You want to know how to hire developers? Welcome to the club! Discovering and attracting excellent employees is never simple. And tech recruitment, especially, represents a challenging task. Recruiting tech talent comes with multiple hurdles for HR specialists and recruiters.
If you aspire to draw the best software engineers and other tech professionals out there, first, you have to look for them in the right places. Secondly, tech recruitment requires a captivating approach and presenting candidates with an accurate portrayal of your company culture.
Developer recruitment: tips, tricks, and strategies
One of the most consequential hassles that developer recruiters encounter is not knowing for sure where to look for suitable candidates. Popular social media channels and professional networks do not always represent the most practical solution for high-demand positions.
Determining the most valuable channels and commencing to create a connection with potential candidates is only the beginning of the recruitment process. These are some of the fundamental steps toward building an efficient tech recruitment strategy.
There are various useful techniques to approach tech talent. Today, we will discuss everything you need to know about tech recruitment.
Why is finding a good developer hard?
The prime reason that makes finding and attracting qualified tech talent difficult is the global deficit of candidates with particular skill sets and knowledge.
Every recruiter knows that there’s a tech talent shortage.
Researchers have predicted that by 2020 in the US, there will be more than a million open tech positions with no qualified college graduates to fill them all. It seems that these prognoses came true.
The US’s current tech unemployment rate is under 3.7%. In addition to it, it is known that software engineers’ roles are at the top of the most troublesome to fill positions in the US. And the situation does not differ in most European countries. There is a lack of tech specialists in Europe as well.
As claimed by research, hardly more than 10% of UK tech companies don’t expect to face a shortage of highly skilled technology professionals during the next year. Finland, Sweden, and Denmark share the same problem. Software engineers are needed in their area too.
Even though the stats don’t seem promising for the tech companies’ future, there is some great news about recruiting tech talent.
A bit over one year ago, Stack Overflow conducted the world’s most extensive and most complete developer survey. In this thorough examination, they surveyed nearly 90,000 developers worldwide regarding their job-seeking state and inclinations.
The results of the survey suggest that only 16% of developers are actively looking for new employment. Still, a remarkable percentage of developers are interested in hearing about new job opportunities, 75% of surveyed tech talent stated that they are open to hearing new proposals.
Recruiters, prepare to perfect your approach and make sure to create an attention-grabbing yet realistic and honest pitch.
Hiring remote developers from Europe
Software developers and other tech specialists simply love to work remotely. This type of employment has numerous advantages for the employees and employers. Hiring remote developers from Europe is not a piece of cake and it does require time, dedication, market knowledge, and familiarity with the local communities. However, it drives positive results and affects the company’s performance, productivity, morale, and budget beneficially.
Hiring remote developers lowers the turnover rate, improves employee retention, leads to a better employee experience, and reduces costs. Tech specialists from Eastern and Southern Europe are superbly qualified. They have all-around virtuosity and consistently keep up with the latest trends. Balkans peninsula is a phenomenal area for building a remote development team.
Besides outstanding technical skills, most developers from Europe possess excellent English skills. Basically, every tech expert from the Balkans has experience in collaborating with international clients, specifically with US companies.
Hiring tech talent remotely is plausibly one of the most effective ways of obtaining the most qualified employees. Remote positions erase the borderlines and offer the largest talent pool. Remote workers are proven to be happier, more motivated, more productive, and more loyal. Hiring developers and other tech specialists remotely influence the employee retention rate.
Tech Recruitment Strategy
Before recruiters start to look for the most suitable candidates, their clients or employers must be clear regarding the open positions. Companies should commence by identifying their hiring needs correctly.
Once all of the essential information regarding the role is covered, companies should communicate the aims, requirements, needed experience and knowledge, tech-stack, and overall working conditions and benefits with their recruiters.
The key points to successful developer recruiting include:
Understanding the position
One of the obstacles that keep coming up and prolonging the hiring process is often the lack of understanding. Many recruiters and HR personnel struggle to fully understand the tech position they are working on. This issue is oftentimes caused by the shortage of information and the necessary clarifications.
Having in mind that the majority of recruiters don’t have a technical background, companies must strive to be as precise and transparent as possible, so that the recruitment specialists can entirely comprehend the role they should source candidates for. Technical skills and experience must be presented to the recruiters clearly.
