#Strategies for IT Recruitment

[techhy-simpson]

How Remote Hiring Shortens Recruitment Cycles: A Game-Changer for Modern Businesses

Ever feel like you're stuck in a never-ending loop of job postings, interviews, and candidate evaluations? Trust me, you're not alone. The traditional hiring process can sometimes feel like you're trudging through molasses, especially when you've got critical positions to fill and deadlines breathing down your neck. Ever feel like you're stuck in a never-ending loop of job postings, interviews, and candidate evaluations? Trust me, you're not alone. The traditional hiring process can sometimes feel like you're trudging through molasses, especially when you've got critical positions to fill and deadlines breathing down your neck.

But what if I told you there's a way to hit the fast-forward button on your recruitment cycle? Enter remote hiring – the superhero of modern recruitment that's swooping in to save the day (and your sanity).

The Remote Hiring Revolution: Why It's Taking the Business World by Storm

Let's face it – the world of work has changed dramatically in recent years. The pandemic accelerated the shift towards remote work, and guess what? People loved it. A whopping 98% of workers now express a desire to work remotely, at least part of the time. That's not just a trend; it's a seismic shift in how we approach work.

But here's the kicker: remote hiring isn't just about accommodating employee preferences. It's a powerful tool that can transform your entire recruitment process, making it faster, more efficient, and dare I say it – even enjoyable.

Breaking Down the Benefits: How Remote Hiring Speeds Up Your Recruitment

Cast a Wider Net (Without Leaving Your Desk)

Remember the days when your talent pool was limited to a 50-mile radius? Those days are long gone. With remote hiring, you can tap into a global talent pool faster than you can say "video interview." No more waiting for candidates to relocate or limiting yourself to local talent. The world is your oyster, and the pearls of talent are just waiting to be discovered.

Say Goodbye to Scheduling Nightmares

We've all been there – trying to coordinate in-person interviews around busy schedules, commute times, and that one candidate who can only meet during their lunch break. Remote hiring throws those headaches out the window. Video interviews can be scheduled more flexibly, often with shorter notice. This means you can move through your candidate pipeline at lightning speed.

Streamlined Screening: The Fast Track to Finding Your Perfect Match

With remote hiring, you can leverage online assessments and virtual screening tools to quickly evaluate candidates' skills and fit. No more waiting for test results to be mailed in or scheduling separate assessment sessions. It's all integrated into your virtual recruitment process, allowing you to identify top candidates faster than ever.

Faster Feedback, Quicker Decisions

In the world of remote hiring, feedback loops are tighter. Team members can easily hop on a quick video call to discuss candidates right after an interview. No more waiting for everyone to be in the office at the same time. This rapid collaboration leads to faster decision-making, cutting down your time-to-hire significantly.

Real-World Success: Companies Crushing It with Remote Hiring

Don't just take my word for it. Let's look at some companies that have turbo-charged their recruitment cycles with remote hiring:

GitLab, a fully remote company, slashed their hiring cycle by 30%. That's not just an improvement; it's a revolution in recruitment efficiency.

Buffer, another remote-first company, took their average hiring cycle from a lengthy 43 days down to a swift 19 days. Talk about picking up the pace!

Even tech giant IBM saw a 40% reduction in time-to-fill job openings. And here's the cherry on top – they also reported a 20% improvement in the quality of new hires.

These aren't just statistics; they're proof that remote hiring isn't just faster – it's better.

Overcoming the Challenges: It's Not All Smooth Sailing (But It's Worth It)

Now, I'm not going to sugarcoat it. Shifting to remote hiring comes with its own set of challenges. Building a strong company culture with a distributed team takes effort. And yes, sometimes technology can throw a wrench in the works (we've all been in that video call where someone forgets to unmute).

But here's the thing – the benefits far outweigh the challenges. With a little creativity and the right tools, you can create a remote hiring process that not only speeds up your recruitment but also enhances your company culture and attracts top talent.

The Human Touch in a Digital World

One concern I often hear is, "Won't remote hiring make the process feel impersonal?" I get it. There's something about a firm handshake and face-to-face conversation that feels irreplaceable.

But here's a secret – remote hiring can actually make the process more personal. Without the stress of commuting to an interview or the formality of an office setting, candidates often feel more relaxed and authentic in video interviews. This allows you to get a true sense of who they are and how they might fit into your team.

Plus, the flexibility of remote hiring shows candidates that you value their time and are open to modern work arrangements. It's a powerful way to demonstrate your company culture right from the start.

The Future is Remote (And It's Bright)

As we look to the future, it's clear that remote hiring isn't just a temporary solution – it's the new standard. By 2025, it's estimated that 22% of the American workforce will be working remotely. That's 32.6 million people embracing a new way of work.

