Ideal job postings for developers write: 7 Tips for Recruiters and HR Professionals



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Finding suitable employees who are doing great work, and getting into it Teams fit and stay long term, that is the requirement for HR employees. Especially in IT, this is difficult - also because developers often tick differently. 7 tips on how to formulate your job postings.

Writing Developer Job Opportunities: 7 Tips for Recruiters and HR Professionals Ideal Developer Jobs Writers: 7 Tips for Recruiters and HR Professionals

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Here writes for you: Stefan Schwarzgruber has been responsible for the business development of Stackoverflow in the DACH market since 2015. Profile

Job offers are applications from the developer

Overview

Through our daily interactions with developers, we know that most are not actively looking for a new job. You have to be convinced of a change. The job posting becomes a Casting at the developer. For this reason, you should not leave a line unused and above all, show that you are familiar with the profession and the working world of the developers.

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If a candidate has the feeling that you are unfamiliar with the subject, suspecting that you are just hiding behind empty phrases or even being bored while reading your ad, your chance is lost.

7 Tips for compelling job offers from developer

Overview

Since the communication between HR department and straight developers leads to difficulties again and again, we have in the following 7 tips for convincing job ads from the developer's view compiled.

  1. How to start a good job posting? But how do you start a good job ad? The first step in the search for candidates is always to define the requirement profile precisely: what are we looking for, what does the new entry have to bring? Which qualifications are not compulsory but only desirable advantages? Once you know who you are looking for, put yourself in the position of the reader - what arguments do you provide that lure you into a new career path in your business?
  2. Do not use generic job titles: By that we mean general and meaningless titles. In the headline it must become immediately clear which position is sought with which experience level and which specification, ie programming language. Names like "Rockstar", "Ninja" or "High-Performer" have no place in an advertisement. In addition, the focus can be specified, such as fintech or mobile developers. Like many others, developers have little time to scan ads rather than taking the minutes to read them. Here it is important to present clearly what is being sought.
  3. Dispense with phrases and marketing language: Do not tell the developer what a developer is doing. That means concretely: No phrases and not too exaggerated marketing language. The fact that "digitization has taken hold" gives the reader the image that your company is just beginning to take on the topic instead of being in the forefront. Express yourself rather unaffected and write it rather as if you want to explain the job to a colleague or friend. Authenticity is the key to the job interview here, since you are also expecting applicants to apply for a job interview.
  4. Avoid a too small circle of applicants: Niche technologies are very valuable and experts in certain areas are scarce. But do not limit your search for these employees yourself by writing only this rare technology in your listing. A very good developer knows how to get used to new languages ​​quickly. Even if the candidate is not perfect in your eyes, you can invest in the new employee's training and build it up.
  5. No spongy job descriptions: It is important that in the advertisement you describe the actual tasks and how the candidate's abilities are described and do not write inaccurately about any "exciting challenges" or "innovative technologies". Instead, in your ad, rather talk about your daily work and the specific challenges that your business has. Which tasks are routine, what will the potential newcomer do every day, what are his special tasks?
  6. Refrain from repetitions: All too often it happens that one is repeated in the text and expresses only differently what has already been written. Instead, take advantage of the limited space and emphasize more specifically what their company offers the applicant and do not write down on what any other company has. Use the space to work out the benefits of employment in your company. Are there further training opportunities or time for your own projects? This is something convincing!
  7. Let other developers read the text: At the end, a tip: Let an employee from your team read your text. Best a developer or future colleague. Does he understand what it is? If he would apply for the job, you did everything right.


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  1. Job college

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  2. Job college

    Ideal job ads for developers write: 7 Tips for Recruiters & Personals by Stefan Schwarzgruber ... - Highly recommended ljQPshwEac

  3. Thomas Eggert

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  4. REGIS GMBH

    Developer: 7 Tips for Recruiter & Personals by
    Stefan ... via @ berufebilder
    - Highly recommended AT89TccLnZ

  5. Thomas Eggert

    Developer: 7 Tips for Recruiter & Personals by
    Stefan ... via @ berufebilder
    - Highly recommended C2DEiuqXy9

  6. REGIS GMBH

    Developer: 7 Tips for Recruiter & Personals by
    Stefan ... via @ berufebilder
    - Highly recommended AT89TccLnZ

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