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MR Manager – Developers are leaving you!



This is my opinion formed after conversations with Developers. Here are a few of the issues I see often:

1. Lack of People Skills  – If the manager lacks people skills, then they will rub people up the wrong way and developers overtime will want to move on. Very few people leave due to other reasons …and the problem is…many employees are never honest on why they left. They tell you what you want to hear because they want an easy exit and they know you can’t handle the truth graciously. Exit interviews *sometimes* are a waste of time, if you are working with an external company in your hiring process, they are likely to get more truth of why the person is leaving.


2.Tip of the Ice Berg – I can almost guarantee when you see a revolving door, that’s just a sign, there are deeper issues. Okay losing developers is not just losing one employee…it shows a danger of losing potential future candidates too. What do I mean? If there is a problem with the hiring manager and developers are constantly leaving, I might also question whether he/she is hiring the wrong people and also rejecting the right people – my point is most “issues” have brothers and sisters so when you see one “issue” …there are potentially many more!


3. Protecting your brand – Every time you lose a developer due to bad management, you lost 3 more…(virtually) ….let me explain…the development world tends to be a small community…and once a developer tells another “avoid company XYZ”…that’s not good for you…and I see it all the time.


4.Training – Most managers are great at their jobs..…(designated day to day tasks) ..but what training have they received to be good managers? As a manager myself, it took me a while to realise I was a nice person but not a great manager so I had to start training and improving my skills. Feel free to ask how I realised I was not good….


5. The Main Problem – When is the last time you as a manager got feedback from those you manage, like honest feedback? Asking a simple question such as ” how can I help you do your job better?” May be seen as a point of weakness but actually it’s a sign of strength, humility and honour. This question says to the person you are managing “ You know you better than I know you, so please let me in your world and coupled with my skills, I can do a better job”. We can’t think the title “manager” means we know everything about people we are managing? These are beings we are dealing with, ( humans are complex )  and the people we are managing probably don’t know everything about themselves so how can we think we do?


“When is the last time you as a manager got feedback from those you manage, like honest feedback? Asking a simple question such as ” how can I help you do your job better?”


Questions to ask yourself

1.       When is the last time you did some management training?

2.       When is the last time you asked for feedback from your team?

3.       When is the last time you allowed members of your team to change your mind about an issue?

4.       When is the last time you apologised to someone you manage?

5.       When is the last time you realised you made a mistake and admitted it?


(I will address the importance of the questions above  next time)



There are many solutions, but basically we have to start by realising that we are human beings, meaning FAR from perfect, before we point fingers, examine ourselves first, ask for feedback and look to improve. Treat our teams as we would want to be treated.


Ask your team to do a role play of how you act in general, ha! – be calm and ready for a surprise!


Matt – C2B

Recruitment Blame Game

I sat down with a CEO of an international Tech company who made an amazing statement regarding a recruitment decision that went wrong, he said “that was my fault”…..I was amazed by this because 2 weeks prior, we lost a client because we challenged the hiring manager on how they treated a few candidates during their interviews. Some of those candidates were not from us but we knew them so out of care and concern, we wanted to share this with the hiring manager so they can improve.

We found out very quickly that sometimes people do not want to look themselves in the mirror, it’s easier to point a finger…Especially when things go wrong…it’s the “recruiters” fault. Interesting enough, this particular client said they were looking for a *recruitment partner*….if you are in a relationship with anyone you care about, I can guarantee there are things you will not tolerate and you will raise concerns about those things…. Unless the word *partner* means something different when it comes to recruitment?

Someone once said the way you do something is the way you do everything. As someone who is in a relationship with my wife, relationships with family & friends, when issues occur, no matter what, I believe every problem I am 50% of the problem. The reason I see it this way is because when I look at so many situations, I always think there is a way that could have been done better, maybe I could have reacted better, maybe if I did XYZ the I could have prevented the situation etc.  It’s hard to be in a relationship with someone who is not aware of their faults and they always think you are the problem. If you have a problem with everyone or always tend to have a problem with people then guess who’s the problem, YOU!

I think it’s important we change our thinking, if you are looking to *partner* with someone, be willing to accept correction. You are not perfect, you don’t know everything and so you will need to listen to other people who may know more about a certain area that you don’t, as long as their motives and intentions are right, then you should at least listen. Correction is always hard to take but it’s momentarily, but mistakes that could have been avoided are more painful and have lasting consequences.

A man once said the minute you draw the sword, you are equally responsible for the blood so next time something goes wrong, before you lift up your sword & fingers, think solution first , look at yourself second , think solution again, discuss any issues with respect and honour, don’t attack the other person’s character and take it from there.

Back to the CEO, I can see why he’s so successful, his attitude is amazing, and I can see why his company will be smashing it this year, I was impressed because he listened, truth is truth whether it’s coming from a 3 year old or a 50 year old, it’s still true. Lastly remember the way you do something is the way you do everything, chances are, if you can’t handle corrections in the work place, you probably won’t be able to in other areas of your life. What will happen is, you will be like a porcupine, no one wants to be pricked so people will stay arm’s length and leave you to swim in your mistakes and problems. Change your thinking, embrace correction….

