After crafting a job posting that includes what developers care about, it can be frustrating to discover applications aren’t pouring in. There’s no denying how crucial a well-written job description is to your hiring process, but that doesn’t matter if a candidate doesn’t even read it. Here are a few reasons why your tech job listing might not be getting the attention it deserves (and what you can do to fix this).
Titles and headlines are the first things candidates look at when browsing job opportunities. With all the variety in the programming community, “Coding Ninja Wanted” doesn’t say enough about what you’re looking for, and it’s not exactly search-engine friendly either.
There are numerous types of developers, including ones you may not have heard of, like Graphics Programmers and Embedded Developers. Those specialties get broken down even further depending on which programming languages are used. Make sure you’re being descriptive about the seniority level, type of developer, and key languages required for the role. “Senior Full-Stack Developer - Python” is much more likely to draw the right candidate in.
This year's Developer Hiring Landscape showed that developers preferred working from home over benefits like health insurance and equipment. For example, 53% of developers consider remote work options to be a top priority when considering a new job. Restricting your job openings to in-office only can prevent you from hiring someone who might otherwise be a great fit.
Aside from saving commute time and improving work-life balance, working from home has been shown to make employees 13% more productive than their in-office counterparts. Giving employees the freedom to work remotely also means less interruptions while writing code. Still worried about communicating with remote employees? Managers should set up face-to-face interactions with developers regularly to provide feedback and keep employees engaged.
It’s old news that developers are high in demand -- there are currently $21 billion worth of unfilled jobs in the technology industry. While 86% of developers are working at least part-time, only 10% are completely satisfied with their current roles.
To attract talent to your company, work on getting developers excited about your employer brand. Having a presence at technology events and conferences allows you to show off your tech team and culture. Candidates want to visualize the day-to-day at their future job. A few ways to do this include introducing them to your CTO, discussing company objectives, or inviting them to code-review sessions. One tip to keep in mind: don’t show up to a hackathon in your suit.
Though 62% of developers are open to new opportunities, 25% don’t spend any time searching for jobs. Passive candidates who aren’t consciously looking for a new job won’t click on your tech job listing, no matter how thought-out your description is.
To reach developers, learn where they spend their time and meet them there. Developers frequent programming forums (like Stack Overflow) to find feedback on projects and share information. By going to the places that developers call home, you can engage with them in ways other recruiters won’t think to. To further ensure your success, take sincere interest in projects your candidates have worked on. A personalized, well-researched message will make you stand out.