This post was updated in December 2017 with new information.
When you have a track record of tech hiring wins, It’s only natural to ask yourself how you can replicate that success and find great developers for the roles that you're currently trying to fill. This is a good place to start, but it can also leave you vulnerable to making assumptions that you can't make based on my previous hiring trends. Here are a few tech hiring conclusions you can’t come to based solely on your developer hiring patterns.
Let’s say that the last few developers you hired were all located within a few miles of each other. Based on that data point, it would be easy to conclude that all the developers you’ll need to hire in the future are located in the same area. However, you’d come across two major issues if you were to optimize your developer hiring strategy based on this information. For starters, the handful of developers you hire from one area might have entirely different skillsets than you’ll need to hire for in the future. More importantly, you run the risk of missing out on great candidates who don’t live within the self-imposed radius you set for yourself. Not only would you eliminate talented developers who can’t move to your city, but you’d also be taking a pass on candidates who are willing to uproot their lives to work for you.
You could easily fall into the trap of assuming that computer science graduates from the top-tier colleges are the types of candidates you can always feel good about hiring. While many developers from these universities have proven to be valuable assets to their technical teams, the problem with applying this logic to your developer hiring process is that a developer’s degree is not a guarantee that he or she will end up being a great hire. Considering that nearly 90% of developers told us that they're at least partially self-taught, you might miss out on some incredible programmers if you filter candidates out based on their academic backgrounds.
It’s hard not to pay closer attention to a resume from an applicant who previously worked for a company that you admire. “If this person got hired there, surely I’d be crazy not to at least set them up for a phone interview,” you might say to yourself. While you wouldn’t be the only recruiter on the planet to take a candidate’s previous companies into consideration, it’s also easy to forget that the ultimate goal of your tech hiring strategy is to find developers who can write quality code. Even if a candidate has a few well-known names on his or her resume, keep your focus on evaluating each person’s abilities to the job—regardless of where they’ve worked in the past.