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The Ultimate Guide to High Tech Recruiting

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Master the art of High Tech Recruiting with these tips, and resources.

The Ultimate Guide to High Tech Recruiting Pierpoint RPO Banner

As the COVID-19 pandemic disrupted businesses around the world, tech was among the few industries that remained unimpacted. In fact, the need for IT and tech talent is increasing as businesses went online and people turned to remote work. In fact, there’s a shortage of skilled tech workers worldwide. According to a Korn Ferry report, unless they find more high tech workers, the US alone could lose about $162 billion worth of revenue in tech.  

 

 

High tech recruiting refers to the practice of sourcing, attracting, and hiring IT and tech talent for various roles including software engineers, web developers, and data scientists. With companies like Facebook and Google offering exciting incentives and attractive compensation packages to attract top developers and engineers at the very beginning of their career, the competition is getting fierce. And to stay on top, you need to be able to hire and retain skilled tech workers. 

 

 

Read on to learn more about the global competition for IT and tech talent and how to attract, hire, and retain tech talent in a post-pandemic world.

 

  • Seven In-Demand Skills for Software & Tech Talent in 2021

  • Tips for Successfully Managing a Remote Software Development Team

  • Tech Talent: Changing The Diversity Paradigm (Plus, 6 Ways to Diversify Your Talent Pool)

  • How to Have Better Recruiting Conversations With Top Software Engineers

  • Why Tech Talent is Hard to Attract When You’re Not Google or Facebook (And What to Do About it)

  • Breaking The Code: How to Hire and Retain Software Engineers

  • Boolean Search: A Guide to Optimizing Software Developers Recruitment

  • Computer Software Industry Employment Report

  • Computer Science, and Game Developers Employment Report

  • Computer Networking Industry Employment Report

  • IT Employment Market Report

 


Seven In-Demand Skills for Software & Tech Talent in 2021

 

In the ever-changing technology landscape, it’s critical to acquire in-demand tech skills to stand out from the crowd. The tech world is vast, and it’s difficult to stay up-to-date with new technologies. Knowing the in-demand skills for software and tech talent make it easier to acquire the right skills and land relevant jobs easily. 

 

In this article, we will list the top seven in-demand skills for software and tech talent in 2021. 

 

 

Tech Skill #1: Artificial Intelligence (AI) and Machine Learning (ML)

 

AI and ML are the two most in-demand skills for tech software and talent. They’re often used interchangeably, but ML is a subset of AI, whereas AI is a much broader category. AI is all about making machines intelligent by mimicking human behavior, and ML provides the means i.e. training algorithms to help them through the process.

 

 

Unlike other skills, the demand for AI specialists kept growing despite the pandemic. Between 2019 and 2020, the hiring of AI specialists grew by about 32%, and it’s not expected to slow down anytime soon. Most companies are utilizing AI to deal with the increased demand or safeguard their business from future disturbances. According to Payscale, people with an AI skillset are earning an average salary of $125,107

 

Tech Skill #2: Data Science and Analytics 

 

In the information age, data is of utmost importance, and so is data science. Companies all around the world are utilizing data sciences to make smarter business decisions. 

 

 

Data science combines programming with domain experience, mathematics, and statistics to gain insights from structured and unstructured data. Pandemic has made people realize the importance of data more than ever. Since 2019, hiring for data science roles has increased by 46%, and the average salary of Data scientists about  $115,874

 

Tech Skill #3: Cloud Computing 

 

Cloud computing is revolutionizing the world by eliminating the need for servers and data centers. In the wake of COVID-19, the demand for every segment of the cloud SaaS (Software as a Service), IaaS (Infrastructure as a Service), and PaaS (Platform as a Service), has increased. 

 

The Cloud computing market is dominated by five tech giants, Amazon AWS, Microsoft Azure, Google Cloud, IBM Cloud, and Alibaba Cloud. 

 

As businesses are relying more and more on the cloud, the demand for cloud computing experts is also increasing. The future of the cloud is also very promising as 78% of small businesses are predicted to fully adopt cloud computing in their operations by 2020. Cloud computing experts earn an average salary of $117,041 per year.

 

Tech Skill #4: Programming

 

Programming is the foundation of nearly every tech-related job out there. If you’re looking for a job in the tech sector, then experience with a programming language can open many doors for you. According to Glassdoor’s list of top jobs for 2021, coding skills were required by many employers. The demand for a full-stack engineer is seeing a growth of 35% each year since 2015.

 

Following is the list of the most popular programming, scripting, and markup languages in 2021:

 

 

  • JavaScript 

  • HTML/CSS

  • Python 

  • SQL

  • Java 

  • C#

  • C

  • PHP

  • TypeScript

  • Go

  • Ruby 

 

Tech Skill #5: Cybersecurity (Network Security) 

 

Whether you’re using a computer at home or in the workplace, network security is of utmost importance. Data breaches not only compromise the company’s integrity but also cost millions in damages. 

 

In 2020, companies switched to remote work which increased the cost of an average data breach by $137,000. Data breach incidents have increased the demand for cybersecurity experts in the market, and it’s expected to keep growing over time. Cyber Security engineers have an average salary of $100,601

 

Tech Skill #6: Blockchain 

 

Blockchain is among the most recent paradigm-shifting technologies. Originally designed for Bitcoin, blockchain stores information in blocks that are linked together. Blockchain is designed in such a way that it’s impossible to change or hack the system.

 

Due to its immutable nature, Blockchain use cases include peer-to-peer payments, crowdfunding, digital voting, etc. As the field is gaining popularity, the demand for blockchain engineers is growing alongside. Tech giants such as Facebook, Microsoft, Amazon, and IBM are also working on developing blockchain solutions. The average salary of a blockchain developer is $154,550 per year.

