candidate can think about the product from a builder’s perspective and not just the user’s perspective. Frequently, candidates fail to look at the website. Failure to look at the company website should be a red flag for the interviewer.

  13. Technical interview questions: What has motivated you to take out time to talk to me?

    Tech jobs are always in demand. Hence, top-tier tech professionals have the option of choosing their pick of employers. Thus, it is essential to know what the candidate is looking for in the organization. Emoke Starr, Head of HR at Prezi, says that asking the candidate about their motivation helps them match the company’s offering to the candidate’s needs.

  14. What have we missed about you that you want us to know?

    Through this question, Courtney Graham, Senior Director of HR, ReadyTalk, tries to understand why candidates want the job and not just their qualifications. According to Graham, everyone—even the most technical people—should possess selling skills as they are critical in real life. So, candidates who are passionate about the job can always answer this question up to the interviewer’s expectations.

Related Post: Six Mistakes Hiring Managers Should Avoid 

Engineering manager interview questions: How to successfully answer these technical interview questions?

The above technical interview questions will test your soft skills such as communication, confidence, and ability to work under pressure. That way, engineering managers will be able to analyze how well you can fit into their team. It is common for candidates to feel nervous during these interviews. 

Remember, technical interview questions for hiring managers related to previous projects, experience with previous management, motivation, ideal coworkers, dream jobs, career challenges, etc., analyze your personality and abilities. 

The best way to easily course through such technical interviews is to communicate properly with the engineering manager or the hiring manager. If you’re not sure about the question or the answer, don’t hesitate to ask for an explanation. A hiring manager will surely be interested in you if you show a similar interest in the job you’re applying for. 

Last but not least, in a technical interview, you should also ask a few questions about the role you’re applying for, the team you’ll be working with, and the organizational goals. This step will help you decide on the job offer. Moreover, this will also show the technical hiring manager that you’re interested in the role.

But what about the employer and company-related questions to ask during recruitment? Keep reading to find out! 

How can hiring managers use the OCEAN personality test in an interview?

The OCEAN personality test is an acronym for Openness, Conscientiousness, Extroversion, Agreeableness, and Neuroticism. The OCEAN test can help hiring managers analyze crucial insights about the candidates before hiring them. Such insights can be crucial in decision-making to hire the right candidate.

Let’s take a look at the questions candidates can ask a hiring manager during interviews. 

Interview questions to ask a hiring manager

The hiring managers will ask you different technical and analytical questions to analyze you for the role they’re hiring. Similarly, you’ll also have different offers from different companies. So, here’s a list of interview questions to ask hiring manager in order to know more about the company:

  1. What will my day-to-day responsibilities look like in this role?
  2. What projects can I expect to come my way?
  3. What is the company’s roadmap for the coming months, or maybe years?
  4. Can you help me to explore your company’s work culture?
  5. If the company is working remotely, what are the ways that managers use to boost the productivity of their remote workers?

How can you ask hiring managers about layoffs and the financial situation of the company?

It’s understandable if you have concerns about the financial stability of the company and the possibility of layoffs. Raising such sensitive topics during an interview can be tough, so it’s important to approach them with tact and professionalism. Here are a few ways to approach the subject:

  1. Ask about the company’s performance: Bring up the company’s recent performance and ask about the challenges it has faced. This can provide insight into the company’s current financial situation and may open up a discussion about layoffs.

  2. Ask about the company’s plans for the future: Ask about the company’s plans for growth and expansion, and how the position you’re interviewing for fits into those plans. This will tell about the company’s stability and potential for layoffs in the future.

  3. Ask about the company’s track record with layoffs: If the company has a history of layoffs, it’s important to understand the circumstances under which they happened and how they handled the situation. Ask about the measures taken to protect the remaining employees and the members who were impacted.

It’s important to remember that the hiring manager may not be able to provide specific details about the company’s financial situation or layoffs. Still, they should be able to give you a broader perspective on the company’s current performance and position in the market.

When asking these questions, make sure to use a neutral tone and explain why you’re asking them. After all, you’re just trying to understand the company better and make an informed decision about your future.

Summary

The above technical interview questions for hiring managers help them analyze candidates on a level deeper than their technical skills. Preparing for these technical manager interview questions can help boost your confidence and avoid uncertainty before the interview. Remember, these technical interview questions analyze your life skills and ability to adapt to the work environment, so, it’s always a good idea, to be honest with your answers. Also, interview questions to ask hiring manager can help you know more about the company and the role you’re applying for.

Are you an engineering leader or hiring manager looking to hire skilled, pre-vetted developers? If yes, try Turing. Turing can help you spin up your engineering dream team in just 3-5 days. Head over to the Hire Developers page to know more!

FAQs 

  1. What does an interview with hiring manager mean? Is hiring manager interview technical?

    In an interview with hiring manager, you’ll be asked about your skills, past experience, qualifications, your ability to fit in a team, and how well you can work under pressure. You can expect hiring managers to ask you technical questions to analyze your technical skills.

  2. How many interviews does a hiring manager do?

    A hiring manager can conduct one to three interviews per candidate depending upon the level of position that the company is hiring for.

  3. Does hiring manager ask technical questions?

    Yes, hiring managers will definitely ask you technical questions as well as analytical questions to analyze your skills as well as your ability to fit in the company’s culture.

  4. What kind of questions do technical recruiters ask?

    Technical hiring managers will be asking questions to assess your technical, soft, and hard skills. These may include:

    • How do you approach problem-solving and debugging in your work? 
    • Can you walk me through a project you worked on from start to finish, including any challenges you faced and how you overcame them?
    • How do you stay current with new technologies and trends in your field?
    • Can you provide an example of a successful project you led and how you ensured its success?
    • What experience do you have with the specific technology or programming languages mentioned in your resume?

  5. What are examples of technical questions?

    As a technical hiring manager, you can ask various technical questions to judge the technical skills of the candidate. Here are some examples:

    • What is the difference between HTTP and HTTPS?

    • Can you explain the concept of cloud computing and its benefits?
      Can you describe the process of debugging a complex technical issue and the tools you would use?

    • How would you approach scaling a web application to handle increased traffic and demand?

    • Can you explain the concept of DevOps and its role in software development and deployment?

      You can also ask questions to assess the soft skills of the candidate. Here are some examples:

    • Can you describe a time when you had to work collaboratively on a project? What was your role, and how did you contribute to the team’s success?

    • Can you provide an example of a time when you had to work under pressure or meet a tight deadline? How did you manage the situation?

    • How do you ensure that you continue to learn and develop your skills in your field?

    • Can you describe a time when you received constructive feedback? How did you respond to the feedback and what did you learn from the experience?

  6. What are technical interview skills?

    A candidate must possess some skills in order to ace a technical interview. These skills include technical knowledge, effective communication, problem-solving capabilities, time management, continuous improvement and learning, and attention to detail. 

  7. How do you clear a technical interview?

    Having technical knowledge, problem-solving skills, and soft skills can help you clear a technical interview. To clear a technical interview, you need to be well-prepared, knowledgeable, and confident. Practice your technical skills, problem-solving abilities, and soft skills, and be ready to demonstrate your expertise to the interviewer.

 

 

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By ● Apr 24, 2023
Cost of hiring a software development team.HeroWP
For Employers ● Vetted Talent ● Vetting and Hiring

Did You Know about This Hidden Cost of Hiring A Software Development Team?

The cost of hiring a software development team is at an all-time high. But along with the regular costs, there are many other costs that companies forget when deciding how to hire a developer.

What is the cost of hiring a software development team? The IT hiring trends in 2023 suggest that tech talent is one of the most sought-after skills today. As a result, the cost of hiring developers is at an all-time high. But along with the regular costs, there are several additional costs that most companies don’t take into account when deciding how to hire a developer. This blog post will break down all these hidden costs to help you make the best hiring decision. Let’s get started. 

Cost of hiring talent—the current scenario

Today, hiring is more expensive and time-consuming than ever. Take a look at these stats:

  • It can take a company an average of six months to make back the money spent on a new employee.
  • Internal human resources teams can increase a company’s hiring costs by 50 percent or more.
  • A bad hire can cost a company up to 300 percent of the employee’s salary.
  • Companies can lose up to $15,000 or more on hiring an employee who leaves within one year.

Owing to these factors, the effort and cost of hiring a software development team have soared like never before. 

How much does it cost to hire a software developer?

According to Builtin, the average annual salary of a software developer in the U.S. is $127,946 per year ($61.51 per hour). 

Note: This is the average base salary in the U.S. Developer salaries can vary depending on their expertise and seniority. 

In addition to the average salary, the employer costs for hiring a software developer in the U.S. include

  • legally required benefits ( 7.6 percent of average salary) = $9,723.80
  • insurance (7.8 percent) =  $9,979.70
  • paid leave (7.4 percent) = $9,468
  • savings and retirement (3.5 percent) = $4,478
  • additional compensation premium and overtime (3.3 percent) = $4,222.20

If we take the average annual salary for software developers ($127,946) and calculate the above employer costs based on it, they amount to $37,871.7 So, after adding these costs to the average annual salary, the employer costs for hiring a software developer are $165,817.7 per year.

What costs go into hiring a software developer?

The cost of hiring a software development team is much more than their salary and benefits. Let’s break down these costs one by one. 

Sourcing

The first step to hiring a software development team is sourcing. Sourcing includes the following costs: 

Job boards

This cost will depend on the job boards you’re posting on. For example, LinkedIn allows you to post one free job posting at a time. This posting is visible in your network and search results. To attract good talent from job boards, you need to write a good posting.

You can also promote your job posting by setting up a daily or total budget. The higher the daily budget, the further up your job post will appear in job searches and the longer it will be marketed to LinkedIn members. The minimum daily budget for these postings is $10, whereas the minimum total budget is $100. Most job postings stay up for at least 30 days. And thus, you need to spend at least $100 to promote a job opening on LinkedIn. 

Other job boards like Indeed allow you to place ads without charge and increase visibility for $5 and up daily. In other words, Indeed can charge you up to $150 for promoting a job opening for 30 days.

Applicant tracking system

An applicant tracking system (ATS) is vital for a smooth recruitment process. A few ATS vendors charge a minimum flat fee between $200 and $350 per month. Apart from the flat fee, the ATS vendors usually offer three pricing models: 

  • Pay-Per-Recruiter ($60–$150 per month)
  • Pay-Per-Job-Opening ($5–$20 per month)
  • Pay-Per-Employee ($4–$7)

As your company grows, you may need to spend thousands of dollars annually on your ATS.

External recruiter costs

These costs make up a significant chunk of the total cost of hiring a software development tea. External recruiters usually charge 15–40 percent of the initial compensation of the new hire. Let’s consider an average of that range—25 percent. If you apply a recruitment fee of 25 percent to a developer’s average annual salary of $127,946, your external recruiter costs will amount to $31,986. 

Internal recruiter costs

As per Glassdoor, the typical compensation for a Human Resources Manager in the U.S. is $82,260 ($39.55 per hour). Research states that HR professionals spend a minimum of 30 hours per week on sourcing candidates. 

Considering this number, your internal recruiter costs would be

  • HR manager’s hourly salary ✕ number of sourcing hours
  •  $39.55 ✕ 30 hours = $1,186.50 

And thus, your total internal recruiter costs for sourcing candidates would be $1,186.50 per week.

Recruitment 

Once you have a list of suitable candidates, you need to assess, interview, and select the best ones. Let’s break down these costs one by one, 

Assessment

Assessment cost is also an important part of the total cost of hiring a software development team. Let’s assume you have 10 submissions, and you ask one of your internal developers to review them, and it takes approximately one hour to review each submission. 

If you’re paying them the average developer salary in the U.S., $127,946, the price of this review would be 

  • developer’s hourly salary ✕ number of review hours ✕ number of candidates
  • $61.51 ✕ 1 ✕ 10 = $615. 

So, your total assessment costs for reviewing candidate submissions would amount to $615.

Also, read: Why Should You Include Games in Candidate Assessment?

Interviews

As per Indeed, in-person interviews last between 45 and 90 minutes. Most companies conduct a short pre-screen call followed by two in-person interviews. Using the average interview time, these interviews would last for about two hours. 

You’d likely involve your in-house developer and technical hiring manager to ask interview questions. To better understand the costs involved, we’ll calculate the interview time based on the HR manager’s and developer’s average salaries. 

  • HR manager’s hourly salary ✕ number of interview hours ✕ number of candidates
  • $39.55 ✕ 2 ✕ 10 = $791
  • developer’s hourly salary ✕ number of interview hours ✕ number of candidates
  • $61.51 ✕ 2 ✕ 10 = $1230.20

Collectively, your interviews would cost $202.12 per candidate or $2,021 for all 10 candidates. 

Note: Not all candidates will reach the final round. But on the other hand, you are likely to interview more candidates in the initial stages.

Additional costs

Employers often tend to overlook additional costs. These usually include the following: 

Productivity loss

This is yet another major contributor to the cost of hiring a software development team. As per Investopedia, new employees function at about 25 percent productivity in the first month. This figure means that the cost of lost productivity is 75 percent of the employee’s salary. In our case, productivity loss would amount to 75 percent of the new developer’s monthly salary—$7,996.60. 

Also, read: 9 Ways Managers Can Boost Remote Workers’ Productivity

Onboarding and training expense

The Association of Talent Development shares that the training cost for a new employee is around $1,252. Similarly, a study by SHRM notes that the average onboarding cost per employee is a whopping $4,100. Together, these costs amount to $5,352. And so, companies should never overlook these expenses while calculating the total cost of hiring a software development team. 

Also, read: 10 Tips for Onboarding Remote Software Developers

The total cost of hiring a software developer

So considering all the costs mentioned above, our total cost of hiring a software developer comes down to the following.

Cost of hiring a software development team.1

The total cost of hiring a software developer: Tabular representation

Cost of hiring a software developer

The total cost of hiring a software developer: Graphical representation 

Cost of hiring a software development team based on the model of engagement

The cost of hiring a software development team depends on whether you’re looking to hire an in-house developer, hire a freelance developer, or partner with an IT service provider or talent cloud.

Hiring an in-house software development team 

If you’re looking to hire in-house developers, you must start from scratch. Hiring in-house developers involves everything from creating job descriptions, pushing out job postings, reviewing job applications, and scheduling and conducting interviews to assessing and shortlisting candidates. Since the process involves several steps, hiring in-house developers can cost you a fortune. 

Note: The cost of hiring an in-house developer depends on the developer’s location. Generally, software development costs are higher in developed countries than in developing countries.

How much does hiring in-house developers cost?

Consider these numbers.

Cost of hiring a software development team.3

The cost of hiring in-house developers 

If you add the associated costs mentioned in the earlier section, hiring an in-house developer in the U.S. can cost several hundred thousand dollars. Therefore, the massive cost is a significant disadvantage of in-house development teams.

Hiring a software development team through an IT service provider 

A popular alternative to in-house development teams is IT firms. Based in regions like India, China, Eastern Europe, and South America, these providers employ thousands of developers. Owing to their size, they mostly take up enterprise-level projects for corporate giants. However, most corporate clients understand this and know what they’re getting into. 

How much does hiring software developers through an IT service provider cost?

An enterprise-level agency can charge between $250 and $850 per hour and will often require massive budgets above $500,000 before they start working on a project. Next, we have agencies charging around $200–$300 per hour with contracts around six figures and up. Agencies accepting smaller contracts can cost between $75 and $180 per hour. Owing to the high costs, many companies prefer the alternative to IT service firms for hiring software development teams

When should you hire an agency? An agency can be a good option when you have big projects and not enough in-house talent.

Note: Hiring an agency does not mean you no longer have to manage your developers. This approach does, however, come with less management compared to outsourcing a team of freelance developers.

Hiring freelance developers 

Another popular alternative to in-house development teams is freelancers. Hiring a freelance software developer comes with different costs than hiring an in-house developer. With freelance developers, you need to take into account the sourcing, assessment, and communication costs. The two common costing models for hiring freelance developers are 

  • Project-based compensation
  • Time-based compensation

How much does hiring freelance developers cost? 

The cost of hiring a freelancer will depend on where they are located. Freelancers charge a higher hourly rate than in-house developers to cover their own benefits and other costs. Take a look at these costs.

Cost of hiring software developers.

The cost of hiring freelance software developers

According to UpWork, the median hourly rate of software developers is $20. Ultimately, a freelancer’s fee depends on where and how you hire them and the expertise/skills you are looking for.

Hiring a software development team through a Talent Cloud 

Talent Clouds use software to automatically source, vet, and manage talent worldwide. Turing is a leader in this new category with its intelligent Talent Cloud of developers, tech leads, and other engineering talent. Owing to its benefits, the Talent Cloud is rapidly becoming the most preferred alternative to IT service firms and freelance marketplaces for hiring software developers. 

How much does hiring software developers through a Talent Cloud cost?

With a Talent Cloud like Turing, you don’t have to worry about the cost of hiring a software development team, You can hire software developers starting from $40 per hour and up depending on seniority. But that’s not all. You can also:

Hire developers at half the cost in no time

With Turing, you pay less but don’t compromise on quality. You can access the world’s most deeply vetted developers and teams, matched by AI. The best part? You can hire these developers in less than four days!

