A guide to 'don't hire' talented developers
Recruitment and recruitment by companies is a process in which the employer selects applicants, and at the same time, it is an opportunity for the employer to be selected from the applicants. So, British IT company Parthenon has dared to publish a blog post summarizing 'how to hire developers like no other' and avoid it when companies hire talented people. We explained how to hire and the characteristics of companies that developers looking for a job should be aware of.
Hiring Developers: How to avoid the best – Parthenon
◆ Take as long as possible to hire
No matter what the labor market, talented people are quickly recruited. Especially in the field of software development, this tendency is particularly remarkable because there are more jobs than people with skills. Therefore, the more time you spend on the hiring process, the less likely you are to hire a quality developer.
Ian Cambridge, who is responsible for system construction and documentation at Parthenon, said, 'There should be a pointless waiting time in every process to keep the hiring process from slowing down. But take at least 3-4 weeks, and 2 weeks for other replies, so that the best developers will go to another company, 'he said. I emphasized that it should be dealt with.
◆ Give meaningless tests and questions
Interviews and exams that test an applicant's knowledge and skills are an essential process when hiring people, but meaningless tests that are far from the intended work only confuse the applicant. According to Cambridge, one example is having the code written on a whiteboard or Google Docs. There aren't many workplaces that write code in such a way, so even if you write code by handwriting or word processing software, you can not estimate the skill of the developer.
Another great way to get tired of applicants is to ask unanswered questions, such as 'How can I use apples to measure the depth of the ocean?' Meaningless questions can screen out those applicants, as good developers can be indignant at silly questions and quickly round up the interview.
Even so far, when a good developer eats up, the back hand is to have a long and complicated take-out task done. Long and complex homework can result in alienating talent, as top-notch talent doesn't have the time to test for days and tends to avoid struggling meaninglessly. Cambridge points out.
◆ Do not introduce remote work with a base in a rural area
Basically, the more easily the company is located in the city center or near the train station, the more advantageous it is to find human resources. Therefore, even if recruitment activities are conducted only in regions where there are few applicants, no results will be obtained. Also, with the spread of remote work, it is possible to work without going to work, so the fact that the environment for remote work is not maintained is a big negative for excellent developers.
'Don't pay for the interview, especially if your office is in a rural town,' said Cambridge. If you're traveling far away for a 30-minute interview, It's a desperate proof of finding a job. If an applicant offers to move, don't pay for it. If you can't go anywhere, it costs a lot to work for a small, unnamed company. The whole family should move over, 'he said, and hiring talented developers should be as expensive as possible.
◆ Seeking motivation and passion
Asking questions such as 'What motivated you to aspire to this company?' Or seeking motivation for work or passion for technology raises hurdles and reduces the chances of acquiring excellent human resources. matter. The same is true for demanding that you spend your holidays and leisure time at work.
That's why Cambridge said, 'When interviewing, ask for as enthusiastic answers as possible about how applicants intend to transform the world.'
◆ Low wages
Of course, highly-skilled people need to be well-paid, so people aren't attracted at a wage that's clearly low by local standards. In addition, some companies have a system in which their own shares are paid after working for several years, but such compensation is not very attractive to developers.
At the end, Mr. Cambridge summarized the efforts that are really necessary for companies aiming to hire talented developers, entitled 'Mistaken mistakes that ordinary companies seeking talented people tend to make'.
・ Respond promptly to applications and inquiries, convey that the company attaches great importance to applicants, and ensure that excellent human resources continue to be interested.
・ Evaluate the abilities required for work by testing the existence of knowledge and skills that are highly relevant to work and core skills.
・ Do not give time-consuming tasks.
・ Allow remote work and relocation so that you can work in various ways.
・ Understand that work is just work, and that employees also have a life and life, and do not seek extra passion or self-sacrifice.
・ Pay a fair and sufficient salary.
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