<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=1621132604871265&amp;ev=PageView&amp;noscript=1">

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.

Unique Challenges Tech Recruiters Are Facing

Post by Rich Moy on Nov 7, 2016 12:00:00 PM

My experience as a recruiter taught me that attracting and hiring talented candidates is difficult. As simple as the job might sound on paper, it takes much more than matching a list of qualifications to a pile of resumes and selecting the person who represents the closest fit. This is particularly the case when it comes to recruiting software developers, and tech recruiters are asked to go above and beyond to get the job done. While finding the right person for any role is not easy, here are a few unique recruitment challenges that tech recruiters are facing in 2016.

How to Keep Developers in the Loop During the Interview Process

Post by Rich Moy on Nov 3, 2016 12:00:00 PM

Recruiting technology has made it easier than ever for everyone involved in your developer hiring process to automate just about everything. It’s easy to get caught up in all the ways technology can save you time and help you hire developers faster. However, there are some touchpoints that just should never be handled by technology, no matter how convenient it seems. Here are a few stages throughout the interview process that you should always do yourself, even though software could make it more automatic.

Why You Should Always Recruit Developers, Even if You're Not Hiring

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

When I was a recruiter, I often made the mistake of thinking that my only goal was to find candidates for roles assigned to me. Sure, that approach yielded some hires that I’m still very proud of, but it also left me scrambling whenever a hiring manager suddenly needed to hire someone for a role that wasn’t in our original plan. In the case of developer hiring, it’s especially important to think about your company’s current and future hiring needs. Read on to learn more about why you should always recruit developers, especially when you don’t have any job openings.

Schedule a 15 minute call

Call +1-877-782-2577 or email careers@stackoverflow.com for answers to any questions you may have