fabiochiu/medium-articles huggingface dataset:
Find Your Fit | Coaches Council Podcast Episode 43 | No BS Hiring Advice
By: Jeff Altman
Tags: Interviewing, Career Angles, Hiring, Management, Hiring Tips

Most of us are familiar with bad job interviews. The interviewer asks all of the typical questions, the potential employee uses all of the “correct” answers, and both parties have wasted 30 minutes of their lives. As an employer, this is dangerous because you may end up hiring someone that turns out to be a terrible fit in your company, and as an employee, you may find yourself being employed in a position that you hate.

This week, we’re joined by Executive Coach, and former Headhunter, Jeff Altman. Through his coaching practice, The Big Game Hunter, Inc.” and podcast, “No B.S. Job Search Advice Radio”, Jeff helps Executives in the job hiring process.

We talk about the detrimental side effects of a poor job interview, what to look for in a candidate, and Jeff shares some of his favorite questions to ask potential employees.

3:56 Jeff talks about how he got into the head hunter game

5:50 Jeff goes through the top things he teaches his clients when they’re in the hiring process. The biggest thing being, how to truly assess potential employees.

12:29 Job descriptions are ~80% accurate. It’s important to understand exactly what you, as the employer, are looking for. He also shares the first question that he asks potential employees — a question that will immediately weed out the unqualified.

19:56 As a leader, you need to inspire, not motivate.

23:37 Jeff talks through his process of hiring. From the beginning steps of searching based on skills, all the way to the job offer.

27:45 Jeff reveals more of the questions he would ask during interviews.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 2000 episodes, and is a member of The Forbes Coaches Council.

If you have a quick question for me, you can get it answered with a 3–5 minute video. Want to do it live?

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Please click here to see my schedule to book a free discovery call or schedule time for coaching.

Connect with me on LinkedIn. Like me on Facebook.

Join the Career Angles group.
«Muss ich als Designer*in programmieren können?»
By: Sarah Hefti
Tags: Dreipol, FAQ, Design, Hiring, Recruiting

Learn more. Medium is an open platform where 170 million readers come to find insightful and dynamic thinking. Here, expert and undiscovered voices alike dive into the heart of any topic and bring new ideas to the surface. Learn more

Make Medium yours. Follow the writers, publications, and topics that matter to you, and you’ll see them on your homepage and in your inbox. Explore
Cannabis Career Watch | New Hires and Promotions December 18, 2020
By: Mg Magazine
Tags: Cannabis Medical, Cannabis, Hiring, Magazine, Careers

Image: Poring Studio / Shutterstock.com

Acreage Holdings appointed Peter Caldini to the role of chief executive officer, effective December 21. Caldini previously served as chief executive officer for Bespoke Capital Acquisition Corp., president at Pfizer North America Consumer Healthcare, regional president consumer healthcare of EMEA at Pfizer, and held senior leadership positions at Bayer Consumer Health and Wyeth Pharmaceuticals.

“I am pleased that Peter Caldini is taking the leadership reins at Acreage,” said Kevin Murphy, Acreage founder and chairman of the board. “Cannabis is in the early innings of development, and the winning organizations will be those led by executives with a strong track record of success in highly regulated industries, particularly in CPG and healthcare. As Acreage’s largest shareholder, I could not be more confident that the future of Acreage is indeed in great hands with Peter.”

Darrin Potter joined Liberty Health Sciences as vice president of operations. He will be responsible for driving the organization’s cultivation, processing, extraction, packaging, and distribution operations. Prior to joining Liberty, Potter served as vice president of production at iAnthus Capital Holdings.

“Liberty’s production decreased this past summer creating some shortages of product in the dispensaries over the past few months,” said Liberty Health Sciences interim Chief Executive Officer George Gremse. “New genetics and SOPs were introduced, and the results are starting to show. Darrin is a strong, experienced leader. His comprehensive industry background adds a high level of expertise that will serve the company and our patients well. His focus will be on continuing to improve the quality and quantity of Liberty’s product offerings. We are confident that Darrin will be an outstanding addition to our team and has what it takes to lead the company to another level of success. We are thrilled to have him on board.”
5 Types of Platform to find Freelancer
Tags: Platform, Freelance Platform, Hiring, Portal, Best Freelance Platforms

Mind map- Freelancing platform

Now comes the very important step, where to look for freelancers.

So primarily there are 5 types of freelancer hiring platforms are available.

Freelancer Market Place- On this type of platform, the project owner/client shares the details of the project and the freelancer will bid. Then the client will receive the freelancer's profile and award the project. For example- Upwork, Freelancer, PeoplePerHour, etc.

Pros-

Provide access to a large set of freelances. Simply the Payment Process. Streamline the communication with the freelancers.

