IT AND TECHNICAL RECRUITMENT ADVICE

The State of IT-BPO Industry in Cebu: 8 Must-Know Facts in 2020

Let’s take a look at some must-know facts about the IT-BPO industry at the Queen City of the South.

7 Technical Metrics to Measure Your IT Recruitment Success

The key to efficient human resource management is to follow a strategic process when it comes to hiring new employees. The metrics used for recruitment in specific industries vary greatly, and it all depends on the kind of enterprise and innovation needed for the company’s long-term objectives. For HR professionals, information technology positions require an inventive type of assessment because the technical standards needed for this industry are quite complex. Finding the best employee who’s suitable for IT positions means reviewing and evaluating the person who has sufficient mastery of programming, knowledge of data analysis techniques, and impressive skills in software development, hardware maintenance, and problem-solving.  Since you are looking for highly trainable employees, HR professionals must have a knack for analyzing whether or not the person has a basic understanding of the abovementioned technical skills. What’s more, you must look for employees who are aware of their strengths and weaknesses, can work well under pressure, and can self-correct when they receive criticism. That being said, it’s important that the IT recruitment process itself is based on effective technical metrics for the hiring process to run smoothly. The technical aspect of the job must go hand-in-hand with the company’s vision…

Beyond the Resume: 5 Things to Look for in an IT Applicant

When hiring for any position, your recruitment firm is likely to look at the applicant’s resume first before allowing the applicant to enter the screening process. Although this is a standard HR practice, you can’t be quickly impressed and assess the applicant based on the resume alone. This applies especially for tech positions that require a more thorough process in skills assessment. Statistics say that tech has the highest employee turnover rate among job industries at 13.2%, which underscores the importance of choosing a candidate with the potential to grow alongside your organization. Of course, your ideal IT candidate should be a technical expert, but at the same time, should show a fair amount of other equally important traits and skills. Here’s what to look for in your next hire: 1. Curious mind Curiosity is a major driving force of success, holding the same importance as intelligence. Many discoveries in technology, science, mathematics, and just about any field started with a curious mind, which describes a person’s insatiable desire to grow in knowledge and gain relevant experiences. Observant and inquisitive, this person is willing to ask questions to satisfy his curiosity. An IT candidate with a curious mind is someone…

How Tech Companies Are Changing the Recruitment Industry

Some of the biggest names in the tech industry wouldn’t be where they are now if not for their talented employees working tirelessly to put these companies on the map. An organization’s workforce will always be one of its key strengths, so they always make sure they get top talent to help run the company and achieve its business goals. Huge tech companies devise and introduce some of the most innovative yet meticulous methods to recruit the best in the business. They are so comprehensive that a recruitment agency or HR team could take a page out of their books to fine-tune their recruitment process and find the right talent. Google The search engine giant has built a reputation for having some of the most rigorous recruitment processes. A potential candidate must undergo tight preparation to ace that job interview and secure the position. According to Google employees, the interview process they had to go through was difficult or even very difficult. In fact, before they became employees, they had to pass three stages in the recruitment process that includes undergoing 29 interviews. If you’re a company that receives a million CVs a year, you’ll have to take the necessary…

The Future of the Workplace: How Will AI Change the Way We Work?

We live in a time when every day gives us an opportunity to discover new things that could change our lives. For businesses, the possibilities for improving products, services, ideas, and methodologies are endless – thanks to the emergence of game-changing technologies such as artificial intelligence (AI). AI is a valuable innovation that technology has given us since different industries can use it to transform their business. The concept of AI involves the creation of machines, devices, or bots that can think and work like humans. That being said, AI has far-reaching applications in the workplace, which have the potential to bring out positive changes within teams. Here are some of the most significant uses of AI that can help change the workplace for the better. 1. AI as an effective medium for meetings and collaboration Meetings and collaboration regularly take place in companies, and with AI on board, you could accomplish your agenda in lesser time but with more high-value impact for your organization. This sentiment is shared by 65% to 73% of respondents who joined a recent survey about the value of AI for company meetings and other collaborative projects. For example, there are now AI applications that…

7 Resume Alternatives You Should Use in Your Recruitment Process

Résumés have long been a useful tool in the recruitment process, requiring a considerable amount of discernment as you sift through mounds of paper to find the most qualified applicant for the job. Despite this tried and tested method, résumés should not be the only tool you should use to help you in your recruitment efforts. It is now essential to utilize alternative methods to boost your accuracy in nailing down those quality hires. While a résumé is indeed important, it does not deliver all that is needed to make the right decision or even help whittle your pool down to the best candidates. Hence, the need for résumé alternatives to help headhunters and HR personnel from a recruitment agency in the Philippines do their jobs more efficiently. Relying solely on an applicant’s résumé may be the reason you are getting low quality hires. It’s high time you become fully aware that your dependence on it can leave you blind in terms of looking for the best man for the job. Then again, it is still essential in the initial screening of applicants so that you can determine who will move on to the next stage of the hiring process….