 

Tech Skill #7: Virtual Reality (VR) and Augmented Reality (AR)

 

Virtual Reality (VR) and Augmented Reality – collectively known as Xtreme Reality (XR) are the two buzzwords in the tech world. Many companies in marketing, advertisement, manufacturing, and healthcare are adopting XR. The 2020 State of Software Engineers report by Hired reported a surge of 1400% in the demand for AR and VR engineers. They are the most in-demand in London, New York, and the San Francisco Bay area, and their average salary starts from $100,00.  

 


 

Tips for Successfully Managing a Remote Software Development Team

 

The growing need for software engineers paired with Covid-19 has given rise to remote development teams. Now more than ever, businesses and startups from G7 countries are leveraging remote work to their advantage by hiring tech talent from around the world. 

 

Leading a development team from anywhere is not easy, but managing a remote software development team is even more challenging. In order to succeed in this era of remote work, you need to get ready for change and innovation, because it’s here to stay! 

 

In this article, we will share seven tips for successfully managing a remote software development team. 

 

 

Tip 1: Improve Communication

 

For a remote team, the most important issue is communication. It’s difficult to schedule meetings and work with people from different time zones. Make sure that you have a strict schedule, organized workflow, and your team stays up-to-date with everything. We emphasize the importance of stand-up meetings. They should be short, relevant, and regular. 

 

Also, facial impressions are everything in a conversation and context conveys more meaning than the actual words. When you’re texting or are even on call, your tone cannot precisely convey the message. When working with a remote development team, have lots of facetime. Face-to-face meetings add a human touch to the otherwise extremely technical and to-the-point conversation. 

 

Tip 2: Utilize Remote Communication and Project Management Tools 

 

Technology has made life easier for everyone. Utilizing the right tools like Trello, Zoom, and Slack can help you efficiently structure your workflow. 

 

Here are a few remote work tools that can make things easier for your team: 

 

Trello: Trello is one of the simplest and free project management software for managing remote teams. It allows you to create different boards for various projects and use lists and cards to manage tasks. You can add descriptions, and assign cards (i.e. tasks) to your team members and even collaborate via comments. It’s available on the web, iOS, and Android.

 

 

Github: For developers, Github is the holy grail used by over 50 million developers worldwide. It’s a free code hosting platform for team collaboration and version control. On Github, you can host your application code, review, and manage projects. It’s available for both Windows and macOS. 

 

Slack: Slack is another communication platform that is widely used by development teams. It’s an excellent platform to create various channels and dedicated spaces where your team can collaborate and communicate with each other. You can even communicate with certain colleagues without having to engage the whole team over direct messages and private channels. It’s available for Windows, macOS, iOS, and Android. 

 

Google Drive: Google Drive has gained quite a lot of popularity over the last decade, and Google Drive is one of the main driving factors. Developers frequently use Drive to share and store documents on the cloud without having to worry about backup and physical storage. It’s highly secure and available on the web, Windows, macOS, iOS, and Android. 

 

Zoom: Zoom is a popular video-conferencing application that you can use to collaborate with your team members. Zoom allows up to 10,000 participants, which makes the app a popular choice for live meetings and video seminars. It’s available for Windows, Mac, iOS, and Android devices.

 

Tip 3: Focus on Long-term Goals 

 

To increase productivity in remote development teams, focus on long-term goals instead of the day-to-day tasks. There are a lot of ways you can do that. For instance, to avoid impediments, introduce secondary tasks. 

 

Developers often get stuck on a problem and can waste time pondering over it. Having multiple tasks in the pipeline can help them focus on the next one and come back to the issue at another time. On the other hand, remote workers don’t exactly have a strict 9 to 5 job. They’re more independent and goal-oriented and must be managed accordingly. According to a survey by CoSo Cloud, 77% of the employees said that they’re more productive when working from home. 

 

Instead of tracking their every move and day-to-day tasks, communicate the pain points and your project goals. When you give them a problem instead of the solutions, they will be more creative. It’s about time that we think outside the box instead of micromanaging our teams.

 

Tip 4: Take Advantage of Different time Zones

 

A good remote software development team is self-reliant and independent. They know how to handle work and organize everything. Alongside all these advantages of a remote team, time management can be a real issue. However, it’s up to you whether you let it be an obstacle or use it to your advantage.

 

In a remote software development team, we have several members including developers, testers, and QAs (quality assurance). On the other hand, some developers are working on the front-end, while others are working on the back-end or APIs.  

 

You can achieve around-the-clock efficiency by letting different developers take over various aspects of the project. If your developer is ahead of your timezone, then it gives you enough time to assess the work and provide hands-on feedback on the same day. Whereas, if you’re ahead of your developer’s timezone, then it gives you enough time to prepare everything for the next day! 

 

And that’s just one example of how you can take advantage of timezones. So, don’t let timezones scare you, rather use them to your advantage. 

 

Tip 5: Reward Your Developers 

 

When you’re a team lead, your developers look up to you (and not just for the next task). At the start and end of each meeting, don’t forget to give your team compliments. Make sure to explain what exactly you like about the course of the project. Constructive praise will let them know that they’re moving in the right direction.

 

Compliments and praises are one thing, but never underestimate the value of small presents. Show your appreciation by sending your team gifts like t-shirts, mugs, and badges with your company logo on them. Bonuses are another way to improve your team’s morale. When the morale is high, they work harder and better than ever. Consider the bonuses as an investment to the project and a way of showing your appreciation to the developers.

 

Tip 6: Schedule is Everything

 

For remote teams, scheduling is a challenge. If you’re working from somewhere in the UK and your team is in Bucharest, they’re basically about two hours ahead of you. On the other hand, for Silicon Valley companies with off-shore offices in India, the problem can be even worse. 

