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Should You Share Leadership With Your Tech Recruitment Team?

Post by Rich Moy on Jul 26, 2018 12:00:00 PM

When C-level leaders increase the pressure to hire developers, it’s natural for talent acquisition managers to micromanage their teams. If this sounds familiar to you, you likely have plenty of company.

But Marcel Schwantes, Principal and Founder of Leadership From the Core, says that this is one of the biggest mistakes that a manager can make. He continues by writing, “Involve those who will be affected by the implementation by enlisting their energy and insights, or be left with people asking ‘What were they thinking when they rolled this out?’”

It makes perfect sense to involve your team as you optimize your talent management strategy. But how can you do this without giving them too much autonomy? Here are a few tips to help you share leadership with your direct reports.

How to Build Partnerships With Tech Hiring Managers

Post by Rich Moy on Jul 17, 2018 12:00:00 PM

A 2016 Bersin by Deloitte report found that the most influential predictor of talent acquisition performance is a healthy relationship between a recruiter and a hiring manager. Since then, not much has changed. Paweł Rzymkiewicz, Head of Engineering at Codility, recently wrote that alignment between engineers and recruiters could help companies ensure their success in the short and long term.

That doesn’t mean building these relationships is a simple task. Even the most experienced recruiting professionals can think of at least one hiring manager that presents a consistent challenge to them. So how can you foster stronger partnerships with them and coach your recruiters to do the same? We posed this question to David Haney, an Engineering Manager here at Stack Overflow. Here’s what he had to say.

5 Keys to Developing High-Functioning Tech Recruitment Teams

Post by Rich Moy on May 31, 2018 12:00:00 PM

With the summer months approaching, many teams across your organization are looking forward to their slow season. But for talent acquisition managers, the harsh reality of tech recruiting is that every quarter is hectic. As a result, all of your recruiters probably feel increased pressure to hit their goals—and there’s a strong chance that your team isn’t performing to their maximum potential.

That’s where you come in. To maximize your recruiters’ productivity and take the next step in your personal growth, here are five keys to developing high-functioning tech recruitment teams.

3 Things That Exceptional Talent Acquisition Leaders Have in Common

Post by Rich Moy on Apr 25, 2018 12:00:00 PM

Your developer hiring strategy can have a long-lasting impact. With the right combination of tech recruiting tools and tactics, you’ll find talented candidates and improve your company’s reputation in the software development community. But to get the results that it should deliver, that talent management strategy needs to be led by a strong leader.

Of course, every manager on the planet has a unique approach to leadership. Still, there are a few traits that all exceptional talent acquisition leaders have in common. In this post, we’ll walk through some of the soft skills that you need to support your entire organization through your developer hiring.

What Are Developers’ Biggest Career Development Goals?

Post by Rich Moy on Apr 10, 2018 12:00:00 PM

Time and time again, developers have said that opportunities for professional development are among their most crucial job evaluation criteria. As part of this year’s Global Developer Hiring Landscape, we were curious to learn more about the types of opportunities that they want. To find the answers we were looking for, we asked respondents to tell us their biggest career goals.

So, what do programmers want to be doing in five years? As an employer, how can you adjust your professional development programs to help them achieve those career development goals? In this post, we’ll unpack the answers to both of these questions, which will help you stand out in the competition to hire technical talent.

What Does "Professional Development" Look Like to Developers?

Respondents who took our 2017 developer survey emphasized the importance of career development over any other factor by a large margin. But what exactly does this “professional development” look like, and how can companies implement this into the early stages of their hiring process? We talked to a few developers to get their insights into what “professional development” looks like.

Job Satisfaction vs. Career Satisfaction to Developers

Post by Rich Moy on May 4, 2017 12:00:00 PM

You might assume that a developer who’s satisfied with his or her current job is also content with how their entire career has unfolded to this point. However, the respondents to the 2017 Developer Hiring Landscape showed us that there’s a big difference between the two. While only 10% of developers said that they’re completely satisfied with their current jobs, that number jumps to 12.7% when it comes to their overall careers. This begs the question—what’s the real difference between how developers feel about their current jobs and their careers? Based on what we’ve learned from the results of our survey, here are a few things to keep in mind about what makes a developer happy with their current jobs and the potential their career path affords them.

A Look Inside Mentorship Programs for Developers

If you take a look at some of the most successful engineering teams, you’ll likely notice they have implemented some type of training or mentorship program. Developers want to constantly be learning new things and improving their skills. Having these types of programs within an organization is a great way to allow them to do just that.

Mentorship programs for technology roles are typically broken up into categories: mentorships for students or new programmers looking to enter their first development job and developers starting at a new company/learning a new language. The programs can vary greatly if the mentee is a more established developer than a newbie, but the main principles of the mentorship will be the same. If you’re considering implementing one of these developer mentorship programs at your company, here are some real-life examples to draw inspiration from.

How Often Do Your Developers Commit Code? (And Why This Actually Matters).

If you look at the average developer job description, you’ll probably see phrases like “develop software applications” or “write well-designed, testable code.” But often there are a variety of duties not included in the original description, such as mentoring other developers, debugging code, maintaining documentation, and attending meetings. But which of these job duties do developers actually enjoy and want to do more of?  

4 Things That Contribute to a Developer’s Job Satisfaction

Post by Rich Moy on Apr 21, 2016 12:00:00 PM

Every developer you meet will have a slightly different list of things that he or she considers important at work. It’s easy to jump to the conclusion that understanding what’s essential to developers means getting to the bottom of the types of perks they want. You might think “We can’t compete with the Olympic-sized pool our competitor offers, but we’ll win them over with free dog grooming services!”

Based on what we learned in the 2016 developer survey, these amenities alone aren't deal makers or breakers. Here are a few things that we learned about the things that contribute to developer job satisfaction.

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