How do you find the best developers?

With fingers typing rapidly on the keyboard, big headphones on, and a can of energy drink within reach, this is the typical style of a traditional programmer developer in the technology industry. Perhaps the AI ​​we expect is in the middle of a hackathon. Developers build models and then break those models. They get the title of developer in many different ways and come from different backgrounds, but one thing is for sure: companies are vying for the best developers to help build their own products.

According to data released by the U.S. Department of Labor in 2013, the average annual salary of software engineers in the United States is US$92,660. Under such circumstances, for a company, if it can recruit the best developers to its own engineering department, it will is a crucial thing. In fact, in the developer field, the average annual salary of the top 10% of developers may be as high as about $143,000.

Higher employee salaries mean that companies are optimistic about the potential of these employees from the beginning and invest more in these employees. When companies get these excellent employees, they can often get more unexpected results. This is true whether it is in the Bay Area, where the technology industry is booming, or in India, where the technology industry is equally developed, or in the increasingly prosperous technology industry. London is like this.

With the increasing development of the global technology industry, the pursuit of modern developers by major enterprises has become increasingly fierce. So, how can we find the best developers in the increasingly competitive market? You might as well get some inspiration from the following situations.

Rules for attracting developers:

The most likely situation is that the company’s best employees are right in front of you, but they have already started working in other companies. The next step for companies looking to recruit is to find ways to get these best employees to leave their current positions.

Once a developer is targeted by a company, it may be as simple as a dialogue between desires and needs. It could be broken down into a higher salary, less time away from family, or something less tangible like a more connected culture.

Whether it is a reputable software, web and application organization, or an open source project, developers want to work on a project that is very meaningful to them. Maybe it’s the company’s job to encourage them, or they take on a new challenge. Or maybe, they use the product and want to make it better.

One thing is for sure, most developers like to solve problems. Therefore, the goal of the company is to position the characters well and show them as many problem-solving opportunities as possible. Indeed, salary, allowances, and holidays are also very important. Of course, the spiritual nature that human beings should uphold is also very important. Once the lowest level needs are met, it is time to enter the self-actualization stage.

The specifics may vary for different people, but it ultimately depends on the target style. Highlight how this role will impact better behavior, how technology will fit into the culture of the future, or how something will be built. Use marketing to highlight employees the company truly trusts.

Looking and sourcing:

If the company is small, it may not have too many advantages in terms of brand influence, and it will also face a higher budget in terms of character advertising. Not all developers are suitable for every business; in fact, different skills, experience levels, and personality traits represent different roles.

To find the right developer, you need to provide basic job information in a targeted place. Of course, don't think that casting a fishing line into the talent pool will attract the best talent. First, you need to consider establishing your own business influence in meeting demand, or establishing your own influence in the developer community. This provides the opportunity to meet the needs of tens of thousands of developers and maximize developer testing on a common platform.

HackerRank's enterprise platform has become the main channel for major companies to evaluate the technical capabilities of potential employees. The evaluation method is to let them solve general problems or customized program problems.

Businesses can pair this with actual impact on behalf of the company. Make sure the presentation is enticing or representative of your company. Businesses should take advantage of the basic elements of simple customer service when communicating with visitors to their business. Stay focused, positive, and helpful to others. If you don’t know about the problem, talk to others on your team who do, and then pass it along to those employees who have potential.

When communicating with potential employees, be able to deliver memorable content and a clear message, especially related to how people apply for jobs. When offering a job, please leave contact information and follow-up steps.

Also, move away from the traditional way of recruiting through trade show halls and take advantage of the opportunity to sponsor an event. Promote relevant events with your company whenever possible. Whether this is a party, a hackathon, or a networking event, this is an opportunity for businesses to showcase the future employees they care about. Send event-related invitations and collect key classification information from those attending through badge scanning.

Once you follow developers from a specific country, you should also avoid related ignorance and unacceptable behavior. Be careful to check and make sure all language translations are correct and clear. In addition, companies should briefly train all employees who will come into contact with future employees in terms of cultural etiquette and communication methods (such as eye contact), terms of acceptance, body language, and salutes.

Retention reward mechanism:

Now that the company has recruited top talents, of course the company wants to retain these talents. After making the upfront investment and search, companies will make profits by encouraging new developers to maximize their skills. Businesses certainly have to consider the inherent incentives.

Companies must ensure that their developers can always receive the treatment they deserve. These developers should be provided with opportunities to continue their education and increase their skills, such as allowing them to attend industry-related conferences.

Build and maintain a positive work environment through an aesthetic that fosters productivity. In addition, if an absolutely quiet environment is required, companies should use ergonomic furniture to decorate the office and provide developers with movable desks and private rooms. In addition, company representatives need to communicate with these developer employees frequently to understand their needs and keep them happy.

Ultimately, it takes a little bit of skill to find the methods that best fit the company culture. In addition, businesses need to be able to experience the different social factors associated with the developer industry so they can find the best way to better communicate effectively with their current or future workforce.

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