5 Tips to Become a More Successful Interviewer

Implement these 5 tips to become a more successful interviewer!

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Unsuccessful interviewers hire the wrong person – don’t be among them!

Did you know that 74% of employers confirmed that they’ve hired a wrong person for a position, according to a recent CareerBuilder survey?

If you’ve ever conducted a job interview, this will probably come as no surprise to you. Conducting job interviews is hard. It a very demanding and complex process and a really big responsibility, considering that the cost of hiring a wrong person can cost your company upwards of $50,000, according to a global survey conducted by Harris Interactive.

In order to help you recruit the right people for your company, here are top 5 proven tips that will make you a more successful interviewer.


5 tips to become a more successful interviewer

What can you do to become a more successful interviewer?

Actually, a lot. Many characteristics of a good interviewer can be easily learned and/or trained.

Here are 5 tips that will help to become a more successful interviewer:

Tip#1: Know exactly what you’re looking for

Many interviewers make the mistake by hiring on the basis of the job description templates. However, if you want to hire the right person, you need to dig deeper. A successful interviewers know that they need to hire the best talent by finding the perfect fit for their company’s specific company culture. To capture all the skills, experience, traits and motivations of their ideal candidate, they create a candidate persona. Creating a candidate persona helps them get a complete picture of the person they are looking for.

Tip#2: Conduct structured interviews

If you want to become a more successful interviewer, you should conduct structured job interviews. This means that they prepare the interview questions in advance and stick to them. When conducting and interview, successful interviewers ask all candidates the same questions. This helps them evaluate the candidates in a more objective manner and make better hiring decisions. Decades of scientific research have established that structured interviews are a proven procedure for predicting job performance. According to research, structured interviews have a better capacity to identify candidates’ suitability for a job then unstructured interviews.

Tip#3: Ask the behavioral interview questions

If you want to become a more successful interviewer, you should always ask the behavioral interview questions. They ask the candidates open-ended questions about specific situations they encountered in the past. The studies have shown that the best way of predicting future job performance is by understanding past performance. This is because in a traditional interview approach the candidate gets a straightforward question about his/her strengths and can use it to lie and to deceive the employer.

Tip#4: Pay attention to body language

If you want to become a more successful interviewer, you should learn how to read the candidates’ body language. However, take note that this is not easy to learn – it takes a lot of practice. A good strategy is to get informed on what can you learn from candidates’ body language. Candidates’ body language won’t tell you how a candidate will perform at the job, but it can reveal how a candidate is feeling at a moment. This is very useful in a situation where candidates are trying to present themselves in the best possible light. By observing candidates’ body language, you will able to spot an incongruence between their words and the story their body is telling.

Tip#5: Provide a great candidate experience

If you want to be a more successful interviewer, you need to focus on candidates and come up with different ways to improve the candidate experience. This is important if you want to ensure that the best candidates will accept your job offer. LinkedIn’s research has found that a staggering 83% of talent says a negative interview experience can change their mind about a role or company they once liked. Always treat candidates in a professional and respectful manner and go an extra mile to make a job interview pleasant for candidates.

 

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The Secret of Conducting Great Job Interviews

What is the secret of conducting great job interviews? Discover in this article!  

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What is the secret of conducting great job interviews?

A lot has been said about conducting great job interviews. You probably already know that a great interview should have a carefully planned structure and use behavioral interview questions. You should also be mindful about your unconscious biases and provide a great candidate experience.

Conducting job interviews is a complex and demanding process. This is why the secret of conducting great job interviews lies in a single most important step – a good preparation. While it might seem obvious at first, be honest with yourself – how much time do you really spend preparing for each interview?

How should interviewers prepare for a job interview?

There are many things you need to prepare before the actual interview takes place.

Here is the checklist of the most important tasks you should go through before an interview:

  1. Have you reviewed and adjusted job description template to fit your company’s specific needs?
  2. Do you have a clear idea of job duties, job responsibilities and job requirements?
  3. Have you created your candidate persona?
  4. Have you made the selection of the best job interview questions and printed out that list?
  5. Have you developed a clear and precise rating system for each interview question?
  6. Did you do your research on each job candidate?
  7. Are you familiar with your company’s employee value proposition?
  8. Did you send a customized interview invitation email
  9. Did you send the interview confirmation email?
  10. Did you send the interview reminder email to candidates?
  11. Have you reserved an appropriate interviewing venue?

