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So you’re looking to build out your tech hiring strategy, but don’t know where to start? Finding your next developer isn’t as easy and writing a job listing and hoping for the best – it takes research and thought. Here are three questions you should be asking yourself and your team when building out a tech hiring strategy.

Are we looking for active or passive candidates?

The answer to this question is often “both” since you’ll get a variety of candidates at different skill levels, but it’s important to put a plan in place for each. Active candidates are generally easier to attract since you just put your open job out there and see what comes in. But with this sense of ease comes a lot of unqualified, irrelevant candidates. Passive candidates, on the other hand, are harder to find, since you’ll need to convince them to leave their current company to take a look at yours.

By knowing which types of candidates you’re looking for and how you’ll approach each, you can effectively manage your time and recruiting budget. If the active candidates aren’t the quality you hoped for, you may need to revisit your job listing. If your passive candidates aren’t responding back to you, you may need to up the ante a bit with a higher salary or flexible work schedule.

Where do our potential technical candidates hang out?

When it comes to developers, you won’t find them on many of the typical sites or job boards that other candidates visit. LinkedIn is a great example of this – 22% of developers we surveyed don’t even have a profile while 11% say they “hate” being contacted on the site. The same goes for Facebook, with 52% of developers saying they disliked hearing about job opportunities on the social network.

So where should you go instead? Depending on the type of developer you’re looking for, you can find many niche communities online. For example, Ruby on Rails developers hang out on Meta Ruby, and Android developers might participate on anddev.org. Do your research to find these niche communities (which likely exist both online and offline).

Other places to find developer candidates include hackathons, meetups, and events. A word to the wise – don’t attend these events with the sole purpose of recruiting or selling your company. Take time to network with the developers, learn more about their projects and preferences, and become comfortable with networking.  

What type of tools will we use?

First things first – you’ll need to post the job listing somewhere. This can be done on your company’s website, external job boards, niche job boards, social media, and more. Putting together a list of where your job listing will be distributed is an easy first step.

Next, you’ll need to figure out how you’ll manage all of the applications. Will you be using an internal ATS or one from a recruiting tool you’re using? How will you track all the information from the candidate’s resume to their interview?

Then there’s potential interviewing tools (will you need video interviewing software for remote candidates?), background checks (if your company requires these), employer branding tools (like recruitment videos or events you’re sponsoring), and much more.

Putting together a plan for how you’ll use the tools during the entire hiring process will save you time and money and make your recruiting a lot more efficient. 

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