5 ways to stop your developer candidates slipping through the ‘.net’
Over the past few years, I have filled roles in an eclectic mix of different industries, from call centres to engineering to hospitality. Each pose their own unique challenges, but none more so than software roles and this will come as no surprise to anyone who has ever tried to recruit for a software development vacancy.
Software is fast becoming a part of any business, it is needed in every industry, whether you are a hotel chain building your own booking platform, or a construction firm which wants to monitor inventory. Demand for these skills is high and competition for the best talent is tough.
That being said, with the right approach and proposition, those elusive developers who have ghosted, rejected an offer, or not even bothered to apply, should be in reach. So what can you do?
Stand out for the right reasons
Don’t be the same as everyone else. This might seem self-explanatory but is often overlooked.
It is easy to believe that free lunch Fridays, employee gifts and flexible working are ‘token gestures’ however they can make a difference.
Whilst it’s true that no one is going to take a job because they get a Fitbit when they start, it certainly gives the impression of a company who want to do things right and support their staff.
It really doesn’t matter what you do to stand out, it just matters that you do and are consistent.
Make it obvious that you go the extra mile and most importantly be authentic. Employee perks and benefits are great but the key is ensure they reflect the organisation’s culture and values.
Be Clear and Consistent
Writing job descriptions is becoming a forgotten art. Yes, you will get applications on pretty much any advert with a job title. And yes, some of those applications may actually have relevant CVs. However, a really strong candidate won’t just apply for anything, because they know that they stand a good chance of getting the best jobs.
Applying for jobs can be time consuming and no one wants to waste their time applying for a role which isn’t right for them.
To write the perfect advert is a balancing act, you want to be as informative as possible, without sounding like a robot. When writing your advert, try to include information that a developer would ask. Don’t waffle, you will be amazed how much you could take out. For example, a software developer knows full well that one of their responsibilities will be to ‘maintain clean and effective code’. But they have no idea how many people are in the team, what software stack is being used and what opportunities they will have to progress. This is what they want to know.
This is so important, but also the hardest thing to get right, as a species we are overthinkers but delaying a decision can lead to disappointment.
At GoTeq we recently recruited a talented Software Engineer, the situation was a perfect example of just how imperative speed can be. Between his second interview and receiving an offer from us (just 36 hours later) he had been contacted about 40 different jobs!
You could have the perfect job, with above average salary, but if you take a week to make an offer in the current climate the candidate may have already started somewhere else.
My advice; trust your gut. If someone ticks all the boxes, has the right experience and comes across well in an interview, don’t spend time trying to rule them out. Make the offer!
Remember You’re Not The One In Charge Here
As blunt as this is, you may need a good candidate more than they need you! Approach it with this in mind, sell to the candidate, reinforce why you are the best fit for them as opposed to reciting the same pitch for the tenth time.
Be appreciative of candidates diaries as well as your own, they may need evening interviews or maybe a meeting in an off site location, they may even just need a little bit of extra time on the phone to talk through the role. Not being adaptable during the hiring process can reflect badly on an organisation and candidates will see it as a sign of what it might be like to work there.
Know Your Onions
If you are the point of contact and are unable to answer a question that the developer has, alarm bells will sound. Once you know an individual is right for the role book a further call in when both have time to allow them to ask technical questions.
Accepting and starting a new job is an anxious time, make sure there are no doubts in their mind that they can do the job and that the role will offer enough of a challenge to teach them a thing or two along the way.
Whilst these are good pointers to follow, in reality it isn’t always that simple. If you are having problems bringing the right software developers into your business, please get in touch for a completely free, no obligation chat about how we can help.