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(it’s getting them to the interview that isn’t)
#RBCLive
 Engineer who crossed over to the dark side
 20+ years recruiting in tech sectors
 SME sourcing, engaging, rec...
#RBCLive
 Read this:
http://www.joelonsoftware.com/articles/Guer
rillaInterviewing3.html
 This too:
http://www.fastcolab...
#RBCLive
#RBCLive
“Not answering when I ask for more specifics
about the kind of work such as tech stack or
interesting classes of ...
#RBCLive
“Asking me if I'm interested in a job using a
technology that appears NOWHERE on my
resume AT ALL and yet clearly...
#RBCLive
“Asking me to spam all my friends in exchange for
an iPad in the off chance that one of them takes
the job.”
#RBCLive
“Being entirely unwilling to provide the name of the
company advertising the position”
#RBCLive
“Calling me at work (or at all, for that matter). I'm
way more likely to answer you via email, and I'm
not sure w...
#RBCLive
(it’s not that difficult to understand)
#RBCLive
“When debugging, novices insert corrective code;
experts remove defective code.”
[know it, use it]
(listen to how...
#RBCLive
“Java is to JavaScript what Car is to Carpet.”
(please don’t fake what you know if you don’t know)
[know it, use ...
#RBCLive
“It's hard enough to find an error in your code
when you're looking for it; it's even harder when
you've assumed ...
#RBCLive
“If debugging is the process of removing software
bugs, then programming must be the process of
putting them in.”...
#RBCLive
“Always code as if the guy who ends up maintaining
your code will be a violent psychopath who knows
where you liv...
#RBCLive
“There is not now, nor has there ever been, nor will
there ever be, any programming language in which
it is the l...
#RBCLive
“Most software today is very much like an Egyptian
pyramid with millions of bricks piled on top of each
other, wi...
#RBCLive
“Any code of your own that you haven't looked at for six
or more months might as well have been written by
someon...
#RBCLive
“Good code is its own best documentation.”
(assess code with and without documentation)
[know it, use it]
#RBCLive
(best ingredients + best recipe + best chef = ?)
#RBCLive
 The People are the ingredients
 You must know their Likes, Dislikes, Quirks,
Cultural Differences
 Look for t...
#RBCLive
 Subject: Curb Appeal
 First Line: Lead-Off Home Run
 Self-Deprecation: Yeah, Recruiters Do Suck
 a/b/c: The ...
#RBCLive
 Research your target group
 Humor works…sometimes
 Controversial issues?
 Specific problem to be solved?
 T...
#RBCLive
 Don’t go the “Pick me! Pick me!” route
 If you can, make it short and sweet
 Continue the pace of the Subject...
#RBCLive
 They know why you’re reaching out to them so
you might as well be in on the game
 They’ve already trashed 246 ...
#RBCLive
 So (a) I won’t contact you anymore unless you
want me to, (b) I’ll go away if you tell me to, and
(c) I’ll help...
#RBCLive
 One line preferred unless you really have a
story to tell that ties into why you’re contacting
them
 You know ...
#RBCLive
 There are many reasons why this person will be
receiving your email – tell them why
 Be prepared to go into mo...
#RBCLive
 Demystify the blackhole and show them “yours”
 “Then I read some of your Tweets and checked
to see if Googling...
#RBCLive
 Give them the power for the “next move”
 “Feel free to ping me if you need more info
(here's something I wrote...
#RBCLive
 Anything about a job – why try to sell if you
haven’t yet engaged???
 Lying
#RBCLive
 They want you to be honest; never fake it
 They want to know the real job not the tasks
 They want to know th...
#RBCLive
 The 7-10 years problem
 Trusting self-assessment as a Rockstar
 Not asking to write the “right” code
 “Hire ...
#RBCLive
 A/B Testing Your Process. How do you know
that it works? Or are you simply cutting &
pasting from a previous jo...
#RBCLive
 360 Relationships. Are you building all
relationships into your process?
 Great Code. How do you define and “s...
#RBCLive
3Sourcing
Aevy
Dice Openweb
Entelo
Gild
Talentbin
Hackathons
Code Challenges
#RBCLive
 It has to be real life to be “predictive”
 Hire for performance: Hire skill, not school
 Code Challenges diff...
#RBCLive
 What one thing would you like to improve?
#RBCLive
You can download the recording at
http://www.recruitingwebinars.com/
If you prefer, email your questions to me:
l...
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Hiring Tech Talent Is Easy...Right?

