<img style="display: block; margin-left: auto; margin-right: auto;" src="https://res.cloudinary.com/droomwork/image/upload/v1677880787/Media_Resources/blog_body_images/gyvaazgfwpwen3zwkrwb.png" alt="" width="600" height="333">
&nbsp;
As of 2021, Google released the <a href="https://nextbillionusers.google/research/africa-developer-community-2021/" target="_blank" rel="noopener">Africa Developer Ecosystem report </a>stating that there are nearly 716,000 professional developers across Africa with more than 50% concentrated in five key African markets. Egypt, Kenya, Morocco, Nigeria, and South Africa. South Africa has over 119,000 developers, Egypt has 87,000, Nigeria has 84,000, Kenya has 58,000 and Morocco has 47,000 developers. Looking at these data, you know that Africa has a limited supply of tech talent as compared with Europe and Asia.
&nbsp;
In the<a href="https://nextbillionusers.google/research/africa-developer-community-2021/" target="_blank" rel="noopener"> Africa Developer Ecosystem report 2021, </a>&nbsp;COVID 19 opened up remote work, and companies started to realize they could staff from anywhere and outsource on an ongoing basis. This led to global opportunities at the developer's end. International companies are now bidding for African developers thereby making retention of developers at local companies much more difficult due to the competition and fight with tech talent. According to the AU, around 70,000 Africans are lost to brain drain annually.&nbsp;
&nbsp;
<img style="display: block; margin-left: auto; margin-right: auto;" src="https://res.cloudinary.com/droomwork/image/upload/v1677880871/Media_Resources/blog_body_images/yelxdwyqcwn7cj65jiwz.png" alt="" width="600" height="329">
&nbsp;
They emigrate to seek a higher quality of life or better education. It is likely that your company is the starting point for developers to leave your country. 33% of developers in emerging countries (African countries establishing the foundation for growth, small-to-moderate developer population which is Tunisia, Senegal, Ivory Coast, Algeria ) strongly agree that they learned to code for international opportunities when they were asked by Google if they agree or disagree with the statement that stated: &ldquo; I learned to code for the opportunity to move to another country to work &ldquo;. As a founder, you have to understand the value of developers across the market and more specifically, their value amongst companies comparable to your size &amp; financial capabilities. Then you have to make sure your offering to your developer is competitive.
&nbsp;
&nbsp;According to CNBC, &ldquo; Software developers don&rsquo;t have a monopoly on ideas, but their skill set makes them a uniquely deep source of innovation, productivity and new economic connections. When deployed correctly, developers can be economic multipliers- coefficients that dramatically ratchet up the output of the teams and the companies of which they are part of &rdquo;
Retaining African developers can be very hard but these few points, might help in retaining your developers.
&nbsp;
<h3 dir="ltr">LE<a href="https://www.droomwork.io/" target="_blank" rel="noopener">AVE THE FIGHT FOR TECH TALENT TO OTHER COMPANIES, AND GET ACCESS TO DEVELOPERS TODAY. Access Developers</a></h3>