 

Here two things can help, flexible hours and overlapping schedules, luckily, most developers and tech enthusiasts are night owls. They work odd hours and starting their day at noon is not exactly a bad idea for them. 

 

For maximum productivity, you need to reserve a few hours a day for the meetings, pair programming, scrum, and Q&A sessions. Other than that, let the developers take charge of their work hours. Whether they like to work in the morning or the dead of the night, let them be!

 

Tip 7: Don’t Let Distance Take Over The Team Spirit

 

Being part of a team that you’ve never met is very different from having colleagues that you meet every day. It’s difficult to bond with a remote team, but be careful of creating a ‘we’ vs. ‘them’ mentality. Treat them as if they’re part of your team and just happen to work from afar. 

 

Here are a few things to avoid when you’re working with both remote and an in-house team:

 

  • Don’t treat the remote team any different from the in-house team and that includes using the word “them” and “us”. 

  • Make sure that the remote team is included in all meetings, work, and otherwise. 

  • Facetime regularly, and try to connect with the team members. 

 

Managing a Remote Software Development Team: Conclusion

 

Remote development teams have been around for a while but Covid-19 has made the world realize the importance of diversity and flexibility. The secret to managing a remote software development team is simple, make your company culture inclusive and diverse. Developers (remote and otherwise) are an asset to your company. Only by realizing their importance and appreciating their work can you successfully manage a remote team. 

 

Everything has its advantages and disadvantages, but in the end, what matters is whether you gave it your best shot!

 


 

Tech Talent: Changing The Diversity Paradigm (Plus, 6 Ways to Diversify Your Talent Pool)

 

Tech is changing the world for the better, but hiring diverse tech talent is something it’s still struggling with! 

 

For thousands of years, diversity used to be something that wasn’t even considered when hiring the workforce. A lot has changed recently, but gender and racial gaps exist in nearly every field, especially tech. It’s a male-dominated field with little diversity within its ranks. From facial recognition discriminating against people of color and VR headsets designed mainly for men, there’s no shortage of bias in technology.

 

According to the U.S. Equal Employment Opportunity Commission (EEOC), tech has employed a larger share of whites (almost 63.5 to 68.5 percent) as compared to the rest of the private sector. Due to this homogeneity, women, and people of color find it difficult to adjust.

 

In this article, we will discuss how you can bring about change by hiring diverse tech talent in your organization. 

 

6 Ways to Diversify Your Tech Talent Pool 

 

Recruiters must ensure that the hiring process is fair and inclusive. By keeping your talent pool small, not only are they unfair to the masses but also miss out on opportunities and perspectives that a diverse workforce brings.

 

Over time, it becomes difficult for a homogenous workforce to look at old problems in a new way. Creativity is innovation, without which you can’t survive in the tech world.

 

Here are six ways to diversify your tech talent pool.

 

1. Make Diversity Part of Your Company’s Culture

 

Your company’s culture is formed in its earliest days. Recruiting white people from the beginning can form a culture that encourages whites only. Afterward, it can be quite challenging to bring a more diverse workforce.

 

Recruiting a diverse workforce from the early days of the company makes it easy to maintain that. A diverse workforce attracts diverse candidates.

 

It’s natural to feel more comfortable in a room with a variety of people rather than a room full of a particular group of people.  Even if your workforce is not as diverse and you like, there’s still much you can do to change that! 

 

2. Diversify Your Recruiting Team

 

The first step towards hiring diverse tech talent is to diversify your recruiting team. 

 

A diverse recruitment team shows the company’s commitment to diversification. If the interviewers reflect the ethnicity, color, and gender of the candidates, they’ll feel more at home. It’s easier to connect with people who look and sound like you!

 

If you’re using an agency for hiring candidates, then it’s essential to let them know that you’re looking for diverse tech talent.

 

In a lot of cases, unintentional bias keeps excludes a candidate. The blind screening process can also prove beneficial in such cases as it eliminates unintentional bias and attracts diverse talent. Removing name, and school from the resume and keeping the degree and necessary skills is the way to go!

 

3. Utilize a Range of Sources in Your Recruitment Campaign

 

Using the same old resources for hiring tech talent will likely yield the same results too. 

 

For diversity recruiting, there are a variety of sources that you can utilize, such as job boards, referrals, recruitment agencies, and headhunting. Mix up these techniques to engage with people from a wide range of backgrounds.

 

4. Make The Job Descriptions Inclusive

 

One can never underestimate the power of words! 

 

Job descriptions say a lot about a company’s brand identity and culture. It’s important to be conscious of the wordings in your job description. 

 

Using a more inclusive job description can attract diverse tech talent to apply. On the other hand, masculine choice of words can intimidate and discourage certain candidates, specifically women.

 

You can miss out on highly skilled tech talent from minorities if your job description is not inclusive. 

 

5. Offer Referral Incentives

 

Employee referral programs are another great way to meet the talent that you’d otherwise never know. 

 

According to a report by Payscale on the effects of referrals, a third of workers received some kind of referrals for their current jobs. However, referrals can also lead to a less diverse workforce as women and people of color are less likely to be referred to as compared to their male counterparts.

 

To address that issue, you can offer incentives for introducing people who are underrepresented in your workforce. It encourages the current employees to refer qualified candidates and helps them feel valued in the corporation. 

 

6. Partner with Alternative Training Programs

 

White males dominate the tech industry and college computer science departments. If you find your candidates from computer science colleges then it’s no wonder you have limited diversity among your workforce.

 

Universities opened their doors for women and people of color only in the 18th century. In the early days of computers, there were more women engaged in the field, which changed when typing was no longer considered important to pursue computer science. Ironically, now there are more women obtaining college degrees, but very few are studying computer science.

 

 

Many talented people are self-learners or learn through alternative training programs. LaunchCode’s Coder Girl program is an excellent example of such a program. It equips women with the technical skills they need to get started. You can hire diverse tech talent by partnering with alternative training programs and expanding your horizons beyond college graduates.

