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

This post was updated in October 2017 with new information.

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 candidate experience 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.

Getting Started With Talent Segmentation

Take a minute to review your company’s careers page. In all likelihood, it depicts life at your company, shows your mission statement or a few photos, highlights a selection of employee benefits, and lists the open opportunities at your organization. Individual job listings probably link to a description of the roles and responsibilities required.

Can you spot the inherent flaw in this model? It structures your company careers page in a way that implies that all candidates are interested in the same benefits. But if you’ve ever recruited talent for different roles simultaneously, you’ve probably already figured out that your “closing pitch” when hiring a sales rep is completely different from the one you use on developers. So this begs the question: Who’s really interested in that generic portrayal of life at your company, anyway? Is there a better way to position your organization so you attract different types of candidates with distinct selling points?

6 Ways to Keep Candidates Engaged During the Holidays

 

Hiring during the holidays can be notoriously slow—candidates push off job searches until after the new year, hiring managers are on vacation, the list goes on! However, as recruiters, our need to fill positions doesn’t slow down, and that hard-to-fill role will still be there when you get back in January! It can be daunting to think of inserting your star candidate into the interview process during long bouts of PTO, travel and food-induced comas, but there are a few things you can do to keep candidates engaged. Here, 6 easy ways to keep the process moving forward over the holidays:

5 Things You’re Probably Not Doing That Drastically Improve Your Candidate Experience

Changing jobs is awfully stressful. In fact, it’s among the most stressful life events, right after “death of a close friend.” People put their entire professional profile on a sheet of paper, take time off work to sit through multiple grueling interviews, worry about adhering to interview etiquette, all the while subjecting themselves to harsh scrutiny and the potential for rejection. Being good at your job and being good at getting a job are often very different things.

As a recruiter, it’s important to do whatever you can to alleviate some of this candidate-induced stress so you can both focus on what matters most: Are you and the candidate a good match? Below are 5 ways to minimize this stress factor in your hiring process.

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