You’ve reached perhaps the most intimidating part of the interview process: the on-site technical interview. This interview will likely consist of both your typical behavioral interview questions and more technical questions that dive into your skills and knowledge. There may even be a whiteboard aspect for coding exercises. What’s important is to stay calm and prepare yourself.
Interviewers will look for many different things during the interview that range from cultural fit and communication skills to being able to understand the bigger picture and to think creatively. Whiteboard exercises and technical questions help interviewers assess your problem solving skills, analytical thinking, and coding skills. To help you get ready for your on-site technical interview, take at look at the following five tips.
1. Practice For the Technical Interview
One of the best things you can do to prepare for an on-site technical interview is to practice. A popular resource for doing this is Cracking the Coding Interview, which provides many different examples you can go over and help with some coding fundamentals. Check online for practice problems and examples of interview questions as well.
You will likely be given a whiteboard for any coding exercises during the interview. This is to encourage candidates to think a bit more and communicate their process and knowledge. If you have a friend who is also in a tech job, try having them help you practice interviewing.
2. Know Your Programming Fundamentals
Assuming you will be doing some sort of coding during your on-site technical interview, it’s important to know the fundamentals of data structures and algorithms, such as breadth-first search and binary search trees. Many interview questions assume that candidates know these things.
You should also know how to code in at least one or two programming languages. There are several resources available to help you learn these languages and other skills, such as Coursera and Udemy. It’s alright if you forget exact parameters, but you should know how to write reasonable code on your own, such as classes and functions.
3. It’s Okay to Not Know an Answer
It’s completely OK to not know an answer to a technical interview question, and sometimes interviewers might assume you won’t immediately know the answer. In some instances, questions are asked to see how candidates process the question and how they would go about figuring out the solution.
If you’re faced with a coding question you don’t know during a whiteboard coding exercise, write down the details of the question and try to think of input and output examples to help you come up with an answer. It’s important here to take a minute or two to think about what to do, don’t rush into the coding.
4. Be Prepared to Talk About 3-5 Projects or Challenges
You should be prepared to discuss in detail a few projects you have worked on or challenges you have faced. With challenges, be sure to talk about the most difficult technical situations, such as tricky bug fix, a new algorithm, or optimization, and not just how much you learned. The idea is to communicate that you can handle hard challenges.
5. Be Prepared with Questions
Interviewers expect you to ask some questions during the interview as well. When the interview asks “Do you have any questions for me?” you don’t want your answer to be “No.”
Some general questions could include: ”What is a typical day look like for someone in this position?” or “How would you describe the company culture?” However, with technical positions, it could be more beneficial for you to ask more specific questions about the position, such as:
What new technologies/frameworks/tools do you use?
How many people are in the team?
Do you have a test environment?
Who is responsible for live site issues? What if something bad happens in the middle of the night? Do you have on-call rotations?
Does the company provide courses/trainings/workshops/conferences outside of the company?
While an on-site technical interview can seem intimidating or even daunting, you don’t need to worry. With some practice and preparation, you can walk in and crush that interview. Elevano can help you land the tech job you’re looking for.
With all of the talk about Big Data lately, it’s not difficult to see why data scientists, or data engineers, are in huge demand right now. Jobs in the data science realm, such as data engineers, are crucial to businesses with the ongoing revolution of big data. Data scientists are needed for building, testing and maintaining in addition to growing data architecture systems.
Data Science Career Opportunities
Careers in data science come in several different forms. For example: data architects, data engineers, and data analysts. Data scientists are responsible for business analytics. In addition, they build software platforms and data products, along with developing machine learning algorithms and visualizations.
It is widely known today that one of the best ways for IT/tech professionals to unlock a top data scientist career is to work with a staffing or recruiting agency, with good reasons, for example:
Firstly, ever-growing number of employers are using them, which means these companies are building a continuously growing network. This means they can provide you with more and varied job opportunities.
