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How to Link Your Tech Talent Strategy to Company Value

Post by Rich Moy on May 24, 2018 12:00:00 PM

Most executives understand the importance of filling open roles, especially when your company lacks the tech talent that it needs. A mere 16% of developers are actively looking for new jobs, and the competition to hire them is more difficult than ever. But with that level of urgency, how can you ensure that the right people fill your most critical developer jobs? How do you respond when management just wants you to hire someone, as long as that person is remotely qualified?

A recent McKinsey Quarterly article by Mike Barriere, Miriam Owens, and Sarah Pobereskin studied how the CEO of a consumer-products company redefined critical roles and linked talent to value. We pulled out a few key takeaways that you can use to optimize your tech talent acquisition strategy and get everyone across your organization on the same page.

3 Keys to Solving Your Biggest Developer Hiring Challenges

Post by Rich Moy on May 17, 2018 1:00:00 PM

To anyone who isn’t involved in hiring developers, talent acquisition might seem straightforward. All it takes is a few job listings and a little patience, right? Of course, you know that finding tech talent is much more difficult than that. You also understand that you need to think outside of the box to hit your aggressive hiring goals.

But how can you tell if a creative developer hiring idea will drive tangible results? Let’s take a closer look at the key components of an outside-the-box initiative that gets your executive team excited.

How to Pitch a New Developer Hiring Initiative to Your C-Suite

Post by Rich Moy on May 15, 2018 12:00:00 PM

Coming up with new tech recruiting ideas can be a lot of fun. It gives you the chance to be creative and think outside of the box to impact your company through your talent management strategy. As exciting as this process can be, your ideas also need the approval of your C-Suite. Since those executives are under a lot of pressure, it can be difficult to get the green light from them if your pitch is half-baked.

No matter the scope of your idea, there are a few things that you should include in your initial pitch. In this post, we’ll discuss three essential components of a successful business case for a new developer hiring initiative.

Why You Should Acknowledge the Risks of Your Developer Hiring Strategy

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

Pitching a new developer hiring initiative is exciting. You’ve done your research, identified a project that could have a significant impact on your company, and you have a plan for maximizing every dollar that you think it will cost. The only thing left is to show your C-Level executives all of the work that you’ve done and ask them to sign a few checks, right?

Before you get ahead of yourself, it’s important to take a step back and acknowledge the risks of this new initiative. Yes, the risks. As a talent acquisition leader, your executive team looks to you to identify all of the potential outcomes of a project, especially those that aren’t ideal. If you’re not willing to identify where your plan could fall short, it’ll be hard to get the green light from C-Level executives to move forward.

The good news is that highlighting these risks can also benefit you. Here are a few reasons why it’s a good idea to acknowledge the risks when you pitch a new idea to executives.

How Developer Hiring Impacts Your Entire Organization (and Why it Matters)

Post by Rich Moy on May 8, 2018 12:00:00 PM

As a talent acquisition leader, developer hiring is likely one of your biggest priorities. Aside from the team of HR professionals and recruiters that you lead, you’re probably talking to the engineering managers more often than anyone else at your company. Your approach to tech recruiting impacts them more directly than any other manager, so this makes sense. But the most successful talent acquisition leaders know that developer hiring also affects every team across the organization.

Not sure why your tech talent management strategy matters to so many people? Let’s take a closer look at how your developer hiring impacts the entire company.

4 Mistakes to Avoid When Building a Business Case for Hiring Developers

Post by Rich Moy on May 2, 2018 12:00:00 PM

Steve Jobs once said, “You’ve got to be willing to crash and burn. If you’re afraid of failing, you won’t get very far.” At the same time, he didn’t suggest being completely reckless. Even if you have the strongest hunch that a particular tactic or tool will help you hire developers, it’s virtually impossible to get the green light from your executive team without a compelling business case.

The textbook definition of a business case is "a document that captures the reasoning for initiating a project or task." The good news is that it doesn’t have to be a long document. But there are a few mistakes that could mean the difference between optimizing your talent management strategy and having to scrap an idea. Here are a few pitfalls to avoid whenever you build a business case for hiring developers.

3 Crucial Questions to Ask About Your Tech Recruitment Goals

Post by Rich Moy on Apr 16, 2018 12:00:00 PM

Goal setting is critical to your developer hiring strategy. But as obvious as that statement might be, most talent acquisition leaders would probably agree that establishing goals is never easy.

Considering that over 90% of developers are employed at least part time, you need to ensure that your tech recruiters are productive and working on the right things. Still, you might be wondering how your tech recruiting tactics are making a marked impact on your company through your developer hiring. To help you keep your tech talent management strategy on track, here are a few crucial questions to ask yourself about every tech recruitment goal that you’ve set.

What to Do When Your SMART Tech Recruitment Goals Don't Work

Post by Rich Moy on Mar 8, 2018 12:00:00 PM

You’ve done your research to understand your company’s tech hiring needs. You’ve solicited feedback from your executives to confirm that your team is working on the right things. You’ve thoroughly documented your action plan to hit your developer hiring goals. But even though you’ve followed all the principles behind creating S.M.A.R.T. goals, you discover something along the way that forces you to reevaluate everything. When all of the data suggests that you need to tweak your plan, there’s no getting around the fact that this is extraordinarily difficult for any talent acquisition leader to process.

So how can you bounce back when you don’t hit your S.M.A.R.T. goals? How do you edit or create brand new goals on the fly, without disrupting your team’s workflow for an extended period? Here are a few tips to help you along the way.

4 Mistakes to Avoid When You Create Tech Recruitment Goals

Post by Rich Moy on Mar 1, 2018 2:00:00 PM

What are your biggest tech recruitment goals this year? Many of you would probably say, “To hire developers.” Of course that’s one of your team’s primary objectives. At the same time, your developer hiring process should be built on a foundation of smaller milestones. As a talent acquisition leader, goal setting is one of the most critical parts of your job. It also happens to be one of the most challenging parts of your role.

When it comes to developer hiring, your team’s work can have a huge impact on the entire organization—if you follow the principles behind S.M.A.R.T. goals. To help you create more meaningful tech recruitment goals, let’s take a closer look at a few mistakes that you should avoid at all costs.

How to Measure Your Employer Branding Strategy for Developers

Post by Rich Moy on Oct 16, 2017 12:00:00 PM

Developers have made it clear that employer branding matters to them. In turn, employers have started thinking more like marketers to make themselves stand out from the competition. But even if you’re pouring your effort and creativity into your employer branding content, there’s one question you need to be able to answer: Is your employer branding strategy working?

That question might lead you to ask how to measure employer branding. If you commit to tracking the following metrics, you’ll put yourself in a stronger position to hit your recruiting goals this year and beyond.

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