Commitment to family
Commitment to self-directed learning
Schedule the interview for a week from now and hope the candidate doesn’t find a new job in the meantime.
Accept that this candidate will be offered a role at a competitor in the meantime and go back to sourcing.
Talk to the hiring manager about the labor scarcity for iOS developers, explain the potential consequences of waiting and see if you can get the hiring manager to agree to a Skype interview while he is on vacation.
Immediately go to your manager for help.
“How many productivity tools are you proficient with?”
“Tell me about a project that you worked on where you added to the user interface, server and database components of the solution.”
“When it comes to Web frameworks, do you think JQuery or Closure is more effective?”
“How many applications can you build in a 30 day period?”
“Database AND disaster recovery”
“Telecommunications AND vulnerability assessment”
“Telecommunications AND unstructured data analysis”
“Firewall implementation OR firewall maintenance”
Installing switches and routers
Developing next generation mobile apps
A & B
Ask for a resume in your initial email.
Tell the candidate, from the outset, they are the number one choice for the position.
Go into deep details about the job responsibilities in your first phone conversation.
Highlight specific examples of the projects they’d get involved with.
Ask lots of questions about the CTO’s strategy.
Email the CTO a document with background on all tech candidates in the pipeline.
Immediately explain your tech recruiting strategy.
Tell the CTO about the positions you believe she should prioritize.
“I understand why you’re upset and we’ll put more recruiters on the search.”
“We have been able to identify candidates with a combination of big data and mobile development skills. While they do not explicitly have Python experience, they do have related skills and could fairly easily be trained on Python.”
“If we can boost the salary by 10%, we should be able to attract more candidates.”
“I get that you need a professional who can develop programs in a minimal number of lines of code.”
All of the Above
“Social recruiting is a way of digging up private information on all of our candidates in the pipeline.”
“Social recruiting tools and techniques can help us expand our reach, but can’t help increase response rates.”
“Social recruiting is a technique that allows you to actively monitor candidates from across the Web and engage in their preferred channels.”
"Social recruiting is in no way different from other ways we recruit.”
A Direct Message on Twitter
A Direct Message on Vine
A Video Message on Quora
Email on Stack Overflow
Here's an interesting quiz for you.