Cons-

There is no freelancer screening process available so clients need to screen the freelancers before hiring. No Commitment. Once the freelancer accepts the work, will he deliver the project within the timeline or not. There are no such guarantees.

2. Freelancer service market- On this type of platform, The freelancer lists their services, and the Client can directly connect with them to avail of the services. For example- Fiver etc.

Pros-

Since the listing of services is generally free on these platforms, you get a lot of freelancer's profile. You can do your work at a very low cost. For example- in 5$ you can ask freelancers to create a company logo.

Cons-

There is no freelancer service screening process on these platforms, so you have to screen the freelancer yourself.

3. Freelancer vetted agency — Platform that provides you the pre-vetted freelancers. Before onboarding any freelancers on their portal, Freelancers have to go through the pre-determined process to screen themselves.

Pros-

You get the pre-verified freelancer. In most cases, you need not worry about the quality of a freelancer. If you are not satisfied with the selected freelancers they will change it. Some platforms are- Arc, Flexiple, Toptal, etc. Typically you get the freelances within 1–2 days. Since they already have the databases of pre-vetted freelances most of the time, so you get the freelances very fast.

Cons-

High commission. Not suitable for a small budget project.

4. Social media — You can use social media to find and hire freelancers. You can post on Linkedin about your project details. You can even search in LinkedIn, and find the profile and directly talk to them.

Pros-

You need not pay any commission. You get the freelancer who is referred by someone you know.

Cons-

No guarantee of finding any freelancer.

5. Pre-vetted Freelancer as Saas- Platform where you will get the freelancers list who are vetted by the Platform. For Example- HiretheVerified etc.

Pros-

You get the Pre-vetted Freelancers at the fraction of the cost compared to Freelancer Vetted Agency. You get the in-depth freelancer Profile.

Cons-

You have to talk related to financial and other stuff with freelancers directly. No one to handle in-case any dispute between freelances and business.

Hire the Pre-vetted freelancers-https://www.hiretheverified.com/
Recruitment Analytics Solutions- Parse, Match, Enrich for Enterprises
Tags: Enterprises, Hiring, Resume Parser, Recruitment, Hr Technology

A Perfect Recruitment Process!

A Perfect HR Technology!

A Perfect Candidate!

This is what every enterprise wants.

You will agree that recruitment is challenging for every enterprise. With the rising demand for closing jobs as quickly as possible, enterprises are looking for a solution that can simplify their recruitment process.

There are many urgencies in the recruitment process that call for the need to adopt HR technology. Let me share a few of them.

Candidates are visiting your career page but leaving without applying?

One reason could be a lengthy application form. Candidates find it annoying to fill in repetitive information from their resumes even after uploading their resumes. That’s why they leave the job application mid-way and switch to another website.

If you are facing this challenge, it’s time to switch to a recruitment analytics solution. A resume parser can help you in providing an amazing candidate experience. Candidates can apply for a job by uploading their resumes, and the parser will automatically populate the data fields. Therefore, the candidates do not need to fill in the information again and again.

You have planned a recruitment drive. A good number of candidates will visit the career fair. They will be sending their resumes to your email or click a pic of the resume and share it with you.

How are you planning to shortlist their resumes?

Email inbox integration parses resumes from single or multiple emails. It also fetches data from scanned resumes, making it easy for the recruiters to shortlist candidates.

Every enterprise aims to enhance the productivity of its recruiters. This is the reason they want to shorten the time-to-hire i.e shorten the recruitment process. HR technology can help you eliminate manual resume data entry by automating the entire process. As a result, recruiters save time that can be invested in other business activities.

These urgencies make it crucial for enterprises to take advantage of HR technology and enhance their recruitment system.

Would you like to explore how RChilli can add value to your existing recruitment system? Contact us, and we will be happy to assist.
Title Search Jobs | Title Examiner jobs
Tags: Jobs To Be Done, Jobs, Freelance, Hiring, Freelancers

Dear Candidate, Greeting for the day!

We are Hiring for the jobs for the position of Title Examiner freelancers who can support perform COS search product remotely within 10/27 .

Product requirement would be discussed in the chat.

Title background mandatory. Interested candidates can share your resume to shruti@titlefreelancer.com

or

Apply now https://bit.ly/38mw7Dk

Job Description

We are in immediate need of freelancers who can support perform COS search product remotely within 10/27 . Product requirement would be discussed in the chat. Per file Rs 75 would be paid
Reducing Bias in Your Recruiting Process
By: Jennifer Jacobs
Tags: Diversity, Interview, Hiring, Recruiting, Human Resources

Photo by Vidushi Rajput on Unsplash

Authentically support diversity in how you hire

Tackling implicit bias at work is a multi-faceted process. It involves personal awareness and education, tending to workplace culture (the “intangible” side of things), and assessing employment practices. One very practical place to start with the latter is with how your organization hires.

