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WAYS
TO HIRE
GREAT
PROGRAMMERS
Content
LinkedIn
Facebook, Twitter, Snapchat, Google+, Instagram
GitHub
Stack Overflow
Reddit
Quora
Glassdoor
Meet-ups and developer events
Hackathons
1|
2|
3|
4|
5|
6|
7|
8|
9|
Introduction
Conclusion
1
5
11
12
13
15
16
17
19
Whether you are an employer or an employee, you need to
think beyond résumés to stay ahead of the game. From
hackathons to automated evaluation tools, semantic analysis
to personality tests, social hiring to web scraping, recruiting is
being reinvented and how.
A “one- size-fits-all” strategy certainly doesn’t cut it. Résumés
will take you only so far. Research shows that
context-dependent skills and passion for the job will continue
to drive hiring more than ever.
Here is a quick overview of the top nine sources when scouting
for technical talent. Even if you are not a programmer yourself,
these places should help you build a good talent pipeline.
Introduction
LinkedIn1
How are recruiters using LinkedIn for hiring
developers?
Recruiters can post jobs, source talent, and build the company brand easily using
LinkedIn Talent Solutions. LinkedIn has over 400 million people! Follow etiquette before
all else for optimal results.
Use your profile and company page
Potential candidates will see your personal brand as a reflection of the employer brand. A
good recruiting profile has a friendly profile picture, an interesting descriptive headline, a
summary that showcases your professional story and the company culture, goals,
accomplishments, and candidate expectations in the best possible light. Encourage
discussions to build your brand. Establish yourself as a thought leader by publishing
engaging, insightful content, either curated or original. Create a career page, apart from
your company page.
1
Use your profile and company page
Read a bit about the publishing
platform LinkedIn Pulse here.
Read more on some best practices
for sponsored content here.
Read more on how to share
content using this news
aggregation feed here.
Use the built-in analytics features
to capture valuable insights for
data-driven recruiting.
Read more on how to attract followers here.
Extend your reach via engaging status updates about your company’s activities.
To target relevant candidates, try sponsored updates. Say, your company is
organizing a Swift hackathon, then you can sponsor an update to software
professionals and students nearby, expanding your network with new
followers. Use the built-in dashboard to study the impressions, engagement,
clicks, shares, likes, and acquisition.
*Note that you can’t publish sponsored updates without a company page and an
advertising account.
2
Use your network
Beef up your existing network through content that might interest programmers. Once
again, use sponsored
content or company
updates to grab attention.
LinkedIn Elevate gives
your employees quality
shareable content,
thereby influencing future
recruits in their networks.
One of the most effective ways to humanize your brand is by adding recommendations or
testimonials . Don’t forget to tag connections. For example, a recruiter can group Python
developers using tags. Scan the events section for valuable connections in the attendee
list. Or, list an event to spread the word.
Build a referral chain , and run referral contests or referral programs that reward the
participants. *Data suggests that “it takes 29 days to hire a referred candidate, 39 days to
hire a candidate through a job posting, and 55 days to hire a candidate through a caree site.”
Go here to see different types of referral programs to source the best
candidates.
Go here to see how you can use LinkedIn Referrals to get the most out of your
employees’ networks.
People are more likely to believe employees than recruiter spiel. Studies show that people
who use this tool,
drive forty percent more
followers
share four times more
than before
drive three times more
job views
3
Use ads
LinkedIn has a minimum daily budget that you have to spend on your ads. Your ROI is
much higher than any other internet advertising mediums. You can attract the attention
of people who are checking out profiles of employees in your organization by using
Recruitment Ads beside these employee profiles.
Go here for some inspirational ads to boost hiring.
Sponsored ads specifically reach the right audience and have proved to be very useful in
getting new followers. Text ads simply display the information you provide under the
column “ads you make like” on the right side. They are also highly-targeted.
Go to LinkedIn ads page to create an ad.
Personalized messages can be delivered to a target hire’s inbox.
3
Use paid options
LinkedIn offers paid services to find passive candidates with access to a wider pool of
talent and features to “build a candidate pipeline.” The advanced search and filter options
on offer with a premium account help you source quickly and nurture relationships with
top talent easily. Free (typically done via status updates, job discussions/groups, or
creative presentations) and paid job advertising gets you relevant clicks from your target
audience.
Read more about posting jobs on LinkedIn here.
Read more about job posting prices here.
Use your profile and company page
Participating in group discussions can be really effective to increase the visibility of your
brand among the developers and foster your relationship with them. Here are a few
LinkedIn groups that you as an IT recruiter should join for networking, knowing about the
latest trends in tech, engaging with the talent, and posting jobs:
Just check out LinkedIn Recruiter for amazing features such as the Recommendation
Engine to source outstanding talent.
Tips
Try LinkedIn plug-ins such as Klout, Hootsuite, Buffer, TweetDeck, and Bullhorn Reach to help in
recruiting the right people.
To deal with the 100 search limit quota, try Recruitment Geek’s LinkedIn X-ray Search.
Ex port LinkedIn connections to your recruitment database.
Try this link to search better using specific filters.
Save your searches to get talent emailed directly to you without upgrading to a premium account.