Enjoy a 2-week, risk-free trial 

Turing gives you a 2-week, risk-free trial for your first developer. If you’re not happy with their work and decide to stop within two weeks, you pay nothing.  

Say goodbye to associated hiring costs

A Talent Cloud like Turing can help you save costs for 40+ hours of hiring time. You don’t have to worry about sourcing, vetting, and recruiting candidates as Turing does that for you.  

Comparing the cost of hiring developers: Hiring in-house vs. hiring freelancers vs. hiring through an IT service firm vs. hiring through a Talent Cloud 

Cost of hiring a software development team

Comparing the cost of hiring developers: Hiring in-house vs. hiring freelancers vs. hiring through an IT service firm vs. hiring through a Talent Cloud 

Summary

The cost of hiring a software development team depends on your engagement model and project goals. But considering the sourcing, recruitment, and additional costs, hiring software developers through a Talent Cloud like Turing is significantly cheaper than building an in-house team, hiring through an IT service firm, or hiring freelance developers. Learn more about building a dedicated software development team via a talent cloud like Turing.

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By ● Feb 6, 2023
How to write a good job posting.
For Employers ● Leadership and Management ● Tips, Tools, and Trends ● Vetted Talent ● Vetting and Hiring

How to Write A Good Job Posting? 15 Tips for Writing One!

How to write a good job posting? 1. Understand the difference between a job posting and a job description 2. Ensure your job posting has a catchy opening 3……

A good hiring strategy is incomplete without a good posting. Your job posting is essentially your first impression and first impressions matter. A well-written job posting can be the deciding factor between attracting average talent and attracting the best talent. But how to write a good job posting? Keep reading to find out. 

How to write a good job posting?

Recruiting is a highly competitive industry. That’s why writing a great job posting is crucial to finding the perfect candidate. Are your job postings causing you to miss out on the best talent? Here are 15 smart ways to write a catchy job posting and attract the best candidates.

Understand the difference between a job posting and a job description.

First things first. Distinguish between a job posting and a job description. A job posting is a public advertisement aiming to sell a job position. And so, it should paint a picture of what it’s like to work for your company. Unlike a job posting, a job description or  JD is a detailed write-up that explains the tasks and duties of a position. A JD also includes requirements for succeeding in a particular position. 

To break it down further, a JD should inform candidates about the daily roles and responsibilities, whereas a job posting should excite them about your company and encourage them to apply for your opening.

For example, “You’ll collaborate with the C-suite executives to build our marketing strategy” would be better suited for a job posting, whereas, “make five sales per week” and “meet with 10 clients per week” are phrases fit for a job description. 

How to write a good job posting. Job posting vs job description

Job posting vs job description

Ensure your job posting has a catchy opening.

If your job posting does not have a great opening, it won’t attract great candidates. LinkedIn states that candidates are looking at twice as many job postings per application than they were two years ago. What’s more, candidates deem the information at the beginning of a job posting more important and pay more attention to it. But that’s not all—they decide in about 14 seconds whether to keep reading the job description. This stands especially true for GenZ. So if you’re looking to hire GenZ in software development, you need to come up with great opening hooks for your job postings. 

In other words, you just have 14 seconds or less to catch the candidate’s attention. So you need to start your job posting with a great hook. Your introduction should be compelling enough to get candidates to continue reading.

Have a look at this example. 

How to write a good job posting. Catchy job opening

Start with a catchy job opening

In 2019, Twitter posted a job with an unusual title. The social media giant was looking for a “Tweeter in Chief.” Once you move past the title, the job is actually quite normal—Twitter wanted to hire someone to run their official Twitter account. But a title like that grabs your attention in a second, which is just what you need. 

Avoid job titles that are too experimental or too vague.

How to write a good job opening? Though it’s important to keep the title interesting, make sure you don’t overdo it. Using titles like “full-stack ninja” and “back-end guru” in your job postings may lengthen your hiring process, causing you to miss out on candidates. These titles may sound fun, but candidates are likely to search for jobs using titles like “full-stack developer” or “senior back-end engineer.” This means that job postings with titles that are too quirky won’t appear on their search engine results page.

In addition, ensure your titles are not too vague. If you want to hire a full-stack developer but write “web developer” in your posting, you may attract the wrong candidates, costing you time and money. Remember, your job title should be clear and to the point without overselling the job opening.  

Make it about the candidate and not the company.

Sure, talking about your company is important, but it’s not the most important thing for candidates. Think about it. Every candidate wants to know what the job has to offer them. So, address your candidates first. Have a conversation with them. Instead of using dry, impersonal statements like, “The ideal candidate will…,” personalize the job posting with words like “you” and “your” to address the candidates directly. 

This will make the job posting more human and encourage potential candidates to envision themselves in the job. Using invitational language like, “Come join a creative team of … dedicated to …” is also helpful.

Remember, the people reading your job posting are just that—people! So write as if you’re speaking to them. Take a look at the example below. After giving a brief introduction, GitLab shares its job responsibilities and requirements as if discussing the opportunity with the ideal candidate. This approach allows job seekers to envision themselves in the role!

How to write a good job posting. Candidate focused

Make it about the candidate

List the required skills and qualifications clearly.

Once a candidate is excited about your job opening, they need to know if they are qualified for it. Start by listing the required skills, also known as must-have skills, below the job description. These are skills, educational achievements, and experience that are critical for the job. Finish the list with your preferred or nice-to-have skills. Now, these are skills that may not be mandatory but are desired in the ideal candidate. Preferred skills might include additional education, specific certification, or familiarity using certain software or tool.

Make sure you clearly mention all the skills required for the job. Use bullet points so candidates can quickly scan and assess their eligibility.

Focus on skills and results instead of degrees and colleges.

The IT hiring trends worldwide are changing. Don’t get stuck in a limited talent pool by focusing on four-year degrees from well-known colleges. Such requirements can act as barriers for otherwise-qualified candidates. For example, a candidate with a growth mindset from a lesser-known college and only three years of experience may be a better bet than someone from an Ivy-league college with a fixed, rigid mindset and five years of experience. 

Degree-based job posting vs Skills-based job posting

Degree-based job posting vs Skills-based job posting

Focus on skill-based hiring. Be picky with your must-haves. Too many non-negotiables can discourage candidates from applying for your job. In addition, define what success looks like one or two years on the job. Mention how the candidate can grow in the role.

Highlight the top benefits that come with the job.

How to write a good job posting? Show them what’s in it for them. Candidates exploring new career opportunities need compelling reasons to choose your job opening over others. To get them excited about your job opening, list down three to four features of the job position that you believe are particularly appealing. Describe the perks, benefits, office comforts, or specialized equipment that candidates will get to use in the job posting. 

Does your company pay 100 percent of the medical benefits? Mention it. Have an amazing office with a perfect view? Mention it. Have flexible working hours? Mention it. 

This part of a job posting is critical because it enables you to provide a quick recap of the key points that would interest a candidate to apply for the open position. Check out the example below!

How to write a good job posting. Job benefits

Highlight the key benefits in your job posting

Sell your company’s culture. 

A few years ago, candidates had to sell themselves to a company by highlighting why they were the best person for the job. But recently, there’s been a massive shift. Now, candidates expect you to sell them on your company. 

If your job posting is too formal, candidates may question your company culture. They may even believe that your posting is a glimpse of their future work experience in your company. A formally written job posting might indicate an unfriendly, toxic work culture where employees are subject to stringent rules. So ensure that you write a catchy job posting that highlights your company culture in the best way possible. Share your company’s mission, vision, and values so that the candidates get an idea of what your company is all about. 

It’s equally important to have a solid online presence. If you make it through the first round of inspection by writing a good job posting, you gear up for the next round—a visit to your website and social media handles.

If your website looks like it was built back in the 1990s or your last tweet was posted in 2014, your potential candidates will move on without applying. This is especially true for remote jobs. For many candidates, these are legit remote job red flags. If you haven’t put in the resources to have a modern website or update your social handles, candidates may assume you won’t invest in their success either.

Use multimedia to make your job post engaging.

Why stick to plain old text when there’s so much more you can do with your job posting? Audio and video files can make your job postings a lot more engaging. A short message from the company CEO addressing the potential candidates can work wonders. If that’s not possible, let candidates see the office space or hear the hiring manager’s voice. Remember, the higher the sensory input, the higher the engagement. 

A video may take more time but it may be worth the effort for high-profile or high-volume positions with huge applicant pools. Talking about the job opening with more than just bullet points brings it to life and helps candidates visualize the job. So the next time you think about, ‘How to write a good job posting?’ don’t forget to include multimedia in your content.

Be transparent about the application and interview process.

It’s always a good idea to outline your application and interview process in the job posting. Be transparent about the number of interviews and assessments you expect the shortlisted candidates to take. Doing so will make the candidates feel more comfortable with the hiring process and help them decide if they want to enter the hiring pipeline. If possible, share what the reporting structure looks like and how the role fits into the organization. 

Hyperlink the job posting to the application on your company website. Be sure to clearly define the application deadline. Include a contact email and/or phone number.

Pro tip: the shorter the interview process, the more applicants you are likely to get. Several interview rounds tend to discourage candidates from applying. Several interview rounds may discourage candidates from applying for your job.

Ensure your job posting is concise and easy to read.

If we had to answer the question ‘How to write a good job posting?’ in just a sentence, we’d say – keep it short and to the point. Writing a great job posting is all about giving enough information to make it attractive but avoiding adding things that are not essential to the job. In addition, it’s about summarizing a list of extremely similar skills to avoid tedious reading.

Research shows that the ideal length of a job posting should be between 300 and 600 words in total or about one single-spaced page. Longer job postings do not mean more candidates. In fact, they tend to attract fewer candidates. Therefore, it’s important to keep your job posting concise yet interesting. This practice is important in any economy, but it’s even more critical in a tight labor market with a tech talent shortage.

Avoid jargon, acronyms, buzzwords, and slang.

It can be tempting to stuff the job posting with jargon if you’re hiring for a job you’re not familiar with. However, job postings full of complex, ambiguous, or informal language are a turn-off for potential candidates. Words like “self-motivated,” and “out-of-the-box thinker,” do nothing to explain the position or what a candidate’s day-to-day responsibilities would look like.

Clichés and slang can also carry unintended connotations. For example, “fast-paced” may indicate “too much work for too few people.” Similarly, phrases like “self-starter,” or “be your own boss,” can make candidates feel like their manager will never have time for them. Similarly, a candidate’s definition of “proactive” can vary from your own. 

What’s more, adding your company’s internal acronyms in the posting can confuse candidates. For example, “M&A” can be “mergers and acquisitions” for you, but it could mean “marketing and advertising” for your potential candidates. 

In addition, keep industry acronyms to a minimum for better readability. And don’t skip the Boolean basics. Abbreviations determine how your posting appears in a candidate’s search results. Abbreviations don’t mean your job posting won’t be searchable. However, too many of them can make it challenging for applicants to find you. 

Avoid using jargon like this in your job posting

Avoid using jargon in your job posting

Check your text for unintentional bias.

Before you decide to google, ‘How to write a good job posting?’ check your past job postings for any and every kind of bias. Most companies unknowingly make their job postings too male-oriented, millennial-skewed, or white-inclined. Your choice of words in the job posting sends signals to candidates, without you realizing it. So screen your job posting content for unconscious bias using online tools. You can use the score to identify and edit the language to ensure your posting is inclusive and unbiased. Remember, the language you use in the posting affects whether women will apply for the job. Similarly, too much feminine language in the job posting can deter men from applying.

For example, a recent LinkedIn report states that when some companies say they’re looking for candidates who are “ready to hit the ground running,” they discover that the phrase is heavily male-oriented, likely discouraging many women from applying. LinkedIn COO Dan Shapero avoids the phrase “hit the ground running” because it prioritizes speed over quality in performance. Your job postings should also avoid words that connote gender bias. Make sure to use terms like “candidate” rather than “he” or “she” and “leader” or “chairperson” rather than “chairman.”

Edit, proofread, and post.

First impressions really do matter. The last thing you want is for your potential candidates to catch a typo in your job posting. Poorly written job postings tend to put off applicants and hamper your company’s reputation. Think about it. Would you apply for a job posting looking for someone “skilled at ruining an office?” How about applying for a “fronttend developer” or “prodct manager” opening?

Neither will your potential candidates. Spelling and grammar mistakes not only discredit your company but also decrease the readability of your job posting. What’s more, these typos search ranking. Ensure to edit your job posting and have another set of eyes review your job posting before submitting it.

Ask for feedback from existing employees.

You cannot get a holistic answer to ‘How to write a good job posting’ without roping in your team. For a better analysis of your job postings, request current employees to review them. The more authentic your job posting, the better chances you have of attracting good talent. And people already working at your company are the best source of truth. They’ll know what stands true in your job posting—and what doesn’t. They can tell you if you need to dial up your tone in the job posting or turn it down a notch. 

Also, read: 5 Major Benefits of Customer Feedback for Software Development

An effective job posting can help your company stand out from the competition. But writing one can take considerable time and effort. Don’t have hours to spend on creating well-written, engaging job descriptions that attract the best tech talent? Try Turing. 

How can Turing write a good job posting for you?

Turing’s AI-powered Talent Cloud helps you source, vet, match, and engage the world’s most deeply vetted software developers remotely. It takes Turing only four days to fill most roles—sometimes it takes less than a day! The best part? With Turing, you don’t have to go through the hassle of creating effective job postings for hiring talent. Turing takes care of that for you. What’s more, Turing also ensures high-quality matches for you through these postings. 

We customize job postings for each role.

Turing prepares customized job descriptions that adhere to the unique needs of each company and job opening. Instead of using a repetitive template, we sift through a vast pool of information to pick out relevant information required for creating engaging and accurate job postings. We highlight the most important aspects of the client’s requirements and present them in an understandable manner. We also customize the job postings based on the client’s preferred locations or time zone overlap requirements.

You just need to share the basic information with us.

You don’t need to worry about writing an elaborate job summary for your posting. All you need to do is share your company website along with the tech stacks and skills required for the job, and we will take care of the rest. We clearly mention the must-haves, nice-to-haves, and other minimum requirements in the job posting. For example, if you want a software developer with at least three years of software development experience, fluency in English communication, and proactiveness, you will get just that. We find developers who share the same interests as the clients and help connect them.

What’s next?

Once we create content for your job posting, we publish it on platforms to ensure maximum, high-quality exposure. 

Where does Turing publish these jobs?

  • Turing.com—All our job postings go up on the Turing Live Jobs dashboard which is accessible to thousands of developers.
  • Third-party platforms including IndeedIndia, Jooble, and IndeedBrazil—Our job descriptions are posted on other third-party platforms to help clients reach out to a broader pool of potential candidates who have been vetted and trained with Turing’s guidance.

What is the frequency of these job postings?

Our job posting frequency depends on the number of job openings companies share with us on a given day. On average, Turing publishes seven to 25 job postings in a day.

How long do these job posts remain active?

These job posts stay active for at least 30 days. 

How does Turing process the job applicants?

Turing filters the best developers for you. You don’t have to sort through hundreds of unqualified job applications for your job opening. Turing’s AI-powered Talent Cloud deeply vets applicants, and our experts only send selected, responsible, high-performing developers your way. Thus, Turing reduces the time and effort that goes into evaluating individual talent.

Summary: how to write a good job posting?

Writing a good job posting may not always guarantee a fast and efficient hiring process. But it’s definitely a big step in that direction. Jobs keep evolving, so how you market them should evolve, too. Ideally, you should evaluate and edit your job marketing strategy every time you publish a new job posting. If that’s not possible, revise it every six months.

If you’re looking to hire remote software developers, try Turing. We can help you hire skilled, pre-vetted developers at unbeatable prices in just four days. Visit the Hire Developers page for more information.

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By ● Jan 17, 2023
Best Alternative to IT Service Firms for Hiring Software Development Teams
For Employers ● Leadership and Management ● Tips, Tools, and Trends ● Vetted Talent ● Vetting and Hiring

Finding the Best Alternative to IT Service Firms for Hiring Software Development Teams

Talent Cloud is the best alternative to IT service firms for hiring software development teams because 1. It provides access to global talent 2. It saves time on sourcing and onboarding candidates

Today, every company is a software company, whether they recognize it or not. As a result, the tech hiring market is becoming increasingly competitive. But traditional recruiting partners like IT service providers weren’t built for a software-first world. This challenge has led companies worldwide to seek a cutting-edge alternative to IT service firms.

Tech Hiring: Current Scenario

Finding, hiring, and retaining the right tech talent is tricky. Take a look at these stats: 

  • Software development will be the most important tech job in the future. The Bureau of Labor Statistics recently revealed that there will be 1.2 million unfulfilled software engineering positions in the U.S. by 2026.
  • Hiring technical employees takes 50 percent longer than other positions, taking around 66 days to find the right software professional for a job.
  • Yet another report highlighted that software developer openings will grow by 25 percent from 2021 to 2031—much faster than the average for all occupations. 

