Our goal with the candidate search on Stack Overflow Talent is to make it easy for you to hone in on specific criteria so you can expedite your hiring process and avoid sorting through hundreds of candidate profiles that don’t meet your needs. It’s faster to review 10 candidate profiles who meet a niche set of expectations than to sort through 100 candidates whose profiles may not be an exact match. With that in mind, it’s important to keep in mind that applying too many filters may not return a large enough applicant pool for that role. Here are a few tips to keep in mind when using the candidate search on Stack Overflow Talent.
Before starting a new candidate search on Stack Overflow Talent, prioritize the requirements needed for that role so you can search strategically. You’ll have the most flexibility with your other search filters if the language or technology needed is common. Alternatively, if you need a developer with a niche skillset, searching only for specialty technologies in addition to other criteria may limit your candidate pool on other factors. Good developers can pick up a new, specialty technology very quickly. In a market this competitive, it’s important to prioritize strategically and differentiate between the “must have” requirements and the “nice-to-haves.”
Job listings on Stack Overflow Talent that offer remote work receive 3-6 times as many applicants as those that do not. If candidates are more likely to apply for these jobs, they may also be more interested to hear from you when messaging them on the database. If your company is not located in a tech hub or you can only hire developers with a very specific skillset, offering remote work is a great way to maintain a larger candidate pool. Approximately 1 in 5 developers within in our database strictly prefer remote work, so if you dismiss this group entirely, you may rule out some very qualified programmers for your team. To locate candidates who prefer remote work or are willing to relocate, use the filters provided in the search.
Of the candidates in our database, only about 20% are actively looking for a job at any given time. Since the technical hiring market is the most competitive field worldwide, most good programmers already have a job, so it’s in your best interest to search among the passive candidate pool as well. The term “passive” doesn’t mean that these candidates aren’t job-seeking—it just means they currently have a job. But most of these candidates are still open to new opportunities. Find the individual who’s right for the role and explain how your job could advance their career more than their current position.