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The Hidden Cost of a Poor Candidate Experience

Post by Rich Moy on Dec 27, 2016 12:00:00 PM

It’s never fun to hear that a developer had a negative interview experience with your company. But as easily as you could dismiss that as “one person’s opinion,” delivering a poor candidate experience has far-reaching implications that make it much more difficult to meet your hiring goals. Beyond leaving a bad taste in a developer candidate’s mouth, here are a few of the hidden costs of a poor candidate experience.

Ask a Developer: How Can Employers Improve the Candidate Experience

Post by Rich Moy on Dec 21, 2016 12:00:00 AM

Hey, I get it. After countless hours of sourcing developers and ushering them through the technical interview process, the last thing you have time to think about is how to improve the candidate experience. And if you’re like some of the recruiters I’ve spoken to in the past, you might also think that the most common candidate experience best practices require huge chunks of your recruiting budget. Based on what a few developers told us, the truth is twofold: candidate experience is important, but improving yours doesn’t require a complete overhaul of your hiring process. Here are a few specific suggestions they had for employers looking to go beyond technical interview basics and make a better first impression on developer candidates.

Developer Interview: Ann Catherine Jose, Principal Software Developer at Intuit

 While browsing through Ann’s blog, one sentence of her bio really stood out to me: “She believes that building the product right is as important as building the right product.” While I hear this sentiment often from developers and product managers alike, it’s rarely put so eloquently.

With over 12 years of experience in developing software solutions on iOS and Microsoft platforms, we were eager to learn more about her career path. We chatted with Ann on everything from her background in programming to her thoughts on the future of AI.

4 Elements of a Great Candidate Experience for Developers

Post by Rich Moy on Dec 19, 2016 1:00:00 PM

If you think candidate experience best practices include picking each of them up in a limousine and having their favorite meal waiting for them, you probably aren’t alone. But while the competition to hire developers is undeniably fierce, treating them well throughout the interview process doesn’t have to be expensive. In many cases, all it takes is a little extra planning in advance. To help you make a great impression on developers at every stage of your hiring process, here are a few common elements of a great candidate experience.

The Importance of Candidate Experience in Developer Hiring

Post by Rich Moy on Dec 15, 2016 12:00:00 PM

Because developers are in such high demand, it’s easy to assume that they don’t get nervous before a big job interview. As a result, tech recruiters tend to prioritize other facets of their developer hiring process before giving any consideration to candidate engagement. But whenever I speak to a developer, it’s not long before he or she tells me about how an opportunity sounded great until they realized the recruiter didn’t have their best interests in mind. To help you avoid losing your top tech candidates, here are a few ways a positive candidate experience helps you stand out from the competition to hire developers.

How I Hire: Brad Brooks, Head of Product, Engineering, and Marketing at DocuSign

As the Head of Product, Engineering, and Marketing, it’s safe to say Brad Brooks knows how to effectively lead teams. At DocuSign, his teams are responsible for driving innovation across the company through data-driven research, product design, development, engineering, and technology leadership. Read on to see how Brooks builds out his teams by following DocuSign’s core values.

How to Implement Collaborative Hiring When Interviewing Developers

More and more companies are adopting a collaborative hiring process, and as a result, they’re seeing legitimate improvements in talent acquisition. While not the most conventional hiring process, collaborative hiring is one of the more flexible methods since you can adjust it accordingly to the structure of your company. In return, it provides a two-sided evaluation system where candidates can interact with your team, giving them the most realistic expectations of what it’s like to work at your company.

This process is particularly important for technical roles. The developer hiring process is already very specific, and what better way to attract developers to your company than to have them interact with other developers?

The key here is to create a standard process before you actually start implementing collaborative hiring techniques. As a company, you have a bit of free-range in determining how you want to structure the process. Here are a few ideas to get you started. 

Why Intake Meetings Should be a Part of Your Hiring Process

Post by Rich Moy on Dec 12, 2016 12:00:00 PM

Many recruiters relish the opportunity to schedule intake meetings with hiring managers. After all, it’s an excellent opportunity to sit down to discuss what an ideal candidate profile looks like, as well as each interviewer’s responsibilities before launching a search. But I’ll admit that I wasn’t particularly thrilled about first intake meeting a few years ago. All I wanted to do was kick off my sourcing efforts and find great candidates ASAP.

Considering that Bersin by Deloitte recently found that the biggest indicator of a great recruiter is the ability to build relationships with technical hiring managers, I shouldn’t have been surprised that intake meetings made it easier for me to collaborate during the interview process. Here are a few more reasons intake meetings at the beginning of a developer search help set the foundation for long-lasting partnerships with decision makers.

How to Keep Recruiting Developers During the Holidays

Post by Rich Moy on Dec 8, 2016 12:00:00 PM

Hardly anyone would blame you if you thought of the holiday season as an ideal time to relax at work. After all, you’ve worked hard this year to find the right developers for your company, and it’s hard to stay motivated to keep recruiting during holidays. But even as things slow down around the office, there’s still plenty you can do to put yourself in a position to hire a developer for a crucial role next year. Here are a few ways to continue recruiting tech talent to wrap up the year.

Recruiting and Hiring from the CTO Perspective

As CTO, Mike has quickly helped grow Omnivore by bringing in the best talent available to help push the company's initiatives, partnerships, and integrations. By leading the hiring process, Mike can more effectively build on his team that has quickly grown the company from just a handful of people to over 30 employees nationwide. Mike is personally involved in all of the company’s technical hires, something that is rare for a CTO. Here are Mike's tips on how to be involved in recruiting and hiring as a CTO.

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