 

Ready to Hire Diverse Tech Talent?

 

Recruiters have long since struggled to diversify their workforce, but in the post-Covid times, it’s easier than ever. Now that they know work can be done from anywhere, they’re no longer bound by geographical constraints (or any other!).

 

Pandemic taught us the importance of diverse and remote teams. If your current strategy for diversity is not working, then get out of your comfort zone. Hunt for diverse tech talent elsewhere or hire someone else to do it for you!

 

Pierpoint is a leading RPO services provider for niche and hard-to-fill positions. Our clientele ranges from Fortune 500 companies to mid-sized firms. We offer various recruitment solutions and use a scientific, data-driven approach to develop customized solutions for businesses.

 

In the end, it all comes down to your goodwill and recruitment team. If you diversify your tech team with the aim of inclusion, then it’s likely to happen sooner than later!

 


 

How to Have Better Recruiting Conversations With Top Software Engineers

 

Successful hiring professionals understand the value of building strong relationships with candidates. All the right tools and software won’t make up for a lack of essential personal skills necessary to succeed at hiring.

 

Perhaps more than with other candidates, software engineers and developers need a little extra attention. Bombarded as they are with unsolicited emails, hiring professionals will do well to treat these candidates with a focused strategy including a no-nonsense approach to their career development and the use of soft skills to develop a relationship.

 

Here are some of the ways hiring managers can have better conversations with tech professionals.

 

The Reality of the Recruiter and Developer Relationship

 

DaedTech founder Erik Dietrich writes about the persistent narrative surrounding the recruiter and developer relationship. In short, it has not always been rosy with the latter sometimes feeling pursued by the former.             

                                               

But he cautions tech workers to think about how lucky they are to be in such demand. It is a chance to reflect on the good fortune in which they find themselves in a favorable job market.

 

As Dietrich jokes, some developers haven’t even heard of Monster.com, because they’ve never had to struggle to find work.

 

This preamble gets to the bigger point of fostering positive relationships between hirers and candidates: Both parties involved should appreciate each other’s motivations.

 

“Recruiters are sales people. Their customers are companies that need software developers,” he writes. “Their product is mutually beneficial employment agreements, which really means that their product is you, developer. Recruiters sell you to companies. Kinda literally.”

 

As with most good hires, the referral network is key. This is as true for developers and software engineers as any other field. Perhaps, even more so, given the sentiment Dietrich presents.

 

The Power of Referrals

 

Ruslan Khalilov agrees, writing at Codility about how these networks, in addition to LinkedIn, remain effective ways to connect with tech candidates. There is a caveat, of course. Top programmers get a lot of attention from sourcers and “referral-bonus-seeking friends.”

 

This is why, as always, hiring managers need to build meaningful relationships within the technical community instead of “blasting out generic emails.”

 

It seems obvious but is worth stating: this isn’t a numbers game. It plays a part, of course, but good hiring has always been about people — finding successful fits and connecting with clients and candidates.

 

As Khalilov says, it’s worth taking these skills to the right places. GitHub is not branded as a recruitment site, but it shows developers’ actual projects. This gives hiring managers and recruiters the means of finding out what candidates are working on and where their interests and expertise lie before striking up a conversation — ideally, with a thoughtful initial email.

 

The hiring manager, Khalilov argues, needs to be the one to send the email because they have more technical credibility in the coding community. The feelers in the message can include talking about:

 

  • The technology stack used by the candidate and the challenges faced.

  • How the company develops new candidates and hosts hack days or meetups.

  • Opportunities to explore new tech.

  • Links to the company’s existing team members.

 

A personal connection is so powerful because it is an intermediary between a candidate and the company. In this situation, “there’s a much better chance that the match will be a good one,” says front-end engineer Travis Bloom. It’s even better when the referral comes from a current employee, as it is easier to start the relationship in a meaningful way.

 

The reason for this, Bloom says, is that the hiring professional and candidate will have shared knowledge about the role and organization before their own conversation begins.

 

Accessing the right personal networks is important, Hyam Singer writes at Toptal. This is where to find the “best source of qualified candidates … as quality people tend to associate with quality people.”

Singer suggests searching developer blogs and online technical postings to find out who the best developers and engineers are to hire. Learning about candidates is an essential aspect of the hiring process.

 

Other good networks can be found by looking at open-source code contributors and reviewing presenters at tech conferences.

 

Use Soft Skills to Hire For Soft Skills    

                                                                                               

A personal connection requires soft skills. Singer recommends a four-factor approach to hiring software development candidates: social networking, technical acumen, process management and intuition.

 

These resources help facilitate a better and more constructive initial conversation and subsequent relationship; they allow you some insight on the candidate before you actually meet. Plus, you are able to evaluate the candidate’s own soft skills.

 

The process isn’t straightforward, but often better than a direct approach, says Singer. “All too often, attempts at evaluating these crucial, yet elusive, attributes consist of questions or challenges that are sufficiently transparent for the ‘correct’ answers to be obvious to most candidates. Thus, nothing of substance is achieved by asking them.”

 

Relying on the direct approach only can also lead to an over-reliance on technical details, which may lead to failing to fully assess a candidate’s ability to solve problems and think creatively.

 

Understand What Motivates Tech Workers

 

Quora founder Charlie Cheever takes it a step further: “The only thing that works consistently well is to source through the personal networks of people that already work with you.”

 

Great software engineers want to work on great products for great companies on great teams. They want to learn, earn and gain respect from the community. Getting to grips with what engineers and developers want means recruiters or hiring managers can start a conversation on the right tone. Knowing what someone wants makes it a lot easier to tailor the job offer.

