Testing an IT candidate on their technical skills can be like testing a neurosurgeon on the brain. How can you test someone on skills you may not possess yourself? Understanding programmer jargon and keeping up-to-date with the latest acronyms are real struggles of today’s tech recruiters. Developers, although not the typical office funny guys, still find ways to bring coding to life. Jeff Atwood, co-founder of Stack Exchange, pulled a list of new programming jargon which has come to light in the question-and-answer site. How many of these have you heard being used by a candidate? (We hope not the last one!)
Tweet This: Lost about how to #recruit a programmer? Here's a quick guide to #programmer jargon:
Jenga Code
When the whole thing collapses after you alter a block of code.
Baklava Code
Code with too many layers. Sure sounds like a good thing though.
Heisenbug
A computer bug that disappears or alters its characteristics when an attempt is made to study it. (See Heisenberg Uncertainty Principle)
Loch Ness Monster Bug
Only sighted by few. Also permissible: “Bugfoot”
Jimmy
A generalized name for a new or clueless developer. “Oh, Jimmy must have deployed this…”
Unicorny
An adjective to describe a feature so early in the planning stages it might as well be imagined.
Mad Girlfriend Bug
When you see something strange happening, but the software is telling you everything is fine. Hint: everything is not fine.
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Hindenbug
A catastrophic data destroying bug. Game over.
Fear-Driven Development
When project management adds more pressure (increases deadlines, subtracts resources, fires someone). Mistake risk just went up.
Common Law Feature
A bug in the application that has existed for so long now, it is now a part of the expected functionality. Yes, there is a statue of limitations on code.
Hooker Code…
Let’s just say you can find out what that one means for yourself, because we don’t condone it!
Feeling lost in the jargon? Technical recruiters have to be proficient in the hiring process and can’t commit 100% of their attention to the specific jobs in which they are filling. 34% of tech candidates say their biggest challenge in the hiring process is recruiters not understanding the technologies they work with. There are countless programming languages, programs and technical processes differing from job to job. Let the human capital work on the human aspect of hiring, and invest in an artificially intelligent recruiting tool to do the technical heavy lifting.
Tweet This: Would you believe the biggest challenge for 34% of #tech #candidates is the recruiter?
Pomato helps recruiters match, map and measure candidate’s technical skills against open jobs to find the most qualified and best fit tech talent. Using easy-to-understand graphs and visuals, Pomato paints a picture of tech talent so recruiters can quickly grasp their technical skills and expertise levels. Forget combing through resumes full of complicated IT acronyms and terms. Pomato does the analysis for you and delivers the skills from top to bottom level within seconds giving technical recruiters the ability to match candidates to their open jobs and match open jobs to available candidates.