With 87% of developers saying they are currently employed, it’s impossible to know exactly when any given programmer will decide to pursue a new opportunity. But when they do, you need to know how today’s developers find new jobs. As part of the 2017 Developer Hiring Landscape, we asked respondents for insight into today’s “typical” developer job search. Let’s take a closer look at what we learned.
Much like we found last year, a large percentage of developers found their current jobs through people they know. This year, over 26 percent of respondents told us that family members, friends, and former colleagues helped them find their current positions.
Developer hiring often boils down to relationships. While this stat might say that they’re only interested in jobs they hear about through their networks, the truth is that many programmers are open to hearing about new opportunities from recruiters who are willing to build rapport with them on a personal level first.
Most developers have had their fair share of negative interactions with tech recruiters. But that doesn’t mean they’re completely unwilling to engage with them. In fact, nearly 14 percent of respondents to our survey told us that they found their jobs through internal recruiters.
While this is an indication that tech sourcing can be effective, conversations with developer candidates can quickly go awry if you’re not thoughtful about how you approach them. If you’re patient and show developers that you’re interested in getting to know them, it will be much easier to recruit them down the road.
As we’ve come to expect, very few people we heard from told us that they found their current jobs on a general-purpose job board.
This makes it painfully clear that employers that simply post their technical jobs on every job board and hope for the best will likely be disappointed with the results. Instead, focus your sourcing strategy on sites that developers actually visit. It might feel uncomfortable not to post your jobs on the more traditional boards, but ultimately, you’ll maximize your recruitment budget (and results) by taking a more developer-centric approach.
Considering that only 13% of developers are actively looking for new jobs, this is probably the least shocking statistic we found in this year’s survey. Although you also might not be surprised by this finding, it’s still up to you to create employer branding assets that grab developers’ attention.
The developer job search might not begin with exhaustive searches for careers websites and job listings, but programmers do review this content closely when recruiters reach out to them. In many cases, the employer branding materials that recruiters are able to include in their tech recruitment emails can mean the difference between engaging with a programmer and losing their attention to something more interesting.