Start conducting great job interviews today!

To conduct a great job interview, you need to come prepared. Spending a lot of time preparing and planning an interview isn’t a waste of time. On contrary, it is an often overlooked key to conducting great job interviews.

Use the above checklist to prepare for the interview and you’ll be well on your way to conduct a more successful interview!

 

4 Ways to Promote Your Open Job Positions on Facebook

How do you promote your open job positions on Facebook? You’re probably missing out on a few effective, free ways to reach more of your perfect candidates!

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Do you promote your open job positions on Facebook?

These days, if you want to find and hire the right job candidates, you simply have to post your jobs on Facebook – the world’s largest social media network in 2018.

More and more job seekers are turning to social media to find jobs. LinkedIn’s research, nearly half of all professionals (49%) are following companies on social media with the intent to stay aware of their open job positions.

Younger generation live, breathe and find jobs on Facebook. As Aberdeen Group has found out, an overwhelming majority (73%) of millennials found their last position through social media!

These findings offer clear proof that social media recruiting is absolutely necessary if you want to hire the best people. This is especially so because your best job candidates are passive job seekers. These people won’t visit job boards or your career site, so Facebook is your chance to reach them. If you put in some effort into promoting your employer brand on social media, you may be able to convince them to leave their current job and join your company!

How do you promote your open job positions on Facebook?

So how do you promote your open job positions on Facebook?

Do you publish a post on your company’s Facebook profile? Eventually, promote that post if your budget allows it?

That’s what most companies do. And they’re missing out!

Facebook offers many more opportunities to reach more of your perfect job candidates – for free! Keep reading to learn how to get the most out of promoting your open job positions on Facebook!

4 ways to promote your open job positions on Facebook

There are 4 main ways to promote your open job positions on Facebook:

1. Ask your current employees to share your job post

Ask your current employees to share your job posts via their personal Facebook profiles. That way your job posts will be seen by a much larger audience – for free!

According to Social Media Today:

  • Content shared by employees receives 8X more engagement than content shared by brand channels.
  • Messages shared by employees went 561% further than the same message shared on a brand owned channel.

Besides, your potential candidates place much greater trust in your employees.

According to Edelman Trust Barometer:

  • Employee voice is 3x more credible than the CEO’s when it comes to talking about working condition in that company.

Your employees are your best employer brand ambassadors!

2. Promote your open job positions in Facebook groups

You can also post your job posts in different Facebook groups. There are many Facebook groups dedicated to different professional interest and areas. In these groups you can find a large number of professionals. Posting your job in Facebook groups is a unique way to reach your target population fast, easy and completely for free!

Here are a few examples of Facebook groups that can help you recruit the right people for your company:

3. Promote your open job positions using Facebook ads

If you’re willing to invest some money in promoting your Facebook job posts, you can do that using the paid Facebook ads.

Using paid Facebook ads to promote your job posts on Facebook has 2 main advantages:

  1. Greater reach (more people will see your job posts)
    Facebook is a great recruiting channel because you can use it to reach passive job seekers. These are the people who already have a job. That’s why they don’t visit a job board or your career site. However, you will find them on Facebook. If your Facebook job ad catches their attention, they might reconsider applying for your open job positions.
  2. Advanced targeting (your job posts will be shown only to your perfect job candidates)
    You can choose who will see your Facebook job ads. You can select people from the certain geographical area, based on their education level and type, current and past employers, interests, etc. Consequently, you won’t waste your money on candidates that are not a good fit for your company and your needs!

4. Promote your open job positions with the Facebook job tab

If you want to make your open job positions more visible, you can add a Facebook job tab to your Facebook profile. With recruitment software such as TalentLyft, you can easily create and set up your Facebook job tab in just a few clicks! Once you add it to your Facebook profile, your open job positions will be automatically updated.

Why Should You Make Your Recruiting Process More Collaborative?

How can making your recruiting process more collaborative benefit your company?

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Why Should You Make Your Recruiting Process More Collaborative?

Although it may seem more complicated at first, a collaborative model of hiring can improve your whole recruitment process and have a positive effect on your company culture and overall business results.

If you want to keep up with the best recruitment practices, you should follow the world’s best and most famous companies such as Apple, Google, Netflix and make your recruiting process more collaborative.