Unconscious bias in your job postings, policies, and practices can lead to unintentionally perpetuating systemic racism, excluding certain individuals, or offending applicants and employees. If your company has not yet done so, a review of your processes and documents with the intent of minimizing the impact of unconscious bias is strongly recommended. Purposefully use this lens. Form a diverse (in every way, not just racially) team and perform a thorough audit of every aspect of the hiring journey at your organization.

A starting point is looking at who are you attracting to your open positions. Is there much diversity? Are candidates similar in many ways (race, gender, work histories, location, etc.)? Diversity in talent, skills, abilities, and backgrounds strengthens organizations and leads to resiliency and innovation. Employers who embrace diversity are able to attract and retain a broad spectrum of talent. This leads to more creative and profitable organizations.

When evaluating your recruiting process also look at who you are involving. Do your hiring teams reflect your employee body? Again, think about diversity in the broadest way possible. In both hiring decisions and performance ratings, there is a specific type of subconscious error that may occur called the “similar to me” error. People have a natural tendency to get along with and think well of people who remind them of themselves. Therefore if you consistently have employees with a similar demographic making all of your hiring decisions, there is a greater probability they will continue to hire people who have a similar personal profile as their own.

If you are able to expand your hiring process to be done by a diverse team, individual bias is more likely to be balanced by others...as long as the hiring team is equally empowered. A team is diverse in-name-only if the practices and norms of the team do not support dissent and disagreement. If that doesn’t work for your organization, at the very least make sure that all those who are making hiring decisions have received training on unconscious bias.
Pick Up and Delivery Services in India
Tags: Couriers Services, Pickup, Delivery, Chandigarh, Hiring

In this fast-paced lifestyle, we need everything before time. Emerging courier services are the best example of the current requirement. Courier services or pickup and delivery services help us to receive, send and carry out our heavy packages from one place to another.

MySon Assistance is an ever-evolving human resources service delivery firm in India, providing a physical workforce for the first in India on an hourly basis payment system. You can hire a personalized courier executive through Pickup and delivery app integrated under one application named MySon Assistance.

Courier and delivery services are required in almost for every business and individuals but hiring a full-time delivery employee to increase the cost to the company. This is why personalized courier services are gaining popularity these days as these are dedicated pickup and delivery services which are the quick, convenient, easy, safe and cheapest way to send or receive items.

Advantages of Using Courier Services:

1. Convenience: Hiring courier pickup and delivery services are convenient. You can receive goods, parcels, couriers, and packages at your doorstep, deliver and drop your items to the receiver at your desired location in the same way.

2. Fast: One of the key advantages of using courier service is the speedy way of delivering couriers. No matter from where you wish to deliver or receive and how bigger your package is, MySon courier service will drop in the blink of an eye.

3. Safety and Security: MySon Assistance shipping services ensure safe and perfect handling of your deliveries. MySon understands the true value of your money and deliver your items with safety. They take complete responsibilities of the damage or any complaint.

4. Reliability: MySon courier pickup and delivery services are the most trustable and reliable services in India. An experienced and skilled team with additional customer care service are making MySon a difference.

What Accountabilities MySon Courier Pickup and Delivery Services Carries?

Ø Buy and deliver groceries, medicines, and other stuff.

Ø Home delivery services for food ordering platforms such as Swiggy, Zomato, FoodPanda, UberEats, etc.

Ø Home delivery services for eCommerce businesses like Amazon, Flipkart, Myntra, Snapdeal, and many more.

Ø Delivery services for wedding planners, event planners.

Ø A separate home delivery person for events, shows, meetings, conferences, seminars.

Ø Deliveries for flowers, gifts and surprises.

Ø Door to door shipping.

Why MySon Courier Service?

Ø Safe and perfect handling

Ø Same day delivery courier

Ø On-time deliveries

Ø Last-minute delivery

Ø Reliable and Customer Centred Service

Ø Packers & Movers

Ø Hourly Basis Payment Facility

Ø Easy to Hire Process

Ø Professional Packaging

Ø Services available 24*7*365

Ø Online Pickup and Delivery

Ø Fast & Safe Courier Service

Ø Real-time tracking

Hire speedy and safest courier pickup and delivery services near you on an hourly basis.

Download the Myson App now.
SKILL DEVELOPMENT
By: Anuvinda Krishnan
Tags: Skills, Jobs, Hiring, Learning, Skills Development

What does an employer look for in a candidate? Is it their skills, their experience or their attitude? While all three of these are important, having the desired skillset and a bit of experience in the domain gets you hired much easier. Out of all the applications that the employers receive, the applicant who most closely matches the skill requirement has a greater chance of being called for the interview.

