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4 More Data-Driven Ways to Improve Your Technical Recruiting

Post by Rich Moy on Sep 20, 2017 12:00:00 PM

For a long time, tech recruiters measured their success solely by the number of developers they hired. But technical recruiting has become incredibly sophisticated. Today, recruiters have more insights to understand their target developer audiences, measure engagement at each stage of the hiring process, and retain top talent.

Creating a data-driven recruitment strategy might sound intimidating, but it doesn’t have to be overly complicated. Use these four tactics to improve your technical recruiting.

3 Ways Developer Salary Data Should Impact Your Recruiting Strategy

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

Developers have a lot of job options. With tools like our new Salary Calculator at their disposal, they have plenty of information to help them make better career decisions. That might sound intimidating, but you can also use the insights from developer salary data to increase your ability to recruit them.

Still not sure where to begin? This post will show you three ways to apply this knowledge and make meaningful changes to your recruiting strategy.

How to Shorten Your Job Application Process for Developers

It’s no secret that developers think the job search process is broken and are crossing their fingers that employers start to take notice. While you can eliminate brain teasers in your interviews and send every applicant a personal follow-up, the truth is that none of that matters if your initial job application process stinks.

Whether it’s marking once-mandatory fields as optional or revisiting your application process altogether, here are a few ways to shorten your job application process for developers.

The Importance of Creating Developer Candidate Personas [Free Template]

Marketing and HR have a lot in common. At their very core is the importance of communicationcommunicating externally about their products and services, their company, their brand, and their open positions. They’re also communicating internally about buyer or candidate needs, wants, and pain points so that internal teams incorporate feedback into the products they’re building and the company cultures they’re creating.

So it’s not surprising then, that the process of finding, sourcing, and attracting candidates (recruiting) for your company is similar to the process of finding, sourcing, and attracting buyers for your products and services (marketing). The process, or context, is the same. The content and conversations might be different. But it all starts with understanding your audience.

Two ways to understand your audience are by creating personas. Marketers create and use buyer personassemi-fictional representations of the ideal customer based on real data and educated speculation around buyer demographics, behavior patterns, motivations, and goals. Recruiters and HR professionals can create and use candidate personashiring profiles of your ideal candidate based on real data and educated speculation around candidate skill sets, qualifications, motivations, and goals. 

Here are five reasons why you need to create developer candidate personas for your hiring efforts. 

5 Developer Hiring Myths Recruiters Believe, But Shouldn’t

Post by Rich Moy on Sep 11, 2017 12:00:00 PM

There's no denying that the developer hiring landscape is constantly evolving, and yet many tech recruiters still rely on "proven" tactics that worked in the past. As a result, developers often go into recruitment conversations expecting the worst. The good news is that they've made no secret of how they want to be recruited, and what will drive them away.

Still, change is hard. If you’re struggling to find tech talent, you probably know that you need to adjust your approach. But where do you begin? To help you get your recruiting strategy back on track, let’s discuss a few of the most common developer hiring myths—and why you should avoid them.

5 Questions to Ask to Understand Your Developer Candidate Personas

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

When it comes to hiring programmers, you can’t settle for “good enough.” But what’s the difference between a solid candidate and the right one? The answer to that question has a lot of layers—and that’s where developer candidate personas come in.

Candidate personas are hiring profiles of your ideal candidate based on real data and educated speculation. They help you understand the developers you want to hire on a professional and personal level, which makes it much easier to target your recruiting strategy to them.

When you sit down to craft your personas, you might find yourself staring blankly at a white screen with no clue how to begin. Before you spend time and money on research, ask these questions to yourself to help you develop them.

3 Places Developers Want to See Your Employer Branding Content

Developers want to have an idea of what it’s like to work at your company before they spend their time interviewing, and creating great employer branding content is an easy way to make this happen.

Here are three main places where developers go to see the employer branding content you’re creating. How many of these are you using right now to post your employer branding messaging? 

Where to Go to Learn More About Your Ideal Developer Candidates

Post by Rich Moy on Sep 5, 2017 12:00:00 PM

All successful developer hiring campaigns begin with the same thing: candidate research. There’s good reason for this. Identifying their skill sets, qualifications, motivations, and goals helps you target your recruiting message. It also gives you a clearer idea of exactly which types of developers to recruit.

Even though the impact of knowing your audience is obvious, you still might be thinking, “Where do I even begin?” But don’t worry—this post will show you where you can find the insights you need to understand your ideal developer candidates on a deeper level.

4 Things You Can Do to Become a Technical Recruiter

Post by Rich Moy on Aug 31, 2017 12:00:00 PM

Tech recruiting is a unique challenge. It’s a fast-paced role in a world where the talent pool is mostly passive. It requires a laser-sharp focus to keep your hiring process on track. And it requires you to find creative ways to hit your hiring goals without treating people like commodities.

Does this sound tough? That’s because it is! Thankfully, there are some powerful, yet straightforward steps you can take to become a technical recruiter. After you read this article, you’ll have an easy-to-follow action plan to help you get started.

2 Free Ways to Improve Your Tech Recruiting

Between job boards, applicant tracking systems, advertisements, events, and employee salaries, the costs of a successful recruiting team can be high. This especially rings true if you’re a small team (or even your company’s lone recruiter).

Here are a few easy ways you can improve your tech recruiting without spending a dime.

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