Recruiting talented candidates, especially talents in the IT field, is such a big challenge in the recruitment process today. Not only you, but human resource experts at businesses are also struggling with the problem of recruiting programmers, especially talented ones. So what is the solution to "hunt" talented candidates, creating a breakthrough for businesses in the digital era? Discover the tips shared in the following article.
1. To clearly identify the vacancies and jobs requirements for the candidate
To establish an effective programmer recruitment strategy, employers must identify the needs and positions to recruit. The more detailed information is listed, the easier it is for employers to develop talent screening criteria.
To do that, you need to be able to answer the following questions:
- What position is in need of recruitment?
- How many candidates do you need to recruit?
- What is the job description of that position?
- Responsibilities and influence of that position in the business?
- What are the required skills and experience that the position needs to meet?
The administrator needs to clearly identify the requirements for programmer candidates
2. To have a clear portrait of the candidate you would like to hire
To be successful in the process of finding, attracting and recruiting programmers, you need to have a clear portrait of the candidate that the business is aiming for. This portrait will include the candidate's personality, knowledge, personal skills, and self-study ability.
Referring to the results of a survey of programmers on Stack Overflow will help you create the most potential programmer portrait for your business:
- More than 90% of excellent staff in the field of programming are men.
- Almost 60% of people have learned to code from online sources.
- JavaScript is the most commonly used programming language, followed by HTML/CSS.
- MySQL, PostgreSQL, MongoDB are the most popular databases.
- About three-quarters of talented programmers are under the age of 35.
- 90% of programmers said they tend to learn new programming languages on their own without any formal training.
- 56% of programmers who took the survey have less than 5 years of programming experience.
- "Job-hopping" is a habit of this profession.
- Great programmers when looking for a new job are often interested in salary and bonus issues, then language and technology factors.
- Other benefits such as lunch, vacation days are often not paid attention to by programmers..
3. To set interesting challenges
Tech talent is always excited about challenges. For them, it is an opportunity to showcase their talents and wisdom. You should give the candidate a problem that they themselves have to brainstorm and create the most effective way to handle it. At this point, they will be attracted and immediately "plunge" into the game, so you can assess and evaluate their problem solving and programming skills. Only in this way, you will be able to recruit talented and suitable programmers for your business.
Businesses can put challenging topics on the company's website, at this time the curiosity and desire of the programmers will be piqued. They will proceed with the answer and send their answers via email. Thereby, the recruitment department could cooperate with the specialized divisions of the enterprise to easily approach and be successful in recruiting programmers, especially the talented ones.
To set interesting challenges for candidates
4. To post jobs on the right sites, to find the right person
Most technology talents are passive candidates, so it will be difficult for employers to find if they only post jobs on regular job websites or businesses' recruitment pages. To effectively recruit programmers, you can interact in places where programmers often "go to" such as: Community technology website; technology forums; Social networking site about Technology jobs,...
5. To host specialized professional seminars to attract talents
Big technology events are a place to meet, exchange and learn among technology talents and also a "fertile" ground for employers to find and approach talented programmers. This is also an opportunity for employers to introduce and promote the company's resources, culture and orientation to potential candidates. Therefore, organizing technology-related events is also an effective solution to help businesses attract the attention of potential candidates in the IT field.
Your organization can host the two following types of technology events:
- Exchange event with hot topics in the world Technology market as well as in Vietnam. Currently, hybrid events are a trend, so businesses should organize events combined with livestream on fanpage to reach a large number of potential talents in the industry market.
- Contest to answer practical technology problems at enterprises. This is a competitive playground for potential programmers. Enterprises not only show a brand image rich in the knowledge of the Technology industry, but also effectively screen programmers. Moreover, businesses also collect a series of creative solutions to current problems and find the best solution for the business.
6. To invest in technology
A company that regularly invests and updates new technologies always attracts IT talents, because they always want to experience and work with the most advanced technologies.