How to Effectively Look for and Screen Passive Candidates

Acquiring top talents and hiring the candidate with the perfect skill set is every recruiter’s goal. But, with the job market becoming increasingly competitive, it’s getting harder for recruitment consultants and HR teams to find the best talents. This is why recruiters can’t just wait for resumes to arrive – they need to actively seek out top talents, even those that are currently employed and not looking for new career opportunities. Passive candidates make up three-fourths of the world’s talent pool, making it a crucial source of candidates for recruitment consultants and HR professionals. But, tapping passive candidates may not be as easy as it seems. Here are a few strategies you can implement to effectively look for and screen passive candidates. Know What You’re Looking For Some recruiters reach out to passive candidates with general information about the job or position. Make sure you understand the job that the open position entails. This will help you find the perfect candidate, and more importantly, it will allow you to convince your passive candidate that applying for the open position is worth their time. Remember that passive candidates are not looking for a job and are currently busy with their current…

Recruitment Strategies for Tech Startups to Hire the Right Talent

As more and more people become dependent on technology as a way of life, tech people are a hot commodity these days. Companies are beefing up their hiring process to get the best talent first, so their business gets ahead of the curve. If you’re a startup, you might find this situation working against your favor. Since many candidates might be looking at bigger companies first rather than smaller ones, you might be losing a large chunk of potential employees to large corporations. Another possibility is that you’re not optimizing your hiring process and candidates do not see your potential as a great employer. Remember that it’s now a candidate-driven market out there where jobseekers are deemed as critical as employers are when it comes to choosing the company they want to work for. But with the right strategies, you could have more success in getting the right tech talent to work for you. Here are a few of the best recruitment practices that have worked for startups, which you could apply to your budding organization. Look for passive candidates Passive candidates or those who are not actively seeking for a job could be your potential employees because they have…

The Anatomy of a High-Potential Employee

In any organization, there will always be employees who will stand out. Even in a group of individuals with similar credentials, a select few will possess distinctive qualities and exceptional abilities that will distinguish them from their peers. These are the “HiPos” or high-potential employees. They are the key players who exhibit the aptitude, skill, and commitment not only to achieve personal career goals but more importantly, drive the organization towards success. High-potential employees are assets. They are supremely talented, and the work they do brings significant value to the company. Consequently, it is an imperative for business leaders to put their best efforts into identifying and engaging exceptional employees within their organization. While assessing an employee’s potential can be tricky, there are certain indicators that can help managers identify employees who can be deemed as high-potential. Here’s a list of traits that can help you recognize the top talents in your company. They ask questions With the company’s growth and success in mind, high-potential employees always ask relevant questions. They’re not worried about appearing too inquisitive because they pair their curiosity with a strong desire to perform and deliver results.   They take initiative High-potential employees don’t sit around…

Hiring a Node.js Developer? Here are the Must-Have Skills [Infographic]

Node.js is an open-source programming language created by Ryan Dahl in 2009 for building full stack applications. Although it was originally written in C++, Node.js was built upon Google Chrome’s powerful V8 JavaScript runtime. Web development…

10 Ways to Be an Effective Interviewer

The process of hiring the best candidate begins with an effective interview. This means that recruitment consultants and HR personnel need to bring their A-game before, during, and after an interview. You only have a few minutes to get to know, assess, and evaluate someone you may have never met before, or have only spoken to over the phone. Here’s what you need to consider to be an effective interviewer. Before the Interview 1.     Define what you really need. Don’t post a job just to fill an open position. Start from knowing what your company truly needs. Every employee solves a critical business need. Instead of thinking of the open position, think of the results that you need that employee to deliver. You’re not just looking for an operations manager. You need someone who can optimize your workflows to increase efficiency and production. Don’t look for a sales director. Look for someone who is great at selling and who can lead a team to sell more. While credentials and qualifications matter, it’s more important to hire a candidate who can provide the defined results and solutions. 2.     Provide candidates all the relevant information. Great interviewers let candidates know what to…