Secondly, they are leaders and experts in the industry. They know and understand the IT/tech trends, prospects, and updates of the industry, meaning that they can give offer you beneficial career insight, as well as an opportunity to land a great data engineer position.
Finally, they have a large stake in your job success. If you look bad to employers, the recruiting agency looks bad. The best recruiting agencies will do whatever they can to properly prepare you for any jjob opportunity.
So now that you know why you should be working with an IT recruitment agency, which of the many agencies out there should you be talking to in order to find the best data science jobs for you?
Here are a few tips:
You could ask peers in your industry which recruitment firms they’d recommend.
Check job boards. Find roles that interest you.
Look for specialist recruiting or staffing agencies (IT recruiting agencies). These agencies often have better client relationships and can better represent you compared with general recruiting agencies, as well as have more knowledge of the industry.
Check out the LinkedIn page of the recruitment firm, and their other social media profiles. Do they have a solid online presence? Are they trying to help?
Check reviews. What do their previous clients say about them? Do they have a good reputation?
What Data Scientists Jobs Involve
Data Scientists work with large amounts of data to generate findings and reports on various aspects of business to assist in making informed business decisions and improve on business strategy. They maintain the quality and security of data sets at all times, and also commission or decommission data sets.
Data Science Skills
To unlock a top data scientist career, you will need to have coding skills combined with the ability think critically and solve problems. Some of the skills needed for in-demand Data Scientist roles include:
Critical thinking and problem solving
Comfortable working with large amounts of data
Programming languages, such as Python and Java
Strong attention to detail
Familiar with machine learning and databases like SQL
Knowledge of Spark and Hadoop
One of the best ways to finding a top data scientist career opportunity is to work with an agency with an expertise in the data and analytics industry. The upward trajectory of the data science field is expected to keep rising for many years to come. As data continues to integrate into our lives, businesses will need to make sense of all the data generated. This means skilled data scientists will only be even more in demand in the coming years, and fortunately, IT recruitment agencies like Elevano can help you find the top data science jobs to start your career in the right direction.
It’s no secret: jobs in the tech industry are high in demand. Because of this, employers are willing to pay competitive salaries to secure the very best. For recruiters, though, this means increased competition to close top talent. Why? The pool of qualified candidates isn’t a big one. As a result, it’s likely that active job seekers are already in talks with companies and possibly, other recruiting agencies. Fortunately, tech recruiters aren’t at a complete disadvantage when it comes to recruiting top talent. Here are five of our best tips for recruiting tech talent in competitive areas.
1. Identify the Competitive Areas
Most other industries are spread fairly evenly across the United States. But companies in the tech space tend to gather in highly-concentrated clusters. That’s why the Bay Area is likely one of the first regions you think of when it comes to competitive areas for tech recruitment. San Francisco and San Jose, for example, rank #1 and #3 respectively as the United States’ most competitive cities for job seekers. This makes it an excellent area for both internal and third party recruiters to target. An agency recruiting for multiple industries may therefore benefit from a dedicated team of technical recruiters to understand how (and where) to find candidates. This is hardly news to recruiters, though. You can’t compete with other agencies if you don’t have a team of specialists for the tech industry. It’s these tech recruiting experts who already know the most competitive areas in their industry.
2. Understand Your Candidate’s Expertise
To be competitive, technical recruiters need to understand the requirements (including necessary or relevant skills and experience) of the roles they’re working on. You don’t need to be as qualified as your candidates to use technical jargon. However, you should be comfortable reading technical job descriptions and using the right language when speaking to hiring managers and job seekers. Without this familiarity, technical recruiters appear less knowledgable and therefore less competent than their competitors. This means that if you don’t speak your candidates’ (or clients’) language, you could easily lose them to another agency.