By adopting remote hiring practices now, you're not just speeding up your current recruitment cycles. You're future-proofing your company, positioning yourself to attract the best talent in an increasingly remote world.

Ready to Hit the Accelerator on Your Recruitment?

So, are you ready to say goodbye to drawn-out hiring processes and hello to swift, efficient recruitment? Offshore hiring is your ticket to shorter recruitment cycles, wider talent pools, and a competitive edge in today's fast-paced business world.

Remember, the goal isn't just to hire faster – it's to hire smarter. Remote hiring gives you the tools to do both, allowing you to build a dynamic, talented team that's ready to tackle whatever challenges come your way.

The future of recruitment is here, and it's remote. Are you ready to embrace it?

[notdefendingtaylor]

if swiftism is a cult then it has the least effective missionaries ever

[manescroissant]

I just checked the trailer for Savara and I don't get what is going on with the Iop god

But first some nice info :

-Savara is Karn's adopted daughter

-The Iop dimension really is leaning on the church aesthetic

But most interesting, the Iop god grant the player part of his power. So, like, he's back I guess???

Bestiale isn't on the Krozmos timeline yet* but we know that Yrehn was a child during Wakfu season 1, and that the Elante looks quite young at the end of season 3. So Bestiale probably takes place after Waven but before the Lance-dur series.

*neither is Savara but Karn look exactly as he does in the series so I'm going to guess that it takes place roughly at the same time. I mean look at him:

For all the thirsty fans there will be splash art in the final game so that's something to look forward for the non-gamers

My theory up until now is that in between human reincarnation the Iop god go back to being the god avatar.

See it's not the first time this happens. The cycle of human reincarnation of Iop started at the end of the Dofus manga wich is canonically before either the Dofus game and most importantly the Brumen Tinctorias manga. Why do we care? Because Brumen is being persecuted on the direct order of the Iop god

And we know that during that time Goultard is alive, furthermore he is still under the persona of Dark Vlad up until the emeralds winds which takes place after the Burmen manga.

An alternative theory could be that under his less powerful personas, the excess power takes the form of the Iop god. Which is weird, but I wouldn't put it past our magical schizophrenic friend.

Disclaimer that I haven't played the demo yet (on my to do) so I'm working with very little

TLDR: I think Tristepin will die soon after the Waven game.

Have some sword church pictures bellow, Iop dimension does look good

And the different versions of the Iop temple :

[tabacore]

Join the Banako Cult 🍌

Hmmm.... 🤔 If I am having to smell durian and get *BULLIED* APPARENTLY you will have to make it worth it.

[computer-bouquet]

can't wait to look up which college had to keep the world's weirdest fucking secret for a truly implausible amount of time

[tales-of-wocdes]

sending love to havard and lexia, they were so gentle and kind to the mc in chapter 2 🥹🫶🏻

Aah, thank you. I am sure they are very thankful for any and all love they get! Of course, their kindness is among the main reasons why they were chosen in their respective roles in the first place.

Between just us, I am pretty sure the main recruitment strategy is to only allow people who are kind (at least to children) at the orphanage, since the world is not. But don't spread that around, the Ancients have a reputation to keep...

[vivid-vices]

ok but seriously where do all of these faceless armed port mafia grunts even come from? other than the boss, the whole show is being run by young people. executives? all pretty young. black lizard commanders (except hirotsu)? young. if i was Just Some Guy i would not be joining an organization that faces down groups with fucking superpowers every few months for ANY paycheck. guns are nearly useless against half of abilities. these faceless guys are literally just canon fodder and there is a seemingly endless supply of them. like i know the money's gotta be good but it's so not worth it in a world where abilities exist.

[triangle-strategy-notes]

Piccoletta Concept Art

Piccoletta's concept art! Translation notes and image id under the cut.

Translation notes:

"Yoshitaka Amano" was literally "Amano-sensei." I wanted to convey the respect of the honorific and just "Amano" felt too casual, so I used his full name to sort of make it more formal.

The note about "sparkle charms in her hair" was a little hard to parse - the really literal translation seems to be something like "hair sparkles in charmies" which could theoretically mean "she has charming sparkles in her hair" or "she has sparkle charmies in her hair" or "her hair is charmed to have sparkles in it." I really wasn't sure either way.

"Face of a little imp" was a line that was kind of difficult to make out (just small handwriting). There was definitely something about a little devil/imp, but I wasn't 100% sure about the rest.

"Snobbish" was literally "she turns up her nose" or "her nose turns up". It might have been literally talking about her nose being upturned/pointy, but given the other bullet points, I'm assuming here that it was more talking about her personality.