4 reasons to make your recruiting process more collaborative

Here are the 4 key reasons why you should make your recruiting process more collaborative:

Collaborative recruiting process helps you achieve better hiring results

By involving more people into your hiring process, you will get more diversified perspectives on the candidate. This will enable you to choose candidates with the best skills who will also be the best cultural fit for your team and your company culture.

Collaborative recruiting process improves candidate experience

Introducing candidates with their potential future employees can significantly improve candidate experience and showcase your great, collaborative company culture. Candidates appreciate being introduced to their potential future team members with whom they will possibly spending most of their awaken hours every day. They will also feel important by having so many people show interest in them.

Collaborative recruiting process improves is good for your employees

Giving your employees a voice in choosing their future colleagues will empower them and make them feel valued and important. As a result, they will be more engaged, motivated and productive. They will also provide your new employee with a warm welcome and all the needed resources and assistance. Consequently, your company will have less turnover and better retention rate.

Collaborative recruiting process enhances your company culture

Finally, making your recruiting process more collaborative will help you establish a more open, transparent and collaborative company culture. In such a culture, teamwork won’t be just a sign on your wall – it will be a value brought to life through real-life practices of collaborative recruiting.

How to make your recruiting process more collaborative?

If you want to make your recruiting process more collaborative, our detailed, step-by-step Guide for collaborative recruiting and hiring will come in handy!

3 Collaborative Recruitment Practices You Can Implement Right Now

How can you make your hiring process more collaborative? Here are 3 great, easy to implement collaborative recruitment practices!

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Why should you consider implementing collaborative recruitment practices?

Collaborative recruiting is the hot new HR buzzword everybody is talking about.

The world’s most successful companies such as Apple, Google, Netflix have turned their recruitment into a collaborative process.

There is a good reason why collaborative recruitment is gaining popularity every day – it works. There are many benefits of collaborative recruiting for all the involved parties – including your HR team, your employees and your candidates.

What can you do to make your recruiting process more collaborative?

If your company probably still has a traditional, top-down recruitment process where hiring managers call all the shots, switching to a collaborative recruitment model can be quite a challenge.

First, you need to convince your HR team that this is a good idea. Then, you need to get a buy-in from your C-suite. Following, you have to engage your company’s employees. Finally, you need to get all of them to work together.

In other words, you need to completely transform your recruitment process. Before diving deep into this transformative process, we suggest you start by implementing a few collaborative practices.

3 collaborative recruitment practices you can implement right now

Here are the top 3 collaborative recruitment practices that are quick and easy to implement and bring the highest ROI:

Collaborative recruitment practice #1: Panel interview

Revamp your selection process by switching to a panel interview. By involving more people as interviewers, you will be able to achieve an in-depth, detailed assessment of every candidate. This will help you choose the best candidate not only for your open position, but also for your team and company culture.

Having more people sharing their perspectives on candidates can also help you avoid unconscious biases and improve your hiring diversity!

Collaborative recruitment practice #2: Employee referrals

By setting up an employee referral program, you can turn all your employees into recruiters! Your employees can help you find the best candidates by recommending talent form their personal networks.  

Employee referrals are one of the most productive recruitment practices with the highest ROI. Employee referral programs can improve the time, cost and quality of hire, employee retention and turnover rate.

Collaborative recruitment practice #3: Social media recruiting

Your employees can help you find the best candidates by sharing your job posts on their social media profiles. According to Social Media Today, content shared by employees went 561% further and received 8x more engagement than the same content shared on a brand owned channel.

Another reason why you should involve your employees into promoting your job posts is that employee voice is 3x more credible than the CEO’s when it comes to talking about working condition in that company, according to Edelman Trust Barometer

3 Key Challenges in Campus Recruiting (and How to Tackle Them)

Learn how to tackle 3 key challenges in campus recruiting and attract top young talent!

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Changes in campus recruiting

Campus recruiting is the term used for hiring students and recent graduates straight from college or university.

The process of campus recruiting has completely changed in the last few years.

If you want to attract the top young talent, you have to stay up to date on accounting and finance employment trends and challenges.

3 key challenges in campus recruiting (and how to tackle them)

Campus recruiting has completely changed in the last few years. Here are the 3 key challenges in modern campus recruiting:

1. War for young talent

A recent survey from CareerBuilder has found that 74% of employers plan to hire recent college graduates, which is the highest outlook since 2007. This means that the competition for students and recent graduates is escalating to a degree we haven’t seen in the last 10 years.

