DunDDD : What do you think about recruitment in the IT industry?

I’ve been invited to run a group discussion on recruitment at DunDDD, and to kick off the thinking, I want to know what topics you want to discuss, either as a job hunter, or looking for staff. What do you think about interview techniques, probation periods and recruitment agencies? What, apart from salary, do you look for in your job? What do you think schools, universities and employers should be doing but aren’t?

Give me your thoughts below, or email me (via Gmail or a twitter pm) or bring your comments to Dundee at 9am Saturday. These sessions can be lively so make sure you have a coffee and get there early to get a seat.

If you can’t make it, I’ll put up some notes at some point next week.

Hope to see you all there.

2 thoughts on “DunDDD : What do you think about recruitment in the IT industry?

  1. Over the years I’ve noticed that most employee benefits, if they exist at all, really only appeal to Maslow’s basement (as in Maslow’s hierarchy of needs) such as heath insurance, pension, death-in-service and so on. But much of the criticism of Maslow’s theory of human motivation stems from there not being an actual hierarchy and that all aspects need to be fulfilled.Why do employers often not offer a boarder spectrum of benefits including the higher ranks of Maslow’s hierarchy? e.g. training (which helps build self-esteem due to increased confidence and knowledge) or a culture that recognises employee achievements.


    1. Training is a whole topic to itself (I remember the “Do you want stupid developers” post a while back), and achievements are tricky things to get right, because you need to be sure that good developers don’t feel left out when others get recognised. I think the basement is the easy part for HR to deal with.

      I’ve also heard that certain benefits come with enhanced expectations. For example, companies that go for the slacker ideal of free pizza, comfy breakout areas and suchlike are also more likely to want employees to work additional unpaid hours “to support the team” in return. (I’ve heard a number of people who’ve left such companies because of that expectation).

      How much of Maslow’s hierarchy should a company offer? I think the best thing companies can do is to support their employees when they want to improve things. Whether that’s providing a space for monthly technical talks, putting their hands in their pockets to improve the working environment, or giving employees some free time (for example, as part of Amor’s social responsibility, every employee gets 1 charity day a year)


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