Why establish a Java Engineering function outside London? What are the issues faced with tech hiring in Berkshire, Surrey and Somerset? How do you market non-London roles more effectively? How do you attract top talent to companies outside of London? Tech hiring outside of Lodnon is whole different ball game. Learn form our experience how to navigate this terrain.
"Do one thing at a time. Create slack in your system. Stop to reflect. Have clear priorities. Be responsive to change. Learn from failures. Things that sound kind of obvious, but are sometimes hard to apply in practice." Is it Agile in the same context as software development? No. But is it an agile way of working? Definitely.
Our Talent Mangers are noticing a shift the most successful places to source applicants. Diversifying away from traditional job boards, we are exploring the most fruitful channels London's best engineers are hiding!
A global movement, the Algorave is an event that merges dancing, music all while seeing the process of coding. It's a recent passion for me and one that I've only just begin to scratch the surface.
We spoke to Florence Hunter, one of the newest Talent Managers to the team. She sheds light on what it's like to join Talent Point and her experience in our unique 6-week induction program. In the past two months she's been learning about the Product market and launching herself into exciting new career prospects.
A Talent Point of View will look into the roles of each of our team members - exploring what makes their role unique, where they fit in and an insight into their lives. First on the chopping block - Paul Harker, our in-house Technical Author.
Technical testing has a role to play in any screening process for technology staff. Hiring someone under-qualified will be as damaging to that person’s career and confidence as it will be for the business appointing, so for most hiring managers, technical tests are an instinctive, non-negotiable element of any screening process.Our experience in tech hiring has lead us to find the optimum process that both identifies and attracts the right tech talent. Get in touch today and find out more about our tech hiring solutions.
In ‘Part 1’ we discussed the Tech Scene Anomaly and how traditional, glossy, marketing collateral might not resonate with the tech market. In this post, we move beyond coverage, job specs and advertising to focus on reaching talent through third parties and how to ensure your Employer brand isn’t lost in translation.
Whether they’ve actively thought about it or not, every single organisation has a employer brand. Although far wider definitions are possible, we can essentially sum employer brand up as how a business is perceived by those individuals who might become its employees.
Employer brand plays an absolutely vital role in securing staff because on first contact, preconceptions are everything. This is nowhere more keenly felt than in the London tech market where meetups, code-sharing sites and high-frequency of job hopping creates close-knit networks among similarly-skilled, high-demand individuals. Any employer known within these circles can expect to be both discussed and judged by potential hires. It is imperative to bear in mind the implications of this judgement will either divert or attract target hires. So, rather than focusing on the glossy collateral, when it comes to tech hiriting, what should you be considering in order to boost your Emplyer brand?