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Archive for the 'Sourcing' Category

technical recruiter training
25 April
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4 Ways Your Junior Developers Will Make The Grade – An Interview with Kevin Yu, CTO of Socedo

When tech recruiters look for talent who best match their job openings, it is almost certain that they are after the seasoned and experienced ones in the field. We seldom hear companies, especially startups, chasing after junior developers. They need to consider the company’s ability and bandwidth for onboarding and training new team members, so they tend to opt for senior developers. While the talent pool size of the “experienced” developers is always limited, there are new tech talent trying to enter a career in tech every year. Is there no hope for these junior developers to pursue career opportunities with startups?

Read more…

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…

28 November
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Personalization in Recruiting Process

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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.

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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…

16 March
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Career Paths for Sourcers in Technical Recruitment

Sourcing is an important part of any recruiting, but particularly so for technical recruiting.  Many people started their career in technical recruiting as a sourcer.  We’d like to take a look at some possible career paths in technical recruiting for sourcers.

Career Paths for Sourcers in Technical Recruitment (Eremedia.com)

Today, we’re very lucky to have a chance to sit down with Amybeth Quinn, Global Strategic Sourcing Manager for Hewlett Packard Enterprise Cloud and President of Sourcing 7 (a special interest group of Northwest Recruiters Association) to discuss this topic. Read more…

02 December
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In LinkedIn We Trust? (for Passive Candidate Sourcing)

A presentation at Sourcing 7 Fall Shareback on November 20, 2014 at Amazon in Seattle. This is a case study to compare the results of LinkedIn native search and Google x-ray search.

We use a Web Developer position in Chicago as an example. The keywords in the Boolean string include Ruby, Rails, Sinatra, TDD (test driven development), and BDD (behavior driven development). We want to look for local Chicago candidates.

We learn how to improve our Boolean search string and when to use either Google x-ray or LinkedIn search.