Finding a good developer can be tough. As a general rule, there are more jobs on the market than there are developers to fill them (at a rate of approximately five jobs for every one available software developer), and most developers are already employed.
When you are looking for talent you may have already noticed the clear supply and demand gap between available tech jobs and available tech talent. However, there are steps you can take to adjust your strategy and approach and improve your chances of finding and attracting your ideal developer candidate.
One thing you can do is to hone your understanding of passive versus active jobseekers. While the percentage of developers actively looking for a new job is relatively small, there is a much larger percentage of developers who are not actively job searching, but who would be open to the right new opportunity. These are “passive candidates.”
Active jobseekers and passive candidates are in different situations and therefore have different motivations, time-related pressures, and levels of interest. A well-thought-out recruiting strategy will take these factors into account. Moreover, the right tools can make all the difference in crafting a unique approach toward searching for, engaging with, and attracting passive candidates specifically.
First thing’s first: it’s important to understand some of the key differences between the average active jobseeker and passive candidates.