Top 12 Hot Sources to Find and Hire .Net Developers

Today sourcing is like treasure hunting and if you are relying on only one or two channels or resume databases, especially those being used by everyone else puts you in an extremely competitive situation right from the start.

Considering this very fact, I have listed some of the most efficient, unconventional, and less exploited places to source talented .net candidates.

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8 Key Steps to Building Your Talent Acquisition Strategy

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High turnover rates and poor employee performance both start with a weak talent acquisition process and can have an overwhelming effect on the company as a whole. Talent acquisition is a complicated but important process that goes beyond merely recruiting. It does not just look at open positions but it takes a look at the talent pool available assessing each individual for how they can help the company as a whole both now and in the future.

Whether you are an employer, a hiring manager or a recruiter, please read this article and take into consideration what aspects of your talent acquisition strategy needs reinventing. You do not want to delay and should implement these techniques as soon as possible in order to keep a competitive edge.

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9 Tips to Improving Your Social Media Recruitment Campaign

If you’re new to the world of social media recruitment, you might have heard about and know a little bit about social recruiting and the benefits that it can bring.

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Social recruiting is something worth exploring, especially since 79% of job seekers are likely to use social media in their job search as per hiring statistics published by glassdoor 2016. Read these 9 tips that can improve your social hiring efforts, help you diversify and provide you with a solid talent pipeline.

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Why Pre-employment Skill Tests Deliver Better Results than Personality Tests

 

You probably already know that pre-employment tests are important to filter through the pool of job applicants to find the best candidates, but what you might not know is if you don’t choose your pre-employment tests carefully, they are going to do more harm than good. The wrong choice of tests might waste your organization’s money and you may end up turning out the right candidates.

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Hiring Millennials? Avoid These 7 Mistakes to Get Great Results

Recruiting millennials to your company can bring enthusiasm, youthful insights, and an awesome energy level and ability to interact with people and with technology to your enterprise.

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However, recruiting Millennials comes with its own tricks of the trade. Millennials were brought up with technology, and their familiarity and ease with the online world is one of the greatest strengths that they can bring to the bargaining table and the conference room. When Millennials connect with a company they are linked in and online all the way from the starting point. This strong interest in technology can and should be used by the savvy company in the hiring process. Note, however, that while millennials run on the grid, they are also interested in training, advancement, feedback, and life/work balance.

So in order to nab a youthful, energetic and talented employee for your company. Here’s a list of 7 things you need to avoid:

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The 3 Recruitment Automation Best Practices you must follow

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We can’t take ‘Human’ out of “Human Resource” but the technology can surely reduce the efforts and time involved in the recruitment process. Technology is rapidly impacting every aspect of business, allowing companies to automate a lot of different process, including the recruitment process.

Most of the companies are keeping up with this technology and are highly successful in finding the top talent. These companies don’t just glance at the candidate’s resume and then hire whoever looks good, but instead use four automated practices to find top talent.

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Startups – How Online Skill Testing Software will save your money and lead to better hires?

Startups - How Online Skill Testing will save your money and lead to better hires

Hiring is hard. For startups, hiring is harder.

The most difficult thing for startup founders is not raising money, closing deals, doing sales or finding partners. It’s hiring people.

Hiring your first employees is a milestone for any startup founder. It’s a sign your startup is growing and getting traction. If you choose the right people, you’ll get great results. But if you don’t, you risk endangering your entire company. In this short read, you will learn how to improve your hiring by actually saving your hiring costs and time.

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Top 6 Hacks for Your Facebook Recruiting

With 1.5 billion users, Facebook is still by far the most popular social media network, and as a result is becoming an increasingly popular tool for employers.

But how do you sift through the rough to find the diamonds?

Here are the top 6 hacks to ensure your hiring success on Facebook:

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Write for the IM (Interview Mocha) blog

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Thanks for your interest in writing for IM.
We launched the IM blog with a focus on writing for Hiring Managers, Recruiters and HR professionals.

You can write on Recruitment, Candidate Screening, Skill Testing, or anything that is useful for our readers, is a good content for a guest post here.

Please read through the below guidelines before submitting your pitch via email to rachana@interviewmocha.com

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How to evaluate and hire Front-End Developer?

How to evaluate and hire great Front-End Developer

Generally, your website is the first thing people interact with. Whether you are an Enterprise or a Startup you need a website that works smoothly and has a look & feel. Website can be a great attraction magnet.

However, you are going to need some design help if you want to built good websites. And, for building good website you need a great front-end developer.

Custom built basic Front-End developer online skills test helps you reduce both time and cost by assessing hands-on skills in addition to basic theoretical knowledge of a front-end developer. You can choose from a variety of skill tests that are well designed to quantify and assess skills of Front-end developers and spend time interviewing only the relevant candidates.

So how do you find a good front-end developer?

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