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The Top 3 Things That NYC Developers Look for in New Jobs

Post by Rich Moy on Oct 19, 2017 12:00:00 PM

There are a lot of advantages to recruiting NYC developers. The New York City metropolitan is home to 10% of the nation’s developers, and that number is sure to grow with the city’s recent investments in technology. No matter what type of developers you’re looking to hire, chances are that you’ll find them in New York City.

But that doesn’t mean that employers in the city are immune to the biggest tech hiring challenges. Most developers in New York City are currently employed, and there are far more open jobs than there are developers.

So how can you make your company stand out from the competition? Based on what we learned from the recent NYC Developer Hiring Ecosystem report, here are the top three things developers look for in new jobs.

Do You Have an Employer Branding Budget? Here's Why You Should.

Most developers already have jobs (so they aren’t actively looking for a new one), which is why employer branding is so crucial. If your employer brand doesn’t grab a developer’s attention, they’ll quickly move on to something else. But when it’s done well, your employer branding strategy can get even the most passive candidates excited about joining your company.

There’s no one secret formula to successful employer branding. Some companies use their internal employees to create their branding content, while others only allow HR or marketing to touch it. Some companies spend thousands of dollars a month, while others don’t spend a dime. If you fall into the latter, it might be time to revisit. Here’s why.

How to Measure Your Employer Branding Strategy for Developers

Post by Rich Moy on Oct 16, 2017 12:00:00 PM

Developers have made it clear that employer branding matters to them. In turn, employers have started thinking more like marketers to make themselves stand out from the competition. But even if you’re pouring your effort and creativity into your employer branding content, there’s one question you need to be able to answer: Is your employer branding strategy working?

That question might lead you to ask how to measure employer branding. If you commit to tracking the following metrics, you’ll put yourself in a stronger position to hit your recruiting goals this year and beyond.

5 Stats About NYC Developers You Need to Know

New York City is home to a diverse pool of technical talent, numerous company headquarters, and a strong venture capital presence. NYC-based companies that operate in industries ranging from financial technology to digital media are all on the hunt to hire their next developer (or their next 50). 

With such a competitive landscape, how can companies in NYC understand the market and better reach their ideal candidates? By looking at data such as the average NYC developer salary, job status, and technology preferences, you’ll have a solid foundation for hiring.

Here are five of the main takeaways from our recent report, The NYC Developer Hiring Ecosystem, that will help you with your tech hiring efforts.  

4 Mistakes That Could Make Your Best Developers Leave

Post by Rich Moy on Oct 10, 2017 12:00:00 PM

Heading into 2017, Future Workplace and Kronos found that 87% of employers said that improving retention was a critical priority. As a tech recruiter, this might not have come as a huge surprise to you. After all, 62% of developers are open to new jobs, and they have plenty of options to consider.

Retaining developers is just as important as finding new ones. But if you’re not careful, your best efforts to do so could actually drive them away. To help you avoid losing your best developers, let’s discuss four employee retention mistakes that you should avoid at all costs.

3 Developer Compensation Tactics You Should Avoid

Post by Rich Moy on Oct 9, 2017 12:00:00 PM

As a tech recruiter, seeing the latest developer salaries can be overwhelming, especially when you’re offering less. Knowing what developers expect to earn is empowering, but it also increases the pressure on your company to pay them fairly. After all, potential candidates and your current programmers can access the same salary data that you have.

The good news is that money isn’t the only thing that motivates developers. But there are also a few “creative” salary workarounds that could turn developers off. Here are a few developer compensation tactics that you should avoid.

3 Essential Components of an Employee Development Program

One of the most common ways to make your employees feel valued in the workplace is to offer some type of development program. Whether this is one-on-one coaching, a company-wide personal development program, or offering education programs, these initiatives should benefit both the employee and the employer.

This rings especially true for developers, who rated “opportunities for professional development” as the #1 thing they look for when assessing a potential job. Whether they want to advance up the ranks at their current company or learn new skills to support them in the long-run, working for companies that offer these programs is very important to them.

Based on information from one of my favorite HR-related books, Misplaced Talent, here are three essential components of an employee development program, as well as unique tips on how to roll out these programs to your developers.

What to Do When You Can’t Afford to Pay Market Value Salaries for Developers

Post by Rich Moy on Oct 4, 2017 12:00:00 PM

Until recently, the average software developer salary was a bit of a mystery. Everyone knew that tech talent was in high demand, but there wasn’t much of a consensus on what you should pay them. But today, developers and recruiters alike can easily find the information they need to make better decisions. This is an exciting development—unless your research shows that you can’t afford to pay today’s average salaries.

This begs the question: if your salaries are slightly lower than average, is it still possible to hire great developers? The answer isn’t a straightforward yes. But the good news is that there are other ways to attract top tech talent. This post will walk you through a few things you can do when you can’t afford to pay market value salaries for developers.

How Recruiting and Marketing Are Similar: What You Should Know

You’ve likely heard of the term “recruitment marketing”—the strategies and tactics an organization uses to find, attract, engage and nurture talent before they apply for a job. But what if we break that down and look at marketing and recruiting separately? As you think about it more and more, you’ll realize just how similar the two fields are.

The similarities between recruiting and marketing are so interesting to us here at Stack Overflow, we even hosted a webinar on it, called “Think Like a Marketer, Act Like a Recruiter.”

Here are a few ways that marketing and recruiting are similar, and how you can use these similarities and concepts in your developer hiring strategy moving forward.

Ask a Developer: Should Coding Tests Be a Part of the Application Process?

Post by Rich Moy on Sep 28, 2017 12:00:00 PM

Lately, there’s been a lot of talk about making coding tests a required component of job applications. Some employers see them as an easy way to screen programmers, improve candidate quality, and save recruiters time. But developers say that searching for new jobs and writing cover letters are two of the most annoying aspects of the job search. So we couldn’t help but wonder how programmers feel when they’re also required to take a short test before applying.

We reached out to a few developers to hear their thoughts about job applications with programming quizzes. Read on to find out what we learned.

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