In 2016, we published 150 blog posts ranging in topic from writing recruiting emails to developers to providing the best technical interview experience possible. We talked to leaders in the HR space to hear their hiring secrets and interviewed developers about their career paths. From writing about new topics and including more guest bloggers, we were able to see which topics and types of content perform best. So here it is – a look at the most popular content we published in 2016.
Our most popular post (in both views and social media shares) tackled the highly-debated topic of what exactly qualifies a Senior Developer as “Senior.” CTOs, developers, and Hiring Managers all chimed in on what their definition of a Senior Developer looks like. What was the most common response? Someone who has 10 or more years of programming experience. Do you agree?
Each year, the results of our Annual Developer Survey provide us with new and interesting insights on the world’s developers. Over 56,000 developers answered the survey, providing us with a list of their most-wanted and move-loved programming languages for the year. As a recruiter or hiring manager, it can be overwhelming keeping up with the long list of technologies and languages developers are using, and this post was created to give them a basic overview.
We’ve said it before, and we’ll say it again – developers aren’t just learning to code in the traditional way (aka by completing a Computer Science degree). Instead, 69% of developers revealed that they are at least partially self-taught. Aside from traditional college programs, developers said they honed their coding skills with on-the-job training, online courses, bootcamps, and mentorship programs.
With a headline like that, it’s easy to see why this post did so well. Hiring one engineer is no easy task, let alone hiring 30 in just six months! Pipedrive’s VP of Engineering shared how he hit his hiring goals with tips such as “define the hiring process,” “look beyond your local talent pool,” and “set up an efficient onboarding process.”
You’ve likely heard about recruiters hunting down a purple squirrel or even a unicorn, but what about a T-shaped developer? A T-shaped candidate is often referred to as an ideal hire (the vertical line of the T represents the depth of expertise in a field while the horizontal line represents the breadth of knowledge). This post explored the case for and against hiring these type of candidates, as well as what to look for when interviewing them.
Everyone in the HR space has had a few negative experiences with a candidate, right? This post highlighted a few of the most common hiring practices that developers told us they hated. From making an offer below market value to keeping the candidate waiting while you make a decision, be sure you aren’t making any of these critical mistakes.
What’s really in a job title? Some of us wear ours like a badge of honor, while others use three or four job titles interchangeably. Whether you’re searching for a candidate proactively or starting to write a job description for a new position, you want to make sure you’re using the right job title. In this post, we asked developers what they prefer to be called (spoiler: don’t call them a rockstar or ninja, please), and why.