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Do Developers Think Your Employer Brand is Fluff?

Post by Rich Moy on Mar 9, 2017 12:00:00 PM

Developers have made no secret that they want to work for companies whose missions they believe in. In response, many companies have gone out of their way to create recruitment materials that get to the core of what developers look for in new opportunities. The problem is that there’s still a significant disconnect between what employers think developers want and what developers actually want. With the competition to hire developers at a fever pitch, it’s crucial to understand how passive and active tech candidates respond to your recruitment materials. Here are a few things employer branding ideas to help you attract more technical talent.

What Benefits Are Companies Offering Developers?

I just started my new job here at Stack Overflow, and like most of us, one thing I think about when considering a career move is what kind of benefits a company offers. Firms looking to hire developers can create a company page here at Stack Overflow. This means that we here on the Data Team can explore what types of benefits companies offer developers and how those benefits change across companies of different sizes or in different locations. In this post, we'll use text mining and data visualization to investigate the benefits companies offer to the developers they hire.

5 Unique Benefits Companies are Offering Developers

Most developers reap the benefits that typical companies offer, like healthcare and free coffee in the office. We already know what developers care about at work (working on interesting projects and work-life balance, for example), but what about those tangible perks that are typically displayed on the employer’s Careers page? Here are some unique benefits we found that companies are offering their technical employees.

What to Do When Your CTO Isn't on Board with Employer Branding

One of the most frustrating aspects of working in recruiting is getting buy-in from the right people. You can have the best ideas to attract your future employees, but if you don’t have the budget or approval, it can be hard to execute upon those ideas. Recruiting can cost a pretty penny, especially when it comes to employer branding.

Employer branding is a hot-button issue for a reason. A study from HRO Today Magazine found that companies with top employer brands had more overall support of the CEO and key senior executives than their “other brand” counterparts did. So what happens when your CTO doesn’t seem to be on board with using employer branding to attract new technical talent?

Avoid These Red Flags When Describing Your Culture to Developers

In addition to including the requirements and skills needed for the open role, your developer job listings should include a brief look into your company’s culture.  After all, the job posting is often the first time the candidate is learning about your company (unless you’re a household name). Your job listing likely has a limit to the number of words you can include, so you’ll need to succinctly convey your culture in a paragraph or two. Not an easy task, right?

To help you get started, we’ve rounded up a few of the common mistakes we see in job listings when it comes to describing a company’s culture. Are you guilty of any of these?

3 Employer Branding Ideas That Highlight Your Technical Team

Some may argue that companies don’t really “own” their brands. The best they can do is influence their brand’s perception by positioning the company in a certain light in the minds of current and prospective employees. This if often referred to as employer branding. (But you already knew that, right?)

Does Your Employer Brand Resonate with Developers? Use This Checklist to Find Out

If you’re looking to attract top technical talent, you should be paying extra attention to your employer branding efforts. Programmers are looking for different things in a career than employees in marketing or sales departments.

In Misplaced Talent, Joe Ungemah highlights the five adjectives that all strong employer brands convey. We’ll go into detail on each of the five and suggest that you compare your employer brand with each and see where you stack up.

3 Ways to Ask Your Technical Team What Makes a Company Attractive

Post by Rich Moy on Dec 1, 2015 12:00:00 PM

We’ve made no secret of the fact that we’re big advocates for involving your developers in the hiring process. When it comes to learning more about what makes your company attractive, nobody can speak to this quite as eloquently as the people who chose to join your technical team. This is also a prime opportunity to reinforce to your developers that their input is valuable, which can go a long way towards keeping them happy and ultimately retaining them.

If you’re stumped for ice breakers to jumpstart your conversations with your tech team, here are three easy strategies you can use to learn more about what they find appealing about a company.

How to Incorporate Your Employer Brand into Your Technical Interview Process

Ideally, companies and HR departments alike should be incorporating employer branding into each step of their hiring process. However, the majority of the time employer branding is focused on largely in the early stages of hiring and is often overlooked during the interviewing, onboarding, and retention stages. After you’ve spent time finding your ideal developer candidates, it’s time to focus on bringing your employer brand into your interview process.

Sell the Company, Not the Role

In Good to Great, Jim Collins cites “getting the right people on the bus” as one of the most important aspects of building a great company. He’s right, and this means not only hiring the best possible people but retaining them as well.

I often see hiring and candidate retention discussed separately, but I think it more useful to view them as facets of the same problem. This means every aspect of the developer hiring process should also consider the implications for long-term retention. Good candidates will often have multiple offers on the table and companies must compete with one another for their signature. Success will come down to many factors, but undoubtedly the company that sells itself the most effectively will have an advantage.

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