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<h2>Is your screening and interview process efficient?</h2><p>In the technologically advanced world of today, possessing a solid engineering team isn't just desirable—it's essential. As part of our six-part series designed to optimize your tech department, we’re discussing a fundamental but often overlooked aspect: the hiring process. Specifically, we're posing a critical question: Is your screening and interview process as effective as it could be?</p><h3>From Recruit to Interviewee: The Internal Evaluation Process</h3><p>Candidates often secure job interviews based on a recommendation from a recruiter. In turn, companies implement either overly elongated or hasty screening and interview processes. Regrettably, neither extreme guarantees a high-quality hire.</p><p>The solution? A balanced approach. As tech leaders, it's crucial that we invest time in designing a comprehensive, efficient process to vet potential candidates. If it sounds like a task that could consume your schedule, don't worry— that's where we come in. Our role as your tech consultancy is to support you in creating and implementing an effective screening process that values quality over speed.</p><h3>Skilled Interviewer: A Missing Piece of the Puzzle</h3><p>A common misstep during the hiring process is having highly skilled candidates interviewed by individuals lacking expertise in the field. This can lead to ineffective interviews and send the wrong message to the candidate, making your company seem unprofessional.</p><p><br>The remedy? Ensuring your interviewer is both skilled and knowledgeable. We can assist you in identifying individuals within your organization who can conduct these important interviews. And if the right people aren't yet in your team, we can guide you through the process of acquiring skilled interviewers who can properly screen candidates.</p><h3>The Vanity Hiring Manager: An Impediment to Progress</h3><p>In some unfortunate cases, hiring decisions may be influenced more by an individual’s ego than a candidate’s qualifications. When hiring becomes about power dynamics rather than finding the best fit, both the company and its team suffer.</p><h3>Contact us</h3><p>Eliminating vanity from the hiring equation is crucial. The process should be devoid of personal ego, focusing solely on the technical aptitude and cultural fit of the candidate. This might be a significant shift for some organizations, but we're here to help you navigate that transition, bringing you closer to an ego-free, productivity-focused environment.</p><p><br data-mce-bogus="1"></p><p><a data-mce-href="https://techaikido.com/about" href="https://techaikido.com/about" title="CTA-TechAikido" data-mce-selected="inline-boundary">Contact us</a></p>

Fix flaws in your hiring strategy. Discover Proven Improvements with TechAikido.

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<h2>Are you hiring the right people?</h2><p>As you journey through the complex world of tech companies, building a strong and efficient engineering department often poses an intricate puzzle, particularly when you lack a technical background. In the first part of our six-part series aimed at decoding these complexities, we focus on a critical question: "Are you hiring the right people?"</p><h3>Optimizing Your Internal Hiring Process</h3><p>Your hiring process is the gateway to building a talented and harmonious team. It needs to be a perfect blend of thoroughness and efficiency. Neither a rushed process nor an excessively long one will yield the best results. You may also be tempted to assign copious amounts of homework to applicants; however, remember that quality matters more than quantity.&nbsp;</p><figure id="figure-0kzkfi92zlvyddi8e"><img id="0kzkfi92zlvyddi8e" src="https://images.unsplash.com/photo-1559223607-a43c990c692c?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwzOXx8V2UlMjBtZWV0JTIwaW4lMjB0aGlzJTIwc3RvbmUlMjBjaGFwZWwlMjBldmVyeSUyMHllYXIlMjBhdCUyMGElMjBjb25mZXJlbmNlLiUyMFRoZSUyMHdpbmRvd3MlMjBzdGFuZCUyMG9wZW4lMjBhbGxvd2luZyUyMHRoZSUyMGNvb2wlMjBtb3JuaW5nJTIwYnJlZXplJTIwaW4uJTIwVGhlcmUlRTIlODAlOTlzJTIwYSUyMHNwZWNpYWwlMjBmZWVsaW5nJTIwYmVpbmclMjBpbiUyMGFuJTIwb2xkJTIwYnVpbGRpbmclMjBsaWtlJTIwdGhpcy58ZW58MHx8fHwxNzE1MjA1NzYyfDA&ixlib=rb-4.0.3&q=80&w=1080" alt="People sitting in an audience listening to a presentation at a conference " title="People sitting in an audience listening to a presentation at a conference " class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionX="undefined" data-positionY="undefined" data-fullWidth="false"/></figure><p>Instead, clarify what you expect from your candidates upfront. This clear communication can serve as a compass that points both you and your candidates in the right direction.</p><h3>The Onboarding Journey: Starting Off on the Right Foot</h3><p>Onboarding is not a one-size-fits-all process. It should be customized to match the requirements of the position. For hands-on engineers, providing clear instructions and setting expectations for the first few weeks can make a significant difference. This not only aids their understanding of their role but also expedites their integration into your team.</p><h3>The Crucial First Weeks: Setting the Pace</h3><p>Those first weeks of a new hire are a golden opportunity to cultivate a positive and productive work relationship. Regular check-ins by a manager, team lead, or colleague can make new hires feel valued and engaged. Showing genuine interest in their work and their success can foster a supportive environment that motivates them to give their best.&nbsp;</p><h3>Contact us</h3><p>Wherever possible, the initial tasks assigned should encourage collaboration. This strategy not only helps the new hire learn from their team but also builds trust and camaraderie.</p><p>As your tech consultancy partner, we're committed to empowering you to make informed decisions that can streamline your engineering department. Feel free to reach out to us to discuss how we can work together to attract, evaluate, and retain the technical talent your company needs.</p><p><br></p><p><a data-mce-href="https://techaikido.com/about" href="https://techaikido.com/about" title="CTA-TechAikido">Contact us</a></p>