How to tackle this challenge?

Employee referrals are one of the most effective recruiting methods you can use to improve the time, cost and quality of hire. Utilize the power of referrals in campus recruiting by setting up a student referral program. Ask your employees and their family members and friends to recommend great students and recent graduates for your company’s entry-level positions.

Another thing you can do is to establish a long-term relationship with university professors, assistants and career center staff. That way, you can secure a stable income of high-quality referrals every year!

2. Creating an employer brand that attracts younger generations

Many employers are struggling to attract young talent. In fact, according to Collegefeed’s research, 92% of employers believe they have a “brand problem” when it comes to their campus recruiting efforts.

How to tackle this challenge?

One of the best ways to promote your employer brand among university and college students is to offer student internship programs and/or job shadowing opportunities. That way, your company will have a chance to impress young talent with your amazing company culture and the knowledge of your experienced professionals. When your interns return to their universities and colleges, they will serve as on-campus ambassadors who will promote your company among other students. Other great ways to create an employer brand that speaks to younger generations include giving interesting and inspiring in-class presentations and supporting the work of students organizations on campus.

3. Outdated recruiting practices

We now live in a digital world where social media has become mainstream, especially in the lives of younger generations. Despite the digital disruption of on-campus recruitment, many employers still use traditional methods of recruiting students and recent graduates. However, these methods is no longer enough to recruit the best young talent.

How to tackle this challenge?

If you want to be successful at recruiting the best and the brightest students and recent graduates, you need to think beyond on-campus career fairs and posting jobs on campus job boards. Apply recruitment marketing tactics and meet students where they are – online. Use social media to promote your employer brand and attract students’ attention. You should also create a specialized landing page for student and recent graduates on your career site.

3 Key Challenges in Accounting and Finance Recruiting (and How to Tackle Them)

Learn how to tackle 3 key challenges in accounting and finance recruiting!

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Changes in accounting and finance recruiting

Accounting and finance recruiting is a term used for finding and hiring the right job candidates in the accounting and finance industry sector.

Accounting and finance sector has been going through some major changes lately.

If you want to be successful in recruiting accounting and finance professionals, you have to stay up to date on accounting and finance employment trends and challenges.

3 key challenges in retail recruiting (and how to tackle them)

Recruiting the right people for an accounting and finance jobs can be a challenging task. However, if you leverage the latest innovations in recruiting, you can recruit finance and accounting professionals much easier and faster.

Here are the 3 key challenges in accounting and finance recruiting:

Accounting and finance recruiting challenge #1: Talent shortage

According to the Bureau of Labor Statistics, the unemployment rate for accounting and financial sector at 2.2%, which is even lower than the overall national unemployment rate of 4.9 percent.

As a result, many studies (such as recent survey by Accounting Today or another by Robert Half) report on difficulties with finding accounting and recruiting candidates. According to recruitment consultants Hays, 76% of accountancy and finance employers said their top challenge is a shortage of suitable applicants.

How to tackle this challenge?

Differentiate your employer brand in order to stand out among your competitors and attract the attention of the scarce talent. Don’t be afraid be different and even break the rules! Change the stereotypes of the finance and accounting sector and boring and conservative.

Take a look at the example of a The Motley Fool, a financial services firm who decided to break free from the buttoned-up image of its industry. This company’s “foolish” culture became their recruiting powerhouse – even in a time of talent shortage!

Accounting and finance recruiting challenge #2: Attracting candidates with the right skills

Advances in technology are changing the accounting and financial job positions and its requirements. As a result, companies are requiring accounting and financial candidates who can do more than just crunch numbers. They want people with technology and people skills in order to have the ability to change and evolve with the times.

Research by recruitment firm Robert Half has indicated that 89% of chief financial officers in Australia struggle to find skilled finance staff, primarily due to a lack of professionals with the required niche and technical skillset.

How to tackle this challenge?

Write great job descriptions for accounting and finance positions you need to fill. Make sure you highlight the technical and niche skills and experience you are looking for in your ideal accounting and finance employees!
During the interview, ask the best interview questions to assess candidates personality and culture fit.

A good way to assess candidates knowledge and skills is to present them with a work sample test. Give your candidates a short task similar to the one they would perform at the job.

Accounting and finance recruiting challenge #3: Attracting millennial employees

The salient challenge in accounting and finance recruiting is attracting younger members of the workforce.