Recruiters should be able to rely on the job description while looking for tech candidates. Job seekers and other tech talents should also learn from the JD and obtain a clear insight into the open position. Preparing a captivating job description is vital to helping businesses draw adequate candidates.
A job description accurately indicates the responsibilities and competencies expected from a candidate and helps companies make an outstanding first impression. A well-written job description must contain job title, job overview and mission, primary job duties and responsibilities, required and favored qualifications, and benefits. When writing, you should keep in mind that each section of a job description has a particular purpose to fulfill.
Understanding tech talent
Finding, attracting, and hiring the most skilled and reliable tech talent can’t happen without understanding their aims, points of view, and aspirations. As we said, the recruitment process must start from the top. The first thing is first – hiring managers should know what their ideal candidate is like.
The next thing to wrap your mind around is finding out what could make tech talent mark a position as compelling in a split of a second.
What drives and motivates them the most, and what represents a certain deal-breaker?
According to Stack Overflow, here’s what developers are looking for:
- Remuneration and benefits are usually the number one factor to label a company as satisfactory. The survey shows that tech specialists, in general, are more focused on the salary range and performance bonuses than on some other benefits.
- Specific tools and technologies are the next essential reason to consider or dismiss a job opportunity.
- Recruiters who genuinely aim to build a stable connection with tech candidates must learn how to speak their language. Recruiting tech talent successfully doesn’t imply recruiters’ obligation to write code. However, recruiters should possess some technical knowledge and ameliorate their skills continuously.
Improving interview process
The interviewing process should be kept simple and effective. To be honest, most tech specialists strongly dislike this particular part of the hiring process. Keeping interviews efficient and less time-consuming benefits both the company and the candidates. A smooth interviewing process leads to a better candidate experience.
The recruitment and hiring processes should be built in such a way to include fewer interviews only with the most suitable candidates.
Skill-assessment should be brief and applicable
Nothing will make tech talent run for the hills in the middle of the hiring process like pen and paper tasks, whiteboard interviews, and irrelevant questions that pop out during the process. Companies should change the outdated and obsolete practices that only waste everyone’s time and drive negative comments solely.
Developers are usually ready to invest their time in a pre-employment evaluation. Technical interviews are inescapable, but it is up to employers and their hiring teams to keep them sleek and worthwhile.
The correct usage of the recruitment tools
The recruitment tools are a valuable asset that eases the hiring process and help recruiters avoid mistakes and misunderstandings with candidates. Today, every recruiter knows the significance of these tools.
Some recruitment tools serve to track the applicants’ progress, some for internal collaboration and management, and some are used while sourcing candidates. Companies should start exploring these tools by picking a fitting Applicant Tracking System (ATS), which has always represented a core technology for HR specialists.
Every recruitment tool has a specific purpose and goals to pursue. Even though all of them have some unique and interesting functionalities, not every tool suits every company. Before choosing a recruitment tool, make sure to inspect your hiring needs and plans thoroughly.
Online presence and social media recruiting
Every tech company must pay attention to its online presence. Their website must contain all of the relevant information and should seem inviting and candidate-oriented. All content should be optimized to suit the target audience.
In addition to the website, companies rely on their social media pages. Facebook, Twitter, and LinkedIn are among the most frequently used social media channels and can play a significant role in social media recruiting. Instagram can also represent a powerful asset in building a company’s online presence, brand, and creating a recruiting strategy.
Employer branding can be defined as a business identity. It helps companies stand out and attract candidates who are searching for jobs. Positioning a company as the employer of choice to a target group of potential candidates promotes the recruitment efforts and increases the chances of finding a suitable candidate shortly.
The employer brand is constructed based on all touchpoints a company has with candidates and current employees. Knowing this, the bond between recruiting and employer brand is evident. The company’s identity and the way candidates describe their experience with it affect hiring long-term.
Organizing live and online events
One of the most prominent ways to entice tech talent is by organizing engaging tech events.
These events represent an excellent possibility for employers to meet potential candidates and demonstrate company culture.
Online and live events are prevalent among tech talent because they offer tech talent an opportunity to meet each other, connect with like-minded people, learn and share ideas, and have fun while doing so.