<ol>
<li dir="ltr" aria-level="1">
Keep your developers updated on tech tools &amp; Frameworks: Keep the tools and frameworks of your development team updated to the latest and greatest. It is better for developers to learn a new tool to solve a problem than for the team to hack their way around old tools that most times do not solve the problem which may end up wasting your developer's time &amp; effort. Most tools are designed to solve a particular problem. Most developers agree with the statement &ldquo;that being stuck on a team that uses old technologies is like being a carpenter using drills cranked by hand instead of a power drill&rdquo;.
</li>
<li dir="ltr" aria-level="1">
Offer Career Advancement / Stock Options: Stock options especially for your early developer would help in retaining them depending on what has been agreed on the term sheet. This might really work when your developer really believes in your startup. Maybe sharing the vision of your startup with them would go a long way. Offering career advancement is also a good way to recognize your developer's effort and time spent with your company. If your company size is small, vertical movement to a lead developer or engineering manager may be easier to offer as an incentive. This may work when your developer is someone that always wants new challenges. 
</li>
<li dir="ltr" aria-level="1">
Constant Communication = Constant Interruption: Developers like blocks of uninterrupted time so they can focus on their work and get in the zone. Nothing destroys that concentration faster than the constant pinging of a message every five seconds in slack. As a manager, you need to identify when certain communication tools just aren't just working. Sometimes switching to email or non-instantaneous project management software might work. 
</li>
<li dir="ltr" aria-level="1">
Let Them Solve Creative Problems: Google is an example for companies to create opportunities for developers to solve new problems relating to their company. In their 2004 IPO Letter, Sergey Brin and Larry Page explained this philosophy. They wrote, &ldquo; We encourage our employees, In addition to their regular projects, to spend 20% of their time working on what they think will most benefit Google. This empowers them to be more creative and innovative. Many of our significant advances have happened in this manner&rdquo; Products like Gmail, Google News and Adsense emerged from this scheme. As a founder, you can organize hackathons or training days just for your developers to solve creative problems. By this, you can satisfy your developer&rsquo;s desire of learning and improve their skills. 
</li>
</ol>
&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;
If you are currently hiring, you can skip all the hiring hurdles by<a href="https://www.droomwork.io/"> </a><a href="https://www.droomwork.io/" target="_blank" rel="noopener">reaching out to us. </a>We have vetted, ready-to-start developers in &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Droomwork
<ul>
<li dir="ltr" aria-level="1">
Tell us your requirement 
</li>
<li dir="ltr" aria-level="1">
We send you our matched to developers for a confirmation interview 
</li>
<li dir="ltr" aria-level="1">
Pay when you make a hire 
</li>
</ul>
&nbsp;

