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Review: “Technical Screening – Java Developers” by Obi Ogbanufe

Technical Recruiters know that placing an IT candidate in a Java role is no easy task – technical candidates with the right background, technical skills, and level of proficiency with Java aren’t always a quick find. One interview approach technical recruiters use when screening IT candidates for a potential interview for a Java Developer role is to ask the IT candidate to rate him or herself on a scale of 1 to 5. The downside of this interview style is that the technical recruiter depends on the IT candidates’ accurate self-assessment and truthfullness. An IT┬ácandidate who rates him or herself as a 5 out of 5, or a Java Developer expert, may not be able to perform on the level expected by the hiring manager. Then again, the hiring manager and IT candidate may simply have different ideas about what a ‘5’ means. If an IT candidate has┬ámastered an intermediate level of Java Development in past work experience, and accordingly, self-rates as a 5, the hiring manager, who may want an IT candidate proficient in a top-tier level of Java Development may consider that same candidate closer to a 2 or 3, since mastering intermediate levels only brings an IT candidate to starting levels for expert level performance.

Obi Ogbanufe tackles this and other issues surrounding technical recruiting for Java Developers. He includes real examples of successful Java Developer screening questions, and discusses which IT candidates’ answers match what IT employers are looking for, and which answer types should serve as red flags to IT recruiters. IT Staffing Firms like AVID Technical Resources take the phone-screening process seriously, using it to filter out weaker IT candidates from the ones that technical recruiters see potential in. One key element in a successful Java Developer placement is a technical recruiter’s understanding of the technology itself. By familiarizing him or herself with the Java technology, a technical recruiter will be better equipped to identify incomplete or inaccurate answers to interview questions instantly. A technical recruiter with this ability will operate more efficiently and make better use of each work day than a recruiter who needs to seek advice on the accuracy level of each candidates’ replies. Efficiency and speed leads to more successful IT job placements, and thats a win-win for IT candidates and technical recruiters alike.

AVID Technical Resources About AVID Technical Resources
AVID (Applications, Voice, Internet, Data) Technical Resources is a leading Information Technology recruiting company. Specializing in placing contract and permanent personnel in both Infrastructure Support and Applications Development positions, AVID has a national presence supporting clients ranging from small businesses to Fortune 100 companies. Headquartered in Boston, MA, AVID has achieved tremendous growth since the firm's inception in 2003. This has triggered numerous national awards and recognition, such as being named to Inc. 500 Magazine's list of 5,000 Fastest Growing Privately-held Companies in the US in 2010, 2011 and 2013. Additionally, the firm boasts of having more than 100 five-star reviews on Google from clients and candidates who rave about their experience and interaction with the firm's recruiters.