Developers are Screening and Vetting You Too

Developers are Screening and Vetting You Too

The tech landscape today is an odd duck. On the one hand, more people are taking up coding as a profession than ever before. There were 26.8 million developers in the world in 2021, a number which is expected to grow to 45 million by 2030. And yet, we have ongoing debate on a talent crunch, which too is expected to worsen as time goes on.

So, what should you look out for when you’re trying to hire DevOps engineers? DevOps is neither a programming language nor a framework that can be adopted by using SOP templates. Rather it encompasses a wide range of skills, and techniques that are constantly being updated. Here’s what you need to look for when you’re trying to hire a remote DevOps consultant.

In one of our last posts, we posited that part of the reason why companies are having a hard time finding good coders is poor, outdated hiring practices fueled by an ever increasing generation gap and unrealistic expectations. Many of the hiring managers in companies today mistakenly believe they have something (i.e. a job) that developers out there are desperate for.

Nothing can be further from the truth. As hiring remote developers has become the norm, coders too are actively looking for job opportunities beyond their cities and countries. The trend has given job seekers far more bargaining power than they had just a few years ago, and they like to screen their prospective employers just as thoroughly as the latter.

Here are three things that modern millennial and gen-z developers look for when finding their next employer.

Transparency in Work Culture and Operations

Simply writing job descriptions that list out various duties and responsibilities no longer suffices. Instead, the modern developer is looking for what sort of an experience they can expect upon joining.

It’s best to think of your job openings as opportunities for selling your company and what it stands for to prospective employees. Consider adding perks, pictures of the workspace, a few sentences on your brand’s work culture, testimonials from current employees, videos etc in your job descriptions.

Make generous use of social media to showcase what an awesome team and workspace you have! This applies whether you’re looking for in-house employees or if you wish to hire top-vetted remote developers from other parts of the world. Here’s an example. Even though the description is for a content marketer, you can use it as a template when hiring remote developers too.