IT-Specialists are like professional athletes: The market is small, the demand is enormous and, above all, they deliver top performance - only with the Head instead of the body. But how exactly do you address the top athletes of programming? because techRecruiting has its own rules of the game.

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What is Tech-Recruiting?

The IT industry is the second largest employer sector in Germany after the automotive industry. And what is tech recruiting? In short, it is recruiting Technology-Specialists who are very experienced in their field: Game development, app programming or software development are based on different programming languages ​​such as Ruby, Java Script or C++.

These are as different as spoken languages ​​and just as laborious to learn. So if a Companys A certain Problem in the field of IT, an expert has to be called in so that this can be solved in the best possible way. But these experts are rare and this is exactly what the situation on the job market shows: According to a study by BITKOM, there are more than 43.000 vacancies in the IT industry - and the trend is rising.

how to win Recruiter So the "War on Talents" when the candidate is spoiled for choice Choice Has?

Programmers: not actively searching, but open to offers

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Every year, Stack Overflow conducts a worldwide study of the career situation and prospects of programmers and developers. A poll of 56.000 participants found that Developer generally with her job satisfied as long as they are allowed to program undisturbed. But there is a certain desire for a change of scenery: more than 60 percent say that they are not actively looking for new challenges, but are open to new things. The old way of posting job postings online and hoping the right one comes up Candidates reports is long gone: you have to look for the real coding demigods.

From the developer's point of view, this is the main obstacle to changing jobs Write to to compose job interviews and to find suitable jobs for their specialist area, which is why a rethink must take place: modernity Methods of tech recruiting are in demand.

4 tips for tech recruiting

A proactive approach should be the standard. This is called “active sourcing” and there are different types Strategies:

  1. Social Recruiting: Headhunters and companies look for suitable candidates in career networks and social media. However, this harbors difficulties: Due to the constant search terms and search tactics, recruiters keep coming back to the same candidates who are overwhelmed by inquiries and at some point ignore the inquiries, no longer allow them or even avoid the network altogether.
  2. Peer-sourcing: Another tactic is peer sourcing to find candidates with similar characteristics. This is known from online mail order companies: “Customers who bought this product also bought ...”. If a preferred candidate is found, further suitable suggestions are displayed. Social networks such as LinkedIn or Xing offer this function.
  3. Active Sourcing in Communities: A proven method is the approach directly within the target group. Recruiters are looking for the appropriate communities and groups in which the target group is located. Because they solve problems together, help each other and write codes. Recruiters observe this and address the appropriate candidates.
  4. Events: The classic job fair is still helpful to show the company's presence and to inform about its own company. However, the trade fair is no longer suitable for finding suitable developers. Because good developers are courted by companies and often do not have to actively search for job offers. In addition, it is not popular for trade fairs, but for hackathons, where one or more projects are realized by a number of programmers within a very short time. The developer demonstrates his abilities.

What really matters in the end

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Large companies have seen the potential of active sourcing for some time. An American search engine giant shows this impressively in its courtship dance around developers. Recruiting methods include creative ones Measures:

Anyone looking for answers to specific ITAsk searches with the search engine becomes a page with depending on the search query Tasks slides on. If the developer can solve these code tasks, he has a good chance of getting a job. This is how the company seeks and finds potential candidates. It is similar with the search in communities: HR-Those responsible can describe their problem and specifically address developers after they have Solution have found.

The company's own initiative is required

The possibilities are there, but require a lot more initiative from the companies. The HREmployeeswho have spent years searching for talent using old methods have to adapt to the new realities and methods.

This includes the approach to the search for employees, but also the corporate culture and the individual advantages offered for developers. Work-Life Balance and a good one Team from other capable developers is absolutely necessary so that the newcomer stays and above all writes his code with motivation.

Work-life balance is important to developers

The annual Stack Overflow study also says: 55 percent of those surveyed say that they use the compatibility from Job- and privacy important is. Second is that salary and then the corporate culture follows.

In the end, the company's own initiative counts to find the right tools to help developers address where they are.


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