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The True Value of Talent Acquisition to Your Company

Post by Rich Moy on Jul 10, 2018 12:00:00 PM

In the past, talent acquisition professionals were viewed as internal consultants. If an urgent position became vacant, C-level executives looked to these teams to “take care of it.” What did this mean for recruiters and HR leaders? In many cases, the expectation was that they would post job listings online, find a few candidates, and hire the right person for the job within a matter of days.

Of course, this is an incredibly reductive view of the work that your team does, especially when it comes to hiring developers. But how can HR leaders communicate the full value of their talent acquisition strategies to their executives? Here are a few points to keep in mind.

4 Mistakes to Avoid When Motivating Your Tech Recruitment Team

Post by Rich Moy on Jun 28, 2018 12:00:00 PM

On the surface, the concept of managing employees seems simple. You set their goals, help them work towards hitting them, and make adjustments whenever necessary. Of course, it’s much more complicated than that. Jeff Haden of CBS MoneyWatch once wrote, “Managing is straightforward; leadership is not. You really earn your management stripes when the right answer is, at times, also the hardest answer.”

Earning those management stripes often means making mistakes along the way. But even with the pressure to hire developers increasing, here are a few pitfalls that all talent acquisition leaders should avoid.

Why Your Company's Industry Should Influence Your Tech Recruitment Strategy

Post by Rich Moy on Jun 26, 2018 12:00:00 PM

When you browse open HR leadership jobs, you’ll find a few things in common. Companies look for people who have developed and executed large-scale recruiting strategies, worked with senior leadership to identify talent gaps, and managed complex budgets. In recent years, one qualification that has increased in desirability is expertise in the organization’s industry—or at least the ability to learn about it quickly.

Sure, this is a requirement for all roles across your company. But as a tech recruitment leader, your success is directly tied to how much you know about your industry and why your company stands out in it. Here are a few reasons why you should take this bullet point in your job description very seriously.

Hiring Developers in the Nordics: 3 Things to Implement for Success

Companies hiring technical roles in the Nordics have a unique set of challenges, ranging from a high level of overall employment to a rise in job and task automation. Because of these challenges, companies are forced to “think outside the box” when it comes to their hiring strategies, particularly for developers. Here are three things your company can implement for potential success.

How Your Tech Recruitment Goals Should Influence Cost-Per-Hire

Post by Rich Moy on Jun 19, 2018 12:00:00 PM

Leading the talent acquisition function of a growing company has a lot of unique challenges. There are some days when it seems like your team will never hit its hiring goals. On other occasions, you’re feeling the pressure to reduce your tech recruitment budget while maintaining your recruiters’ current output.

But in today’s competitive market, overemphasizing cost-cutting measures could make developer hiring an even more difficult task. Not only should your recruitment goals influence your overall cost-per-technical-hire, they often justify an increase in recruitment spend.

Should You Be Looking to Lower Your Cost Per Technical Hire?

Post by Rich Moy on Jun 14, 2018 1:30:00 PM

Ever since SHRM published the first formula for calculating cost-per-hire, many executives have used this metric as an indicator of the overall success of their HR functions. When talent acquisition teams don’t hit their goals, managers still tend to look for ways to lower their recruiting expenses, even for developer roles with difficult talent markets.

You could easily find a handful of ways to slash your tech recruitment budget. But is that the right approach? While the solution to all of your developer hiring challenges isn’t always to increase spend, here are a few reasons why you shouldn’t necessarily seek to decrease it.

Why You Should Calculate Cost-Per-Hire for Different Developer Roles

Post by Rich Moy on Jun 12, 2018 12:00:00 PM

Executives outside of the HR function tend to scrutinize cost-per-hire because they want their colleagues in talent acquisition to find ways to reduce spend. Although an abnormally high number might be a red flag for non-technical roles, this isn’t always the case when you’re hiring developers. At best, most of the top candidates are only passively interested in new jobs—and often, your tech recruiting strategy requires a separate budget.

Taking all of these factors into consideration, it’s not difficult to see that calculating cost-per-technical-hire can be tricky. It’s even more of a challenge when you’re recruiting for a variety of developer roles. Here are a few reasons why it’s important to go the extra mile and calculate cost-per-hire for each technical position on your team’s plate.

4 Important Takeaways From the 2018 UK & Ireland Developer Landscape

Post by Rich Moy on Jun 7, 2018 12:00:00 PM

Last week, we launched the 2018 UK & Ireland American Developer Landscape. Over 100,000 respondents participated in the global version of this report—and over 6,700 of those people live in the United Kingdom and Ireland.

As a tech recruitment leader, you’re probably wondering how the findings can help you optimize your developer hiring strategy. Now that we have these unique insights about programmers located in this region, let’s take a deeper dive into four of the most important takeaways from the report.

Is Average Cost-Per-Hire Still a Relevant Metric for Developer Hiring?

Post by Rich Moy on Jun 5, 2018 1:00:00 PM

With such a small percentage of developers actively looking for new jobs, it’s tempting for talent acquisition managers to ignore their cost-per-hire metric. Since developers are essential to every organization’s success, many leaders would argue that you could justify all of your tech recruiting expenses by making just one hire—even if you go over budget.

With all of that said, is average cost-per-hire still a relevant developer hiring metric? The short answer is yes. But why? Let’s take a closer look at why you should track your overall costs to hire a programmer, and how it can affect your entire developer hiring strategy.

5 Keys to Developing High-Functioning Tech Recruitment Teams

Post by Rich Moy on May 31, 2018 12:00:00 PM

With the summer months approaching, many teams across your organization are looking forward to their slow season. But for talent acquisition managers, the harsh reality of tech recruiting is that every quarter is hectic. As a result, all of your recruiters probably feel increased pressure to hit their goals—and there’s a strong chance that your team isn’t performing to their maximum potential.

That’s where you come in. To maximize your recruiters’ productivity and take the next step in your personal growth, here are five keys to developing high-functioning tech recruitment teams.

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