While applying for a job, list out the skills the job demands. Take a look at your skill set and focus on the matching skills. Highlight the same in your resume and cover letter, and focus on including the skill-relevant certifications. Do not forget to emphasize the work experience that has aided you in mastering the specific skill. Keep sharpening your skills, and do not miss put on any opportunity that would help you excel in your field!
CRAFTING YOUR RESUME
By: Anuvinda Krishnan
Tags: Resume, Jobs, Placement, Hiring

Your resume is one of the most important factors which creates a good impression as to how amazing you are in your skills and highlights your work experience. Hence it is necessary that your resume is polished and professional so that the employer would like to take another look at it. So here are a few tips I found useful while creating a resume.

1. Choose the best resume type with respect to the opportunity you are applying for. Choose from the various types like Chronological, Functional or Targeted resumes.

2. Choose a simple font. Use professional fonts like Times New Roman and Calibri and keep the font size between 10 and 12.

3. Avoid dense and long blocks of texts. Try to keep the words simple and easily legible. This would help the employer take a look at your overall profile in a jiffy.

4. Use Resume templates for the initial few opportunities that you are applying for.

4. Check your resume thoroughly before sending it out. Check for any possible grammatical errors and spelling mistakes.

Reference: The Balance Careers

Do feel free to put in your comments regarding this topic :)
Freelancer photographer job
Tags: Jobs, Photographer, Hiring, Creative, Photography

Being an independent picture taker implies that you work for yourself, taking on customers for photoshoots or making and selling your compelling artwork photography. Basically every business or business person out there will require photographs sooner or later, regardless of whether it’s an expert headshot or item photographs for their online store

Basically, is photography more about expertise — specialized activity of a camera, legitimate structure, learned procedures of making a decent photo — or ability — a characteristic capacity to discover an edge, something you are brought into the world with or have gained without learning.

You needn’t bother with any conventional capabilities to turn into a picture taker yet a decent eye, innovativeness and specialized capacity are fundamental. You can consider courses at school or college to pick up photography aptitudes. Most expert picture takers have taken a school or college course to build up their aptitudes.

A decent picture taker should have an exceptionally sharp eye for detail to guarantee that all components inside the photograph — the lighting, the structure, the subject, and everything else in the middle of — cooperate amicably to pass on the correct vision or message. Indeed, even the littlest detail can represent the deciding moment a photo.

YOU CAN START NOW!

https://www.classifiedads.com/creative_jobs/1dxzvfsrr2f24
Who’s setting the requirements for the job postings?
By: Zakaria Baani
Tags: Hiring, Onboarding Process

Who’s setting the requirements for the job postings?

If it’s decided by HR, that’s WRONG.

If it’s decided by product owner, that’s WRONG.

If it’s decided by managers, that’s WRONG.

The job requirements should be part of the company’s culture. We hear a lot about DevOps culture and other cultures. The hiring process should be a culture. For example, the culture of hiring is to bring qualified engineers who can solve problems and are WILLING to learn. I believe that’s the key.

If you are hiring based on a set of technologies, that’s WRONG. Technologies come and go, and you will be left with a large group of engineers that will resist the change.

Most companies have onboarding process. I believe the onboarding process shouldn’t only focus on introducing the new hires to the company’s products portfolio, but it should also be used to bring the engineers up to speed with the technologies used to build the products.

Let’s call for a change to the hiring process. Let’s make it a culture.
This is why you’re losing good candidates!
Tags: Hiring, Candidate Experience, Zen, Self Improvement

This is why you’re losing good candidates!

A recruiter has multiple responsibilities besides just find the right fit, we also need to design the process of discovering such talent. While there are traditional procedures that worked well for years, we’re facing a new problem — losing good candidates in the process. To attract suitable & driven candidates, we focus on creating a positive employer brand. However, employer branding is still seen as an additional marketing tactic, when in reality, it’s a necessary tool to attract and retain good talent. It starts with recruitment. When the hiring process goes on forever or isn’t engaging enough, we bore our candidates. It can be seen as a sign of disinterest in the candidate, hence giving them a reason to pull out of the process and apply elsewhere.

So what can we do to make recruitment engaging?

We need an interviewing platform that helps us connect with candidates clearly and in their language, Hiresome! Does exactly that. Here’s how -
Management Fix
By: Eduardo Espinheira
Tags: Management Fix, Hiring, Human Resources, Human Management, Human Resource Management

Here is your weekly dose of Human Management with some more food for thought to leverage your growth.

Since we believe the Management Fixes are common and typical, every description is created and adapted from articles, blog posts, and definitions from other sources and authors.

A MngtFix is an actionable solution for a problem with pros and cons to be evaluated by a human manager.

