In these cases, you need to be attentive to all details and conditions in your future company because you spend about one-third of your life there!

I can divide all main topics into four parts:

• Work conditions
• Information about the project and responsibilities
• Benefits
• Remuneration

Let’s discuss all of them:

• Work conditions 

Of course, in a modern post-Covid time, many IT talents have started to work remotely, but not all. Also, remember that “work conditions” mean not only remote work or office work. The term also includes:

→ Work hours

→ Time tracking

→ Meetings

→ Work trips

•  Information about the project and responsibilities  

I notice that many people think their new job will be like the previous one, but with better conditions. This isn’t true because you could have some specific tasks, extra responsibilities, or something you didn’t even expect. Try to ask in detail what you will do every day, what could be a rare task, and so on.

• Benefits

Here’s the most important thing about every point (with examples):

→ Days off. How many do you get? When can you take a paid vacation? After the probation period? After six months of work? From the start? Etc.

→ Sick leaves. How much time do you receive? When can you take paid sick leaves? Do you need documented proof? Etc.

→ Medical insurance. What is covered by it? What is not?

→ Technical equipment. What type of equipment will you have? How modern is it?

→ Parking place. Do you get your own?

→ Courses and professional growth. What does the company offer? What could be covered?

•  Remuneration

First, you must be sure about your salary. Some companies also can propose lower wages during a probation period. Be sure about payment methods and payment schedules. In IT companies, you could see that the salary is fixed in an international currency like US dollars or European euros. Here you need to ask more about exchange rate methods.

 At Hire&Flare, we can support you in all of these issues to be sure that you will not have any pitfalls.

The post What do you need to ask during an interview with a potential employer? appeared first on IT Recruiting Agency - Tech Staffing Solutions | Hire&Flare.

But how does one start a career in IT? What profession should you choose? Let’s discuss it!

First, you need to research what is IT:

• What processes do we have here?
• What roles exist?
• What types of IT companies do we have on the market? Market trends?
• What kind of roles are needed here?
• What barriers to entry exist in every role?
• How difficult is each role?

You can find so many articles on Google about this topic. It’s the easiest part of your start.

Next step. You need to understand what YOU know about every IT role and how it can be combined with YOUR own skills, hobbies, or education. Of course, you have to learn a lot in every case, but it will be easier if the chosen area is more familiar. It’s just a recommendation.

 Every person has their own strengths. For example:

• Sales skills;
• Good in math;
• Good in relationships with colleagues;
• Attention to detail;
• Executive skills and others.

You can compare your own background with the needed skills of every profession. If it’s difficult for you, or you are still not sure, try to use these special online tests:

• https://www.thecareertest.org/
• https://www.thinkful.com/blog/tech-career-quiz/
• https://www.123test.com/career-test/

Also, don`t forget about English! In the modern IT world, you can’t work without a good English language level. The reason is all companies work globally, so English is used as an international method of communication. For the biggest part of management positions are needed Advanced level. So, be ready to learn at a very high level!

 And the last one: don’t give up. It’s a long and difficult journey, but you will succeed!

The post Which IT role to choose? appeared first on IT Recruiting Agency - Tech Staffing Solutions | Hire&Flare.

The easiest way for this is to simulate a few of the most common emotions on your job and how to analyze them. Also, we’ll discuss a to-do list of actions to prevent the deterioration of this situation.

Let’s imagine that you feel exhausted or feel too nervous during the day.  What could it be? Try to ask yourself:

• How long did I work in that company?
• Am I satisfied with my tasks/colleagues/general environment?
• Do I like my profession? What will be changed in another company in the same position?
• Do I have any private problems in my family or in my life generally that interfere with me?
• When was the last time I was on vacation?
• Do I do too much overtime?

These could be obvious questions, but let’s discuss every one of them.

How long did I work in that company?

Sometimes, I witnessed situations where an employee knew everything about the processes, tasks, and projects in the current company. They knew each person really well. He/She had worked there for quite a long period of time. So, in this situation, the specialist thinks that there is nothing interesting about it. They think that they are caught in a trap. Especially when it’s their first company in a career. They want to see other people, processes, and even the office.

Tell the candidate your name, position, and a few words about your experience. This is important because this candidate will feel appreciated by your side, and eventually, they could become your future colleague.

Also, don’t forget to share the agenda of the interview. Skilled professionals will feel more comfortable if they know the plan of the conversation. In this part, ask a candidate to give a general overview of their previous experience.

Am I satisfied with my tasks/colleagues/general environment?

From the first look, it appears like the previous one but has a few key differences. This person likes the company. But is overqualified for their current work conditions/tasks. In this case, you can request a higher position with more challenging tasks or additional responsibilities like a mentorship.

The post How to avoid emotional burnout appeared first on IT Recruiting Agency - Tech Staffing Solutions | Hire&Flare.

We use dozens of professional communities, chats, and other resources to receive new knowledge, talk with experts, and search for advice.

And IT recruiting methods are changing now as well. You can find a great candidate for your company, not only on job portals but also using LinkedIn, GitHub, Stack Overflow and even TikTok. As a result of all this, you will receive a deeper talent pool!

