It the article we are going to tell you about how to work with CandyJar. We will share all approaches that help to use the service effectively for talent acquisition.

What is CandyJar?

It’s a searcher for IT specialists + developers’ code analysis + ATS. The searcher seeks the candidates during the analysis of their actual code. And to make it convenient, there is a handy ATS.

Where do we seek the developers from?

CandyJar is not a job website that could be used to post CVs. Basically, we have no CV database. Instead of that, we provide the searching among the developers’ open source projects on GitHub. We keen to discover what aspects are attracting developers, what skills the developers have, by which technologies they work, what specific they would like to be developed in, what projects they would like to participate in.

We analyze everyone. It can be students who have their careers started. It can be experienced developers who already work in famous companies. It can be even guys from non-IT industries who take programming as a hobby.

It lets us embrace the talents who are not placed on job websites. Those developers might not have promoting CVs, however, they could be definitely talented coders. We believe that we can extract much more useful and actual information from their projects on GitHub instead of any brilliant CV.

Sign up

First of all, we have to sign up. After that, we immediately get the full access to the system and 3 days of the trial period (also with no limits). Even if during the signing up you get any issues or you just have not enough time to use trial, feel free to contact us and we arrange it.

Your account

After signing up you get into account. Here, you can organize your workflow with whether searching or conducting candidates on stages of screening.

We have 3 sections:

  1. Search. This section provides you the searching by all regular tags. The set of tags splits into software developers and other IT specialists. Why have we made such a split? We specialize in searching for developers. Analyzing these guys, our algorithm pays attention to their code that they made on GitHub. That is why we have allocated them into a special section. And at the same time, the algorithm lets us find non-developers. For that, it analyzes LinkedIn profiles and CVs of the candidates. In the section, you can choose a country to specify the area of seeking. At the moment there are some countries available but we constantly expand the list. If you don’t see your country, please contact us and we will try to help you.
  2. Saved. The section keeps all your saved search requests. It is handy to not run the search requests every time again.
  3. Search by people. The section lets you find a definite developer. For instance, you communicate with someone on the internet and want to find his/her profile. All you need is to put his/her email, social media link or just name and last name and the algorithm will try to find the candidate.

How to work with the results of the search request?

After selection of the specialization, we get into the shaped database.

Working with the database you have the following options:

1. Settings. Settings let you specify the database and narrow the batch of candidates. And there will be the guys which have the necessary skills you need. For instance, the filter “Skills” lets you choose the technologies and languages that you are expecting to see in his/her work. The filter “region” lets you define the area within you looking for. Also, if necessary, we can put many regions or even exclude them, in this case, we need to mark the tag accordingly. The filter “company” will help you when you need to find guys who work in a defined company. The filter “experience” will help you to narrow the batch by the coding period, and the filter “age” does it by candidates’ age.

2. ATS. To work with the database comfortably, we have made an applicant tracking system. There are only basic functions, but it is reasonable.

For each new database, you can build your own stages of selection. At the initial point, we stay on the stage “All”. The algorithm has put all candidates it had a chance to reach. You can move the candidates up to the next stages when you work with your funnel.

3. Candidate’s card. The system reflects information about the candidates in the cards.

The all important pieces of information are presented in the cards:

  • Name, location and current position of a candidate.
  • List of the tags that discover the main skills of the candidates.
  • Icons of social media. Those icons work and you can click them and get to their social media.
  • Comments. To put your thoughts about a candidate you just need to click on “Note”. The comment will be available only for you.
  • Flags. You can mark your candidates with flags. The flags can be tuned to your convenience, for example, green color can mark interesting candidates among the batch and you can find them quickly.
  • Option “Move to ATS”. It lets you move the candidates through your ATS system.
  • Saving the batch

When you are going to save the batch of candidates, it goes to the section “saved” that we mentioned above. So, next time you touch it, you can go to “saved” and continue your work.

How to search the candidates who don’t publish their CVs?

We know that a lot of developers are introverts. They can be real superstars but at the same time not pay attention to their publicity: their social media can be empty, job websites keep not updated CVs. And you might wonder how to get them. Only that is why we allocate a filter “github-only”. It lets you find the candidates with no social media buy keeping active life in github / bitbucket / gitlab.

How do we rank the developers?

The ranking is a complicated and subjective part of our work. We have to take into account a lot of factors. Shaping the batch we prioritize candidates who:

  • Accord to your searching request better;
  • Have more experience with selected technologies;
  • Have experience with big open-source projects;
  • Developed popular projects.

What cannot do CandyJar?

The algorithm cannot make decisions which candidates are the best for your vacancy. There are interviews for that. The algorithm can find those guys who can be interested in your vacancy. We can share your thoughts on how to attract candidates to your interview.

How to assess the skills of candidates?

When you click on “Open” on the candidate’s card, you get his/her profile. Watching the profile we need to answer 2 questions to yourself:

  • How interesting is this candidate for you?
  • How interesting your vacancy can be for the candidate?

To answer the first question you should look at the candidate’s skills, stack, technologies, experience.

To answer the second question you should look at his/her projects. What projects did he/she participate in? What the projects are about? What did he/she do in the projects?

Through the projects you should try to see his/her advantages, the direction of skills development, what technologies he/she learns. You will get the individual approach to the candidates when you find the answers to the questions.

For example, you can find a lot of information in the profile: Denis used many languages but in the last several years he uses mainly C++. He has 8 projects and 4 of them he coded with SFML and ImGui. Since 2015 he has been working as a senior JavaScript developer and the last three years he works for Wrike.

What should you do if you have found an interesting candidate?

After you have found an interesting candidate, you need to contact him properly. If you send a one-size-fits-all letter you have risks to be ignored. That is why this is important to construct an individual approach.

Here is an example of a letter where we demonstrated that we have studied the developer:

Why did we compose exactly such a letter:

  1. It is informal and friendly. The letter has no official words and there are a couple of smiles.
  2. This letter is not broad. It is impossible to be sent through an automatic mail sender. This is an individual letter to Denis. We demonstrate that we have found him not just by the word C++. We have studied him, his experience and now we would like to contact him as he looks valuable for us.

Also, in the first letter, we do not put long descriptions of the vacancy. Our first aim is to get to know the candidate and construct positive communication. And then discuss the vacancy in the communication.

How do the developers react?

The proper letter does not guarantee that the developer will be interesting to the vacancy. But the letter is good to read and developers feel good to reply to it even if they are not between jobs. Developers understand that you spent time to study him. This is respectful.

The candidate may not seek a job today, but later the situation can change and the developer will consider offers. How do you think whom he will contact first? That is why it is worthy to not just fill the vacancy, but help the candidate find an interesting project.

Here are some replies showing developers’ reaction to such letters:

Don’t trust our words, try it yourself!

What else?

Visit our website to try it.

Also, subscribe to our channel, we post our updates and different interesting articles.

CandyJar is a Talent Sourcing Tool that helps you to search for developers by source code assessment on GitHub.

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