April 15th, 2016
No matter how technically qualified a candidate is, if they don’t fit in with the company culture, they are likely to leave soon to find an environment where they feel more comfortable. To avoid high turnover, it’s important to spend time during an interview discussing the company culture with the candidate and assess whether they’ll be a good match.
Assess Which Cultural Factors Are Important
Just as you consider which technical skills are required and which are optional, evaluate your project’s culture to decide which cultural factors are the most important for a candidate to fit in. Make sure you consider both the company’s stated values and the unstated culture that comes from the way things really get done.
Help the Candidate Evaluate Your Culture
Take time to honestly describe the company culture to the candidate. The candidate will probably have a sense of the company culture from the company’s reputation and what they see on your website. Take time to let the candidate know the specific environment around the project they’ll be working on. This will let candidates evaluate the environment for themselves and minimize the chance they’ll be disappointed if they accept an offer.
Ask the Candidate About the Culture at Their Previous Jobs
If the candidate has had more one than position, ask them to describe two company cultures and which one they felt most comfortable with or where they were most successful. You’ll be able to compare that environment to the environment at your business.
Recognize the Value of Diversity
Be conscious of the potential for bias when considering how candidates will fit in. It’s important to focus on personalities and not characteristics like race or gender. Not only is discrimination illegal, it deprives your project of the insights that come from having a different background or life experience than everyone else on the team.
At InReach IT Solutions, we take time to learn about your company as well as your open positions. Contact our experienced Arlington IT recruiters to learn how we can help you reduce turnover by prescreening to find candidates who match your technical needs and your company culture.
March 25th, 2016
When you review job candidates, their employment history isn’t the only thing you should look at. Their activities outside work giveyou insight into their interests and motivations. When those outside activities include open source projects, you should view that as a strong positive factor. Here’s why:
- Contributing to an open source project shows a candidate has strong motivation and is self-directed. There’s no requirement for a candidate to work on an open source project, so their participation is entirely voluntary. And once they’ve signed up, their work is entirely self-directed; there’s no specific work assignment and no project manager assigning a deadline.
- Shows a candidate keeps current technically. If they’re working on a widely used open source project, they’re also implementing leading-edge technology. Most open source projects focus on packaging new software techniques to make them easy for wider use.
- Working on open source projects require strong communication skills. Open source projects are highly collaborative; they’re also highly distributed. The workers aren’t in a common location and communicate almost entirely through collaboration tools.
- The candidate understands agile development. Almost all open source projects are structured as agile projects. Besides being comfortable with working in an incremental fashion, working on an open source project makes developers familiar with the typical tools that support that methodology, including source code control tools and bug trackers.
- Boosts the candidate’s technical ability. The best way to learn to code better is to write more code. Contributing to open source projects lets candidates write more code, plus have it reviewed by a community of top programmers. That feedback can only help them become a better developer.
- This type of work showcases passion. The candidate probably already has a job they spend at least 40 hours per week on. They wouldn’t spend their free time working on more technical projects unless they really loved it. Bringing their enthusiasm for technology into your workspace can only boost morale.
When you need to hire a new employee, consider all facets of their experience. At InReach IT Solutions, our candidates have strong resumes, including work at their jobs and contributions to open source projects. Contact us to learn more about how our Dallas IT staffing professionals can help you find the right employees for your open positions.