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How to Reject Developer Candidates With Dignity

Post by Rich Moy on Dec 19, 2017 12:00:00 PM

Even though developers have a lot of job options, hearing that the company is going in another direction is never easy. If you’ve done a good job of selling your company, it’s even more difficult for them to hear the bad news. Still, the unfortunate reality of tech recruiting is that you won’t hire every developer you interview. That means you’ll have to have some tough conversations.

Could you rely on a one-size-fits-all rejection email or voicemail script? Technically, yes. But templated rejection messages are often more memorable than lousy recruitment emails—and for all of the wrong reasons. Chris Haseman, an engineering manager at Uber and panelist at our recent NYC Developer Ecosystem Report Launch event, said that he remembers every single time that he was rejected without some level of dignity.

There are some significant benefits to showing some empathy when you decide not to hire a programmer. Not only will they tell their friends about their positive candidate experience, but you never know when that person might be a fit for a future position. But how do you do it? Here are a few tips to keep in mind.

How to Shorten Your Job Application Process for Developers

It’s no secret that developers think the job search process is broken and are crossing their fingers that employers start to take notice. While you can eliminate brain teasers in your interviews and send every applicant a personal follow-up, the truth is that none of that matters if your initial job application process stinks.

Whether it’s marking once-mandatory fields as optional or revisiting your application process altogether, here are a few ways to shorten your job application process for developers.

Closing the Deal: 4 Ways to Get Developers to Say "Yes" To Your Job Offer

Post by Rich Moy on Jul 24, 2017 1:00:00 PM

It can be a huge weight off your shoulders when you extend a job offer to a developer. You’ve done a lot of hard work to identify, recruit, and interview this person, so the offer letter can be seen as an unofficial finish line. However, getting the candidate to accept your offer is still a major hurdle to clear at this stage of your developer hiring process. Programmers often have to choose between multiple job opportunities, so it’s up to you to ensure that yours stands out. Here are a few ways to get them to say “yes” to your developer job offer.

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.

The Importance of Candidate Experience in Developer Hiring

Post by Rich Moy on Dec 15, 2016 12:00:00 PM

Because developers are in such high demand, it’s easy to assume that they don’t get nervous before a big job interview. As a result, tech recruiters tend to prioritize other facets of their developer hiring process before giving any consideration to candidate engagement. But whenever I speak to a developer, it’s not long before he or she tells me about how an opportunity sounded great until they realized the recruiter didn’t have their best interests in mind. To help you avoid losing your top tech candidates, here are a few ways a positive candidate experience helps you stand out from the competition to hire developers.

How to Create an Incredible Candidate Experience on a Limited Budget

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

This post was updated in December 2017 with new information.

It’s hard not to notice some of the incredible perks that the competition offer developers during. Considering that only 13% 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.

But 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 interview agenda for your upcoming developer interviews, here are a few things to include.

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