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Why Your Recruiting Strategy Should Focus on Active and Passive Candidates Alike

There are two universal truths about developer hiring: there are not enough developers on the open market to fill every single job listing, and most developers are already employed. 

Making Remote Work at Stack Overflow - Interview Ilana Yitzhaki, Senior Manager, Employee Experience

Ilana Yitzhaki talks about how to create a great experience for employees in three Stack Overflow offices and remote Stackers across 14 countries. 

Get Your (Arti)facts Right — Eight Examples of Developer-Driven Employer Branding Content

Developers are in demand. Big demand—“knowledge of software development principles” appeared in more than 580,000 job descriptions this year. It’s no surprise, then, that skilled developers top the priority list for many hiring programs. But with a growing skills gap and increasing competition, it’s not enough to simply advertise positions and hope for the best. You need developer-specific listings and a great careers page that speaks to a tech audience and delivers in-depth insights into your technology stacks. You also need to show the people behind your processes and programming and share stories of the challenges they face every day

Not sure where to start? We’ve got you covered—here’s a look at eight great examples of developer-driven employer branding content and public artifacts from tech influencers.

What Do You Call People Who Program at your Company?

Every company seems to call their technical employees something different. No, I’m not talking about all the ninjas and gurus out there. I’m talking about the folks who sit in front of an IDE (or, dog forbid, vim) and write lines of code in the desperate hope that it compiles and/or runs. There seems to be no end to the honorifics bestowed upon these folks. 

Job Listing Keywords: What Developers Search for vs. What Companies Advertise

Supply and demand in the marketplace for tech talent have long since shifted in favour of the candidates. In recruiting circles, it’s referred to as a candidate-driven market. At the same time, the greatest risk for companies is the unmet demand for new talent. This talent gap makes it all the more important to reach those developers who are thinking about a new position. We looked at how the expectations of developers match those of companies by looking at the data from our job board. Specifically, we compared the most common searches by developers with the most common terms used by companies looking to hire. 

Words That Set Off Developers’ BS Detectors

Developers are a clever bunch. They’re trained to break a problem into logical chunks so that a computer can perform them the same every time. If you’re looking to hire them, your job listing will undergo the same scrutiny that an algorithm does. They have a pretty refined BS detector, practiced over years of trying to program the impossible and only getting it half right. 

3 Things Developers Told Us About What Makes a Great Job Listing

At Stack Overflow it’s our mission to match great employers and developers looking for new opportunities. However, our mission doesn’t end with providing smart targeting to show job listings only to the developers with the relevant skill set. We also help companies to better understand their audience and draft job listings that resonate. To be able to do this, we commit to continuous research into which job listings perform best. We go beyond click-through and apply-rates and take the time for qualitative research with candidates you’ll be looking to hire. Here are some of the things developers told us during our last 1:1 interviews in June 2019. 

A Strong Employer Brand Can Afford to Let Some Talents Move On. Q&A with HR and Tech Leadership at Westwing

Founded in 2011 and headquartered in Munich, Westwing is one of the leading Home & Living eCommerce businesses in Europe.

We spoke to Andreas Wixler, Head of Software Development Consumer Products, and Miriam Rabung, HR Business Partner, about Company Culture, Employer Branding, and why they are not worried about investing in talents that might leave the company one day.

Why These HR Leaders Rely on Partnerships With Their Marketing Teams

Post by Rich Moy on Apr 16, 2019 12:00:00 PM

Our recent news roundups for companies hiring developers have featured multiple reports on the growing talent gap. As critical tech roles become more difficult to fill, industry experts agree that a strong employer brand is key to attracting and retaining developers in 2019.

In response, some of the world’s most recognized companies have evolved their employer brand to stay competitive. We’ve also learned that the most successful examples of these “rebranding” campaigns tend to be heavily influenced by in-house marketing teams.

We spoke to HR leaders who lean on their marketing teams to promote their employer brand. Here’s what they had to say.

For These Executives, Employer Branding is Driven by Their Tech Stacks

Post by Rich Moy on Jan 31, 2019 12:00:00 PM

In 2006, our CEO Joel Spolsky wrote that one of the best ways to attract developers is to let them work on something interesting. Based on what we’ve learned over the years, this still rings true for many programmers. In 2018, over 17% of our Developer Survey respondents said that the technologies they’ll work with are their top priority whenever they consider new job opportunities.

We featured batches of our developers’ favorite Company Pages a few months ago, many of which stood because they included specific details about their tech stacks. The feedback we received then was consistent with our survey results, and it led us to speak with engineering execs about how their tech stacks impact their employer brand. Here’s their advice for fellow technology leaders.

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