Mattia Trande’s Post

What’s Your Software Engineer Recruitment Process for Hiring Success? Answers: https://lnkd.in/gxnn9Kt6 #Recruiting #SoftwareEngineers #HiringProcess #TechTalent Hello, everyone! 😊 I’m reaching out to those of you who are in the recruitment game, especially when it comes to hiring software engineers. It would be great if you could share some insights on your company’s hiring process. Specifically, I’m curious about a few things: How many candidates do you typically interview before making a hire? 🤔 How many rounds of interviews do you usually put candidates through? 📊 What challenges do you face during this process? 🚧 I've heard that many recruiters struggle with finding the right balance between thoroughness and efficiency. This can lead to: **Long hiring cycles**: When there are too many rounds, it can frustrate top candidates who are getting offers elsewhere. ⏳ **Candidate fatigue**: Repeated interviews can cause candidates to lose interest or feel undervalued. 😩 **Overlooked talent**: In an overly extensive process, you might miss out on brilliant prospects who don’t excel in interview settings. 🧠 One possible solution I see i...

What’s Your Software Engineer Recruitment Process for Hiring Success? Answers: https://lnkd.in/g3mWzJjJ #Recruiting #SoftwareEngineers #HiringProcess #TechTalent Hello, everyone! 😊 I’m reaching out to those of you who are in the recruitment game, especially when it comes to hiring software engineers. It would be great if you could share some insights on your company’s hiring process. Specifically, I’m curious about a few things: How many candidates do you typically interview before making a hire? 🤔 How many rounds of interviews do you usually put candidates through? 📊 What challenges do you face during this process? 🚧 I've heard that many recruiters struggle with finding the right balance between thoroughness and efficiency. This can lead to: **Long hiring cycles**: When there are too many rounds, it can frustrate top candidates who are getting offers elsewhere. ⏳ **Candidate fatigue**: Repeated interviews can cause candidates to lose interest or feel undervalued. 😩 **Overlooked talent**: In an overly extensive process, you might miss out on brilliant prospects who don’t excel in interview settings. 🧠 One possible solution I see i...

What’s Your Software Engineer Recruitment Process for Hiring Success? Answers: https://lnkd.in/gPbvXUum #Recruiting #SoftwareEngineers #HiringProcess #TechTalent Hello, everyone! 😊 I’m reaching out to those of you who are in the recruitment game, especially when it comes to hiring software engineers. It would be great if you could share some insights on your company’s hiring process. Specifically, I’m curious about a few things: How many candidates do you typically interview before making a hire? 🤔 How many rounds of interviews do you usually put candidates through? 📊 What challenges do you face during this process? 🚧 I've heard that many recruiters struggle with finding the right balance between thoroughness and efficiency. This can lead to: **Long hiring cycles**: When there are too many rounds, it can frustrate top candidates who are getting offers elsewhere. ⏳ **Candidate fatigue**: Repeated interviews can cause candidates to lose interest or feel undervalued. 😩 **Overlooked talent**: In an overly extensive process, you might miss out on brilliant prospects who don’t excel in interview settings. 🧠 One possible solution I see i...

Are you struggling to find the top talent in the embedded software engineering field for your software development team? Working with an experienced recruiter can make all the difference in attracting and recruiting the skilled professionals you need to develop cutting-edge products. A seasoned recruiter can leverage their extensive network and industry knowledge to identify and engage with the best candidates, saving you time and resources in the hiring process. By partnering with an experienced embedded software recruiter you can tap into their expertise and access a pool of qualified candidates who can contribute to the success of your team and the growth of your business. If you're looking to build a strong team of embedded software engineers for your projects, consider collaborating with a recruiter who understands how to attract these sought after people and has a track record of doing so. With their guidance, you can streamline the recruitment process and secure the right talent to drive innovation and excellence within your organisation. Don't let the talent shortage hold back your progress - work with a recruiter who can help you build a team that will propel your business forward. So, give me a call….. 😊 #Recruitment #softwareengineeringjobs #embeddedsoftware

How I helped a client fill a senior software engineer role in 2 days (after it sat open for 40+ days) 🗓️ The client had interviewed only one candidate in 40 days. They were struggling to find people who🔎 - Had strong C# skills - Fit their unique company culture - Aligned with their mission This open position was causing work to pile up and delaying major initiatives. Here's what I discovered💡 Their talent was coming from 👩💼 - Internal ATS system - Employee referrals They weren't actively sourcing candidates. My solution: I built a specific recruiting strategy to attract passive, qualified candidates by leveraging communities aligned with their values and mission. The result? I shortlisted three highly qualified candidates in just two business days. The client moved all three to interviews with the hiring manager. Key takeaway 🗒️ A deep dive into current talent acquisition efforts is crucial. It helps identify challenges and create targeted strategies to overcome them. This approach 🤝 - Alleviates the stress of sifting through unqualified resumes - Gives clients time to focus on growing their business - Positions you as a trusted, efficient partner

