February 16, 2024
Recruiting developers is one of the biggest challenges in the tech industry. The demand for developers continues to grow as more tech businesses spring up. While this is great for employees who now have several options to choose from, it’s rather frustrating for business owners.
Employer branding is a term that refers to a company’s reputation and popularity as the ideal place to work. It is the way that a business markets itself to job seekers and potential employees. A while ago, employer branding was not a thing. Employees had to market themselves and equally make good impressions on employers.
While that's still the case, there's presently a lot of pressure on employers to make their businesses look attractive to potential workers. One possible reason for this is that more people are becoming highly skilled workers and are less likely to accept a job "just anywhere."
Also, most industries have rapidly expanded within the last decade or so. There's a lot of competition on the market to have the best talents working for you. Because of this, a lot of employers are willing to do whatever it takes to make their companies a place that the best talents dream of working at.
If you play your cards right, you might not even have to go hunting for developers; they will probably be praying for opportunities to work with you. The key is to make your company look like a place where all the cool kids work. You can do this is by harnessing the power of social media.
Use Facebook, Twitter, LinkedIn, blogs, and other online communities to share your company's culture and values. If you already have some developers working for you, ask them what attracted them. Also, ask them what they perceive as the ideal workplace for any developer.
One vital aspect of the recruitment process is defining the position or role you're hiring for. First, you should take some time to clarify that role for yourself. Examine your business goals and decide what kind of person you need. Also, consider whether there is actually a gap that needs to be filled.
This will guide your recruitment process. It’ll equally let you know where to start searching. It will help if you also defined the position clearly to potential developers. People should know what the job requirements are and whether they fit into those requirements. This way, only developers who qualify for the role will apply.
Also, offer rewards or benefits for the most useful referrals. Anyone looking to hire must develop the skill of searching for potential employees on LinkedIn. These days, Slack is becoming almost as essential as LinkedIn, so you need to have an active account there as well.
The next important step is to determine the kind of developer your company needs. First of all, decide whether the role requires a junior or a senior developer. A junior developer is often relatively new to the industry. They likely won't be handling coding projects from scratch but can assist in correcting errors and improving existing projects.
A senior developer is more advanced and has a lot of experience. They can be assigned tasks to handle from start to finish. Even more, they play a supervisory role by guiding junior developers. Once you can determine the level of expertise you need, it will help to streamline your search.
Apart from this, a potential developer must have a personal drive to learn new frameworks and employ other technologies that may pop up over time. Software development is possibly the most evolving industry, so this quality should be ranked highly.
The truth is, a one-off recruitment procedure is hardly enough to accurately determine how good a developer is. But there's a sign that can help you pick the right person. A good developer is someone who is continuously open to peer reviews and constructive criticism.
Look out for someone who’s active on GitHub or regularly contributes to Open Source projects. These are both ways to have the quality of your work reviewed by both colleagues and seniors. Any developer who doesn't share his code is not interested in getting better and is certainly not who you want to work for you.
In summary, the first step to hiring the best talents is to make your company a conducive environment for the best talent. Another consideration to make is the balance between experience and a desire to learn new skills. Experience is great, but only if you can use it to enhance your ability to learn new things.
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