This post was updated in November 2017 with new information.
Times have changed in the tech recruiting world. No longer can you throw up a job posting and expect to get a flood of qualified and interested developer candidates. An increase in demand for computer software, mobile applications, and even wearable technology has caused a supply and demand gap for developers. Since these developers are in high demand, they are often presented with multiple job opportunities at once, allowing them to become more particular about which job they end up taking. With the power shifted over to the candidate, recruiters and hiring managers need to adjust their hiring strategy to fit this competitive market.
Globally, 62% of software developers would consider moving jobs if the right opportunity came up. That’s a large chunk of talent to ignore by only focusing on candidates who are actively looking. To attract passive candidates, you’ll need to do your research to optimize your marketing for developers. Find out where they hang out (online and offline) and what they are looking for in a new opportunity. Using this knowledge, you can create a personal “pitch” to them by presenting what your company offers and how the two of you can work together in the future. You need to be able to understand the developer candidates before you try to sell them on your job.
Over the past few years, the concept of employer branding has continued to grow. What developer is going to want to work for a company that has a 1-star Glassdoor rating and a website with a dull “Careers” section? In the age of Google, every prospective candidate will be looking you up to see what your company is all about. What is it like to work there? What benefits do you offer? Will I be working with a smart, awesome team? Companies need to work harder than ever to sell their brand/employer value proposition to developers candidates.
As we’ve mentioned before, developers are bombarded with recruiter emails and potential job offers. With all these options, a slow hiring process significantly lowers your chances of making an impression. If you don’t work fast to woo your developer prospect, someone else will. Additionally, you’ll want to make sure your offer process is just as fast – no beating around the bush or taking too long to resolve salary negotiations.