Using agile programming ideas in your IT recruiting

149134795I’ve led and been part of agile development teams for over a decade – and have been hiring developers for even longer.  Through both types of experiences I’ve been able to apply agile development ideas to IT recruiting, interviewing and screening high quality tech candidates. And now, I’d like to pass that experience along.

Let’s talk about agile programming

My introduction to agile programming was from Kent Beck’s eXtreme Programming books. If you haven’t read them, his core idea was that software development needs to embrace change, and he suggests that there are certain practices that are so helpful in the face of change, that they should be used in the extreme. Beck based his work on best practices, but many readers saw the ideas of pair-programming, unit-testing, simple designs, refactoring and continuous integration for the first time in his books.

Creating an agile IT recruiting process

Just like in programming, it’s important to be agile throughout the recruitment process. So, to follow Beck’s lead, I took a look at what was working in my personal recruiting process and tried to figure out how to increase its effectiveness by doing more of it.

In programming, the point of being agile is to react to change, but in recruiting, the point of being agile is to see more candidates. Rather than rushing towards filtering and only deeply interviewing a few candidates, I tried to figure out a quick way to get to know as many candidates as possible.
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Why the job market needs optimization

475333221_reTNot only does it feel daunting for younger generations to find the right job, but those who are active in the workforce today are often disengaged or feel that they haven’t found the right job. The job market search relationship displays a challenging disconnect for both job seekers and employers, but focusing on what is causing the central inefficiencies in this process can shed light on possible solutions for hiring managers and job seekers alike.

Talent misalignment

This is one of the biggest — and most challenging — inefficiencies in today’s market. Even today’s most successful companies often lack a strong talent identification strategy. Employers who attempt to hire without the support of external guidance will likely find that locating top talent for the role they hope to fill can become a full-time job in itself. Today, technology has introduced a new level of transparency for job seekers that is both good and bad for hiring staff. On one hand, job seekers may display projects they’ve contributed to, tangible examples of past work, and links to information about previous companies they’ve worked for or positions they’ve held. Unfortunately, this type of transparency isn’t always accurate when the information can be worded and displayed in a less-than-accurate manner.
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Cultural fit in marketing departments

OJP0024131In most marketing departments, cultural fit is defined as having a strong set of soft skills as well as values, beliefs and behavior that are in line with the organization’s culture.

Skills can be taught or improved. Finding a candidate with the right personality and character traits, on the other hand, is often more difficult.

Whether you’re recruiting or seeking employment, cultural fit is something that should be kept in mind throughout the entire hiring process. From the initial phone interview to the final skill assessment — cultural fit is often a deciding factor when it comes to hiring employes, especially in marketing departments.

Cultural fit within a marketing team highly affects work ethic and creativity. It is, therefore, considered by many as a crucial component to building a strong team. Every team will have different dynamics, and it’s important that each team member understands what holds the team together – what makes it tick. For example, having similar working hours, a sense or urgency, and a handle on priorities will help tremendously in building a cohesive team as well as establishing a comfortable, result-driven culture.
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Utilizing social media for recruiting

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To coincide with Adecco’s global social media recruitment and job seeker surveys, we are publishing a two-part blog series. In part one, we discussed some best practices of using social media as part of a job search. Now in part two, we present some basics of utilizing social media for recruiting needs.

If you are interested in helping Adecco better understand the impact that social media platforms have on job seeking, recruiting and hiring, please take our recruiter and job seeker surveys today!

Over the course of a few short years, the methods by which recruiters find and hire talent has changed drastically. Around the globe, recruiters and hiring managers are regularly using social media to help find the best candidates to fill new and exciting positions. This is what is commonly referred to as social recruiting.

As a matter of fact, according to SproutSocial, 92% of U.S. companies now use social media networks such as LinkedIn, Facebook, and Twitter for researching candidates as well as recruiting. This is not surprising since those social media websites attract a growing audience of skilled professionals.

If you are not using social networks for recruiting, you are most certainly missing out.
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Staffing a Tech-Savvy Team for Tax Season

When it comes to tax season, compliance and technology are two of the hottest buzz words. Government mandates such as the Hiring temp labor during tax season can save you moneyDodd-Frank Wall Street Reform and Consumer Protection Act and the Sarbanes-Oxley Act of 2002 have shortened the financial reporting timelines while increasing scrutiny of reports. Originally 60 days long, reporting timelines have been cut down to just 45 days – which means more stress on your tax professionals and more room for errors.

Now more than ever, companies are investing in experienced tax experts and efficient, user-friendly technology to stay compliant with growing regulations. But that’s just the beginning. Companies are no longer relying on their IT departments to install these technologies – they want tech-savvy tax experts who can offer insight into what’s happening on both sides of the tax desk.
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Hiring the right candidate for social media marketing

Changes in HR are inevitable and McClure shares strategies to prepare for these changes.It seems like every company has an opening for a social media marketing position these days. Between 2010 and 2013, jobs postings for social media related jobs on LinkedIn increased 1,300 percent, according to Ragan.com, a marketing a communications resource.

But with a job title that is relatively new, how do you ensure that your company makes the right hire? It starts with finding a candidate who has the right skills for the job, a voice that jives with your brand and doing a little research.

Look for the Right Skills

While there are many things to look at when making a social media marketing hire, a few skills stand out above the rest. Look for candidates who excel in the following areas:
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