A recent survey by the Institute of Management Accountants found that 62% of senior finance professionals believe that recruiting millennials is the biggest challenge for their business!

According to Upskilled report, accounting and financial professionals under 25 years make up for only 8% of total accounting and finance employees!

How to tackle this challenge?

Set up an employee referral program and ask their existing employees to recommend suitable finance and accounting professionals that would make great candidates. According to the Institute of Management Accountants survey, the recruiting practice that has been most successful in recruiting millennials for finance jobs is employee referrals!

Another way to reach millennials is to advertise your open job positions on social media! Instead of posting a classical job description with a list of duties, provide a candidate with a glimpse into your company culture. Here is a great example of Twitter job post published by UK accounting firm My Accountancy Place.

 

5 Key Elements of Perfect Career Sites

Which 5 elements are a must have for a perfect career site?

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Career site: Your most important recruiting channel

Your career site is the most important recruiting channel you have.

According to The Talent Board research, your careers page is the #1 place candidates go to research your company.

Don’t let your career site be just the place to post your job descriptions. Use it wisely to attract high-quality applicants, provide them with a great candidate experience and sell them on your jobs!

5 key elements of perfect career sites

So what do perfect career sites look like? Which are the top must-have elements of great career sites that attract candidates and convert them into applicants?

Here are the 5 key elements of perfect career sites:

1. About the company section

Tell your company’s mission, vision and values in a simple and understandable way.

2. Employee Value Proposition

Give candidates an answer to their question: “What’s in it for me?” Tell them why they should choose to work at your company instead of somewhere else. Present them your employee value proposition and use it as a magnet for talent!

3. Employee testimonials and quotes

According to Edelman Trust Barometer, employee voice is 3 times more credible than the CEO’s. This is why you should let your potential candidates want to hear what it is like to work at your company straight from your existing employees!

4. Steps in your hiring process

Make sure your career site contains a clear, detailed explanation of your hiring process. Tell your potential candidates what to expect and when. Present and explain the stages of your hiring process!

5. Short application form

Did you know that 60% of job seekers quit in the middle of filling out online job applications because of their length or complexity?

Having a short application form is one of the best ways to get more job applicants from your career site!

Bonus element of perfect career sites: Talent Network

If your potential candidates aren’t ready for their next career move just yet or you don’t have a perfectly matched open position for them at moment, offer them to sign up for your Talent Network. Make sure to explain exactly what their signing up for: job alerts, company updates, industry news, career advice, etc.

3 Key Challenges in Retail Recruiting (and How to Tackle Them)

Learn how to tackle 3 key challenges in retail recruiting!

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Changes in retail recruiting

Retail recruiting is is a term used for finding and hiring the right job candidates in the retail industry, from kiosks and small groceries to supermarket chains and large department stores.
The technology is rapidly changing the retail industry. Consequently, the retail job positions are changing too.

3 key challenges in retail recruiting (and how to tackle them)

Recruiting the right people for a retail industry can be a challenging task. However, if you leverage the latest innovations in retail recruiting, you can recruit retail professionals much easier and faster.

Here are the 3 key challenges in retail recruiting, plus tips on how to tackle them:

Retail recruiting challenge #1: High volume hiring

According to the Bureau of Labor, over 15 million people work in the retail sector. Retail sales worker occupations make-up the second largest job growth projections in the country, according to The Guardian.

This means that the retail industry needs to fill a massive number of job openings on regular basis – not to mention the seasonal “hiring frenzy”.

How to tackle this challenge?

Always be recruiting! Industries with high volume recruiting and high turnover rate benefit greatly from building talent pools. Talent pools can be especially valuable for seasonal hiring.  

Use modern, all-in-one recruitment software to automate many time-consuming manual tasks such as resume screening and parsing to streamline your whole recruiting process, saving your time and money.

Retail recruiting challenge #2: Attracting the right candidates

The technology is changing the retail industry. Consequently, retail job positions are changing too. Retail employees now have to have different skills in order to excel at their job.

As a result, retail employers are facing difficulties finding qualified candidates.  

According to a recent Indeed survey:

  • 70% of retail employers reported having difficulty finding in-store candidates with the appropriate technical experience
  • 82% of retail employers expressed difficulty finding candidates with appropriate cross-functional experience.

How to tackle this challenge?

