This was such a positive experience for me because of the invaluable support from the recruiter throughout the process and the thorough information and knowledge of the company.
Pre-interview questions were asked in preparation and my strengths and weaknesses were called out in advance.
There was a professional and communicative approach. Thank you Duncan!
Diane Prempeh, PMO Analyst
James and Victoria helped me a lot. James explained to me exactly what the process involved and what the role was, and the steps that were going to follow.
Victoria was really helpful in preparing me for the interviews and being so friendly and relaxed.
I believe that Talent Point knows the perfect person for a perfect position.
Mariana Ferraria, Service Desk Engineer
I’ve had an incredibly positive experience with Talent Point, who have helped me secure my next role. I was very pleased right from the start of the process and got a sense of excitement for the role I had applied for.
Kasturi and Sam have been very supportive throughout the process providing me with great detail on the role and the company. Furthermore, they always kept me in the loop and I felt well informed.
Their attention to detail and the emphasis they placed on ensuring the right fit is made both for the company as well as the job applicant is commendable.
Zainab, QA Engineer
The whole process was one of the best I have been involved with and the main reason is that Tejal, at Talent Point applied herself to be directly involved. Information was detailed and concise about the role and what skills and personality were the best fit. The details were accurate and gave confidence in the role that you were applying for and role you were going to be performing on a day to day basis. Communication and co-ordination were excellent throughout and I felt totally comfortable. Definitely a stand above the rest concerning the detail and communication as well as requirements for each stage.
Tony Gifford, Software Engineering Manager, Fourth
Talent Point set expectations on timescales and I had the opportunity to ask questions on the requirements and even the journey to work! I was advised that I would be offered an interview and to check my availability, and sent the Campaign Brief which detailed the specific criteria required by the employer as well as additional information on the interview process. They kept me informed of progress throughout and checked that I had all the information I needed.
I wholeheartedly recommend Talent Point as they provided me with everything I needed to prepare in advance which gave me the confidence I needed to perform in the interview.
Kathy Conradi, Product Analyst, Global
TalentPoint has been incredibly helpful in my search for a new opportunity, always communicating every step of the way to ensure that I get the role I've wanted.
The campaign brief that I had received for the role had all the information that I needed to know and more, so I was completely prepared for the interview, which helped me so much, especially the emails including all the interview tips necessary to make a good impression.
James Jolly, Support Analyst, Global
Every full stack .NET engineer who knows React and can build deployment pipelines for Azure, didn’t know these things in the not too distant past. When recruiting, it’s critical that we acknowledge this and build it into the career goals of those we wish to hire. To do this successfully though, we must screen on something recruiters don’t – potential. Potential in engineering terms is usually measured by proactive learning or involvement in communities.
In Part 1, we spoke about some of the extravagant interview processes tech giants go through to secure top talent. It works, they still have great engineers knocking at their door. However, are lesser known companies always going to lose out to the “Big Boys” for the best tech talent?
Rapidly scaling start-ups can sometimes be (mis)guided by following the mentality of hiring like the big tech giants – think Facebook, Google, Amazon. Their convoluted, seemingly cunning and lengthy interview process can be a real inhibitor to scaling and growing a company.
The only way technology start-ups can scale teams ahead of the competition is by creating their own unicorns and learning from the experience of failing to do so. Obsessive interview processes around an impossible to fill requirement will either kill most technology start-ups dead or at least ensure they fail to compete for talent.
Make your Technical test an enabler to show off a developer’s talent, not an inhibitor! A growing number of companies are using technical coding tests as a key part of interviewing new developers. However, in our experience the number of developers that fail these tests greatly outweigh the number who pass them... but does this make them bad developers?
Ruby on Rails was never marketed as a performance-first framework, it was marketed as a framework you chose when you wanted to get shit done and as quickly as possible. There is no denying that Rails delivered on that promise.