How to Suck Less at Recruiting Software Developers
How to Suck Less at Recruiting Software DevelopersMonday, March 4, 13Most companies suck pretty bad at recruiting software developers. Here are some tips to helpyou not suck as bad as they do.
Monday, March 4, 13We’re Work for Pie. We help software developers connect, compete, and show off their bestwork. We also help them discover great companies. If your company is great, you can set up acompany page for free (and post up to two jobs for free too) at https://workforpie.com/companies/joinWe’ve advised companies in the past, and thought we’d share some of our tips with you.Feedback is always welcome. Reach out to email@example.com. We hope you like it!
Some Fun FactsMonday, March 4, 13Here are some fun facts......and maybe a few tips to go along with them.
Fact 1: The “careers” page is usually the second most visited page of a company’s website.Monday, March 4, 13
So if yours looks like this: you’re doin’ it wrong...Monday, March 4, 13Your careers page is selling your company to the outside world. If it’s nothing but a list ofavailable jobs, with no information about the team, the environment, the culture, or anythingelse, you’re doin’ it wrong.
Tip 1: Build (at the very least) a basic careers site that shows off your team and environment. Give folks something to see when they come looking.Monday, March 4, 13
Fact 2: Fewer people know who you are than you think.Monday, March 4, 13
You want to be here: but you’re not...Monday, March 4, 13
Tip 2: Optimize your careers and individual jobs pages for SEO.Monday, March 4, 13All the job boards optimize for SEO, which is why they hit the front page when someonesearches for “keyword” + job(s) + “city.”But you can optimize too! Put your jobs on individual pages and tag them with theappropriate keywords. That’s a good start to building the exposure you need.
Fact 3: Most people read about 150 words per minute. That’s close to the amount of time an average candidate will spend reading your job listing.Monday, March 4, 13
Really?Monday, March 4, 13The full description here is 866 words. Read it all. I dare you.
Tip 3: Keep your job descriptions short and to the point. A competent applicant will know what he or she is getting into in well under 200 words.Monday, March 4, 13(hint: short job listings also help to establish the fact that you’re not an organization run bycommittee)
Fact 4: Job descriptions are sales documents, not technical documents.Monday, March 4, 13
Exhibit A: The Software Engineering Development Manager is responsible for leading major applications software development efforts beginning with the concept deﬁnition and concluding with sustaining. The Manager manages a team of technical staff members and leads a project’s development efforts for all areas within product development by establishing development objectives and project timelines, determining and obtaining resources, assigning work, monitoring progress and results, and providing technical leadership. The Manager provides leadership within the department and is accountable for product delivery and introducing new technologies and methodologies into the Exhibit A product development function. This is a seasoned, accomplished engineering manager position. Green = what a candidate gets out of the job Red = what is expected of the candidateMonday, March 4, 13
Facebook: Want to create products that more than 1 billion people around the world use? Want to build new features and improve existing products like Photos, Video, Places, NewsFeed, Search, Mobile and Messaging? Want to solve unique, large scale, highly complex technical problems? Facebook is seeking an experienced Software Engineer to join the Products team. You can help build the next-generation systems behind Facebooks products, create web applications that reach millions of people, build high volume servers and be a part of a team that’s working to help people connect with each other around the globe. Join us! This position is full-time and is based in our Menlo Park ofﬁce. Green = what a candidate gets out of the job Red = what is expected of the candidateMonday, March 4, 13
Tip 4: Make the job description about what the candidate gets out of the experience, not so much about what’s required.Monday, March 4, 13The Facebook job description above is almost all about what you’ll get out of working atFacebook. The Exhibit A description is all about what you’ll have to do when you go to workfor the company. The difference is signiﬁcant.
Fact 5: Most candidates will not apply to your position when they ﬁrst discover it.Monday, March 4, 13Changing jobs is a big deal, so most candidates (the good ones anyway) do their research.
This never happens the ﬁrst time aroundMonday, March 4, 13
So give candidates an alternative that requires less commitmentMonday, March 4, 13
Tip 5: Your careers page is the second most visited page on your website, but your conversions are nowhere near the number of visitors. Give candidates a way to stay in touch that isn’t actually applying for a job, and the conversion rate will increase.Monday, March 4, 13The number of applicants/the number of unique visitors to your careers site is yourconversion rate. You can increase it by making requiring less commitment up front.Recruiting is sales.
The End firstname.lastname@example.org www.workforpie.com @workforpieMonday, March 4, 13