If you’re looking to hire tech talent, you should know that understanding developers is the first step. Understanding the market you operate in and your internal work environment are critical first steps to hire your next developer. To effectively reach the talent you’re looking for, you need to have a good grasp of their likes and dislikes. You’ll want to learn what they care about, how they prefer to be contacted, and ultimately what this means for your business.
We've asked over 50,000 developers from 173 countries their thoughts on topics ranging from their favorite technologies to what they look for in a job. Here are some of the major findings from this year’s surveys. You can download the report to see the full results.
The majority of developers probably aren’t actively looking for your job listing, but that doesn’t mean they aren’t open to looking at them. By strengthening your employer brand, advertising on the platforms where developers actually spend their time, and offering developers things they actually care about, attracting passive candidates is much easier.
Only 35% of developers we surveyed said they are currently “in a job they love.” This is great news for employers looking to expand their technical team. If you can offer the things developers care about (like the ability to work remotely or a great company culture), you can help get every developer their dream job.
Everyone has their own definition of what they consider themselves, and it’s important to keep that in mind when searching for them. Unless you’re looking to hire a musician or martial artist, steer clear of “Rock Star” and “Ninja.” According to our survey results, developers prefer to be called Developers (72%), Programmers (60%) or Engineers (42%).
If you’re making it hard to interview with your company (or even simply apply for your job), you’re not going to attract the right developers. To help improve the interview process, the developers we surveyed suggested introducing them to the team, show them more live code, and give fewer brainteasers.
Additionally, they also care about building something new, having control over product decisions, and believing in the company’s mission. Keep these in mind when recruiting your next developer or writing your job listing.