<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=1621132604871265&amp;ev=PageView&amp;noscript=1">

How to Build Partnerships With Tech Hiring Managers

Post by Rich Moy on Jul 17, 2018 12:00:00 PM

A 2016 Bersin by Deloitte report found that the most influential predictor of talent acquisition performance is a healthy relationship between a recruiter and a hiring manager. Since then, not much has changed. Paweł Rzymkiewicz, Head of Engineering at Codility, recently wrote that alignment between engineers and recruiters could help companies ensure their success in the short and long term.

That doesn’t mean building these relationships is a simple task. Even the most experienced recruiting professionals can think of at least one hiring manager that presents a consistent challenge to them. So how can you foster stronger partnerships with them and coach your recruiters to do the same? We posed this question to David Haney, an Engineering Manager here at Stack Overflow. Here’s what he had to say.

Hiring Developers in the Asia-Pacific Region

You've likely seen our blog posts about the North American and UKI Developer Landscape reports, which focus on regional developer data in those areas. But those aren't the only regions who are home to a large number of those in the software industry. Today, we'll explore the population of software developers in the Asia-Pacific region, what their characteristics are, and how they compare to their counterparts elsewhere.

The True Value of Talent Acquisition to Your Company

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

In the past, talent acquisition professionals were viewed as internal consultants. If an urgent position became vacant, C-level executives looked to these teams to “take care of it.” What did this mean for recruiters and HR leaders? In many cases, the expectation was that they would post job listings online, find a few candidates, and hire the right person for the job within a matter of days.

Of course, this is an incredibly reductive view of the work that your team does, especially when it comes to hiring developers. But how can HR leaders communicate the full value of their talent acquisition strategies to their executives? Here are a few points to keep in mind.

4 Mistakes to Avoid When Motivating Your Tech Recruitment Team

Post by Rich Moy on Jun 28, 2018 12:00:00 PM

On the surface, the concept of managing employees seems simple. You set their goals, help them work towards hitting them, and make adjustments whenever necessary. Of course, it’s much more complicated than that. Jeff Haden of CBS MoneyWatch once wrote, “Managing is straightforward; leadership is not. You really earn your management stripes when the right answer is, at times, also the hardest answer.”

Earning those management stripes often means making mistakes along the way. But even with the pressure to hire developers increasing, here are a few pitfalls that all talent acquisition leaders should avoid.

Why Your Company's Industry Should Influence Your Tech Recruitment Strategy

Post by Rich Moy on Jun 26, 2018 12:00:00 PM

When you browse open HR leadership jobs, you’ll find a few things in common. Companies look for people who have developed and executed large-scale recruiting strategies, worked with senior leadership to identify talent gaps, and managed complex budgets. In recent years, one qualification that has increased in desirability is expertise in the organization’s industry—or at least the ability to learn about it quickly.

Sure, this is a requirement for all roles across your company. But as a tech recruitment leader, your success is directly tied to how much you know about your industry and why your company stands out in it. Here are a few reasons why you should take this bullet point in your job description very seriously.

Hiring Developers in the Nordics: 3 Things to Implement for Success

Companies hiring technical roles in the Nordics have a unique set of challenges, ranging from a high level of overall employment to a rise in job and task automation. Because of these challenges, companies are forced to “think outside the box” when it comes to their hiring strategies, particularly for developers. Here are three things your company can implement for potential success.

How Your Tech Recruitment Goals Should Influence Cost-Per-Hire

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

Leading the talent acquisition function of a growing company has a lot of unique challenges. There are some days when it seems like your team will never hit its hiring goals. On other occasions, you’re feeling the pressure to reduce your tech recruitment budget while maintaining your recruiters’ current output.

But in today’s competitive market, overemphasizing cost-cutting measures could make developer hiring an even more difficult task. Not only should your recruitment goals influence your overall cost-per-technical-hire, they often justify an increase in recruitment spend.

Should You Be Looking to Lower Your Cost Per Technical Hire?

Post by Rich Moy on Jun 14, 2018 1:30:00 PM

Ever since SHRM published the first formula for calculating cost-per-hire, many executives have used this metric as an indicator of the overall success of their HR functions. When talent acquisition teams don’t hit their goals, managers still tend to look for ways to lower their recruiting expenses, even for developer roles with difficult talent markets.

You could easily find a handful of ways to slash your tech recruitment budget. But is that the right approach? While the solution to all of your developer hiring challenges isn’t always to increase spend, here are a few reasons why you shouldn’t necessarily seek to decrease it.

Why You Should Calculate Cost-Per-Hire for Different Developer Roles

Post by Rich Moy on Jun 12, 2018 12:00:00 PM

Executives outside of the HR function tend to scrutinize cost-per-hire because they want their colleagues in talent acquisition to find ways to reduce spend. Although an abnormally high number might be a red flag for non-technical roles, this isn’t always the case when you’re hiring developers. At best, most of the top candidates are only passively interested in new jobs—and often, your tech recruiting strategy requires a separate budget.

Taking all of these factors into consideration, it’s not difficult to see that calculating cost-per-technical-hire can be tricky. It’s even more of a challenge when you’re recruiting for a variety of developer roles. Here are a few reasons why it’s important to go the extra mile and calculate cost-per-hire for each technical position on your team’s plate.

4 Important Takeaways From the 2018 UK & Ireland Developer Landscape

Post by Rich Moy on Jun 7, 2018 12:00:00 PM

Last week, we launched the 2018 UK & Ireland American Developer Landscape. Over 100,000 respondents participated in the global version of this report—and over 6,700 of those people live in the United Kingdom and Ireland.

As a tech recruitment leader, you’re probably wondering how the findings can help you optimize your developer hiring strategy. Now that we have these unique insights about programmers located in this region, let’s take a deeper dive into four of the most important takeaways from the report.

Schedule a 15 minute call

Call +1-877-782-2577 or email careers@stackoverflow.com for answers to any questions you may have