This week’s MngtFix is…

© 2021 HumanMngt, All rights reserved www.eduardoespinheira.com

Details

By definition, resource hiring is the act of attracting, engaging, assessing, and onboarding talent for work. (1)

Many people think all they have to do is post an open position online and wait for great candidates to come. Unfortunately, hiring isn’t that simple. The hiring landscape currently favors the job seeker, and skilled candidates can be selective in where they apply. (2)

The process itself speaks volumes about your company. It is a direct reflection of the validity and professionalism of your business. Not only do your prospective employees as well as current employees use this as a standard of measure for your company, your customers, and even other businesses in the industry do it as well.

A good process will attract the right kind of employees, the kind you want in your company with the knowledge, skills, and abilities you want and need. (3)

With a structured process of recruitment, companies income in some benefits, like:

- Slash the costs of the hiring process

- Maximize productivity

- Save time you would have spent reviewing applications or sitting in interviews

- Won’t have to deal with the damage that a bad hire can do to your company

- Will preserve the morale of your internal teams

- Will protect your image as an employer

- Won’t let good candidates go out the door

- Don’t have to train an employee who won’t stick around (4)

The ideal recruitment program is the one that attracts a relatively larger number of qualified applicants who will survive the screening process and accept positions with the organization when offered. (5)

Usual Suspects

© 2021 HumanMngt, All rights reserved www.eduardoespinheira.com

Before you go…

Want to know more?

Check out previous Management Bugs and Fixes

https://medium.com/@eduardoespinheira

Have a lovely week, and remember…

Human Managers should be open to being inspired and inspire others!

Extracted and adapted from…

(1) https://www.smartrecruiters.com/blog/how-do-you-define-recruiting/

(2) https://blog.capterra.com/8-must-have-resources-for-successful-recruiting-and-hiring/

(3) https://www.streetdirectory.com/travel_guide/183825/human_resources/how_important_is_a_good_recruitment_process.html

(4) https://www.talentclick.com/resources/9-benefits-hiring-right-candidate-first-time-around/

(5) https://www.managementstudyhq.com/stages-of-recruitment-process.html
Non-Financial benefits that jobseekers actually value at work!
Tags: HR, Zen, Future Of Work, Hiring, Hiring For Startup

I think the role of HR can be vaguely divided into recruitment and retention. While recruitment is somewhat taken care of when one designs a clear, and engaging. Today, job satisfaction doesn’t mean a high salary, it is about growth, diverse & inclusive culture, and feeling important to your company.

Accessible leadership — Jobseekers today want a sense of direction, one that comes from openness, not bureaucracy. This is why startups and new fun companies are loved so much by new graduates, one learns directly from the leaders. Replicating this model for a large organisation starts from recruitment, transparent interactions and feedback during interviews serve as proof of this openness. Hiresome! Allows you to do it all remotely, with tailored instance pages, VideoJD, communication tools and VideoCVs! Recognition — At some point, we all need reassurance that we’re on the right track. Employees appreciate a place where their efforts are recognised. Of course, it doesn’t mean they need compliments all the time. Simply, consistent feedback when needed and recognition when work is done right. An employee appreciated is an employee retained. Flexible times — This one is absolutely essential, 2020 has trained us all into finding our own rhythms at work, balancing home and work. Early graduates can use these benefits to learn and work, making them happier more productive people. Ever thought of the untapped pool of talent? One we lose because we don’t have flexible timings, like mothers who end up choosing between career and home. They are hardworking reservoirs of talent! Positive Atmosphere — Nothing makes a workplace a happy one than one filled with happy people. A place where diversity is celebrated, competition is healthy based on learning, not a toxic political environment. One cannot stress enough on the inclusivity and being treated fairly at a workplace.

The Hiresome! Platform prides itself on helping candidates be discovered, in the most transparent way possible. VideoCVs help you recognise talent and VideoJDs communicate the company culture and expectations.
10 companies hiring during COVID-19 pandemic
By: The Hustle Mastery
Tags: Coronavirus, Jobs, Covid 19, Hiring, Job Hunting

Aldi

This grocery store currently has about 5,000 open positions. Most are based in retail stores, but there are more openings such as human resources, public relations and IT.

7-eleven

The largest convenience store chain is looking to add 20,000 jobs to meet increased demand, with jobs ranging from in-store positions to delivery jobs. Apply at careers.7‑Eleven.com

Amazon

The largest online retailer is currently adding 100,000 workers to increase demand due to the coronavirus. The majority of these jobs are in warehouses and delivery workers. In addition, the company has also raised salaries by $2 per hour through April. You can quickly find which jobs are hiring on Amazon’s website.

CVS

Drugstores are seeing tremendous amount of customers during the coronavirus pandemic. CVS will be looking to hire 50,000 additional staffers to keep up with demand and is offering bonuses from $150 to $500 to employers who work directly with patients. The job roles include store associates, home-delivery drivers, distribution center employees, and members/customer service.

