This document summarizes the Perl job market and recruitment process from the perspective of a senior headhunter and Perl specialist. It outlines that there are many jobs available in Perl across Europe, the US and UK. It also describes what skills employers look for, how candidates can stand out, tips for interviews, typical salary ranges, why companies hire, and common reasons why candidates accept or decline offers.
A talk I gave at The Perl Workshop 2014 , The talk is aimed to help technical candidates in selling themselves at an Interview. Giving insight into how to develop a professional profile, including how to close a hiring manager into a face to face interview.
Rick Deller - Perl and Open Source Recruitment Specialist talks about interview techniques in the Technology field.
This talk was presented at Floss UK 2015, of which Eligo Recruitment were sponsors.
For more information on jobs in the technology field or interview & career advice please don't hesitate to get in touch.
@PerlRick / @EligoITtech
rickd@eligo.co.uk
www.eligo.co.uk
A talk I gave at The Perl Workshop 2014 , The talk is aimed to help technical candidates in selling themselves at an Interview. Giving insight into how to develop a professional profile, including how to close a hiring manager into a face to face interview.
Rick Deller - Perl and Open Source Recruitment Specialist talks about interview techniques in the Technology field.
This talk was presented at Floss UK 2015, of which Eligo Recruitment were sponsors.
For more information on jobs in the technology field or interview & career advice please don't hesitate to get in touch.
@PerlRick / @EligoITtech
rickd@eligo.co.uk
www.eligo.co.uk
The Caliper Profile is the foundation of our work.
This scientific instrument for in-depth personality assessment and job matching has been validated by nearly a half-century of research and measures over twenty-five personality traits that relate to job performance.
Our consultants analyze those traits in a variety of combinations to advise you on: hiring someone new; improving employee performance; building more effective teams; and working to take your company to the next level.
Rainbow Resources Group is a company that serves, in particular, the people in organisations; their 'Human Resources", this through niche staffing and coaching.
As a company, we do not want to do everything, but what we do, we do well. Our goal is to be recognised for providing an outstanding service to both our clients and our candidates.
The Caliper Profile is the foundation of our work.
This scientific instrument for in-depth personality assessment and job matching has been validated by nearly a half-century of research and measures over twenty-five personality traits that relate to job performance.
Our consultants analyze those traits in a variety of combinations to advise you on: hiring someone new; improving employee performance; building more effective teams; and working to take your company to the next level.
Rainbow Resources Group is a company that serves, in particular, the people in organisations; their 'Human Resources", this through niche staffing and coaching.
As a company, we do not want to do everything, but what we do, we do well. Our goal is to be recognised for providing an outstanding service to both our clients and our candidates.
Recruitment in Perl, The state of the Perl marketRick Deller
Here are my slides from the YAPC:EU 2014,
The talk was about Perl Recruitment and included topics such as
Type of Jobs
Type of Skills needed
Salaries
How it differs across different European Countries
How to get the best role
The strength of the Perl Market
Learn how the right candidate experience can help secure top talent.
Specialized group's Software Engineering, AI & Data Science team leader, Clément Chidiac delivered a presentation on this subject. The presentation included candidate insights from Clement's industry experience, explored the various factors that can differentiate an average candidate experience from a great one.
Interview = A meeting with an objective
Employer’s objective is to find the best person for the job
“Employer”: Reviews candidate’s experience and abilities
Can you do the job? (skills, ability, qualifications)
Will you do the job? (interest, attitude & motivation)
How will you fit into the organization? (personality)
“You”: Impress employer and assess the position on offer
What does this position offer me? (salary, interest areas)
How does it fit with my career plans? (aspiration, growth)
Congratulations - you have passed the first hurdle
You must prove that you are the most suitable candidate for this position
On most any list of life stressors one will find job loss, job search and/or job change. For Project Managers, who generally strive for planning and control, the job search can be particularly stressful. Methods of putting structure to the job search will be discussed. The goal, to make the job search more manageable.
On most any list of life stressors one will find job loss, job search and/or job change. For PMs, who generally strive for planning and control, the job search can be particularly stressful. Methods of putting structure to the job search will be discussed. The goal, to make the job search more manageable.
Do you feel like you are the captain of your career, or more like a galley slave—chained to a job that you don’t like, or perhaps one that pays slave wages?
In this webinar professional recruiter, business owner and best-selling author Jack Molisani discusses short-term tactics and long-term strategies for increasing your corporate value—and thus your standard of living.
“My career has had its highs, its lows, and everything in between. I learned from each win and each challenge, and I’ll share my life- and career-changing realizations with you in this entertaining and informative session.
As a mentor once told me: ‘Learn from the success and failures of others—it’s faster than making them yourself!’”
Want to increase your standard of living?
View the slides to this webinar!
Jump-start your career in IT as a Business Analyst
American employers will need 876,000 business analysis related professionals by 2020.
(Source: U.S. Bureau of Labor Statistics, Employment Projections Program)
Come and learn: How you can start making 50k to 60k by 4th of July 2017 as a Business Analyst
Topics include:
• How can anyone start career in IT (Information Technology)?
• No technical assistance required.
• Working as a Business Analyst
• What is Business Analyst?
• What does Business Analyst Do?
• How we teach?
• What we teach?
• Job opportunities
• Q & A
How to Hire a Dev? Certainly one of the most popular question for entrepreneur.
Fabien Charbit co-founder and CTO of Sush.io (http://sush.io) give some tips and talk about his experience.
2023-Pubcon Pro Austin - Navigating Egos Red Tape and Conflicting Priorities ...Keith Goode
No one doubts that business leadership is difficult. With the shifting landscapes of national and regional economies, fluctuating interest rates and their effects on consumer spending, supply chain issues, etc. being able to make quick decisions and shift a business’ focus are vital skills nowadays.
