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3 Keys to Solving Your Biggest Developer Hiring Challenges

Post by Rich Moy on May 17, 2018 1:00:00 PM

To anyone who isn’t involved in hiring developers, talent acquisition might seem straightforward. All it takes is a few job listings and a little patience, right? Of course, you know that finding tech talent is much more difficult than that. You also understand that you need to think outside of the box to hit your aggressive hiring goals.

But how can you tell if a creative developer hiring idea will drive tangible results? Let’s take a closer look at the key components of an outside-the-box initiative that gets your executive team excited.

How to Pitch a New Developer Hiring Initiative to Your C-Suite

Post by Rich Moy on May 15, 2018 12:00:00 PM

Coming up with new tech recruiting ideas can be a lot of fun. It gives you the chance to be creative and think outside of the box to impact your company through your talent management strategy. As exciting as this process can be, your ideas also need the approval of your C-Suite. Since those executives are under a lot of pressure, it can be difficult to get the green light from them if your pitch is half-baked.

No matter the scope of your idea, there are a few things that you should include in your initial pitch. In this post, we’ll discuss three essential components of a successful business case for a new developer hiring initiative.

Why You Should Acknowledge the Risks of Your Developer Hiring Strategy

Post by Rich Moy on May 10, 2018 12:00:00 PM

Pitching a new developer hiring initiative is exciting. You’ve done your research, identified a project that could have a significant impact on your company, and you have a plan for maximizing every dollar that you think it will cost. The only thing left is to show your C-Level executives all of the work that you’ve done and ask them to sign a few checks, right?

Before you get ahead of yourself, it’s important to take a step back and acknowledge the risks of this new initiative. Yes, the risks. As a talent acquisition leader, your executive team looks to you to identify all of the potential outcomes of a project, especially those that aren’t ideal. If you’re not willing to identify where your plan could fall short, it’ll be hard to get the green light from C-Level executives to move forward.

The good news is that highlighting these risks can also benefit you. Here are a few reasons why it’s a good idea to acknowledge the risks when you pitch a new idea to executives.

How Developer Hiring Impacts Your Entire Organization (and Why it Matters)

Post by Rich Moy on May 8, 2018 12:00:00 PM

As a talent acquisition leader, developer hiring is likely one of your biggest priorities. Aside from the team of HR professionals and recruiters that you lead, you’re probably talking to the engineering managers more often than anyone else at your company. Your approach to tech recruiting impacts them more directly than any other manager, so this makes sense. But the most successful talent acquisition leaders know that developer hiring also affects every team across the organization.

Not sure why your tech talent management strategy matters to so many people? Let’s take a closer look at how your developer hiring impacts the entire company.

4 Mistakes to Avoid When Building a Business Case for Hiring Developers

Post by Rich Moy on May 2, 2018 12:00:00 PM

Steve Jobs once said, “You’ve got to be willing to crash and burn. If you’re afraid of failing, you won’t get very far.” At the same time, he didn’t suggest being completely reckless. Even if you have the strongest hunch that a particular tactic or tool will help you hire developers, it’s virtually impossible to get the green light from your executive team without a compelling business case.

The textbook definition of a business case is "a document that captures the reasoning for initiating a project or task." The good news is that it doesn’t have to be a long document. But there are a few mistakes that could mean the difference between optimizing your talent management strategy and having to scrap an idea. Here are a few pitfalls to avoid whenever you build a business case for hiring developers.

3 Things That Exceptional Talent Acquisition Leaders Have in Common

Post by Rich Moy on Apr 25, 2018 12:00:00 PM

Your developer hiring strategy can have a long-lasting impact. With the right combination of tech recruiting tools and tactics, you’ll find talented candidates and improve your company’s reputation in the software development community. But to get the results that it should deliver, that talent management strategy needs to be led by a strong leader.

Of course, every manager on the planet has a unique approach to leadership. Still, there are a few traits that all exceptional talent acquisition leaders have in common. In this post, we’ll walk through some of the soft skills that you need to support your entire organization through your developer hiring.

3 Crucial Questions to Ask About Your Tech Recruitment Goals

Post by Rich Moy on Apr 16, 2018 12:00:00 PM

Goal setting is critical to your developer hiring strategy. But as obvious as that statement might be, most talent acquisition leaders would probably agree that establishing goals is never easy.

Considering that over 90% of developers are employed at least part time, you need to ensure that your tech recruiters are productive and working on the right things. Still, you might be wondering how your tech recruiting tactics are making a marked impact on your company through your developer hiring. To help you keep your tech talent management strategy on track, here are a few crucial questions to ask yourself about every tech recruitment goal that you’ve set.

What Are Developers’ Biggest Career Development Goals?

Post by Rich Moy on Apr 10, 2018 12:00:00 PM

Time and time again, developers have said that opportunities for professional development are among their most crucial job evaluation criteria. As part of this year’s Global Developer Hiring Landscape, we were curious to learn more about the types of opportunities that they want. To find the answers we were looking for, we asked respondents to tell us their biggest career goals.

So, what do programmers want to be doing in five years? As an employer, how can you adjust your professional development programs to help them achieve those career development goals? In this post, we’ll unpack the answers to both of these questions, which will help you stand out in the competition to hire technical talent.

4 Common Misconceptions About Coding Bootcamp Graduates

Post by Rich Moy on Apr 5, 2018 12:00:00 PM

Over the last few years, coding bootcamp graduates have proven to be incredible additions to engineering teams. Still, there are plenty of widely-held beliefs about bootcamp graduates that enter the workforce. But after we looked at the results from the 2018 Global Developer Hiring Landscape, it became obvious that these beliefs are nothing more than misconceptions.

What types of professionals are graduating from coding bootcamps? How long does it take them to find jobs after completing one of these programs? What are the biggest motivators for enrolling in a bootcamp? Let’s take a closer look and debunk some of the most common misconceptions about coding bootcamp graduates.

How to Find and Hire a Data Analyst

Post by Rich Moy on Apr 3, 2018 12:00:00 PM

Last year, IBM predicted that the demand for Data Scientists would increase 28% by 2020. So for many people, it was probably no surprise to find that in this year’s Developer Hiring Landscape report, Data Scientists reported some of the highest salaries across the globe. But Data Analysts weren’t far behind, with median earnings of $59,000 (USD) globally and $90,000 in the US alone. That begs the question: what’s the difference between Data Scientist jobs and Data Analyst jobs?

According to Martin Schedlbauer, Director of Northeastern University’s data science and analytics programs, Data Scientists are tasked with constructing new processes for data modeling and production. On the other hand, Schedlbauer says that the role of Data Analysts is to identify trends, develop charts, and create visual presentations so that business can make more strategic decisions.

Now that we understand the direct impact that Data Analysts can have on a business, it’s easy to see why they’re in such high demand. How can you stand out from the competition to hire the analysts you need? Let’s take a closer look.

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