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WHY AM I STRUGGLING TO HIRE? HOW TO ATTRACT, RECRUIT AND RETAIN DEVELOPERS.

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by Matthew Ferdenzi
Candidate , Candidates , Clients , Careers , Developers , Tech Recruitment , Java , Understanding Recruitment , IT & Technology , Tech Industry , HRMSurvey
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Codility is a leading online technical testing platform for Developers similar to HackerRank, CoderPad etc - they have recently released their 2018 Developer Report. If you are a company looking to hire technical staff (and even more importantly, looking to retain them!) you should download the PDF without hesitation.
 

'Companies that just rely on how ground-breaking their tech/platform is to sell to candidates is simple arrogance'

So many companies make mistakes when it comes to recruiting. Slow candidate offers, not very relevant technical testing and poor communication of the role within interviews are examples which I see happen all the time. One thing is clear, the companies that are hiring the best candidates are the companies with the best processes in place. These processes give a candidate insight into how a company works, what their culture is, how they can progress their career there. Companies that just rely on how ground-breaking their tech/platform is to sell to candidates is simple arrogance.
 

Key insights from the report include:
  • Female Developers are not involved in recruiting 
  • Personal Development is more appealing than salary
  • How you should be marketing yourself differently to junior Developers to Senior Developers
  • Majority of Developers jobs are not what they expected. 
     

Within the report, there also is a key point on the importance of giving candidate feedback. Many companies miss out on such an easy point-scorer with candidates by not delivering interview feedback, both positive and negative. Plain and simple, the companies giving feedback are beating you at recruitment (real-world example below)

 

'Many companies miss out on such an easy point-scorer with candidates by not delivering interview feedback, both positive and negative.'

It was only yesterday that I was having a chat with one of my candidates, informing him that he had progressed from his initial tech test to a phone interview. Usually, I work with many companies who would just email me around the lines of 'Hi Mat, Phone interview please - send availability'. However on this occasion they had given him detailed feedback on his assessment, listing what they liked about it and what they would have improved about it.

I delivered the candidate the feedback. The candidate remarked that he was very impressed that they had taken the time to give him detailed feedback, compared to other companies, and how that has shown him what kind of company they are. The candidate was pretty enthused about the opportunity, though now through a couple of lines of feedback it has heightened his experience one more notch. From doing something seemingly as small as giving candidate feedback, you will be able to positively differentiate yourself from a huge amount of companies in the tech industry.

 

'From doing something seemingly as small as giving candidate feedback, you will be able to positively differentiate yourself from a huge amount of companies in the tech industry.'

When a candidate receives an offer, you have to imagine that they will cast their mind back through the process with your company. What were the positives? What were the negatives?

To hire the best people, you must be covering all the bases in terms of candidate experience, many of which are highlighted in the codility report.

The best companies already are.

Are you?

I have helped to scale successful tech companies that have got recruitment right. If you'd like to talk about refining and creating recruitment processes, candidate attraction, the mindset of candidates or the market - let's have a chat. Click here to connect with me on LinkedIn.