Como reclutamiento programmers is getting more and more challenging, IT reclutadores want to stay up to date with all the valuable information that can help them in hiring best tech talents. However, due to information overload, it might happen that you miss some insightful and useful artículos.
That’s why we’ve made a compilation of 37 articles that were most shared and thus valuable for tech recruiters in 2015.
We divided them into following groups:
- Tips for IT recruiters,
- Recruiting Top Tech Talents for startups and small companies,
- Technical recruiting for culture fit,
- Social tech recruiting,
- Video, podcast, interview on IT recruitment,
- Tech Diversity,
- Strategy for hiring top tech talents,
- Recruiting marketing to tech talents,
- Tech talent market – trends & stats 2015,
- Creative examples how to recruit programmers,
- Food for thought.
The order of articles is random, they are all worth reading.
Please remember to congratulate the authors of articles you find to be the best, because they do a great job!
Tips for IT recruiters
When sourcing IT candidates, recruiters are often looking for niche skillsets which makes hiring in this sector a challenge. In the past, IT was a support function, but today, similar roles are becoming cross-functional and strategic. Companies look for people with multi-faceted technical, managerial, and business habilidades.
Here you find best tips from 5 staffing agency leaders on how to find and place them.Congratulate Ritika Puri
Difficulty with filling roles, especially developer roles isn’t that unique, with increased competition for talent everywhere and a potential mismatch between the skills people possess and the vacancies on offer. Andrew McFetrich, Senior Recruitment Specialist for Sage, shares some tips on how to think differently when it comes to finding the talent you need, regardless of how big or small your company is.Congratulate Paul Lancaster
Demand for coders has never been higher and it’s making tech recruiters to do whatever they can to secure talent for their clients. The only problem is, their tactics are pushing coders away. Here’s why coders hate recruiters.
If you experience shortage of exceptional developers, why not hire the best people wherever they happen to be — in the medio of Nebraska, or in Mumbai, London or Sydney for that matter — and allow them to work remotely? Running productive distributed development teams is challenging but by no means impossible. If it’s something you are considering, here are eight tips for success from people who have hands-on experience.Congratulate Paul Rubens
Recruiting Top Tech Talents for startups and small companies
5. How To Recruit Top Talent For Your Startup? How do you get the best people to join your team and help you grow your startup?
Having the right employees can make or break your company. As a startup entrepreneur, you may already be balancing the juggling act of determining how to invest in your company and also recruit the best talent for your staff – especially if you aren’t well-funded. Here are four strategies that other tech founders are currently using to recruit top talent.Congratulate Sujan Patel
Think your tech company can’t compete against the heavyweights for top young technical talent? It’s true that hiring young coding superstars has never been tougher. Smaller tech startups can still compete—it’s just a matter of knowing how. Here are the new best practices for recruiting young tech talent.
John Ciancutti shares his experience how to win best hires and successfully compete with huge compensation packages and well-oiled recruiting machines. In this article you find out about the principles and four phases that define a successful recruiting process, including very specific tactics for closing the most aspirational of candidates.Congratulate John Ciancutti
If so, there are several sites you can use to find the right freelance developer. Here are 13 of them.Congratulate John Boitnott
Technical recruiting for culture fit
When it comes to interviewing and hiring technical people, many hiring managers get it wrong. That’s because they focus too much on measuring technical people by what computer languages they know, instead of their cultural fit and people skills Here are her tips to help managers screen and hire techies that will make great employees as far as culture fit is concerned.Congratulate Jenny Jedeikin
Social tech recruiting
Social-centric recruiting is the new norm, with recruiters relying on social networks to support their broader efforts to find the right candidates. Simply put, it translates into better results in candidate quality, quantity, and time-to-hire. Dice’s data shows that, when done right, social media gets a good response from candidates. Check the survey out.Congratulate Dice
Originally GitHub was founded by Tom Preston-Werner, Chris Wanstrath, and PJ Hyett to simplify sharing code, Quickly it grew into the world’s largest code host. They now have a membership of over 8.9 million developers, programmers, engineers and techy-types, who contribute to around 20.8 million repositories of source code.
