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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.

The Difference Between Cost-Per-Hire and Cost-Per-Applicant

Post by Rich Moy on May 22, 2018 12:00:00 PM

One recruiting metric that all executives seem to understand is cost-per-hire. Well, at least most leaders think that they know how to calculate it and what it means for an organization. But in addition to tracking the amount it costs to hire a developer, you should also know how much each applicant costs to acquire.

If the idea of measuring cost-per-applicant is new to you, it might be difficult to understand how it differs from cost-per-hire. In this post, we’ll take a closer look at each of these key recruiting metrics, how you can calculate each one, and why you should care about both of them.

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 Things That Exceptional Talent Acquisition Leaders Have in Common

Post by Rich Moy on Apr 25, 2018 12:00:00 PM

Your developer hiring strategy can have a long-lasting impact. With the right combination of tech recruiting tools and tactics, you’ll find talented candidates and improve your company’s reputation in the software development community. But to get the results that it should deliver, that talent management strategy needs to be led by a strong leader.

Of course, every manager on the planet has a unique approach to leadership. Still, there are a few traits that all exceptional talent acquisition leaders have in common. In this post, we’ll walk through some of the soft skills that you need to support your entire organization through your developer hiring.

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 Are Developers’ Biggest Career Development Goals?

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

Time and time again, developers have said that opportunities for professional development are among their most crucial job evaluation criteria. As part of this year’s Global Developer Hiring Landscape, we were curious to learn more about the types of opportunities that they want. To find the answers we were looking for, we asked respondents to tell us their biggest career goals.

So, what do programmers want to be doing in five years? As an employer, how can you adjust your professional development programs to help them achieve those career development goals? In this post, we’ll unpack the answers to both of these questions, which will help you stand out in the competition to hire technical talent.

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