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How to Engage Developers With Simpler Employer Branding Ads

Post by Rich Moy on Aug 9, 2018 12:00:00 PM

Talent acquisition leaders understand the value that a strong employer brand can deliver, especially when you need to hire technical talent. Since it’s such a critical component of a developer hiring strategy, there’s also a great deal of pressure to get your employer branding strategy right. Because most candidates are passive, companies are always looking for new ways to make a positive first impression on developers.

If this sounds familiar to you, there’s good news. Even though developers see an average of 5,000 ads per day, they aren’t looking for flashy graphics or outrageous promises about your open roles. But there are a few subtle tweaks that you can make to drive additional clicks to your careers website. Here’s how to do it.

How Ad Retargeting Impacts Tech Recruiting

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

Most HR certifications don’t require you to understand the ins and outs of ad retargeting. If you’ve never used this technology before, Dan Hecht at HubSpot explains that retargeting ad campaigns serve your banner ads to people who have already visited your website.

Recently, employers have begun experimenting with retargeting campaigns to boost their employer branding efforts. Because developers are receptive to ads that are relevant to their career goals, a retargeting campaign could provide a boost to your employer branding strategy. But according to a recent survey by Nanigans, 77% of consumers think that they see too many ads from the same companies.

While it’s a unique challenge to stay relevant without turning developers off, there are a few things you can do to strike the right balance. Keep the following tips in mind if you’re considering an ad retargeting campaign for tech candidates.

How Transparent Should Your Employer Branding Be?

Post by Rich Moy on Aug 2, 2018 12:00:00 PM

Over the last few years, we’ve asked developers a lot of questions through our yearly survey. Each time, we’ve seen new programming languages emerge, changes in developer salaries, and increases in employment rates. But one thing has remained consistent: Developers expect potential employers to be transparent through the recruitment process.

In response, many employers have optimized their employer branding strategies to address developers’ top job evaluation criteria. Some companies have already begun seeing the impact of their efforts. But what if you’re still trying to figure out how to get transparency “right?” What do developers want to see on your careers page, job listings, and online advertisements?

As you might have already guessed, the answer is multifaceted. Here are a few tips to consider whenever you promote your brand to tech candidates.

Building Trust With Tech Candidates Through Advertising

Post by Rich Moy on Aug 1, 2018 12:00:00 PM

When you hear the phrase “employer branding,” what immediately comes to mind? If you’re like many people in talent acquisition, you probably think of assets such as job listings, careers websites, and recruitment emails. But as we learned from Lee Jones at trivago, companies can also impact their developer hiring with creative and informative banner advertising campaigns.

That doesn’t mean advertising to developers is easy. Experts say that the average Internet user sees 5,000 ads per day, and many of them are invasive and irrelevant. Based on what we learned in the 2018 State of Developer Engagement, programmers are particularly wary of the ads that they see online.

The good news? A few small tweaks to your campaigns can help you build trust with tech candidates through advertising. Here are a few things to keep in mind.

Should You Share Leadership With Your Tech Recruitment Team?

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

When C-level leaders increase the pressure to hire developers, it’s natural for talent acquisition managers to micromanage their teams. If this sounds familiar to you, you likely have plenty of company.

But Marcel Schwantes, Principal and Founder of Leadership From the Core, says that this is one of the biggest mistakes that a manager can make. He continues by writing, “Involve those who will be affected by the implementation by enlisting their energy and insights, or be left with people asking ‘What were they thinking when they rolled this out?’”

It makes perfect sense to involve your team as you optimize your talent management strategy. But how can you do this without giving them too much autonomy? Here are a few tips to help you share leadership with your direct reports.

How to Find and Hire an Engineering Manager

Post by Rich Moy on Jul 24, 2018 12:00:00 PM

The most successful engineering teams have two things in common: Talented programmers and exceptional managers to lead them.

Engineering managers have a lot of the same responsibilities as non-technical managers. For the most part, they are focused on their people. Not only do they coach individuals, but they also evaluate and optimize how the team’s output advances the company’s overall goals.

Most, if not all, of today’s engineering managers began their careers as developers. As a result, your ideal candidate needs to possess a unique combination of technical and managerial skills. Finding candidates that can write code and motivate programmers is a difficult task for any talent acquisition leader. To make it a little easier for you and your recruitment team, here are a few tips to keep in mind.

The Many Roles of Talent Acquisition

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

Ask anyone outside of talent acquisition to describe your team’s work, and you’ll get a variety of responses. Some people might highlight your efforts to retain developers and keep them happy. But the majority will talk about your recruitment strategy. For many HR leaders, this is especially the case when they try conveying the value of developer hiring to executives.

If this resonates with you, you can probably think of at least one frustrating conversation related to your team’s efforts. To help you communicate the value of talent acquisition, let’s review a few of the most critical roles that it plays, and how they impact your entire company.

How to Build Partnerships With Tech Hiring Managers

Post by Rich Moy on Jul 17, 2018 12:00:00 PM

A 2016 Bersin by Deloitte report found that the most influential predictor of talent acquisition performance is a healthy relationship between a recruiter and a hiring manager. Since then, not much has changed. Paweł Rzymkiewicz, Head of Engineering at Codility, recently wrote that alignment between engineers and recruiters could help companies ensure their success in the short and long term.

That doesn’t mean building these relationships is a simple task. Even the most experienced recruiting professionals can think of at least one hiring manager that presents a consistent challenge to them. So how can you foster stronger partnerships with them and coach your recruiters to do the same? We posed this question to David Haney, an Engineering Manager here at Stack Overflow. Here’s what he had to say.

Hiring Developers in the Asia-Pacific Region

You've likely seen our blog posts about the North American and UKI Developer Landscape reports, which focus on regional developer data in those areas. But those aren't the only regions who are home to a large number of those in the software industry. Today, we'll explore the population of software developers in the Asia-Pacific region, what their characteristics are, and how they compare to their counterparts elsewhere.

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.

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