As a result of this growing demand for tech talent, many organizations struggle to hire developers, leaving critical tech jobs unfilled. 

Three engagement models for hiring software development teams

Today, the market has three main engagement models for hiring software developers. Let’s look at them one by one.

Alternative to IT Service Firms (3)

Three engagement models for hiring software development teams

IT service firms

Located in regions like India, Eastern Europe, China, and South America, these offshore giants employ thousands of developers. Naturally, these providers cater to mostly enterprise-level projects owned by large corporate clients with massive budgets. But if you’re planning to build a team through an IT service provider, there are some clear benefits and limitations you should consider. 

Benefits of IT service firms

  1. Cost-effective for large projects

    IT service firms help large-sized businesses cut down their operational costs, including those associated with buying new hardware, training IT staff, and paying the salaries of in-house IT professionals. 

  2. Data compliance support

    Businesses today must meet strict data privacy regulations to protect their customers (and their privacy) from ever-present cybercrime concerns. Hiring developers from an IT service provider allows companies to transfer this responsibility to industry experts who take care of data compliance for them.  

Limitations of IT service firms

  1. High cost for small to mid-sized projects

    Make no mistake, hiring from a reputed IT service firm is rather expensive. These providers charge upfront fees and a few hundred dollars every month, depending on the size of your business and technical needs. Though they charge reasonable hourly rates for large projects, you might want to consider other options if your company employs less than 1,000 people.

  2. Consistent brain drain

    Remote work is growing. A 2022 study by McKinsey & Company revealed that when people have the option to work flexibly, 87 percent take it.

    Related Post: Reasons Your Software Team Should Switch to Remote Work in 2024

    Given that the most capable people can now choose to work wherever they want, from wherever in the world they choose to live, the traditional IT services industry is struggling to attract top talent and dealing with an unrelenting brain drain.

  3. Shallow vetting and a limited talent pool

    Quite often, when IT services finally find talent, the candidates may not be right for your job. This challenge stems from the inflexibility of the IT services model. These companies find local talent from cities like Bangalore or Shanghai but, unfortunately, cannot leverage the global remote talent pool.

    In other words, the service will often force-fit your needs to their talent. A poor developer is worse than no developer, and you might waste even more time trying to undo their mistakes.

  4. Loss of IP ownership and control

    With IT service firms, you rarely have complete control of your intellectual property. And though most businesses are aware of this, lack of full IP ownership is a significant limitation of IT service companies.

These were some of the most significant limitations of IT service companies. While many businesses still rely on IT services to meet their hiring needs, there’s a trust factor that limits how invested you’re willing to be when facing mismatched talent and concessions on control. And thus, some have turned to alternatives to IT service firms.

Recruitment firms and talent marketplaces 

This segment is arguably the most crowded one in the market today. Today, the tech market is composed of numerous recruitment firms and online talent marketplaces with developers specializing in different technologies. Most of these providers are in the scrappy startup stage. Understandably, only some of these platforms are established market players with excellent quality standards. 

Let’s examine the benefits and limitations of recruitment firms and talent marketplaces.

Benefits of recruitment firms and talent marketplaces

  1. Cost-effective

    Since these firms and marketplaces usually have variable standards for quality, they can help you find developers at a lower price. This alternative to IT service firms can be cost-effective without promising talent quality.

  2. Developers open to short-term commitments

    Most developers on these platforms work on multiple jobs simultaneously and are usually more open to short-term projects. Online talent marketplaces are a good option for you if you’re looking to hire talent for the short term.

Limitations of recruitment firms and talent marketplaces

  1. Low reliability and continuity

    Most of these firms are in the scrappy startup phase, so their internal processes still need refinement. Despite their growing talent pool, these firms may not yet be capable of handling huge workloads. Additionally, gig-oriented marketplaces may not provide companies with the continuity required for building complex products. As a result, reliability is a big issue with these platforms.

  2. Hit-or-miss quality

    In our conversations with developers, we found that highly skilled developers strongly prefer long-term engagements over gig work. Therefore, marketplaces attract more “nights-and-weekends” hobbyist developers. So you either get a skilled developer by chance—or you don’t.

    Related Post: What is Software Quality Assurance and Why Is It Important?

  3. Time-consuming

    Finding the right match through a recruitment firm or online talent marketplace takes a lot of time. One of the key challenges we hear from engineering leaders is that they need to interview up to 30 developers to hire one with many marketplaces. 

All things considered, the limitations of recruitment firms and online talent marketplaces outweigh the benefits. As a result, many companies are considering the third engagement model for hiring software development teams – the Talent Cloud. 

Talent Cloud

A Talent Cloud is a relatively new solution in the industry. Talent Clouds use software to automatically source, vet, and manage talent worldwide, providing many benefits over traditional talent acquisition services or platforms. Due to its range of benefits, the Talent Cloud is quickly becoming the preferred alternative to IT service firms and marketplaces for hiring software development teams.

Benefits of a Talent Cloud

  1. Access to a global pool of talent

    Instead of attaching people in specific locations to specific jobs and force-fitting your organization’s needs to whatever talent is available, the Talent Cloud uses an AI-driven ranking and matching algorithm that connects developers worldwide with the most suitable opportunities for their skill set.

    Related Post: 5 Ways Companies Can Hire the Best International Talent

  2. Rigorously vetted high-quality developers

    Given the volume of available global talent, Talent Cloud’s vetting processes tend to be more rigorous than other service providers. For example, Turing’s Talent Cloud vetting process utilizes over 20,000 Machine Learning (ML) data signals to analyze candidates’ tech and soft skills to find the best organizational fit.

    Related Post: Here’s How Turing Leverages AI for Matching and Evaluating Developers

    These vetting engines can assess developers’ computer science expertise and knowledge of specific technical skills, including machine learning, infrastructure, and cloud computing. Last but not least, they leverage information on soft skills such as communication, language fluency, and collaboration for deeper candidate assessment.

  3. Saves time on sourcing and onboarding candidates

    The demand for engineering talent is at an all-time high. Last year, researchers from LinkedIn’s Economic Graph team analyzed the profiles of 400,000 hires across 15 industries on the platform from June 2020 to March 2021. The results revealed that engineering topped the most hard-to-fill tech jobs list with the most extended wait.

    Talent Clouds are a highly preferred alternative to IT service firms because they operate on significantly shorter timelines and can quickly scale from staff augmentation to dedicated development teams. For Turing Teams, it takes an average of two weeks to build and deploy a dedicated team to your organization—including delivery and program management, tech leads, and developers.

    This singular focus eliminates the time usually spent on sourcing, vetting, and onboarding people for your projects, giving you more hours to manage and grow other parts of your organization while your Turing Team operates indistinguishably from the rest of your company.

    Related Post: 10 Tips to Onboard Remote Software Developers

  4. A hands-off solution to complex, hands-on problems

    A critical limitation of IT services companies is their inability to provide customized solutions. In contrast, Talent Clouds offer highly customized solutions.

    For example, Turing Teams works closely with your organization to understand your problems and develop a clear roadmap, execution plan, and development strategy to help you reach your desired outcomes. Once a clear strategy is in place, Turing will specify the necessary products and services, dependencies, integrations, data models, and hosting infrastructure you will need to succeed. Turing will then provide specialized, on-demand engineering teams for your project. In other words, Turing Teams provides 360° support for all your needs.

Limitations of a Talent Cloud

  1. Vetting processes differ, and so does the quality of talent.

    There are currently only a handful of providers in the Talent Cloud space, and each provider approaches its vetting and sourcing process differently. Thus, the quality of their talent pools can vary significantly.

  2. Lack of support for short-term projects

    While it varies from provider to provider, Talent Cloud services work with companies looking for long-term engagements to provide better career opportunities for their developers and better overall client experiences.

Overview: IT Service Firms vs. Recruitment Firms and Talent Marketplaces vs. Talent Cloud

Alternative to IT Service Firms (2)

IT Service Firms vs. Recruitment Firms and Talent Marketplaces vs. Talent Cloud

To sum up

Your preferred model of hiring software developers depends on your timeline, budget, and the quality of developers you are willing to work with. When considering speed, quality of vetting, access to a large pool of global talent, and hands-off solutions, the Talent Cloud is a better alternative to IT service firms, recruitment firms, and talent marketplaces.

Learn more about hiring dedicated software development teams to deliver on complex projects with Turing.

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By ● Dec 20, 2022
Game based candidate assessment
For Employers ● Leadership and Management ● Tips, Tools, and Trends ● Vetted Talent ● Vetting and Hiring

Why Should You Include Games in Candidate Assessment?

Reasons to include games in candidate assessment: 1. Quick evaluation of different skills 2. Highlights candidates’ strengths and weaknesses 3. Eliminates bias

How can you use games in candidate assessment? What is a game performance assessment instrument? Why is game-based assessment important? What are the benefits of game-based assessments? How are game-based assessments different from traditional assessments?

This blog post will help you answer all these questions.

What are game-based assessments?

Game-based assessments use a range of interactive tasks and games to assess the abilities and skills of different candidates. By using gaming technology, organizations can learn how suitable candidates are for different job roles.

Importance of games for candidate assessment

Games can measure natural abilities in candidate assessment.

How are game-based assessments different from traditional assessments?

Traditional assessments usually include questions related to candidates’ personalities or prior work experience and behavior. Such assessments are self-reporting and may not reveal a candidate’s natural traits and abilities.

On the other hand, game-based assessments ask zero personal questions and measure how candidates perform different tasks. Game-based candidate assessment tests can help employers learn first-hand the strengths and weaknesses of candidates.

What are the benefits of game-based candidate assessments?

  1. Quick evaluation of different skills

    Game-based assessments help you get a quick evaluation of all the traits and abilities measured during your performance. A game-based candidate assessment can measure a series of skills, including numerical skills, logical and analytical abilities, memory retention, and mental agility.

  2. Assessments can be customized based on the candidate’s skill level

    Intelligent game-based candidate assessment tests adapt to the performance of different candidates. Candidates who perform exceptionally well can complete tests quickly and unlock levels not built for average performers.

    For example, if a candidate is able to complete hard levels quickly, game assessments can introduce even harder levels. At the same time, if a candidate is not able to complete hard assessments, they may get assessments of medium difficulty.

  3. Reduces anxiety in candidates

    Compared to traditional assessments, game-based assessments reduce anxiety as candidates approach them as a game instead of a test. Such candidate assessments need logical thinking and measure your natural response to navigating a problem.

  4. Highlights candidates’ psychological strengths and weaknesses

    Also, instead of giving test scores, game-based candidate assessment tests give insights into the psychological strengths and weaknesses of candidates. These psychological evaluations can help determine the right job role suitable for their traits and qualities.

  5. Eliminates evaluation bias

    Game-based assessments are free of bias with an objective assessment of a candidate’s data. There is no subjective bias that can arise from the interpretation of data provided by candidates. This includes subjective data on cover letters, resumes, and other information received from the candidate.

    Also, games elicit authentic behavior instead of candidates behaving otherwise to please interviewers and managers. By using game-based assessments with artificial intelligence and machine learning, organizations can pair the natural abilities of candidates with predictive modeling to see how they will perform in the job. 

What personality traits do game-based candidate assessment tests measure?

Game-based candidate assessment tests measure the following personality traits:

  1. Self-motivation

    While assessing candidates for a job, it is important to know whether they will do their work thoroughly and meet deadlines. Game-based candidate assessments can measure the discipline and motivation of candidates after considering their game performance.

    Related Post: 11 Ways to Motivate Remote Software Developers in 2022

  2. Openness

    Candidates must be flexible in their approach and open to suggestions to ensure that they can navigate problems as and when they arise. Game-based assessments can drop hints in to see whether candidates act as per the situation or stick to their own way of doing things.

  3. Agreeableness

    Game-based assessments include both interactive and story-based games that can measure characteristics like sympathy, kindness, cooperation, warmth, and consideration. By understanding the characteristics of different individuals, organizations can utilize them to the best of their competencies.

    Related Post: 10 Amazing Virtual Team Building Games for Remote and Hybrid Teams

What are some common examples of game-based candidate assessment? 

Some common examples of game-based assessments include 

  1. Simulated work environments

    While assessing candidates for a job, simulated work environments can help you learn how candidates will behave in different situations at work.

    Some of these tests may include simple choice-based answers, whereas others may require candidates to analyze the situation carefully, think, and then answer.

  2. Strategy games

    In candidate assessment, strategy games help you learn about the problem-solving abilities and creativity quotient of candidates. Different candidates can create different solutions to solve problems and give you insights into how they think and reason.

  3. Bias-based games

    Bias-based games help candidates learn about the different workplace and personality biases that can hinder growth and productivity in an organization.

    By using various scenarios, such games can help candidates learn how to resolve different issues and build a positive and transparent work culture.

    Related Post: How do Gaming Studios Hire Game Development Teams?

Summary 

Games can be a great way to acquire get objective data and insights into the strengths and weaknesses of different candidates. Organizations can leverage game-based candidate assessments to find the right person for the job.

Are you looking for a developer to build interactive games for candidate assessment?

Try Turing.

Turing helps you hire the top 1 percent of developers in 3-5 days. Companies can choose from a pool of 3 million developers to find the best candidate. 

FAQs 

  1. Is it possible to manipulate game-based assessments?

    It is not possible to manipulate game-based assessments as candidates immerse themselves in the game without thinking about direct response and its consequences. Such candidate assessments measure natural traits and skills without making the candidate consciously think about the response. 

  2. What is a game performance assessment instrument?

    The game performance assessment instrument helps you measure a player’s performance based on problem-solving and tactical skills. GPAI adapts to different games and considers things like individual and overall game performance indices, game performance analysis, nonlinearity, observer reliability, and usefulness of action.

 

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By ● Nov 7, 2022
Tips for product managers to scale a design team
Custom Engineering ● For Employers ● Managed Teams ● Onboarding ● Vetted Talent ● Vetting and Hiring

6 Tips to Scale a Design Team: A Guide for Product Managers

Tips for Product Managers to Scale a Design Team: 1. Understand the project requirements 2. Make a long-term plan 3. Prioritize the deliverables 4. Don’t settle for less. Find specialists.

What is scaling? How do you scale a product design team? How do you structure a design team? How can product managers scale a design team? Looking for answers to such questions? Let’s figure them out in this blog post.

What is scaling? 

Scaling is setting the stage to enable growth in a company. Scaling requires planning, funding, and the right systems, staff, processes, technology, and partners.

How do you scale a design team?

Companies that prioritize design have more devoted customers, better stock performance, higher sales, and higher valuations, according to recent research from Forrester, McKinsey & Company, and the UK Design Council. 

But how can product managers scale the design team to accommodate the increased demand for design?

Here are the action steps to follow…

  1. Understand the project requirements.

    Without guidance and analysis, a design becomes aimless. So, it is best to first comprehend the project’s requirements and goals before starting.

    It is your responsibility as a team leader to see the end goal and use the appropriate resources and team members to get there.

    Most times, every single one of your team members yearns for a sense of direction. Once they have the direction they require to continue going forward, they become a lot more productive and efficient.

  2. Make a long-term plan.

    The scaling strategy addresses all work-related tasks, including technical requirements, team structure, and resource management.

    So, when hiring people to begin scaling the project, it is crucial to take care of the planning. A plan that worked for the old team may not work for the new team. And so, as a product manager, you must continually develop the plan as your team expands.

    You can also employ a consultant to structure the process from scratch, assess the project’s existing state, and create a transition plan if you have other higher-priority tasks at hand.

  3. Prioritize the deliverables.

    Ensure you prioritize tasks appropriately and drive activities in line with the plan.

    For instance, involving experts knowledgeable about the key principles of a successful e-commerce web-based product is a wise move if the project’s objective is to stay current with e-commerce web design trends. This step will shorten iteration times and streamline regular checks.

  4. Don’t settle for less. Find specialists.

    A team’s caliber heavily influences the success of a product or service. Therefore, it’s critical to choose a product designer with the right mix of abilities early on in the project.

    If you solely rely on local expertise, you can have a shortage of specialists. This challenge can arise especially in areas that require deep technical expertise, such as software prototyping and 3D design. So go above and beyond your generic hiring process and look for talent with the right skill set and experience. Don’t hesitate to hire international talent. 

  5. Design an efficient onboarding process

    All newly appointed professionals must have access to essential information, the team’s contact details, and a mentor. A newcomer must also be familiar with technical information about the company’s code standards, the project’s history, organizational structure, and other team members’ skills. So, it is crucial to appoint an internal team member to help the new members.

    As the product manager, you can take a few more steps to make their onboarding process a delight. Here’s how.

    • Welcome letter: Include warm greetings and an overview of the team and the project the new member will be working on. Here, the intention is to set the right tone and establish expectations for the onboarding process. 
    • Non-technical rally: Provide a general description of the project’s organizational structure and fundamental procedures and standards. In addition, communicate the project’s current status and short-term goals. 
    • Technical rally: Go over the project’s design standards, methods, component architecture, AND codebase. Highlight the principles and trends in UX/UI design that the organization follows. 
    • Necessary materials: Hand them a special purpose folder, including information on active communication channels, Figma sections, meeting schedules, essential stakeholder contacts, and a project glossary. This folder can also connect to current organizational charts and other helpful data.

