UK Software Jobs

27/10/2017

Do you really need to be hand held by a Recruitment Agent?
Recruiting without an agency

Are you looking to recruit software professionals such as Developers, Business Analysts, or Testers.

We understand that some companies need the ‘hand holding’ that a Recruitment Agent provides. That hand holding comes at a significant cost that you can probably save.

If you are interested in trying to break the chains that bind you to an agent, then we would like to help and in the process, save you a lot of money.

Can you answer yes to most the following? (After receiving many emails, we would like to point out that this is slightly "tongue in cheek" because we expect you do these things anyway even when using an Agent.)

1 Can describe in detail the job that you are recruiting for?
2 Do you know more about day to day aspects of the job than the Recruitment Agent?
3 Do you know the mandatory skills that the candidate must have? Example: for a Software Developer, it might be a requirement that they have skills and experience in C #, .NET and MVC
4 Are you able to conduct telephone interviews?
5 Able to conduct face to face interviews?
6 Able to select the candidate that you want?
If you can answer yes to most of the above, then we are confident that you don’t need a recruitment agency.

We have created a dedicated job board aimed at recruiting Software professional. Unlike most of the major job boards we provide filtering based on your required mandatory skills. You'll end up with far fewer cvs to review compared to those old-fashioned generic job boards.

Just register with us using the link below. Then start a new job vacancy and paste in your requirements. After adding a few more details your advert will be ready to publish. We will double check it to ensure that it meets our standards.

https://www.uksoftwarejobs.co.uk/RecruitSoftwareProfessionals

14/10/2017

Seven reasons to use a Recruitment Agent.
Here are the main reason to use a recruitment agent to find Software Professionals

This article outlines seven top reason to use a Recruitment Agent if you are hiring for Software Professionals such as Project Managers, Coders, Business Analysts and Software Testers.

1 You have a large budget and do not mind spending it even though there are services available that can achieve the same results for a far lower cost.

2 You don't have 15 minutes to spend cutting and pasting your requirements into to a specialised vacancy to candidate matching service. Probably less time than you spend negotiating with an agent.

3 You are not really sure what you are recruiting for and need an agent to find a random selection of candidates.

4 You are not interested in getting a few highly suitable applicants that you have to arrange telephone and face to face interviews.

5 You don't mind handing over your candidate search to a Recruitment Agent who probably knows far less about the skills required than you.

6 You don't mind having your candidates annoyed by being asked technical questions from agents that have no clue about technology.

7 You don't mind missing out on potentially your ideal candidate simply because the agent did not have the ability to question the candidate correctly.

We know, it's hard to leave the world of using a recruitment agent, it's kind of comfortable. But why not give direct recruitmentment a try?

https://www.uksoftwarejobs.co.uk/RecruitSoftwareProfessionals

05/09/2017

The Advantages of have pre-screening interview questions.
When recruiting for Software Professionals such as Software Developers, Software Testers and Business Analysts, it can be really advantageous to have custom pre-screening questions in your advert that applicants must answer.

Pre-screening questions let you find out more about a candidate before you conduct aa telephone or face to face interview.

At UK Software Jobs, we believe that there are two important reasons for having screening questions:

1) The questions can have the effect of ‘putting off’ applicants who know they are not suitable for the job, but were going to ‘chance;’ or ‘bluff’ it. This reduces the number of applications, emails and CVs that you have to sort through.

2) When you get applications, you can review the answers and quickly decide if you need to review the whole CV.
The ‘bottom line’ is that screening questions can save you time and money.

Here are some examples of screening questions, but it’s really up to you what you ask.

• As a Software Developer, how would you deal with a colleague who writes code that does not conform the team standards?

• As a Business Analyst how would you try and convince stakeholders of the benefits of using an Agile methodology?

• What are the ideal qualities of your Technical Team Leader?

• As a Software Developer, what techniques would you use to improve the maintainability of a legacy application?

AT UK Software Jobs, we’ve made it very easy to add screening questions and the answers from candidates are presented to you in a standard format making it easy for you to compare candidates.

Here’s a video that shows how to add screening questions at UK Software Jobs.

https://www.youtube.com/watch?v=p0YOFL8QQsg

This tutorial shows how to add screening questions to your vacancy advert at https://www.uksoftwarejobs.co.uk/RecruitSoftwareProfessionals

01/08/2017

Are you using the right job board to find Software Professionals?

Is the job board that you are using really the right place to find Software Professionals such as Developers, Coders, Business Analysts and Software Testers?

Try this simple set of steps to determine if you should switch to a Job Board that is more suitable.

Enter "painter and decorator" into the job board job title search box.

If there are any results, then it's not really a good place to try and find a Software Professionals.

Try the following search terms.

"Electrician"
"Accountant"
"Estate agent"

If the job board returns any results for the above job titles then you are most definitely in the wrong place to recruit Software Professionals.

Ok, hopefully you have now eliminated most of the well-known generic job boards and are left with just a few to assess.

Next, does the job board allow you to be very specific about the skills that are mandatory for your vacancy. I don’t mean where you type text such as "Mandatory skills C #, SQL 2008, Agile". That is just free text and prone to error resulting in you receiving unsuitable candidates. You need to choose a job board that allows you to input a list of mandatory skills so that they are positively identified.

It is this tagging of words that allow accurate matching to candidate skills. Rather than relying on a database search which does not know which words are mandatory.

Now you should be down to very few job boards.

Choose one that allows you to add a company profile like this, free of charge. This link shows an example:

https://www.uksoftwarejobs.co.uk/CompanyProfile/PayPointProfile

If you are in the UK, then choose a job board that specializes in the UK market.

Choose one that targets suitable candidates rather than waiting for a candidate to randomly stumble across your advert.

To save you time in doing the research, choose https://www.uksoftwarejobs.co.uk/RecruitSoftwareProfessionals

21/07/2017

Thinking of advertising a vacancy for a Software Professional?

We check your advert so that you can avoid mistakes like this one shown below that was made by a large well-known Recruitment Agency.

For a better service, advertise your Software Professionals vacancies here.

https://www.uksoftwarejobs.co.uk/RecruitSoftwareProfessionals

19/03/2016

Ensure that your job vacancy description includes salary details.

Quite often I see job descriptions that include a variation of the following;

Competitive salary on offer!

If you do this, you’ll find that you miss out on a lot of potential candidates that can’t be bothered to play your game.

If they do apply for the job then they are going to eventually find out what the salary is, so why not be open and say what it is, or at least indicate a range such as ‘A Salary of £45,000 to £55,000 is on offer depending on your experience’.

Stating the salary range has several benefits. Such as candidates on a lower wage and probably not suitable for the job will not apply. Likewise, candidates currently on a higher salary will not apply. Thus by saying what the salary is you have added a very useful filter that could save yourself hours of wasted time looking through the CVs of unsuitable candidates.

And anyway, what does ‘competitive’ mean.? Does it mean that it is below or above an average salary?

By being bland and vague, you are making yourself look bland and vague in the eyes of a candidate, and top candidates will just move on to the next job vacancy.

If you want to save time and keep the respect of a candidate, then put an indication of the salary in the job description.

At the UK Software Jobs website, we promote jobs with salary details more than those that lack the details. https://www.uksoftwarejobs.co.uk/

Based in the UK, we match Software Development job vacancies with Software Professional