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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.

Building Networks of Active and Passive Candidate Pools

Over the last few years, we’ve surveyed the developer community about topics such as their favorite technologies and job searching status. Each year, we’ve found that a small percentage of respondents are actively looking for new jobs. The 2018 edition of our Developer Hiring Landscape was no exception, with only 15.9% of respondents actively looking for new job opportunities. The reality is that technical talent pools are mostly passive. Whose responsibility is it to engage with those candidates? You and your recruitment team!

Keep these statistics in mind whenever a colleague assumes that you’re merely responsible for reviewing resumes. To find and hire the right developers, your recruiters are engaging with them on their favorite websites and at in-person events. They’re constantly nurturing those relationships with the understanding that many of these passive candidates might choose another opportunity. These are incredibly difficult tasks—and without the efforts of your recruiters, your company would struggle to attract developers.

Creating Strategic Talent Acquisition and Retention Strategies

Even if your direct reports have the word “recruiter” in their title, they’re concerned about much more than acquiring talent. In fact, your team also works hard to keep developers happy and retain them over the long haul.

Replacing a developer is expensive, with costs ranging from tens of thousands of dollars to 2 times that person’s salary. The search for that person’s replacement currently averages $500 per day. Because it’s hard to predict how long it’ll take to find and hire a new programmer, those expenses can add up quickly.

It’s not hard to see that it’s much more cost-effective to retain your top developers. Although engineering managers are responsible for giving them exciting projects to work on and supporting their growth, talent acquisition teams serve as their strategic partner in keeping developers happy. Additionally, the conversations that your recruiters have with them can provide insights that help your company understand what they’re looking for in either their current job, or even a new one.

Shepherding Candidates Through the Interview Process

In a survey by Software Advice, 43% of job seekers would never apply to a company again if they had a negative candidate experience. Considering that over 34% of our survey respondents started their current jobs less than a year ago, there’s a good chance that you’ll recruit or even interview the same candidate more than once.

While developers will eventually meet their peers during the interview process, your tech recruiting team plays a much larger role in creating a positive experience for every candidate. In particular, they handle some of the most sensitive aspects of the interview process. Not only are your recruiters shepherding developers through each stage of the process, they’re often the ones who communicate with rejected candidates.

Preparing and Executing New Hire Orientation Programs

Engineering managers are responsible for getting new hires up to speed on the technical aspects of their jobs. Recruitment teams are responsible for just about every other aspect of new hire orientation programs.

Just how important are your onboarding strategies? Over 13% of our survey respondents this year said that their highest priority when assessing new jobs is the office environment or company culture. That goes far beyond the office perks that you provide. Company culture also includes your commitment to setting new developers up for success as early as their first day on the job. If you do this well, it’ll be much easier for your company to keep programmers happy over the long haul.

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