  6. Set proper KPIs

    Clear KPIs motivate team members, establish expectations, and enable structured performance analyses. Work closely with your team members while setting the objectives you want them to work on. This practice helps employees understand the project and company goals and promotes their professional growth.

    The following six steps will help you set effective KPIs for your team:
    • Examine every team member’s job description and make any required adjustments. 
    • Write them a solid job description if they don’t already have one. 
    • Identify 5 to 7 important responsibilities. 
    • Set specific parameters to measure the newly assigned work. For example, speed, rate of delivery, continuous improvement, and more. 
    • Give weightage to each parameter, depending on its value to the project goal.
    • Analyze and compare the sum of parameters of similar job positions. `

Bottom line

The intense competition in the IT industry is pushing businesses to grow and scale their design teams quickly. Remember, a solid design team can help you set your product or service a class apart from the rest. We hope that the above steps help you scale and make the best of your design team. 

If you’re looking to hire developers with strong technical and communication skills at unbeatable prices, ready to work in your timezone, Try Turing. Turing has a global talent pool of developers with developers across 100+ skills. 

FAQs

  1. How do you scale a product design team?
    Here are six steps to scale a product design team:
    • Understand the project requirements 
    • Make a long-term plan 
    • Prioritize the deliverables 
    • Don’t settle for less. Find specialists
    • Design an efficient onboarding process
    • Set proper KPIs

  2. How do you scale your team?
    Here are four steps to scale your team:
    • Be aware of your team’s growth 
    • Start early
    • Find out the positions to be filled
    • Identify suitable candidates

  3. How do you structure a design team?
    There are three common design team structures you can follow: Centralized, cross-functional, and flexible. Think of it like a design team organization chart that helps to map out where designers sit within a given team and what the design team’s responsibilities are.

  4. How do you scale a design?
    Here are five steps to scale a design:
    • Look beyond the digital space for inspiration.
    • Make a redesign an excuse to align messaging.
    • Get the whole company involved in user testing.
    • Don’t just focus on the data.
    • Embrace the fact that you were wrong in the first place.

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By ● Nov 4, 2022
Hiring Gen Z in IT
For Employers ● Leadership and Management ● Tips, Tools, and Trends ● Vetted Talent ● Vetting and Hiring

6 Strategies for Hiring Gen Z in Software Development

Steps for Hiring Gen Z in Software Development: 1. Focus on on-campus recruitments 2. Personalize your communication 3. Improve job descriptions

How do you attract Gen Z applicants? How do you recruit Gen Z workers?  How can I start hiring Gen Z in the IT industry? What jobs are Gen Z most interested in? What does Gen Z want out of a job?

Looking for answers to such questions? Let’s dive in.

Who are Gen Z job seekers? 

Gen Z, also known as Zoomers, is the most recent generation to enter the workforce. This generation, born between 1997 and 2012, is very young but already changing the way hiring managers hire and manage the workforce. Generation Z is highly tech-savvy and barely relates to a time before the internet, smartphones, and video games. 

Driven by their limitless potential. Gen Z is determined to leave its mark on the world. However, only four in 10 people think their education has adequately prepared them for the job market.

Only companies aware of such insights can entice and keep Gen Z. So, here is how you can attract and hire Gen Z.

How do you attract Gen Z applicants? 

  • Enhance job postings for Google.

    Optimize your career pages for Google and get rid of third-party sites. This way, your available positions will pop up on Google’s search results pages when a user types in a keyword like “software developer in New York.”

    These job listings may include details relevant to Gen Z, such as remote work, insurance, etc. Giving as much information as possible will help candidates find your open positions faster on Google, simplifying the application process and improving the candidate experience.

  • Use texts for low-pressure interactions.

    No other generation has experienced technology integration as much as Gen Z. 

    According to recent research, 95 percent of 13 to 17-year-old children have access to a smartphone in the USA. However, Gen Z is not too interested in making phone calls. According to another research, 73.4 percent of Gen Z and millennial smartphone users in the US prefer to use the messaging app over the phone app if they could only keep one. 

    Although it is less formal than a phone call or email, text messaging is the preferred mode of communication these days. 

    To use text messaging in the recruitment process, automate messages using recruitment software. Via the same software, regularly update the candidates about the interview schedule, assessment methods, hiring managers, employee value proposition, and more.

  • Showcase diversity in your employer branding.

    According to the iCIMS research for the class of 2021, 58 percent of college seniors looking for diversity in the company during the recruiting process. 

    Gen Z is the most diverse generation as compared to the previous generations. And so, it stands to reason that they appreciate diversity at work so highly.

    Gen Z folks are more likely to search your employer branding, and diversity, equity, and inclusion policies when applying for jobs. Also, stock photos and meaningless mission statements that promise diversity will not impress Gen Z. 

    Therefore, strive for unified branding across all channels because Generation Z may doubt your beliefs and become completely disinterested in your brand if your employer branding varies from one platform to another.

  • Use social media for inviting job applications.

    According to recent research, users between the ages of 18 and 24 are highly likely to use TikTok (55 percent), Snapchat (75 percent), and Instagram (76 percent). 

    TikTok introduced a prototype resume program in July 2021 that allowed applicants to send applications for jobs straight through the app. Additionally, Snapchat has developed unique features that let major companies use the app to draw in and engage job candidates.

    Develop interactive career pages. Or use popular social media apps to provide a more seamless application process to Gen Z applicants.

How do you recruit Gen Z workers?

  1. Focus more on on-campus recruitments: Connecting with Gen Z talent requires maintaining close ties with colleges and universities. Digitalise your recruitment process to reach out to more universities and colleges in less time. Also, use recruitment software for filtering, organizing, and processing eligible applications. 

  2. Improve your career site: For Gen Zs who grew up with the internet, your career page serves as the cornerstone of your recruiting campaign. So, use these best practices to revamp your career page. 
    1. Mention perks and bonuses
    2. Include visual and video components
    3. Keep your message and brand constant
    4. Ensure a beautiful, attention-grabbing design
    5. Add employee testimonials
    6. Place your ‘About Us’ section at the top
    7. Include the mission, vision, and values

  3. Personalize your communication: Form a talent group on Slack, Whatsapp, Telegram, etc. Send candidates frequent information regarding their employment status throughout the interview process. Also, send a care package that speaks to your new hire when it’s time to make an offer. 

  4. Improve job descriptions: Make your open positions more appealing by using direct communication in job descriptions. Mention the core responsibilities of a job and learning outcomes in specific bullet points. Also, add an example of how the day-to-day work life would be with that job.

  5. Start an employee influencer network: To find new employees, Gen Z relies on recommendations. Therefore use your present staff to draw in young talent. When you have new available positions, invite team members to share the position on their social media channels. Candidates will get a more accurate sense of your company culture if you share content created by your staff. 

  6. Create an enjoyable candidate experience: Candidates from Generation Z are picky. So, to recruit top Gen Z developers, create a short and effective recruitment process. 

Here are the six steps of a short and effective recruitment process: 

  • Prepare the job description
  • Start searching
  • Conduct a phone screening
  • Circulate remote coding challenges 
  • Interview via video calls
  • Propose offer and onboard

How do you retain the Gen Z workforce?

Here are a few action items to retain the Gen Z workforce:

  • Insist on job security 

    The Great Recession of 2008, which immobilized the economy, cost thousands of Americans their jobs. Gen Zers were still quite young when this occurred. They might have witnessed the severe financial setbacks, job losses, and financial hardships experienced by their parents. This generation’s need for and demand for greater work stability is therefore not surprising.

    To facilitate the same, this generation is also more likely to have a side job to diversify their income. This means that, as an employer, you need to:
  • Allow applicants to complete coding challenges from any location. 
  • Encourage them to have additional income streams besides their jobs. Admit and accept moonlighting. 
  • Avoid micromanaging their work.
  • Consider chances for growth and learning. According to studies, 40 percent of Gen Z professionals are continuing in their current positions if they offer opportunities to learn and advance in their careers. 
  • Build an environment that challenges them and offers a variety of opportunities for self-improvement. 

In addition, provide benefits like the following: 

  • Healthcare insurance
  • Disability insurance
  • Life insurance
  • Retirement plans 
  • Bonuses and incentives 
  • Paid time off
  • Holiday entitlement
  • Flexible work

Where to look for Gen Z candidates?

The following are a few resources that you can tap into to hire talented Gen Z candidates:

  • LinkedIn: You can use the power of data-driven recruiting with LinkedIn Talent Solutions.
  • Online forums: Quora, Reddit, and other platforms can help you target specific communities. These platforms can also help you build relationships with Gen Z job-seekers and increase brand awareness.
  • Social media platforms: Facebook, Twitter, Snapchat, TikTok, and Instagram can be used to locate niche networks, cut through the clutter, and promote your business and culture through current employees. 
  • Online coding challenges: Hackathons like MHacks, HackMIT, Junction (hackathon), and HackTX are great for networking with excellent young developers.
  • Turing: If you’re looking to hire pre-vetted Gen Z developers, try Turing. Turing’s AI-backed Intelligent Talent Cloud helps companies source, vet, match, and manage the world’s best software developers remotely.

Conclusion

Recruiting Gen Z may seem like threading a needle with one eye closed. However, you need to remember that they are new-age workers with clear professional objectives who are looking for a mentor to help them succeed in the corporate world. Understanding their values and giving them a workplace that supports them is crucial to hiring and keeping people from this demographic. 

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By ● Sep 28, 2022
7 ways to scale a remote engineering team
For Employers ● Leadership and Management ● Tips, Tools, and Trends ● Vetted Talent ● Vetting and Hiring

7 Ways to Build and Scale a Remote Engineering Team

Steps to build and scale your remote engineering team 1. Prepare a structured plan 2. Reassess your engineering team structure 3. Establish communication ……

What is a remote engineering team? How do you scale an engineering team? How do you build a successful remote engineering team? What is important for remote engineering teams so that they work well?

This blog post will help you get answers to all these questions.

As a result of the Covid-19 pandemic, organizations learned that distributed teams are as successful as office-based teams. In fact, some studies point out that remote workers are more productive than their in-office counterparts. In addition, remote teams are happier and cost less. However, they also face certain challenges.

One such common challenge is: How do you build and scale a remote engineering team?

The strategy of scaling a remote team doesn’t have a one-size-fits-all approach. Some organizations need to make that extra hiring, whereas others must integrate new collaboration tools to facilitate smooth teamwork. Thus, it is important to use the right approach to effectively build and scale remote engineering teams.

Let’s take a look at some steps to build and scale your remote engineering team.

  1. Prepare a structured plan

    A structured plan is important to ensure a clear scaling strategy from start to finish. Your plan for scaling your remote team should contain the goal you want to achieve, how you plan to achieve that goal and the resources you will require to reach that goal.

    For example, if you want to increase the software application production per month, you may need to restructure your existing project pipeline to deliver applications faster. You may also need to provide your remote team with new resources to produce more applications.

  2. Reassess your remote engineering team structure

    Before hiring new talent, it is important to assess the current structure of your engineering team. Organizations and hiring managers must understand the key responsibilities of each job role and the available bandwidth a team has for new tasks.

    By assessing the team structure, you can split your team into smaller groups focused on specific product aspects to scale effectively. You can also identify leaders within the group and ask them to report to the head of product, thus building a clear hierarchical reporting framework.

    Check out this blog to know the three best practices for managing a remote team. 

  3. Establish clear communication methods

    Transparent communication is important for building a remote engineering team. Organizations must set clear ground rules regarding communication, and ensure that all team members know these rules.

    Everyone must know the tools available for communication and how to use these tools. In addition, employees should also be aware of the work hours of different team members. By developing an effective communication strategy, remote team members can share product-related issues with each other and offer immediate solutions.

    Communication strategy of remote engineering team

    Communication plays a vital role in the success of remote engineering teams.

  4. Create a strong team culture

    To scale well, organizations require a strong team culture that allows team members to work freely. A strong team culture defines the values, behaviors, purpose, and work ethics members must embrace.

    In a strong team culture, each member recognizes their responsibility and expectations. Moreover, a strong culture ensures that each member aligns with the company’s vision and has no hesitation in communicating ideas, suggestions, and solutions that might benefit the organization.

    Check out this blog post to know seven ways in which managers can boost remote workers’ productivity.

  5. Set up a good onboarding process

    A good onboarding process is necessary to welcome and attract top engineering talent. Therefore, companies must arrange training sessions, introductory team meetings, and other work-related documents for new employees to ensure smooth onboarding. 

    The onboarding process must include the company culture’s do’s and don’ts to ensure employee compliance. Also, during the onboarding process organization must inform employees about the work timings and leave policy. 

  6. Employ a transparent feedback mechanism

    A transparent and effective feedback mechanism allows engineering team members to voice their concerns and raise issues with the management. Organizations must listen to what employees want and offer the right solutions.

    Conducting one-on-one meetings with remote team members and company-wide surveys can effectively capture employee views and sentiments about the work culture.

    Remote engineering teams require a good feedback mechanism.

    Feedback plays a key role in the success of remote engineering teams.

  7. Use project management tools

    For large remote teams, project management tools help track different tasks and ongoing activities. With the right project management tools, organizations can facilitate collaboration between different teams and scale effectively.

    Managers can easily assign deadlines for various projects and track progress. Moreover, they can also switch members between different remote teams when necessary. 

    Related Post: The Six Best Project Management Tools for 2022

Summary 

Scaling remote engineering teams can make or break the company. And so, ensure your scaling strategy considers the increase in workload and makes your team work smarter, not harder. 

Are you looking for software engineers to build and scale your remote team?

Turing can help you get talented software engineers. 

Turing gives companies access to over 3M+ pre-vetted Silicon Valley caliber developers from around the world. Choose from over 100+ skills and get software engineers within 3-5 days. Visit Turing’s hire developers page for more information. 

FAQs 

  1. How do you scale a technical team?

    To scale a technical team, prepare a structured plan, reassess the engineering team structure, form clear communication methods, create a strong team culture, set up a good onboarding process, put in place a smooth feedback mechanism, and use the right project management tools.

  2. How do you split an engineering team during scaling?

    To split an engineering team during scaling, identify and separate different stages of the software development process. You can then assign members that have different skills to various teams.

  3. What is team scalability?

    Team scalability is the process of getting an increase in revenue without increasing expenses. For example, if you have a 30% increase in revenue but have to hire three new employees, your team is not being scaled. If you find a way to manage that 30% increase with your current team, you have scaled your business.

 

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By ● Sep 13, 2022
US companies to outsource remote roles amidst tech talent shortage
For Developers ● For Employers ● Leadership and Management ● Tips, Tools, and Trends ● Vetted Talent ● Vetting and Hiring

US Companies to Outsource Remote Roles Amidst Tech Talent Shortage

Top US tech companies are outsourcing tech jobs to India, Pakistan, and Brazil! More companies are to join this trend amidst the tech talent shortage in the US.

Amidst the tech talent shortage, possible recession, and economic crunch, US companies are beginning to look for remote workers, not only locally but globally. 

India, Pakistan, Brazil, and other LATAM countries to see a surge in offshore opportunities

Several countries like India, Pakistan, Brazil, and other LATAM countries can expect an exploded growth in remote offshore opportunities. As per reports, we can expect the global IT outsourcing market to be worth $397.6 billion by 2025. Many small and large US companies are already sourcing major tech-related tasks, and more are expected to join the wave. Moreover, experts also believe that outsourcing can help tackle inflation in the US, which is currently a major concern.

Let’s look at what this means for companies and remote software engineers.

What factors have led to the tech talent shortage in the US?

US companies have been relying on immigrant tech talent for a long time. However, the pandemic and government policies have made it difficult for immigrants to move to the US. This constraint has created a great tech talent shortage and hard-to-fill tech jobs in the country. Moreover, it has also inflated the wage demands of local tech talent, thus forcing companies to spend more to retain or hire talent.

Outsourcing jobs to tech talent globally: What does it mean for the companies?

Outsourcing tech jobs to countries with tech talent is nothing new. But the pandemic has pushed more and more companies to go remote and hire global talent. 

But how is hiring international talent helping companies? Let’s take a look:

  • As companies cannot bring the right talent to the job, the job can be taken to the right talent. The freedom to outsource enables companies to hire talented individuals without the constraint of geographical location. In other words, companies can hire the best talent globally.
  • Due to the talent shortage in the US, companies have been struggling to hire and retain talent. Most importantly, the talent crunch has forced companies to increase employee wages and compensation. If companies are able to hire tech talent from across the globe, they will be able to save on such expenses.
  • Companies can also save a lot of money on infrastructure and office setup as there is no need for a physical location to outsource jobs to offshore tech talent. 

If a US company has an option to hire a software engineer in the US at $3,00,000 and a tech talent with similar experience and skill set at half the cost offshore, why wouldn’t the company go for the latter?

