The Atlanta PHP User Group has announced their January 2013 meeting, a loo at the "Current Trends of the PHP and Open Source Job Market" (from Ari Waller):

The presentation will be an overview of the current employment market and outlook specifically for PHP developers (as well as other Open Source related Open Source trends), based on the current supply and demands in the market place, as well as career oriented topics via Q&A (Resumes, Interviews, and overall job hunting tips and strategies). Ari will cover a year by year comparison from his previous talk and discuss changes and new trends going into 2013. He will also discuss how to work with recruiters as effectively as possible (if at all), as well as questions you have always wanted to ask regarding the the inner workings of IT Staffing.

Despite it being presented by a recruitment company, they have promised an open and honest conversation about the topic, not a sales pitch. If you'd like to attend, check out this page on the Atlanta PHP site for more information - including a new meeting location.

Have a user group meeting or event you'd like announced? let us know!

Programmers are a different breed from your normal worker - they have their own quirks and habits that lots of others don't. So, it should make sense that interviewing them for a job should be a little bit different sort of process than other candidates. Nick Halstead knows this and has written up the first part of a series on methods to interview that programmer you have your eye on.

I thought I would write up my thoughts on recruitment, and specifically recruitment of programmers. The reason for this is that I am going through a recruitment cycle at the moment. My new company is a startup and it has made me re-evaluate how I recruit.

Part one talks mostly about the interview, dividing it up into five stages to work through and help make for a good, enlightening interview process. Theses points assume you're starting from the ground up, so if you've had a bit of experience with interviewing, you can probably skip the first two or three steps.

Programmers are a different breed from your normal worker - they have their own quirks and habits that lots of others don't. So, it should make sense that interviewing them for a job should be a little bit different sort of process than other candidates. Nick Halstead knows this and has written up the first part of a series on methods to interview that programmer you have your eye on.

I thought I would write up my thoughts on recruitment, and specifically recruitment of programmers. The reason for this is that I am going through a recruitment cycle at the moment. My new company is a startup and it has made me re-evaluate how I recruit.

Part one talks mostly about the interview, dividing it up into five stages to work through and help make for a good, enlightening interview process. Theses points assume you're starting from the ground up, so if you've had a bit of experience with interviewing, you can probably skip the first two or three steps.