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Get Your (Arti)facts Right — Eight Examples of Developer-Driven Employer Branding Content

Developers are in demand. Big demand—“knowledge of software development principles” appeared in more than 580,000 job descriptions this year. It’s no surprise, then, that skilled developers top the priority list for many hiring programs. But with a growing skills gap and increasing competition, it’s not enough to simply advertise positions and hope for the best. You need developer-specific listings and a great careers page that speaks to a tech audience and delivers in-depth insights into your technology stacks. You also need to show the people behind your processes and programming and share stories of the challenges they face every day

Not sure where to start? We’ve got you covered—here’s a look at eight great examples of developer-driven employer branding content and public artifacts from tech influencers.

Six Tech Recruiting Key Performance Indicators (KPIs) You Need to Measure

Demand for IT expertise is skyrocketing. For financial institutions, insurance agencies, law firms, healthcare companies, and even retail businesses, technology is no longer a cost center; cloud computing deployments, collaboration tools, and mobile device integration now drive long-term ROI.

The result? As noted by the Wall Street Journal, more than 900,000 unfilled IT jobs across the U.S. in the past three months alone. Even with companies training up “new collar” talent inside their organizations and IT-focused bootcamps and other programs popping up to fast-track specialist supply, the skills gap continues to widen.

For businesses looking to recruit top tech talent, traditional hiring practices won’t get the job done — you need hard numbers to understand where your ads are working, and where they’re missing the mark. Here are six tech recruiting key performance indicators (KPIs) you need to measure.

The Ultimate Tech Recruiting Event Checklist

In an era where so much of the recruiting process happens online, in-person recruiting events can seem out of place or old fashioned. But make no mistake: when properly utilized and executed, live events can be an incredibly useful recruiting tool. There’s no real replacement for seeing a candidate face-to-face and interacting with them in real-time, without the pressure and tension of a formal interview, and that’s what recruiting events have to offer. They also give you the chance to show candidates who you are as a company, and why they should consider you specifically.

Why You Should Be Hiring (More) Junior Developers

In any field, experience is one of the main deciding factors used by hiring managers to pick the right candidate. Each field has its own system for how many years a person has to spend working in that field to qualify as “experienced.” In tech, what qualifies as experienced can vary, depending on the candidate in question and the needs of the company. However, one very general guideline of requirements for a candidate to be considered “experienced” is five years of experience as a software developer (including back-end web development), two or more years of professional software development experience (ideally with exposure to the full software lifecycle, from requirements through production), and/or five+ years of development testing experience. For some tech hiring managers, a developer is generally only considered “senior” after ten years of similar experience. 

The Idea of the Minimum Viable Candidate

Speaking to your hiring manager about an open position on the engineering team can be a true test of patience. Not only do they ask for someone with experience across all 47 technologies in your tech stack, but they should have industry experience (ideally with your biggest challenger) and be willing to relocate to your headquarters in the middle of nowhere. Oh, and start date? Yesterday.

Understanding quantified achievements on engineering resumes

Resume best practices are always shifting. What sections do you include? Do you put skills on there? Should you include all my jobs, including when you worked as a busboy in high school? This recent question, on StackExchange site the Workplace, highlights a more recent example: “Should I quantify my contributions on my resume?”

What Do You Call People Who Program at your Company?

Every company seems to call their technical employees something different. No, I’m not talking about all the ninjas and gurus out there. I’m talking about the folks who sit in front of an IDE (or, dog forbid, vim) and write lines of code in the desperate hope that it compiles and/or runs. There seems to be no end to the honorifics bestowed upon these folks. 

Job Listing Keywords: What Developers Search for vs. What Companies Advertise

Supply and demand in the marketplace for tech talent have long since shifted in favour of the candidates. In recruiting circles, it’s referred to as a candidate-driven market. At the same time, the greatest risk for companies is the unmet demand for new talent. This talent gap makes it all the more important to reach those developers who are thinking about a new position. We looked at how the expectations of developers match those of companies by looking at the data from our job board. Specifically, we compared the most common searches by developers with the most common terms used by companies looking to hire. 

Words That Set Off Developers’ BS Detectors

Developers are a clever bunch. They’re trained to break a problem into logical chunks so that a computer can perform them the same every time. If you’re looking to hire them, your job listing will undergo the same scrutiny that an algorithm does. They have a pretty refined BS detector, practiced over years of trying to program the impossible and only getting it half right. 

How to Prioritize Developer Roles in a Startup

Your company just made the jump from idea to reality. You got the funding to hire a core team, but don’t have any founders with serious technical skills. As you prepare to start building your product, you have to answer a fundamental question: how many developers does my startup need, and what roles should I look to fill first?

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