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Published on

Sourcing shallow or competitive talent pools? It doesn't get much more competitive than tech talent at the moment. What can you start doing today to set yourself apart from the competition? I'm glad you asked.

Steve Levy, an engineer who crossed over into the dark side of recruiting, has 26 years recruiting in tech sectors and is a recognized SME in sourcing, engaging, and recruiting people. Join us for this webinar as Steve delves into:

The problems recruiters have with sourcing, engaging, and recruiting people for technical roles
The technical mind around work and careers
Specific ways to source, engage, and recruit these people
Better ways to assess the skills of these purple squirrels.

Published in: Recruiting & HR
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Hiring Tech Talent Is Easy...Right?

  1. 1. (it’s getting them to the interview that isn’t)
  2. 2. #RBCLive  Engineer who crossed over to the dark side  20+ years recruiting in tech sectors  SME sourcing, engaging, recruiting, retaining  Founder & Organizer of tech user groups  IN: https://www.linkedin.com/in/stevenmlevy  Twitter: @LevyRecruits  Blog: http://www.recruitinginferno.com  Google me: steve-levy recruiting
  3. 3. #RBCLive  Read this: http://www.joelonsoftware.com/articles/Guer rillaInterviewing3.html  This too: http://www.fastcolabs.com/3015662/want-to- recruit-better-developers-give-them-broken- code
  4. 4. #RBCLive
  5. 5. #RBCLive “Not answering when I ask for more specifics about the kind of work such as tech stack or interesting classes of problems. I get this one a lot, and my goal in asking for more details is to find out if I or someone I know might be a good fit. If you refuse to say anything more than ‘uses Python’, I'm probably not going to respond back.”
  6. 6. #RBCLive “Asking me if I'm interested in a job using a technology that appears NOWHERE on my resume AT ALL and yet clearly requires significant expertise in the technology”
  7. 7. #RBCLive “Asking me to spam all my friends in exchange for an iPad in the off chance that one of them takes the job.”
  8. 8. #RBCLive “Being entirely unwilling to provide the name of the company advertising the position”
  9. 9. #RBCLive “Calling me at work (or at all, for that matter). I'm way more likely to answer you via email, and I'm not sure why I get the argument, ‘No, trust me, I know how you want to be contacted’ “
  10. 10. #RBCLive (it’s not that difficult to understand)
  11. 11. #RBCLive “When debugging, novices insert corrective code; experts remove defective code.” [know it, use it] (listen to how people describe their projects)
  12. 12. #RBCLive “Java is to JavaScript what Car is to Carpet.” (please don’t fake what you know if you don’t know) [know it, use it]
  13. 13. #RBCLive “It's hard enough to find an error in your code when you're looking for it; it's even harder when you've assumed your code is error-free.” (when assessing, use broken or obfuscated code testing) [know it, use it]
  14. 14. #RBCLive “If debugging is the process of removing software bugs, then programming must be the process of putting them in.” ~Edsger Dijkstra (ask for the developer’s reaction during the interview) [know it, use it]
  15. 15. #RBCLive “Always code as if the guy who ends up maintaining your code will be a violent psychopath who knows where you live.” (ask how they work with psycho-code) [know it, use it]
  16. 16. #RBCLive “There is not now, nor has there ever been, nor will there ever be, any programming language in which it is the least bit difficult to write bad code.” ~Flon's Law (ask opinions about alternatives to existing stack) [know it, use it]
  17. 17. #RBCLive “Most software today is very much like an Egyptian pyramid with millions of bricks piled on top of each other, with no structural integrity, but just done by brute force and thousands of slaves.” (legacy code is a reality and must be planned for) [know it, use it]
  18. 18. #RBCLive “Any code of your own that you haven't looked at for six or more months might as well have been written by someone else.” ~Eagleson's law (making decisions based solely on code repos is folly) [know it, use it]
  19. 19. #RBCLive “Good code is its own best documentation.” (assess code with and without documentation) [know it, use it]
  20. 20. #RBCLive (best ingredients + best recipe + best chef = ?)
  21. 21. #RBCLive  The People are the ingredients  You must know their Likes, Dislikes, Quirks, Cultural Differences  Look for tools other than the hammer – because not everything is a nail  You don’t want to lead the horse to water – you want to make them thirsty  Most of all, be knowledgeable & personal
