Finding Hidden Talent: Hiring Software Engineers


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Want to learn how to find, engage, and hire software engineers for your company?

OpenView Labs presents:

Finding Hidden Talent: Hiring Software Engineers

Hosted by Meghan Maher, Katy Smigowski, and Diana Martz of OpenView Labs

In this interactive 30 minute webinar, we will discuss strategies and best practices to improve your recruiting and hiring processes for software engineering talent, including:

• How to target and engage with top technical talent to lay out the groundwork for hiring

• What software engineers value most in job opportunities, using exclusive data from an OpenView survey

• Best practices on how to deliver job offers and compete with counteroffers

Published in: Technology, Business

Finding Hidden Talent: Hiring Software Engineers

  1. 1. Finding Hidden Talent: Hiring Software Engineers Meghan Maher Katy Smigowski Diana Martz Featuring
  2. 2. 2 | Agenda  What software engineers value most in job opportunities  How to target and engage with top technical talent through events and online  Best practices on interviewing and delivering competitive offers to top candidates
  3. 3. 3 | The “Battle for Talent” Report  Features data from surveyed software engineers and recruiters across the country  We asked questions regarding:  Factors considered when changing jobs  What is the best channel to reach software engineers  What is most important to software engineers to stay with a company long-term  Throughout this webinar we will share key findings and statistics from the report
  4. 4. 4 | What are the main factors candidates consider when changing jobs?
  5. 5. 5 | What Recruiters Think Matters Most to Software Engineers
  6. 6. 6 | What Actually Matters Most to Software Engineers
  7. 7. 7 | What Factors Retain Software Engineers Long-Term
  8. 8. 8 | Motivation for Making a Move What Recruiters Think 1. Opportunity to work with cutting edge technology (42%) 2. Competitive compensation (35%) 3. Opportunity for career growth (10%) 4. Desirable company culture (8%) 1. Competitive compensation (29%) 2. Desirable company culture (23%) 3. Opportunity for career growth (19%) 4. Opportunity to work with cutting-edge technology (9%) What Software Engineers Think
  9. 9. 9 | What Tools Recruiters Believe Are Most Effective for Recruiting Software Engineers
  10. 10. 10 | Where to Engage with Engineers Online
  11. 11. 11 | It’s A Fact… • LinkedIn is oversaturated. Supplement your efforts with other online resources for recruiting such as: • Twitter, which counts over 90,000 software engineers as active users, or • Meetup, which has over 2,300 software engineering groups nationwide • 42% of software engineers are contacted by recruiters 3 times/month; 10% are contacted 10 times/month
  12. 12. 12 | • Of the software engineers OpenView surveyed, • 89% indicated they have applied for two or fewer jobs in the past five years, while • 74% have applied for either just one job or none at all. • Software engineers prefer to be contacted by personal email
  13. 13. 13 | Outbound Recruiting: Initial Engagement  Send targeted, personalized messages through LinkedIn or email • Get to the point
  14. 14. 14 | • Leverage multiple channels: • LinkedIn • Email • Twitter • • “Three Strike Rule” Outbound Recruiting: Initial Engagement
  15. 15. 15 | Referral Programs • Referrals are often great hires • Offer incentives for current employees to tap their network – Consider opening up your referral program so non-employees can make referrals
  16. 16. 16 | Recruiting at Events Open Houses Career Fairs Encourage your engineering team to attend!
  17. 17. 17 | Best Practices for Events • Think long term: Build your brand • When hosting: make events low pressure, have a draw, teach your guests something • Show excitement for your team and your company
  18. 18. 18 | Interviewing Best Practices  Define and streamline the interview process  Maintain consistency  Garner a sense of urgency
  19. 19. 19 | Sell Your Company • How does your company differentiate itself in the market? • What are the short- and long-term opportunities available for someone joining your company in this role?
  20. 20. 20 | Ideal Interview Process • Recruiter phone screen • Gather motivations, compensation expectations, and an overview of experience • Hiring manager phone screen • Deeper discussion into the candidate’s experience, skills, and the role • Full interview loop • The candidate will meet with all stakeholders and complete a technical test (white boarding, code test, etc.) • Interviewers debrief and make a decision • Conduct reference checks • Extend offer
  21. 21. 21 | Compiling a Competitive Job Offer  Refer to discussions you’ve had with the candidate about compensation and their motivations in looking for a new role  Keep other offers and counteroffers top of mind  Be creative if you need to be: Sign-on bonuses, incentivized bonuses, title, etc
  22. 22. 22 | How to Successfully Extend the Offer  Be prepared  Vocalize your excitement  Give a deadline  Keep communication open
  23. 23. 23 | Key Takeaways • Engage in a proactive, outbound recruiting effort. • Tailor your messaging to what software engineers are looking for in a new position. • Maintain a sense of urgency with interviews and offers.
  24. 24. 24 | Questions
  25. 25. 25 | Contact Us We’re happy to answer any questions you may have or connect to talk strategy. Diana Martz Director of Talent Meghan Maher Senior Talent Specialist Katy Smigowski Talent Specialist
  26. 26. 26 | Additional Resources  War on Talent Report: The Keys to Recruiting Software Engineers Successfully:  Talent eBook: How to Build the Talent Factory Your Company Needs to Scale: more-talent/  The Recruiter Honeypot: recruiter-honeypot/  OpenView’s Recruiting Blog:
  27. 27. 27 | Thank you! Thank you for joining us today and stay tuned for more Talent Webinars!