 

Remember, it’s not just about having candidates referred to hiring managers, it’s about being referred to candidates. Reputation is vital. Some ways to build a solid reputation, Cheever advises, is to:

 

  • Issue programming challenges to screen candidates’ abilities and their interest in an organization. This works well by offering generally shy engineers a way to engage.

  • Produce demos to showcase the organization’s goals, interests and track record of innovation.

 

Know Industry Trends

 

Any hiring professional working with tech candidates will be up to date with industry trends and the skills employers are looking for. Top of the list is cybersecurity, a market expected to reach $170 billion by 2020 with more than 209,000 unfilled positions in the US alone.

 

To have a better conversation with candidates, hiring professionals should be able to converse with confidence and knowledge about the companies with a big focus on security. Three prime examples of large tech companies with a focus on security include:

 

  • Cisco is on the cutting edge of cybersecurity research and leading the way in developing safeguards. Global Head of Executive Talent Acquisition Karla Samdahl confirms that engineers and data scientists with experience in cybersecurity are always in demand. “Bleeding-edge technology skills are relatively scarce and highly sought after,” Samdahl says.

  • Intel’s innovations in the Internet of Things means the company is working at bolstering security to stop anyone from hacking these connected devices. Intel moves quickly, too. A few years ago, Director of HR Mergers and Acquisitions Cindi Harper, then the company’s HR director, began to speed up hiring timelines from weeks to days. In fact, some of her hiring managers have even gone to college job fairs and handed out job offers on the spot. “The talent’s not waiting,” Harper told JobsTheWorld in 2013.

  • Despite the premium on tech talent, Apple expects candidates to meet recruiters halfway and to tell their own stories so recruiters can assess their fit. “What is the story that it tells and why is it compelling?” says John Turnberg, a Silicon Valley based recruiter. “Your cover letter, InMail message or email can be viewed as the synopsis that is found on the back cover, which creates the need or desire to find out more.”

 

It’s Not Just What You Say. It’s Where You Say It.

 

In a previous post about hiring tech candidates, we wrote about finding the right medium for contact. ‘Don’t use the phone’ was a resounding takeaway point.

 

Rachel Maleady, at ERE, picks up on this thread: “Don’t call me. I mean — you can email me. Just don’t call me. That’s what quite a few software developers say, at least.” The point to remember is that no matter what you may want to say to a candidate and the great position you may offer, you have to engage them on their terms.

 

Don’t Make Excuses

 

It’s easy to cite a lack of time to get out of the hard work of crafting personalized and thoughtful introductory emails to candidates and the subsequent relationship building that is required, but it won’t get you anywhere.

 

Rich Moy at Stack Overflow Talent acknowledges the administrative tasks that take up a lot of hiring professionals’ time. But the point is, developers and software engineers expect a lot from hiring managers. They are in demand and have the luxury of choice and the clout to make demands.

 

Tied to this confident position is the mindset that hiring professionals ought to do their research about the candidate they are sourcing. Put in the time to get the results.

 


 

Why Tech Talent is Hard to Attract When You’re Not Google or Facebook (And What to Do About it)

 

The tech world has always been competitive. A tech company must make innovation a priority and evolve continuously. Nowadays, if your business lacks the buzz of Silicon Valley, then you probably face some difficulty when hiring tech talent. And why not? Companies like Google and Facebook are offering incentives like free food, flexible hours, career growth opportunities, and whatnot. 

 

Talented software developers and engineers are actively being pursued by tech giants and it’s difficult for small companies and startups to get the top tech talent. As the demand increases, the number of passive candidates is also increasing, which is making the market even more competitive.

 

If you’re out and about looking for your next tech superstar, then this article will give you the answer to the why (it’s difficult to attract tech talent) and how (to change the paradigm). 

 

Lack of a Solid Online Presence 

 

In the information age, establishing a solid online presence is very important. No one’s going to know that you exist until you find them, and tell them. And the best way to find top tech talent is online. 

 

As Bill Gates stated: 

“If your business is not on the internet, then your business will be out of business.”

 

 Almost everyone owns a smartphone and uses it for practically everything from ordering groceries, to booking a cab and looking for a job. Additionally, Google is a developer’s best friend, and developers spend almost 70% of their waking hours in front of a screen, and that’s where you should reach out to them.

 

Establishing a strong online presence will let your potential applicants know that you’re a company to work for. A well-designed and fast website, active social media presence, blog, email, and content marketing are just a few tools in a tech company’s toolkit. Not only will it attract the best applicants but also leave an ever-lasting impression on every visitor.

 

Lack of Career Development Opportunities 

 

According to the LinkedIn Job Switchers Report: 45% of people left their jobs because they were worried about their career advancement. On the other hand, 59% of people joined a company because it offered a stronger career path. 

 

 

In 2021, benefits and compensations are not enough to retain an employee in the tech sector. People prefer growth opportunities and a more meaningful career over monetary benefits. 

 

To retain tech talent, it’s important to provide learning opportunities that will develop your employees’ careers. When your employees see that you’re investing in them and their career is advancing, they’re less likely to switch jobs. 

 

Devise a Solid Tech Talent Recruitment Strategy

 

From planning to screening, tech recruitment is a long process. Before diving into recruitment, it’s important to devise a solid tech talent recruitment strategy to spell out various steps in the process. 

 

Step 1: Planning

 

Every good strategy starts with careful planning, and that’s how you should go about tech talent recruitment. 

 

Planning starts with identifying vacancies in various departments and establishing whether the position is required. Once the positions are identified, the recruiter runs a job analysis to determine the role, responsibilities, and skills for the specific position and prepares a job description. 

 

Job descriptions include information on the scope of the job and the roles and responsibilities of an employee. It’s important to make the job description interesting. If your job description is like any other, then it won’t be enough to attract the right talent. Remember, you’re trying to hire a creative individual, and they’re worth the effort.

