The high demands of work in every industry push employees and employers to stay ahead and go beyond résumés. Recruiting has become more specialized and reinvented after so many years of facilitating various tests and tools. A generalized method of evaluating the right candidates doesn’t work anymore.
Regular résumés can only take an applicant so far. Studies show that passion and relevant skills for the position will always drive hiring more than anything else. Below are some tips on how to hire a good developer from oceans of candidates:
• Facebook
o Use your ATS to add job tabs on your Facebook page.
o Be creative with your job postings on your brand’s Facebook page.
o Join groups that can strengthen your hiring and networking.
o Engage with programmers through discussions.
o Encourage employee referrals.
• LinkedIn
o Use your company page and your profile.
o Spread sharable content and broaden referral chains by using your network.
o Acquire more followers by utilizing sponsored ads.
o Use paid alternatives to establish an applicant pipeline.
o Join forums to increase your brand’s visibility.
• Twitter
o Make use of hashtags to find relevant discussions, events, and job seekers.
o Build your recruiting community by engaging in Twitter discussions and find possibilities.
o Attract attention by posting jobs in a fun way.
o Embolden your employees to tweet about the company’s job openings to their followers.
o Never spam recruiting messages.
• GitHub (The Biggest Code Host in the World)
o Choose a skilled programmer from your own company, look for her in GitHub, and look for people in her list of followers.
o Select a less direct method to approach people.
o Find candidates faster by using tools like SourceHub.
• Developer events and Meet-ups
o Search for groups of interest by using keywords.
o Evaluate the group members by evaluating their interests and looking at their profile.
o Obtain a list of groups the members of interest have joined.
o When you know who your potential candidates are, send them a personalized email through meetup.
• Stack Overflow (Online Community for Programmers)
o Since Stack Overflow’s search interface is quite limited, use the Google search bar to find candidates who possess specific skill-sets.
o Add a tag to look for developers who answered questions or posted from that specific tag.
o Spot passive applicants searching in the Careers section.
• Quora
o Build your brand’s reputation by establishing yourself in a recruitment niche community.
o With the use of interesting topics, identify certain domain experts.
o Pick up important pointers on general information in the tech section, on processes for better recruitment, and on pain points of developers.
o Converse with experts and maintain your connection.
• Hackathons
o Fosters unique ideas and innovations to come up with effective and efficient products.
o Recruiters consider this method as a favorite in spotting talent.
o Great opportunities to network with experts in the industry and one-of-a-kind talents.
o Companies conduct these to identify excellent talent and to crowdsource valuable ideas.
• Glassdoor
o Just be genuine because it is hard to fake any content on Glassdoor.
o Collect information on competition from Glassdoor before making your profile as an employer.
• Reddit
o Understand its complicated interface.
o Create your profile—company or personal.
o Read the rules carefully before sharing your job description.
o Use keywords in the search bar to find the right subreddits.
These ideas can help attract talented programmers in search of rewarding and challenging work opportunities. Whatever candidate source you choose, make sure you hire the one who fits into your company’s commitment and vision.