Use great retail job descriptions that attract the right type of candidates. Make sure you highlight the technical skills and cross-functional experience you are looking for in your ideal employees!

Don’t be afraid to hire candidates who don’t have a retail background. They might become your best employees and bring in fresh perspectives and innovative ideas!

Retail recruiting challenge #3: High turnover rate

According to the Bureau of Labor and Statistics, retail is among the top 5 industries with the highest turnover rate.

Here are some more interesting retail turnover stats from a survey by Hay Group:

  • Retailers averaged 67% turnover for part-time employees
  • 26% of retailers said their employee turnover costs have increased.

High turnover is associated with high costs. A CAP study found it costs on average $3,328 to find, hire and train a replacement for a $10/hour retail employee.

How to tackle this challenge?

According to the survey by Hay Group, 74% of retailers said their workers leave for better opportunities, rather than higher salaries. This means that establishing career paths for employees or providing additional training could significantly improve your chances to keep your the best candidates!

The Secret to Hiring Great Developers

What is the secret to hiring great developers? It might surprise you!

The Secret to Hiring Great Developers

Need to hire great developers?

You are not the only one.

And this is what makes hiring developers so problematic.  

There is a shortage of developers.

9 in 10 respondents said they find it challenging to find and hire technical talent, according to Indeed’s survey.

What is the secret of that 10 % of recruiters who don’t struggle with hiring developers?

What is the secret to hiring great developers?

The secret to hiring great developers is actually quite simple: Understand your potential candidates.

It might seem obvious, but most recruiters and HR professionals don’t actually understand developers. Consequently, they face serious problems when they try to find, attract and hire developers.

So how to understand developers better?

There are 5 ways to improve your understanding of developers:

#1: Improve your knowledge of tech roles

If you don’t have a background in the tech industry, it might be hard for you to understand what are you actually looking for.

Which position requires which skills?

What is the difference between a Data scientist, Front End Developer, Back End Developer and Business Intelligence Analyst?

New programming languages are merging constantly and all these roles are developing fast.

This is why you need to stay in the loop and keep abreast with all these fast changes in the tech industry.

How to do it?

Check out our cheat sheet of the most important skills for different tech roles. It will help you identify the right skills for tech roles.

We also created more than 100 different Information Technology (IT) job descriptions templates.

#2: Improve your knowledge of your target population

If you want to hire great developers, you need to improve your knowledge about your target population. This is important because you need to have a clear and realistic picture of your potential candidate.

A candidate persona is defined as your ideal candidate.

But if you stick with the literal meaning of candidate persona, you might found yourself chasing mythical purple squirrels.

You’ve probably heard stories of recruiters who are asked to find a developer with 5 years of experience in a programming language that exists for only four years!

In other words, your candidate persona needs to be a realistic representation of candidates that actually exist.

How to do it?

➡️ Check out our Guide on How to Create a Candidate Persona and consult Stack Overflow’s Global Survey for data-driven stats on developers.

#3: Learn developers’ secret wants and needs

The only way to attract developers and have them consider a new role is by offering them something better than what they have at their current position.

This is why you need to know exactly what motivates developers. In other words, you need to get to know their secret wants and needs.

To do that, you need to build a meaningful relationship with your candidates and earn their trust.

It is the only way to find out what is really important and what can make a difference for a certain person.

How to do it?

Put yourself in your candidate’s shoes and make your recruitment practice candidate-centric. Personalize your selection process.

Also, make sure you check out the Stack Overflow’s Global Survey for fresh insights from 100,000+ developers around the world. According to this survey, developers care most about the compensation and care the least about cool benefits such as free meals, gym at the office, etc.

#4: Learn how to speak in their language

No, this does not mean that you need to learn a programming language.

However, if you want to attract developers’ attention and capture their interest, you need to earn their respect. To do that, you need to know what you’re talking about.

If you don’t understand the basics of programming, developers won’t believe that you can make a reasonable assessment if they are really a great fit for a role.

This is why you need to learn at least the most important technical terms used by developers.

➡️ How to do it?
Check out our Technology Glossary for Human Resource (HR) Professionals written for recruiters and HR managers.

Want to learn all the secrets to hiring great developers?

Check out our Definite Guide for Recruiting & Hiring Developers!

In this guide, you will find:

  • Developer’s demographic and social characteristics
  • Developer’s career and work preferences
  • Tips for attracting developers
  • Tips for communicating and hiring developers.