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Six Tech Recruiting Key Performance Indicators (KPIs) You Need to Measure

Demand for IT expertise is skyrocketing. For financial institutions, insurance agencies, law firms, healthcare companies, and even retail businesses, technology is no longer a cost center; cloud computing deployments, collaboration tools, and mobile device integration now drive long-term ROI.

The result? As noted by the Wall Street Journal, more than 900,000 unfilled IT jobs across the U.S. in the past three months alone. Even with companies training up “new collar” talent inside their organizations and IT-focused bootcamps and other programs popping up to fast-track specialist supply, the skills gap continues to widen.

For businesses looking to recruit top tech talent, traditional hiring practices won’t get the job done — you need hard numbers to understand where your ads are working, and where they’re missing the mark. Here are six tech recruiting key performance indicators (KPIs) you need to measure.

The Ultimate Tech Recruiting Event Checklist

In an era where so much of the recruiting process happens online, in-person recruiting events can seem out of place or old fashioned. But make no mistake: when properly utilized and executed, live events can be an incredibly useful recruiting tool. There’s no real replacement for seeing a candidate face-to-face and interacting with them in real-time, without the pressure and tension of a formal interview, and that’s what recruiting events have to offer. They also give you the chance to show candidates who you are as a company, and why they should consider you specifically.

Why You Should Be Hiring (More) Junior Developers

In any field, experience is one of the main deciding factors used by hiring managers to pick the right candidate. Each field has its own system for how many years a person has to spend working in that field to qualify as “experienced.” In tech, what qualifies as experienced can vary, depending on the candidate in question and the needs of the company. However, one very general guideline of requirements for a candidate to be considered “experienced” is five years of experience as a software developer (including back-end web development), two or more years of professional software development experience (ideally with exposure to the full software lifecycle, from requirements through production), and/or five+ years of development testing experience. For some tech hiring managers, a developer is generally only considered “senior” after ten years of similar experience. 

The Idea of the Minimum Viable Candidate

Speaking to your hiring manager about an open position on the engineering team can be a true test of patience. Not only do they ask for someone with experience across all 47 technologies in your tech stack, but they should have industry experience (ideally with your biggest challenger) and be willing to relocate to your headquarters in the middle of nowhere. Oh, and start date? Yesterday.

Understanding quantified achievements on engineering resumes

Resume best practices are always shifting. What sections do you include? Do you put skills on there? Should you include all my jobs, including when you worked as a busboy in high school? This recent question, on StackExchange site the Workplace, highlights a more recent example: “Should I quantify my contributions on my resume?”

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