US companies have been actively hiring in countries in Latin America. There are many benefits of hiring from the LATAM region, such as an overlapping time zone, great tech talent, and lower talent acquisition costs. 

What does outsourcing tech talent by US companies mean for software engineers in India, Pakistan, Brazil, and the rest of LATAM?

Outsourcing to countries like India, Pakistan, and the Latam region will create more remote tech job opportunities. If you’re a software engineer looking for high-paying remote engineering US jobs, this might be the right time for you to apply! 

Did you know? We can expect over 3 million jobs to move offshore from the US by 2025! In other words, outsourcing jobs are about to explode!

Try Turing. With Turing, you can apply to top US companies and get hired in no time. 

Summary

US companies will have to outsource tech talent jobs to the globe if they want to counter the talent shortage in the US. Global outsourcing will allow companies to cut down on several costs and also tap into a larger talent pool. Companies that switch to remote and embrace outsourcing will surely have the upper hand in the coming years. 

Are you struggling to find the right talent for your tech team? Try Turing. 

Turing allows you to hire from a global tech talent pool of over 2M+ experienced professionals, rigorously vetted by AI in just 3-5 days. What’s more? You get a 2-week risk-free trial period once you make a hire. Visit Turing’s Hire Developers page for more information.

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By ● Sep 3, 2022
Turing is leveraging AI for hiring
For Employers ● Turing Community ● Turing News ● Vetted Talent ● Vetting and Hiring

How Turing Is Leveraging AI for Matching and Evaluating Developers?

Turing uses gradient booster, logistic regression, decision trees, and a few other techniques to vet and match developers with their dream jobs. 

How does Turing use artificial intelligence for vetting and matching candidates? Does Turing use machine learning? How does Turing use machine learning? How does the Turing test relate to AI?

Looking for answers to these questions? Keep reading. 

Most businesses fail to identify the right talent, which is why many companies complain that they can’t find suitable individuals for important roles. In the United States alone, there are over six million job searchers and over seven million unfilled positions.

Most managers use biased hiring techniques

Today, job satisfaction is an exception rather than a base. According to a recent study, up to 70 percent of highly talented people are reportedly open to switching to more fulfilling and interesting careers. Why? Because globally, hiring managers overemphasize hard skills at the expense of the more crucial soft skills or use intuitive and biased hiring techniques, like the unstructured job interview, to decide who gets the job. 

Such prejudice, bias, and discrimination are pervasive, while predictive evaluations and data-driven techniques are frequently underutilized. Thus, these hiring practices make recruitment and hiring processes outdated. 

In short, it’s critical to make traditional approaches more efficient and meritocratic, especially when technological advancements are already around us, allowing us to forecast, comprehend, and match people at scale.

Biased hiring techniques lead to biased decision making 

Most interviewing procedures are generally unstructured and subject to the interviewer’s whims and fancies. These unsystematic procedures lead to biased decision-making because interviewers express and attempt to confirm their own views, making the hiring process wasteful and ineffective.

How is Turing leveraging AI for matching and vetting developers?

Turing uses machine learning for vetting and matching. 

Turing CEO Jonathan Sidharth says: “At Turing, we have thousands of developers going through our intelligent vetting process. And hence, we have the perfect data set to do supervised machine learning. We have data from our vetting that generates all of these rich input features. Using different algorithms, we are able to tell which developers end up passing our vetting process and which developers end up failing. We can then use this data to predict the probability that a developer would get an answer to a question right that they haven’t even seen yet.” 

“This process helps us make our vetting very efficient. Resultantly, a developer doesn’t have to spend a ton of time on Turing developer tests. If they get concepts a, b, and c right, we can predict the probability that they’ll get concepts d and e right. This is a magical experience where we are using machine learning to auto-complete the gaps in the vetting process.” he further adds. 

The beauty of this vetting process is it generates input features for our matching and ranking algorithms, similar to how Google uses machine-learned ranking to match a document with a keyword.

Jonathan says, “Turing is also using machine-learned ranking to match a developer’s profile with the job. Here again, we use supervised machine learning. We use gradient booster, decision trees, logistic regression, and a few other techniques to predict the probability whether a developer will be successful in a job with a customer.”

Related post: Turing takes Machine Learning Honors in the Business Intelligence Group’s 2022 Artificial Intelligence Excellence Awards

The benefits of matching candidates with AI recommendation engine

  1. Remove the issues of keyword searches with contextual evaluation
    Companies don’t overlook candidates with AI-based recommendations. Candidates that (A) don’t have aesthetically appealing CVs and/or (B) didn’t grasp the proper keywords from JD but might be a perfect fit, get a highlighted recommendation. 

  2. Reduce bias and improve the quality of the recruitment process
    AI matching can give the hiring process a neutral perspective. Turing’s AI considers a candidate’s complete background and set of talents. The applicant’s age, gender, and race have no bearing on the score. 

  3. Attract the right candidates and receive fewer irrelevant applications
    With Turing’s AI automatically identifying the most suited opportunities for candidates, businesses save time and recruit more effectively.

Related post: Turing Named One of America’s Best Startup Employers by Forbes for the Second Time in a Row

Bottom line

When emerging technologies increase their capacity to match the appropriate person with the right job, both organizations and people stand to gain significantly.

The best example is Turing’s Intelligent Talent Cloud. The cloud uses machine learning efficiently to source, vet, match, and manage over 3 million developers worldwide. Currently, Turing is helping organizations save valuable time and resources to build their dream engineering team in a matter of days.

So, if you are a skilled developer looking for a high-paying, long-term remote software development job or a company looking for a skilled candidate, visit Turing.com. 

FAQs

  1. ​​How can AI be used to assess job candidates?
    AI will alter the role of the recruiters through artificial intelligence, which will enable recruiters to be more proactive in their hiring, assist in determining whether a candidate fits into the company culture, and improve their relationships with hiring managers. They will also be able to calculate recruitment ROI easily.

  2. What is matching in artificial intelligence?
    Data is searched, indexed, and retrieved from a database using a variety of artificial intelligence-based data sorting and matching algorithms in a data management technique called intelligent matching.

  3. What are the best AI tools for recruiting?
    7 best AI recruiting tools
    1. Turing
    2. Arya
    3. Zoho Recruit
    4. Skillate
    5. Talenture
    6. Fetcher
    7. TurboHire

  4. Can artificial intelligence be used to make better decisions in hiring decisions?
    Applications with artificial intelligence speed up the evaluation of candidates during an interview process. AI-based pre-screening tests eliminate prejudices, lowering the possibility of passing over a good applicant.

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By ● Sep 2, 2022
How to hire the best international talent
For Employers ● Vetted Talent ● Vetting and Hiring

5 Best Ways Tech Companies Can Hire the Best International Talent

5 best ways to hire international talent: 1. Providing higher compensation than the market average 2. Hiring employees based on their abilities and not resumes.

How do I hire someone internationally? How can I hire international talent? What is international hiring? Why is international recruitment so important? Why do companies hire international employees?

According to Statista, there was a dip in global employment in 2020. Recruitment numbers decreased from 3.3 billion to 3.19 billion due to Covid-19. However, 2022 saw an increase of 4 percent in employment rates. 

Tech was among the few industries that contributed to the boost in global employment. A surge in demand for tech talent encouraged companies to think of better ways to hire candidates. This paved the way for international hiring. 

What is international hiring?

Scouting and hiring the best talent from across the globe is international hiring. 

What has led to the hiring of international employees?

Hiring international employees was already popular with entrepreneurs outside Silicon Valley. However, with Covid-19 and the rise in remote work, tech companies in Silicon Valley started exploring the benefits of hiring international talent. 

Today, most businesses are leveraging international hiring and embracing the global talent pool.

Businesses consider diversity, creativity, and innovation as the key indicators of growth.  This growth can only be possible when companies broaden their search for the right talent across international borders.

Some of the top MNCs like Microsoft, Twitter, Facebook, and Apple have realized that recruiting tech talent is competitive and challenging, and hence are hiring the best tech talent across the globe.

Why are tech companies hiring international talent?

Did you know that it takes around 35 days in the US to hire a candidate for a developer role and about 45 days in Canada? Why does it take so long to fill a single position?

The answer is simple. 

Most companies limit their hires to the local market. And thus, these companies are limited by geographical boundaries. 

Benefits of international hiring

  • To access a larger talent pool with unique skills that are not available in the local market
  • To save on the costs of hiring
  • To leverage the underutilized talent pool. For example, people with disabilities, people returning to work after a long break, people who are not willing to work full-time, and more
  • To create diversity in the company to foster productivity and innovation
  • To minimize and manage the overall tax liability as the tax rates differ country-wise

How can tech companies hire international talent?

1. By providing higher compensation than the market average in that region

Hire international talent

Offer higher compensation than the market average in that region

Some of the popular countries to hire international talent at lower rates are the Philippines, Brazil, India, Poland, Costa Rica, Argentina, Vietnam, and more. Companies can attract high-quality talent from these countries by offering better compensation than local companies. For example, Turing offers developers salaries higher than the market average in most countries. 

Here are a few ways to offer better compensation: 

  • Offer your employees better financial packages. For example, include medical insurance, internal vacations, bonuses, commissions, dividends, and more in the package. 
  • Hire them as contractors to help them save on income taxes. 

Receiving fair and competitive benefits will create a feeling of satisfaction amongst the employees. This step will ultimately lead to better hiring practices and better retention of employees.

2. By creating diversity and inclusivity

According to a recent Deloitte survey, 74 percent of millennial employees believe that a culture of inclusion makes their organization more innovative. And 47 percent strongly look for diversity and inclusion when evaluating potential employers. 

Companies with gender-diverse teams perform better than others. Hence diversity and inclusivity should be the key factors when screening and selecting candidates during the hiring process. 

Related Post: Diversity Hiring: How to Hire Diverse Talent for Your Company?

Here is an example of how US companies can build diverse teams. Look out for candidates from Latin America, Asia, and Africa. Latin America has a distinct benefit when compared to other countries in hiring international talent. Apart from geographical proximity, the cultural values of Latin America are similar to that of the U.S.

In addition, Latin American employees can easily communicate and collaborate with their U.S counterparts due to the similar time zones. Latin American employees are proficient in English and can be hired at lesser costs since their cost of living is lower compared to other countries.

All these benefits put together make Latin America the best option for international hiring.

Related Post: A Complete Guide to Software Outsourcing in Latin America

3. By developing a strong company brand

Hire international talent

Strong branding is key to attracting and retaining international talent.

According to a Glassdoor survey, a strong company brand minimizes the cost per hire by 50 percent. So, build your brand in a way that makes it attractive to the global talent pool. 

The best way is to showcase your brand’s stories and experiences of existing international employees through videos and blogs. This kind of brand building will create a positive image of your company among the international audience.

4. By hiring employees based on their abilities and not resumes. 

Companies like Turing, Google, Apple, Microsoft, and other big techs prioritize employee skills over educational qualifications while hiring. Similarly, you can focus on candidates’ abilities and assess them via coding challenges, live projects, and other tests instead of making all hiring decisions based on resumes.  

This approach will help companies attract a larger talent pool and vet the best talent. 

5. By creating a captivating candidate experience

Companies should have a well-structured hiring process to make the candidates feel comfortable. Interviews can be mentally stressful and challenging for interviewees. Hence, companies should pay utmost attention to the candidates’ experience and the time they invest in the interview process.

Here are a few ways hiring managers can create a great candidate experience: 

  • By clearly communicating the steps of the hiring process. 
  • By providing them the relevant learning material.
  • By offering constructive feedback to all candidates. 

Conclusion

Hiring international employees provides access to a larger talent pool, speeds up the hiring process, creates diversity in workplaces, and saves the cost to hire. So, follow the above-mentioned tips to hire the best international talent for your company. 

Are you looking to build an international team of software developers? Try Turing.com. Turing is a remote company that helps you source, vet, match, and manage the world’s best software developers remotely with an AI-backed Intelligent Talent Cloud. Hire the best developers from 150+ countries at half the cost. Visit the Hire Developers page to know more!

FAQs

  1. What is international hiring?
    International hiring is the process of searching for and recruiting the best talent across the globe.

  2. Why hire international talent?
    Here are the benefits of hiring international talent:   
    • To access a larger talent pool with unique skills   
    • To save on the costs of hiring   
    • To make use of the underutilized talent pool     
    • To build diversity within the company   
    • To minimize and manage the overall tax liability

  3. How to hire international talent?
    Some of the best ways to hire international talent are as follows: 
    • By providing higher compensation than the market average
    • By building diversity and inclusivity
    • By developing a strong company brand
    • By hiring employees based on their abilities and not resumes.
    • By offering a captivating candidate experience

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

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By ● Aug 30, 2022
Hire great tech talent from CEE region amidst challenges
For Employers ● Vetted Talent ● Vetting and Hiring

How to Hire Great Tech Talent from the CEE Region Amidst Challenges?

How to hire great tech talent in CEE? 1. Launch CEE-specific support initiatives 2. Set up a well-defined onboarding approach 3. Permanent employees or contractors?

How do I hire a developer from Eastern Europe? Where can I find developers in Europe? Where are the best developers in Europe? What is the Silicon Valley of Europe?  How to hire great tech talent from the CEE region?

Dive in to find the answers!

Central Eastern Europe or CEE is the emerging new Silicon Valley of the European region with great tech talent. Ukraine is the fastest growing region for companies to source software engineers, and this is because the developers possess strong technical education and work for affordable costs.

IT outsourcing is an emerging sector in Eastern Europe. Ukraine, the Czech Republic, Poland, Romania, and Belarus are some of the popular IT destinations in the CEE region. 

Ukraine, one of the top IT hubs in the CEE region has a large community of software developers working remotely for US and European companies. Approximately 20 percent of the Fortune 500 companies have remote development teams in Ukraine. Companies hire developers from Ukraine because they possess strong technical knowledge and offer a fantastic value/price ratio. 

Many start-ups and big MNCs work with software developers from the CEE region. 

However, the Russia-Ukraine war has left many developers without jobs.  

Now more than ever, tech companies should hire skilled tech talent from the CEE region to support this extraordinary talent. 

Hiring remote tech talent will be an ideal solution to encourage a distributed and diverse workforce and strengthen the local economies. But, hiring workers from war zones is a challenging situation for companies. So, here are four ways how organizations can overcome the challenges of hiring and supporting tech talent from CEE.

  1. Launch initiatives to support CEE members

    The Russia-Ukraine conflict impacted the IT industry. Several companies in Ukraine and nearby countries were forced to stop operations and lay off staff. Similarly, countless employees had to leave the country.

    Hiring tech talent from the CEE region can be challenging but companies across the globe can adopt specific support initiatives to embrace CEE tech workers. For example, assisting employees and their families to shift from war zones to safer places, allowing them to work remotely,  providing financial assistance for relocation, covering home rental costs, and more can be great ways to offer support to the talent in these countries. 

  2. Set up a well-defined onboarding approach

    Employees undergo burnout, stress, and insecurity in turbulent times. And so, companies must create a sense of bonding to boost the spirits of the employees, especially when hiring remote tech talent from the CEE region.

    It’s essential that the new team members feel like a part of the organization during the onboarding process.

    Some ways to create a sense of belonging during the onboarding process are setting up buddy systems, virtual meet and greet sessions, providing training sessions related to work, and organizing virtual company-wide cultural events. This practice gives new members the time and space to create better relationships with colleagues and the company. If possible, managers can also organize virtual meetings with family members. 

  3. Permanent employees or contractors? Choose what works best for you.

    The biggest challenge in remote hiring is whether to hire workers as permanent employees or contractors. If hiring permanent employees, the costs involved are higher in terms of vetting, training, accommodation, benefits, etc. In addition, the hiring procedures are lengthy and require the involvement of government entities of the CEE region.

    If hiring as contractors, the process has to be entrusted to companies who create contracts and handle onboarding procedures. Reputed hiring platforms like Turing can provide a seamless hiring process, saving cost, time, and energy.

    The benefits of hiring with Turing: 1. You can hire the top 1 percent from a talent pool of 3M+ developers 2. Turing offers a rigorous vetting process that helps you find high-quality developers 3. You can hire developers with a 100 percent risk-free two-week trial period 4. Access to Turing’s Workspace helps in effective collaboration with employees and gives you better visibility of employees’ work 5. With Turing, hire Silicon Valley caliber at half the cost.

  4. Go the extra mile in offering compensation and benefits

    Companies can offer exclusive benefits and compensations like trip expenses, accommodation discounts, comprehensive health insurance coverage, pension plans, and work hour flexibility, among others to support employees from the CEE region.

    Companies can also go a step further in arranging or advising for loans to employees based on their salary or contact. This step will motivate employees to do wise investments or even start their side businesses.

Is CEE the second Silicon Valley?

Undoubtedly, CEE is the second Silicon Valley with a strong pool of great tech talent. Though the region has promising tech talent, companies should know the right approach to hiring from this region amidst current unrest and border dispute. 

For example, several European, American, and Canadian companies have posted around 500 tech-related job ads on a website called ‘Remote Ukraine for Ukrainians.’ Few companies covered transportation and accommodation costs for their Ukrainian employees. In addition, certain companies offered advanced salaries and supported employees in setting up bank accounts outside the war-affected areas. 

