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The Top 10 Frameworks and What Tech Recruiters Need to Know About Them

As programming matures and application development becomes more complex, developers need more than just an understanding of programming languages. They need to know the frameworks that make creating applications in these languages easier. 

A framework is a set of tools, classes, and functions that serves as the platform on which to build a full application. There’re some tasks that occur in every application: input, display rendering, error handling, for example.  Frameworks handle basics like these so developers can focus on solving the problems related to their specific domain. However, a framework is a broad term, so different frameworks will do different things. 

As a technical recruiter, you should be able to understand what frameworks are and which ones are the most common. If you’re familiar with the term, you probably know them as front-end JavaScript frameworks. As we’ll see, lots of programming languages have frameworks that simplify the development process.

12 Developer Types Recruiters Need to Know About

In any field, different people play different roles in achieving the field’s goals. This is especially true of developers: not only do developers have different roles, but they also often have very different focuses and skill sets. For instance, a developer who focuses on front-end visual production and a developer who focuses on the underlying logic of software will approach projects from drastically different angles, with different sets of tools at their disposal. However, if you’re not a developer yourself, it may be difficult to suss out the different types of developers and to find the type that best meets your needs. 

This year, StackOverflow put together a comprehensive survey with over 90,000 respondents, examining the tech landscape, and developers in particular. Using that data, we created a thorough list of the 12 most common developer types, to help answer the basic questions about different sorts of developers: what they do, how they work, and where they stand in the field.

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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