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Is Your Organization Actually a Tech Company?

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

How would you describe a “technology company?” If you’re like most people, you’d probably think of the typical traits of a tech startup. They’re small, but growing rapidly. They have offices that would make people envious, complete with amenities like catered lunches and refrigerators full of beer. But above anything else, technology companies sell software, right?

That might have been true in years past. But today, we live in an age where every company is a technology company. Todd Hazelton, Technology Product Editor at CNBC, recently wrote that the term “tech” has almost become meaningless. He adds, “Any company that starts up today has to change the industry it's competing in in order to excel. That comes through clever application of technology.”

So, does this mean that your company is a tech company? The answer is a resounding yes, and to attract the developers you want to hire, you need to embrace the fact that you (yes, you) are recruiting for a technology-driven organization. In fact, this should influence your entire employer branding strategy. Here are a few tips to help you create more effective tech recruitment strategies.

The Impact of Hiring Developers Too Slowly

Post by Rich Moy on Feb 20, 2018 12:00:00 PM

Imagine that you’re in the middle of a search for a UX developer and that you haven’t found “the one” just yet. At the same time, we’ll also say that your company has an excellent reputation in the software development community. On top of that, you also have quite a few applications waiting in your inbox.

Things are looking good in this scenario, right? Absolutely! But the temptation here would be to celebrate these accomplishments by slowing down your technical recruitment efforts—which would be a huge mistake.

We’re not suggesting that you should hire a candidate just for the sake of ending a search. In fact, our CEO Joel Spolsky says that each developer that you interview should meet with at least six people before you make a final decision. But things like passive candidate recruitment and employer branding should always be a priority, even when your talent acquisition strategy seems to be working. Why is this the case? Let’s take a closer look.

How to Align Your Tech Recruitment Budget With Your Company Goals

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

Managing a tech recruitment budget is tricky. Creating a rough draft that accounts for a variety of line items is challenging enough, but selecting recruitment the resources that enable you to hit your goals and help your company take the next step is even more difficult. So what can you do to ensure that your tech recruiting budget aligns with your company’s overall business goals? Here are a few tips to help you get started.

How to Find and Hire a UX Developer

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

When it comes to the user experience, most people tend to think of the design aspects of a website or an application—which still makes perfect sense. Plenty of technology experts argue that the need for quality designers will only increase in the coming years. But at the same time, companies have also realized that they need user experience professionals that can also write quality code. Enter the UX developer.

Tim Todish once summed this up by saying that UX developers are responsible for bridging the gap between design and technology. “We’re not really designers, yet to be a good UX developer, you certainly need to have an eye for design,” Todish wrote. “In the same vein, we’re not traditional developers, but we certainly need to have development experience and expertise.”

Sound like a tough developer type to find and hire? You bet, and the first step is to understand your audience. Here are a few things you should know when you need to find a UX developer.

How Can You Hire More Developers With the Same Tech Recruitment Budget?

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

A 2017 LinkedIn study found that recruiters expected to hire more with the same budgets they had the previous year, citing automation and other recruitment technologies as the primary reasons. But recruiting developers requires a unique approach, and the most effective ways to engage with potential candidates simply cannot be automated.

Still, you’re probably curious if it’s possible to hire more developers than you did in 2017, but without increasing spend in any category. There might be not be a catch-all solution to this challenge, but here are a few ways that you can optimize your tech recruitment budget to support more aggressive developer hiring targets. 

How to Get Your Newest Tech Recruiters Up to Speed

Post by Rich Moy on Feb 5, 2018 12:00:00 PM

You’ve made the case to hire a new tech recruiter, and you’ve found some great people to do the job. They’re probably ready to dive right in, and you know they’ll help you hit your hiring goals. But no matter how confident you are in their abilities, they still need some time to settle into their new jobs.

That’s not to say that a new tech recruiter can’t have an immediate impact. But as their manager, there are ways that you can jumpstart their tenure at your company. Here are a few tips to help you get your new tech recruiters up to speed quickly.

3 Developer Hiring Mistakes You Probably Made Last Year (and How to Fix Them)

Some common mistakes recruiters make are as simple as having bad job descriptions, not being active on social media, or not allocating any resources into managing their employer brand. I personally know the struggle as I used to be a recruiterso I can’t emphasise enough not to waste time attracting the wrong candidates. 

5 Things That You Should Include in Your Tech Recruitment Budget

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

Even for experienced HR leaders, it can be challenging to create, track, and manage a tech recruitment budget. In addition to the obvious things like online recruiting and applicant tracking systems, there are a lot of variables that could make or break your developer hiring strategy. Plus, without a solid plan for getting the most out of your budget, you could be left wondering where all that money went by the end of the year.

So how do you create a recruiting budget that works for you, and what should you include in it? Let’s take a look at a few critical line items that you might not be tracking today, but definitely should.

How to Get the Most Out of Your Overwhelmed Tech Recruiters

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

When you’re overwhelmed at work, it’s easy to focus only on what could be better about your team’s circumstances. After all, there will always be difficult developer job openings on your plate and you could always use an additional recruiter or two. Plus, you could probably use a little extra budget, right?

But what about the people that you do have on staff? How can you get the maximum amount of output from each person to hit your hiring goals, without overworking them? Here are a few team building strategies that all HR leaders can rely on to manage their understaffed tech recruitment teams.

How to Find and Hire a Blockchain Developer

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

What’s the hottest topic in technology right now? It’s cryptocurrency, and for a lot of people, it’s not even close. Seasoned and casual investors alike are monitoring the value of digital currencies like Bitcoin and Ether every single day—and Blockchain is the technology that makes all of this possible.

While most people associate the technology with digital currencies, Harvard Business Review writers Don and Alex Tapscott argue that the impact of Blockchain programming goes far beyond financial services. But a unique challenge looms for companies looking to hire a Blockchain developer. Because it’s an emerging technology, programmers that specialize in it are considered the new unicorns.

So how can you hire Blockchain developers if there are so few of them? Here are a few tips to help you find the Blockchain talent that you want to hire.

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