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My notes on recruiting IT staff (RSS)
After we start the “Yes” folder , I normally use a technique which is not very welcome by a lot of candidates, but I keep doing it because I really think that the overall balance is positive: Phone screen interviews . Phone screen interviews are important
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Filtering hundreds and hundreds of candidates can take days. Reading all their resumes can be really tedious and non-productive. When I start to select my candidates, I separate them in three blocks: Yes , No and Maybe . I do it by selecting them using
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I’ve talked about this earlier , but I think this still deserves a separate post. Writing a clear and bold opportunity description can make all the difference. Normally I try to write an opportunity description that for one side is not too “open”, avoiding
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In the end of a hiring process, we all want the same – to choose the best candidate! Well, unfortunately, that’s not easy and fast. Most of the times, at least by my experience, that will take a lot of time, consume a lot of resources, and even though,
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While I don't write my note 4, here is a really nice post from Johanna Rothman about puzzles and questions contextualization while evaluating candidates. Johanna is the author of one of the books I read about management: Behind closed doors . While it's
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Following my last posts , today we'll talk about recruitment planning. A problem I normally cross over recruitment is the time the company spends on it. Time is money , and even thinking that we are spending time around the future of the company, probably,
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Continuing the series of posts about recruiting , today my note is: Welcome – convincing your future team member to work with you, right away ! The first impression is really important. There’s nothing worst than arriving for an interview, and get the
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Some time ago, I went to an interview in a specialized recruitment company, which was leading a process for an IT staff on a well known Portuguese IT company. The conversation was interesting and the guy was nice. Even though, my first impression for
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