5 Talent Management Best Practices When Hiring Coders

Follow these talent management best practices to find talent who can develop your product much further along through your roadmap.

Talent acquisition is the backbone of any company. Recruiters are the gatekeepers who manage the doors that separate the company from potential hires. Without an effective talent management strategy, the effectiveness of in-house recruiters is seriously compromised. The long term consequences for the company are missed opportunities, reduced productivity, fewer sales, and lost profits.

When it comes to developers and coders for hire, arguably the most important roles in any technological company, a talent management strategy is essential to discover the right people with the right skills for the right openings. To build a strategy that works for your brand, we recommend that you follow these talent management best practices so that you can find talent who can develop your product much further along through your roadmap.

1. Create a skill set list to qualify candidates

One of the most straightforward talent management best practices to follow is identifying the types of skills required for the job. If your development team has grand visions for the product, there are certain types of experts who will be necessary to turn that dream into a reality.

Recruitment teams should consult with product and development leaders to discuss any gaps in the existing team’s talent pool. Then, create a list of skills that future candidates must possess to earn an interview with your organization. Use this list to build a profile of the ideal candidate who can add the most value to support your existing team.

With a profile in hand, you can start the recruitment process. Use platforms like High5 to expand your search parameters to a global level. Technology removes geographic limitations when hunting for new candidates, allowing you to connect with the most qualified coders for hire no matter where they’re based around the world.

2. Promote a company policy on flexible work hours

Thanks to the COVID-19 pandemic, remote work and flexible hours became part of everyone’s daily routine. Now that the worst of the pandemic seems to be behind us, inevitable questions of ‘what’s the new normal’ are beginning to arise.

But part of the new normal should be to maintain those flexible commitments. According to polling, approximately 75% of workers want schedule flexibility in their jobs. People have grown used to certain freedoms, and they want to know that your company will allow them to maintain those benefits before they agree to work for you.

Many developers have experience with freelance, contract, or contract-to-hire work, which provides the flexible conditions that appeal to their interests. If you’re using High5 to connect with potential hires, include details about your company’s policy on flexible hours in the job profile. Make it clear that your company’s priority is results rather than tracking hours in a digital punch clock. Inform candidates that as long as work gets done, they can make their own hours.

3. Show your company supports mental health benefits

The coronavirus pandemic made nearly as much of an impact on people’s mental health as it did on physical health. As the pandemic forced extensive lockdowns for long periods of time, mental health became a top concern for employers, families, governments, and medical experts everywhere.

Unsurprisingly, mental health is now more important to workers than ever before. Employees, in-house or off-site, want to know that the company will not punish them for prioritizing their own mental health when their inner energy needs to reset and recharge.

You can use platforms like High5 to screen viable candidates, and the reps who handle the screening process can speak about your company’s position regarding mental health on your behalf. This will take time off your recruitment team’s plate, and you’ll also get to filter down to the most qualified coders for hire who can contribute the most value and still support their own mental health priorities.

4. Place a premium on diversity, equity, and inclusion

At long last, many companies are diversifying their talent with more equitable and inclusive leaders and workers to fill important roles. Diversity, equality, inclusion; these are more than just buzzwords. They’re all essential talent management best practices to ensure you hire the most skilled candidates, but that you also place a premium on diversifying your workforce.

Payscale, a leading compensation matching algorithm, conducted a detailed study on the state of gender pay gap in 2021. Their findings show that companies with diversity, equity, and inclusion policies are closing the wage gaps. For example, in companies with uncontrolled gender pay gaps, women earn, on average, $0.82 for every dollar that a man earns. In contrast, companies with controlled gender pay gaps have narrowed the difference to $0.98 on the dollar.

The development space has historically been a male-dominant field, but there are exceptionally talented female coders for hire who can produce incredible products for brands. They just need to know that their talents will be appreciated, respected, and most importantly compensated in a fair and equitable way.

One of your top talent management best practices should be to clearly communicate that your company stands for inclusivity and equity for all. This includes pay and benefits equity for people of all genders, backgrounds, religions (or lack thereof), and any other societal factors. Commitments to uphold honor and integrity will attract more qualified developers to diversify your workforce and create incredible products.

5. Prove your company culture and excite your candidates

Above all else, people want to work for companies that instill passion, promote fun, and excite the entire team for what lies ahead. Articulate why your company is not the same as traditional companies; that you believe in creating conditions to help workers thrive and feel motivated to go the extra mile each and every day.

Include in the job descriptions that your onboarding package introduces new hires to the company culture as much as the work requirements itself. Make it clear that milestones and personal accomplishments are part of the culture to make everyone celebrate team wins as a collective group. All of these perks will help attract coders for hire eager to develop great products and celebrate the wins that come from their efforts.

All of these talent management best practices can be used when hunting for new coders for hire. Optimize your listings on High5 to find candidates who are talented and capable. But you should also look for the types of people who are interested in creating a workplace that is supportive, inclusive, welcoming, and empowering. That’s how true progress and a path for scalable growth is achieved.

Are You Ready For The High5 Experience?

Our team of industry leaders are ready to help your talent management program become the best it can be. Schedule a no-obligation call with us so we can discuss how you can transform your talent management strategy into a proven model that delivers results.

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