Perfect Your Hiring Process and Onboarding with TechAikido Insights.

<h2>Is your philosophy - hire slow, fire fast?</h2><p>Building and managing an efficient engineering team when you're not from a technical background is a challenging task. To make this task less daunting, we're launching a series of articles addressing six key areas of improvement. Our first piece focuses on a vital aspect of team management: recruitment. The question at hand: "Should your hiring philosophy be 'Hire Slow, Fire Fast'?"</p><h3>Beware of 'Hire Fast, Fire Slow</h3><figure id="figure-evrbbfl63lvydc5q1"><img id="evrbbfl63lvydc5q1" src="https://images.unsplash.com/photo-1520587393050-c5298e1a8486?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHw1OXx8Q29uY3JldGUlMjBjb25zdHJ1Y3Rpb258ZW58MHx8fHwxNzEwOTc0NDg3fDA&ixlib=rb-4.0.3&q=80&w=1080" alt="empty stairway inside building" title="empty stairway inside building" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionX="undefined" data-positionY="undefined" data-fullWidth="false"/></figure><p>"Hire fast, fire slow" can be a tempting strategy when you're striving to project growth and create an appearance of success. But it's a methodology that comes with significant downsides. It might provide short-term boosts to team size and initial productivity, but in the long run, it can negatively impact team culture, morale, and sustained productivity. Remember, a happy team is a productive team, and building such a team takes time and careful selection.</p><h3>Trials and Performance Reviews: The Roadmaps to Success</h3><p>Every employee should have a clear understanding of what's expected of them and how they can excel in their role. Consistent feedback in the form of trials and performance reviews are crucial to this understanding.&nbsp;</p><p>Managers and team leads need to track progress diligently, ensuring employees have the conditions necessary to succeed. They must also be prepared to address any concerns with the employee and take appropriate action when necessary. As your tech consultancy partner, we can help you establish effective feedback and review mechanisms tailored to your organization's unique needs.</p><h3>Facing the Hard Truths</h3><p>Many tech professionals are introverts, and confrontation or conflict can be a significant challenge. However, when issues arise, they must be addressed head-on. It takes courage to face and resolve these problems, but doing so is crucial for the health and productivity of your team.</p><h3>Contact us</h3><p>When issues are raised, don't ignore them. Take them seriously and act decisively. We are here to support you in managing these difficult situations, providing guidance based on best practices and industry standards.</p><p>As your tech consultancy partner, we are committed to guiding you through these complex processes. Reach out to us to learn how we can help you attract, evaluate, and retain the technical talent your business needs to thrive.</p><p><br></p><p><a data-mce-href="https://techaikido.com/about" href="https://techaikido.com/about" title="CTA-TechAikido">Contact us</a></p>

Hire slow, fire fast can be hard. The upside outweighs the pain.

