Understanding developers' motivations, career preferences and how to engage with them in channels they know and trust, are key steps to building an effective employer branding strategy. Thousands of developers and technologists worldwide participated in Stack Overflow’s annual Developer Survey providing valuable insights into how they learn and level up, which tools they're using, and what they want from an employer.
In this eBook, we explore five key insights that hiring managers, Employer Branding, Talent Acquisition, Human Resources, and Corporate Marketing teams can use to inform their talent attraction and retention strategies.
Insight #1: How often developers visit and engage with Stack Overflow
Reaching developers and technologists interested in a new career path can be a challenge. How do you ensure your company is engaging with them on the right channel?
Insight #2: What are the most admired and desired technologies
With endless amounts of technology options: languages, databases, cloud platforms, and web frameworks - how do you know what tech stack is most attractive to candidates?
Insight #3: How developers describe their current work situations
As the competition for tech talent continues, how do you keep flexibility top of mind at your organization? How can you highlight the type of flexibility you can offer in your employer branding campaigns, from autonomous working hours to locations around the world?
Insight #4: How their roles and responsibilities are defined
As technology continues to evolve and organizations across every industry undergo their own digital transformations, so do the roles and responsibilities of developers. Do they consider themselves to be one type of developer or multiple? How does this change your tech talent strategy?
Insight #5: What best describes the code developers write outside of work
We know that tech talent in general is self-motivated, proactive, and passionate about their work, but do they enjoy it enough to learn new languages or code in their free time?