Filling open racks is taking more time than ever with average length of the interview process reaching 24.4 days for Internet & Tech jobs and 23.9 days for Computer Software and Hardware positions. According to Glassdoor data, government jobs come with the longest interview process (53.8 days) with restaurant and bar positions coming last (10.2 days). Average length of interview depends on the skills necessary to perform the job in question, whether these skills are in high demand and whether they are easy to screen.
Because career-specific sites like LinkedIn are inundated with recruiter mail, most software developers are skeptical of them, to put it mildly. In order to keep your tech talent pipeline full, you need to be where software engineers are, and GitHub is definitely one of the best places. In this post, we explain how to source developers from GitHub.
Recruiting developers takes a lot of skill because majority of them are passive candidates. As a tech recruiter, you’re constantly forced to learn new things. The more educated you are, the faster you can make informed decisions to outperform your competitors. We’ve gone through research from leading organizations including The Bureau of Labor Statistics, Stack Overflow, Manpower Group, Evans Data Corporation and Vision Mobile to give you 30 industry insights for hiring developers. We’ve compiled the data into an easy-to-read list you can go over while enjoying your morning coffee. Enjoy! Read More
For a recruiter or hiring manager looking for a web development software specialist, the task of finding one is a potentially an expensive hire. Some serious research is due here, both in terms of sourcing and screening the candidates as hiring the wrong person could potentially be extremely costly.
One of the best ways to ensure you maximize the chance of hiring the right person is tailoring the interview process to best fit the position you are looking to fill. To fully utilize this short time aimed at determining if the candidate is the right fit for the job, great care is taken to find the right questions.
So if you are looking to hire a web development software specialist, what should you pay attention to? Read More
Top tier software engineers tend to have steady jobs which makes them hard to recruit. How passive are they? According to Stack Overflow 2016 Developer Landscape, 97.5% of all software engineers are currently employed, but only 33.04% of them are in a job they love. In IT recruitment, there’s very little chance of top tier developers knocking on your door and if that happens, consider yourself lucky. In most cases, however, it takes a great deal of time and effort to hire a software developer. In this post we explain how to source developers from Stack Overflow and how to use the data available on the platform in the recruitment process.
Because majority of developers are passive candidates, recruiters need to be where they like to hang out. HR professionals should use Stack Overflow for three purposes: Read More
Don’t be put off by buzzwords and tech jargon. Learn what a “front-end”, a “back-end”, and a “full-stack” developer does and give yourself the confidence to approach them with firm knowledge and a better understanding of their roles. Some of these differences are substantial and some are subtle, but all are necessary to have a clear view of the needs in the IT industry.
The demand for developers grows every day but so do the requirements for the job. There are more web tools being built than ever before and more and more people are relying daily on software technology around the globe. So whether you are looking to hire one, or want to become one, it is good to get a good understanding of what the titles “front-end”, “back-end” and “full-stack” developer mean.
To better understand each of the roles and bring closer the person behind the magic, we will cover what skills a person in one of these positions traditionally has, what technology they use, and what need they are solving with their work. Read More
If there was ever an image summing up the developer recruitment pattern, it’s the one used by Isaac Lyman in his Medium post “How to recruit a developer”:
Unless you are one of the lucky companies offering “showstopper” jobs, it’s very rarely that top tech talent comes knocking on your door. Good developers are quickly snapped up because as passive candidates they get subsequent offers. They are almost never on the market because they don’t need to be shopping for jobs. Read More
Based on 2016-2017 Talent Shortage Survey, IT professionals constitute the second biggest talent shortage group globally and one of the hardest groups of professionals to recruit. LinkedIn is the go-to place for sourcing software developers for majority of recruiters, so it’s a very crowded and competitive space. The higher the demand for top tech talent, the more efficient you need to be with your sourcing. In this post, we explain how to source software developers from LinkedIn. Read More
Recruiting is hard work – you typically spend very little time forming opinions of people you’d like to hire for a long period of time. As Alan Carniol, founder of InterviewSuccessFormula.com explains in this Forbes post by Jacquelyn Smith, “a hiring manager must make a decision that can cost a company thousands or tens of thousands of dollars [in that short time]”.
