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Ruby on Rails has changed web-development with its arrival. Ruby on Rails is a server-side web application framework that provides default structures for a database, web services, and pages. Written in Ruby programming language language, the framework enhances the use of software patterns “don’t-repeat-yourself” and “convention-over-configuration”, the Danish invention became an irreplaceable in creating websites.

Thus every IT-company needs to hire a good freelance Ruby on Rails developer. While you can find more useful information on hiring Ruby on Rails developers in this article, we offer you to check out our top ten tips on the issue.

Before delving into the tips themselves, you should understand that finding a great Ruby on Rails developer is quite a difficult task. First of all, you are most likely going to fight with other companies over the recruit. Secondly, unlike with Java-developers, years of experience are absolutely irrelevant in evaluating the quality of the recruit with Ruby on Rails. Moreover, you must be ready for $100 per hour salary.

  1. Don’t Use Recruitment Agencies

It may sound strange, but searching for Ruby on Rails developers through recruitment agencies is worthless. If you want to find a talented developer, better go searching for them in places where Rails developers meet. If you need to post on job boards, the best choice is to use Ruby Inside job board.

  1. Don’t Steal from Other Companies

While it may seem quite an okay choice, stealing Ruby on Rails developers from other companies makes no sense. If a Ruby on Rails developer is eager to leave one company for another it means that he is unhappy. Regardless of his talent, an unhappy Ruby on Rails developer won’t be a great help.

  1. Don’t Hire Inexperienced Ones

Ruby on Rails is an easy framework that people can get started by simply visiting But that’s not something that you should do. There is no guarantee that a person who got acquainted with Ruby on Rails is going to become a talented developer. Thus, you should stick with developers who have at least a few built projects behind their backs.

  1. Open Sources Contributions

If you want to find a talented Ruby on Rails developer, you shouldn’t neglect checking the open source Rails contributions. You can easily find a talented developer among the contributors of free Rails plugin, or those who fix bugs on Rails itself. These people are definitely no the codes well.

  1. Check Out the Blogs

Every Ruby on Rails developer has a blog. Ask any Ruby on Rails developer and they would show you their favourite Rails blog or newsreader. You can find the best Ruby on Rails freelance developers among the blog contributors.

  1. Forget About the Degree

Certain recruiters like to search for candidates with a degree. When it comes to Ruby on Rails freelance developers, a University degree proves absolutely useless. The vast majority of the best Rails developers have never studied computer science at all.

  1. Avoid Brand-Name Superstar

If you want developer’s commitment to your company, you should avoid brand-name superstars, as they ask for massive salaries and display huge ego, and won’t show much devotion to the assigned projects.

  1. Hire All The Time

Make sure that you have an open developer position. As finding developers is a hard task, you should hire whenever you can.

  1. Have a Good Blog

If you want to attract Ruby on Rails developers, you should have your on Rails with useful posts. There is a great possibility that your next candidate would comment on your post.

  1. Offer Special Compensation

You need to be creative, aside from high salary. Offer your prospective employees MacBooks and fat external screens, as well as free trips to Rails conferences.

Are you satisfied with where you are now in your career? Do you want to improve your skills? Would you like to gain more knowledge in your field?

Then it is time for you to look into training courses that will elevate your career in the human resources (HR) and recruitment arena.

Keeping the Jar Full

You cannot pour from an empty cup. When you want to be able to train your sights on the best candidates and recruit the best people for the right jobs, you yourself must be equipped with excellent skills and know-how.

To keep you updated with the latest trends and the most up-to-date knowledge in recruitment and HR, seek out relevant HR training courses in Dubai.

Continuous education is a crucial tool for you to advance in your chosen career. Professional development programs aimed to equip you with the necessary information about HR and recruitment practices will help you to always be head and shoulders above, among the best in the world.

Here are some training courses that you can consider getting so you can keep on rolling with the world’s cream of the crop:

1. Master’s Certificate in Human Resource Management

If you want to earn practical skills in and update insights in all of the key areas of HR, have strong belief in practical, competency-based, and real-world learning experiences, and prefer a shorter and less complex way of verifying your knowledge, then this course is for you.

