Ready for even more hiring guidance? Keep reading for insight into each of these checklist steps.
1. speed up your hiring process
Everyone feels the strain of lengthy hiring timelines: existing employees have to take on extra work, deliverables risk delay and the capacity to take on new projects (which would lead to new revenue) becomes limited. Of course, finding the right person takes time, but you can guarantee it doesn't take more time than necessary by auditing your hiring process for efficiency. Use the below diagram to begin doing just that.
2. develop a competitive compensation package
When defining what your compensation level should be for these roles, keep in mind the candidate's salary trajectory as well. Developers can consistently increase their earning potential by learning more programming languages (like ASP.NET MVC), getting Microsoft Certified Solutions Developer (MCSD) certified or going through the Microsoft Most Valuable Professional (MVP) program. And the more credentials they get under their belt, the more you're going to need to offer in order to stay competitive.
Below are the skills most requested by employers nationwide in the past year for these two roles.
don't scare off talented applicants by drowning your posting in a sea of required skills, certifications and experience.
4. write an eye-catching job description
Your job description gives prospects their first impression of your company. To make it a good one, you'll need to write an engaging description that invites them to imagine working for you — one that really catches their eye. Here are a few tips for accomplishing just that.
These tips should get you off to a good start, but if you'd like more insights and advice, look to our guide to writing highly effective job descriptions.
developers are the stars who code hopes and plans into reality — so show candidates that you know the value they bring.
5. brush up on the latest industry trends
The technologies industry certainly knows the joy — and pain — that rapid change can cause. After all, with a steady stream of innovative products and services, as well as big advancements in cloud-based computing and AI, there's a whole lot more opportunity out there for today's job seekers. But for employers, that means a whole lot more hiring, which means a lot of time, effort and budget to source, hire, train and retain larger and larger teams. Not everyone is poised to tackle such a challenge.
- Perks and benefits — such as onsite amenities, flexible work arrangements and health and well-being offerings — heavily influence choice of employer for tech talent, so companies need to shore up their offerings to attract top talent.
Read through our 2019 guide to hiring in the technologies industry for more trends and information that will shape your hiring strategy.
6. choose your channels to find candidates
When it comes to developer talent, a bad hire can mean a subpar product — and we all know what a subpar product means. But when it comes to finding the right channels for sourcing top talent, there isn't a one-size-fits-all solution. Depending on your company's size, volume of staffing needs and budget allocation for recruitment, some options will provide more ROI (and better candidates) than others.
So if you've already exhausted the job boards, consider amplifying your efforts by partnering with a professional staffing firm. Staffing firms provide customers with a talent pool of prescreened and vetted candidates, as well as industry experts to help guide your hiring strategy and decisions. At the end of the day, what professional staffers really provide is confidence — the confidence that you're making the best decision possible, and as efficiently as possible.