Retaining African developers can be very hard but these few points might help you retain them.

How To Retain African Developers in 2023

&nbsp;
<h3 dir="ltr">Table Of Content</h3>
<ul>
<li dir="ltr" aria-level="1">
Sourcing for developers
</li>
<li dir="ltr" style="font-style: italic;" aria-level="1">
Who are fullstack developers, their job description templates
</li>
<li dir="ltr" style="font-style: italic;" aria-level="1">
Interviewing a fullstack developer: Questions you should ask
</li>
<li dir="ltr" style="font-style: italic;" aria-level="1">
How do i get a good fullstack developer
</li>
<li dir="ltr" style="font-style: italic;" aria-level="1">
How we help companies get full stack developers onboard
</li>
</ul>
 
<h3 dir="ltr">Sourcing for developers</h3>
&nbsp;
Recruiters use platform like github, linkedIn &amp; Stackoverflow to source for developer
<a style="color: rgb(230, 126, 35);" href="https://www.g2.com/products/github/reviews">GitHub</a> is the world&rsquo;s largest social coding site, with close to 31 million developers. Simply put, it is a cloud-based platform for open source (OS) developers who use it to host and share code based on frameworks such as Ruby on Rails.
&nbsp;
You can follow these steps to find the best developer talent through GitHub:
&nbsp;
First, you must create a profile on <a href="https://www.github.com/" target="_blank" rel="noopener">GitHub.</a> Set up your account with your company and personal information. After your profile is created, you can use the search bar for finding developers using 3 parameters, viz., language, location, and followers.
For example, if you wish to find someone who&rsquo;s skilled in JavaScript, based in London, and with a follower count of greater than 20 people, your search will look like this:
&nbsp;
<img style="display: block; margin-left: auto; margin-right: auto;" src="https://lh4.googleusercontent.com/PDVyQzOBQC17QDbYVERY0_2sYyONtmUhng5TbpMi-LADFGl7bqlr2Jy3Bu5p7SJx9yIIdgfdkOnJKfzvUvNHP7sCivlBWAs2cUVCA6-l_o4sJmguLYcvDvWdpMGOGiXUW93JJF0Z-j_qH595od-6n6E" alt="github search" width="624" height="96">
&nbsp;
A follower count of 2-10 is considered good and anything between 26-75 is exceptional. Any developer with 75+ followers is considered super amazing. GitHub will come up with a list of repositories of developers that you can reach out to.
However, you must filter your search accordingly. After you run your search, GitHub will show you the results for repositories by default instead of users first. You need to amend that view by selecting users&rsquo; from the left hand side menu.
&nbsp;
Stackoverflow
&nbsp;
<a style="color: rgb(230, 126, 35);" href="https://www.stackoverflow.com/" target="_blank" rel="noopener">StackOverflow &nbsp;</a>is a Q&amp;A site for enthusiast programmers and professionals and is a great platform to hire amazing developers.
&nbsp;
<img style="display: block; margin-left: auto; margin-right: auto;" src="https://lh6.googleusercontent.com/LstQspr8mqG7_W_Fj1MscQQGc94TmvEm1DpY5cCODRA4Brur685gBd0EzIDfZEu5mV9CUTw7Hltk7ZZFodv_0YGehShtL7njLGJRrHfLOP6rR5f6foPedtOFNvW6BkSGO5jGkEvz47SCurMBUhqLy2Y" alt="stack overflow" width="624" height="285">
&nbsp;
The process of shortlisting profiles of developers is similar to GitHub. However, before connecting with developers via StackOverflow, here are a few things to remember:
StackOverflow is a Q&amp;A site where developers post and answer technical questions. You must look out for candidates addressing specific questions to see if they fit your requirements.
Developers are segregated based on their user badges and reputation scores. An ideal candidate ranks high for both. Every question that is posted on StackOverflow has tags associated with it. You can use these tags to find developers who fit the bill. 
&nbsp;
<h3 dir="ltr">Who are fullstack developers, their job description template</h3>
Full stack developers are developers with a wide knowledge of writing frontend code and backend codes.They know languages like php, node js, html, laravel , css, React. They can write Api as well call/consume them at the frontend, can implement designs of a UI &amp; UX designer etc.
&nbsp;
Below is a job description template from LinkedIn;
&nbsp;
<img style="display: block; margin-left: auto; margin-right: auto;" src="https://lh6.googleusercontent.com/xlLrCnvkBjlv7izUAZs0G48ua1nIljMnvZ-rqNgkGKXOJNibGKIFZGTwjjVDVUaH-tfxhlWzUOy-WTowZyWAfimjKP3iUFFk2qpqjwAUTOkZI4S9eApgVt2HZFtslyPGwq8DCW173g6DfonhMxFwnJQ" width="449" height="591">
<h2 dir="ltr">&nbsp;&nbsp;&nbsp;&nbsp;</h2>
&nbsp;
What are the benefits of hiring a fullstack developer
<ol>
<li dir="ltr" aria-level="1">
Cost Effectiveness and Management
</li>
<li dir="ltr" aria-level="1">
A Multi-faceted full stack developer has various skills in both the frontend and backend of an application. From writing code in Node,Go, Php to Javascript, React, Jquery etc
</li>
<li dir="ltr" aria-level="1">
Generalist - If you are a startup, hiring a full stack developer would help a lot when it comes to content switching and flexibility.
</li>
</ol>
 
