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The field of developers has been on the rise for many years. With a booming digital sector and a health crisis that has only accentuated the need for companies’ digital transformation, IT specialists are sought after more than ever. Nimble within tech teams, developers are solicited from all sides to the point where they can be compared to good looking girl profiles on dating apps.

Yet just like in the dating game, developers have much more to offer than their surface suggests. Mastered technologies, acquired soft skills, and past experience aren’t everything – they also require instinct. With that in mind, nexten.io has put together a list of dos and don’ts when contacting developers.

Bad practice #1: swiping every profile without restraint

On dating sites, some categories of people have their own technique to ensure they match with as many interesting profiles as possible: answer affirmatively to everyone they cross. After all, why not? Logically, we could think that the technique is brilliant. By maximizing the chances of finding the perfect profile, we ensure we’ll meet the right mate.

The hitch here is that no one’s fooled: this technique has been seen and reviewed a thousand times over, and nobody falls for it anymore! The same goes for developers. If as a recruiter, you try to exchange with as many profiles as possible without trying to dig a little beforehand to find common points, it is likely annoy the developer who actually fits their profile.

Bad practice #2: falling in love upon the first exchange

Wasn’t it Shakespeare who wrote, “Love is blind?” In the recruiting industry, the analogy is tempting: on paper, the company or the developer can give the impression that everything is perfect. At least, at first glance. It’s the principle of love at first sight: falling in love at first sight is a nice story to tell, but weeks go by, and everyone gets to know each other a little better only to end up being terribly disappointed when the sails lose their wind.

In short, there’s no need to rush! You shouldn’t skip the first steps of the first exchange, but make sure that the candidate and the company are a perfect match. We don’t hesitate to have managers and candidates meet beforehand. We make sure that potential candidates will be working on technologies they know and like, or want to develop. Finally, we check that both parties share the same corporate values.

Bad Practice #3: Keeping profiles under wraps because “you never know”

Honestly, who likes being the third wheel? Exactly, no one. If you’re a recruiter, and you’re planning an upcoming recruitment but don’t know exactly when the position will open in your company, play the transparency card: be completely honest, and warn any developers you contact. Better yet, wait a little while to be able to project yourself before making any contact.

Nearly all developers would agree since they’re very much in demand and can’t stand to be contacted for jobs that don’t suit them — especially if the technology they like to work on is not a hot item on the market. Then there are all the recruitment agencies seeking to collect candidates’ contact information just to fill their databases. In love, as in recruitment, play it smart and stay transparent in your approach!

In recruitment, as in love, “It’s not all about looks!” If the job of developer raises new issues never before encountered, there’s no longer a need for concern. Some players have looked into the issue to find a solution, and this is the case for nexten.io. We created our platform precisely so that developers and companies looking for true love can exchange on a healthy basis. The two parties are put in contact only if the job offer and the profile match. This saves time and productivity, and is also the ideal solution for the start of an amazing journey!

If you think you deserve a better tech job, you should definitely take a look at our latest opportunities on nexten.io.


This article was first published on nexten.io Medium page

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