Solere’s Post

Technical recruiting for culture fit takes effort, but the potential rewards are worth it. By investing in these strategies, you’ll attract and retain IT and software development talent who are not only technically skilled, but also share your company’s values and care about contributing to its success. #Hiring #Recruitment #HumanResources

A few simple ways #hiringmanagers can tailor their interviews to what tech candidates want... 📋 Learning new skills and working with the latest technologies are top on the list of tech candidates' priorities so if you want to attract, retain and motivate top talent, it needs to be a topic of conversation: 1. Carve out time during interviews to share what gets you excited on the IT roadmap and what part they will play in bringing these technologies to life? 🔮 2. Ask candidates about their passion projects and where they are spending time on personal development. How will they bring their ideas to the table? 🔬 3. Discuss the different career pathways available and opportunities to move up the ladder as a specialized individual contributor. ⌨ 4. Make sure your interview questions and coding tests reflect the direction you're going in. Nothing scares off a Developer like a take-home coding assignment using old languages and frameworks! 🛑 5. Share the training and mentorship programs on offer. Hot desking, buddy systems, think-tanks and BRGs are great ways to network and learn new skills! 🤝 For more insights, statistics and hiring tips check out the Lorien What Tech Candidates Want survey or drop me a direct message. #Staffing #Recruitment #IT #HiringManagers

EXPERT ADVICE 01: “Ask the right questions, Hire the right team.” A lot of companies are trying to put together their dream team as we start a new year. A common question we encounter is the methodology behind crafting such a team. The journey begins with envisioning the perfect team. What attributes are essential for candidates to not only excel in their roles but also to enhance the team's synergy? What are the core values that your organisation upholds? While the conventional definition of a 'dream team' emphasises individual competencies, we believe in a more holistic approach. It's not just about the hard skills; it's about blending soft skills and ensuring each team member resonates with the company's culture. Start by thinking about these key points: 🔵 How well do you understand your organisation's purpose and objectives? 🔵 Is your company in the right stage to welcome your ideal candidates? 🔵 Have you critically evaluated what your competitors are doing? 🔵 Are you thinking of collaborating with a recruitment agency? What are the benefits and drawbacks? 🔵 How integral is cultural compatibility in your recruitment strategy? 🔵 Do you have a clear and transparent hiring roadmap? 🔵 Have you thought about an effective onboarding strategy? By answering these questions, you'll be able to attract and retain top talent, setting the stage for a great team. #northreach #recruitment #hiring 

Technical recruiting – or the attracting of IT and software development talent – can trip up folks because of the nuances that are involved. It’s not just about finding candidates who have the most impressive skill sets and familiarity with the tech your organization is using. It’s also about finding individuals who resonate with your company’s culture. Here at #HERS Christy Moore (she/her/HERS) takes strategic steps to best understand your culture. Read more in this dynamic article from HRMorning: https://lnkd.in/efKbzPSK #diversityrecruiting #hersishiring #HERSadvisors #recruitmentredefined #DEI #diversityequityinclusion #techrecruiting

🚀 Accelerate Your Success in Q1: The Need for Swift Hiring! 🚀 As we step into the fast-paced realm of Q1, the race for top talent is on! Our team dedicated Q4 to meticulous preparation, ensuring we're armed with the best strategies and resources. Now, the key to staying ahead of the curve lies in the speed of our hiring process. 🌐 In a competitive market, time is of the essence. The talent pool is dynamic, and the best candidates are in high demand. Here's why hiring managers need to move swiftly: 1️⃣ Beat the Competition: Top-notch professionals are sought after by multiple organisations. By expediting our hiring process, we ensure we secure the best talent before they explore other opportunities. 2️⃣ Maintain Momentum: The momentum gained from our Q4 preparations should not be lost. Swift hiring ensures we seamlessly transition from planning to execution, capitalizing on the groundwork laid to achieve your goals. 3️⃣ Enhance Team Dynamics: A quick hiring process allows new team members to integrate faster, fostering a collaborative and cohesive work environment. This accelerates the achievement of collective objectives. 4️⃣ Maximize ROI: Every day a position remains unfilled is a missed opportunity. Rapid recruitment not only minimizes downtime but also accelerates the return on investment for the resources invested in Q4 preparations. 💡 Actionable Insights: Embrace technology, streamline processes, and empower hiring teams to make informed decisions swiftly. Leverage the groundwork laid in Q4 to make data-driven choices and hire efficiently. Let's not just keep up with the competition; let's outpace them. Together, let's make Q1 a testament to our proactive approach and commitment to building a team of unparalleled excellence! 💪🏼 #HiringStrategies #Q1Success #TalentAcquisition #TeamBuilding

