Do you want to build stronger relationships with top engineers? In order to get the attention of strong candidates, you need to understand what matters most.
Employers today should actually care about their potential tech candidates, what interests them, what motivates them — and what they’re looking for in a long-term opportunity. Remember, engineers are extremely ambitious. A majority (52%) of them chose the possibility of professional development as the most important factor for choosing an employer. Salary (52%) was the second most frequently cited reason for choosing an employer, followed by the opportunity to work on interesting projects (43%).
Engineering managers essentially dictate the quality of learning and development (L&D) opportunities available to a team. So what are the types of L&D opportunities that candidates — and employers — care about? Technical skills development and understanding the impact of evolving technology might be priorities for enterprise, whereas smaller companies might care more about soft skills training and development. Regardless of company size, give your engineering teams a budget to attend offsite events or professional memberships dedicated to a programming language or framework of their choice.
The more engaged the candidate, the more likely it is that they will have a positive candidate experience. Tailor hiring processes to maximize CX wherever you can, and ensure that assessments are accurately evaluating the coding skills needed for the job. There’s always room to grow — whether you’re trying to detect plagiarism, automate feedback, or make tech hiring fast, an online assessment platform streamlines the process while adding more value.
Codility provides tools to help hiring teams find, screen, interview, and hire top engineers. Get additional insights and recent recruitment trends by subscribing to our blog or chatting with an expert today!