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3 Ways Meraki Creates a Memorable Candidate Experience for Senior Engineers

The term “candidate experience” is thrown around often in the talent space, especially within tech where hiring engineers is extremely lucrative. As a Technical Recruiter at Cisco Meraki, I believe that providing a great memorable candidate experience gives you an edge over all your competitors. This is especially true when hiring senior engineers who will not be impressed by a swag bag or free lunch, but rather the thought and care you put into the interview process. I sat down with three Senior Software Engineers at Meraki to ask them what made our candidate experience unique, and how other companies can emulate these techniques for similar success.

The Hidden Cost of a Poor Candidate Experience

Post by Rich Moy on Dec 27, 2016 12:00:00 PM

It’s never fun to hear that a developer had a negative interview experience with your company. But as easily as you could dismiss that as “one person’s opinion,” delivering a poor candidate experience has far-reaching implications that make it much more difficult to meet your hiring goals. Beyond leaving a bad taste in a developer candidate’s mouth, here are a few of the hidden costs of a poor candidate experience.

4 Elements of a Great Candidate Experience for Developers

Post by Rich Moy on Dec 19, 2016 1:00:00 PM

If you think candidate experience best practices include picking each of them up in a limousine and having their favorite meal waiting for them, you probably aren’t alone. But while the competition to hire developers is undeniably fierce, treating them well throughout the interview process doesn’t have to be expensive. In many cases, all it takes is a little extra planning in advance. To help you make a great impression on developers at every stage of your hiring process, here are a few common elements of a great candidate experience.

How to Create an Incredible Candidate Experience on a Limited Budget

Post by Rich Moy on Sep 26, 2016 12:00:00 PM

If you’re anything like I was when I was a recruiter, it’s hard not to notice some of the incredible perks that companies offer developers during the interview process. Considering that only 14% of developers are actively looking for new jobs, it would be easy to assume that companies need to offer trips to amusement parks and five-star dinners during the interview process just to get their attention. However, just like you wouldn’t define your company culture by your office amenities alone, tech candidates don’t choose jobs based solely on how well you spoil them during the interview process. Here are a few tips to help you create a best-in-class candidate experience for developers without breaking the bank.

Here’s Why Developers Might Not Be Applying to Your Job Listing

You’ve typed up your job description, formatted it perfectly, and posted in on all the relevant websites. Now you sit back and wait as the Android Developer applications roll in. Except only a very few are coming in and you’re left wondering what you did wrong. There likely isn’t just one mistake you’ve made that’s causing fewer developers to apply to your job – it’s likely a combination of things that add up to a poor candidate experience. Here are a few of the common gripes technical candidates face when applying for a job.

Why Giving Tech Candidates an Interview Agenda is Worth Your Time

When you think of fun ways to spend your time, I’m sure interviewing isn’t high on the list. The “necessary evil” is vastly different across industries, especially in the field of technology. Developers and technical hiring managers alike can agree that this interview process is broken. One way to help make the technical interview process more pleasant for both parties is to give the candidate an interview agenda ahead of time. This also helps the hiring managers since any questions the candidate has can be properly addressed early on.

If you’re interested in putting together an agenda for your upcoming developer interviews, here are a few things to include.

Why Brand Building and Constant Advertising Will Lead to a Fuller Candidate Pipeline

So you need to hire a few developers? Get in line and be patient.  

As famed VC investor Marc Andreessen has declared, software is eating the world, and developers are the ones building that software. So when you need to hire a few developers, just advertise a job once and the candidates will start rolling in, right? Wrong.

It’s no secret that it's incredibly difficult to attract and connect with talented programmers. In order to do so, it's in your best interest to always be advertising. Here's why.

4 Ways to Upgrade Your Interview Process for Developers

Hiring managers and recruiters often struggle to judge technical talent by a resume alone. Developers write in code and are most content sitting facing a laptop screen rather than a panel of HR executives and being asked to “Describe a time they worked effectively under pressure.” When hiring developers, employers need to refine their basic interview process to make it more developer-friendly. This way, the candidate’s skills can be brought to light and ultimately the right hire can be found.

Based on results from our 2015 Developer Hiring Survey, here are a few ways companies can upgrade their interview process for developers.

Want More Developer Job Applications? Make the Candidates' Lives Easier

Post by Erin Gray on Jun 3, 2015 12:00:00 PM

With 4.59 job listings to every one developer, any actively searching candidate is going to have an excess amount of options to apply to. In a market where you’re competing for attention from developers, you don’t want to lose out on converting a viewer into a candidate simply because of your application process.

So how do you construct an application process that gives you the information you need while making it easy enough for developers to complete? You’ll want to consider the platform, application “requirements,” and length of the application process. Below are a few ways to modify your tech job listings to ensure application conversion success.

Two Surprising Ways to Improve Your Candidate Experience in Five Minutes

As a talent acquisition specialist, planning is everything. It takes time to identify the best hire sources, curate a candidate pipeline, and define unique recruitment campaigns for each role. Every step of your recruitment strategy involves crunching numbers, measuring success, and tweaking tiny elements until you hit (or exceed) your target ROI. Were it not for your “meticulous to the point of obsessive” process, you might miss the mark on everything from employer branding to candidate quality and have nothing to show for your hiring managers, your executive team, and your board of directors.

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