  22. 22. #RBCLive  Subject: Curb Appeal  First Line: Lead-Off Home Run  Self-Deprecation: Yeah, Recruiters Do Suck  a/b/c: The Behavioral Contract  The Company: Why We’re Special  Buddah: You’re Beautiful To Me  How I Found You/About Me: Sourcing Cool  What You Can Do Next: It’s Up To You
  23. 23. #RBCLive  Research your target group  Humor works…sometimes  Controversial issues?  Specific problem to be solved?  The power of the ellipse…
  24. 24. #RBCLive  Don’t go the “Pick me! Pick me!” route  If you can, make it short and sweet  Continue the pace of the Subject line  Have fun…show your personality
  25. 25. #RBCLive  They know why you’re reaching out to them so you might as well be in on the game  They’ve already trashed 246 crappy emails and InMails this week – so they’re really good at it
  26. 26. #RBCLive  So (a) I won’t contact you anymore unless you want me to, (b) I’ll go away if you tell me to, and (c) I’ll help any friend of yours who might have a need to change jobs or find a job - even if they aren’t in software development. Not all recruiters are {add your favorite curse word here}.
  27. 27. #RBCLive  One line preferred unless you really have a story to tell that ties into why you’re contacting them  You know those novels about your company that proceed the “meat” of your job description? No. Just NO.  Be honest
  28. 28. #RBCLive  There are many reasons why this person will be receiving your email – tell them why  Be prepared to go into more detail when they respond – because the good ones will ask  “Our API Layer is heavy node.js. Since you’re one of its 500+ authors, I’m reaching out to you because others who use node.js probably look up to you”
  29. 29. #RBCLive  Demystify the blackhole and show them “yours”  “Then I read some of your Tweets and checked to see if Googling ‘FIRST LAST’ forum produced posts of yours (you seem to like vaadin.com); I know it looks like cyberstalking but in the recruiting world it’s called ‘research’ “  “In case you dislike recruiters, feel free to Google me without () – (steve-levy recruiting), and see for yourself that I'm not like ‘them’ “
  30. 30. #RBCLive  Give them the power for the “next move”  “Feel free to ping me if you need more info (here's something I wrote about our layers), relay this email on to those whom you think might be interested (perhaps coming off contract or pissed off that they’re not doing the things they were promised in their current role), or I suppose ignore me if this email creeped you out.”
  31. 31. #RBCLive  Anything about a job – why try to sell if you haven’t yet engaged???  Lying
  32. 32. #RBCLive  They want you to be honest; never fake it  They want to know the real job not the tasks  They want to know the entire stack  They want to discuss your problems – not get grilled about contrived CS 101 material  They want a real mentor  They want to be heard once on the job  They want to have an impact – that’s mine
  33. 33. #RBCLive  The 7-10 years problem  Trusting self-assessment as a Rockstar  Not asking to write the “right” code  “Hire but not for my team”  Ignoring spelling errors  Not focusing on technical and people skills  Fear of hiring someone better
  34. 34. #RBCLive  A/B Testing Your Process. How do you know that it works? Or are you simply cutting & pasting from a previous job?  How We Really Work. Scrum, Agile, Waterfall, Paired, TDD, BDD, Design Patterns: Do you assess they way you really work?  How Our Best Developers Work. Is this built into your assessment process?  Community Matters. Do you really care that many want to be part of something even larger than the company?
  35. 35. #RBCLive  360 Relationships. Are you building all relationships into your process?  Great Code. How do you define and “score” great code? “We’ll know it when we see it”?  What They Really Want To Do. Do you care about what excites them? How can your company help them achieve this goal?  Use Humor. “If you had just boarded a plane and discovered that your team of programmers had been responsible for the flight control software, would you immediately disembark?”
  36. 36. #RBCLive 3Sourcing Aevy Dice Openweb Entelo Gild Talentbin Hackathons Code Challenges
  37. 37. #RBCLive  It has to be real life to be “predictive”  Hire for performance: Hire skill, not school  Code Challenges differentiate good from great developers  Hackathons are the new career fairs  Since great programmers live everywhere, you need to engage them everywhere
  38. 38. #RBCLive  What one thing would you like to improve?
  39. 39. #RBCLive You can download the recording at http://www.recruitingwebinars.com/ If you prefer, email your questions to me: levy.steve@gmail.com

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