As a recruiter, I understand the significance of finding the perfect fit for software engineering hires. It's not just about assessing technical skills. ⚙️ But also company culture. 👥 A candidate's technical ability may be impressive, but if they cannot integrate into the team it can hinder productivity.👨💻 Having a strong company culture allows employees to feel a sense of belonging, job satisfaction increases, leading to higher productivity and reduced turnover rates.📈 We prioritise evaluating a candidate's technical culture fit to help build cohesive teams. 🤝 It's not just about checking off qualifications on a list, but about finding the right puzzle piece. 🧩 How important is company culture for you? #TechnicalCultureFit #SoftwareEngineeringHires #WorkplaceSynergy

Degree or skills? Organisations are shifting their candidate selection criteria, focusing on potential for growth and adaptability in various work situations. Read Firehead's latest blog post, Skills-based Hiring Trends and Technical Communication, part 1: https://lnkd.in/dneb2xsq #hiringtrends #techcomm #skills #skillsbasedhiring #futureofwork

As we approach the last week of September (scary!), there's plenty of positive vibes within the recruitment space 😎👯♀️🎉 Hiring Managers... many of you are starting to plan your hiring roadmaps for the rest of 2023 / start of 2024 🚀 Here are some of my top tips and key insights to help you plan a successful hiring roadmap... ⬇🛣 💥 The demand for tech professionals continues to rise. Recent stats show a 50% increase in job postings for software engineers compared to last year. 👫 Prioritize diversity and inclusion in your hiring process. 🏡 Embrace remote work options to attract a broader talent pool. ⏰ Optimize your recruitment process. On average, it takes 42 days to fill a permanent position (or just 3 weeks... if you're working with RMG 👀) 📜 82% of companies report that candidate skill assessments have improved their hiring process. 🗨 Continuously gather feedback from candidates. A positive experience can make candidates 80% more likely to refer others. If you'd like some advice around planning for your upcoming recruitment needs, give me a call on 07458163080 ☎ #techhiring #recruitment #hiringroadmap #hiringplans #producthires #designhires

Looking to attract the best #engineering talent? Check out these four smart tips to enhance your recruitment strategy: 📊 Data-Driven Decisions: Use analytics to find the right fit 🌐 Online Presence: Highlight your projects and culture 🤝 Engage with Communities: Attend industry events and forums 🚀 Offer Growth Opportunities: Showcase career development paths Stay ahead in the competitive engineering talent market! #recruiting #NowHiring

5 things I look for in a candidate when hiring. I believe hiring isn't just about filling a role but also about: → Finding the right talent and → Building a team that drives success. And if it’s not done the right way, it can lead to: → Wastage of resources → Delay in operations and → Drainage of time and money. And in the technology sector, where precision and expertise are of paramount importance, this holds even more true. So, here are the 5 things that I look for in a candidate before hiring. 1: Relevant Skills and Experience:  I look for candidates who not only possess the technical skills required but also have hands-on experience that aligns with our operational needs to ensure seamless integration from day one. 2: Cultural Fit:  I always look for candidates who align with our company's values and mission. This alignment fosters a supportive environment where every team member feels valued and can perform at their best. 3: Communication Skills: I seek candidates who can articulate complex concepts succinctly, collaborate across teams, and convey insights to stakeholders at all levels. 4: Adaptability and Learning Agility: I value individuals who are eager to learn, grow, and evolve alongside our organization. 5: Creativity and Innovation: I actively seek out candidates who bring fresh perspectives and innovative approaches to the table, challenging the status quo and driving continuous improvement. At the end of the day, finding the right fit isn't just about ticking boxes, It's about building a dynamic team capable of doing the tasks effectively. That’s it. I hope you find this helpful. Also, I would love to know what qualities do you prioritize when hiring for your team. Drop your answers in the comment section below.