The solution is simple: do your research. Recruiters who take the time to familiarize themselves with the technical terms their candidates use have a better chance of retaining those candidates. Firstly, you should know the difference between front end, back end and full stack developers. Secondly, you should understand why developers are not the same as programmers. Finally, you should familiarize yourself with popular programming languages and any associated frameworks. An understanding of these terms and their meanings, even at a high level, means that you can engage in thoughtful and productive conversations with potential and existing candidates.
3. Understand Your Candidate’s Job Search
Not all candidates are active. In fact at Elevano, almost 90% of our candidates are only passively looking for new job opportunities when we reach out to them. We’re also more likely to close these candidates. Why? Because they’re not the same candidates who:
Are already applying to job boards
Might already have interviews lined up
Could be working with other recruiters
Passive candidates are those who are open to new opportunities if and when the right one arises. Because of that, they’re the hardest candidates to acquire. They need more convincing than active candidates. Remember, they’re only looking to move jobs if it offers something more than their current job. For example: a shorter commute, a better work culture/environment and quite often: more pay. If recruiters succeed in selling a job opportunity, they likely won’t have to worry about competing with a slew of other job offers or opportunities.
Knowing the difference between active and passive candidates means a better use of your resources (time and effort) to fill roles. As a result, understanding candidates’ job searches gives recruiters a competitive edge in helping them fill clients’ roles. Of course, this isn’t to say that all candidates with multiple job opportunities should be ignored by recruiters. Instead, recruiters should make sure they’re also targeting potential candidates who aren’t actively job searching.
4. Make an Impression
Why should candidates choose your recruiting agency over others’? The types of clients you work with is always an important deciding factor for candidates, but the nature of the recruiters (and the strategy you use) also leaves an impression. Look at how you reach out to candidates: sometimes, LinkedIn’s InMail, e-mails and cold calls aren’t always enough, or effective. As recruiters in an industry known for its constant growth and innovation, why not shake up your outreach strategy?! Look at other ways you can engage new candidates: try different platforms, for instance, or update your copy.
This requires more of your time. But by researching potential candidates’ skills and experience (including their work and education history), you can refresh your LinkedIn and email copy. This is useful in personalizing your candidate outreach in a way that sets your messages apart from the countless other InMails, emails and voicemails that other recruiters are leaving. It might take 5-10 minutes out of your day to browse a LinkedIn profile, but in that time, you can gather information on where a candidate lived, studied or worked. This is all useful in establishing common ground between you and candidates. It helps to leave a better impression. In a competitive industry, making sure top talent remembers your name or agency is everything.
Similarly, leaving an impression, even on potential candidates, can lead to more awareness of your services. As a technical recruiter, you’re working on competitive roles. If you establish a good relationship with a candidate, chances are, they have friends or colleagues in their network they can refer you to. If you think word of mouth can drive more interest to your agency, consider a referral program. Who doesn’t love free money? Offer cash incentives for all referred candidates you close.
5. Establish an Online (Social Media) presence
Keep in mind that your candidates (and clients) are normal people, with normal interests. It’s likely that both current and potential candidates use some form of social media. Recruiting agencies who create and share content regularly have the opportunity to reach candidates in a different way to those who only rely on cold emailing or calling. Your social media copy is different to the ones you might use on email, or even via InMail. Targeting your content to a specific audience means that you can reach candidates from specific backgrounds, age ranges, locations etc.
To stay afloat in the competitive areas of this industry, you need to do recruiting differently. This means developing a strategy that differs from the rest. Reach out to candidates differently, understand their job search and generate interest in your agency online and via social media.
The first in an on-going series (every other Tuesday) featuring guests talking “about their production outages, incidence response, postmortem analysis, as well as lessons learned from the production disruption”. Presented by Marcel D. Juhnke.
“In this talk, J. Evans will describe Strava’s real-world use case for Linkerd. He will describe how they use Linkerd’s Prometheus and Statsd integreations to respond to service outages, and how these observability tools along with other Linkerd features can even be used to avoid such outages in the first place.”
Buoyant Office – 703 Market Street, 12th Floor, San Francisco, CA.