But how do shifting priorities affect SEOs and their ability to address elements like:
- Addressing Technical Debt
- Project Prioritization with other teams
- SEO industry updates and changes in the SERPs
- Creatively and compellingly meeting the needs of the users
- Promoting content and gaining equity
One consistent issue that in-house SEOs face, regardless of organization, is gaining the funding and priority they need in order to do their best work. From tool costs to development resources, there's always a shortage. How can we overcome these challenges? How can we avoid them to begin with?
In this session at Pubcon Pro 2023 in Austin, Texas, on Thursday, September 21, Keith Goode first addresses executives and corporate decision-makers and then SEOs, who are on the front lines of their organizations.
This presentation was for a workshop at the Institutional Web Management Workshop in 2005: http://www.ukoln.ac.uk/web-focus/events/workshops/webmaster-2005/sessions/savory/
From the abstract:
Dealing with external agencies for your web needs can be a frustrating experience - for you, as well as for them. Whether you're dealing with institutional IT services or a third-party company, there are many common problems that can occur.
This workshop will take a look at the issues involved in getting the job done, including:
* how to efficiently specify your work
* how to pick an external company
* how to check on and measure progress
* how to sign off and quantify achievements
* liaising between external companies and internal IT services
* dealing with ongoing support and maintenance
To land your dream job in a creative role, there’s nothing more important than the interview. Job interviews showcase your talent and expertise—and your ability to think on your feet. So how do you make sure you’re prepared?
Networking for job interviews
Crafting an effective resume and creative portfolio
Researching the company and position
Dressing for a job interview
Bringing the right materials
Knowing your long-term goals
Asking about next steps
Following up with the interviewer
Staying positive and confident
Similar to Recruitment in Perl - The State of the Perl Market 2 (20)
2. Who am I ?
• Senior Headhunter
• Perl specialist
• Consultant to an extensive number of Perl Houses
• Placed a vast amount of Perl candidates
3. What do I do ?
• Advise and consult on Perl recruitment across UK, Europe and U.S
• Client Services
• Permanent Contract, Temporary and Fixed Term Contracts
• Search for and select the best candidates in the market
• Qualify and interview all candidates
• Book and manage the interview process
• Candidate Services
• CV appraisal
• Interview coaching
• Industry insight including salary information
• Match you to the right companies and jobs
4. What I will cover today
• Overview of the Perl labour market
• What a company hires for
• The Recruitment Process
• Why people accepted offers
• Why they decline ?
9. Introduction to the Perl Market
• Europe, US, UK
• Employers and verticals
• Current activity and state of the market
It is not all about the job title
• Junior Developer
• Senior Developer
• Head of Development / Development Manager/CTO etc
• System Admin/DevOps
10. What are employers looking for?
• Generally – Modern Perl (Catalyst, Dancer etc )
• However there are always an exception to the rule
• Front-End (JavaScript)
• Management / Mentoring
• Passion
11. Standing Out
Perl Market is Competitive – You are More than Paper
• The quality of your CV (needs to be clear and showcase your skillset)
• Details of projects worked on/lead
• Your Professional Profile
• Do you have a blog or contribute to any projects?
• LinkedIn Profile (Recommendations and peer references)
• Active on Social Media
• Community events and activities
12. Interviews
• Early Bird Catches the Worm
• What to wear
• Be Prepared
• Know your CV!
• Eye Contact
• Shhhhhhhhhhh Don’t be afraid of Silence
• Examples & detail
• Show your Interest
• What are you looking for in terms of money?
• More Questions
13. What can candidates expect & look for?
• Salary is dependent on experience, skillset and location
• Junior Developer - £25k to £35k (31K Euros to 44K Euros)
• Mid Level Developer - £45k to £55k (56k Euros to 68k Euros)
• Senior Developer - £60k to £70k (75k Euros to 87k Euros)
• Head of Development - £70k + (87k Euros)
• The full package
• Professional development and progression
• Technical challenge and product development
• Pension, healthcare, life assurance etc
• Bonuses and incentives
• Social activities; lunches, drinks, team nights out
14. When a Company Hires!
What is involved ?
•Identifying the need
•Budget (Has it been signed off)
•Culture fit
•Resources (Reviewing CV, Interviewing , Getting Sign off, Financial)
•Time
•Cost (More than Salary)
16. Interview Process Review
• Technical Test (Cards games, coding, psychometric)
• Code Review (CPAN, Github Etc)
• Telephone Interview (Technical or Housekeeping)
• Face to Face Interview (Meet the Team)
• Offer
17. Why do people join a company ?
• Environment ? – Can they work with you?
• Do Respect they you technically and Socially?
How do we change that ? Can we ?
• Your Companies Brand ? What does the Community say about your
company ?
Which companies brand comes to mind when you think of Perl ?
• Tech Stack (Are you using the latest technologies?)
• Work life balance
• Money (Its not just Recruiters who think about Money)
18.
19. Why do people turn your offer down ?
•Time - How long did it take ?
• Was the offer right ?
• Counter offered
•Experience
•Location
•How serious were they looking ?
20. Market Rate or Technical Rate
•Market Rate
•Technical Rate
•What did you offer ?
It is a candidate driven market – ref back , candidates are looking for a full packeage , looking at other benefits list opsview, give examples , technical challenged
Attending events – put in touch – If you want more information please come see me after , many people make the mistake of thinking its just about the CV, what do I look for in a good candidate , look at evidence , CPAN etc active in community
So to stand out as a candidate you need to ensure you consider how you present yourself across all these areas.
Clients looking to attract the best candidates should be assessing candidates across all these areas and not just
Examples
Services Sector – We even seeing greenfield projects , tech is ever change
Technology is dynamic and continuously evolving so there will always be an element of movement and migration from/to different technology