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Top Skills for Developers in UK and Ireland

There are a number of programming technologies that developers in the UK and Ireland work with, several of which are in high demand. Over the past five years some of theses technologies have grown rapidly in popularity, which has increased the need to hire developers with the relevant skillsets. As a technical recruiter, it’s crucial that you understand and differentiate between the most important types of developers, as the success of your hiring strategy depends on it.

5 Phrases That Kill Your Credibility With Developers

Post by Rich Moy on Feb 27, 2017 12:00:00 PM

The most effective tech recruiters understand that developer recruiting boils down to relationships, even when a candidate isn’t interested in switching jobs right this second. Although developers themselves have been outspoken about this reality, many tech recruiters still resort to lines that immediately kill any credibility they previously had. To help you avoid ruining your relationships with candidates, we asked some of the developers here at Stack Overflow about seemingly harmless phrases that make programmers roll their eyes. Are you guilty of using these in your recruitment emails or phone calls with developers?

How to Recruit Developers for New Technologies

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

Conventional wisdom might tell you that success for a tech recruiter is defined by his or her ability to find an exact match for a role based on a list of required programming languages and years of experience. However, new programming languages have become integral components of modern tech stacks. While this is an exciting (and necessary) piece of your company’s growth, some of these key technologies have only existed for a short time, making it much harder to source and recruit developers simply by matching their experience to a templated job description. Finding the right developers to build products using newer technologies is a unique challenge, but here are a few tips to help you get started.

How to Turn Your Developers Into Brand Storytellers

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

Because developers have no shortage of job opportunities, they’re always looking to learn more about what makes one company more exciting to work for than the competition. While tech recruiters could pitch benefits and perks until they’re blue in the face, your organization’s most influential brand storytellers are often your current developers themselves. A talented developer has heard just about every sales pitch in the book, but when a fellow programmer speaks glowingly of his or her company or the projects the team is working on, it's difficult for even the most in-demand candidates to ignore that type of review. Turning your developers into brand storytellers won’t happen overnight, but here are a few tips to help you get started.

Is Campus Recruiting Part of Your Technical Hiring Strategy? It Should Be

Today’s developers are learning to code at an earlier age than ever before. In 2016, 27% of the respondents to our Developer Survey said they had been coding for over 11 years. Similarly, 52% of developers were in their 20’s.  Because of this, some companies have started creating departments within their Talent Acquisition teams dedicated solely to campus recruitment. 

Why You Shouldn't Ignore "Overqualified" Candidates for Technical Roles

Post by Rich Moy on Jan 5, 2017 12:00:00 PM

I still have vivid memories of reviewing resumes from overqualified candidates. “This person looks great, but this job might bore them after a few months,” I’d think to myself. And in many cases, I’d simply take a pass out of an irrational fear that either the candidate would find the job boring or that we would ultimately find out that their salary requirements were too high. However, when it comes to developers that look overqualified for a job, it’s important to take a deep breath and think more critically about their candidacy. Here are a few reasons why you shouldn’t rule out a developer just because they appear overqualified on paper.

Tech Recruiting Trends to Watch in 2017

Post by Rich Moy on Dec 29, 2016 12:00:00 PM

At this point in the year, you’re probably taking some time to reflect on your tech hiring successes and opportunities for growth. If you’re especially ambitious, you’ve already set a few goals for yourself in 2017. Some things like the intense competition to hire developers and the reality of top candidates not being available will always ring true. But to help you get off to a running start in 2017, here are a few tech recruiting trends to keep an eye on in the new year.

Why Intake Meetings Should be a Part of Your Hiring Process

Post by Rich Moy on Dec 12, 2016 12:00:00 PM

Many recruiters relish the opportunity to schedule intake meetings with hiring managers. After all, it’s an excellent opportunity to sit down to discuss what an ideal candidate profile looks like, as well as each interviewer’s responsibilities before launching a search. But I’ll admit that I wasn’t particularly thrilled about first intake meeting a few years ago. All I wanted to do was kick off my sourcing efforts and find great candidates ASAP.

Considering that Bersin by Deloitte recently found that the biggest indicator of a great recruiter is the ability to build relationships with technical hiring managers, I shouldn’t have been surprised that intake meetings made it easier for me to collaborate during the interview process. Here are a few more reasons intake meetings at the beginning of a developer search help set the foundation for long-lasting partnerships with decision makers.

How to Keep Recruiting Developers During the Holidays

Post by Rich Moy on Dec 8, 2016 12:00:00 PM

Hardly anyone would blame you if you thought of the holiday season as an ideal time to relax at work. After all, you’ve worked hard this year to find the right developers for your company, and it’s hard to stay motivated to keep recruiting during holidays. But even as things slow down around the office, there’s still plenty you can do to put yourself in a position to hire a developer for a crucial role next year. Here are a few ways to continue recruiting tech talent to wrap up the year.

Recruiting and Hiring from the CTO Perspective

As CTO, Mike has quickly helped grow Omnivore by bringing in the best talent available to help push the company's initiatives, partnerships, and integrations. By leading the hiring process, Mike can more effectively build on his team that has quickly grown the company from just a handful of people to over 30 employees nationwide. Mike is personally involved in all of the company’s technical hires, something that is rare for a CTO. Here are Mike's tips on how to be involved in recruiting and hiring as a CTO.

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