You might hire a full stack engineer to:&nbsp;
<ul>
<li dir="ltr" aria-level="1">
Work with agile development methodologies, adhering to best practices and pursuing continued learning opportunities&nbsp;
</li>
</ul>
<ul>
<li dir="ltr" aria-level="1">
Develop new features and infrastructure development in support of rapidly emerging business and project requirements&nbsp;
</li>
<li dir="ltr" aria-level="1">
Assume leadership of new projects from conceptualization to deployment&nbsp;
</li>
<li dir="ltr" aria-level="1">
Ensure application performance, uptime, and scale, maintaining high standards of code quality and thoughtful application design&nbsp;
</li>
<li dir="ltr" aria-level="1">
Work across the full stack, building highly scalable distributed solutions that enable positive user experiences and measurable business growth
</li>
</ul>
&nbsp;
<h3 dir="ltr">Interviewing a fullstack developer: Questions you should ask</h3>
Interview normally goes with either assessing the candidates hard or soft skill.
Hard Skill Questions
<ul>
<li dir="ltr" aria-level="1">
Describe an application you built and which technologies you used to build it.
</li>
<li dir="ltr" aria-level="1">
How would you store a user's password on an online portal&mdash;and why?
</li>
<li dir="ltr" aria-level="1">
If you had a month to develop a project from scratch, which frameworks, technologies, and programming languages would you use?
</li>
</ul>
&nbsp;
Soft Skill Questions
<ul>
<li dir="ltr" aria-level="1">
Tell me about a typical day in a previous role as a full stack engineer.
</li>
<li dir="ltr" aria-level="1">
How do you keep up with the latest coding developments and programs?
</li>
<li dir="ltr" aria-level="1">
Discuss a time you struggled with debugging or another implementation issue.
</li>
</ul>
&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;
<h3 dir="ltr">How do i get a good fullstack developer</h3>
<ol>
<li dir="ltr" aria-level="1">
Freelance platform - <a style="color: rgb(230, 126, 35);" href="https://www.toptal.com/" target="_blank" rel="noopener">Fiverr </a>&nbsp;<a href="https://www.toptal.com/">Toptal ,</a>&nbsp;<a style="color: rgb(230, 126, 35);" href="https://www.freelancer.com/" target="_blank" rel="noopener">Freelancer</a>, <a style="color: rgb(230, 126, 35);" href="https://www.upwork.com/" target="_blank" rel="noopener">Upwork &nbsp;</a>These sites are similar. They make sure talents on their platform are professionals, especially toptal.
</li>
<li dir="ltr" aria-level="1">
Recruiting Agencies - They are firms that source for candidates on behalf of a company. They get paid on every successful hire.
</li>
<li dir="ltr" aria-level="1">
IT Project expansion companies.
</li>
<li dir="ltr" aria-level="1">
Vetting Companies - <a style="color: rgb(230, 126, 35);" href="https://www.droomwork.io/" target="_blank" rel="noopener">Droomwork &nbsp;</a>&nbsp;,Turing , Flexiple. These companies sometimes serve as third party platforms in providing quality developers to companies and startups. They take responsibility for sourcing developers and vetting/ screening them by letting developers go through all their vetting process. From technical interview to behavioral &amp; communication skills.
</li>
</ol>
&nbsp;
<h3 dir="ltr">How we help companies get fullstack developers onboard</h3>
Here in Droomwork, we help companies hire quality developers faster. We take care of the sourcing, interview etc. Our developers are prevetted and ready for work. All you have to do is,
<ol>
<li dir="ltr" aria-level="1">
Tell us your requirements.
</li>
<li dir="ltr" aria-level="1">
Review available developers&rsquo; profiles.
</li>
<li dir="ltr" aria-level="1">
We send interview invitations to speak to them to confirm if they align to your company&rsquo;s culture.
</li>
<li dir="ltr" aria-level="1">
Pay when you make a hire.
</li>
</ol>
 
&nbsp;

Sourcing for fullstack developers can be hard in 2023. This article would help you in your next fullstack hire.


