3 Keys to Recruiting Top Developers

Recruiting the top talent in any industry is a challenge. It takes time, patients, and a good game plan. Recruiting top developers can be even more challenging. The IT and software industries and booming and developers are highly sought after. These professionals usually have their pick of companies while job hunting and making them choose you is not simple. There are 3 keys to attracting top developers any company can follow. Focus on Culture A company’s culture can be hard for a prospective employee to grasp before they accept a position. Your culture can be a huge factor in the prospective employee’s decision, however. Create an employee brand that is clear and understandable.


This can be done through a few different means all while using pictures, videos and social media to boost your culture. Glassdoor can promote your company. Videos that articulate the internal workings of your company give prospective employees a better idea of what to expect in their day to day. Testimonials can also be a powerful tool. Actively sitting on boards shows a community involvement. These few simple tools will help you attract the best talent because they will understand what they can expect from your company and what you have to offer them when it comes to culture. Comprehensive Assessment Process Being choosy about who you hire will keep your employee pool in tip top shape because employees want to work with other talented people. Qualifying customers shouldn’t be the only place you spend qualifying- spend time qualifying potential employees as well. Personality and cognitive assessment surveys are a tried and true tool when it comes to hiring best practices.   Identify the profile of a solid developer and use only the profiles that match that profile.  Using tools early in the process saves time and energy of your critical resources in the interview process. The science behind them helps make sure a prospective employee is a good fit. Use behavioral based screenings and interviewing techniques to understand how this person reacts to typical workplace situations. Compensation Of course a huge deciding factor in a developer’s employer choice is compensation. Understand what you need to pay to get a good developer and create a comprehensive compensation strategy to help build your entire compensation plan (hint: it’s not always about money!).  Not every company has a huge budget to work with so you have to come up with creative ways to look at compensation. Signing and referral bonuses are a great benefit that will help attract top talent to your organization. Bonuses can also be tied to your values as an organization. PTO, Flex Time, and other perks can help augment salary if budget it tight.  At the end, make sure your total compensation plan matches the level of talent you want in your organization.

Do you need a Chief Security Officer?

Cyber security is an increasingly important topic. Whether you are in the construction, financial, legal, healthcare, education or many other industries, your data needs to be both accessible and secure. Internal and external security threats can affect your operations, earnings, and level of trust your clients have with your organization. With the growth of cloud-computing and mobile technology the demand to keep sensitive information and data secure will only increase.


Few companies can afford the disruption to operations caused by a security breach. Enter a Chief Security Office. This C-level professional will lead the charge for security measure of data within your company. CSOs usually possess a master’s degree. They will make the procedures, guidelines and direction for information security policies within your company. These guidelines should be set in place to protect information and data from internal and external threats. The CSO will be responsible for the planning, coordinating, developing, and implementing of all cyber security measures.  They can also educate other employees on data security measures and best practices. Not every company is able to add another C-level position to their organization just yet. With or without a Chief Security Officer, all organizations should have a data recovery plan so they do not lose their data and information. If a CSO is not currently in your scope, consider doing outsourced IT. This alternative will fit you data security needs and other tech needs your company may have. They will be able to assist you in doing a technology-based risk assessment annually, which is a best practice when it comes to data security. This can give a baseline of the measure that need to be taken to keep your sensitive information and data safe. An outsourced tech provider can assist you in creating a data classification policy and verse you in cyber liability insurance. Deciding if you need a CSO can take a good deal of internal auditing and planning. This tech-focused executive can be replaced by outsourced IT. Take your time in researching the benefits and costs of each option.