How to Find Developers, Engage Candidates, and Qualify Top Talent

Posted by Carbonado on Apr 2, 2020 11:59:02 AM

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How to Find Developers

The digital age has heavily impacted the process of hiring developers. For most businesses, the hiring cycle begins with the internet. It’s simple, after all, to post open positions on job board sites like Indeed, Glassdoor, CareerBuilder, or Dice.  And this is where many job-seekers turn first.

But there’s one problem that’s characteristic of all highly skilled industries (like software development): Quality technical talent is hard to find.  Generic job listings tend to generate a massive influx of loosely related, incomplete, or under-qualified applicants. And this is even before an exhaustive pre-screening process weeds out many more of the superficial matches.

FIND: Targeted Job Boards

One solution is to post job listings within more specialized user communities.  For example, Stack Overflow is a popular resource for questions related to software engineering and development, but they also maintain an industry job board for hiring tech talent: Stack Overflow Talent.

Some companies feel more confident in applicants that frequent industry sites.  In truth, it still requires a lot of legwork to solicit, collect, and screen interested candidates.  Furthermore, this is how to find developers who are actively exploring the job market, but it does nothing to address passive candidates—who are often the most valuable. 

The best talent may be working already, rather than looking for work. It takes a proactive approach, and more legwork, to see if these elite candidates are keeping their career options open. 

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ENGAGE: Recruiters, Headhunters, and Staffing Agencies

Another approach is to work with a recruiting firm or headhunting service.  Technical recruiters know how to find developers, write attractive job listings, and engage with passive profiles to drum up interest. This can take a lot of the labor out of the hiring cycle.

You consult with the recruiter, explain your expectations for the role, and wait.  The recruiter feeds you a stream of applicants that match your criteria, and your team takes it from there.  Technology helps a great deal with automating and scaling up this process. 

However, with so much career data awash online (on LinkedIn, for example), the mainstream recruitment model has become somewhat unrefined. The desire to find a quick fix for their clients pushes many technical recruiters to rely heavily on automated search tools and focus less on understanding your business needs.

QUALIFY: Domain Expertise vs. Keyword Matching

Algorithms that crawl LinkedIn for keywords are a convenient, but ham-handed, way to access a candidate’s story.  Keywords cannot accurately gauge the nuances of a candidate’s backgrounds, personality, aptitudes, or motivation. A talent acquisition partner should be far more concerned with matching candidates to your company culture, tech stack, and workflow.

Unfortunately, many recruiters lack personal work experience in the software development cycle to handle this effectively.  It’s difficult for a headhunter to accurately assess a candidate’s understanding of (or ability to apply) a coding language that they’ve never written in themselves.  Only a domain expert can do that. 

Also, the soft skills of 75% of interviewees are assessed with verbal questions alone. In short, this isn’t how to find developers with the verified technical and cultural fit you need.

TOP TALENT: Data-Driven, Expert Confirmed

The technical skills and personality-matches in your applicant pool can be qualified—and quantified—with the effective combination of technology and experience.

At Carbonado, we leverage AI, predictive analytics, machine learning, behavioral listening, and social signals to qualify top talent.  Once we’ve taught our AI engine to match ideal candidates to your business’s expectations, we get to work vetting them in person. Our interviewers have direct, hands-on experience in the domains they assess. We also incorporate a proven combination of scored assessments for a robust, data-driven hiring report.  

Our final step is to pass the top talent with the right cultural fit over to your point of contact, and you can take it from there.  Rather than piles of keyword-matched resumes, you’ll get a shortlist of highly qualified matches that will thrive on your team.

If you’re interested in learning more, don’t hesitate to get in touch.

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Topics: technical hiring, sourcing, developers