That’s what makes it a tech recruiters dream. In this article you can find out how to search GitHub for Candidates and use it in sourcing.
Tech pros are extremely active on Twitter, but recruiting them via the social network can prove a tricky business. Here are some quick tips for doing so. You will also find here a slideshare presentation “Breaking Through 140 Characters: Seven Steps to a Tech Recruiting Strategy for Twitter”.
There is an emerging pool of job candidates on Twitter. In fact, 45 percent of job seekers report that they use Twitter, compared to 40 percent who use LinkedIn, according to 2014 research from JobVite. The same research also points to an increased interest in Twitter for recruitment, with 73 percent of companies reporting a focus on increasing social network recruitment. You might not think of Twitter as a recruitment tool, but companies are integrating it into their hiring strategies. Here’s how Twitter helps hiring managers and recruiters find talent — particularly passive job seekers.
There is a social media platform that every recruiter should be using – but they don’t, and I have no idea why. It is mainstream, super easy to use and is as móvil friendly as social networks go. I am of course talking about the little blue bird, Twitter. Here are 9 steps you as a recruiter or HR person can take, to start using Twitter more effectively for recruiting.Congratulate Andy Headworth
Sourcers (and recruiters who source) have been conditioned to expect that when we press the buttons or use the filters we get the candidates we want. While our focus should be on filling roles, we have hurt ourselves and our industry by neglecting the art of sourcing and the human part of what we do. In this article you find Tips and Tricks for Searching within Facebook.Congratulate Todd Davis
Instagram has more than 300 million users, with nearly half using it daily. Companies do need to change their methods to suit the audience they’re trying to reach. Find out on how to use Instagram for recruitment of any age.
Video, podcast, interview on IT recruitment
In this interview you get tips on where to find great developers, how to write job ads which appeal to them and how best to interview them. We also discuss ways to build a great team culture that can help startups and growing businesses compete with the big guys for talent.Congratulate Fog Creek
How do you recruit top talent in an extremely crowded market? Khosla Ventures operating partner, Ardy Daie, draws on 15 years of experience building world-class teams for startups and Fortune 100 companies and shares the best practices for technical recruiting.Congratulate Ardy Daie
Sourcing has changed. The landscape of finding qualified candidates has evolved from a simple email to a more direct but personalized method. Chris Murphy, CEO of Zoomforth shares his strategies to connect and engage with the same talent qs ever recruiter is that is on LinkedIn.
In this webinar, you’ll learn how to: Tell a story the right way and why it matters, Conduct email and inmail campaigns and Avoid recruiter fails at all costs.Congratulate Christopher Murphy
According to linguist and cognitive scientist Kieran Snyder, empty words in documents like job descriptions could be precisely what’s hurting diversity, by discouraging people from even applying.Congratulate Sean Captain
Not long after founding his company, Sri Ambati walked into the office one day, looked around, and had a staggering obvious realization. Of the six engineers working at H2O, a platform for open-source predictive analytics, there wasn’t a single woman. Ambati knew he had to make a change, and fast. “It’s about instilling diversity in the early days,” he says. “After a certain point, it grows on its own.”Congratulate Jane Porter
We’re hearing more and more from employers about a common struggle in their recruiting efforts. Employers say their biggest challenge is hiring a diverse technical workforce. This issue in whole is far too complex to tackle in just a blog post, but there are a few things that employers can be doing with their recruitment advertising and job listings to attract more diverse candidates.
Women are under-represented in the tech sector. Not only that, but they’re underpaid, often passed for promotions and faced with every day sexism. It’s no wonder women are more likely to leave the industry within a year compared to their male counterparts.
It’s time we focus on the next generation of tech talent, and make sure gender equality exists for the good of everyone. This means more flexible working arrangements, more women in leadership roles and more encouragement at an early age for girls and boys to pursue whatever they are naturally interested in.
In this article you find a comprehensive infographic detailing the stats, issues and solutions surrounding women in tech.Congratulate Next Generation Recruitment
Strategy for hiring top tech talents
11 entrepreneurs share their point of view on what is the most effective strategy they’ve used for publicizing your open tech position.Congratulate Scott Gerber
If you are in recruiting, math probably is not your thing; if it were, the statistical odds of filling most of your open roles would look so slim you would probably have already found another line of work. That is why we have dug deep into the data from this year’s Candidate Experience Awards, narrowing down this list from the fire hose of awesomely insightful information.