How to Hire an Employee Based on Potential

HR personnel and recruitment firms should not only focus on a candidate’s qualifications and experiences, but also consider the candidate’s potential to grow into the perfect fit for the position and your company. In today’s highly globalized and volatile economy, a candidate’s past experiences don’t guarantee their future success, as digital trends evolve and new technologies are innovated every single day. According to a recent survey, 56% of executives see critical gaps in their company’s ability to fill senior management positions in coming years. This shows that a person’s professional experience is no longer the sole determinant of competency and skills, but their potential to learn new things and grow with your organization. While it’s easier to measure a candidate’s qualities using their professional history and experience, there are ways to evaluate a candidate’s potential. Here’s how. 1. Observe candidate’s curiosity, insight, engagement, and determination. According to Claudio Fernández-Aráoz, author of “It’s Not the How or the What but the Who: Succeed by Surrounding Yourself with the Best,” the hallmarks of potential include curiosity, insight, engagement, and determination. These four values cannot be assessed independently, as they’re interrelated most of the time. During the interview process, you can tell that…

A Guide to Recruiting Millennial Talents Through Social Media

What’s used to connect family and friends is now used to connect even the corporate world. Job seekers use social media to look for career opportunities, while recruitment firms are starting to realize the potential of social media in an effective recruitment strategy. Hence, the modern recruitment strategy known as “social hiring” was born. Here are the facts you need to know about social hiring and why you should care about it in the 21st century. The rising millennial workforce means recruiters need to adapt. Millennials are now the largest labor force, according to a 2015 study by Pew Research Center. This new breed of job seekers is not driven by the same motivations as the previous generations – like a huge paycheck or a pay raise.  Economic changes and other various factors have influenced the mindset of millennials, who are less entitled and more practical than their parents when it comes to their careers. This means recruiters will need to adapt their strategies based on the habits of this new generation to connect with them – and make them a potential employee. Millennials are the most active social media users. Perhaps the most notable characteristic of millennials is that…

3 Things to Consider When Building an SEO Team

Businesses need a solid SEO strategy to succeed in today’s digital era. And what’s the big secret behind SEO that keeps brands at the top of the world? A team of SEO rock stars. As they say, “great SEO starts with the right people.” Hiring the right people with the right background and experience is difficult. More so if you factor in culture fit and attitude. HR officers and recruiters should be meticulous when building a team of SEO experts that can deliver and even surpass what’s expected from them. As a recruitment consultant or HR officer, it’s your responsibility to figure out the important things to consider before your hire an SEO expert. 1.     SEO Team Structure Before you start posting a job opening, consider the ideal structure of your SEO dream team. There’s no one size fits all solution for an SEO team structure, but the roles you create should fit the organizational framework of your company. Here’s a common SEO team structure you can use as a basis: SEO Manager – the SEO manager is the team leader and project manager. He will spearhead the creation of measurable goals, develop strategies, and properly delegate tasks. The SEO manager…

10 Questions To Ask When Hiring an IT Expert

The costs of a bad hire, especially along the ranks of executive and expert levels is high. According to a Robert Half study, 36% of 1,400 surveyed executives have claimed that one of the leading factors of a failed hire…

How to Find a Lead Developer for Your Startup Company

For startup companies, looking for the perfect lead developer is a challenging ordeal. In fact, 90% of startups fail because developers are only expected to code—no more,…

Hiring a Full Stack Developer: A Recruiter’s Guide

Hiring full stack developers is like finding a needle in a haystack; it’s a tough challenge. Not every developer is adept in both front end and back end of web development. That’s why…

Technical Recruiting 101: A Guide for Technical Recruiters

Information technology (IT) is a technical field that requires a certain skill set. A candidate’s CV may seem like a suitable fit for an open position, but a general recruiter…

How to Nail Your IT Executive Hiring Process

Finding excellent talent is already a difficult task, but hiring the right people for the information technology (IT) field poses much more challenges. Even CIOs and CTOs admit that looking for…

What Makes a Great SEO Expert

Recruiters or hiring managers responsible for IT and expert search need to recognize great SEO professionals from a long list of applicants. Here are the top things you must check when looking for great SEO experts…

Hiring and Retaining Remote Developers Best Practices

Software developers are responsible for designing computer programs and operating systems that are essential to businesses and our everyday lives. They form and design systems such as websites…

7 Common Mistakes When Hiring an IT Expert

Tech talent is a valuable commodity these days. With the widespread use of mobile devices and an increased dependence on IT infrastructures to run business operations, the demand is…

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