Domino’s

Walmart

The largest retail store is adding 150,000 temporary positions, which will run (as of now) through the end of May. Many of the jobs will convert to full-time positions, the company says. Walmart is looking for people to staff its stores, clubs, distribution centers, and fulfillment centers. You can apply today at walmart.careers.com.

Pizza Hut

One of the largest pizza chains is looking to hire 30,000 workers. The company has already started the hiring process to where it says new drivers can be on the road within five hours. In addition to drivers, it’s looking for cooks, shift leaders, restaurant managers, and virtual call center agents. Apply at jobs.pizzahut.com.

Dollar General

The retail company is looking to hire 50,000 temporary jobs. They will support discount chain’s operations as COVID-19 continues to spread. Dollar General has doubled its hiring rate and hopes to fill jobs by the end of April. You can apply at careers.dollargeneral.com.

Pepsi

The food and beverage company plans to hire 6,000 people on board in full-benefit positions in the coming months. It did not detail what those jobs would be so feel free to check out their website for more information. Apply at pepsicojobs.com/main.

Instacart

This fresh new company that fills grocery stores orders plans to hire 300,000 full-service shoppers over the next three months. Instacart is expanding fast due to COVID-19 and have plenty of orders to fulfill such as picking up groceries or items from local stores and delivering it to a customer’s household. Learn more at the company’s website.

What to Read Next:
How to Hire the UX Designer in 2021
Tags: Ux Designer, UX Design, Hiring, Recruiting, Hiring For Startup

We continue to share the internal processes of Overgear. This time we talked with CEO Tony Doronin who takes part in the recruiting process.

We have prepared a manual for those of you who realized that they need a UX designer in their team.

Our case.

We truly believe that an experienced and talented Product Design team is just as important as a rocking CPO. Most importantly, we have 2 big services we plan to release next year. So we are looking for Product Designers who are passionate about the gaming industry and the gaming culture.

Our criteria. We’ll never consider hiring a designer who:

Has a very “conceptual” portfolio. It’s not 2000s anymore. Users have developed strong habits, behavior patterns and got used to modern UI trends. So going “against the grain” may cost you greatly.

Does before they think. You’re solving user’s problems. Not drawing a pretty picture.

Who doesn’t research best practices. There is a ton of research data just lying there on the web. Just grab and use it.

Doesn’t use any analytics tools and/or analyze how the interfaces they implemented perform on live servers.

Probation period that works.

In the era of mass NDA’s, it’s nearly impossible to be 100% sure that a candidate will have all the qualities you look for after just 1–2 interviews. Are they effectively managing their time? Are they REALLY available for a full-time job and don’t have 10 freelance projects on their back they don’t want you to know about? Will they be there in 1 week or they’ll just change their mind and disappear into thin air? Will they handle complex tasks that require focus and perseverance?

The best practice is to hire your candidate as a freelancer for 1–2 weeks and you’ll get a much better understanding of what to expect.

If you want to know what to pay attention to hiring a UX designer, read the full article on hackernoon.
Build something that matters in 2021
By: Tim Smith
Tags: Clearscore, Diversity And Inclusion, Hiring, Recruiting

By Tim Smith, Head of Talent, ClearScore

We truly believe that ClearScore is a workplace like no other. We’ve spent the past five years disrupting an entire industry and building a user base of millions. At the heart of this success is our culture, where we work hard, relish change and treat each other with respect — helping everyone to reach their potential and deliver results that make a difference to our millions of users around the world.

At the heart of this culture are our three core principles: Our people matter

We trust everyone to work in a way that suits them — focusing on outputs rather than time spent at a screen. Regardless of anyone’s background or story, we want our team to feel engaged, comfortable and healthy — and to know that they can belong here. It is the diversity and a sense of belonging to the team that is helping us build the best products for our users.

Our users matter

Our 12 million users globally and their needs are at the centre of our thinking. Through cutting-edge technology, insightful analytics and beautiful design we help them build their financial confidence and make better financial decisions.

In the past year, we’ve launched several initiatives that address the financial uncertainties our users may be facing, such as ClearScore Protect, and we will keep empowering people around the world to manage their money better. Our work matters

Each day, hundreds of thousands of people log in to ClearScore to find a new product, view their credit report, do a coaching plan or to protect their identity. Our products matter because they have a positive impact on people’s financial wellbeing and the way people manage their finances.

Our teams have the freedom to explore new technology and craft beautiful experiences to build something that truly benefits the end user. The ways of working across the business have been designed to drive innovation, quality of delivery and learning opportunities for everyone.

Although we may be missing our sociable atmosphere and face-to-face interactions at the minute, our 200+ strong team of passionate, innovative and confident people continue to live our values and we are still working hard every day to make the world of personal finance clearer for everyone. Thanks to our shared sense of purpose, common values and principles, and a strong culture that guides our day-to-day behaviours — ClearScore truly is a great place to work.

