Gun.io’s Post

I have done another check in with one of my candidates today. Awww, I genuinely beam when I get a response from a placed candidate like this 🔽 A little message to check in goes a long way. ✅ It re-confirms that the fit was absolutely right for them 😊 ✅ My candidate knows I am here for them, even though they were placed weeks ago ✅ If there are any issues, this can be communicated with the employer and I can support them with this #maintechrecruitment #engineering

Getting creative with how you recruit engineers into your business works. I'm working with a number of employers that have adopted creative recruitment strategies to overcome historic issues they were having. This has worked for them because they did the following: 1) They accepted this was an issue that required action to resolve. 2) All stakeholders were involved in creating a solution. 3) They allowed areas of weakness to be developed on the job. They didn't bury their heads in the sand. They didn't insist someone comes in and hits the ground running. They accepted they had an issue that wasn't going away. Are you struggling to recruit engineers? Feel free to reach out for a chat on how to overcome this.

Learn how to hire experienced engineers with ease using these 6 practical strategies. Master the art of hiring and make your recruitment process smoother and more effective. Read now: https://lnkd.in/dHXThB87 #engineering #hiringengineers #talent #toptalent #howtohire #recruiter #tips #recruiting #strategies #experience #recruitmentprocess #stages #tipstorecruit #staffingagency #Engineers #hiringtips

Recruiters: How to catch a an IT Engineer. Step 1: Shout "192". Step 2: IT Engineers will arrive in abundance.

Our Prompt Report analyzes 200+ prompting techniques and 1,500+ papers. Real companies are using it to evaluate potential hires! How would you approach interviewing for a Prompt Engineering position? Read it here: https://lnkd.in/emUTv-iA

In my 12+ years of recruiting engineering talent for engineering organizations The companies that actually treat me and my teams as a partner/trusted resource and not some resume feeder Are the organizations that have the best success when it comes to hiring The organizations that just view us as a way to feed resumes almost very rarely work out long term So...companies...treat your talent partners like a trusted resource, I promise it will work out better for you in the end

Remember that recruiters are not engineers! Many people use too many technical terms in their resumes, which can only be understood by people familiar with that framework. You should ensure that both engineers and non-engineers can understand your resume. You should mention both the technical and business impact of your work. Remember, don’t describe your impact with adjectives - use metrics! Don’t say you improved the system’s speed significantly. Say you increased the system's speed by x%, leading to an increase in user retention by y%. Keep a habit of describing your work in this way. It will also help you with your year-end evaluations.

Here are the 4 biggest pitfalls in recruiting engineers... In no particular order... 👉 Poorly written job advertisements and descriptions 👉 Disorganized and messy hiring processes 👉 Bloated hiring processes with too many steps, tests, and presentations 👉 Comp and benefits misaligned with market benchmarks Engineers want to work on cool projects with smart people and get compensated fairly. Did I miss anything?

Meet Josh Whitmore, your Engineering Recruiter with six years of exclusive focus on the multi-skilled engineering job market. Committed to being a valuable partner in your career or recruitment strategy, Josh understands the unique challenges you face. If you're looking for a recruiter who prioritises results and respects your time, Josh is your go-to. Get in touch with him today at josh.whitmore@your-recruiters.co.uk and learn more about him below 👇 #engineering #recruitment #engineeringrecruitment #engineeringjobmarket #recruitmentstrategy

Customers often ask - How does your company vet and hire engineers so effectively? Our approach stems from a deep understanding of common recruiting mistakes that often lead to subpar hiring decisions. We've learned from these pitfalls to develop a methodology that consistently delivers top-notch engineering talent. Our secret lies in going beyond the conventional. We don't rely on basic coding tests or overemphasize brand names. Instead, we've developed customized assessments that simulate real-world engineering challenges, ensuring that candidates possess the skills and problem-solving abilities to excel in your specific environment. We also delve deeper than standard interviews. We probe candidates' critical thinking and logic by presenting them with complex scenarios that require in-depth analysis and creative solutions. This approach allows us to assess their ability to navigate real-world problems effectively. Furthermore, we don't settle for a single reference check. We gather 360-degree feedback from managers, peers, and reports from past roles, gaining a comprehensive understanding of the candidate's work ethic, collaboration skills, and overall fit within your team. While prioritizing cultural fit is important, we never compromise on technical competency. We establish job-specific skills benchmarks and conduct rigorous technical interviews to ensure that candidates possess the expertise your project demands. We understand that maintaining high standards while adhering to strict hiring deadlines can be challenging. That's why we've cultivated a deep bench of pre-vetted candidates, ensuring that you always have access to top talent without compromising your standards. If you're seeking exceptional engineers without the headaches of traditional recruitment, let Mitrix be your trusted partner. Our proven process and years of experience will help you build a high-performing engineering team that drives innovation and success. Learn more at mitrix.io