This intermediate course focuses on strategic workforce planning and HR development. It will help you understand HR’s role in the organisation especially in outlining a comprehensive and detailed approach to designing and implementing, and maintaining an effective strategic workforce plan as well as an efficient HRD strategy that is aligned with career and leadership management.

HR professionals who lack formal academic qualifications, those considering transferring to an HR role, or seeking qualification from SHRM can also benefit from this module.

2. Best Practice Recruitment

To avoid costly recruitment mistakes as well as attract and create high performance people to be part of in achieving a company’s goals, you will need to learn the rules of attraction.

Gaining insights from among the world’s most experienced recruitment and training experts, you will also be able to comprehend the critical recruitment steps to ensure a uniform and professional process.

You will also utilize a 360-degree approach to efficient recruitment, save time and money by learning from the best practices employed by global experts, and have a simulated exercise on interviewing and assessing properly. There are many agencies out there, but the best usually offer virtual human resources approaches.

3. Talent Management: The Key to Organisational Success

Finding the key to organisational success lies in finding the right talent.

Gain valuable insight into the world of talent management by building a business case, developing a succession planning model, and investing in performance management courses to nurture high performing team members, among other topics rich in creating, executing, and maintaining HR strategies.

HR specialists up to senior HR executives can considerably enhance their set of skills in not only transactional HR but also, more importantly, in well-planned and tactical approaches in the field.

4. Certificate in Resource Management, Recruitment and Talent Planning

If you are involved in the recruitment, selection, and sourcing of talent in your organisation, then you must enrol in this course.

Understand the factors that affect organisational processes like resourcing, recruitment, and talent management as well as the importance of effective inductions and transition to onboarding. Learn how to use social media and other strategies to attract top talent.

After taking the course, you will then be able to identify proper resourcing and recruitment methods as well as be able to efficiently carry out interviews that will lead you to the right people for specific roles.

If you are involved in the recruitment, selection, and sourcing of talent in your organisation, then you must enroll in this course. One easy way to qualify is to get an HR certification online if you don’t wish to go through the traditional schooling scheme.


5. Certificate in HR Administration

Would you like to deliver top-notch services to your HR team and the whole organisation, create and execute effective HR procedures and administrative systems, and provide administrative support with regard to employee matters? How about gaining a comprehensive understanding of human resources management and its different functions, activities, and processes?

If so, enrolling in this certificate course will allow you to effectively learn about all employment processes including recruitment, selection, training, and other related areas. It will also improve your interpersonal communication skills that are crucial in successfully navigating difficult situations.

The Path to Success

With years of experience in training recruitment consultants in the UAE and other HR practitioners in the region, companies that offer these training courses have already amassed skills and know-how that you can take advantage of.

You will also benefit from specialist insights on topics that cover compensation and benefits, employee engagement, HR policies, labour law, succession planning, talent management to interviewing and performance appraisal.

These quality courses conducted by industry experts arm you with practical HR and recruitment skills. Leading training providers who partner with professional organisations such as the Society for Human Resource Management (SHRM) and the Association for Talent Development (ATD) can significantly increase your chances in charting a path to success in the fields of HR and recruitment. 


With over 20 years of experience in B2B marketing, Annick Nuyens first worked in the hospitality service industry and then moved to the knowledge industry. She currently works for Informa in the Dubai office, where she oversees marketing for public and in-house training courses, conferences, exhibitions and managed events across the Middle East and Africa.

Back office operations are an integral part of any business, including recruitment agencies. To ensure that your recruitment business runs smoothly, you have to see to it that your back office operations are conducted efficiently. Outsourcing your back office requirements can lessen your burden without impacting your core-business activities. Check out the main advantages of recruitment agencies in outsourcing back office support services:

A cost-effective solution

Cost efficiency is one of the key objectives of all business. By outsourcing the back office support services of your recruitment agency, you can save on costs on many fronts. For instance, you will be able to reduce the labour costs needed to maintain an in-house back office staff. Also, infrastructural costs and expenses related to business operations and staff training also gets reduced when your back office services are handled by an external agency. In other words, you can expect to derive maximum output by investing minimum operational cost.