How To Hire FullStack Developer in 2023:  Sourcing To Salary Negotiation

<ul>
<li dir="ltr" aria-level="1">
What is a MVP
</li>
<li dir="ltr" style="text-align: justify;" aria-level="1">
Why Develop an MVP
</li>
<li dir="ltr" style="text-align: justify;" aria-level="1">
MVP Examples
</li>
<li dir="ltr" style="text-align: justify;" aria-level="1">
Building the MVP in 5 steps
</li>
<li dir="ltr" style="text-align: justify;" aria-level="1">
How Droomwork can help you build MVP
</li>
<li dir="ltr" style="text-align: justify;" aria-level="1">
FAQ
</li>
</ul>
&nbsp;
<h3 dir="ltr" style="text-align: justify;">What is a MVP?</h3>
An MVP (Minimal Viable Product) is&nbsp; a version of a product with just enough features to be usable by early customers who can then provide feedback on future product development according to wikipedia. The term MVP was coined by Frank Robinson in 2001 but was popularized by Eric Ries and Steve Blank.The idea of MVP was centered around building usable product for users, and validating business hypothesis and to test a particular business model to customers to see if it resonates with the market rather than executing on non-viable business model.
&nbsp;
<h3 dir="ltr" style="text-align: justify;">Why Develop An MVP?</h3>
&nbsp;
<img style="display: block; margin-left: auto; margin-right: auto;" src="https://res.cloudinary.com/droomwork/image/upload/v1677876774/Media_Resources/blog_body_images/q6yvv5x3nwgizxlcvaaj.png" alt="" width="526" height="507">
Developing an MVP is more like laying a foundation before building a house. There is a probability that not building an MVP of your product will lead to building what users don&rsquo;t want or solutions that the market does not need.
&nbsp;
<ul style="text-align: justify;">
<li dir="ltr" aria-level="1">
Right Product Build - Starting lean can help you build a product with much depth than having a full fledged product packed with features. Having a fully fledged product may cause you to miss some details during product development. An MVP would lead you to building what the user wants.
</li>
<li dir="ltr" aria-level="1">
Time - to - Market : This is the time it takes for your product to go to market. MVP is designed to reduce the time to launch your product to your target audience as building an MVP should not take more than 3months. An MVP makes you launch early.
</li>
<li dir="ltr" aria-level="1">
Reduce Cost - Planning an MVP reduces cost of development since you aint integrating all the features of the product. This validates that you don&rsquo;t need millions of dollars to launch your product or to solve that problem.
</li>
</ul>
&nbsp;
<h3 dir="ltr" style="text-align: justify;">MVP EXAMPLES</h3>
Stripe - Stripe is a US based payment processor that has processed billions of dollars worth over $74 billion. But before it got to this height, its name was first /dev/payment. Back in its early days, the founders integrated the payment processor for their client by going to their offices.
&nbsp;
Airbnb - This is another example, in their early days, they had no map view feature, no payment system, you had to pay the host in person.
&nbsp;
<h3 dir="ltr" style="text-align: justify;">Building The MVP In 6 Steps</h3>
&nbsp;
<img style="display: block; margin-left: auto; margin-right: auto;" src="https://res.cloudinary.com/droomwork/image/upload/v1677876678/Media_Resources/blog_body_images/zanx8llh4vg1zumvdtxm.png" alt="" width="526" height="507">
&nbsp;
<ol style="text-align: justify;">
<li dir="ltr" aria-level="1">