 

Step 2: Recruitment Strategy Development

 

Recruitment strategy works is a well-defined plan that elaborates the roles you’re recruiting for. It must be tied to the overall object of your organization and must be easy to implement and communicate.

 

Step 3: Searching 

 

In the searching step, recruiters identify which external and internal sources will be used to search for the right talent. 

 

Internal recruitment means hiring employees from within the organization via:

 

  • Promotions

  • Transfers 

  • Internal advertisement

  • Employee referrals

  • Previous applicants

 

External recruitment means hiring employees from outside the organization via:

  • Employment agencies

  • Direct recruitment

  • Advertisements

  • Campus recruitment

  • Word of mouth

 

For many companies, recruitment starts from the outside, but external recruitment is both expensive and time-consuming. On average, it takes companies 52 days and $4000 to recruit external candidates. There’s a fair chance that there’s a qualified candidate among your own ranks. Before looking outside for the talent, first, give your current employees a chance to fill the vacancy, and then move on to external candidates.

 

Step 4: Screening and Shortlisting Candidate

                                                             

Screening involves filtering applications to remove unqualified or irrelevant candidates. It starts with reviewing the cover letters, resumes, and conducting interviews to shortlist the top candidates. Once the top candidates are identified, it’s easy for the hiring manager to make a decision. 

 

Step 5: Evaluation and Control                                                                                                             

At the end of the day, every company needs to ask the million-dollar question of whether the recruitment process is effective. They can do so by analyzing the recruiter salaries, advertisement costs, recruitment costs, and other relevant expenses.

 

Non-Technical Recruiter Hiring Tech Talent

                                                               

Recruitment is never an easy process, but it becomes even more difficult when the person reviewing the application is not well-versed in the tech jargon. A tech recruiter must know where they can show flexibility and where they can’t. Too much inflexibility can result in missing out on someone who’s actually an incredible fit for your business. 

 

For example, suppose a non-technical recruiter is looking for someone with experience in the LAMP stack. Looking for an explicit mention of LAMP, they may miss out on the acronyms i.e. Linux, Apache, MySQL, and PHP/Python/Perl. On the other hand, when looking for someone with Scrum/Agile experience, they may overlook someone with only Agile listed on the resume. 

 

Tech companies must ensure that their recruitment process is guided by someone with a background in tech. That way, small nuances like Scrum/Agile are not overlooked, and they can spot and hire the best tech talent out there

 

Think Globally – Hire a Remote Tech Team

                                                                                   

To attract creme de la creme, you have to think big – think globally. If you’ve watched the popular Pixar movie, Ratatouille, then you probably remember the memorable quote by Peter O’Toole:

 

“Not everyone can become a great artist, but a great artist can come from anywhere”

 

Coding is an art, and to find the best artist, you have to look far and wide. The world is too big, and there’s talent everywhere. Now, it’s possible to hire and manage a remote tech team with people from around the world.

 

In the wake of Covid-19, people from around the world are working remotely. The WFH (Work from Home) concept is gaining popularity mainly because of its flexibility. When the employees have peace of mind, they work more efficiently, which results in better productivity.

 

Tech giants including Twitter, Google, and Slack are offering their employers flexible schedules. Even Salesforce has announced its plan for a hybrid work model. Remote work is here to stay, and tech companies must adapt to it. 

 

The demand for tech talent is increasing by the day as more and more companies are investing in technology. Building a qualified and passionate tech team is difficult, but it’s totally worth the effort. A well-designed recruitment strategy paired with a solid online presence, and innovative mindset can take you anywhere. All you need to do is start with a passion, keep an open mind, and remain vigilant along the way.

 

Breaking The Code: How to Hire and Retain Software Engineers

 

For quite some time, the need for software engineers has been growing. According to the US Bureau of Labor Statistics, the demand for software developers is expected to grow 22% from 2019 to 2029. In such a highly competitive environment, companies must know how to hire and retain software engineers. 

 

Companies like Netflix, Facebook, Amazon, and Google are making the workplace heaven for their employees. They’re offering incentives like flexible working hours, remote working opportunities, and unlimited holidays. For a small company, that’s practically impossible. However, there are multiple ways to offer your developer something extra. 

 

In this article, we will discuss various ways to hire and retain software engineers in 2021. 

 


 

Breaking The Code: How to Hire and Retain Software Engineers

 

Company Culture 

 

When it comes to choosing a company, software engineers don’t just want to get paid. They want to work towards making the world a better place and becoming part of something big. Developers pick companies that are driven over the ones offering higher pay, but that all isn’t possible without a good company culture and vision. 

 

Word of mouth whether direct or online is among the best ways to attract software engineers. They choose a company because they’ve heard good things about it. It’s all about the right company culture, employer branding, and your online reputation.

 

According to the Stack Overflow 2020 developer survey, company culture is the second most important job factor. Interestingly enough, among women respondents selected company culture as the most important factor. Either way, one thing we can say for sure is that good company culture is important to hire and retain software engineers. 

 

Your company culture is what attracts top talent. When the employees are happy, they work more effectively resulting in better performance. According to a study into happiness and productivity by Oxford University, workers are 13% more productive when they’re happy. Incentives like free food and flexibility are a small price to pay for better results.

 

Offer Growth Opportunities

 

The tech world is always changing and software engineers must adapt to that. If the company provides professional growth opportunities like courses, workshops, boot camps, and certifications, developers are more likely to choose it and stay there. 

 

In 2020, Hacker Rank surveyed 116,648 developers from 162 companies. According to the report, a whopping 59% of developers ranked learning new tech skills as the most important form of professional growth. 

 

When on one hand, earning more money is important for your developer, so is the opportunity to grow. Make sure that you don’t ignore one while putting all your focus on the other. 

