Recruitment in the IT industry

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Recruitment in the IT industry により Mind Map: Recruitment in the IT industry

1. Probation

2. The role of schools and universities

3. Employer's expectations

4. The role of businesses

5. Employee's expectations

5.1. No death marches

5.2. Enough time to complete work

5.3. Managers who respect technical opinion

5.4. Freedom to use the right technology rather than the preferred technology

5.4.1. "we don't do open source because there's no-one to sue"

5.4.2. We have to use a certain vendor's products

5.4.3. Use TFS for everything But need to understand the tools you are using Whether it's one system or a suite of systems Train people up And document the problems, and installations

5.5. Enough technical knowledge in the team

5.5.1. Enough testers

5.5.2. Enough infrastructure

5.6. Make sure decisions and requirements are documented to ensure projects don't fail

5.6.1. Does everyone know what's happening?

5.7. Not working on projects that get cancelled

5.7.1. 7 months work down the drain

5.7.2. Poor planning

5.8. High management competence and high technical competence

5.9. Things should be managed

5.9.1. Higher level decisions Customer view Looking across all the customers Focus groups Support feedback Is one customer pressuring the team? Stop writing features that no-one wants Contrary to public opinion, techies do like talking to users Business planning view Technical view All are important

5.9.2. Listen to technical staff, and act on feedback

6. Recruitment Agencies

7. Benefits

7.1. Maslow's hierarchy of needs

8. Interviews

8.1. It's less about technical knowledge and more about how well a person will fit in your team

8.1.1. You don't want a liability on your team

8.1.2. Make sure you're consistent

8.1.3. How long do you tend to last in a job? More than a year Less than a year Can cast doubts on your career path But some areas suffer high burnout and turnover And contractors might have shorter contracts

8.2. Do you have programming tests, to prove technical knowledge (or the right way of thinking)

8.2.1. An hour of paired programming as part of interview

8.2.2. Does your ego get in the way?

8.2.3. Games industry is very heavy on technical tests

8.2.4. FIzzBuzz screening See Scott Hanselman/Joel Spolsky Can the candidate think like a programmer? Or show them a version with a bug and see if they spot it Frustrating if someone has a good CV but can't handle a FizzBuzz

8.2.5. Military idea - you know everyone's done the same test, and knows their chops

8.2.6. Using Google to find method docs is OK, but not to find solutions simulate the day job

8.2.7. Even without programming tests, talk about data structures and algorithms How does the candidate solve problems? Will they bullshit or admit they don't know? "Could you tell me more" is better than a shrug Or "it sounds similar to x in Java, let me tell you my thinking..." You will find plenty you don't know in the job

8.3. Interview prep

8.3.1. Make sure you're rested

8.3.2. Practice your craft

8.3.3. Specific questions on programming languages but you aren't supposed to know everything

8.3.4. Don't be boring be ready to stop talking don't shout!

8.3.5. Answer the question you are asked

8.3.6. Don't whinge about your old job but it's OK to be honest about why you're leaving there will probably be positive reason why the new job is better I want more training I'm bored and want to learn more

8.4. Awkward questions

8.4.1. Is it becuase the candidate is unprepared?

8.4.2. Is it because the interviewer is unprepared?

8.4.3. Is the CV accurate? Has the recruitment agent changed your CV?

8.5. Show you know the area

8.5.1. What blogs to you read?

8.5.2. What technologies have you learned?

8.6. Also about the candidate choosing the right employer

8.6.1. So it's OK to ask the employer hard questions too

8.6.2. Keep a personal barrier on a first meeting

8.6.3. Good to have questions to ask about the employer to demonstrate interest if nothing else If they've answered your questions, let them know

9. Do you need to be an IT graduate?

9.1. Many blue chips and public sector don't think so

10. Career path

10.1. Do you have to be a manager?

11. CV

11.1. Get your information across quickly

11.2. Does it tell employers about your interests, and how you stand out

11.2.1. And refine your interests Do open source development Do programming challenges Present at events

11.2.2. Final year projects, make your potential employer interested enough to interview

11.3. Summary showing the stand-out points at the top

11.4. Do fancy CVs work?

11.4.1. Might turn some off

11.4.2. Agencies will strip off the fancy stuff

11.4.3. Don't use default fonts etc to make it subtly stand out

11.4.4. But try to have something eye catching Recruiters look at a lot of CVs Sometimes hits the bin on the first line Need to weed out people quickly to avoid wasted interview time But if you say "I have a good attention to detail", be consistent

11.5. Make sure CV and covering letter are tailored to the job you're applying for

11.5.1. Frame your summary to highlight what matters for *this* job

11.5.2. Use the right keywords for pre-screening C# and .Net aren't equivalent to agencies

11.5.3. Demonstrate your passion

11.5.4. Be aware of the corporate culture A C#-expert for Google is someone on the language committee

11.6. Is it worth putting non-technical jobs?

11.6.1. For graduates, yes, to demonstrate that you can hold a job and take responsibility

11.6.2. Does it show you're passionate about something? If you've been in a band, it shows you can work in a team

12. Portfolios

12.1. Interviewers will check GitHub etc. if you're on there

12.1.1. Commits are a good way to see someone's code

12.1.2. Games industry relies on it

12.2. Only sites/projects that enhance your CV

12.3. Final year project

12.3.1. App store submission

12.4. Talks and blogs may help too

12.5. StackOverflow reputation

12.6. Anything to demonstrate knowledge and passion

12.7. Prove you can deliver

12.7.1. "Good developers ship"

13. Probation

13.1. Not everyone passes

13.1.1. Mostly failures in the interview process, on either side

13.2. Sometimes the new employee leaves

13.3. Sometimes the probation is the only way to find out if the candidate and company fit together

14. Would you look at twitter/facebook/linkedin?

14.1. Generally not unless it was on CV

14.2. But remember you may be judged on anything you post publically

14.3. Recruitment Agencies will

14.4. Is it suspicious not to have one?

14.4.1. If you don't have one, that's fine

14.4.2. More suspicious to have a dummy one

14.4.3. Magnet for recruitment spam

14.4.4. But it might help you if you do

15. References

15.1. Only usually checked after preferred candidate is chosen

15.2. Check that CV is accurate

15.3. He works/worked here on those dates, this was job title, and we can confirm that salary