Fall is a season of new beginnings. Students are full of optimism about a new school year. People break sweaters out of storage for cooler temperatures and holiday celebrations. And even trees get in on the transformation. At Stack Overflow, we’re celebrating fall with a form of renewal entirely our own: by allowing companies to refresh their employer branding strategy for developers.
After evolving our Talent platform to include things like improved reporting on Job Listings and more responsive Company Pages, we declared September “Back to Branding” month. To celebrate, we encouraged employers to update their Company Pages on Stack Overflow. A team of our developers then reviewed these changes asking: upon reviewing these pages, where would I want to work (if Stack Overflow wasn’t so great)?
Based on our engineers’ feedback, here are ten company pages they love, organized into sub-categories to highlight what stuck out about the companies.Read More
For many organizations, the process of establishing salary ranges is almost a yearly tradition. Typically, employers consider a variety of factors, such as the importance of each role and the company’s financial standing, to determine pay rates for each job. While average market rates influence this process, it’s difficult for many leaders to find reliable information about developer salaries.
But with the amount of data available today, many employers are taking another look at their compensation strategies. There are a few critical questions that these organizations ask themselves. What are developers earning on the open market? How do our offerings compare to what programmers will find elsewhere? How much room do we have to increase our budget and compete for tech talent?
To answer these questions for your company, here are a few things that fair pay scales for developers have in common.Read More
Many aspects of the technology landscape change on an almost constant basis. As a result, even the most established companies in the world are starting to see themselves as technology-driven organizations. But as the business landscape evolves, one thing has remained consistent: For the developers driving this innovation, salary is one of the most crucial job evaluation criteria.
Today, talent acquisition leaders have more insights about developer salaries than they’ve had in years past. While salary data can help you optimize your hiring strategy in many ways, it also creates new challenges for employers. Each time salary predictions are updated, it also equips developers to compare their compensation to current market trends. If they find that they’re earning less than their peers, it’s not difficult for them to find new job opportunities.
So how should salary trends influence developer salary increases? Here are a few things to keep in mind.Read More
Out of all the topics that we’ve covered on this blog, employer branding is our third largest category—and for good reason. Large organizations such as The Washington Post have made subtle tweaks to their employer branding strategy that enable them to attract and engage with developers. There’s also plenty of data that suggests that there are serious financial implications for companies that don’t make branding a priority.
Over the last few years, developers have said that company culture is one of their top priorities in a new job. In response, many talent acquisition leaders are applying storytelling concepts to their employer branding strategy. When you hear the word “storytelling,” you probably think about long-form articles or novels that inspired and moved you deeply.
But are developers looking for a traditional story arc that’s inspired by your company mission? Or are they just looking for the facts? We asked a few developers about how they evaluate a company’s employer branding story. Here’s what they had to say.Read More
With an ever-changing technology landscape, even the most seasoned executives tend to be more reactive than proactive about hiring developers. Over the last few years, experts have recommended an agile approach to tech recruiting, which involves adapting based on short feedback cycles. We even made the argument for building tech teams with that approach back in 2015.
At the same time, KPMG and Harvey Nash found that 65% of CIOs still feel that a lack of talent holds back their organization. So how can you strike a balance between adapting to unexpected change and supporting your company through developer hiring?
As part of a process known as strategic workforce planning, talent acquisition leaders seek to align their priorities with the needs of their companies. With just a few months remaining in the year, this is an ideal time to start thinking through this, especially from a tech recruitment standpoint. In this post, we’ll explore why it’s essential to have a long-term plan in place to maintain and grow your technical staff.Read More
As the summer winds down, this is an ideal time for your technical recruiters to prepare for one final push to fill their critical open roles. Because they face intense competition for tech talent, they’re probably laser-focused on nothing but hitting their hiring goals before the end of the year.
But for talent acquisition managers, the next few months are important for identifying priorities for 2019 and beyond. Which developer roles will you need to hire for this time next year, and what will it cost to do so?
Still, with looming deadlines remaining for the current calendar year, it’s easy to delay creating future recruitment budgets until it’s absolutely necessary. To help jumpstart your 2019 planning, here are a few benefits of starting right now.Read More
Although it was first explored in an academic setting back in the mid-1990s, the term “employer brand” is often (and mistakenly) viewed as a buzzword in HR circles today. This is especially the case when it comes to hiring developers, many of whom aren’t eager to switch jobs. In recent years, we’ve seen plenty of examples of compelling employer branding materials that have helped talent acquisition teams engage and connect with passive tech candidates.
It’s not difficult to see how employer branding can boost your hiring strategy when you need to increase awareness. But what if you lead recruitment for a large organization with a decades-long history? How much time should you invest in building your employer brand if your business is already widely recognized?
Recent studies show that well-known companies have the most to lose if they don’t take their employer brand seriously. Wade Burgess of the Harvard Business Review says that if a company with over 10,000 employees has a negative reputation, it could cost them up to $7 million in additional wages. In this post, we’ll take a closer look at a few other ways that your employer brand delivers value to your entire organization.Read More
The Washington Post is one of the world’s most recognizable news brands, attracting an average of 100 million readers a month. In recent years, The Post has transformed itself into a media and technology company, placing rapid experimentation, innovation and the user experience at the forefront of its strategy.
To support these changes, the company has overhauled its employer branding strategy. We spoke to Austin Graff, a Talent Marketing and Brand Specialist for The Post, about how it redefined its employer brand to attract technical candidates. Here’s what he had to say.Read More
Over the last few years, recruitment teams have gotten more comfortable with using data to make informed decisions. One of the most common things that talent acquisition managers measure is the return on investment (ROI) of their developer hiring initiatives. Things such as application rates and cost-per-hire are fairly straightforward to understand.
Still, there are many other facets of a recruitment strategy that you should measure. In fact, you could argue that onboarding programs are just as crucial to your developer hiring success. But how do you calculate the ROI of onboarding developers? Here are a few things to consider.Read More