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Should You Be Looking to Lower Your Cost Per Technical Hire?

Post by Rich Moy on Jun 14, 2018 1:30:00 PM

Ever since SHRM published the first formula for calculating cost-per-hire, many executives have used this metric as an indicator of the overall success of their HR functions. When talent acquisition teams don’t hit their goals, managers still tend to look for ways to lower their recruiting expenses, even for developer roles with difficult talent markets.

You could easily find a handful of ways to slash your tech recruitment budget. But is that the right approach? While the solution to all of your developer hiring challenges isn’t always to increase spend, here are a few reasons why you shouldn’t necessarily seek to decrease it.

Why You Should Calculate Cost-Per-Hire for Different Developer Roles

Post by Rich Moy on Jun 12, 2018 12:00:00 PM

Executives outside of the HR function tend to scrutinize cost-per-hire because they want their colleagues in talent acquisition to find ways to reduce spend. Although an abnormally high number might be a red flag for non-technical roles, this isn’t always the case when you’re hiring developers. At best, most of the top candidates are only passively interested in new jobs—and often, your tech recruiting strategy requires a separate budget.

Taking all of these factors into consideration, it’s not difficult to see that calculating cost-per-technical-hire can be tricky. It’s even more of a challenge when you’re recruiting for a variety of developer roles. Here are a few reasons why it’s important to go the extra mile and calculate cost-per-hire for each technical position on your team’s plate.

4 Important Takeaways From the 2018 UK & Ireland Developer Landscape

Post by Rich Moy on Jun 7, 2018 12:00:00 PM

Last week, we launched the 2018 UK & Ireland American Developer Landscape. Over 100,000 respondents participated in the global version of this report—and over 6,700 of those people live in the United Kingdom and Ireland.

As a tech recruitment leader, you’re probably wondering how the findings can help you optimize your developer hiring strategy. Now that we have these unique insights about programmers located in this region, let’s take a deeper dive into four of the most important takeaways from the report.

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.

5 Keys to Developing High-Functioning Tech Recruitment Teams

Post by Rich Moy on May 31, 2018 12:00:00 PM

With the summer months approaching, many teams across your organization are looking forward to their slow season. But for talent acquisition managers, the harsh reality of tech recruiting is that every quarter is hectic. As a result, all of your recruiters probably feel increased pressure to hit their goals—and there’s a strong chance that your team isn’t performing to their maximum potential.

That’s where you come in. To maximize your recruiters’ productivity and take the next step in your personal growth, here are five keys to developing high-functioning tech recruitment teams.

5 Important Takeaways From the 2018 North American Developer Landscape

Post by Rich Moy on May 29, 2018 12:00:00 PM

Today, we launched the 2018 North American Developer Landscape. This report covers everything you need to know about programmers located in the United States and Canada, such as basic demographics, educational background, and their favorite technologies.

This year, over 100,000 respondents participated in the global version of this report—and over 24,000 of those people live in either the United States or Canada.

Let’s take a closer look at five of the most important takeaways from this year’s North American report. In this post, we’ll also discuss how these stats can help you optimize your entire tech recruiting strategy.

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.

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