Tech Talent Might Be Right Under Your Nose
Going out into the local tech community is critical, but sometimes the best source to point businesses in the direction of potential IT hires is right there in the IT department already. Internal referrals are a powerful tool for attracting reliable, skilled talent. It’s a business’ responsibility, then, to make their workplace an attractive place to work.
“So much is referral no w that you have to make your environment attractive to the referrer,” Rockoff said. “You have to give them an incentive.” He advised telling current IT employees referrals allow them to bring friends into the company and makes themselves more visible.
What do you need to know to be able to hire with confidence and how do you stay up on that knowledge? If you own most of the mobile engineering requirements, you need to be up to date with the newest technologies and languages. Same goes for backend, DevOps, web, data analytics, etc. A lot of engineers build their personal brand through Medium blogs, Twitter posts, Stack Overflow and GitHub accounts. With that said, the best way to be in the know for your own company and the teams you hire for is to sit in on their engineering meetings and get regular face time with the hiring manager. This ensures that you’re asking candidates the right questions and are able to decipher their answers.
How can you tell someone is going to be successful at Tinder? People who are passionate, willing to share their opinions/ideas and have low ego will thrive at Tinder. We’re not looking for engineers to come in, keep their heads down for eight hours, code, then leave at the end of the day. We’re looking for people who want to engage in dialogue, but are humble enough to not take it personally if the team decides to go in a different direction.
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“So much is referral no w that you have to make your environment attractive to the referrer,” Rockoff said. “You have to give them an incentive.” He advised telling current IT employees referrals allow them to bring friends into the company and makes themselves more visible.
What do you need to know to be able to hire with confidence and how do you stay up on that knowledge? If you own most of the mobile engineering requirements, you need to be up to date with the newest technologies and languages. Same goes for backend, DevOps, web, data analytics, etc. A lot of engineers build their personal brand through Medium blogs, Twitter posts, Stack Overflow and GitHub accounts. With that said, the best way to be in the know for your own company and the teams you hire for is to sit in on their engineering meetings and get regular face time with the hiring manager. This ensures that you’re asking candidates the right questions and are able to decipher their answers.
How can you tell someone is going to be successful at Tinder? People who are passionate, willing to share their opinions/ideas and have low ego will thrive at Tinder. We’re not looking for engineers to come in, keep their heads down for eight hours, code, then leave at the end of the day. We’re looking for people who want to engage in dialogue, but are humble enough to not take it personally if the team decides to go in a different direction.
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