For that reason, it’s important to understand what you can do to make your hiring process successful, cost-efficient and time-effective. Read More
When I first founded Devskiller four years ago, my team’s goal was to help companies find great programmers. Since then I had the opportunity to work with Fortune 500 companies, as well as smaller ones from all over the world. I spoke to technical people like CTOs, IT managers, team leaders, team members, and HR representatives responsible for finding and hiring top tech talent. They were all facing a universal problem: how to hire great programmers. In fact, it all starts with identifying a good developer when you see one, which brings us to the critical question: What are the qualities of a great software developer? There has been much discussion on the subject and as a start, I recommend you to read this amazing Quora thread packed full of insights from some serious industry masterminds. Read More
In his fictional letter, author & entrepreneur Bryan Adams discusses his tumultuous relationship with recruitment industry. The poignant letter focuses on the importance of filling open racks at the speed of light with a simultaneous lack of respect for candidates involved in the process. Here’s what he has to say:
“We always said we’d put the candidates first. (…). I’m not completely blaming you, I know you’re under a tremendous amount of pressure at work. I know you’ve got to deal with explaining a high attrition rate as well as filling a sudden spike of vacancies right now (…). Last week you even completely ignored me for two days just because I suggested that you should call the candidates with some meaningful feedback – It would have meant so much.”
Sadly, Adams is speaking the minds of many recruiters and even more applicants. Read More
Hiring can be a tall task, but it’s an important one. Why so? Choosing the right people around you impacts your business more heavily than many of the decisions you make because your employees make hundreds of decisions on your behalf every single day.
In his podcast, Michael Hyatt argues: “Team is everything. If you don’t have the right team, then you’re limited by what you can accomplish. If you get the right people in place, you can leverage what you can do and take it to another level.“ Not having the right people around you in the professional environment is “worse than trying to do it alone”. Read More
In today’s candidate-driven market, innovation in recruitment efforts is being put into new gear – in fact, it’s quite possible that it is driving an entirely new vehicle – especially when it comes to recruiting in the growing tech industry.
Recruitment campaigns nowadays use videos, images, social media, and other new channels to stay relevant, rather than make a company a maverick in the industry. Today, IT companies regularly use hackathons and other events by organizing or sponsoring them to source and screen candidates. It’s clear that recruiting in IT isn’t as simple as posting a job ad anymore. Therefore the meaning of “new” and “innovative” is constantly being pushed to the limit, especially in IT, and we looked for those campaigns that really stood out.
We looked at quite a few companies that focused on attracting developers and saw a good number of really creative efforts. We tried to focus on the campaigns that would inspire and could be replicated or improved upon, so although we will mention some big names, we want to go into campaigns run by smaller companies in-depth.
According to Global HR Research,“66% of companies make a bad hiring decision each year”.
That’s right. 66 out of 100 companies looking for people to join them make a mistake somewhere along the recruitment process.
As Les McKeown, CEO of Predictable Success argues in a remarkable post How to Hire Great People – Every Time, “the success of your business is in the hands of your people. They take hundreds – probably thousands – of individual actions on your behalf every day, and if the sum total of all those actions is a net positive, you win. If the overall result is a net negative, you lose.“ In other words, bad hiring affects your organizational outcomes, big time.
Sounds pretty straightforward, right? Read More
When recruiting developers, what do you think you rely on? You most likely reach out to the candidate, check their social media profiles, talk to them, and ask them to write some code.
It may seem like a lot of ways to get to know a potential employee, but there’s actually one important thing that can get in the way of finding “the one”. Read More
With a new year typically comes a desire to improve ourselves at what we do, and HR is no exception. However, learning takes time and it’s no secret that recruiters are busy people. In order to save you time, we’ve compiled a list of top 50 recruitment statistics HR pros must know in 2017, based on research by The Bureau of Labor Statistics, Harvard Business Review, LinkedIn, Glassdoor, Deloitte, MRINetwork, Jobvite, Capterra, Edelman Trust Barometer, NFIB, Future Workplace, Career Arc, PayScale, and Society for Human Resources Management. Read More