5 Simple Hiring Hacks from a Software Engineer Recruiter

5 Simple Hiring Hacks from a Software Engineer Recruiter

5 Simple Hiring Hacks from a Software Engineer Recruiter

Looking to hire a skilled software engineer? The result is rewarding but the process itself can be daunting. Over the years, I have developed several different strategies as a software engineer recruiter. Here are 5 of my favorites:

  1. Get Online 

Job boards and networking sites like Indeed and LinkedIn are great, but if that’s the only place you’re looking then there’s a good chance that you are missing your dream candidate. As a software engineer recruiter, I’ve found talent on tech forums, YouTube comment sections, and online coding meetups. When searching for tech talent, leave no stone unturned.

  1. Learn the Terminology 

A software engineer recruiter that talks like an HR specialist will have less success than one that talks like an engineer. Do some light research into programming languages, databases, and modern software architecture to familiarize yourself with the tools and terminology of the trade. It will make the recruitment and interview process much more efficient. 

  1. Find Compromise 

Tech recruitment is not a zero-sum game. You want the best talent at the lowest possible price. Software engineers want the highest salary and the cushiest job. Something has to give. By finding a compromise that works for both parties you can improve your ability to retain top talent and boost workplace culture and morale in the process.

  1. Prioritize Desired Skills 

Do you need someone proficient in Python, JavaScript, or C++? Does your database run on SQL or MongoDB? Know the scope of work required before going in. It would be great to find a jack of all trades that can do everything, but perfect is the enemy of good. Prioritize the specific skills and competencies you need and find someone that can get the job done. 

  1. Be Honest & Transparent 

I said this earlier but it bears repeating – tech recruitment is not a zero-sum game. I have heard of software engineer recruiters that embellish the role during the recruitment process, make other promises they cannot keep, and find other ways to deceive talent. This might result in an accepted offer, but over time it will lead to disgruntled employees and a negative work environment. You don’t want candidates lying about their credentials, skills, and abilities. It’s only fair that you extend the same courtesy.

Those are my top 5 but this is far from an exhaustive list. Any other tips you’ve used as a software engineer recruiter? Let us know in the comments.


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