 

Flexibility 

 

In the wake of COVID-19, the WFH concept became popular. When people started working from home, software engineers were among the very few who didn’t face many issues. 

 

In the tech world, tech is your world. You control everything from your computer or mobile and it doesn’t matter where you work from. And that’s the kind of flexibility software engineers need. 

 

Big companies like Google and Netflix are offering an environment that makes life easier for their employees. For example, being part of the Google team comes with awesome perks like free food, health, haircut, and dry cleaning. And that’s not all, workers can even enjoy napping pods, gyms, and swimming to get relaxed. The point is to not push your developer against the wall, but let them be creative and navigate the waters peacefully. 

 

Keep Up with Latest Technology 

 

There’s nothing developers love more than the new toys. They adore the latest gadgets and are always anxious to get their hands on them. 

 

If you want to encourage top-notch software engineers to join your team, let them know that you love technology as much as they do and have all the new toys. Being stuck at an office with antiqued technology is the worst nightmare of any tech enthusiast. 

 

Make your office a dreamland for your employees. Give them fast computers, standing desks, great software, and curved screens. 

 

Not only is the latest technology fun and interesting, but it also means that your developers can brag about them to their colleagues. So, that way, you can not only retain software engineers but also attract and hire new talent. When you’re offering a competitive salary, the new toys are what keep the developers around!

 

How to Hire Top Software Engineers?

 

Hiring top software engineers is about utilizing many different resources. You can put up posts on various job boards or social media platforms, and use resume screening

 

LinkedIn is an excellent platform to find both junior and senior developers. Capitalize on your network by locating software engineers and pop the questions. If they’re up for a challenge, then test their skills. Otherwise, it’s always worth asking them for a referral. 

 

The best way to hire crème de la crème is through employee referrals. Although, that’s hardly possible without a good company culture. Your employees will refer to their friends only if they like the company, or else, they’ll keep them far away. 

 

To make referrals simpler, you can make use of an employee referral app. This makes life easier for everyone. Employees can easily refer candidates who can accept referrals from any device and apply directly to your applicant tracking system. Your internal team can see who has been referred, hired, and earned bonuses. 

 

For bigger companies, the hiring process gets too long and complicated. In that case, outsourcing your hiring to a recruitment agency can help.

 

Pierpoint is an RPO solutions provider that has been recruiting a workforce for top Silicon Valley companies. Our clients include leading companies like Sophos, Twilio, Intuit, Juniper Networks, and we fill about 5,000 technology-related roles, annually. 

 

If you want to attract, hire, and retain software engineers, then let’s get in touch! 

 


 

Boolean Search: A Guide to Optimizing Software Developers Recruitment

 

Software developers are an integral part of most IT companies. With many emerging technologies in the market, it can be challenging to find the right person for the job.

 

Boolean search makes it possible to find dozens of suitable candidates for any position. It matches the candidates with the required skill set, education, and experience and eliminates the need for manual search. The results are relevant, accurate, and it’s easier and faster to eliminate irrelevant candidates.

 

In this article, we will explore the boolean search technique and the application of mathematical operators (AND, OR, and NOT) to narrow down or broaden the recruitment of software developers.

 

What is Boolean Search in Recruitment?

 

Boolean search is a technique invented by George Boole that is used to refine the process of recruitment. It makes use of mathematical operators such as AND, OR, and NOT to broaden or narrow down the candidate pool.

 

Important: boolean operators work ONLY when they’re written in uppercase.

 

Basic Boolean Search Operators

 

Boolean operators are used to excluding or including certain keywords in a search query. The three basic boolean operators are:

 

AND (&) Operator

When the AND operator is used between two or more keywords, the search returns results that include both keywords.

OR (|) Operator

The use of the OR operator between two or more keywords returns results that include either one of the keywords.

 

NOT (-) Operator

Adding a NOT operator before a keyword returns specific search results that do not include that keyword. When it is added between two keywords, the search results contain the first keyword but not the second one.

 

Basic Boolean Query Modifiers

 

Adding boolean operators between two or more keywords is one thing, but to create complex search queries, you can make use of query modifiers. The basic query modifiers are:

 

parentheses()

The use of parentheses in boolean search is similar to its use in mathematics. It prioritizes the key phrases enclosed within the parentheses. For example, to find software/web developers and engineers who work with JavaScript and omit those who use JQuery:

 

(software OR web) AND (developer OR engineer) AND (JavaScript OR JS) – JQuery

 

The AND and OR operators should not be in the same Boolean search string except when parentheses are used.

Quotation Mark (“”)

 

The quotation marks are used to find exact keywords or keyphrases in your search. For example, to find a software developer who works with Java:

 

“software developer” AND Java

 

Asterisk or Wild Card (*)

An asterisk or wild card is the ultimate way of expanding your search horizons. It returns search results that include variants of a particular keyword alongside the exact match. To utilize an asterisk, simply put it before or after the keyword or the stem word.

 

For example, to find keywords such as “software developer”, “web developer”, and its variants such as “web development” and “software development:

 

“web dev*” OR “software dev*” OR “* developer”

 

Advanced Boolean Query Modifiers

 

The list of boolean query modifiers extends far above the basic three. Below, we will list some advanced boolean query modifiers that can come in handy in recruiting software engineers.

 

Query Modifier 

Description

Example

Tilde (~)

Expand search results to include relevant keywords.

web AND (dev* OR eng*) ~resume ~hire 

NEAR 

Search for keywords within 1 to 10 words of each other. 

(web OR software) NEAR (dev* OR eng*)

FILETYPE:

Search for a particular file format.

web AND (dev* OR eng*) ~resume (filetype:pdf OR filetype:docx)

URL: and SITE: 

Search within a specific website.