Before reaching out to candidates, every technology search firm team needs to understand their open position and then try to analyze what kind of social media their ideal prospect uses for communication.

And indeed, the recruiter must remember the main rules of proper tone. Let’s discuss:

• You must use professional channels for first contact with candidates, like LinkedIn and e-mail. You can call candidates or write in private messengers only in cases when you have received a CV from the candidate directly.
• In some cases, when an exceptional IT talent profile looks like the best fit for your position, you can use WhatsApp, Viber etc., but only after writing on LinkedIn or e-mail previously. In this case, you need to apologize and explain that you didn’t receive feedback from the candidate, so you worked up the courage to write in extra messenger.
• Skype is an interesting messenger because candidates can use it for both personal and work goals, so you can write here from the first step as well.
• Pay attention to professional recruiting and technical communities on social media platforms or sites. You can find great people here: GitHub, Stack Overflow, .Net/Java/PHP/Node.js clubs and others.
• Also, a very useful channel could be an online freelance platform since we can directly see candidate ratings and feedback. I have had the experience of recruiting developers and designers from UpWork, Behance, Freelancehunt, etc.
• Social media resources like Facebook, Instagram, and TikTok are highly personal. But I advise you to add to friends your former candidates, like, and comment on their posts. This trick will help you break barriers between you and your potential candidates. It can help when you have the same vacancy in the future, drop a line to your prospects there. In addition, I recommend using these personal resources for a better understanding and analyzing who your candidate really is.

At Hire&Flare, we use all these channels every day for client success in staffing and recruiting.

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In this article, I want to engage you in advancing your messaging skills on social media. At Hire&Flare, we use the most modern and practical methods. Our IT recruiting team has regular sync ups, which help us share experiences with one another, so let me split up a few main pieces of advice in social media communication.

Tip 1. Use a couple of sources for connection.

You ask me why? Let’s imagine that YOU are a qualified talent with suitable experience. Are you always online on LinkedIn? Of course not. If you have a regular job, you don’t use it everyday, just once per long period of time. I saw a lot of determined recruiters who have had a hundred candidates in the pipeline, but no one has answered. So try using alternative methods of contacting your candidates.

Tip 2. A welcome message is a must!

It’s a modern rule of good manners for a technology search firm. It’s like an acquaintance in real life. It has to consist of the information about your position, company and reason for adding a particular person to your contacts.

Tip 3. Needed information in your proposal.

Your IT recruitment services must be professional. Try to provide all possible details about the vacancy but in laconic terms. It has to include info such as: position name, project approach, team, technology stack, budget and a link to your vacancy or company.

Good example:

“Name, good afternoon 🙂 Thank you for adding.

We are with the company searching for a vacancy name for a British project. Domain: FinTech. The team collects large arrays of financial data from various resources and processes. It enables users to analyze them in a customized version that will be convenient.

This solution also helps to plan future expenses, as well as regulate the results of the company in times of crisis. Business trips to London are possible.

Team: ________________.

Tech Stack: ______________.

Vacancy link: ___________.

Can I offer to discuss the position?”

Tip 4. Call to action.

Include a question at the end of each message. This trick helps to encourage qualified talent to provide an answer. You can use this tip at every stage of chatting.

Tip 5. Follow-ups.

Don’t forget to remind your candidate about communication with you. Why? We are all human, that’s why we can be busy, forget to answer, or just miss notification on our phones.

It’s just the top of the iceberg of what our research at #HireandFlare looks like, and I will share more tricks in the future, let’s keep in touch!

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Let’s discuss this. During an HR call or actual meeting, the candidate makes a judgment about the hiring manager’s professional level, company spirit and people in your company, so you need to carry out this step as good as possible.

I will not tell you about popular IT recruiting PARLA, STAR or SPIN methods on this topic since you can find dozens of articles about them. I just want to share the most relevant and specific tricks.

Part 1. Intro.

During this part, try to give information about how your interview will look like and share an interview plan. Any candidate will prefer to know what the agenda looks like. Every person starts to worry when they don’t know what to expect. Sharing this information will help them relax and be more open with you.

Part 2. Information about your company and position.

I recommend starting the conversation first! Try to provide as much information as needed, because in the modern world YOU need to sell your vacancy. On the other hand, this trick also helps the сandidate to get used to you, because if you want to have sincere dialogue, you must be open-minded and honest.

Part 3. Understanding the candidate’s experience.

Of course, you need to ask a lot of questions, but the main items to pay attention to are:

• Try to ask about their previous jobs;
• Recognize the leading candidate’s motivation;
• Find out what responsibilities technical talent is ready or can perform (Yes, the recruiter has to comprehend
  the technological nuances on a high level);
• Study how a candidate works in a team and what kind of teams they have been on before.

Part 4. Important!!! Conclusions from the interview.

What does the candidate think about your company/project? You need to figure out any doubts in order to make a proposal that will be accepted!

Good luck, friends! I hope these tips will be helpful during your staffing journey! If you need prominent candidates, write to our technology search firm. Hire&Flare is always ready to help with recruitment!

The post Handy tips for a successful HR interview appeared first on IT Recruiting Agency - Tech Staffing Solutions | Hire&Flare.