As we turn to 2021, we are confidently looking to grow at pace, pursuing our mission to help everyone, no matter what their circumstances. At this pivotal moment it is crucial that we continue to add the

most talented people to our team who share our values and want to join us on our journey as we move from start-up to scale-up.

So, if you’re considering making a career change in 2021, we’re always on the lookout for new talent. If you want to be part of building something that matters, then you can find out more about the ClearScore experience on our new careers site.
Passionate, creative, and solution-driven senior full-stack developers — Brandcrush needs you!
Tags: Martech, Developer, Hiring, Tech Jobs, Startup

Do you want to help shape the future of a fast-moving, industry-leading Martech start-up?

This is your chance to become a crucial part of a passionate team of big-thinking innovators, helping to develop tech solutions and crack the challenges of data scaling for a global customer base.

This role will see you work with the latest tools and technologies in an agile, fast-past environment, and be part of a lean team where everyone has the opportunity to drive real change in our business.

But wait… What is Brandcrush?

Brandcrush is a brand activation platform. Our powerful network and end-to-end software enables brands, agencies, and businesses to book or host brand experiences that drive growth.

In less than two years since launch, Brandcrush has transformed the experiential marketing landscape. We have empowered thousands of businesses to leverage their customer reach for paid brand partnerships and media bookings while supporting hundreds of brands and agencies to run successful, high-engagement activations.

We are an open, inclusive, and energetic team. We have a ‘we can make anything happen’ attitude and we don’t clock hours, we clock impact.

It’s an exciting time at Brandcrush. As our business grows, our product evolves. And that’s where you come in.

We’re looking for a creative, experienced full-stack developer to join our tech team in a full-time role.

You must possess excellent communication skills, both written and verbal, be highly motivated, and enjoy working both collaboratively and independently. The role would suit someone who likes working hands-on, and who is keen to contribute to all components of successful platform feature development — including frontend, backend, and DevOps where applicable.

Our new full-stack developer will have:

Experience with React (or a similar modern JavaScript framework), C#, .NET Core, Web API, SQL Server, and AWS

Exposure to CI/CD tools (TeamCity, Octopus, or equivalent)

Experience with Web Services (REST, JSON), Web API. RESTful web services and microservices architecture

Excellent knowledge of architecture, application, and experience implementing application architectures and code that is highly scalable

Minimum of 3+ years of commercial experience in a software development role.

Preferably, but not essentially, you’ll also have some experience in:

The MarTech or AdTech space

Platform integration and API development

Machine Learning and data engineering

Sound like you? Or nearly you? Passion, creativity, and a willingness to learn will go a long way with our team. So, even if you don’t meet 100% of our requirements but love the sound of working at Brandcrush, we’d love to chat.

Please send your resume and/or portfolio to the attention of our CTO, Glenn Hill, at jobs@brandcrush.com
27 One-Sentence Tips for hiring
By: Thimo Müller, Dipl. Ing.
Tags: Hr Talent Management, Hiring, Hiring Tips, Job Hunting

It’s so easy to be misunderstood. Especially in job interviews. I wrote this list for myself. Maybe someone can use it.

The most common reason people leave companies: what was said at the beginning was not respected later.

Below you will find a couple of tips to help you talk, write and express a little better.

Honesty is a superpower because people so rarely hear it in job interviews. There is no chance for an long term relationship by telling people what they expect to hear. You can’t explain a position you don’t understand and you don’t understand a position you can’t explain. Use the language your audience uses. Before you tell someone they’re wrong, tell them they might be right. All problems in communication are problems in attention. Turn off your phone Leave your ego at home. The most important person is the person you want to hire. A lesson learned from comedians: Good ones get laughs, great ones get silence between the laughs. Assume you’ll be misunderstood. The more interested you are, the more interesting you’ll be. Every word is a choice and every choice has a consequence. Synonyms don’t mean the same thing. Avoid complex language and jargon. If your counterpart doesn’t understand you, it’s not their fault — it’s yours. The problem is, they don’t tell you that they don’t understand. The point of an argument isn’t to win. Not only listen, try to understand. The one who asks the best questions wins. Don’t ask questions you don’t want answered. Sometimes what’s boring to one person is fascinating to another. Memorable conversations have one thing in common: Surprise. It might sound crazy, but: It’s easy to convince if the other person believes you have their best interests at heart. The problem: you need to take it seriously. The better you listen, the better you communicate. Communicate warm. If you can get someone to laugh and relax, you can get them to do anything. People notice if you describe something you believe — the opposite is also true. Don’t say words you don´’t understand Don’t write words you don’t speak. The words you saying are different than the words others understand from you. Knowing when stop talking is a skill. BONUS: The whole interview can change when you change its start or end point.

