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Geekology Blog

Understanding Geeks Made Simple

technical recruiter training
24 March
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A Quick Guide to iOS Developers’ Capability Levels

With over 75% of Americans owning smartphones and over 50% owning tablets for both personal and business use, companies are busy developing mobile apps to serve their customers on all sorts of mobile devices. Apple being the giant in this space, with its popular iPhones and iPads running on their mobile operating system iOS, plays an important role.

This means many companies are hiring iOS Mobile Developers these days and recruiters are busy looking for them. When recruiting and hiring iOS developers, how should we assess these candidates? To help us get a clearer picture, Read more…

23 February
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How Startups Can Win Top Talent – Part 2

Our Founder and CEO, Mei Lu, recently gave a talk on the “How Startups Can Win Top Talent” panel during Seattle Startup Week, hosted by Mikaela Kiner of uniquelyHR, along with four other panelists: Matt Cholerton, Jennie Ellis, Shauna Swerland and Meagan Sylvester. Mei shared tips on how startups can win top talent using a variety of strategies and techniques to attract, recruit, and hire top tech talent in today’s competitive market.

Here are Mei’s thoughts on questions from the audience. (This is part 2 of a multi-part series to address the hiring and recruiting questions of startup founders. You can find Part 1 of the series here.) Read more…

24 January
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Understanding Test Automation Engineers and Their Job

Software testing is an essential area of work in software development that is both wide and deep. It includes “any activity aimed at evaluating an attribute or capability of a program or system and determining that it meets its required results.” Anyone that has come to even a basic level of exposure to software testing has seen the abundant and, oftentimes, cryptic terms in this area, such as smoke testing, white-box testing, dynamic testing, regression testing, and stress testing, just to name a few. Read more…

08 December
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How Startups Can Win Top Talent – Part 1

startups-1354643_960_720

Last month, our Founder and CEO, Mei Lu, gave a talk on the “How Startups Can Win Top Talent” panel during Seattle Startup Week, hosted by Mikaela Kiner of uniquelyHR, along with four other panelists: Matt Cholerton, Jennie Ellis, Shauna Swerland and Meagan Sylvester. Mei shared tips on how startups can win top talent using a variety of strategies and techniques to attract, recruit, and hire top tech talent in today’s competitive market.

Here are Mei’s thoughts on questions from the audience. (This is part 1 of a multi-part series to address the hiring and recruiting questions of many startup founders.) Read more…

28 November
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Personalization in Recruiting Process

target-755801_960_720

Software developers today know their worth, understand the competitive landscape and see opportunities just about anywhere. If an employer takes too long to respond or has a complicated application process, it is easy for their target talent to quickly pass them up and move on to the next. Therefore, it is extremely important that companies maximize the candidate experience through the job application process.

But what makes up a good candidate experience on top of providing a smooth application and interview process? Personalization. We are fortunate to have a chance to sit down with Marvin Smith, a well-known and respected speaker and recruiting leader at Lockheed Martin, and dig in on the importance and the value of personalization.

Read more…

18 October
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Geek Language Quiz 5: Front-End Developer Edition

Recruiters constantly seek out great front-end developers who do not just write codes but can also make user’s digital experience magical.

Here are some of the skills a recruiter looks for in prospect front-end developers. If front-end developer roles have been on your radar, take this fun quiz and see how many front-end technology logos you can recognize.

1. Front-end developers are often expected to have experience in designing and implementing UIs using Bootstrap, Foundation, or Ionic. These are all frameworks that use the fundamentals of a style language whose logo is seen below.  What is it? (1 point)

css-8f6489de6a2ce040a9c68537437eee5e Read more…

27 September
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Career Levels for Software Developers at Consulting Firms

software-developer

It’s not surprising to know that tech companies and IT organizations are always recruiting for software developers. However, consulting firms, such as Accenture, Congnizant, and Slalom are also constantly looking for software talent.

Since the nature of software development work at consulting firms is different from work at internal software or IT teams, we’d like to take a closer look at the career path for software developers at consulting firms and the progression at each level. Read more…

10 August
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Geek Language Quiz 4: DevOps Edition

Our fourth Geek language quiz is the “DevOps Edition”. There are a plethora of DevOps tools, so we figured it’d be fun to check how familiar we are with their logos.

 

  1. Which open source operating system is represented by the logo below? (1 point)

ubuntu
Read more…

05 July
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Passive Candidate Engagement using Persona – iOS Mobile App Developer Case Study

iOS-App-Development

iOS App Development (image credit: www.letsnurture.com)

In our previous passive candidate engagement discussion, we talked about the most important information recruiters need to know is how your open position would be a desirable career progression for the candidate. To establish this, we need to collect intelligence about our candidates in addition to understanding the position itself.  Assuming you’ll work with the hiring manager to gather both the requirements and selling points for the open position, we’ll focus our discussion on the candidate side in this blog. Read more…

02 June
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#1 Must-Know When Engaging Passive Candidates

The candidate engagement problem

Candidate Engagement

Candidate Engagement (credit: marketo.com)

Proactively sourcing for passive candidates is an important part of technical recruiting, even for companies with strong brands among developers, such as Google or Facebook, which seem to have plenty of active candidates to choose from.  (It was reported that Google has a job application acceptance rate of 0.2% – 25 times more selective than Harvard, Read more…