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Post by Rich Moy on Aug 1, 2017 12:00:00 PM

On the surface, technical recruiting might seem like a straightforward activity. Your job is to find talented developers, get them excited about your engineering culture, and then make it as easy as possible for them to join your company. However, most technical recruiters would probably agree that so much more goes into hiring programmers—and that it’s easy to get overwhelmed by the day-to-day tasks required to execute an effective developer hiring process. Even if you feel confident in your team’s ability to handle the workload, here are a few signs that it’s time to grow your tech recruiting team.

Your Sourcing Strategy Begins and Ends With Your Job Listings

It’s no secret that a well-written tech job listing can make a positive first impression on developer candidates. But with only 13% of developers actively searching for new career opportunities, it’s clear that even the most compelling listings also need to be shared by your team in recruitment emails and networking conversations. If you don’t have the bandwidth to post your listings to relevant job boards and reach out to passive candidates to gauge their interest, this is a blindingly obvious sign that it’s time to add additional headcount to your recruitment team.

Your Team Doesn’t Understand The Roles They’re Recruiting For

There’s a significant difference between knowing which programming languages a role requires and truly understanding what the hiring manager’s ideal candidate looks like. Although your recruiters might be able to recite your tech stack on command, they should also be able to tell you a couple of things about what the team is working on and where they need help. The chances are that your current engineers would be happy to collaborate with your tech recruiters—but if they don’t have the time to ask them, take a closer look at your current recruiting team and be honest about how you can (and should) grow this year.

The Quality of Candidates is Slipping

A robust pipeline with a combination of passive candidates and developers currently interviewing with your company is something you should be proud of. But take a closer look at how far into the process candidates have made it to this point. How many have made it to the final round of interviews compared to the number of developers that have been declined after an initial phone screen? Although your application and interview numbers might be high, your recruitment team might be stretched too thin if those programmers have proven that they’re not the right fits for your open roles.

You Don’t Have a Developer Hiring Process

Companies that succeed at finding great developers have sound hiring processes in place that produce talented candidates and are scalable. Those organizations are often bullish about building their employer brands and engaging with passive candidates, even when they’re not hiring. While every recruiting team is unique, it’s important to replicate those company’s successes and put your team in a position where they can be proactive about recruiting developers—and if they currently employ more of a reactive approach, it’s time to grow your team. Tech recruiters who are simply trying to complete administrative tasks to keep their heads above water will often lose candidates to their more prepared counterparts.

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