Image id:

[id: Two pages from the Triangle Strategy artbook about Piccoletta. The first has two versions of her canon portrait, one colored and one uncolored. There is a note at the bottom that reads, "We gave her a more showy design than the main characters since she's a different sort of class. The tentative alias we gave her was "Item Thrower," so looks like we gave her a ball to hold (laughs). (Tatsuaki Urushihara)". On the second page, there are several illustrations of Piccoletta. One note points out her lacy skirt that goes under her dress, and another piece of text labels her boots as "leather." Next to a few drawings of her face, one of which seems to be pouting or reprimanding, there are the bullet points "Face of a little imp," "Precocious young girl," "Snobbish," "Mischevious," and "Paints face white". There is also a note that reads, "Sparkle charms in her hair." Next to a small drawing of her juggling, it says, "Throws all sorts of things". There is also a note that reads, "Item Thrower Character". On the second half of the page, there are more drawings of Piccoletta with a more typical medieval hairstyle. Her skirt is again labeled, and there's another note about her being "a precocious girl." At the bottom of the page there is another note that reads, "I wasn't conscious of it at the time, but this design might have borrowed from the style of Yoshitaka Amano's Final Fantasy art. (Tatsuaki Urushihara)". /end id]

[whitehartlane]

wait his first name is wilson. full son frontline we will be there

[quetiapinnapark]

i just found out in my new job i'm being counted as a mid/senior designer NEVER KILL YOURSELF!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!

[darkelfchicksick]

.

[techhy-simpson]

Talent Pipeline Development: Long-Term Strategies for IT Recruitment

In today's fast-paced tech world, finding and retaining top IT talent is more challenging than ever. As the demand for skilled professionals continues to outpace supply, companies need to think beyond traditional recruitment methods. Enter talent pipeline development - a strategic approach to building a steady stream of qualified candidates for your organization's future needs. Let's dive into how you can create a robust talent pipeline and secure your company's technological future.

Understanding the Talent Pipeline

Before we delve into strategies, it's crucial to understand what a talent pipeline really is. Think of it as your company's own reservoir of potential hires, carefully cultivated over time. Unlike reactive hiring, which scrambles to fill positions as they open, a talent pipeline allows you to nurture relationships with promising candidates long before you need to make a hire.

Why is this important? Well, imagine you're suddenly tasked with finding a senior DevOps engineer. Without a pipeline, you're starting from scratch, competing with countless other companies for the same small pool of available talent. With a well-developed pipeline, you might already have several suitable candidates eager to join your team.

Building Your Pipeline: Long-Term Strategies

Embrace Early Engagement

One of the most effective ways to build a strong IT talent pipeline is to start early - really early. We're talking about engaging with students even before they enter college.

Example: Tech giants like Google and Microsoft have been running high school outreach programs for years. Google's Computer Science Summer Institute introduces high school seniors to computer science, fostering early interest in tech careers.

Action steps:

Partner with local high schools to offer coding workshops or tech talks

Sponsor hackathons or tech competitions for students

Offer internships or job shadowing opportunities for promising high school students

Cultivate University Partnerships

Universities are goldmines of emerging talent. By building strong relationships with educational institutions, you can position your company as a desirable employer for graduates.

Example: Amazon's AWS Educate program partners with universities worldwide to provide students with cloud computing skills and resources. This not only helps students but also creates a pool of AWS-proficient graduates for Amazon to recruit from.

Action steps:

Establish internship programs with local universities

Offer guest lectures or workshops on campus

Sponsor research projects or provide resources for computer labs

Invest in Continuous Learning

The tech industry moves at lightning speed, and skills can become outdated quickly. By offering continuous learning opportunities, you not only attract talent but also retain and develop your existing workforce.

Example: IBM's "New Collar" jobs initiative focuses on skills rather than degrees, offering apprenticeships and training programs to develop talent in emerging tech fields.

Action steps:

Create an internal academy or learning platform

Offer tuition reimbursement for relevant courses or certifications

Encourage employees to attend conferences and share knowledge

Leverage Employee Referrals

Your current employees can be your best recruiters. They understand your company culture and have networks of skilled professionals in their field.

Example: Salesforce has built a strong culture of employee referrals, with referred candidates accounting for a significant portion of their hires. They've gamified the process, offering rewards and recognition for successful referrals.

Action steps:

Implement a robust employee referral program with attractive incentives

Make the referral process easy and transparent

Regularly communicate open positions to your team

Embrace Diversity and Inclusion

A diverse workforce brings diverse perspectives, leading to more innovation and better problem-solving. Make diversity a cornerstone of your talent pipeline development.

Example: Intel's Diversity in Technology initiative aims to achieve full representation of women and underrepresented minorities in their U.S. workforce by 2020. They've invested in STEM education programs for underrepresented communities and have seen significant improvements in workforce diversity.

