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Why Software Developers Are Attending Hackathons

Post by Rich Moy on Mar 21, 2018 12:00:00 PM

More companies than ever understand that the potential benefits of attending and sponsoring hackathons are endless. Each event is an opportunity for employers from all industries to engage with a large pool of programmers and improve their reputation in the developer community.

But why do developers attend hackathons? After all, they wouldn’t exist if programmers weren’t investing their time this way.

We wanted to know the answer, too. So as part of the 2018 Developer Hiring Landscape, we asked respondents to tell us why hackathon events are appealing to them. Let’s take a look at some of their main reasons for attending them—and more importantly, what they mean for your developer hiring.

Which Industries Are Software Developers Working In?

Post by Rich Moy on Mar 19, 2018 12:00:00 PM

All the world's developers work for tech companies, right? Not exactly.

In this year’s edition of the Global Developer Hiring Landscape, we found that today’s developers work in a diverse range of industries. But what else does this mean for employers like you? How appealing are companies inside and outside the technology industry to developers? Let’s take a closer look at the results

Why You Shouldn't Rule Out Junior Developers for Remote Jobs

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

Offering remote working options to developers enables employers to tap into talent pools that they wouldn’t have been able to reach otherwise. But many experts agree that working remotely isn’t necessarily for everyone, and developers that work from home need to have a unique skill set to be productive. As a result, hiring managers often require remote developers to have a certain amount of experience. On paper, that might make a lot of sense. But is that the right approach to hiring for remote software development jobs?

In a recent live webinar that we hosted on hiring and managing remote developers, our panel argued that it doesn’t always make sense to offer work-from-home options only to senior-level programmers. What are some of the benefits of hiring junior developers for remote jobs, and what should you be looking for whenever you allow them to work from home? Read on to find out what our panel had to say.

Learn All About Developers with the 2018 Developer Hiring Landscape

The 2018 Developer Hiring Landscape covers everything you need to know about developers, including basic demographics, the education they've completed, employment status, salaries, favorite technologies, and more.

Over 100,000 respondents from around the world participated this year, making it the world’s largest and most comprehensive developer survey.

Here are some of the major findings from this year’s survey. You can download the full report to see more.

What to Do When Your SMART Tech Recruitment Goals Don't Work

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

You’ve done your research to understand your company’s tech hiring needs. You’ve solicited feedback from your executives to confirm that your team is working on the right things. You’ve thoroughly documented your action plan to hit your developer hiring goals. But even though you’ve followed all the principles behind creating S.M.A.R.T. goals, you discover something along the way that forces you to reevaluate everything. When all of the data suggests that you need to tweak your plan, there’s no getting around the fact that this is extraordinarily difficult for any talent acquisition leader to process.

So how can you bounce back when you don’t hit your S.M.A.R.T. goals? How do you edit or create brand new goals on the fly, without disrupting your team’s workflow for an extended period? Here are a few tips to help you along the way.

How to Get Ahead in the Competition for Remote Developers

Post by Rich Moy on Mar 6, 2018 12:00:00 PM

For years, companies that wanted to win at tech recruiting were encouraged to embrace remote working options. That recommendation hit home for a lot of employers last year, with 43 percent of employed Americans saying that they spent at least some time working remotely.

So, as remote work becomes more common across all industries, how can you stand out from the competition and attract remote software developers?

You’ve probably asked yourself this question in the past, only to find that it’s more difficult to answer as the competition increases. During a recent live panel webinar that we hosted, a group of talent acquisition and engineering managers shared their approaches to recruiting and managing remote employees. Here are a few things they had to say about getting ahead in the competition for remote developers.

4 Mistakes to Avoid When You Create Tech Recruitment Goals

Post by Rich Moy on Mar 1, 2018 2:00:00 PM

What are your biggest tech recruitment goals this year? Many of you would probably say, “To hire developers.” Of course that’s one of your team’s primary objectives. At the same time, your developer hiring process should be built on a foundation of smaller milestones. As a talent acquisition leader, goal setting is one of the most critical parts of your job. It also happens to be one of the most challenging parts of your role.

When it comes to developer hiring, your team’s work can have a huge impact on the entire organization—if you follow the principles behind S.M.A.R.T. goals. To help you create more meaningful tech recruitment goals, let’s take a closer look at a few mistakes that you should avoid at all costs.

How Your Developer Hiring Can Support Your Company’s Growth

Post by Rich Moy on Feb 27, 2018 12:00:00 PM

When you’re looking to backfill a developer role or two, it’s easy to understand the importance of finding and hiring qualified candidates. But as your company continues to evolve, your priority won’t be to replace programmers. Now, the challenge lies in creating a developer hiring strategy that helps your organization hit its goals today and well into the future.

As a talent acquisition leader, you and the team that you manage have an opportunity to support your company’s growth. According to Robert Half, one-fifth of CIOs in the United States plan on growing their tech teams in the first half of 2018. Still, you might be wondering if your developer hiring can make an impact on the entire business.

The answer? A resounding yes. This post will walk you through a few of the ways that your tech recruiting success can (and should) affect your company.

Is Your Organization Actually a Tech Company?

Post by Rich Moy on Feb 22, 2018 12:00:00 PM

How would you describe a “technology company?” If you’re like most people, you’d probably think of the typical traits of a tech startup. They’re small, but growing rapidly. They have offices that would make people envious, complete with amenities like catered lunches and refrigerators full of beer. But above anything else, technology companies sell software, right?

That might have been true in years past. But today, we live in an age where every company is a technology company. Todd Hazelton, Technology Product Editor at CNBC, recently wrote that the term “tech” has almost become meaningless. He adds, “Any company that starts up today has to change the industry it's competing in in order to excel. That comes through clever application of technology.”

So, does this mean that your company is a tech company? The answer is a resounding yes, and to attract the developers you want to hire, you need to embrace the fact that you (yes, you) are recruiting for a technology-driven organization. In fact, this should influence your entire employer branding strategy. Here are a few tips to help you create more effective tech recruitment strategies.

The Impact of Hiring Developers Too Slowly

Post by Rich Moy on Feb 20, 2018 12:00:00 PM

Imagine that you’re in the middle of a search for a UX developer and that you haven’t found “the one” just yet. At the same time, we’ll also say that your company has an excellent reputation in the software development community. On top of that, you also have quite a few applications waiting in your inbox.

Things are looking good in this scenario, right? Absolutely! But the temptation here would be to celebrate these accomplishments by slowing down your technical recruitment efforts—which would be a huge mistake.

We’re not suggesting that you should hire a candidate just for the sake of ending a search. In fact, our CEO Joel Spolsky says that each developer that you interview should meet with at least six people before you make a final decision. But things like passive candidate recruitment and employer branding should always be a priority, even when your talent acquisition strategy seems to be working. Why is this the case? Let’s take a closer look.

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