Decoding the myths and realities of hiring tech talent

Transcript

1. Decoding the myths and realities of hiring tech talent By Atif Haider
2. Who am I • Built several scalable products using Common Lisp, Clojure, Scala & Python over the last 10 years • Have interviewed and hired countless engineers • Built a profitable software consulting company - LaunchYard • Currently running a recruitment platform which helps companies hire top tech talent through Human and AI systems - AirCTO
3. Myth #1 I need BIG money to hire top talent
4. Myth #1 (I need BIG money to hire top talent) 82% of developers doesn’t assess a job based on compensation. Source: StackOverflow Talent survey 2018
5. Myth #2 Good academics == Good talent
6. Myth #2 (Good academics == Good talent) Did you know that 14% of the team at Google is made up of people who’ve never gone to college? Source: New York times (2013)
7. Myth #2 (Good academics == Good talent) Google’s Senior VP of People Operations, Laszlo Bock, described test scores and grade point averages as “worthless as criteria for hiring” based on an internal study of tens of thousands of Google interviews. Source: New York times (2013)
8. Myth #3 Hire only when it hurts
9. Myth #3 (Hire only when it hurts) Let’s understand the TIME to HIRE
10. Reality #1 Are we treating the applicants as our potential customer?
11. Reality #1 (Treat your candidates as your customers) What to say when recruiting developers 21% About Company 20% Why me? 19% About Company’s Tech Stack 21% About Compensation 8% About Product
12. Reality #2 Is the job description realistic enough?
13. Reality #2 (Have practical job description) Need Developer With the following skills Python Django MySQL Javascript HTML & CSS AWS Jenkins What do we want? A Full Stack Developer? Or we want Chuck Norris. :)
14. Reality #2 (Have practical job description) Need Developer With the following skills Python Django MySQL Javascript & NodeJS HTML & CSS AWS Jenkins Backend Engineer Frontend Engineer DevOps
15. Reality #3 Is your candidate engagement process smooth and personalized?
16. Reality #3 (Personalized candidate engagement) Of the candidates are not actively looking for the job but open for new opportunity which means we need to work hard to attract them Source: StackOverflow Talent survey 2018
17. Reality #4 Is our interview process a real one?
18. Reality #4 (Have real interview process) Of the recruiters think that sourcing candidates is big pain Source: Tech recruiting report by Hackerrank - 2018
19. Any Questions?
20. Thank you all You can reach me on Twitter & Email @aatifh / atif@aircto.com