Operwell.com’s Post

The benefit of working with a niche recruiter? • Market intelligence • Deep candidate pipelines • Thorough screening of candidates We've placed hundreds of Java Developers at F500 companies since I started my career in 2014, and that's been one of the areas I've niched down over the years. This week, Mike Mello identified 4 new positions, which included 3 new java roles. This worked out well in a few ways: 1: We already had a deep pipeline of qualified/vetted candidates from previous roles, so we were able to get them involved and had a head start on the search. 2: Since we have deep expertise in here, it didn't take us too long to identify a few more candidates to supplement the pipeline we already had. We had them thoroughly screened using an AI tool and added them to the mix. 3: We spoke to the client directly to discuss their exact needs, this way we send the right people, and they don't waste any of their time talking to the wrong ones.

Recruiters - want to find candidates with specific software experience or multiple certifications for job fulfillment? Boolean search can refine and optimize your candidate searches using specific logical operators. These techniques create more targeted search queries, making it easier to find candidates who meet particular criteria. Here's how Boolean search works in recruiting: Basic Boolean Operators: AND: Includes all terms OR: Includes either term NOT: Excludes terms Advanced Boolean Techniques: Quotation Marks (""): Exact phrases Parentheses ( ): Group terms Asterisk (*): Wildcards for variations Practical Example: Suppose you're looking for a software engineer with experience in Java or Python, but not Ruby, and who has managed projects. Your Boolean search query could be: (Java OR Python) AND "software engineer" AND "project management" NOT Ruby This query finds profiles matching your specific criteria, making the search process more efficient and effective. Benefits of Boolean Search in Recruiting: Precision: Pinpoints candidates with exact skills and qualifications. Efficiency: Reduces time spent sifting through irrelevant resumes. Customization: Tailors searches to meet specific hiring needs. Using Boolean search techniques can significantly enhance your ability to find the best candidates by creating highly targeted and relevant search queries. 👉 Check out the infographic below for a visual breakdown of Boolean search! #RecruitmentTips #BooleanSearch #HiringExcellence #TalentAcquisition #HRTech

Tired of firing 1000s of developers? You’re missing to check this #1 factor in their resume… You’re flooded with 1000s of resumes. But you’re confused. This ONE FACTOR helps you hire developers EASILY. Follow the “Task Action Result” Protocol. Exceptional developers share the “Task Action Result” details in their resumes. Have they shared the tasks and responsibilities of the last project? Have they shared the actionable steps they took to complete the last project? Did they share the overall project result with the necessary data? The resumes with this information are strongly built and have a high potential. Check for the “Task Action Result” rule for better and easier hiring. For more easy developer hiring, connect and register on Socium.  . . . #sociumpartners #outsourcingteam #teamhiring #ushiring #developershiring #teambuilding

Founder: "Maros, we need to hire 20 software developers." Me: "Sure, we can do that step by step in 5-6 months." Founder: "No! We need them in 2 weeks - Hire! Now!" Me: "Ooookay." 🫠 In my former company where I worked as Head of IT I often got tasked to do a miracle like mentioned: "To onboard 20 developers (and more) ASAP." On top of this - I couldn't use external agencies. I had to do it with our internal HR team of 5 people. So I sat down with Head of HR, wrote all the JDs (thanks ChatGPT) submitted all job postings to get CVs, screened 1000s of them, invited 100s of selected candidates to first round interviews and repeated myself like a parrot just to hire 2 developers. Hence, we had to do the process all over again. And again.. And again... till we got the people. I can tell you, it was just impossible to successfully complete this mission. And of course, it took us months to finish it. Not need to mention that even when I got the candidate that accepted offer there were these notice periods that had to pass (30-60-90 days). This is real example how hiring right IT team could be overwhelming, costy and time-consuming. Not just for me, but for the whole HR department as well. Please... if you are this Founder... just stop immediately! You are giving tasks with unrealistic expectations then blame others for failing it. Or... if you are really in urgent need of IT professionals you should consider utilising team augmentation. Only this can give you such amount of skilled IT people in matter of just a few days or weeks. If you need it, send me a DM here. 👍

Stop thinking in terms of job titles and start thinking in terms of skills. The modern workforce is defined by specialization. The question isn’t, 'Can they do the job?'—it’s 'Do they have the exact skills to execute with excellence?' By focusing on specific technical abilities—Python, Java, SQL, or whatever your team needs—you eliminate the risk of mismatched hires. Skill-based hiring brings precision to your recruitment process, filling even niche roles with the right person faster than you ever thought possible. #ItRecruitment #RightProgrammers #Recruitment #Techtalent #Hiring

🔴 Every HR can relate to this! 🔴 Imagine this: You post a job for a Java Developer, grab a coffee, and come back to find 1,875 applications waiting for you. 😵 Now, instead of feeling excited, you’re thinking: "Did I just sign up for a second job?" 😅 Every HR pro knows that overwhelming feeling—where do you even start? 👉 The real challenge: Sorting through the noise to find the real talent. Because, let’s be honest, it’s not about getting more applicants—it’s about getting the right ones. Here’s my question to all the HR warriors out there: What’s your secret sauce for managing these situations? Do you have a system, a tool, or just a whole lot of patience? Share your best tips, and let’s make this hiring madness a little more manageable for everyone. 💪 Gokul Srinivasan Suji Gokul Yash Baheti #HRRealTalk #HiringMadness #TechRecruitment #JavaDevelopers #HRCommunity #HiringManager #HiringProblems #RecruitmentReality #HumanResource