Site:github.com software AND (eng* OR dev*) AND ~job ~hire ~resume

INURL:

Search for keywords within the URL (inurl:).

site: github.com (inurl: cv OR inurl: resume) software (eng* OR dev*)

INTEXT:

Search for keywords within the text on the web page.

site: github.com (intext: cv OR intext: resume) software (eng* OR dev*)

INTITLE:

Search for keywords within the title.

site: github.com (intitle: cv OR intitle: resume) software (eng* OR dev*)

 

 

How to Perform a Boolean Search?

 

Performing a boolean search is quite simple. You simply type in the search query in Google (or any other search engine) to instantly find relevant results. The correct use of operators and query modifiers can help recruiters find the right talent among software and web developers. 

 

To find software developers who are based in San Francisco on Github, we used the following query:

 

Site:linkedin.com software AND (developer OR engineer) profile -intitle:”software developer” OR intitle:”software engineer”

 

You can also find a senior, junior, or intern software developer by adding more query modifiers:

 

Site:linkedin.com software AND (developer OR engineer) profile -intitle:”software developer” OR intitle:”software engineer” NEAR “senior”

 

Boolean search on LinkedIn works similarly to Google except for asterisk. You can even apply filters such as location to narrow down the search results even further.

 

Important: Officially, LinkedIn does not support + and – operators. The recommended practice is to use AND instead of + and NOT instead of – to make the query easy to read and optimize.

To search for a full-time software developer candidate located in LA: 

 

Software AND (developer OR engineer) (intext:LA OR intext:Los Angeles) NOT freelancer intext:full-time

 

Beware of False Positives in Boolean Search

 

Even after crafting the most perfect boolean search strings, it’s possible to find some false-positive results. As an added measure, we recommend going through the search results to make sure that it does not contain any false positives. For example, if you were looking for a JavaScript developer who lives in New York, then you will likely find people who used to live in NY or worked with a company in NY for some time.

 

Boolean Search in Recruiting

 

In recruitment (like any other area), it’s crucial to keep up with the ever-changing trends. US companies are using Boolean search to recruit software engineers. Boolean searches are spreading but are not optimized and it’s important to understand how it works to utilize the full potential of the technique.

 


 

Computer Software Industry Employment Report

 

Computer Software Industry Employment Report: Computer Software remains one of the fastest growing positions in the world. Jobs continue to outpace applicants and this trend is expected to continue for the foreseeable future.  Computer Software is a key market sector for HR and recruiters in the US.  Where are the candidates?  More than 350,000 are located in the San Francisco Bay Area, but that is only about 10% of the talent pool.  Who is employing them? Where did they go to school, and what did they study?

 

This data and much much more is available in our 2019-2020 U.S. Computer Software Industry Employment Report where our researchers and industry experts evaluated data from more than 3.5 million candidates.  A quick read, in presentation format, but a must read for HR departments as well as recruiters, hiring managers and staffing professionals.

 

Please provide your information to download the report.

 

This presentation is intended to show a breakdown of LinkedIn available prospects to analyze the market available for the Computer Software Industry in United States. Additional research may be found through the The Software and Information Industry Association.

 


Computer Science, and Game Developers Employment Report

 

Computer Science, Game and Interactive Design Industry Employment Report: A highly skilled and specialized market with nearly 25% of the talent market based on California, and another 7% concentrated in Seattle.  Electronic Arts (EA) is the employment market leader, and is followed by Blizzard Entertainment and Riot Games.

 

This data and much much more is available in our 2019-2020 U.S. Computer Science Industry Employment Report where our researchers and industry experts evaluated data from nearly 150,000 candidates.  A quick read, in presentation format, but a must read for HR departments as well as recruiters, hiring managers and staffing professionals.

 

Please provide your information to download the report.

 

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This presentation is intended to show a breakdown of LinkedIn available prospects to analyze the market available for the Computer Science and Gaming Industry in United States. Additional research may be found through the International Game Developers Association.

 


 

Computer Networking Industry Employment Report

 

Computer Networking Industry Employment Report: evaluating the nearly 350,000 candidates, workers and prospects across the United States, the Computer Networking Industry Employment Report analyses the market by location, top employers, and the education and experience of the candidates.  Did you know that 43,000 candidates are based in the San Francisco Bay area?  Which is the next top US market?

 

This data and much much more is available in our 2019-2020 U.S. Computer Networking Industry Employment Report where our researchers and industry experts evaluated data from nearly 350,000 candidates.  A quick read, in presentation format, but a must read for HR departments as well as recruiters, hiring managers and staffing professionals.

 

Please provide your information to download the report.

 

[gravityform id=”11″ title=”true” description=”true”]

 

This presentation is intended to show a breakdown of LinkedIn available prospects to analyze the market available for the Computer Software Industry in United States. Additional research may be found through the The Software and Information Industry Association.

 


 

IT Employment Market Report

 

IT Employment Market Report: Nearly half of the IT professionals in the United States have over 10 years of work experience.  This may be an alarming statistic when you consider a pending skills gap jux-to-pose retirement age, but for now, it may also serve as invaluable information for recruiters, HR manager and hiring managers.  For example limiting a position’s experience requirements to, 4- to 7-years, for example, would eliminate more than 50% of the talent pool. 

                                                      

What else can we learn from this, IT Employment Market Report?  Applicants are widely spread across the US, but centralized pockets of IT professionals can be found in major metros.  Which ones? All this data and much much more is available in our 2019-2020 U.S. IT Industry Employment Report where our researchers and industry experts evaluated data from nearly 4.5 million candidates. 

                                                  

A quick read, in presentation format, but a must-read for HR departments as well as recruiters, hiring managers and staffing professionals.

 

 

This presentation is intended to show a breakdown of LinkedIn available prospects to analyze the market available for the Computer Software Industry in the United States. Additional research may be found through the The Software and Information Industry Association.