This list of 10 takeaways represents a statistical snapshot of where candidate experience is at today – and what must be done to improve it tomorrow.
Recruiting marketing to tech talents
If you are not in a position to throw £15k at an event, there is one other option that is not only free, but exponentially more effective at attracting new talent. Speaking instead of sponsoring. Find out more.Congratulate Stevie Buckley
Content marketing is going to play a primary role in building brand awareness. Focusing more specifically on content marketing, here you can find out how leading organizations and talent acquisition professionals are recruiting like marketers.Congratulate Jerome Ternynck
Tech talent market – trends & stats 2015
From this free guide you can find out how to improve the interview process, what is the best way to contact developers and what are the highest paid languages by technology.Congratulate Stack Overflow Careers
Talented recruiters and hiring managers become experts on the industries and job titles they are looking for. Those hiring for technical roles, for example, should be well-versed in technical terms, have a grasp on the industry as a whole, and be informed of the market salary and job demand. Here are a few stats about developers that every recruiter, hiring manager, and CTO should know.
Turnover rates of employees in the technology industry have been reported between 9.1% and 10.6%, proving that properly onboarding and retaining developers has never been more important. Unfortunately, there’s no universally approved statistic on the monetary cost of losing a developer – it really depends on their skill level, their salary, and the company itself. Regardless, here are a few stats that help speak to the issue.Congratulate Rachel Maleady
It’s not enough to be conscious and aware of slow hiring. Identify and then quantify in dollars each of the negative impacts of slow hiring, so that everyone from the CEO on down will support the streamlining of the process. After several decades of work on “speed hiring,” I have put together an extensive list of the negative consequences associated with taking too long to hire. The top 12 most damaging factors are listed in this article.Congratulate Dr. John Sullivan
How to hire a programmer for non techies
Finding the right tech talent is tough stuff! With the unemployment rates for professional services logging in at an all-time low since 2007, demand for IT professionals is through the roof! To find the right candidates you need to stay focused, seek professional help and leverage the best attributes of your company as a selling point. Take a look at the infographic below so you can figure out how you can still manage to find that perfect candidate for the role, even if you’re not as skilled in the industry as they are.Congratulate Modis
Creative examples how to recruit programmers
Here’s how it works.Congratulate Max Rosett
Connecting with top tier talent is getting harder every day. The best candidates aren’t responding to traditional tactics, they’re slipping through the net and we need to be more proactive to connect with them.
Here are the 17 most creative recruitment campaigns that we’ve seen, all amazing ideas that will appeal to your innovative side.Congratulate Ben Slater
Food for thought
JR Raphael at InfoWorld
The men and women tasked with recruiting tech talent go to great lengths to attract the attention of their targets — (often unsuspecting) tech pros viewed as valuable “gets.” While some recruiters prove to be invaluable in improving your career, finding exactly the right words to pique your interest in a new gig, far more seem to stammer, stumble, and elicit exasperated sighs.
Several brave tech workers from around the globe have taken the time to share their favorite (if you can call them that) tech recruiter horror tales, and we have highlights for you here.Congratulate JR Raphael
People who deal with code can be very peculiar. What do you think of when you hear the word `programador`? A strange but genius guy with no social skills? I can assure you that there are such people, but you are likely to meet also other types.
We had a crazy idea to try to use 12 archetypes (normally used in psychology) that were defined by Carl Gustav Jung in order to define different types of programmers.
Here’s what we came up with. Which of these guys have you on your team?Congratulate Katarzyna Kandefer
We’ve all had those days where we lack the drive to be successful at our job. This rings especially true for recruiters and hiring managers, who are tasked with the tough task of finding the best talent and placing them in jobs they love. Choosing the right people to work for you plays a large part in your company’s success, so next time you’re feeling frustrated or uninspired, check out these popular tech recruiting quotes.Congratulate Rachel Maleady