Written by Mathew Kimani – PHP Web Development Talent Sourcing |

The Brand Called you

We have heard many people say social media is a very powerful tool and I want to jump on this bandwagon and share the experience that I’ve found as a recruiter and predict that it will only become more important as the years go on!

This may not be the first time you have heard this but I cannot stress enough that nowadays recruitment goes far beyond a CV. You are representing “brand you” on every social platform you are on. There are a variety of ways companies will gain a snapshot of who you are and whether you will be right for them.

 Suddenly feel like you’re in a goldfish bowl? I know the feeling!

The age of being solely reliant on a CV is very much coming to an end and It’s not just recruiters who will look at a candidate’s social media pages even hiring managers!

I can give you examples of this –  one of my clients in particular doesn’t just use a CV as a way of deciding to interview or not, in fact by rule of thumb they will almost always check out their LinkedIn page and often even decide not to interview based on that alone!

This may be more severe in cases where you work for a charity or company who is openly committed to a cause. Hiring managers really care about who they are investing their time and money into and want to ensure that who you are outside of the office is consistent and true to who you represent in an interview or on a CV.

 So how can you improve brand you and make your social sites work for you?

  • Have a goal in mind, be actively thinking of why you are on a certain site and what you want to gain from it.
  • Be wise with your time and intentional with what social media platform you use and tailor it to the industry you are in.
  • Join relevant groups and share and discuss things that are associated to your work.
  • Twitter is a great way to network professionally but using an informal platform!

Things to be mindful off:

  • Types of pictures you have displayed – keep things consistent and ensure content and images are representing you well!
  • What you are saying about your current company – if you are speaking negatively about your bosses on your pages you will be leaving that job you hate a lot faster than you could have imagined. It also doesn’t represent you very well to future bosses!
  • Keep it PRIVATE – If you really don’t want your social pages to affect your brand it’s probably best to keep your accounts private.
  • I love the phrase ‘if you don’t have anything nice to say don’t say it’ – people invest in people! Most hiring managers want to work with people who are kind, professional and easy to work with, you don’t want people to assume that you will be hard work and a handful to deal with!

By Natasha Kimani

Recruiter’s It’s Time To Admit …….There Are No Hidden Candidates

Some people may not want to admit this, but I’ll say it anyhow. There are no hidden candidates! With the advanced Technology, you can find anyone, anywhere [if you have the skill & time].

This is bad news for recruiters who use these lines as their USP [size of their database, Quality of CRM, Industry knowledge, ability to build relationships etc.] all these are important, however what’s more important is the process.

It’s never been easier for employees to find new jobs or worse take a new job for a few months and if it “doesn’t work out” then move on.

It is a candidate driven market and I know many companies are desperate for quality employees. As a founder, I am doing all I can to hold on to mine as they are daily inundated with offers.

If you are desperate to make friends, the wrong thing to do is organise a party and advertise it on Facebook, that’s not the kind of attention you want, its short lived and they will soon leave and only you will be left to clean up the mess.

My point is, in this candidate driven market, we need to be in control, we need to make the process thorough [Not easy, Not difficult but thorough].  Process pays, on my next  article,  I’ll explain why and give 2 recent examples of real results of process vs no clear process.

By Mathew Kimani- C2B Recruitment Business Partner

10 Months in Recruitment…3 Things I Have Learnt!

Not To Fear

As a new recruiter, fear is what held me back the most. I remember making my first few calls trying to speak as quickly as possible to explain the role in one breath and then encouraging every form of future communication to be done via email. I quickly learnt fear doesn’t build relationships and recruitment is only ever about building and nurturing relationships. The way I overcame my fears  was by literally  listing them and tackling them one by one.

Please see new recruiter rears below….

  • Fear of Sounding Inexperienced
  • Fear of making blundering mistakes
  • Fear of technical roles
  • Fear of  mispronunciation someones name…….Just to mention a few 

“Fear doesn’t build relationships and recruitment is only ever about building and nurturing relationships.”

From identifying these fears It was obvious what I needed to do to overcome them. Recruitment like many other professions, is about building good habits without becoming robotic. By identifying simple and effective habits I was able to overcome my fears in order to develop genuine rapport and most importantly build my confidence as a recruiter.

Ears Are  A Recruiters Best Friend

Two ears to one mouth is a very important ratio within recruitment. There is real beauty in listening to clients and candidates because it helped me to understand the core motivations behind a job search and ultimately help to create a better match. For example when a candidate would express their dislike for working in a small companies and I was recruiting for a start-up I was able to save precious time. The great thing is the more  I learnt to take the time to understand  a candidates situation in that present moment when the right role came up time had already been saved in advanced. #EARPOWER

Recruitment is “Fantastic”

I have left approximately 856 voice mail messages, sent well over 3000 emails and said the word “fantastic” over 60,000 times. I have learnt about people’s dogs, favourite holiday destinations, terrible interview experiences and even the secret to the perfect spaghetti bolognese (its tomato ketchup…apparently) I have had some thoroughly first class banter with both candidates and clients and I know that recruiters are not the nations favourite people, most recruiters however are passionate, filled to the brim with coffee and dedicated to changing lives one job at a time.


Written By Crystal Rowe C2B Account Manager