Hire the best remote tech talent with Turing

Turing is a remote-first company with a planetary pool of software developers and millions of untapped Silicon Valley caliber engineers. Turing makes the remote hiring journey seamless for companies and developers. 

With Turing, companies can hire pre-vetted, Silicon Valley-caliber remote software talent across 100+ skills in 3-5 days. Similarly, Turing provides excellent opportunities for remote developers from all over the world by offering them high-quality software jobs with top US firms.

FAQs

  • How can I hire the best tech talent from Eastern Europe?

    Four ways to hire developers in Eastern Europe:
    • Launch Easter Europe-specific support initiatives
    • Set up a well-defined onboarding approach
    • Choose the best option for hiring: Permanent employees or contractors?
    • Go the extra mile in offering compensation and benefits

  • Where can I find developers in Europe?

    Popular destinations in Europe to find developers are
    • Ukraine
    • Poland
    • Romania
    • Bulgaria
    • Belarus

  • Why hire the best developers in Europe?

    Developers from Europe:
    • Possess excellent technical skills
    • Have better language proficiency
    • Can be hired at affordable rates
    • Have a culture fit similar to western countries

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

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By ● Aug 17, 2022
Software outsourcing in Latin America
For Employers ● Vetted Talent ● Vetting and Hiring

A Complete Guide to Software Outsourcing in Latin America

Software outsourcing in Latin America means 1. Less time zone differences 2. Proximity to the outsourced teams 3. Quick adaptability to new policies and regulations 4. Global support and access to growing infrastructure

Why outsource to Latin America? How many software developers are in Latin America? Why should a US company consider hiring offshore talent from Latin America? How to approach software outsourcing in Latin America? 

Looking for answers to such questions? Keep reading. 

From startups to multinationals, most tech companies wish to hire the best developers at affordable rates. However, with a talent shortage, hiring top talent has become nearly impossible on the home ground. So, American companies have moved to a better alternative – Latin America. 

South American or Latin American countries offer less time difference, flexible labor laws, proximity to US states, and minimum to zero communication barriers. Also, most of the LATAM countries have been nurturing an impressive IT environment, making them the most sought-after destinations for software outsourcing. What’s more? Let’s find out.

Why outsource to Latin America?

  1. Less time zone differences

    Getting remote work done isn’t as much of a challenge in LATAM Countries as it is in other Asian and European countries. 

    Latin American countries like Argentina, Costa Rica, Brazil, Colombia, and Mexico have only one to three-hour time difference from the U.S., while countries like India, China, Vietnam, Indonesia, Ukraine, and others have half to a full day’s time difference.

  2. Quick adaptability to new policies and regulations

    When clients look at Latin America, they look for English language skills, geographical proximity, and cost-effectiveness. 

    For example, if you look at India and Poland, which are some of the most developed spaces in outsourcing and shared services, there is a lot of wage inflation, whereas Latin America has more stable economies. 

  3. Proximity to the outsourced teams

    Hiring from Latin America means you’ll be closer to the action. If you need to jump on a plane to visit your outsourced team and participate in the development cycle, you won’t have to fly halfway around the world. 

    Also, software outsourcing to US neighboring countries makes participation in the onboarding, development, and maintenance easier. For example, if you choose a country like Mexico, your outsourced team will be only a few hours away.

  4. Global support and growing infrastructure

    Currently, Latin America is exploding with big techs looking to source local talent and invest in the growth and development of the overall industry.

    The Latin American outsourcing industry has attracted many leading multinational companies, including Intel, General Motors, Genpact, Wipro, American Express, Citibank, and more. 

    Apart from building their giant offices and production houses, these companies are also investing in call centers, offshore delivery centers, BPOs, and Shared Service Centers (SSC). 

What is unique about the cultures of Latin America?

Software outsourcing culture in Latin America

Software outsourcing and hiring culture in Latin America

To hire and retain technical talent from Latin America, it is important to accommodate your hiring strategies to the cultural differences in the region. So, here are the main cultural points related to Latin American countries. 

  1. Local colleges and universities

    If you wish to hire junior developers directly from the colleges, you should know the best colleges and universities. According to QS’ University Rankings, the best Latin American tech schools are as follows: 
    1. Universidad Nacional Autónoma de México
    2. Universidade de São Paulo
    3. Universidad Estadual de Campinas
    4. Universidad de Chile
    5. Pontificia Universidad Católica de Chile
    6. Universidad Tecnológica Nacional
    7. Instituto Politécnico Nacional
    8. Universidad Nacional de Colombia

  2. Differences in engineering backgrounds

    The career path of a LATAM engineer is very different from a US engineer since different educational and employment options are available to people from both areas. 

    The talent pool in Latin America is made up of graduate degrees, boot camps, and coding academies. These are followed by a mixture of corporate and freelancing work in tech companies.

  3. Differences in job resume

    When interviewing people from Latin America, go through their resumes thoroughly. 

    Latin American people’s resumes are usually very modest. They lean towards teamwork and collectivism, so the candidate’s resumes might not feature or highlight personal achievements. 

    Another point to keep in mind is that they refer to resumes as CVs (Curriculum Vitae).

    In addition, Latin American developers’ CVs may also include personal photographs and a lot of personal information. They are also much longer than the common single-page resume available in the US.

Related post: Eight Best Countries for Outsourcing Software Development in 2022

Top destinations for software outsourcing in South America

  1. Argentina

    Most Argentinian software developers are proficient in English, which is a great strategic advantage for them. 

    According to the EF Education First global test, Argentinians score the highest in the South American region in academics. 

    The government understands the importance of IT outsourcing and frequently looks over labor laws to support related initiatives. The government is also working hard to attract more international businesses to the country. 
    1. Capital: Buenos Aires
    2. Language: Spanish
    3. Famous for: tango, steak, wine, and football

  2. Bolivia

    Unlike other outsourcing countries, Bolivia shares a similar culture to the United States. Lower cultural barriers mean employers experience better communication from the start and a faster connection between the outsourced team and the company’s in-house team.

    Bolivia has a more cost-efficient economy than other LATAM countries, resulting better access to good talent at an affordable price. 

    In addition, Bolivia has had exceptional progress in the technology sector over the past few years and is now a significant innovation center in South America. 
    1. Capital: Sucre
    2. Language: 37 recognized languages, but the most common is Spanish 
    3. Famous for: Salt flats

  3. Brazil

    Brazil is South America’s largest economy. Brazil has a lot of Fortune 500 companies, such as IBM and HP. Brazil is also the biggest IT outsourcing center in South America.  

    With more than 500,000 IT professionals, and approximately 23,000 new IT graduates entering the industry each year, Brazil is a great place to find software developers. 

    The advanced technical knowledge is supported by fantastic proficiency in English, which makes Brazil a strong competitor to Argentina in software outsourcing. 
    1. Capital: Brasilia
    2. Language: Portuguese
    3. Famous for: Carnival, football superstars, Amazon rainforest

  4. Chile

    Chile’s booming economy and business-friendly environment have helped it become one of the top countries in South America for software outsourcing. 

    Chile is also attracting interest from international corporations thanks to its good reputation and stable economic climate. Security systems, mobile banking, data processing, web design, and green technology are just a few of the fields where Chilean software engineers have excelled. 

    Additionally, the nation has one of the most advanced telecom infrastructures in South America, with the greatest rates of mobile and broadband adoption.
    1. Capital: Santiago
    2. Language: Spanish
    3. Famous for: poets, Easter Island, wine

  5. Peru

    Peru is the third-largest country in the Latin American region after Brazil and Argentina. 

    Programming expertise is very diverse among Peruvians. Many Peruvian developers have worked for multinational corporations and have a thorough understanding of their operational procedures.

    Due to its cultural compatibility with western workplace culture, Peru has been ranked among the top outsourcing destinations in LATAM. 
    1. Capital: Lima
    2. Language: Spanish, Quechua, Aymara
    3. Famous for: ceviche, alpacas, Machu Picchu

  6. Uruguay

    Uruguay’s creative, superior educational system and adoption of new technology are the two key characteristics that set it apart from its neighbors. 

    Uruguayans frequently start working while still in college, receiving an advantage in the job market. Also, tech education starts at an early age in Uruguay.  

    By establishing offices and partnerships there, major corporations like IBM, Kraft, BBVA, HBO, and others have already expressed an interest Uruguay.
    1. Capital: Montevideo
    2. Language: Spanish
    3. Famous for: wine, mate, tango, Punta Ballena

Related post: IT Hiring Trends 2022-23: 10 Most In-Demand Skills in US Companies

How to hire Latin American software developers in 5 easy steps

Software outsourcing and hiring tips for Latin America developers

How to hire software developers in Latin America

  1. Look in the right country

    Finding a software developer in Latin America is a wonderful place to start, but there are 33 nations in this region. So, select a nation that is more appropriate for you. 

    Choose a nation that possesses the attributes you need. For instance, Panama has one of the best software technologies in the world, and nations like Chile and Argentina are renowned for their reliable developers. 

    Reduce your list to one or two nations. This step will save time later on when searching virtually everywhere for the ideal applicant.

  2. Look at the talent pool of each country

    This complements the previous point. However, remember that, though Latin America has many software developers, not all of them work in the same field. 

    In Latin America, the majority of software developers specialize in back-end development, and there is a high concentration of mobile developers, data administrators, data or business analysts, and QA professionals.

    So, if you’re searching for software developers for back-end development, Argentina, Chile, Mexico, Colombia, or Uruguay will be your best bet; however, if you’re seeking game or graphic developers or DevOps developers, Brazil has a larger number of workers with those specialities.

  3. Keep the price in mind

    Chile, Argentina, and Brazil have the highest earning software developers, earning over $10,000 per year, according to a StackOverflow study.

    Therefore, check with other nations if you need software professionals for a little project at a reduced cost. 

    Remember, the key is to select a software development expert who fits your budget and does a fantastic job rather than trying to find a cheap solution.

  4. Test their tech knowledge

    The same Stack Overflow study also revealed which technologies software developers in Latin America prefer to use in their projects and which ones they find completely unappealing. Latin American developers mostly prefer HTML, JavaScript and Python. 

    Inquire about the technologies they are familiar with, the programming language they use, and other details. Organize virtual tests and live studies to test their knowledge and problem-solving approach. 

  5. Ask them about their experience

    Finally, but most certainly not least, look into their experience. Inquire about their involvement in past projects of a similar nature, their role and responsibilities, how they managed to produce a wonderful product, and more.

    Even if you decide to work with a less-experienced software developer, they should still be able to offer you an idea of how they will approach your project.

Bottom line

The advantages of software outsourcing to Latin America are numerous. However, don’t forget that it’s not just about cutting expenses when you outsource to Latin America; it’s also about improving productivity and forming alliances.

If you wish to hire experienced software developers from Latin America but don’t want to get into the hassle of screening, testing, interviewing, and onboarding, visit Turing.com 

Turing’s AI-backed Intelligent Talent Cloud helps companies source, vet, match, and manage the world’s best software developers remotely.

FAQs

  1. Why outsource to Latin America?
    Latin American countries offer high-quality IT professionals at lower costs than the United States. Also, cities like Buenos Aires, Argentina, Montevideo, Uruguay, and Bogota, Colombia are thriving as ‘tech hubs’.

  2. How many software developers are in Latin America?
    In 2021, there were about 9,63,000 developers in Brazil, Chile, Argentina, Colombia, and Mexico combined, ready to offer outsourcing services.

  3. Why should a US company consider hiring offshore talent from Latin America? 
    Here are four reasons why a US company should consider hiring offshore talent from Latin America:
    1. Less time zone differences
    2. Quick adaptability to new policies and regulations
    3. Proximity to the outsourced teams
    4. Global support and access to growing infrastructure

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By ● Aug 4, 2022
6 ways to boost your hiring process
For Employers ● Vetted Talent ● Vetting and Hiring

Top 6 Ways to Boost Your Hiring Process

Improve your hiring process by 1. Appreciating HR efforts 2. Reducing hire time 3. Improving internal hiring 4. Prioritize relevant soft skills 5. Providing competitive benefits 6. Having a strong remote hiring process

How do you plan a hiring process? How do you attract employees in 2024? How can we improve the hiring process?

Looking for answers to these questions? Keep reading.

With the global talent shortage at an all-time high, hiring managers are struggling to fill the open positions. HRs are feeling pressured by their employers to close important roles.

According to a recent survey, 50 percent of companies believe they haven’t met their hiring goals in the last year. In addition, around 76 percent of SMB CEOs want to increase their employee headcount in 2024. 

Though companies are focused on hiring processes and employee retention, the talent shortage is a looming issue for organizations, especially after the Great Resignation that recorded 20-year high job vacancies. 

To overcome the hiring challenges, businesses must set up solid hiring structures that include modern hiring tools and strategies. So, here are the top six strategies that businesses can implement to improve their existing hiring process: 

Hiring process

6 tips to improve the existing hiring process

  1. Appreciate the efforts of the HR and recruiting teams

    During the pandemic, most human resource professionals could not balance work and life. According to a recent survey, 98 percent of HR professionals suffered burnout, and 97 percent experienced emotional fatigue.

    So, companies need to appreciate and recognize the efforts of the HRs. To do this, employers can give shout-outs in company meetings, reward HR employees with skill enhancement programs, free lunches, office parties, and encourage peer appreciation.

    Apart from these benefits, companies should implement wellness programs like yoga sessions, counseling, stress management workshops, and more for HR employees to address their stress. In addition, employers can also introduce days-offs and flexible working hours for their team. This gesture will boost the morale of HR employees and improve the hiring process.

  2. Watch out for the time to hire

    In the US and UK, 58 percent of HR managers say there is a negative impact on business performance because of a delay in the hiring process. Due to the delay in the time to hire candidates, companies may miss out on the best talent.

    The communication gap between the hiring managers and the candidates should be less for an efficient hiring process. Managers should make quick decisions to fill the open positions before the candidates change their plans of joining the particular role. The lower the time to hire, the better the candidate’s experience will be.

    Related post: Here’s How Remote Work Is Affecting Hiring and Retention Strategies

  3. Improve internal talent-hiring

    Conducting an internal recruitment process is important to retain employees, boost diversity and inclusion, and ensure employees’ growth. Seventy-three percent of hiring professionals think that the internal hiring process is significant for a company, and promotions like a salary increase, recognizing employees’ work, and assigning challenging tasks and work based on their strengths are key to retaining employees.

    Companies can implement a successful internal hiring process by creating customized job descriptions, providing easy access to open positions, and investing in employees’ professional development.

    The internal hiring policies should be clear to employees to know where to search for job postings in the company. Internal recruitment reduces training costs, saves time in screening and interviewing, and employees succeed better.

  4. Prioritize relevant employee soft skills

    Assessing soft skills is essential when evaluating candidates. The top soft skills to look for are empathy, agility, passion, capability, communication, and judgment.

    Julie Sweet, CEO of Accenture, states that skills relevant to Fortune 500 companies, a few years back, are not relevant today. Candidates’ soft skills can be assessed through pre-employment tests, observing physical and social cues while interviewing, how candidates rank their skills from strongest to weakest, and asking for examples where they demonstrated their skills in work.

  5. Provide competitive compensation and benefits

    According to a survey, 63 percent of US employees said compensation is vital in determining job satisfaction. Rewards, recognition, and compensation are highly motivating factors that pump life into the hiring process and boost employees’ morale.

    Incentives, bonuses, pay hikes, cash compensations, comprehensive health packages, non-cash rewards, and flexible work hours are some benefits companies can offer to attract and retain employees.

  6. Have a strong remote recruitment process

    As per a survey by FlexiJobs, 58 percent of respondents said they prefer remote work.

    Remote work is becoming the new norm of the work culture. So, setting up a solid virtual hiring process should be the top priority of most companies. Companies should have the right collaborative tools, effective candidate engaging strategies, virtual onboarding processes, and evaluation methods for a seamless remote hiring process.

    It’s not an easy task for employers to hire or find great people to work with, especially after the pandemic and the Great Resignation of 2021. Some effective ways to find the best candidates are by posting on online job portals, contacting talent solutions companies or agencies, utilizing employee referrals, leveraging social media platforms, and building a robust internal recruitment structure.

Here are some tips for conducting a better hiring process:

  • List down your requirements. Determine whether you require candidates for permanent roles or temporary ones. Similarly, ascertain if you require freshers or experienced professionals. 
  • Advertise job postings on your company website, career page, social media platforms, online job boards, and within your company.
  • Devise standard recruiting strategies to remove bias while evaluating the candidates for similar positions. 
  • To make the interviews better, prepare a set of questions hiring managers should ask during recruitment and answers related to the job role.

How to create the best hiring process?

Companies need to foster candidate relationships to create an impactful hiring process. Companies must implement new recruiting methods like internal hiring, remote hiring strategies, assessing the right employee soft skills, minimizing the time to hire, and recognizing the efforts of HR employees.

