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4 Stats About Passive Candidates You Need to Know

Post by Rich Moy on Feb 21, 2017 12:00:00 PM

Meeting your hiring goals this year will require (yes, require) you to recruit and engage with passive candidates. It’s no secret that the competition to hire the best developers is fierce, and a majority of developers already have jobs. This might make it seem intimidating to reach out to a programmer who isn’t actively looking for a new job, but here are a few statistics will give you the motivation to shift more of your attention to recruiting passive candidates.

How to Recruit Developers for New Technologies

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

Conventional wisdom might tell you that success for a tech recruiter is defined by his or her ability to find an exact match for a role based on a list of required programming languages and years of experience. However, new programming languages have become integral components of modern tech stacks. While this is an exciting (and necessary) piece of your company’s growth, some of these key technologies have only existed for a short time, making it much harder to source and recruit developers simply by matching their experience to a templated job description. Finding the right developers to build products using newer technologies is a unique challenge, but here are a few tips to help you get started.

How to Involve Your C-Suite in Your Tech Hiring Process

Post by Rich Moy on Feb 13, 2017 12:00:00 PM

There were a few times over the course of my recruiting career when I had to email a hiring manager and say, “I know you want to make an offer, but the executive team needs to sign off first.” It was incredibly frustrating, and there were even a couple instances in which we lost top candidates while we waited for a final decision from the top. As easy as it was for us to wish that they’d just “let us do our jobs,” the reality is that C-level executives should be involved in the hiring process, especially when it comes to selecting the right developers. The challenge for you is understanding how much of their input is appropriate. After all, it would be ill-advised to ignore their wisdom just for the sake of filling open technical roles. But how do you figure out how to effectively involve your C-suite in technical hiring decisions—and how do you manage everyone’s expectations?

How to Turn Your Developers Into Brand Storytellers

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

Because developers have no shortage of job opportunities, they’re always looking to learn more about what makes one company more exciting to work for than the competition. While tech recruiters could pitch benefits and perks until they’re blue in the face, your organization’s most influential brand storytellers are often your current developers themselves. A talented developer has heard just about every sales pitch in the book, but when a fellow programmer speaks glowingly of his or her company or the projects the team is working on, it's difficult for even the most in-demand candidates to ignore that type of review. Turning your developers into brand storytellers won’t happen overnight, but here are a few tips to help you get started.

How Engineering Managers Can Effectively Manage a Remote Team of Developers

Managing a large team of developers has its own set of challenges, but what happens when that team is fully – or mostly – remote? With a remote team, you can’t walk over to someone’s desk and see how they’re doing. Employees may be working from all around the world in different time zones, so getting together all at once might be impossible. The list goes on.

But it can be done! And lots of companies are successfully running a remote engineering team. Here are some tips from Engineering Managers and CEOs on how they manage their remote development teams.

Ask a Developer - What Should the Recruiter-Candidate Relationship Look Like?

Post by Rich Moy on Feb 7, 2017 12:00:00 PM

Your ability to meet your tech hiring goals in 2017 will boil down to the relationships you build with developers. While most recruiters would probably say that they’re confident in their ability to create rapport with candidates, it’s important to know what developers look for when they’re approached about a new opportunity. We were curious to find out, so we reached out to a few developers to hear their thoughts on an ideal approach to candidate relationship management.

Why Relationships in Developer Hiring Are More Important Than Ever

Post by Rich Moy on Feb 2, 2017 12:00:00 PM

Many recruiters I know got into the profession because they truly enjoy building relationships with people. But with long lists of recruiting tasks that are primarily administrative at times, it’s easy for technical recruiters to say that building relationships with developers is a nice, but unrealistic idea. The problem with this mindset is that developers have made no secret of the fact that they expect recruiters to do their homework before they reach out. Although you might be tired of hearing about the importance of getting to know developers on a personal level, your willingness to embrace relationship recruiting in 2017 could be the difference in meeting your developer hiring goals and missing them.

How to Build Rapport With Developers Throughout the Hiring Process

Post by Rich Moy on Feb 1, 2017 1:00:00 PM

I have vivid memories of the first couple of interviews I led as a recruiter, mostly concerning what I did wrong. My biggest mistake was approaching them as if I was the only person who had any leverage. But what I eventually realized was that these candidates were real people with very real fears and goals. And because my relationship recruiting skills weren’t quite up to par, I also wasn’t putting my company in the strongest position to hire the people we wanted.

How I Hire: Jeff McConathy, VP of Engineering for Consumer Services at Trulia

 It's safe to say that Jeff McConathy is a loyal Trulian. Having spent 11 years at the company, Jeff currently serves as the VP of Engineering for Consumer Services. Read on to learn how he interviews for culture fit and the impact a "no jerks" policy has had on the technical team. 

The Difference Between Job Satisfaction and Employee Engagement

Post by Rich Moy on Jan 27, 2017 12:00:00 PM

When you have an office full of developers who seem to be happy with their jobs, it’s common to think that there isn't much cause for worry. You think to yourself, “Happy developers equals engaged developers, right?” While you should be commended if your engineering team feels this level of satisfaction with their work situation, you shouldn’t lose sight of the fact that there are a lot of factors that make developers comfortable at work, but don’t necessarily measure their level of engagement or loyalty to your company. To meet the loftiest hiring and employee retention goals, it’s important for technical recruiters to understand the difference between job satisfaction and employee engagement.

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