More opportunity to focus on core business

When you have to deal with the back office services, your time gets divided between them and your core business demands. While handling both these aspects is important for your business, it makes more sense to invest your time and energy to meet your core business demands. If you outsource your back office requirements, this objective can be easily achieved. You will have more time on your hands to focus on your core business. At the same time, you will also know that your back office services are taken care of in an effective manner.

Get efficient service

Efficiency is a prime concern area when it comes to back office service for recruitment agencies. This is where an outsourcing firm can be of great help. You get to hire the services of experienced professionals who are adept at handling back-office operations. Also, you can expect to get fast reporting apart from the delivery of accurate services. If you are looking for a firm that specifically deals with your industry requirements, you can consider recruitment back office outsourcing to Back Office Support Services.

Flexibility in staffing

With an outsourcing firm handling the back office support services of your recruitment agency, you won’t have to worry about staffing issues. You can scale up or scale down your work as per your requirement without having to worry about payment issues. The flexibility to pay only for the amount of work that is handled by the outsourcing firm provides you the freedom to increase or decrease the workload as per your business demands. You can hire additional resources whenever they are required and let them go when the work is done.

If you’re looking for more pros and cons of outsourcing, the linked post is a great next step. And remember, whether you are a start-up or an established agency, the advantages of outsourcing back office support services for your recruitment agency are many. However, make sure that the outsourcing agency you select is an experienced one with a long-standing track record of providing back office support services for recruitment agencies in an effective manner.

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Do you remember the last time your organization lost top talent?

The consequences were huge: a lengthy recruitment period where competition from other companies for the best candidates was strong; frustration and disappointment within the organization; and the field of candidates wasn’t particularly strong and choices were limited.

Meanwhile, work output slowed and team members were overburdened perhaps leading to further team losses or even customer dissatisfaction. In turn, the financial implications of slower output, hiring and training costs were damaging.

These are problems that you will never go through when one of your prized employees leave if you have an agile hiring strategy in place. An agile hiring strategy is agile in name and by nature, which means you were able to prevent or combat these issues before they were able to cause any damage to your HR.

It’s certain: the wrong recruitment strategy can have serious consequences for a business of any size. Here’s why you need to introduce an agile hiring strategy that will eliminate many standard recruitment issues.

What is an Agile Hiring Strategy?

Agile businesses are responsive and reactive. This is because they pay close attention to their inner strengths and create a workforce where human intellect and employee mindset are incredibly highly valued. As a result, these businesses are quick to react to external changes within their industry such as new technologies or increased competition.

An agile organization knows its strengths and weaknesses because frequent internal analysis is key. Part of this is changing and adapting internal workflow processes as often as necessary so that the human element of the organization is adaptable, confident, and reactive.

Agile recruitment is responsible for creating this workforce. As such, it also needs to be agile by nature.

An agile hiring strategy may mean abandoning your organization’s traditional recruitment path, or funnel, your organization has typically used. It might be that an agile hiring strategy workflow looks more like this:

  • Paying attention to the who the ideal candidate will be particularly their behaviors and attributes.
  • Setting up alternative and multiple pathways to employment within your organization, including sourcing passive candidates.
  • Empowering your recruitment manager to make hiring decisions at whatever point they feel confident and comfortable doing so. This should not necessarily be at the end of a long and labored process.
  • Looking at alternative screening methods, beyond CVs, where candidates might be able to demonstrate the strengths you are looking for early on in the process.

Avoiding 4 Common Recruitment Issues with an Agile Hiring Strategy

An agile hiring strategy can help you easily avoid these classic recruitment problems:

  1. The Right Candidates are not Finding you

The way in which you cast your recruitment net may not be working for you. This means that there isn’t enough top talent approaching your organization. You may have vacancies for HR jobs in UAE, for instance; in this case limiting yourself to one rigid pathway will eliminate much of the vast pool of candidates who may otherwise be interested.


