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How to Involve Your C-Suite in Your Tech Hiring Process

Post by Rich Moy on Feb 13, 2017 12:00:00 PM

There were a few times over the course of my recruiting career when I had to email a hiring manager and say, “I know you want to make an offer, but the executive team needs to sign off first.” It was incredibly frustrating, and there were even a couple instances in which we lost top candidates while we waited for a final decision from the top. As easy as it was for us to wish that they’d just “let us do our jobs,” the reality is that C-level executives should be involved in the hiring process, especially when it comes to selecting the right developers. The challenge for you is understanding how much of their input is appropriate. After all, it would be ill-advised to ignore their wisdom just for the sake of filling open technical roles. But how do you figure out how to effectively involve your C-suite in technical hiring decisions—and how do you manage everyone’s expectations?

Why Relationships in Developer Hiring Are More Important Than Ever

Post by Rich Moy on Feb 2, 2017 12:00:00 PM

Many recruiters I know got into the profession because they truly enjoy building relationships with people. But with long lists of recruiting tasks that are primarily administrative at times, it’s easy for technical recruiters to say that building relationships with developers is a nice, but unrealistic idea. The problem with this mindset is that developers have made no secret of the fact that they expect recruiters to do their homework before they reach out. Although you might be tired of hearing about the importance of getting to know developers on a personal level, your willingness to embrace relationship recruiting in 2017 could be the difference in meeting your developer hiring goals and missing them.

How to Build Rapport With Developers Throughout the Hiring Process

Post by Rich Moy on Feb 1, 2017 1:00:00 PM

I have vivid memories of the first couple of interviews I led as a recruiter, mostly concerning what I did wrong. My biggest mistake was approaching them as if I was the only person who had any leverage. But what I eventually realized was that these candidates were real people with very real fears and goals. And because my relationship recruiting skills weren’t quite up to par, I also wasn’t putting my company in the strongest position to hire the people we wanted.

How to Choose Between Two Qualified Applicants for a Technical Role

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

If you were to tell other technical recruiters that you’ve identified two strong developers for your open role, they’d be incredibly jealous. Many of them would probably say, “I can’t find enough relevant developer resumes and qualified applicants for my tech positions, let alone multiple people we want to hire.” While this is a good problem to have, selecting the right person in this scenario isn’t always a straightforward process. To help you get on the right track to choosing developers that are right for your company, here are a few things to consider when multiple candidates establish themselves as contenders.

How Your Current Tech Team Should Guide Your Developer Hiring Strategy

Post by Rich Moy on Jan 12, 2017 12:00:00 PM

Although partnering with your current tech team to create your developer hiring strategy sounds straightforward to most recruiters, following through on that best practice isn’t always natural. On the one hand, you feel confident in your abilities and don’t see the need to involve anyone else. But on the other hand, you don’t want to nag your tech team about participating in your interview process, even though you know their input will ultimately help you make sound decisions. To add a little clarity to the way you work cross-functionally with your engineering team, here are a few ways your should collaborate with your software development team.

Why You Shouldn't be Afraid of Hiring "Job Hopping" Developers

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

When I was a recruiter, I was trained to be wary of candidates with a history of job hopping. “People who only spend a year in a position tend to be the people getting fired repeatedly,” I was told. And that means they’re terrible at their jobs and you shouldn't even trust them to grab someone with a cup of coffee.” While it was common to frown upon job hoppers in the past, it’s unwise to rule out a developer’s CV just because you notice a “track record” of changing jobs frequently. Here are a few reasons why you should do a deeper dive on a developer’s resume when you notice that he or she looks like a “job hopper” on paper.

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 Implement Collaborative Hiring When Interviewing Developers

More and more companies are adopting a collaborative hiring process, and as a result, they’re seeing legitimate improvements in talent acquisition. While not the most conventional hiring process, collaborative hiring is one of the more flexible methods since you can adjust it accordingly to the structure of your company. In return, it provides a two-sided evaluation system where candidates can interact with your team, giving them the most realistic expectations of what it’s like to work at your company.

This process is particularly important for technical roles. The developer hiring process is already very specific, and what better way to attract developers to your company than to have them interact with other developers?

The key here is to create a standard process before you actually start implementing collaborative hiring techniques. As a company, you have a bit of free-range in determining how you want to structure the process. Here are a few ideas to get you started. 

Learn How These 4 CTOs Recruit and Hire Developers

The job responsibilities of a CTO vary greatly depending on the size of the company, the leadership, and the presence of an HR department. But even the busiest of CTOs still find the time to be somewhat involved in the recruiting, interviewing, and hiring process of their future technical reports. We spoke to a handful of CTOs across the globe to learn more about their specific recruiting practices, tips, and tricks.

The Worst Ways to Read and Scan a Technical Resume

Post by Rich Moy on Nov 22, 2016 12:00:00 PM

Even if you’re not currently drowning in applications, the task of reviewing developer resumes is tougher than many recruiters anticipate. You probably know the tech stack that your team uses, and you even might know some of the basics of those languages. But even with that knowledge, it’s tempting to scan a resume for a few qualifications before bringing the candidate in for an interview. As difficult as it can be to understand a technical resume, here are a few common resume scanning tips that you should avoid when you’re vetting candidates.

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