The Developer Recruiting Guide from "devjobs"

Hiring TipsDeveloper Recruiting

"devjobs" is the first job and career portal radically tailored to the needs of programmers. In order to better support you in recruiting developers, we have put together a clear guide, with helpful tips. We encourage recruiters to implement some of these ideas.

WORK PLACE

• Offer the opportunity to be creative and innovative
• Get comfortable with the value proposition of your digital products - programmers need to like the solutions they work on
• Offer the opportunity to work independently
• Provide a good working environment (tools, equipment, hardware)
• Provide a clear development and career path
• Offer the possibility to work remotely and flexibly - developers love flexibility
• Share the mission and vision of your company - they like to identify with the work
• Don't forget, show the candidate the future workplace as well

RECRUITING

• Think twice about contacting developers through Facebook - more than half of developers say they hate being contacted through Facebook
• Don't just search on LinkedIn - many developers don't even have a LinkedIn account
• Use email! The majority of developers claim that email is a great way to contact them
• Personalize your approach. Candidates know when you are using templates or boilerplate text!
• Approach tech talent based on their interests and avoid I-me-me messages

INSERATE

• Invest more time and effort in your job ad - the ad is your showcase
• Add only relevant skills to the advertised job - avoid meaningless bullet points
• Use a good title for your job ad - this clearly indicates the role of the job and is not a catch-all phrase
• Be careful with required skills, a large proportion of developers are self-taught
• Convey your fantastic company culture and employer brand
• Streamline your application process so that the candidate can apply quickly and easily
• The best time to publish your developer advertisement is Monday

APPLY

• Be flexible with interview scheduling - many are still in employment
• Offer remote / skype interviews
• Let the candidate know who will be at the interview
• Don't try to impress with your technical vocabulary - still make sure you know what you're talking about
• Be transparent about salary and salary history - salary is an important factor for developers when evaluating new opportunities
• "Tell me about yourself!" and "What would you do if you found a penguin in the freezer?" are not questions for a serious developer job interview
• If you are hesitant in hiring the new programmer, especially at the end of the hiring process, this provides a good opportunity for a nimble competitor. Respond within 24 hours of the last interview.
• If the job description, hours, or salary are changed at the last minute of the application process, it not only hurts trust with the candidate, but brings the entire process back to square one.
• You expect candidates to submit flawless resumes and meet all deadlines exactly, so should you?

Remember, it is highly unlikely that you are the only career option for the candidate. If you want to successfully fill IT vacancies and make your company fit for the digital future, contact us at: [email protected]