Action steps:

Partner with organizations that support underrepresented groups in tech

Implement blind resume screening to reduce unconscious bias

Offer mentorship programs for diverse employees

Cultivate a Strong Employer Brand

Your reputation as an employer can make or break your talent pipeline. A strong employer brand attracts passive candidates and makes active job seekers more likely to engage with your company.

Example: Atlassian, the software company behind tools like Jira and Trello, has built a strong employer brand around work-life balance and social responsibility. They offer unique perks like a paid charity day and have been recognized as a top place to work.

Action steps:

Showcase your company culture on social media and your careers page

Encourage employees to share their experiences on platforms like Glassdoor

Participate in industry events and showcase your technological innovations

Embrace Remote Work

The COVID-19 pandemic has accelerated the trend towards remote work, and it's likely here to stay. Embracing remote work can dramatically expand your talent pool.

Example: GitLab, a fully remote company with over 1,300 employees across 65 countries, has built its entire operating model around distributed work. This allows them to tap into global talent without geographic restrictions.

Action steps:

Develop robust remote work policies and infrastructure

Train managers on leading distributed teams

Emphasize results over hours worked

Utilize AI and Data Analytics

Leverage technology to streamline your pipeline development. AI and data analytics can help you identify potential candidates, predict hiring needs, and optimize your recruitment process.

Example: Unilever has implemented an AI-driven recruitment system that analyzes candidates' facial expressions, body language, and word choice during video interviews. This has helped them reduce time-to-hire and improved candidate quality.

Action steps:

Implement an applicant tracking system with AI capabilities

Use predictive analytics to forecast future hiring needs

Leverage AI for initial candidate screening and matching

Conclusion

Building a robust IT talent pipeline is not a quick fix; it's a long-term investment in your company's future. By starting early, fostering continuous learning, embracing diversity, and leveraging technology, you can create a steady stream of qualified candidates eager to join your team.

Remember, the key to successful pipeline development is consistency and patience. It's about building relationships, nurturing talent, and creating an environment where top IT professionals want to work.

As you implement these strategies, keep in mind that the tech landscape is always evolving. Stay flexible, keep learning, and be ready to adapt your approach as new technologies and trends emerge. With a well-developed talent pipeline, you'll be well-positioned to meet your IT staffing needs both now and in the future.

Are you ready to transform your IT recruitment strategy? Start building your talent pipeline today, and secure your place at the forefront of technological innovation.

[pearlbracelet]

just got three (3) House MD posts in a row on my ✨️for you✨️ or whatever, in a ROW

i... have never made or interacted with a single House post on tumblr

House fandom are you like summoning me or something? what's the dress code? who are y'all making gay besides the obvious? should I rewatch it?

[rearranging-deck-chairs]

"you were born evil" but you still named her agatha.

thinking about that process, because it took 18 years right. you have a baby and you call her good and she turns out to be smarter than you, more powerful than you, and it scares you, you dont know how to handle that especially in a world that hates you and her already. the things about her that scare you, will scare the outside world who understands even less than you do ten times more. you dont know how to protect her so you try to control her which is like number one bad idea human response to things that scare us.

obviously this backfires and she gets even more furious in her quest for knowledge, every door you close she finds a window, every place you warn away from she gets into, talking to people she shouldnt be talking to, trying out magic she shouldnt be trying. every step she takes is one further out of your control, further out of anyone's control, every new thing she learns makes her dangerous, puts her in danger, puts your coven in danger, shes exposing all of you along with herself. shes in danger, shes a danger, shes a teenager and she knows more than you, of course shes not gonna listen to you anymore, about anything. of course shes not gonna hear a warning, and if she did she wouldnt take it, just to spite you.

what are you gonna do? youre not the only one whos scared. of her, for her. youve got an entire coven getting panicky about the way shes exposing all of you, the risks shes taking that she may or may not be able to fully understand (maybe shes never seen one of you burned before, maybe shes her own first). and if she were on her own that would be her decision to make, but you are still responsible for your coven and you are responsible for her, for her safety and for the threat she poses. so what do you do? do you even have a choice? or is this just where the mob turns. kick a scapegoat onto a pyre and hope fortune turns for the rest of us. if she cant stick to the rules in place for the safety of all, then shes a ticking timebomb. if it's not her at the stake, sooner or later it's all of you. so what can you do? what are you expected to do?

punish agatha.

[padawanduck]

i started listening to mike blooms interviews (he never misses) and the matt one was hilarious.

both for him trying to laugh off his misogynistic comments as “just a joke just roasting” when he made them all behind her back and including 161 comments on the live feeds after america left the house (someone not me counted apparently)

but even the game questions it feels like matt is still failing to articulate the things that people like taran saw as his gameplay and strategy. he literally called Jag the strategic one of the two of them.

[chucktaylorupset]

ill believe in a god just to believe he forsake us the moment we put the groupchat and the political action committee and the anonymous vent post all in the same place.