Recruiting new employees is as much about wooing as is it about screening. You want to find the right hire, and that requires attracting candidates who can help your projects succeed as well as screening out those who just don't fit. In order to draw candidates to you, treat them the way they want to be treated. When it comes to recruiting developers, this means:
Go beyond acronyms.
Developer resumes are filled with acronyms and buzzwords, which present easy filtering criteria. Think about it from the developer's perspective, though: the acronyms on their resume represent every technology they've ever worked with, not just the tech they work with now or the tech they want to work with in the future. Instead of mass mailing or calling every candidate with the skills you need on their resume, take the time to read the resume and see if their experience with that skill is recent. You might think it's more efficient to let the candidates screen themselves out, but overloading their inboxes with inappropriate job listings hurts your reputation and can cause candidates to ignore every mail from you – even if it describes a job they'd be perfect for.
Don't rely on interviews.
Sure, development is a team effort and everyone needs to be able to interact with their peers. But unless you're hiring a lead or support role, most programming jobs are more about spending time with a keyboard than time with people. So while the interview is necessary, don't overemphasize it; many developers simply are introverts and won't do well when pinned down for verbal answers. Instead, use tests to verify a candidate's technical ability to do the job. And when you give those tests, don't make developers talk through their solution standing in front of a white board. No one works that way in reality. Instead, let the programmers develop their solution sitting in front of a computer – the way they will when they're on the job.
Present the job the way it really is.
Both resumes and job descriptions have an element of exaggeration to them; after all, they're both advertisements, in a way. Despite that, don't stretch the truth in your job description or when speaking with candidates in person. Don't try to make the job seem more exciting than it really is. If it's mostly maintenance of existing code rather than new development or there's little opportunity for advancement, be honest about that. It might cost you the chance to hire this particular candidate, but hiring someone who then quits because the job isn't what they signed up for is more expensive.
The Armada Group has been recruiting top technical employees for more than 20 years. We understand the way developers think and what they're looking for at work, and are the experts at matching developers to opportunities. Contact us to talk about your hiring needs and how we can help you recruit the right developer the right way.