In the article I am going to answer the questions that raised during your work with Getcoder. I am going to share my vision assisting me to acquire talents more effective.
Where do we find candidates from?
Getcoder is not just a job website where candidates upload their CVs. Getcoder basically has no such database. Instead of that we scan opensource data of the developers based for instance on GitHub. Via the scanning we figure out the points such as: interests of a developer, his skills, what technologies he uses, what industry he would like to work, what projects he wishes to participate.
We analyze everyone. There can either be students which start their education or accomplished developers who work in big companies, or even guys who came from different fields and have programming only as a hobby.
It lets us search talents who are absent on job websites. The talents may not have suitable CV but simultaneously they can be really talented developers. We believe that we can harvest much more useful information from real project instead of any well composed CV.
Why is it necessary to post vacancy?
Usually, a vacancy on a job website contains data about a company, job obligations and requirement to candidates. It is necessary to make candidates react it.
Getcoder works another approach. When we launch searching request, Getcoder harvest relevant candidates as much as it possible. Getcoder’s algorithm consider such aspects as: work experience in teams and projects, knowledge of technologies and skills to make comprehensible code.
Let’s consider a situation — we need to find Kotlin developer. The request would be treated by Getcoder’s algorithm to make a database of developers who use the programing language in their main activity for the last few years.
The database will be additionally filled with developers who actively make code on Kotlin, even if the language is not a main one in their portfolio. Is this important? Yes, because there can be experienced developers among them who decided to hop to Kotlin and now they actively study it.
For each database we indicate a quantity of researched candidates and new guys.
Who are the new guy? The life is moving. The developers who are middles today, will be seniors tomorrow. That is why Getcoder scan them constantly. With new updates Getcoder fills the tab “new” up.
How can you work with the database?
For the work with the database we have made an applicant tracking system (ATS). For each new database you may tune your own stages to proceed hiring.
Initially, all candidates are placed in the tab “All”. Then you can filter the candidates with your criteria. For example, you would like to look through only new candidates or those who has social media contacts.
Also, you can leave your comments or tags to each candidate. You can tune the tags on your own way.
How do we range developers in databases?
Ranging is complicated and subjective task. We have to take a lot of parameters into attention. We prioritize candidates who have:
a) The best accord to the searching request
b) The best experience with required technologies
c) The experience of working in big opensource projects
d) Popular projects developed (got many stars)
What Getcoder cannot to do?
The algorithm cannot make decision which candidate is whether more suitable or unsuitable. To reach it you should schedule interviews. The algorithm helps to find developers who are interested in your vacancy. We can bring some hints how pitch your vacancy to the candidates to deliver them to the interview.
How can you evaluate the developers’ skills?
Looking candidates’ profiles through, you might need to answer two questions:
a) How interesting are their for us?
b) How interested are they in your vacancy?
To have answer the first question you should investigate their profiles (skills, stack of technologies, work experience. By the way, look at the article, there we shared our ideas about it.
The answer the second question will be brought by the candidates’ projects. You will have the information which projects they participated in, what their projects about, what he did in the projects.
Through the research, you should to figure out such aspects as: their strengths, what technologies they are developing in, what frameworks they are studying now. The answer will help you to make suitable approach to the candidates.
For instance, by this profile we can see the useful information like: Denis uses many different languages in his projects, however the last few years he uses only in C++. He has 8 projects, and he used SFML and ImGui in 4 of them. Since 2015 he works as a senior JS developer and the last three years, he has been working for Wrike.
Have you found suitable candidate?
After you have found and investigate a suitable candidate, you might need contact him(her) properly. If you send template letters, you probably will get nothing in as much as developers will ignore it. It is average situation. Developers appreciate human approach. That is why, you should let him(her) know that you wish to contact and talk exactly to him(her).
This is an example of letter that contain our investigation of a developer’s profile:
The key points of the letter:
1) It is not formal, and friendly. The letter does not contain official language: “Hiring manager”, “specialist is needed”, “contact me”. Also, sometimes it is nice to leave a smile sign.
2) The letter is more accurate. It does not look spam. This is exact letter to exact Denis. You do not let him know that we have found him somewhere via “C++” word request. You let him know that you thoroughly studied him and now want to contact him.
Also, you should not put long description of your vacancy. The first point is just make the contact and set a positive communication, and only then discuss your vacancy within you created relationship.
How do developers react to the approach?
Even the proper letter does not guarantee that the developers will be interested in your vacancy, but letter is worth to read it and reply it even if the developers are not between jobs. However they appreciate that the recruiter spent time, studied him(her) and sorted his(her) interests out.
Probably the candidates do not look for a job at the moment. But they can definitely look for tempting projects next time. And whom of those recruiters will he(she) remember first? That is why is it hugely important to not only hit your vacancy, but let your protentional candidate find his(her) valuable project.
Here are some replies with developers’ reactions to proper letters:
Don’t trust us. Just try it!
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