Pages tagged recruiting:

The Interview Question You Should Always Ask - Conversation Starter -

Those of us who run businesses, departments, or teams are faced with this question all the time. How can we distinguish the stars from the merely competent? Of all the candidates whose resumés we receive, how do we place our bet on the one who will stand out from the rest?
Interview Questions: Two Bowling Balls | 20bits
Annotated link
19 Tips for Recruiting Great Developers « Software++
19 Tips for Recruiting Great Developers
Deciphering Glyph: An Unboxing You Won't See On Gizmodo or Engadget
apple job offer
The Offer, from Apple
Really cool to see that Apple doesn't stop its branding at culture at product packaging: it even extends to job offers.
Google Searches for Staffing Answers -
People leave because they are under used!
Google began crunching data from employee reviews and promotion and pay histories in a formula Google says can identify which employees are most likely to quit.
Idea for business alliance
Current and former Googlers said the company is losing talent because some employees feel they can't make the same impact as the company matures.
Concerned a brain drain could hurt its long-term ability to compete, Google Inc. is tackling the problem with its typical tool: an algorithm. The Internet search giant recently began crunching data from employee reviews and promotion and pay histories in a mathematical formula Google says can identify which of its 20,000 employees are most likely to quit.
algorithm to calculate people who might leave the firm; "underused" employees
Automated tests of programming skills. Assessment of software developers. Recruitment software. Codility
Automated recruitment test reduces the cost of screening of a programmer. Recruitment testing decreases the amount of interview work by up to 90% by requesting the candidate to write a snippet of a code in an online assessment tool. It also allows the recruiter to test employee in a natural working environment.
Automated tests of programming skills.
Never Read Another Resume
hiring people
BEFORE HIRING: 1. Hire late -- alleviate pain 2. Skip over the perfect catch if we don't have any open positions 3. Operate at the limits of your organization -- get more done with fewer resources 4. Smaller team keeps you focused -- focus on things you have to do 5. Need someone? Have you already tried to do the job yourself? HIRING: 1. Ignore resumes 2. Cover letters say it all (this job or any job? who can write?) 3. Always hire the better writer 4. We look for effort (custom website) 5. Ask questions. Ask why questions. Avoid How questions. 6. Test-drive people for a week, $1,500. 7. Never let geography get in the way.
I'd like to share a bit about how we go about hiring at 37signals. Hiring is something we rarely do -- we're intentionally small at 20 people -- but we've developed a method that has worked very well for us. It allows us to find the right people and keep them happy. In 11 years, only two people have left the company -- and one recently returned after working elsewhere for seven years. (Welcome back, Scott!)
"First, we hire late. We hire after it hurts. We hire to alleviate pain, not for pleasure. Who hires for pleasure? Any company that hires people before it needs them is hiring for pleasure. I've run into a lot of companies that invent positions for great people just so they don't get away. But hiring people when you don't have real work for them is insulting to them and hurtful to you. Great people want to work on things that matter. How do you know if you really need someone? A good rule of thumb is this: Have you already tried to do the job yourself? If you haven't done the job, you don't really understand the job. Without that fundamental understanding, it's hard to judge what constitutes a job well done. What we do look at are cover letters. Cover letters say it all. They immediately tell you if someone wants this job or just any job. And cover letters make something else very clear: They tell you who can and who can't write."