Hiring mistakes like poor job descriptions, delays in interviews, and lack of communication with the applicants will refrain competent candidates from accepting the job opportunity with your company.

But, companies with a well-crafted hiring process can attract high-quality candidates. They have better customer satisfaction and increased employee retention and engagement. 

Companies like Turing conduct a rigorous hiring process that helps companies tap into the global talent pool to hire elite, pre-vetted remote engineers at the push of a button. Named as one of America’s Best Startup Employers for 2022 by Forbes, Turing can help you hire from the top one percent of the world’s best developers in just 3-5 days. Turing’s Intelligent Talent Cloud has helped hundreds of companies hire high-quality software talent on-demand at unbeatable prices.

FAQs

How can we improve the recruitment process?

  1. Appreciate the efforts of the HR and recruiting teams
  2. Watch out for the time to hire 
  3. Improve internal talent-hiring 
  4. Prioritize relevant employee soft skills 
  5. Provide competitive compensation and benefits 
  6. Have a strong remote recruitment process

What should HR consider in the hiring process?

  • Determine your candidate requirements appropriate for the role
  • Advertise job postings on relevant platforms 
  • Devise standard recruiting strategies for an unbiased hiring process
  • Make your interviews better with a pre-prepared set of questions and answers

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By ● Jul 28, 2022
Recruitment ROI and how to calculate it
Culture and Productivity ● For Employers ● Leadership and Management ● Tips, Tools, and Trends ● Vetted Talent ● Vetting and Hiring

What is Recruitment ROI and How to Calculate It?

KPIs to measure recruitment ROI: First-year attrition, Offer acceptance rate, Application completion rate, Quality of Hire, Time to Hire, Cost per Hire, Candidate experience 

What is ROI in recruitment? How is ROI calculated in recruiting? How is the recruitment success rate calculated? How do you measure your recruitment performance? Which are the KPIs to measure recruitment ROI? 

Looking for answers to these questions? Dive in. 

What is ROI in recruitment?

In recruitment, Return On Investment (ROI) is a performance indicator that assesses an employee’s efficiency and profitability. Recruitment ROI measures the value of an employee to the company against the money spent by the employer for hiring and retaining that employee. 

How do you calculate ROI for recruitment? 

The employee lifetime value is divided by the cost of hiring and retaining that employee to determine recruitment ROI. A percentage or a ratio is used to express the result. 

Which metrics should you consider to measure recruitment ROI?

  1. Calculate the first-year attrition rate 

    All new hires need some time to settle in and deliver their best work. However, they come under first-year attrition if they leave within a year. 

    You will never be able to recoup your investment in your applicants if they leave before completing a year with you. The costs of acquiring new employees will pile up and impact your company’s bottom line.

    When candidates are met with unrealistic expectations that don’t necessarily align with the job requirements, they’ll likely quit the position within a year. Also, when you hire an unsuitable candidate for the job, performance will suffer, and you may have to let the employee go. 

    So, communicate what is expected of the candidate for the position and ensure they have enough resources to maximize their performance.

  2. Assess the offer acceptance rate

    The percentage of candidates who accept the job offer from your organization is the Offer Acceptance Rate (OAR). 

    On the contrary, after going through all interview rounds, tests, and interactions, if the candidate doesn’t join the organization, the hiring resources go to waste. The OAR decreases, and the company’s operational costs increase. 

    Low OAR is a bad sign for any company and is directly linked to recruiters’ competency. OAR reflects the recruiter’s ability to ascertain the candidate’s goals, needs, and significant concerns before making an offer. 

  3. Analyze the Application Completion Rate (ACR)

    According to a recent survey, about 60 percent of people abandon their applications in the middle because they are too long, tedious, or confusing. 

    Therefore, the number of people who complete your job application form is another important key performance indicator to keep track of. This KPI calculates how many candidates start an application for an open role at a company, fill it and submit it for consideration.

    Tracking ACR helps the hiring managers optimize their recruitment processes, used in conjunction with career page and job board analytics.

    Related post: 8 Ways Hiring Managers Can Include Automation in Their Hiring Process

  4. Determine the quality of hire

    This KPI is critical for determining whether a newly hired applicant is a good or bad fit for the company. 

    Determine how much value the new person brings to the organization and what impact they have on the company’s long-term goals. As performance and culture fit cannot be reduced to scores or statistics, this metric is subjective and differs for companies and employees. 

    Quality of Hire (in percentage) = (Indicator in percentage + Indicator in percentage) / Number of Indicators

  5. Calculate the Time To Hire (TTH)

    The time between when a candidate first enters the pipeline and when they accept a job offer is referred to as the time to hire. This is an important KPI because hiring processes require significant time and money. 

    Assume the day you opened a specific role is day one when calculating the time to hire. After that, deduct the number of days it takes a candidate to enter the pipeline from the number of days it takes them to accept an offer.

    For example, an applicant applied for an available position five days after it was advertised. Then, 20 days after the job was advertised, they accepted an offer. Your time to hire is 20-5=15 days.

    Time to hire = The day candidate accepted the offer – The day candidate entered the pipeline.

  6. Estimate the Cost Per Hire (CPH)

    The average money spent to fill a vacant position in a company is the cost per hire. 

    This metric helps track finances since it helps you plan your recruiting budget and allows you to compare spending over time. Your cost per hire also displays how much money you save by using recruitment software instead of search firms or external recruiters. 

    The American National Standards Institute and the Society of Human Resource Management developed a standard formula for estimating the cost per hire. The formula states – Add up the costs of both internal and external recruiting efforts and divide by the total number of hires.

    CPH = (Total internal + total external recruiting costs) / total number of hires in a specific time frame

An example to clarify how to calculate the recruitment ROI:

  • Assume that XYZ Company will hire 100 individuals over the next 12 months, with an average salary of $100,000. A total of $10 million in further compensation is offered. 
  • This would result in a total variable profit contribution of $24 million (100 individuals at $240,000 apiece). 
  • If the 100 individuals hired were 20 percent more productive, total profit would increase by $4.8 million annually. This increase would amount to around $20 million in additional variable profit over four years.
  • The cost of hiring 100 top-third employees is estimated to be around $3 million. This figure includes a four-year pay raise of $2 million, the expense of four additional recruiters in the first year, four additional LinkedIn Recruiter licenses for a year, and the cost of training recruiters and hiring managers to adopt performance-based hiring. 
  • The return on investment (ROI) for earning $20 million in profit over four years with a $3 million investment is over 600 percent, with a payback of three months. 

Related post: 6 Mistakes Hiring Managers Should Avoid Making

Bottom line

Math is fun, but it’s not for everyone. If you aren’t interested in maths and calculating recruitment ROI manually, you can use modern recruitment software, such as Arya by LeoForce, SelectHub, Workable, Trakstar Hire, Bamboo HR, iCIMS, JobVite, JobAdder, and BullHorn. 

If you wish to hire the world’s best developers remotely, try Turing.com. Turing makes remote recruiting simple and beneficial for businesses. Turing allows companies to employ pre-vetted, Silicon Valley-caliber remote software talent in 3-5 days across 100+ programming languages.

FAQs

  1. How is the recruitment success rate calculated?
    To calculate the success ratio, divide the number of hires who perform well by the total number of hired candidates. A high success ratio means that most of the hired candidates perform well. However, a low ratio means that recruiters must fine-tune their selection process.

  2. How do you measure your recruitment performance?
    Here are some of the most important KPIs to measure recruitment performance:
  • First-year attrition
  • Offer acceptance rate
  • Application completion rate
  • Quality of hire
  • Time to hire
  • Cost per hire
  • Candidate experience

Traditional recruiting wasn’t built for a software-first world

Click here to register today for Turing's product demo

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By ● Jul 15, 2022
Hire Java Developers This Year
For Employers ● Vetted Talent ● Vetting and Hiring

Hire Java Developers in 2024 with These Steps

Hire Java developers at unbeatable prices and zero risk with Turing. Build your engineering dream team with pre-vetted Java developers in just 3-5 days.

How much does it cost to hire a Java developer? How do I hire Java developers? How much do freelance Java developers make? Is it hard to find Java developers? 

Find answers to these questions in the post below.

Java is one of the top five programming languages, with more than 10 million dedicated Java developers globally. Java is also versatile, with many platforms supporting Java applications. In addition, Java is simultaneously a compiled and interpreted programming language.

Java applications run on laptops, desktops, smartphones, TVs, audio players, Blu-ray players, and many other electronic devices. The versatility, multi-platform support, and wide range of applications create a huge demand for Java developers. 

Companies from various sectors recruit Java developers to develop applications, devices, and technologies. However, due to the competition, hiring managers must fully understand what Java is, the advantages of Java, the types of Java developers, and the recruitment steps to hire Java developers. 

What is Java?

Java is an object-oriented programming language with minimum implementation dependencies. Java is also a class-based, high-level, general-purpose programming language. Java uses a Java Development Kit (JDK) to write codes and runs on a Java Virtual Machine (JVM) in a Java Runtime Environment.

James Gosling developed Java at Sun Microsystems in 1995. Even though Java is 26 years old, it is still a popular choice among software developers and testers.

Related post: Golang vs Java: Which language is the best?

What are the advantages of Java?

Hire Java developers for these benefits

Advantages of hiring Java developers.

Java programs are compiled as bytecode. Bytecode allows Java programs to run on any device. Thus, Java applications do not need a recompiler, making Java a compiled and interpreted programming language. Some of the primary advantages of Java are as follows: 

  1. Intuitive, simple, and has an easier learning curve
  2. Secure, robust, and multi-threaded
  3. Object-oriented, economical, and platform-independent
  4. Efficient memory allocation with separate Heap area and Stack area
  5. Remote Method Invocation for distributed processing

Related post: Kotlin vs Java: What should you choose?

What are the types of Java developers?

A junior Java developer has around 0-3 years of experience in coding with Java programming language. Most junior Java developers can comprehend and implement simple code snippets written in Java, and create basic Java-based functions.

On the other hand, senior Java developers hold three or more years of experience in coding with Java programming language. Most senior Java developers can write clean, readable Java code, while using the complex features of Java. 

What are the skills of a junior Java developer?

A junior Java developer must be well-versed in applying Servlets, Servlet methods, and Servlet parameters within their codes. Junior Java developers should also possess a fair bit of knowledge about Extensible Markup Language (XML), X query, and Extensible Stylesheet Language (XSL). 

As a recruiter, evaluate developers’ basics of Java programming. Check their proficiency in Java-2 Enterprise Edition (J2EE), and data types, structures, algorithms, and design patterns. Also, test junior java developers for Java-based web services, relational databases, Object Relational Mapping (ORM), and Structured Query Language (SQL). 

What are the skills of a senior Java developer?

Most senior Java developers are skilled at deploying Java Virtual Machines (JVM) and performing effective memory management. Beyond their expertise at J2EE, senior Java developers are also proficient with Enterprise Java Beans, Spring Inversion of Control (IoC) Containers, Dependency Injection, and Multi-threading and Synchronization within Java applications. 

Senior Java developers are capable of managing a team of Java developers and possess leadership skills, team-building skills, version control, and collaboration skills. 

Senior Java developers are highly skilled at OOP, with a good knowledge of abstract classes, serialization, and Java application containers like Jetty and JBoss. Java developers are well-versed in testing Java Server Pages (JSP) with tools like Selenium, TestNG, etc. 

Hiring managers must test senior Java developers for code optimization, error handling, and debugging skills. Also, look for experience in Java web frameworks, Java Virtual Machine (JVM), Java Runtime Environment (JRE), and Java Development Kit (JDK).

What is the salary of a Java developer?

Hire Java developers

Java developers earn a handsome salary.

A senior Java developer in the US can earn a few hundred to a few thousand dollars per week, depending on the seniority, experience, and portfolio. Java developers are some of the highest-paid developers due to Java’s high demand.

As the cost of hiring Java developers in the US is very high, a lot of recruiters prefer to outsource their Java development teams from developing countries. Outsourcing Java developers provides companies with a larger talent pool of Java developers. Organizations within the U.S. can build a workforce of skilled developers across the globe, with Turing.com.

Turing.com enables companies to hire Silicon-valley caliber Java developers. Turing offers senior Java developers with 3+ years of experience to companies across the U.S.

How to hire Java developers?

Where to find Java developers? How to interview developers for soft skills? How to onboard Java developers? Find answers to these questions below. 

Employers must follow certain hiring steps when they are looking for Java developers. The main stages include screening, telephonic interviews, assessments, one-on-one interviews, reference cross-checks, and onboarding. 

Hiring managers can explore multiple platforms and services to hire dedicated Java developers. Some common places to look for  Java developers are as follows:

  1. GitHub

    GitHub is a code repository, a service where software developers can store the source code of their programs. GitHub also allows developers to store multiple versions and updates of these codes. GitHub serves as an online portfolio that showcases a programmer’s coding skills.

    Hiring managers can identify suitable software developers via GitHub and browse their portfolios. Although these portfolios offer plenty of information, GitHub is not a recruitment platform. Essentially, hiring managers cannot recruit developers from GitHub.

  2. LinkedIn

    Professional social networking sites, such as LinkedIn and AngelList, are great alternatives for identifying and reaching out to potential candidates.

    However, due to the popularity of Java, a single job posting might receive thousands of applications. Sorting through all these unvetted applications to find ideal candidates can be tedious for hiring managers.

  3. Turing

    You can avoid all the hiring challenges mentioned above with Turing.

    Turing is a great platform for hiring Java programmers. Turing helps managers to hire pre-vetted software developers through its Intelligent Talent Cloud.

    The company conducts automated coding challenges and live coding tests to verify the proficiency of software developers and ensure they have excellent technical and soft-skills.

    With Turing, companies can build their dream team of remote Java developers within three to five days. The best part? There’s zero risk. If you decide to stop working with Turing developers within two weeks, you pay nothing.

How to assess Java developers’ skills?

  1. Coding challenges

    Coding challenges are a great way of assessing the technical knowledge of Java developers. Recruiters can present pre-filled Java codes with certain bugs and ask the developers to debug them.

    Interviewers can also design Java coding challenges by providing a few conditions or write a Java code that will produce pre-specified output. Coding challenges allow hiring managers to assess the problem-solving skills and proficiency of Java developers.

  2. Technical interview questions

    Depending on the seniority, some of the technical interview questions of Java development can be as follows:

Interview questions for junior Java developers in 2024

  1. What loops are used in Java?

    A loop is an instructional code executed multiple times when the code is compiled. There are three types of loops in a Java coding environment.

    For loop: A ‘for’ loop is repeatedly executed for a specified number of cycles. For example,

    for (initialization : condition : updation)
    {
    //loop code instruction
    //statements to be executed inside the loop
    }
    //statements to be executed outside the loop

    The ‘for’ loop is executed when the condition is true, and the loop is terminated when the condition
    becomes false.

    While loop: While loops are useful to repeat the execution of code statements, until the condition is met. While loops check the condition before executing the statements inside the loop. For example,

    while (condition)
    {
    //statements inside the loop
    updation
    }
    //statements outside the loop

    The loop is initiated after checking the conditions. The updation moves the code forward until the variable meets the condition. The while loop ends when the condition is not fulfilled. The condition is checked before the statements inside the loop are executed.

    Do While loop: The ‘do while’ loop executes the code statements till conditions are fulfilled. But unlike the while loop, ‘do while’ loop checks the condition after executing the statement inside the loop. For example,

    do
    {
    //statements inside the loop
    }while (condition);
    //statements outside the loop

    The condition is checked after the code lines inside the loop are executed. The loop is then repeated until the conditions are fulfilled. The code outside the loop is executed only after the loop completes its iterations.

  2. What is a Classloader in Java?

    The classloader sources classes into the Java Runtime Environment (JRE). A classloader also loads Java classes into a Java Virtual Machine (JVM) dynamically. Classes can be loaded from files within the hard drive, or from the internet. The files are usually stored in a .jar (Java ARchive) format. There are three types of classloaders in Java, they are as follows:

    Bootstrap classloader

    The location rt.jar is accessed by the Bootstrap classloader to load classes into the JVM. Bootstrap is the most basic form of classloader.

    Extension classloader

    The Extension classloader loads classes from JDK extension library, i.e., the jre/lib/ext directory. The Extension classloader is derived from the bootstrap classloader.

    System classloader

    As a child class of extension classloader, system classloader is also known as application classloader. System classloader loads classes from the path specified by ‘classpath’ and ‘cp command line’.

  3. What are the uses of Java?

    Java helps developers create the following types of applications:

  • Mobile apps
    Spotify, Twitter, Wikipedia Search, and other mobile applications.

  • Desktop-based Graphical User Interface apps
    Industrial applications that use a GUI are made with Java. Apps such as IntelliJ IDEA, Eclipse, Netbeans, and others were developed with Java.

  • Scientific apps
    Java is useful for creating applications that require complex mathematical calculations and robust security features. MATLAB and Simulink by MathWorks are some of the most famous scientific apps created with Java.

  • Gaming apps
    Java was very popular as a programming language for game development. Minecraft, the most popular video game of all time, is based on Java. Beyond server-side coding of game development, Java is particularly popular for developing android and arcade-style games.