Allow hiring managers to have a flexible route to finding the right employees and adapt the hiring process to suit them. This may mean multiple ways of locating the right talent but ultimately casts the net wider. It allows the right candidates to follow the path that best suits them.

  1. A Candidate Looks Great On CV but Performs Badly at Interviews

Interviewing candidates is time-consuming and costly. For this reason, it is frustrating when a candidate that turned in a great CV and looked so promising turns out to be not so great a fit for your role after all.


Create a unique and powerful screening opportunity for candidates to demonstrate the skills you are looking for, alongside submitting their CV. For instance, a short video response if communication skills are key to the role, or an appropriate technical task.

  1. Great Candidate, Awful CV

You probably suspect that at some point, you’ve lost out on talent because their resume or application didn’t cut it. There are a number of valid reasons a great candidate can have a terrible CV, especially if they have not been actively seeking the role you are advertising.


Attach greater weight to alternative screening opportunities to ensure this type of candidate is not ruled out instantly. An agile hiring strategy will allow hiring manager the opportunity to spot this type of candidate and develop a process that allows them to shine too.

  1. Top Talent is Lost to Competition

If your organization is confident that there is the right talent within a pool of candidates, why waste time continuing down the traditional hiring funnel. This time-consuming process means you risk losing them to a competing organization.


Empower your hiring managers to extend offers as soon as they see fit.

In essence, an agile hiring strategy gives you the right tools to help you find the right employees more efficiently, and faster. In the current climate, this is essential if you are going to attract the top talent before they take up an offer elsewhere.

Testing is an important part of recruiting process for all the companies and also for the career development of employees. An aptitude test accurately measures your ability to respond to different conditions. It is one of the best ways to evaluate one’s capability of making instant decisions.

The test includes a proper structure of tests that includes different areas like logic, problem-solving, and many more. Aptitude test varies from job to job and company to company. This test is not only beneficial to the company but also the employee. It increases the effectiveness and efficiency of the employee from the point of view of his career.

Apart from these benefits, there are much more and some of them are:

Eliminate Discrimination: All the candidates are equal in these aptitude tests. Some candidates get benefit and partiality in education and recruitment process but at this point, everybody gets equal. So, Aptitude test helps in choosing the best one and deserved one. This should be the first priority of the employer.

Measurement and Comparison: An aptitude test can easily measure the individual’s ability as well as compare them with other candidates. These tests are more accurate and efficient and find the person who can handle the responsibly well enough which is very important to be a good decision maker and successful employee.

Standardization: As these tests are standardized, surety of valid results is there. There can be no chance of legal disputes for unfair results. Test results are always available. This is a great benefit of conducting online aptitude test.

Training: Every person is lack of something and aptitude test will show one’s weakness and strength. Different people have different skills so specialization becomes very important. It means appointing the right person for the right job at the right time. Aptitude test can help a company in organizing perfect training program.

Minimize anxiety: Recruitment is not as easy as it’s a long and tiring process. To decrease the stress, an aptitude test is a good option which makes this process very easy. Results are prepared by the computers which do not pressurize the company at all.

Cost Effectiveness: Online aptitude tests have completely substituted the old tradition of paper pen work. These tests are conducted on computers which are very cost-effective. It also decreases the expenses of managing the recruitment process. Thus, it takes less time and considered more by all the latest companies. A company can have a desired employee in no time.

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Higher Productivity: Overall, the benefit of conducting these tests in the recruitment process is productivity. It increases the productivity of company by decreasing the input costs as well as by choosing the best candidate among the great number of candidates.

Now, most of the companies use aptitude tests in their recruitment process. This is very useful in showing the person’s talent and limitations. If a company is about to begin or choose the aptitude test, first it should decide the reason for conducting the test. It wants to test intelligence, professional ability or some other skill.