<h2>Are you spotting bad actors?</h2><p>Navigating the tech world when you're not from a technical background can be daunting. That's why we're bringing you a series of articles exploring key areas that can enhance your engineering department's efficiency. Our first piece unravels an important topic: "Are you spotting the bad actors?"</p><h3>Quiet Quitting: The Silent Menace</h3><p>In today's remote work culture, a new trend is emerging - "quiet quitting." Employees stop contributing meaningfully but remain on the roster, leaving the onus on the employer to identify the situation and take action. This lack of commitment not only affects productivity but also has a demoralizing effect on the rest of the team.&nbsp;</p><p>However, a well-structured review and feedback mechanism can nip such problems in the bud, fostering a culture of accountability and engagement.</p><h3>Over-Employment: The Double-edged Sword</h3><p>Remote work also opens up the possibility of employees taking on multiple jobs simultaneously. While this may initially seem harmless, it can lead to burnout, divided attention, and decreased productivity, all of which harm your team.</p><p>Creating clear expectations around work hours and dedication can help mitigate this. Furthermore, regular check-ins and performance reviews can help you spot and address instances of over-employment promptly.</p><h3>Promoting Team Engagement &amp; Teamwork</h3><p>Promoting engagement and teamwork is the antidote to many of these issues. Encouraging open communication, fostering a collaborative culture, and recognizing individual and team contributions can all help build a positive work environment.</p><figure id="figure-z822lm8halvydaonr"><img id="z822lm8halvydaonr" src="https://images.unsplash.com/photo-1504548840739-580b10ae7715?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwyfHxNYXJibGUlMjBwYXBlciUyMHRleHR1cmV8ZW58MHx8fHwxNzE1MjA1OTEwfDA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" alt="White wavy texture" title="White wavy texture" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://images.unsplash.com/photo-1504548840739-580b10ae7715?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwyfHxNYXJibGUlMjBwYXBlciUyMHRleHR1cmV8ZW58MHx8fHwxNzE1MjA1OTEwfDA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><p>Crucially, the tools used to monitor employees should promote trust, not erode it. Avoid overly intrusive methods such as screen capturing or clocking. Instead, focus on fostering a culture of integrity and transparency.</p><h3>Contact us</h3><p>As your tech consultancy partner, we aim to help you navigate these complex aspects of managing an engineering department. Reach out to us to learn how we can help you attract, evaluate, retain and monitor the technical talent your business needs to thrive.</p><p><br></p><p><a data-mce-href="https://techaikido.com/about" href="https://techaikido.com/about" title="CTA-TechAikido">Contact us</a></p>

Unmasking Bad Actors: Navigating Quiet Quitters & Team Dynamics with TechAikido

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<h2>Are you pulling the plug?</h2><p>Mastering the intricacies of an efficient engineering team when you're not from a technical background can be a challenge. To assist you on this journey, we're presenting a series of articles exploring key areas that can significantly improve your department's effectiveness. Today's topic is a sensitive one: "Are you ready to pull the plug?"</p><h3>Firing: The Tough Talk</h3><p>One of the most challenging aspects of leadership is letting someone go. The conversation is difficult, filled with tension and, often, self-doubt. However, when you have objective, rational, and evidence-backed reasons to terminate someone's employment, you should not feel guilty.&nbsp;</p><p>It's about doing what's right for the business, not what's easy. As a leader, your responsibility is towards the overall health of the organization and its growth.</p><h3>Team Impact: Fear or Relief?</h3><p>There's a common belief that firing an employee will negatively impact the team's morale. In reality, if the termination is performance-based and well-justified, it can actually have a positive effect.&nbsp;</p><figure id="figure-8hibyqprglvyd9v2i"><img id="8hibyqprglvyd9v2i" src="https://images.unsplash.com/photo-1414609245224-afa02bfb3fda?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwzNnx8c2lsaG91ZXR0ZSUyMG9mJTIwbWFuJTIwaG9sZGluZyUyMGNhbWVyYSUyMGR1cmluZyUyMHN1bnNldHxlbnwwfHx8fDE3MTUyMDU4NDh8MA&ixlib=rb-4.0.3&q=80&w=1080" alt="warm sunrise on beach" title="warm sunrise on beach" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionX="undefined" data-positionY="undefined" data-fullWidth="false"/></figure><p>Poor performance or behavior from one team member can put additional pressure on others, reducing overall productivity. Therefore, addressing such issues can be a relief to the remaining team members. However, it's important to communicate the reasons behind the termination appropriately, ensuring transparency and understanding among the team.</p><h3>The End Result: A Stronger Team</h3><p>If a termination is executed professionally, for valid reasons, and communicated effectively, the net result is positive. A leader's role is not just about making popular decisions, but about making the right decisions - even when they are hard.</p><h3>Contact us</h3><p>By maintaining high standards, demonstrating fairness, and leading with integrity, you build a culture that supports high performance and respects the rules. This environment is crucial for your business's success and for fostering a team that is not taken advantage of but is motivated to succeed.</p><p>As your tech consultancy partner, we stand with you through these challenges, offering guidance and best practices. Reach out to us to discover how we can help you build and maintain the high-performing technical team your business needs to thrive.</p><p><br></p><p><a data-mce-href="https://techaikido.com/about" href="https://techaikido.com/about" title="CTA-TechAikido">Contact us</a></p>