Define a problem statement : Write down the problem you want your product to solve. In doing so, you might end up finding out that the solution you have doesn't meet market demand.
</li>
<li dir="ltr" aria-level="1">
Conduct User Research : User Research is the act of conducting an interview, surveys etc. It can be broken down in two categories which are; Primary Research - Is conducting interviews, surveys and usability study. Secondary Research - refers to research done by others mostly found in books or articles.
</li>
<li dir="ltr" aria-level="1">
Create a hypothesis Statement : Hypothesis statement is an educated guess about what you think the solution to the problem is. You can use the if/ then format or "we believe" format. For e.g&nbsp; " We believe that a product tour would educate them about the app usage so that he can hire dog walkers"&nbsp;
</li>
<li dir="ltr" aria-level="1">
Define &amp; Prioritize Features : You can brainstorm on features that would help solve the problem. Make a list of every possible feature you can think of. After that, prioritize them using the feature matrix format below with your team. Score each feature on the scale of 1-5. For e.g Score how hard a certain feature will acquire a new&nbsp; customer on a scale of 1-5. Higher score would equate to ease. The higher the score the easier the feature brings new customers.
</li>
</ol>
<img style="display: block; margin-left: auto; margin-right: auto;" src="https://lh4.googleusercontent.com/pWEPzy3vdFDbTICCAkeJUymGnfgB5PKcRnKPR82lW05xluRcvwTyEaCYJhNotnfDaBU7B9qEeb8b4rNec06nYMK7wMhwjAEJJZOTXz0m7wyD0vgHqeMv6YuvF5rUDeEn3pzIyNBc2AZlYCLRkLfLrg" width="624" height="321">
<ol style="text-align: justify;" start="5">
<li dir="ltr" aria-level="1">
Build the MVP/ Launch - Setup a team of developers &amp; designers to help bring your product to reality. The engineers would develop the prioritized features.
</li>
<li dir="ltr" aria-level="1">
Iterate - After launch, collect feedback from your existing customers. You can use tools like <a style="color: rgb(230, 126, 35);" href="https://canny.io/" target="_blank" rel="noopener">Canny</a>, <a style="color: rgb(230, 126, 35);" href="https://www.hotjar.com/" target="_blank" rel="noopener">Hotjar</a> for surveys. With those feedbacks you can build customer centric features using the data provided by your users.
</li>
</ol>
<h3 dir="ltr" style="text-align: justify;">&nbsp;</h3>
<h3 dir="ltr" style="text-align: justify;">How Droomwork Can Help You Build MVP</h3>
The process of building MVP at&nbsp;<a href="https://www.droomwork.io/" target="_blank" rel="noopener">Droomwork </a>is similar to the flow above. WE start with the problem our client wants to solve and develop it into an MVP to check for feasibility.
&nbsp;
<h3 dir="ltr" style="text-align: justify;">FAQs<a href="https://www.droomwork.io/">&nbsp;</a></h3>
&nbsp;
Q : How long should it take to build an MVP?
&nbsp;
A : In as much as building an MVP should take weeks not months. The recommended timeline is 3-4 months.
&nbsp;
Q : How to ask feedback Questions/Surveys
&nbsp;
A : Identify the key thing you want to learn from your users. The question you want to ask, would it help solve the problem you want to solve?
&nbsp;
Q : What Makes A Good MVP?
&nbsp;
&nbsp;A : It is the one that fulfills its purpose i.e testing the initial business idea, costing cost and making product launches faster.
&nbsp;
&nbsp;Q : How much does it cost to Build a MVP?
&nbsp;
&nbsp;A : This would really depend on the Prioritize feature of the product. However, the average price ranges from $30,000 - $50,000
&nbsp;

