Software development is becoming a higher priority for businesses in 2017. With unemployment low among IT professionals, the competition for top software developer talent is fierce. So many companies are prepared to make strong offers much faster than in previous years.
But that doesn’t mean your company wants to cut corners in the name of greater speed. Finding the right kind of candidate is still as important as getting one quickly. So, how does your organization position itself to hold the secret to a better software developer pipeline? Here are four approaches that you can begin to implement today.
Entice, Don’t Chase
When a company is looking for a top developer, many have their internal recruiters begin the process of hunting down potential candidates. While this process can bring results, not every skilled professional is going to respond to cold calling. And that goes double in cases where the developer isn’t familiar with your company.
The first step to attracting these candidates is to take an unconventional approach to making the first contact. For example, your organization could host and advertise a coding challenge. This helps draw attention by engaging professionals in a new way and giving them an avenue to demonstrate their skills in a fun manner. After they complete the challenge, simply request permission to contact them with future job opportunities.
With this approach, you can reach developers who are interested in the challenges that often surround the work, and truly have a passion for coding and development. It also increases awareness of your business in the developer community, making potential candidates more inclined to pick up the phone when a recruiter calls.
Engage the Community
The developer online community is large. By tapping into these resources, you can do more than simply find potential candidates; you can engage with them. You’ll have the ability to see how the work, both individually and with others in the community, as well as gain insights into their general attitude.
For example, a skilled developer who is often assisting others with their coding issues will likely have a similar approach when working with the members of your team. Similarly, a person who is overly critical of others work may act similarly in the office.
If you personally don’t have the knowledge required to make the most of these communities, work with the programmers currently on your staff to evaluate potential candidates.
Test First, Interview Second
While sponsoring a coding challenge provides insights regarding a developer's skills, it won’t answer every question you have about their abilities. With that in mind, consider adding a skills test near the beginning of the recruitment process instead of after interviews.
This approach allows you to screen any candidates that actually have the technical skills you need. That way, you know every interview has the intellectual capacity to meet your needs and you can focus on other characteristics when you meet in person.
When developing the tests, focus on gathering useful information in a fun way. If the test is challenging and entertaining, you are more likely to keep the best and brightest engaged throughout the process.
Consider a Working Interview
If your initial impressions of the candidate are positive, consider scheduling a time period where they can shadow a current programming employee. This gives the candidate a chance to meet the team in a meaningful way, and the team members can learn about the candidate’s approach to some of the problems the team faces.
Often, this process requires a few hours of the candidates time, but it provides a real opportunity to see if what appears to be a match on paper, in fact, will work for the day to day.
If you are looking for additional ways to expedite your hiring process, The Armada Group can help you locate the software development candidates you need. Contact us today and speak with one of our professional recruiters about your current hiring priorities.