**Watch some helpful videos on LinkedIn Talent Solutions here.
Information
technology
professionals
Information
technology
managers forum
Technology jobs
network
Software and
Technology
Information Technology:
Jobs, Job postings & Job
recruiters
4
Download complete eBook
HERE

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TOP 9 WAYS TO HIRE GREAT PROGRAMMERS

  • 2. Content LinkedIn Facebook, Twitter, Snapchat, Google+, Instagram GitHub Stack Overflow Reddit Quora Glassdoor Meet-ups and developer events Hackathons 1| 2| 3| 4| 5| 6| 7| 8| 9| Introduction Conclusion 1 5 11 12 13 15 16 17 19
  • 3. Whether you are an employer or an employee, you need to think beyond résumés to stay ahead of the game. From hackathons to automated evaluation tools, semantic analysis to personality tests, social hiring to web scraping, recruiting is being reinvented and how. A “one- size-fits-all” strategy certainly doesn’t cut it. Résumés will take you only so far. Research shows that context-dependent skills and passion for the job will continue to drive hiring more than ever. Here is a quick overview of the top nine sources when scouting for technical talent. Even if you are not a programmer yourself, these places should help you build a good talent pipeline. Introduction
  • 5. How are recruiters using LinkedIn for hiring developers? Recruiters can post jobs, source talent, and build the company brand easily using LinkedIn Talent Solutions. LinkedIn has over 400 million people! Follow etiquette before all else for optimal results. Use your profile and company page Potential candidates will see your personal brand as a reflection of the employer brand. A good recruiting profile has a friendly profile picture, an interesting descriptive headline, a summary that showcases your professional story and the company culture, goals, accomplishments, and candidate expectations in the best possible light. Encourage discussions to build your brand. Establish yourself as a thought leader by publishing engaging, insightful content, either curated or original. Create a career page, apart from your company page. 1
  • 6. Use your profile and company page Read a bit about the publishing platform LinkedIn Pulse here. Read more on some best practices for sponsored content here. Read more on how to share content using this news aggregation feed here. Use the built-in analytics features to capture valuable insights for data-driven recruiting. Read more on how to attract followers here. Extend your reach via engaging status updates about your company’s activities. To target relevant candidates, try sponsored updates. Say, your company is organizing a Swift hackathon, then you can sponsor an update to software professionals and students nearby, expanding your network with new followers. Use the built-in dashboard to study the impressions, engagement, clicks, shares, likes, and acquisition. *Note that you can’t publish sponsored updates without a company page and an advertising account. 2
  • 7. Use your network Beef up your existing network through content that might interest programmers. Once again, use sponsored content or company updates to grab attention. LinkedIn Elevate gives your employees quality shareable content, thereby influencing future recruits in their networks. One of the most effective ways to humanize your brand is by adding recommendations or testimonials . Don’t forget to tag connections. For example, a recruiter can group Python developers using tags. Scan the events section for valuable connections in the attendee list. Or, list an event to spread the word. Build a referral chain , and run referral contests or referral programs that reward the participants. *Data suggests that “it takes 29 days to hire a referred candidate, 39 days to hire a candidate through a job posting, and 55 days to hire a candidate through a caree site.” Go here to see different types of referral programs to source the best candidates. Go here to see how you can use LinkedIn Referrals to get the most out of your employees’ networks. People are more likely to believe employees than recruiter spiel. Studies show that people who use this tool, drive forty percent more followers share four times more than before drive three times more job views 3
  • 8. Use ads LinkedIn has a minimum daily budget that you have to spend on your ads. Your ROI is much higher than any other internet advertising mediums. You can attract the attention of people who are checking out profiles of employees in your organization by using Recruitment Ads beside these employee profiles. Go here for some inspirational ads to boost hiring. Sponsored ads specifically reach the right audience and have proved to be very useful in getting new followers. Text ads simply display the information you provide under the column “ads you make like” on the right side. They are also highly-targeted. Go to LinkedIn ads page to create an ad. Personalized messages can be delivered to a target hire’s inbox. 3
  • 9. Use paid options LinkedIn offers paid services to find passive candidates with access to a wider pool of talent and features to “build a candidate pipeline.” The advanced search and filter options on offer with a premium account help you source quickly and nurture relationships with top talent easily. Free (typically done via status updates, job discussions/groups, or creative presentations) and paid job advertising gets you relevant clicks from your target audience. Read more about posting jobs on LinkedIn here. Read more about job posting prices here. Use your profile and company page Participating in group discussions can be really effective to increase the visibility of your brand among the developers and foster your relationship with them. Here are a few LinkedIn groups that you as an IT recruiter should join for networking, knowing about the latest trends in tech, engaging with the talent, and posting jobs: Just check out LinkedIn Recruiter for amazing features such as the Recommendation Engine to source outstanding talent. Tips Try LinkedIn plug-ins such as Klout, Hootsuite, Buffer, TweetDeck, and Bullhorn Reach to help in recruiting the right people. To deal with the 100 search limit quota, try Recruitment Geek’s LinkedIn X-ray Search. Ex port LinkedIn connections to your recruitment database. Try this link to search better using specific filters. Save your searches to get talent emailed directly to you without upgrading to a premium account. **Watch some helpful videos on LinkedIn Talent Solutions here. Information technology professionals Information technology managers forum Technology jobs network Software and Technology Information Technology: Jobs, Job postings & Job recruiters 4