  • Web apps
    Amazon, Broadleaf, Wayfair, and other web applications are developed with Java. The features and elements of Java ensure that safe, robust, and secure applications can be developed using Java.

  • Enterprise/business apps
    The Java EE (Enterprise Edition) includes all the features needed to create scalable applications for enterprises and large-scale businesses. Companies like TCS, Infosys, Google, Naukri, Flipkart, Goibibo, Uber, eBay, Pinterest, Trivago, HCL, and others use Java. 

  • Cloud and Big Data apps
    The Oracle Java Cloud Service can create and configure Oracle WebLogic servers for your cloud computing requirements.

    Hire Java developers for big data apps

    Java developers can create Cloud and Big Data applications.

Interview questions for senior Java developers in 2024

  1. What is a method? What is the difference between wait() and sleep() method in Java?

    A method is a function/code that is only executed when it is called upon. It groups a piece of code together. This makes it easy to call the function and repeat its execution.

    wait() method halts or pauses the thread without engaging/holding the ‘lock’ or ‘monitor’ structure of the shared object. For certain specified milliseconds, the thread is paused. In other cases, the thread is paused until another thread fulfills the desired condition.

    The wait() method is called in multi-threaded operations to avoid race conditions. The wait() method halts the execution of the current thread until notify() and notifyAll() methods are invoked by another thread for this object. The notify() and notifyAll() methods are used with wait() for synchronization.

    sleep() stops operations while keeping a hold on the lock/monitor structures of the shared object. The thread is stopped for a few milliseconds, or until certain conditions are met. The sleep() method verifies expected results/outcomes, and checks the status of various thread properties repeatedly (polling).

  2. To store sensitive data in Java applications, should you use a character array or a string?

    A character array is more secure for storing sensitive data like passwords, IDs, banking details, etc. In Java applications, strings cannot be muted. Strings are stored in string pools until the garbage collectors remove them.

    The data in the string – ‘string value’ is stored in the memory even after the string is processed by the compiler. Anyone having access to the memory dump, can extract the data and compromise the security of the Java application.

    However, character arrays can be muted by the Java programmer, and the stored value can be set to blank after usage. Sensitive data like passwords can be removed from memory easily, thus making character arrays more secure than strings.

  3. What is a Java framework? What are the benefits of using the Spring framework for Java applications?

    A Java framework is a platform that hosts pre-written Java code that can develop Java apps and web apps. Java frameworks contain classes, functions and other elements of Java code that can be easily compiled on a Java Virtual Machine in a Java Runtime Environment.

    Spring is one of the most popular Java frameworks. Some of the benefits of using Spring framework are as follows:
  • Spring framework requires around 2 MBs of storage for its basic version, making it a lightweight framework.
  • Spring provides a robust mechanism to handle exceptions.
  • Spring offers an easy method to develop Java-based web applications.
  • Spring is a great Model-View-Controller framework for web apps.
  • Spring enables cohesive development, which helps Java developers declare classes that serve their purpose without requiring multiple changes and updates.
  • With Spring, Java programmers can perform AOP (Aspect Oriented Programming) tasks. AOP helps separate system services from the business logic of the Java applications.
  • Spring hosts a transaction management interface to simultaneously control local and global transactions.

How to hire Java developers for your company amid the global talent shortage?

Many companies are struggling to find the right talent for their software development teams. The current global talent crisis is affecting recruitment across the IT sector. 

As companies struggle to cope with the rising demand for experienced software developers, Turing is bridging the gap between demand and supply. Turing’s Intelligent Talent Cloud consists of more than 3 million software developers across the globe. 

Turing helps you hire pre-vetted, experienced, Silicon Valley-caliber remote software developers for your company. Visit our Hire Developers page to hire Java developers for your company.

FAQs

  1. How much does it cost to hire Java developers?

    The cost of hiring dedicated Java developers in the U.S. may go up to a few hundred thousand dollars per week. The following factors: experience, expertise, portfolio of Java applications, academics, soft skills, etc., impacts the developer salaries.

  2. How do I hire a Java developer? Is it hard to find Java developers?

    Despite the large number of Java developers across the globe, it can be difficult to find skilled Java developers. The toughest part is finding Java developers who can exactly fulfill your set of requirements for the job.

    To hire skilled Java developers at unbeatable rates, visit Turing.com. Turing hosts an Intelligent Talent Cloud and lets you hire the top 1% of more than 3 million developers to choose from. 

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By ● Jul 10, 2022
Hire Ruby on Rails Developers
For Employers ● Vetted Talent ● Vetting and Hiring

Hire Ruby on Rails (RoR) Developers with These Steps!

Want to hire Ruby on Rails developers? With Turing, you can hire the best Ruby on Rails developers at unbeatable prices in just 3-5 days!

How do I hire a Ruby on Rails developer? Keep reading to find out! 

Ruby on Rails is a popular, open-source, client-side web application framework. The framework offers an expansive list of code libraries to build websites and web applications. It also provides robust default data structures for configuring databases, web services, and web pages. Ruby on Rails is a Model-View-Controller (MVC) framework that supports software development paradigms such as Convention over Configuration (CoC), don’t repeat yourself (DRY), etc. 

Ruby on Rails was developed in 2004, using a programming language from 1995. The framework also allows active record patterns to store data across relational databases. RoR also allows faster web development through seamless data migrations, speedy table creations for databases, and ‘View Scaffolding’ options.

The framework’s popularity has created a large community of Ruby on Rails developers across the globe. More than a hundred thousand companies across the US use Ruby on Rails for their website development. 

What is Ruby?

‘Ruby’ is a high-level, general-purpose programming language. Ruby is a dynamically typed, interpreted, multi-paradigm language that uses garbage collection. Ruby supports object-oriented, procedural, and functional programming and just-in-time (JIT) compilation. 

Related Post: Ruby vs Python: What Is The Difference?

Ruby On Rails framework is based on the object-oriented programming language, ‘Ruby.’ A sound understanding of Ruby programming helps develop the RoR projects. Many programmers prefer Ruby due to its speed, flexibility, versatility, ease of learning, and high demand.

What are the advantages of Ruby on Rails?

Ruby on Rails is an in-demand web development framework with multiple advantages for companies and developers. Some of the main benefits of Ruby on Rails are as follows:

Advantages of Ruby on Rails for employers:

  1. Reliability

    Developers using Ruby on Rails can choose from multiple coding styles. Test codes in Ruby on Rails allow faster elimination of bugs. Thus, error-free websites made with RoR are reliable and easy to maintain. 

  2. Affordability

    Ruby on Rails is an open-source framework that eliminates licensing costs, making it a cost-effective option for businesses. RoR helps companies meet their timelines and maintain their budgets with faster code deployment. Ruby on Rails has features like DRY and Scaffolding that reduce developer efforts and overall development costs.

  3. Security

    Ruby on Rails offers multiple in-built security features and tools within its code libraries. Ruby on Rails plug-ins, Authlogic and Devise, protect the data against cyber attacks. In addition, companies can implement Access Control through Ruby on Rails authorization libraries CanCanCan and Pundit.

  4. Higher productivity

    Ruby on Rails framework is a versatile tool that ensures lesser code with minimum repetitions. Rails is highly readable and supports Rapid Application Development, making implementing changes easier. The framework supports testing automation, making deployment and development easier and faster.

Advantages of Ruby on Rails for developers:

  1. Availability of resources

    Ruby on Rails developers have access to more than 1.7 million ready-to-code RoR packages called ‘gems.’ The simple syntax of Ruby and self-documentation of Ruby on Rails make web development easy to learn and deploy code. 

  2. Large community

    A large community of Ruby on Rails developers is active across software development forums. The dev community is supportive and helps other RoR developers solve common programming and testing problems. Ruby on Rails developer community also helps integrate services and applications for Ruby-based websites.

  3. High demand

    Ruby on Rails developers are in high demand among big companies and startups that use the RoR framework. More than four million websites use the Ruby on Rails framework, and around 800,000 websites in the United States run on Ruby on Rails. It is estimated that the demand for Ruby on Rails developers will increase by around 13 percent YoY, until 2028.

  4. Automated testing

    The automated testing features of Ruby on Rails work well for developers. The features speed up the deployment and implementation of Ruby on Rails projects. Better testing enables developers to improve the debugging process and ensure accurate coding.

Related Post: 15 Best Front-End Frameworks for 2022

What are the requirements and responsibilities of Ruby on Rails Developers?

Hiring managers seek expert Ruby on Rails developers to work on back-end web development projects. Senior Ruby on Rails developers possess a versatile web development skillset, with expertise in performing front-end and back-end tasks. Junior Ruby on Rails developers understand the rudimentary concepts of Ruby, MVC, client-side database development, etc. Here are some of the main differences between junior and senior Ruby on Rails developers:

Junior Ruby on Rails Developers

Junior Ruby on Rails developers have a basic understanding of web development languages, platforms, and SDLCs. Most junior RoR developers are proficient in HTML, CSS, JavaScript, Bootstrap, and other web development technologies.

Junior Ruby on Rails developers know the syntax, features, and semantics of the Ruby programming language. To code with the Ruby on Rails framework, developers use different elements of Ruby such as loops, modules, gems, conditional statements, classes, etc. Junior Ruby on Rails developers need to know multiple aspects of Object-Oriented Programming (OOP).

In addition, junior Ruby on Rails developers must also possess good soft skills to collaborate with team members seamlessly. And so, hiring managers prefer recruiting junior RoR developers who possess an adequate blend of tech skills and soft skills.

Senior Ruby on Rails Developers

Most senior Ruby on Rails developers have 5+ years of experience. Senior RoR developers know how to use code management tools (Git), deployment tools (Heroku), and productivity tools.

Senior Ruby on Rails developers can structure the application and website using the Model-View-Controller (MVC). In addition, senior RoR developers can use ERB (Embedded Ruby) and HAML (HTML Abstraction Markup Language) for viewing systems. They can use ActiveRecord commands for data modeling, data migration, data association, and data validation. 

In addition, senior Ruby on Rails developers have hands-on experience with RSpec, a modular testing tool. And senior RoR developers can use  JSON format within Application Programming Interfaces (APIs). 

Expertise in REST apps, HTTP statuses, and other web development tools is a prerequisite for senior Ruby on Rails developers. Moreover, most senior RoR developers have excellent soft skills, and are great team leaders. 

Where can you hire Ruby on Rails developers?

Hiring managers can explore multiple options for hiring Ruby on Rails developers. 

Some of the primary methods to hire RoR developers are as follows: 

Job posting websites

Hiring managers can post the requirements for Ruby on Rails developers on job portals like Monster, Indeed, etc. But common job posting websites do not offer sophisticated vetting methods to gauge a candidate’s experience, soft skills, and expertise. In addition, job posting websites have many limitations, such as a long and slow hiring pipeline, a lack of automatic screening methods, and a lack of consistency. 

Professional social networking platforms

Professional social media websites LinkedIn, Meetup, AngelList, etc., are alternative platforms to hire Ruby on Rails developers. But these platforms are often inefficient due to a high level of fluff, false endorsements and recommendations, and a lack of adequate assessment methods. 

Hire Ruby on Rails developers with Turing.com

Turing is an Intelligent Talent Cloud that uses AI to vet, source, and match remote Ruby on Rails developers. And thus, Turing helps companies save 50+ hours of time required by engineering teams for hiring Ruby on Rails developers. In addition, Turing enables companies to hire the best Ruby on Rails developers from a planetary pool of over 1.5 million developers.  

How to hire Ruby on Rails developers: A step-by-step guide

Step 1: Define your project requirements and budget

Hiring managers should coordinate with the software project heads to hire suitable Ruby on Rails developers. In addition, employers must carefully consider hiring timelines, deadlines, budgets, and the number of vacancies before making any decision.

Step 2: Evaluate portfolios to hire Ruby on Rails developers

Previous work experience reflects the software development proficiency of RoR developers. Thoroughly scan through the contribution level, project responsibilities, and turnaround times for hiring great Ruby on Rails developers.

Step 3: Technical skill assessment

Hiring managers can conduct technical assessments by asking applicants to complete Ruby on Rails coding challenges. Recruiters can also ask the following Ruby On Rails interview questions to assess the technical knowledge of applicants.

Interview questions to hire Ruby on Rails developers

Junior-level interview questions

  1. What are the advantages of Ruby on Rails?

    Some of the main advantages of Ruby on Rails are scalability, consistency, efficiency, security, and cross-platform support. RoR offers a bug-free web development platform with excellent testing capabilities.
    Asking this question would help you understand why a candidate prefers Ruby on Rails over other web development frameworks.

  2. What are the disadvantages of Ruby on Rails?

    The disadvantages of Ruby On Rails are rigidity, performance bottlenecks, and constraints. Due to the framework’s rigidity, any issues with data architecture that are detected late in the web development life cycle can lead to heavy costs of coding. Knowing these disadvantages would allow web developers to plan the feasibility of using Ruby on Rails early on.

  3. Mention a few features of Ruby.

    Some of the features of the Ruby programming language are as follows:
    1. Dynamic and duck typing
    2. Short and flexible syntax
    3. Object-oriented programming
    4. Metaprogramming
    5. Garbage collection

  4. What is the application of the garbage collection feature in Ruby on Rails?

    The garbage collection feature of Ruby on Rails ensures that the programmer does not need to manually relocate dereferenced memory. Garbage collection in RoR performs automatic memory management of data objects. Garbage collection eliminates coding errors such as wild pointers, double-free bugs, and memory leaks.

Senior-level Ruby on Rails interview questions

  1. How does Ruby on Rails trigger AJAX Operation?

    AJAX allows web pages to refresh automatically when the server reflects changes. Ruby on Rails can trigger AJAX operation when:
    1. A change on the server level is initiated when trigger fires are launched with a button/link click.
    2. The web client calls upon the server while executing an XMLHttpRequest.
    3. The server sends an HTML fragment when triggered by a server-side action handler.
    4. Ruby on Rails generates client-side JavaScript, which receives and updates an HTML fragment within the page.

  2. What are the uses of Ruby on Rails migration?

    Ruby on Rails migration can rename a table, add a column, change or edit a column, drop a table, remove a column, and perform other similar operations. Ruby on Rails migration is used to change and update database schema over time. Using Rails migration makes your application database-independent, making it easier to switch platforms if required.

  3. What is CSRF? How does Ruby on Rails work against CSRF?

    Cross-Site Request Forgery (CSRF) is a form of cyber attack used by hackers to damage or reveal confidential information. The protect_from_forgery command in Ruby on Rails Application Controller is helpful against CSRF attacks. This command generates CSRF tokens, verifying any post, put, or delete requests within your web application.

  4. What does the Rails controller do in Ruby on Rails?

    Ruby on Rails controller handles the interaction between the model, views, and users. As a logic center, the controller routes external requests and performs corresponding internal actions. The controller regulates helper modules to operate view templates without unnecessary lines of code. Rails controller also regulates live sessions to inform users about their interaction with the system.

Step 5: Onboarding RoR developers

To ensure a smooth onboarding process, hiring managers must follow certain protocols. Some of the major steps involved in onboarding new Ruby on Rails developers are as follows:

  1. Hand over the paperwork and complete the documentation process.
  2. Share the access to productivity tools, software, and the Integrated Development Environment (IDE).
  3. Send a welcome email, and possibly a welcome package consisting of company-branded goodies.
  4. Introduce the candidate to the team members and team leader.
  5. Assign a teammate as their point of contact to clear doubts about their tasks, and help them understand the company culture.

How to hire Ruby on Rails developers for your company?

Companies must follow a clear and definitive hiring strategy to hire Ruby on Rails developers. Hiring managers must take into account multiple factors while selecting prospective employees. Employers consider factors such as experience, expertise, portfolio of RoR projects, GitHub repositories, and proficiency in Ruby to hire Ruby On Rails developers.

The complexity of the hiring process can be overwhelming. Turing makes hiring remote Ruby on Rails developers easy, fast, and cost-effective. 

FAQs

  1. How do I hire Ruby developers?

    Hire Ruby developers with Turing’s Intelligent Talent Cloud. With Turing, you can hire pre-vetted, Silicon Valley-caliber developers at unbeatable prices in just 3-5 days! 

  2. What is the cost of hiring a Ruby On Rails developer?

    The cost of hiring Ruby On Rails developers can vary depending on their seniority, experience, and geographic location. A Ruby On Rails developer in the USA or Europe may cost up to a few hundred dollars per hour. In contrast, a Ruby On Rails developer in an Asian or Latin American country may cost somewhat lesser than that.
    Hiring a remote Ruby on Rails developer can be a cost-effective solution. Turing can help you hire the best Ruby On Rails developers on a tight budget.

  3. Where can I find Ruby On Rails developers?

    Finding Ruby On Rails developers on job listing websites and professional networking sites is a hit-or-miss approach. Find pre-vetted Ruby On Rails developers for your company with Turing.com. With Turing, you can hire the top Ruby on Rails developers from a talent pool of over 1.5 million developers across 150 countries in just 3-5 days. 

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

Hire Developers

By ● Jun 25, 2022