Therefore, do not turn your business into an outdated, slow-growing place compared to the market. Instead, always spend time and budget to improve the technologies that your company has such as tools, technology equipment, software, ... This will be an important key to help your business easily attract and be successful in recruiting programmers, particularly the talented individuals.
7. To deliver recruitment messages in IT language
According to Eric Brown, a consultant of ThoughtSynth, LLC, “Programmers today, especially those who are exceptionally brilliant, have a lot of interest in technology. If you don't have knowledge of their areas of interest, chances are you won't be able to reach them, let alone build a personal relationship."
So, to understand tech talent, build relationships, and successfully hire good programmers, you have to learn how to “speak” their language. Knowing the basics of technology language will help you communicate with candidates more accurately and clearly about their current job or future development direction.
In addition, you can also ask the IT department to provide a job description and specific requirements for the qualifications, skills and experience of the programmer position you are recruiting. Even IT experts can participate from the time of selecting resumes to the interview round and making recruitment decisions to ensure the candidate's working efficiency is satisfactory.
To deliver recruitment messages in IT language
8. To offer attractive benefits & welfare
Compensation and special benefits are "fishing rods" that help businesses attract talented programmers.
There are some businesses that are willing to pay higher salaries than the market, commit to increase salary by up to 20% for candidates with 2 years of experience or more and come with many other preferential benefits to attract talents. Moreover, for programmers with many years of experience in "hot" fields such as Cloud Computing, Big Data, AI, the salary can be up to over $2000 (depending on capacity, position taken on).
Besides, welfare is an issue that you should consider to negotiate with your candidate. Instead of just focusing on salary, talk more about the benefits and incentives of your business and make a choice according to the needs of the candidate. If you can't pay higher wages than other businesses, you can still retain candidates by offering attractive benefits, such as courses to develop employee skills, flexible working hours if employees have a need for further study (masters, doctorates, ...).
Therefore, if you would like to increase the number of candidates applying for the position of programmers, do not forget to let them know that they will enjoy attractive remuneration, equipped with technology products such as Smartphone, Laptop ...
9. To contact candidates via email
Most tech talent enjoys getting information and job contacts via personal email. Many recruiting experts have stated that social media platforms are rated as the least effective for programming candidates. Therefore, when exchanging content about recruitment or interviewing with candidates, please pay attention to using an email platform.
10. To recruit talented programmers with Navigos Search
In the current state of scarce information technology human resources, finding a talented programmer is a very difficult problem for employers. In particular, with the imbalance between the supply and demand of quality programmers, the battle to "attract" and retain talented programmers becomes more and more intense. This requires employers to come up with the right tactics to get ahead of other competitors.
The leading solution for organizations and businesses today is to choose the headhunter service at Navigos Search. Here, a team of dedicated consultant experts will always stand by the business from the beginning of the search to the time of receiving the candidate. Navigos Search will appoint a dedicated team to support your recruitment requirements. The search results will be kept, so the filling rate of the programmer position in your business will be successful.
Besides, with a very methodical working procedure, we can help with recruiting programmers faster, with higher quality and help improve business results. Navigos Search will equip you with a professional team of recruitment experts who are dedicated to your business.
Navigos Search - The most prestigious headhunter unit today
In addition, the working process here is very strict, consistent and highly confidential, ensuring the best quality information. All of these factors have helped Navigos Search reach new heights in customer service quality, leading in the field of recruiting mid- and senior-level personnel in Vietnam.
To select the most senior and qualified candidate for the position of Chief Operating Officer, please contact us at the following address:
- HCM Headquarters: 20th Floor, e.town Central Building, 11 Doan Van Bo, Ward 13, District 4
- Hanoi Branch: V. Building - 125 Ba Trieu street, Hai Ba Trung District
- Hotline: 1800 585 826
- Email: contact@navigossearch.com
- Website: navigossearch.com
- Fanpage: facebook.com/NavigosSearchVietnam
Navigos Search - Vietnam's leading
middle and high-level talent hunting company