Today, as tech talent continues to get increasingly harder to hire, it forces recruiters to adopt a different game plan — especially when trying to diversify to include more people from underrepresented communities. When unemployment is low, this can feel like an impossible task, but we have solutions for you.
On March 2, 2011, an ailing Steve Jobs stood on stage at the Yerba Buena Center for the Arts to announce the iPad 2. “It is in Apple’s DNA that technology alone is not enough – it’s technology married with liberal arts, married with the humanities, that yields us the results that make our heart sing,” he told the rapt audience. Speaking with his biographer, Walter Isaacson, toward the end of his life, he recapitulated his philosophy: “I like that intersection [of humanities and science]. There’s something magical about that place.”
At humanpredictions, we detect signals that tech people leave on public websites indicating they are open to making a move. We use those signals to form our proprietary “hp Priority” score. When recruiters focus their time and energy on high hp Priority scored candidates, they increase their rate of placement and have a higher return on investment with outreach efforts.
For the past several months, we’ve been working on a project our team cares a lot about — we recently launched a diversity initiative and we want your feedback. We created an open source project to catalog the growing list of groups, organizations, and resources for diverse talent in the tech community (e.g. Black Girls Who Code, Lesbians Who Tech, and PyLadies). The point of creating an open source project is to allow anyone interested in this information to have access to it, track the evolution and growth of the list, as well as have the opportunity and ability to contribute to the list and/or the overall project and mission. In this open source project you’ll find the free Boolean search strings we’ve made for any recruiter or hiring manager working in tech to help source a more diverse pool of candidates.
It’s Armed Forces Day this weekend, and we think it’s important to give a big shout out to veterans, and to those that support veterans, as they exit the military and enter into new careers.
It’s not an easy task to start a new career after serving in the military.
What makes a leader inspirational?
When we evaluate what it takes to be a leader, we look at their contributions. But to be inspirational, we look at the depth of experience they bring to the table and how those experiences influence their decisions.
Inspirational leaders have been shaped by learnings throughout their career with influences from various jobs, mentors, and personal lessons that can sometimes go undisclosed. We hear grand stories of rising from failure, seeking the guidance of mentors, and the general motivations behind a leader’s ambition and drive.
If your developers are leaving you, then it’s time to reflect on your Money Mindset. Do these statements ring true for you?
- “They’re just going to leave in a year or two anyway, what’s the point in investing in them now? I can’t afford to just throw money away like that.”
- “We all know developers make 20% increases with every move they make. What company can afford to retain their teams with numbers like that?”
Sound familiar? This mindset would both keep quality people from joining your team, and drive current people away. Furthermore, these statements reflect a huge error in thinking about money and retention. In this blog entry, we will debunk some of the myths…
Sure, putting an apprenticeship program together requires a lot of work, but have I mentioned there are some incredible outcomes and a great return on that investment that goes beyond financial gains? If you haven’t read the first two articles of this three-part series on apprenticeships, you may want to read about the building blocks and challenges first! I started by digging into what it takes to build a plan for a program and then explored the challenges companies should plan for early.
=&1=&I’ve witnessed companies that struggle to afford software developers turn to apprenticeship programs to meet their skill demand, but what was often overlooked in that decision was the required time investment it takes. Any given team and engineering manager has to understand having a junior person on the team is going to require a certain amount of coaching and teaching. Whether investing financially or with time, there is an investment that has to be taken into consideration.
For Digital Bridge Solutions, they needed talent that wouldn’t break the bank as they scale their team to meet business demands. Yet they knew that in building an apprenticeship program they needed to be prepared to invest an adequate amount of time to get their apprentices up to speed, Joseph Purcell, Senior Developer and lead for Digital Bridge Solutions’ new apprenticeship program explained.
Meanwhile, almost every engineering team at Signal has junior people on it.