Target your prospective employees

This is the fourth installment in the Interviewing series. The first three can be viewed here.. Part 1, Part 2, Part 3

How do you target your prospective employees? The answer is.. the way you target your customers.

Go where they are most likely to be..

Are you looking for good programmers to join you? By good programmer, I mean one who can code. No.. not just write code, write code which is readable, maintainable, well tested and easy to change.

Where are you looking?

Job site

If you think job sites would provide you with such people, all I can say is keep trying.. someday you will find them. Its just too much effort to find one good programmer from a herd of resumes. Too painful and not very rewarding. And by the way, good programmers have started to remove their resumes from those sites. Thus your chances of finding one is made even more difficult.

Recruitment Companies

All I can say is.. well.. I can say nothing. They’re supposed to find you a good resume. I’m sure if you close your eyes and pick a resume from a pile, your chances of that being a good one will be equivalent to the ones filtered by these companies. And bonus.. it won’t cost you anything.

Go look at..

1. Technical conferences

2. Programming community (online/real-world)

3. Open source code bases. (github, code.google, and so many)

4. Gaming channels/forums (well.. atleast 50% are into virtual reality)

5. Twitter and stackoverflow. (There are some serious folks out there..)

Once you’ve found a few developers who you would like to have in your organization, what do you do?

1. Torment them with joining calls from your HR/calling staff.

2. Send them endless emails about sending their resume to you.

Well.. enough. You’ve already lost him. Now, let’s try something else

1. Have a chat with him about his interests (in programming and other things..) whenever you meet him.

2. Host a session on programming and invite them for a talk/session. They’ll respond willfully.

3. Host a session that matches their interest (gaming/social networking meet/others..) and invite them to participate.

4. Have an open-office day. Invite people from outside to come and visit your office. Let them have a look at how you work.

5. Constantly seek feedback from them. What do they like about you? What they don’t like about you..

Believe me.. you won’t need a formal interview after all this.

Its not easy. Certainly not. But the chances of finding a good programmer are much better this way. Certainly better alternative to a 1-hour interview session.

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3 thoughts on “Target your prospective employees

  1. my theory is, its needless for companies to hunt for good programmers by either means you have described… the secret recipe would be the quality of projects the company works on… with this any company can attract the best of programmers without going to them, like mecca pulling in pilgrims… 🙂 an exception of this concept might be the startups, hidden deep like diamonds… to be discovered by programmers, your idea might work for them…

    1. good point. but it becomes a ‘chicken and egg’ problem. If you have good developers, you take good projects.

      Startups true.. they have to rely on this kind of recruitment. Its spot on for them.

      Thanks.

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