Photo by Work With Island on Unsplash
ReactSeals is hiring: UX/UI Designer
By: Gabrielė Činikaitė
Tags: Reactseals, Lithuania, Hiring, Ux Ui Product Designer

We are looking for a full-time UX/UI Designer to join our team in Lithuania, Kaunas!

About us

Based in Lithuania we have the access to the best talent in the market, which lets us deliver high-quality products to our international clients. ReactSeals is known for creating complex cross-platform scalable products under tight deadlines. Using React & React Native technology we are working with a variety of industries that challenges us and leads to unexpected innovations.

If you are

Ambitious, proficient with design systems and prototyping tools (for example, Adobe XD, Axure, Sketch, or Figma ), have a good understanding of Human Interface Guidelines, and want to work in a fast paced environment — we want to e-meet you!

If that sounds like you, send your CV & portfolio to info@reactseals.com!

If you are not sure yet, read further on for more specifications.

Responsibilities

Provide detailed, comprehensive, and well-structured designs for our products and external projects

Create iterative prototypes for new products, features, and enhancements, and clearly communicates designs

Work closely with developers to understand technical constraints and ensure a high-quality implementation and user experience

Create icons, logos, illustrations, and other graphic elements

Create and maintain design component libraries

Benefits

You will work with young and ambitious colleagues

The opportunity to dive into the tech world and grow together

Flexibility and support in personal growth

Opportunity for international traveling and events (when possible!)

Desired Qualifications
How to get hired as a designer?
By: Matthew Derulo
Tags: Designer, Jobs, Job Search, Design, Hiring

There is a very easy way to be hired as a designer. First of all, you need to have the basics of drawing/photo editing skills. If you don’t, then practice. Now I’ll assume you do, and you’re just looking to be hired. Then it’s great! I have a solution for you. You can simply go on a website called Fiverr in which you can offer your services as a designer for the price you choose. There are tons of designers that are making their full-time money on there, so go check it out! I personally hired one to make my youtube logo and it costs me only $5 if I remember well, but the result was awesome and delivered in a few hours only!

There is a lot of demand so I really recommend you go on there. Moreover, if you’re new to the world of design you can already start making money by selling your services for cheap (and then, of course, you can higher them). So go try it, create an account even only to see what it looks like. Plus you can buy many other services such as video editing, text translation, article writing, etc…Just try Fiverr and you’ll see for yourself!
Why Senior Engineers Hate Coding Interviews
Tags: Engineering, Coding, Interview, Hiring, Software Development

Imagine that you’re a principal at a small K-8 school who’s looking to hire a new teacher. As you have less than 20 teachers, you have to ensure that each person you hire can teach any of the grades. Adding to the complications, you’ve recently lost one of your best teachers, someone with 15 years of experience, and a mentor to many of the more junior teachers. How can you replace her?

After some thought, you craft what you think is a creative approach to interviewing. When the candidates show up, you will ask them to teach a lesson drawn from the K-8 curriculum. As you want to ensure that the candidate is well-rounded, you’ll hold off telling them about which lesson you want taught until the beginning of the interview. If they nail this, you infer that they’ll be able to easily teach anything, as they’ve clearly performed well under pressure, on a randomly selected topic.

You put notice out that you’re hiring, and some truly remarkable candidates apply. For the first test of this new approach, however, you plan to try it out on a referral, a teacher that one of your staff has worked with in the past and claims was the star of the school. You marvel at your luck that she even applied, and think that she’ll be the perfect test for your new interview process. You reach out to her to arrange an interview date, and tell her about this new technique you’re using, to allow her some chance to prepare.

Then the interview day arrives, and your candidate shows up at the school. You can sense that she’s a bit nervous, which is strange because she’s an experienced candidate with an impeccable resume. You decide not to dwell on that, and instead usher her into one of your classrooms to begin the interview. “I’d like you to teach me a lesson on Number Theory”. At that point her face sinks, because unbeknownst to you, she hasn’t taught 8th grade in more than 10 years. But always the professional, she goes to the board and starts the lesson. She talks about factors of numbers, and how to determine if a given number is divisible by 2, 5 and 10, but she’s struggling. When you ask about GCF and LCM, she needs clarification about the acronyms, which you interpret as a bad sign. You explain that you’re referring to “greatest common factor” and “least common multiple”, but at this point you can tell that her confidence is shot, and you pick a tinge of annoyance in her voice.

At the end of the hour she’s stumbled through the highlights of Number Theory, but hasn’t at all filled you with a sense of confidence that she could nail this lesson in front of a group of misbehaving 8th graders. She performs very well on several other behaviour-based interviews, but you can’t shake this feeling that maybe she’s not the best in-room teacher. After some deliberation, you decide to pass on her, and hire a much less experienced teacher who excelled on the “lesson test”.