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How to Find Engineers Hiding on GitHub

October 24, 2014 at 6:00 AM Kathleen de Lara

We feel your pain.

Hiring engineers isn’t easy and recruiters run into a combination of these typical snags in the hiring process: A candidate is already employed, not interested in switching jobs, or not interested in hearing about a new role.

Or perhaps you got a preview of their background and find nothing else to help you qualify them for the opportunity. In our webinar on recruiting engineers, Loni Spratt shared her tips and techniques for sourcing on some of tech’s largest networks, including GitHub – but what do you do when a candidate is a little more private with their work?

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So You Know Your Way Around GitHub. Now What?

October 23, 2014 at 11:28 AM Rob Stevenson

You all know GitHub as an invaluable tool in assessing candidates based not merely on resume claims or previous pedigree, but on their actual work. As you've no doubt found out yourself, however, it's one thing to know your way around the site, and quite another to know how to properly assess GitHub profiles. Recently, the professional Q&A board Quora took a bit of a dive into GitHub, and users listed off some key areas for what makes a profile truly stand out.

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6 Tips for Interviewing and Hiring Former Employees

October 22, 2014 at 11:35 AM Abby Perkins

Whether you run your own small business or work in an HR department, if you’re involved in hiring at all, you've probably heard the term "boomerang candidate” recently.

As the name implies, a boomerang candidate is someone who has applied to work for a former employer. The typical boomerang candidate wasn’t fired for performance issues or personality clashes – he likely left his previous position under good terms. Whether he left to pursue a more exciting opportunity, went on earn a degree, or to make more money, he's ready to become a member of the team again.

The question is, how do you go about interviewing him?

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Stop What You're Doing and Take These Phrases Off Your Careers Page

October 21, 2014 at 11:12 AM Rob Stevenson

Your careers page is a prime recruiting tool that never takes a vacation, calls in sick, or even sleeps. Any serious candidate is going to have a poke around, and inbound interest might not have anything else upon which to base a decision. As a result, it needs to be sharp, succinct, and demonstrative of your company values. More important than this are those troublesome "scoffers". I'm talking about those tiny, seemingly insignificant details that make you immediately delete an email, dismiss a resume,  close a blog post (yikes!) or otherwise ignore some form of communication. Just as one of these scoffers can instantly torpedo your attention, if you have one on your careers page, you can forget about getting that inbound application. Here are some cliches and cringeworthy career copy that you must eliminate from your company site at once!

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What if Employees Don’t Want to Advance at the Company?

October 20, 2014 at 6:00 AM Kathleen de Lara

Stagnant employees can be one of a company’s biggest problems, and sticking with them for the long run leaves hiring mangers with an ultimatum – these employees either grow or go.

One discussion at this year’s HR Tech Conference sparked a debate on employees who simply aren’t interested in developing from their role within a company. 

“What if employees don’t want to grow? They like what they do and are good at it. Why do all companies have this underlying mission to develop their employees? Not everyone works that way,” one audience member said. 

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Is AngelList Recruiting a LinkedIn Killer?

October 17, 2014 at 6:00 AM Rob Stevenson

Whoa, whoa, whoa. Everybody calm down for a moment. Yes, we all know AngelList as the go-to place for information on start-ups, whether you're seriously looking to invest or just casually interested. But did you know there's a MASSIVE amount of candidates posting a wealth of information on AngelList, just begging to be recruited? Yes, it's true. AngelList offers a simple, minimalist interface that delivers an impressive database of candidates, many of whom are expressly communicating their interest in a new opportunity. It's not beyond the pale to suggest that AngelList's ease of use and comprehensive coverage is enough to steal away recruiters from the professional social behemoth.

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Holding Off on Hiring? Here’s What Recruiters Can Do Instead

October 16, 2014 at 6:00 AM Kathleen de Lara

We’re nearing the end of 2014, and while some teams may be ramping up their hiring with newfound allowance to spend, others are doing just the opposite. 

Hiring freezes happen after a piece of the budget pie’s been cut smaller than expected, or when managers realize they don’t need to hire for certain roles now, but perhaps at the start of the new year.

No matter the reason, putting a hold on your hiring doesn’t mean your talent acquisition strategy needs to be a halt, too. Build out your pipeline in the meantime and focus on these three areas to hit the ground running as soon as you get the go. 

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Don't Be a Creep! Avoid These Social Recruiting Mistakes

October 15, 2014 at 11:13 AM Rob Stevenson

We've all been on the receiving end of severe social media creepery. Someone 'likes' a Facebook photo from 2009. A double tap on a 21 week old Instagram post. Friend requests from people you've never met. It's unnerving and uncomfortable, and if you ever come off this way to a candidate, you can forget about getting them in for an interview. Social recruiting affords a great opportunity, but also bears the ever-present possibility of a tragic misstep in the form of over-research. As a wise old comic book Uncle once said, 'with great power comes great responsibility.' Read on to make sure you're not guilty of any glaring social recruiting mistakes.

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4 Factors Impacting Candidate Engagement

October 14, 2014 at 12:00 PM Kathleen de Lara

Building appeal to your open opportunities takes more than a few good perks highlighted in a well-written email and job description. To get talent hooked on potentially working for your company, recruiters need to focus on driving long-term connections after their first contact with talent and through all stages of the hiring process.

How does your company take into account these four factors when engaging with potential employees? 

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Anti-Recruiting: How to Find the Offer Rejectors

October 13, 2014 at 10:28 AM Rob Stevenson

When it comes to assessing candidates, much emphasis is placed on finding the candidate who exhibits all the right skills, gets along with the team, and is at a stage in his or her career where a move to your organization makes sense. But even in a case where a candidate checks all the boxes, they may not be the right fit. As a recruiter, you must be vigilant enough to suss out which candidates aren’t right despite their qualifications, because as I’m sure many of you have found out the hard way, a perfectly skilled candidates does not automatically equal an engaged employee. When someone seems too good to be true, it’s time to deftly shift into anti-recruiting mode to suss out the hire who might not work out in the end or the one who’s going to back out at the last second. After you've asked them some thoughtful questions to really get to know the candidate, follow up with the following to learn about any hangups they might have as well as nail down the offer rejectors.

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