Nowadays, more and more employers use the behavioral interview to evaluate a candidate’s experiences and behaviors.  It is a great tool to determine the applicant’s potential for success. In my previous post on how to recruit a perfect software developer I described this interview method already. The question remains: how a candidate should prepare  for such experience? We will give you 12 valuable tips!

In my previous post I started discussing the interview techniques which definitely help stimulate an open dialogue with the candidates. I described the STAR methodology which is based on behavioral questions that involve describing real situations from the past. Secondly, I put high emphasis on forming the right open-ended questions that are not suggestive and don’t trigger purely yes or no answers.  Below I’m presenting the remaining 6 techniques that ensure hiring success and help recruiters find the right person for the job.

In my previous post I presented the qualities of a perfect software developer that both fellow developers and managers would like to see in the team members. My survey revealed that being a good developer is more than delivering a perfect and well structured code. So while recruiting a developer we should focus not only on the past experiences and technical competencies. To make sure we choose the right person for the job we need to verify if the candidate has sufficient social and emotional intelligence and the attitude we value. This post describes two techniques to achieve this.

It was already in the late 50s when psychologists discovered that IQ was not enough to guarantee a glittering career in life. The research involved children whose intelligence was first measured and then after 20 years the top performers were found to take a closer look at their lives, both professional and private. To researchers’ astonishment, there was no rule that those who scored highest in their intelligence tests succeeded in their lives as well. The question emerged: what does it take to achieve success in all aspects of life? After some years they came up with an answer: Emotional Intelligence.

There is no escaping the fact that a good code is written by a good programmer. Obviously, we need good programmers if we want to satisfy clients’ needs. However, while recruiting a developer you cannot forget that a  good developer is more than a language syntax source. He should bring more than technical competencies alone. Our research & experience revealed that, yet again, it’s more about social and emotional intelligence as well as thinking patterns and overall attitude. Before we add any new member to the team we should always specify what kind of person we would like to work with? Who is the best fit to the team?

Nowadays, it’s hard to find a person who is not involved in any social network. Social networks have millions of users but only a few seriously consider the risks that these sites could pose. Although the impact of social networking on your personal brand hasn’t been scientifically measured yet, clearly, it contributes to as many spectacular successes as failures in job searches and professional careers. The question is- can social networking sites support you or be an obstacle to a job search?

Undoubtedly, in today’s world of management the only constant thing is a change. In the HR area two things never change: Human capital remains the most strategic asset of the company and HR’s responsibility is to ensure that the organization is the Employer of Choice. However, with the emergence of all the interactive Web 2.0 tools the changes in HR are inevitable. Knowing that HR people are rather conservative towards new technologies the main question is HOW TO make use of all these new tools?

Based on hundreds of CVs I have scanned throughout my developer hiring career I fully agree that a good CV is a key to success! The purpose of a CV is to provide a recruiter with as much relevant information as necessary in the most approachable and cohesive manner. This is not always the case though. I have noticed a number of mistakes on CVs that in the case of some companies may spoil the chances of even the best man for the job. Here, at GOYELLO, we try not to be so strict and not jump at conclusions too hastily.

Monika Rosińska “Trudna sztuka motywowania pracowników IT” – “Tough art of motivating IT employees”

On this special presentation Monika Rosinska outlined how it is when there are conflicts and dissatisfied employees in the Company. To her opinion and I also agree with that, it is almost impossible to motivate the person without his internal ‘green light’ of doing this. Therefore motivating is more a way of understanding, what blocks certain person from being the most creative and productive. In general it is a matter of fulfilling the needs. If specific person has many basic needs that are not eased, then he is more and more unhappy. Since that moment the person stops giving and starts only taking.