We’ve all been there. You applied for a job and were selected for interview. You received a generic email or call with the time and location for the interview, but you did your research. You went into that interview so well prepared you could have beaten the CEO in a pop quiz. You feel like you did well, and you are waiting for another call. You’re waiting, and waiting. In this time you start to question if the company is a great fit for you after all. Your call for interview was generic, you’ve been kept waiting for feedback, and time has lapsed since you did all of that research. If they offer you the position, is this what it will be like to work with them?
The candidate experience fuels the onboarding and success of new employees. It also creates a useful tool in building a recruitment brand for your company. A candidate who has had a great experience will think highly of your company, even if they don’t get the job. Modernize your recruiting by making your candidate experience a priority. This blog post highlights some of the ways you can reinvigorate your candidate experience to improve your recruitment.
Diversifying the workplace has become increasingly important to any company hoping to stay relevant. From growing start-ups to international corporations such as GoDaddy and Intel, companies have a rising demand for services aimed at boosting diversity and inclusion. Oftentimes, companies face a number of obstacles and lack the necessary diversity by no fault of their own. Some of these obstacles include a lack of objective insight, a limited availability of talent, and unconscious inherent bias.
Members of our software development team
Proud to #CelebrateDiversity
For many tech companies today, finding talent from diverse backgrounds can be challenging. This is why our team has built Diversity Solutions, a tool to enhance diversity strategy for our clients.
Inspired by the #ILookLikeAnEngineer campaign we feel that our team is exceptional. In a field that is predominantly dominated by men we are proud to have a team made up of more than 50% women. Phuoc Ho describes her job as “a creative job which demands working closely, and collaborating with each other in order to deliver the best product to the end user”.
She explains that a diverse team creates opportunity to learn from each other, acknowledge differences and foster mutual respect. These are key factors in building an effective team.
By James Galvin, CEO and Founder of vsource.io
The Flawed Interview Process
I still remember my first proper job interview. A starry-eyed computer science graduate, I donned my best Dunne’s Stores shirt and my trusty faux suede blazer and dragged myself away from Baldur’s Gate for the afternoon.
The HR Manager gave me two tests:
First: the programming test, almost entirely specific to ASP.NET, with which I had no experience. I handed in a blank booklet. No problem, I was told, because this was a graduate job opportunity which did not require prior experience. Invisible high five.
Candidate Sourcing is the ability to pro actively identify Active Candidates who, as the name suggests, are actively searching for job opportunities or those who are Passive Candidates not currently looking. Regardless of a Candidate's current position, the key elements of good Candidate selection come down to: