The frustrating Software Engineering Recruitment process

The frustrating Software Engineering Recruitment process

Avoid frustration in software engineers by de-robotizing recruitment process for them.

Software engineers usually change their jobs with the availability of new opportunities. But it only adds frustration in their lives. Actually changing jobs is really challenging for software engineer while entering into a recruitment process.

Now a question arises “how to avoid such frustrations experienced by software engineers while getting into a recruitment process?

It’s a common fact that Market requires highly experienced people and companies always demand people with extensive programming experience.

Software engineers receive invitations and their will to get better job force them to apply for a new job but the recruiters want CV(s), experienced people and this requirement tend them to skip the objectives and the announcement made by an individual in his profile.

Applying in many places having software engineering’s degree and expecting just two or three call letters is not a big deal. It seems that we are dealing with a large number of customers in email marketing and expecting just 10% winning lead.

For convenience we had a talk with a community of senior and junior software engineers and their feedback really matters. In this way we can provide enough arguments and conclusions. After having a detailed conversation I have got the following conclusions.

  • The most common problem faced by the software engineers is the email type sent by recruiters. According to the engineers, along with a software developer they are humans as well. They want direct emails instead of standard mass massages. That’s why they find it difficult.
  • Software engineers want a direct approach. In other words they want that the recruiters should use their phone numbers to approach software engineers and give them a quick and short presentation about their client’s requirements. In this way software engineers will get a good guideline about their work.
  • Software engineers are also interested in sending a brief reassurance about their CV(s).Actually they can provide recruits a large description about a technology mentioned there from their knowledge map. Of course it would help recruiters to reduce any dead times during recruitment process.

 

Here is the best example of potential frustrating scenario.

 

A software developer sitting in his office receives a call from a recruiter. He gets out of his office for ten minutes to have a good conversation because he knows that it might be a potential opportunity.

Responding to the recruiter he answers. Then he informs recruiter about his skills and asks a couple of questions about their client’s company vision and type of their work like deployment, versioning, roadmap, development plan, existing and future use of which technologies, etc.

Afterwards the recruiter schedules a call for developer with Mr. “Mario Calderon” for next week and sets the time and cut the call with wishes.

After this the next stage comes, a conversation with Mr. Mario (a mock software development manager). Then the development manager asks the same rhetoric questions, firstly asked by the recruiter. The software developer get frustrated as both knows that they have already scheduled this interview then the development manger and recruiter should not ask that ‘how’s going?”,”is there a good time to chat?” etc. Both knows that the reason for being at the phone is “pre screening“ and of course he is there for interview. So, the interviewer must use another polite way to ask like “hi, is this Mr.x? Hello! I am y. Let’s come to the point, so Mr.xx…” it would be a relaxed and better humanized conversation.

Actually the software developer wants a comfortable professional conversation instead of that traditional chat.

Anyways, now it comes to next stage and now the candidate would be interviewed by a team. Now the team, it’s a interview and the software developer is here to show them that he is perfectly qualified for that position and of course he has his CV along with him that perfectly explains how qualified he is and what are his achievements. But the team will ask typical questions about his degree. After that the developer asks couple of questions about the roadmap and the goals in the business for the next term. He asks all these questions just to know about the potential changes and challenges that he might face after being selected. He asks all these questions for his convenience but all this goes negative in his favor. Actually the interviewing team thought that he is overconfident and overqualified, he might has a small partnership or maybe he runs a business of his own so he may not commit with them and they will feel uncomfortable with such an overqualified person. Actually they judge a candidate on their own standards. It seems that they were not seeking for a person who can perfectly run their business instead they are looking for a person with whom they can feel comfortable. But we can do nothing with their way of judgment.

 

To avoid all this there are some points that should be kept in mind from the beginning, so that we can avoid such frustrations.

 

  • Have a good and comfortable conversation with the software developer and its recruiter’s duty to filter such small facts. So we can avoid such worst results at the end(after having couple of interviews and wasting their own and developer’s time, at the last step they come to know that this person is not suitable for them).
  • They should discuss candidate’s performance and should ask some questions about his overall situation, not just only professional one. If it’s mentioned in his CV that he is “python” experienced than it does not mean that he is an expert of python. He might need more experience in that field and it’s just an experience certificate that might be of just two months. So if the candidate’s experience level does not comply with the demanded one than obviously this will affect both the parties.
  • Recruiters must use other means such as phone calls etc. to approach candidates else than standard emails. It would be easy for the developer to understand and he could have a detailed description bout their client’s requirements. it will save their time wasted in distinguishing direct email from a mass message.
  • Company should ask a developer to fill a self assessment form based on his skills and mentioning every technology and scale.

 

There are some leaks in the recruitment process but that would be discussed in another article.

For the moment, I guess if some recruiters finds this useful, I hope it may generate a small change in everyone favour.

Why Engineers are keen to be great every day!

Why Engineers are keen to be great every day!

Why programmers/software engineers are keen to become great every day

Author: Mihai – Theodor Enescu

Institution: Amerom Technology INC

Date: 08/05/2016

Today’s reality is quick paced, captivating and innovative. It is loaded with imaginative individuals who are achieving new statures of progress with every passing day accordingly conveying the world to a radically new level of innovative headway, and these progressions or headways are quick. New creations are being made with every passing hour, and new programming is being produced to run the aforementioned innovations.

This article looks into why programmers and software engineers are keen to become great every day. Programmers and software engineers are the innovators of the technologies that every one of depending on each day. The mobile phones for instance. Will you envision them working without programming? The response to that question is no on the grounds that it would not be conceivable. Then again take a gander at the application that rings, sings or hums us out of the bed each day in the morning? That application exists in this world because of the diligent work and ability of some software designer who never stopped aiming for greatness (Rako, 2008). The online networking applications and social media that people rely upon each day to stay in contact with our companions, family and friends are likewise designed by programmers and software engineers. E-banking, pdf books online, cooking phone applications; these are the work of some software engineer who always aimed for greatness and managed to come up with such wonderful apps and innovations.

The reasons why programmers and software engineers have to strive constantly to achieve greatness are numerous but not until you consider some of the motives that the whole idea adds up. Programmers and software engineers work in teams. First, one needs to be passionate, be a hard worker and committed for them to make a great addition to the team. Apart from these personality traits, one still needs to have vital skills in teamwork and communication. Creating endless lines of codes does not make one a crucial member of the team. One needs to sell brilliant, innovative ideas to the team and the decision makers (Smith, 2006). Even when one is having a wonderful idea, they have to convince the rest of the team that the idea is great. One has to regularly advertise their passion as well as perception.

The work experience for programmers and software engineers is like wine; the more you stay in the profession, the more it becomes easier and more successful. When at the University, software students do a lot of cool stuff. They do algorithms, fun games, low-level programming name it. When they get to the job class, they do not find such stuff. Indeed, there are startups that have brilliant ideas, but there exist a huge chance that they will still end up maintaining and developing CRUD applications. In most cases these are boring tasks but continuing the hard work and determination for greatness, a software engineer or programmer stumbles on a real gem. The software jobs get much more interesting as the programmers continue with programming growing their self in the profession and taking more senior responsibilities. Programmers are ambitious, and they want to learn new stuff each and every time. As a programmer or software engineer, you have to convince your boss that giving you something new to do benefits both you and the company entirely.

A programmer or software engineer might constantly feel like they already know a lot, but this is never the case. Technology changes so fast. A software engineer or programmer requires sacrificing more of their time to learn and get more knowledge. This is never an easy task. It is surprising to learn that something new only to find out that there is already another new thing in the world of possibilities that waits to be explored (Gladwell, 2008). Each time a programmer comes up with something new, there are always already some other new things that are waiting to remind them of how little they know. Programmers and software engineers are keen to become great every day because they like to learn, and that is what their profession is all about.

One of the acknowledgments a youthful software engineer or programmer need to make is to acknowledge the possibility that they cannot know everything. Software engineers and programmers need to prioritize a great deal and come up with methodologies concerning their time investment. It is much the same as diversifying investment of one’s cash. One can learn simple stuff that can get them a little yet certain returns, yet they additionally need to go out on a limb and gain some new useful knowledge and in vogue (Abbott, et al. 2001). This thing can be dead one year from now yet in the event that one need to keep focused and ideally turn into a specialist, later on; then they have to do this. The life of a programmer or software engineer always revolves around this. Now and then they have to come up with something innovative and trendy irrespective of the fact that it can become obsolete just a year onwards. As thus, each and every day programmers and software engineers is keen on becoming great.

References

Abbott, C., Gold, S. F., Rotella, M., Reiss, J., & Zaleski, J. (2001). GO TO: The Story of the Math Majors, Bridge Players, Chess Wizards, Maverick Scientists and Iconoclasts–The Programmers Who Created the Software Revolution (Book Review). Publishers Weekly248(42), 58

Gladwell, M. (2008). Outliers: The story of success. Hachette UK.

Rako, P. (2008, July 24). The trouble with software people. EDN. p. 10.

Smith, T. (2006). Software Career Paradox. Informationweek, (1086), 8

Engineers and CV(s) / Resumé(s)

Engineers and CV(s) / Resumé(s)

Engineers and CVs

Author: Mihai Enescu

Institution: Amerom Technology INC

Journal: Research – Open windows to professional people

Date: 05/12/2016

There are around 1 in 10 university graduates who are out there looking for a career in engineering every year, as thus it is important that one becomes aware of the vital skills and the qualities that are required in engineering so as to give themselves a competitive advantage over the other numerous applicants. What is responsible for making the average job searching difficult is the point that one makes no progress each time they make an attempt by submitting applications here and there. On the other hand, when one consistently gets feedbacks and progress as each day they learn something new, it is only a matter of weeks, and they are sure of securing a job despite having to spend a lot of time on the search, it is less frustrating (“How to manage job search frustration – Quora,” n.d.). The focus, therefore, narrows down to the CVs that the applicants do submit.

Applicants in most cases defocus their application since they incorporate a lot of information in their CV to an extent of losing the main points. The main issue as thus is because of the large numbers of applicants yet it is only 10% of the entire sum that has the required talent. The current market, in the field of engineering and programming, is jumbled up with professionals as well as wannabes. What this means is that when they both forward their applications, then the company randomly disposes of half of the applications by luck, there is a high chance that professionals are eliminated for the sake of the wannabes. In such instances, we do not have to blame the recruiters, but rather we need to seek a solution the issue. Their need to come up with a better filter or any other practicable solution that creates the world’s social network dedicated to engineers, IT professionals, network professionals, and other professionals.

To begin with, there are some things that an applicant needs to accomplish so as to see to it that they move from an applicant to an interviewee. An applicant needs to network him or herself by leveraging their social media as well as coming up a personal network. Apart from networking themselves, applicants need to do research on the institution that they are applying to. They need to know more than enough about the organization from their achievements to their shortcomings in equal measure. Subsequently, there is the need to call the recruiter. The reason for this is to build a rapport with the recruiter and acquaint oneself.  One has to follow up on their application after submission (“8 Things You Need To Know About Applicant Tracking Systems – Jobscan Blog,” n.d.). The recruiter needs to understand that you are serious about your application. Above all, an applicant needs not to fully trust the application-tracking-systems (ATS).

Narrowing down to the ATSs, these are applicant’s management systems that are designed to sort, organize and maintain CVs. Other than this, there is a need to understand that ATSs are never programmed as candidate selection tools. Owing to the present as well as the past failures of ATSs to accurately come up with the suitable candidates, they must not be considered as the preference for including or rejecting applicants (Hoffmann, et al. 2007; Faliagka, et al. 2012)

Basically, the Application Tracking Systems enable the recruitment procedure to be streamlined and easy for those recruiting and at the same time they make short the time that it takes for the recruiter to make contact with the applicants who are considered as the best candidates (“Rejection Still Sucks! | Zorha Evans, MS, SPHR, SHRM-SCP | LinkedIn,” n.d.). In most instances, the hiring process is not fully automated, and there are phases where the applicants have to meet their potential employers, for instance for interviews. The ATSs give applicants the chance to score highly on the ATSs before they meet face to face with the recruiters to give them the opportunity to boost their chances. What this means is that applicants need to research jobs and optimize their resumes with keywords way before they apply

The applicant experience right from the start needs to be the vanguard. Hiring institutions constantly lose the chances to land interviews with the qualified candidates that have all their listed preferred requirements owing to the reliance on tools such as ATSs. It is because of such facts that there is a need to develop a system that efficiently clusters and sorts out applications and analyzes them to ensure that the right candidates are called in for interviews and not the wannabes without talent.

References

8 Things You Need To Know About Applicant Tracking Systems – Jobscan Blog. (n.d.). Retrieved from https://www.jobscan.co/blog/8-things-you-need-to-know-about-applicant-tracking-systems/

How to manage job search frustration – Quora. (n.d.). Retrieved from https://www.quora.com/How-do-you-manage-job-search-frustration

Rejection Still Sucks! | Zorha Evans, MS, SPHR, SHRM-SCP | LinkedIn. (n.d.). Retrieved from https://www.linkedin.com/pulse/rejection-still-sucks-zorha-evans-ms-sphr-shrm-scp

Hoffmann, R., Fogarty, J., & Weld, D. S. (2007, October). Assieme: finding and leveraging implicit references in a web search interface for programmers. In Proceedings of the 20th annual ACM symposium on User interface software and technology (pp. 13-22). ACM.

Faliagka, E., Ramantas, K., Tsakalidis, A., & Tzimas, G. (2012, May). Application of machine learning algorithms to an online recruitment system. In Proceedings of international conference on internet and web applications and services.

Traditional and Modern Management

Traditional and Modern Management

Traditional and Modern Management
Name: Mihai Enescu
Institution: Amerom Technology INC
Date: May 2, 2016

The trends in the workplace at times are normally out of fashion. The relentless need to change has translated into a number of employees opting to put on jeans each day to work and t-shirts and on the contrary the job industry becoming increasingly formal. Dressing aside, there are a number of factors that will be responsible for how employees work, how software engineers get their work done over the coming years. It is important to consider how the traditional workplace would compare with the modern workplace, and the main point of consideration is management.

The first place that needs consideration is the working hours. Traditionally, there are some hours that are set aside for work and a number of days as well as a given number of holidays each year. For instance, normally people go work from nine to five, and a number of organizations have the notion that they should have their employees stacked in one place. We report to work from nine to six and with only an hour break in between. The boss that we work with is constantly on us, and it is not appropriate having to go outside every other five ten minutes lest you are called aside to discuss the effects that you are adding to the group because of your countless breaks (Certo, 2015). As programmers, software engineers have to get to the office since it is mandatory that they work as a team. It might seem like the work is purely group work, yes, but at the office the team is always busy and engaged in their work, and there is literally no person that can provide you with assistance in case you are met with a difficulty, or maybe when you want to get answers to a question that has been disturbing you (Anderson, 2003). The experienced developers take this as a sign of only trying to save time rather than carrying out researches personally and keep the team’s work on course without being left behind.

It becomes a little difficult when I want to fit my work around several other commitments such as social life and family. I spent basically my entire day at work every day save for weekends. I cannot get to do some stuff that is done on normal weekdays because when am free, for instance, the banks are closed. Technologies such as the portable IT gadgets and developments in the mobile technology makes the traditional workplace kind of redundant and other than insisting that there has to need to have the flex time that is guaranteed to all the workers particularly when the developers can prove a good case for the opportunity.

Here is a case where am working with a team that is well organized and that which is very enthusiastic and have a passionate Technology Production Manager. Other than the attitude towards the hours for working, there is a need for a quite relaxed management where the workers are allowed longer micromanaged and are as well trusted to come up with their individual plans for the organizations and to work in ways that it is them who find to be more productive. As developers, we are working in a group of four, and that explains why we are constantly collaborating so as to ensure that the output of the group is sufficient and efficient in the eyes of the demand. The kind of management that we have at the moment is an example of a modern management technique other than the hierarchical management technique that was employed in the ancient times where it was the individuals who were valued and not the subjects to superiority or their inferiority irrespective of whether they are young or old (Aurum, et al. 2013). Working as a team is one kind of modern management where young and upcoming software engineers get mentorships from the experienced team members, they get to be directed on how things are done and not only being showed by mere talk.

Looking at my group, we are four, and we are so much concerned about collaboration where we review the codes that we are working with as we make sure that they are as clean as possible considering that a team can be perfect, but individuals cannot be. Every day at work, we need to spend four hours working together as a team and the other four hours we take as flexible where we can use them to complete individual portions and carry out the researches. We are motivated to maintain the attention to the details and to read the documents every other time since we are out to produce impressive work, deliver the work on time and quality is mandatory meaning we need to be careful not to rush in an attempt to beat time as Shaw (2000) portrays. The overall outlook is that the balance between personal life and the work life is perfect, and this makes the first reason of motivation that we have to stick to as an organization. Every software engineer is a committed individual. They like what they are doing, and that is why they are always available to commit the much they can with respect to the part that they are respected and their work too, other than the salary and the strict agreements of contracts.

The other aspect of modern management is the social network. The location of workers is increasingly becoming fragmented, and every other company is coming up with their own social network platforms so as to permit socialization among the employees, particularly members of a given team that hardly meets with the members of other teams (Gadgil & Berkes, 2001). It is such awareness that reduces the time among the colleagues as vital for establishing relationships as well as promoting collaboration among the employees. As thus, the aspect that companies are more concerned with the happiness of the employees comes into view, and it is this happiness that is key to productivity within the organization (Schreiber, 2000). These are the aspects that make the modern management different from the traditional management where little attention was given to the happiness of the employees.

With a shift towards a healthy work-life balance, the idea of having health employees has translated to content employees as well as the accomplishment of the office wellness systems is borne out by the efficiency proliferations as the days are continually lost as a result of absent workers who are out due to ill health (Kuhn, 2014). The employers are picking the trend looking set to come up with a company gym membership, they are setting up health insurance and even the in-house massage and coming up with fruit systems are being set up in the workplaces. It is these aspects that make my employers modern as they are concerned about our wellbeing. Considering that as developers, we are always working as a team, when a team member is out, the output of the group is greatly affected. In the traditional management systems, the employers were having little concerns in the lives of their employees as long as they were working and beating deadlines (Pressman, 2005). Leaves were granted to sick employees to seek medical attention but there were no fruit programs or workplace gyms that would help the workers stay fit and healthy. Looking at software engineers under traditional management, group work is not put into consideration as each developer is assigned tasks that they are to work on other than be members of a team of developers like in our case.

The other aspect is that the software engineers are not thrilled with the point of having to tirelessly keep working and there is little to show for the hard work in terms of wages earned. The good thing is that the developers are passionate about what they are doing and as thus are lesser concerned with the wages they are accorded as long as they get their things done. At the moment, I go to work as supposed and am adhering to all the requirements and expectations, but I still have a simple salary, what keeps me going? Developers work out of passion; they do not work to build interests, neither for themselves or the organization (Zmud, 2000). The developers are aware that they have to contribute, and their features are used with customers and when they are having more customers will mean that more money and they are not interested in this even if their wages remain stagnant at the low they are in. Wages is not what drives the developers.

Conclusively, the motivation that flows within the team is what promotes us, and we are always encouraged to do our best on every assignment that we are tackling. Managers are not to get frustrated over the lack of quality engineers. Indeed, the traditional management is a lot stricter on time where the employees have to be at work from nine to five and have fewer coffee breaks of not more that 2-3. It is this aspect of traditional management in my workplace that needs to be worked on. Looking for individuals who can keep time, in most cases time alone, translates to opting to have punctual monkeys at the workplace other than have creative individuals at the workplace considering the fields where there are needs for statisticians or even advanced programmers who are handling big data and problem-solving knowledge (O’Shannassy, 2003). Issues come up when the employers are not ready to exploit the talent that the developers are having and their magnificent knowledge and instead look at other somewhat irrelevant aspects as such as having as fewer coffee breaks as possible. There are numerous start-ups that are growing up rapidly since they are able to tap into the technical knowledge that the developers have in the name of employing a modern management other than the traditional management that pays a little attention to the employees.

References

Anderson, D. J. (2003). Agile management for software engineering: Applying the theory of constraints for business results. Prentice Hall Professional.

Aurum, A., Jeffery, R., Wohlin, C., & Handzic, M. (Eds.). (2013). Managing software engineering knowledge. Springer Science & Business Media.

Certo, S. (2015). Supervision: Concepts and skill-building. McGraw-Hill Higher Education.

Gadgil, M., & Berkes, F. (2001). Traditional resource management systems.Resource management and Optimization8(3-4), 127-141.

Kuhn, H. W. (2014). Nonlinear programming: a historical view. In Traces and Emergence of Nonlinear Programming (pp. 393-414). Springer Basel.

O’Shannassy, T. (2003). Modern strategic management: Balancing strategic thinking and strategic planning for internal and external stakeholders.Singapore Management Review25(1), 53.

Pressman, R. S. (2005). Software engineering: a practitioner’s approach. Palgrave Macmillan.

Schreiber, G. (2000). Knowledge engineering and management: the CommonKADS methodology. MIT press.

Shaw, M. (2000). Prospects for an engineering discipline of software. Software, IEEE7(6), 15-24.

Zmud, R. W. (2000). Management of large software development efforts. MIS quarterly, 45-55.

The story points

The story points

I’ll attempt to handle one of the more “magical” themes of Agility: story points.

In this post, I will handle the historical backdrop of the story points.I will likewise dive into why individuals discover them supportive.

Allows begin with a touch of history.

Early Extreme Programming ventures utilised the expression “Perfect Man Days” to express gauges.

As you can figure an emphasis, It can be not as much as perfect.

They set “right desires”: we will do our best to stay on track. However, things won’t go our direction. The “perfect time”, was then balanced utilising a “heap factor”.

So what is the purpose of Story Points? Why utilise them?

1. They make estimations less tedious

Agile enthusiasts confirmed that working programming is the best measure of achievement. While estimates help with arranging, they are not “working programming”. They just give a “harsh thought” of the workload engaged with the task. They gave false premises:

·        we recognise what we have to create in advance

·        we won’t have any astonishments with innovation

·        we know the correct individuals that will take a shot at the venture for X measure of time

·        Consistently spent in estimation is an hour not creating or adding to the stake.

2. They set the right desires

What’s to come is capricious. The story focuses recognise that. They don’t mean a hard responsibility. Implies we have space for the blunder.

Together with the group “responsibility” they make a decent arrangement of getting ready for what’s to come. Not immaculate, but rather not too sufficiently bad that you don’t squander excessively time debating.

3. They help with “shared codebase” mindset

A story point is nonpartisan. A period estimation is subjective to the individual that does the evaluation. A story point estimation is personal in contrast with other story focuses.

When singular duties are off the beaten path, your group can begin being adaptable in who does what. This makes the group more versatile to changing necessities from the business. Individuals in the group can move assignments as required, centre around greatest esteem things first. You can perceive how this is more useful to business than “I can just work on this” attitude.

I trust this post was a decent perused and gets you excited for actualising story focuses on your group!

Likewise, criticism and remarks are welcome!