Online events have the potential to draw a more massive audience and reach out to international tech talent.
Now, let’s take a look closer look at two of the biggest recruitment needs when it comes to developers.
How to hire a WordPress developer
Accurately defining all the responsibilities and skills associated with WordPress development is not as easy as it may seem. WordPress developers can specialize in a variety of things related to web development. Their job includes creating custom websites for clients, developing new features on existing websites, making custom plugins and modules, etc.
Just look at the numbers:
- WordPress websites represent around 35% of all websites in the world.
- 60% of CMS-built websites are WordPress.
- About 30% of e-commerce goes through WooCommerce.
WordPress Developer technical skills
Most of the WordPress developers choose between being dedicated to themes or to plugin development. Still, some skills are unavoidable in both cases.
Technical competencies that are a must-have:
More about WordPress developer’s knowledge
In addition to purely (or mostly) tech skills, here are some other things WordPress developers should wrap their minds about:
- Time Management & Planning
- Marketing & Business skills
- Motivation & dedication – continuous learning and improvement
- The usage of GitHub & BitBucket is the way to get into the correct mindset. WordPress developers must be curious by nature and eager to learn.
WordPress Developer salary
It’s calculated that the average salary of full-time WordPress developers in the United States equals $63,348. The salary expectations go higher if you limit your search to North America alone.
As for Europe, the salaries are a bit lower than in the US. Senior WordPress developers in Western Europe make $5,800 per month, while Central European Seniors make around $3,000 per month. The numbers go lower for Eastern Europe with a monthly salary of $2,200.
Hiring WordPress Developers remotely
Developers love to work remotely. Many companies offer their employees the opportunity to work from home at least 3-5 times a month. Flexibility is one of the main qualities developers look into when discussing job opportunities.
Developers from most countries are very comfortable with working remotely. This way of work helps them obtain the perfect balance between their free time and their jobs. So, location is usually not a limiting factor in sourcing developers.
The majority of international WordPress developers have a strong technical background and experience working with foreign clients – both remotely and on-site. They are familiar with the European and US market, and they speak excellent English.
Understand your project
Starting from scratch or already started?
If you’ve already started the project, it’s easier for you to understand what’re you looking for. The decision about technologies and frameworks has already been made, so you just need to find a person who has experience in it. You can easily create a list of requirements and decide who fits your project the best.
When to choose a front-end developer?
If you want to build a static-content website with some basic contact form, then you can rely on a front-end developer with only a small amount of experience. However, a fully interactive user interface will require more experience. Moreover, if you want things to be done quickly, you will have to find an experienced professional who understands a framework you use in-depth. Also, if you already have a backend engineer, there is no need to hire a backend or full-stack developer.
When to choose a back-end developer?
Back-end developers are in charge of databases and APIs. They are not focused on presentation, but the functions on the server. So, don’t expect them to draw or design anything, that’s not their job. If you already have a front-end designer who’s made the user-facing portion of a project, the backend developer will connect data to the front end.
When to choose a full-stack developer?
If you want to build an app or website from scratch, then you should consider hiring a full-stack developer. They will take care of both front-end and back-end development and they should have extensive knowledge and experience. They are very skillful, but that doesn’t necessarily mean that they are experts in any one part of the stack. Although a full-stack developer might know how to finish your project well, it might be too much to handle for just one person.
As you can guess, salaries for front-end developers depend on a developer’s skill. IT recruitment agencies can help you define that price base on the tech stack you require.
Now that you’ve defined the roles and skills of a js developer, it’s time for hiring. But here is another challenge – where to find them?
Yes, you can put your job ad on websites such as Indeed or Glassdoor, or try to contact professionals on LinkedIn, but if you’re in the IT industry for a while now, then you know that it’s not an easy job to persuade them to change their job or even to answer your message on LinkedIn.
The average job satisfaction rate is 4.13.
You can go to JS Conferences or meetups and try to get in contact with them in person, but there is a more convenient way to hire an A-level candidate and save money and time.
IT recruitment companies can help you define your requirements for the role, do an interview with candidates, and deliver you a shortlist of people suitable for your project. Once your project starts, you will be sure that you hire the person who can handle the project well.