Making the Tough Call: TechAikido's Insight on Firing and Its Ripple Effects

<h2>Do you trust your engineering team?</h2><p>Engineering is the backbone of your tech company. The success of your business relies heavily on the effectiveness of your engineering team. But a question that many non-technical founders and executives struggle with is, "Do I trust my engineering team?"</p><p>To answer this question, let's delve into four key aspects you should consider.</p><h3>Clear Answers for Business Questions</h3><p>Communication is crucial, particularly in areas of business where technical and non-technical minds meet. When you ask questions, are the answers you receive clear, concise, and free of jargon? Ambiguity and indecisiveness have no place in effective engineering communication. Engineers should provide clear-cut answers or follow-up with detailed clarifications for complex matters.</p><h3>Rough Deadlines and Estimations</h3><figure id="figure-5cdhnujq4nlvyd8l6n"><img id="5cdhnujq4nlvyd8l6n" src="https://images.unsplash.com/photo-1531857414472-edf16a1bb78c?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHw3fHxibGFjayUyMGZlbHQlMjB0ZXh0dXJlfGVufDB8fHx8MTcxNTIwNTgwMHww&ixlib=rb-4.0.3&q=80&w=1080" alt="Written in the stars" title="Written in the stars" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionX="undefined" data-positionY="undefined" data-fullWidth="false"/></figure><p>Engineering can be unpredictable, but that doesn't mean you should be kept in the dark about timelines. When presented with a new task or project, your engineering team should be able to provide at least rough estimates of the timeline and potential hurdles. If they don't, prompt them. Deadlines aren't just for the sake of business timelines—they also help engineers structure their work.</p><h3>Record of Successful Deliverables</h3><p>Trust is built on a proven track record. A reliable engineering team should have a history of successful deliverables, all meticulously logged and tracked. Objective assessment and authentic feedback are essential. Acknowledgment of success builds morale, but make sure you're celebrating real milestones and not empty victories.</p><h3>Problem Solvers, Not Problem Presenters</h3><p>Every company faces challenges, but how your engineering team handles these can be a real testament to their capabilities. Engineers, by nature, should be problem solvers. If your team continually presents problems without proposed solutions, it might be time to reassess. Effective engineers are rational thinkers who thrive on overcoming hurdles, not just pointing them out.</p><p>A trusting relationship between non-technical executives and their engineering teams is vital for a company's success. It fosters a harmonious work environment, effective problem-solving, and ultimately, product success.</p><p><br></p><p><a data-mce-href="https://techaikido.com/about" href="https://techaikido.com/about" title="CTA-TechAikido">Contact us</a></p><p><br></p>

Blog

Fix flaws in your hiring strategy. Discover Proven Improv...

Perfect Your Hiring Process and Onboarding with TechAikid...

Hire slow, fire fast can be hard. The upside outweighs th...

Unmasking Bad Actors: Navigating Quiet Quitters & Team Dy...

Making the Tough Call: TechAikido's Insight on Firing and...

Cultivating Trust in Your Engineering Team: Clear Communi...