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How to Calculate the ROI of Your Developer Onboarding Programs

Post by Rich Moy on Aug 14, 2018 12:00:00 PM

Over the last few years, recruitment teams have gotten more comfortable with using data to make informed decisions. One of the most common things that talent acquisition managers measure is the return on investment (ROI) of their developer hiring initiatives. Things such as application rates and cost-per-hire are fairly straightforward to understand.

Still, there are many other facets of a recruitment strategy that you should measure. In fact, you could argue that onboarding programs are just as crucial to your developer hiring success. But how do you calculate the ROI of onboarding developers? Here are a few things to consider.

Is Average Cost-Per-Hire Still a Relevant Metric for Developer Hiring?

Post by Rich Moy on Jun 5, 2018 1:00:00 PM

With such a small percentage of developers actively looking for new jobs, it’s tempting for talent acquisition managers to ignore their cost-per-hire metric. Since developers are essential to every organization’s success, many leaders would argue that you could justify all of your tech recruiting expenses by making just one hire—even if you go over budget.

With all of that said, is average cost-per-hire still a relevant developer hiring metric? The short answer is yes. But why? Let’s take a closer look at why you should track your overall costs to hire a programmer, and how it can affect your entire developer hiring strategy.

3 Less Common Technical Recruitment Metrics You Should be Tracking

Post by Rich Moy on Jan 18, 2018 12:00:00 PM

As a recruiting leader, there are all sorts of things that you could track to measure your tech hiring strategy. In fact, we’ve covered some of the most common recruitment metrics that tech recruiters tend to track. But with so many to choose from, how are you supposed to know which ones are good indicators of success?

Before you jump to any conclusion, here are three less talked-about (and more nuanced) technical recruitment stats that give you a much better idea of how well your hiring strategy is working.

The Truth About Time-to-Hire in Developer Hiring

Post by Rich Moy on Aug 22, 2017 12:00:00 PM

Because there’s no industry-wide benchmark for the average duration of a successful recruitment campaign, you could point to your time-to-hire data for non-technical roles and make similar assumptions about hiring developers. But the reality for tech recruiters is that tech roles are far more complicated than their non-tech counterparts—and you’re dealing with a mostly passive candidate pool. So before you start making promises that you can’t keep, here’s the truth about your average time-to-hire in developer hiring.

4 Hiring Metrics You Should be Tracking as a Tech Recruiter

Effective recruiting and hiring should be scientific – there should be hypotheses, A/B testing, and a clear strategy behind every initiative. But when things get busy and certain goals need to be met, recruiting in a scientific way can get put on the back burner. One way to ensure that you’re practicing scientific recruiting is to track certain metrics. By periodically going through these metrics, you can adjust your recruiting strategies, budget, and even your hiring sources. Here are a few of the must-have hiring metrics all tech recruiters should be tracking.

3 Ways to Measure the Success of Your Tech Job Listings

Post by Rich Moy on Sep 15, 2016 12:00:00 PM

Are your most urgent developer job listings not generating enough applications? You could say that it’s time to start over. Sure, it's never a bad idea to review and edit your job listings. But application volume isn’t the only metric you should look at to understand the effectiveness of your job listings. 

Executing an effective developer hiring strategy requires you to understand which metrics matter, and which ones aren't as important. After you read this post, you'll have a clearer picture of how well your tech job listings are actually performing. 

3 Commonly Misunderstood Technical Recruiting Metrics

Post by Rich Moy on Mar 1, 2016 12:00:00 PM

While companies previously relied on the sound instincts of their recruiters to build strong tech teams, new insights and advanced analytics are enabling talent acquisition teams to do so more efficiently.

But the increased availability of technical recruiting metrics can create confusion amongst hiring teams that are unsure of how to use the data. While some insights are straightforward, here are a few technical interview metrics that are often misunderstood.

3 Tech Recruitment Metrics You Should Care About

Post by Rich Moy on Jan 26, 2016 12:00:00 PM

If you were to ask a few talent acquisition professionals for their thoughts on recruitment metrics, you’d come across a pool of people who have varying amounts of experience applying data-driven insights to their tech hiring strategy. However, they'd probably all agree that even if they're not currently leveraging recruiting data, it won’t be long before they start. In fact, David Green recently told ERE he believes that in 10 years, analytics will be a staple part of recruiting and HR. Talent acquisition leaders who are newer to analytics often find themselves overwhelmed by the sheer number of data points available to them. Here are three tech recruitment metrics that will paint an accurate picture of how your team is performing, and where your hiring process could be optimized.

How Reporting Can Increase Your Recruitment Success

Here at Stack Exchange, we care a lot about metrics. Even though we just hit our goal of breaking into the Top 50 U.S. Networks, not a day goes by without us asking, “How can we do better? What can we tweak to help us get to #40?” As a result, we experiment a lot. We’re trying to make it easier for users to find us, we’re going mobile, we’re localizing in different languages, we’re making teenie-tiny fixes and testing the results to improve in any way that we can. As an organization, we’re committed to constantly refining our site to attract even more traffic, even more engaged users, and even happier ones. As a recruiter, your goal for candidates should exactly the same: When’s the last time you tested the performance of your job listings?

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