So you’re thinking about transitioning from a general recruiting role to a technology-specific one? Great! But before you apply for a role as a technical recruiter, you want to make sure it’s something you are truly interested in and that you are aware of the potential challenges. We asked a few technical recruiters to dish on their previous experiences, talk about some of the challenges, and give advice to those looking to break into the field.
Topics: Recruitment Tips
You have your tech job listing approved. You’ve worked hard to avoid a giant list of bullet points, buzzwords, and generic job expectations. You’ve even written about why your company has a great culture for its software developers and a list of your company’s benefits and perks. But does this cover everything?
Two weeks vacation, a 401k, allotted sick days -- these should always be listed as part of your company’s benefits, but they’re pretty standard and won’t get a software developer too excited. Instead, you’ll want to include some more specific benefits and offerings that tech employees would be interested in. Here are some benefits your tech team might be enjoying that you haven’t included (yet).
Topics: Job Listings
When you think of tech hubs, undoubtedly Silicon Valley comes to mind. The area in California, which covers San Jose, Sunnyvale, and Santa Clara, tops almost every list mentioning technology innovation or the latest startups. But what about the city just north of the Valley?
Topics: Work Environment
With significant gains in technology and an increase in educational programming during the 1990s, the millennial generation are known as the most educated generation of workers today. 51% of developers we surveyed earlier this year identified as millennials, which makes up a large percentage of those looking for web or software development jobs.
Topics: Developer Hiring
Being a hiring manager is not an easy job. It requires sourcing through a number of resumes of people who aren’t qualified or relevant to the job. Unfortunately this is even more true in the software development world, an industry that is growing much faster than other industries. The question that often arises around this topic is “Should HR managers screen software developer resumes the same as they would a marketing, sales or finance resume?” In short, no.
Topics: Developer Hiring
We're hearing more and more from employers about a common struggle in their recruiting efforts. Even in the San Francisco Bay Area, which is one of the most culturally diverse cities in the country, employers say their biggest challenge is hiring a diverse technical workforce.
This isn’t surprising. The stats around gender diversity in tech alone are uncomfortably familiar. The US Census reports that the presence of women on engineering teams has not exceeded 13% in the last two decades, and only 5.8% of the 26,000 developers that responded to our 2015 survey were female.
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.
As a sales rep at Stack Overflow, one of the most frequent requests I get from clients is to review their job listings. Each job listing is different. Small startups often have a larger “About Us” section and less about the position because they are still trying to figure it out. Larger corporations often have a more structured listing broken down to specific sections.
No matter who is posting, one of the first things I look for is their large bullet point list of requirements. Oftentimes, the bullet points stand out as a list of demands for the developer. They see the list and their eyes instantly glaze over and they lose interest in the job listing.
Topics: Job Listings
While resumes and CVs can be an indicator of a candidate’s potential and fit for a role, it’s important to look at a variety of other factors as well. Judging a developer solely by what is written on a piece of paper never turns out well. Maybe they went to an Ivy League school, but is their code clean? Maybe they worked at Microsoft, but do they have a terrible attitude when working with others? These things cannot be translated well by just looking at a CV.
Our CEO Joel Spolsky put it best when he said, “The standard job application of cover letter plus resume is a phenomenally weak way to introduce a candidate. They give you only the faintest clues as to the quality of an applicant.”
When it comes to employer branding, it can be an internal struggle to decide who should “own” the strategy. Traditionally, the Human Resources department is tasked with implementing these branding strategies since it closely aligns with their typical job duties. But not every HR employee is well-versed in the daily activities and overall culture of each specific department. This is why it’s important to include your technology department in your employer branding strategy when working to find new technical talent.
Employer branding successes are the result of strong leadership and the participation and collaboration of multiple teams within the company. Beyond the VPs and CEOs, every single employee should be invested somewhat in the employer brand, whether it’s sharing open job listings with their social networks or blogging about a recent exciting project they worked on for their company.
Topics: Employer Branding
With the number of companies embracing the remote workplace increasing each year, it’s becoming more common for employees to work remotely or seek out remote jobs specifically. In the technology space, this is even more common, with developers and engineers preferring the remote route due to its flexible hours and limited interruptions. Allowing your developers to work remotely allows you to hire the best talent out there – not just those who live near your office.
Topics: Remote Work