Are you struggling to find the top talent in the embedded software engineering field for your software development team? Working with an experienced recruiter can make all the difference in attracting and recruiting the skilled professionals you need to develop cutting-edge products. A seasoned recruiter can leverage their extensive network and industry knowledge to identify and engage with the best candidates, saving you time and resources in the hiring process. By partnering with an experienced embedded software recruiter you can tap into their expertise and access a pool of qualified candidates who can contribute to the success of your team and the growth of your business. If you're looking to build a strong team of embedded software engineers for your projects, consider collaborating with a recruiter who understands how to attract these sought after people and has a track record of doing so. With their guidance, you can streamline the recruitment process and secure the right talent to drive innovation and excellence within your organisation. Don't let the talent shortage hold back your progress - work with a recruiter who can help you build a team that will propel your business forward. So, give me a call….. 😊 #Recruitment #softwareengineeringjobs #embeddedsoftware

Want to find the best talent? This is how it’s done. If you want to find the best talent, you focus on skills, not resumes/CVs. And yes, it’s possible to test other skills fairly, it’s not just coding. #Recruiting

What’s Your Software Engineer Recruitment Process for Hiring Success? Answers: https://lnkd.in/gC8D_wag #Recruiting #SoftwareEngineers #HiringProcess #TechTalent Hello, everyone! 😊 I’m reaching out to those of you who are in the recruitment game, especially when it comes to hiring software engineers. It would be great if you could share some insights on your company’s hiring process. Specifically, I’m curious about a few things: How many candidates do you typically interview before making a hire? 🤔 How many rounds of interviews do you usually put candidates through? 📊 What challenges do you face during this process? 🚧 I've heard that many recruiters struggle with finding the right balance between thoroughness and efficiency. This can lead to: **Long hiring cycles**: When there are too many rounds, it can frustrate top candidates who are getting offers elsewhere. ⏳ **Candidate fatigue**: Repeated interviews can cause candidates to lose interest or feel undervalued. 😩 **Overlooked talent**: In an overly extensive process, you might miss out on brilliant prospects who don’t excel in interview settings. 🧠 One possible solution I see i...

In tech recruitment, we often prioritize technical expertise over soft skills. But here’s the reality: A great developer who cannot collaborate is like a high-speed computer with no internet connection. (you will have limited impact right?) On the other hand, soft skills like: 1.Problem-Solving 2.Communication 3.Adaptability, 4.Leadership will often keep a resource on the job for long, while hard skills take them to the door of the job. This is what you should do: During technical interviews, add situational questions or group challenges. See how candidates think, interact, and solve problems. (not just how they code) That’s where you find your real MVPs. In our 5+ years of tech recruitment at DevRecruit, I can tell you for free, A harmonious blend of the two is the best approach. Hard skills are important, but soft skills are more crucial for success in any workplace. P.S. Which other soft skill will you add as #5 and why? ________________________________________________________ I am Sember, Your tech talent connector. Do you want to hire software engineers within 72 hours, DM me let's talk. #softskills #hardskills #professionaldevelopment #techRecruitment #Linkedln #techOutsourcinh #Skilldevelopment.

I was talking to an excellent principal software engineer yesterday who was made redundant and is actively seeking a new job opportunity. They decided to pull out of a recruitment process with a software company at the final interview round. Why? 1. The process was prolonged. 2. The interview process was chopped and changed. It was initially communicated as a two-stage process but was four stages. 3. Communication was poor; they didn't feel well informed about the role or the next steps. Unfortunately, attempts of direct communication were often ignored or met with a delayed response. 4. The company's attitude was arrogant, almost like, 'Hey, we've got so many candidates to choose from, why should we hire you?' It's an employer's market right now. If you post an advert on LinkedIn/SEEK for junior/mid/senior-level software roles in specific languages, you'll get an overwhelming response. Based on candidate feedback since April last year, when the market switched, I have observed that most software/tech companies need to improve their internal recruitment processes and consider the candidate experience more. The market will eventually shift back to being candidate-driven. I implore all employers to consider candidate experience deeply and take a long-term view when managing a recruitment process. Every unsuitable candidate in the process now might be a great candidate for you in the future. Great operators and A-level talent like the candidate above value themselves and aren't going to take a job for the sake of a paycheck if they can help it. They'll never join your company because of one bad experience, and they'll share that experience with their network in private. If you'd like an assessment of your current internal recruitment process, feel free to get in touch. #recruitment #saas #software #tech #candidateexp