Having startup ideas isn't enough. Learn to bring it to reality as quickly as possible.


How To Build An MVP in 6 Steps

<h1 dir="ltr">Introduction</h1>
&nbsp;
Tech is almost limitless in its career scope, welcoming everyone and providing necessary opportunities to learn, grow and earn. Yet, regarding tech talent recruitment, almost every employer faces the problem of attracting and hiring the right talent. But this wouldn&rsquo;t be an issue if every employer knew and had the right tech talent recruitment skills.
&nbsp;
Currently, the tech talent recruitment rate is just 2%. CompTIA says that, over the last 12 months, nearly 4 million tech positions were posted for immediate employment, all of which still remain vacant presently.
&nbsp;
<a href="https://www.comptia.org/" target="_blank" rel="noopener">CompTIA </a>says this shortage of tech employees will likely continue for the foreseeable future. The job growth rate is projected to rise twice as fast as the overall U.S. employment through 2032. More recruitment professionals expect it will take longer than it already does to fill open job positions over the next 12 months.
&nbsp;
In this shortage of tech talents and with the desire to hire only the best hands for the growth of your organization, it is imperative to know how to hire tech talents with speed and accuracy.
&nbsp;
This article is an instructional material with the best tech recruiting strategies for double efficiency.&nbsp;
&nbsp;
Ensure you have subscribed to our newsletter to get notified about all our improved tech talent recruitment tips and hacks.
&nbsp;
<h2 dir="ltr">Why The Hiring Process Is Slow</h2>
&nbsp;
<img src="&quot;https:/res.cloudinary.com/droomwork/image/upload/v1677779979/Media_Resources/blog_body_images/ubn8ib6gguzj0ptnjbj7.jpg&quot;" alt=""><img style="display: block; margin-left: auto; margin-right: auto;" src="https://res.cloudinary.com/droomwork/image/upload/v1677779979/Media_Resources/blog_body_images/ubn8ib6gguzj0ptnjbj7.jpg" alt="" width="600" height="400">
Credit: Unsplash - Nick Abrams
&nbsp;
If you need tech talent as much as you say you do, then the speed of hire should be one of your top recruitment concerns.&nbsp;
&nbsp;
Tech talent recruitment is competitive, and you can&rsquo;t afford to move too slowly. Chances are that the slower you go, the faster other companies take these prospective talents and leave the weakest to you.
&nbsp;
Here are three reasons that might be responsible for your slow hiring process:&nbsp;
&nbsp;
1.&nbsp; Outlining Ambiguous Needs/Job Description
&nbsp;A properly outlined job description helps you get the best hands for the positions you want to fill. This is what your organization wants, right? To have the right people working to improve company growth. However, be careful not to take it too far with tech talents.&nbsp;
&nbsp;
On your advert page, potential employees should understand what you expect of them at a glance. Overstating the expectations only shows how lengthy the recruitment process will be.
&nbsp;
2.&nbsp; Inefficient Interviewing
The interview process should be short, straight to the point, and highly targeted at evaluating employees based on the firm's needs.&nbsp;
&nbsp;
The hiring process is slowed when inefficient people are in charge of the interviews.&nbsp;
&nbsp;
Worse still is when you have people who do not know what the company is in need of manning the interview panels.
&nbsp;
At best, they&rsquo;d end up over-stretching the interview session, asking irrelevant questions that put the firm in the wrong light and ultimately scare off the applicant.
&nbsp;
This is not good for tech talent recruitment.
&nbsp;
3. Lack of Decision Making
This reason may sound ridiculous to job seekers until you get behind the desk and face the same trouble that employers face; JUST SETTLE FOR THE TALENT!
&nbsp;
A slow hiring process is often a result of a lack of decision-making speed by employment managers who have the misconception of an &ldquo;ideal&rdquo; candidate who perfectly matches some mental picture of the "best person for the job."
&nbsp;
Some companies refuse to seal an employment contract in hopes that they&rsquo;d find a new hire, a&nbsp; dynamo who will impress them on every level.
&nbsp;
This is why there&rsquo;s always room for growth on the job. You can&rsquo;t find the perfect person who impresses you on all fronts, especially if it is tech talent you&rsquo;re recruiting. The best you&rsquo;d do is send the wrong message to the scarce tech talents and have them avoid your advert page.
<h2 dir="ltr">Top 6 Strategies to Hire Tech Talent 2x Faster</h2>
&nbsp;
<img style="display: block; margin-left: auto; margin-right: auto;" src="https://res.cloudinary.com/droomwork/image/upload/v1677779013/Media_Resources/blog_body_images/wlwnzddydibkidadd0te.jpg" alt="" width="600" height="400">
Credit: Unsplash - Jeshoot
 
There are a lot of recruitment strategies you could try out. Some are slow and effective, while others are tailored to meet specific industry needs.
&nbsp;
Our focus is on the tech industry, using the right techniques for talent recruitment at the best possible time and at the lowest cost.
&nbsp;
Below are the top 5 strategies to hire tech talent faster:
&nbsp;
1. Create an Actionable Recruitment Plan.
The best ventures begin with a plan. This includes your recruitment process. Your plan should cover how you intend to recruit, the goals for recruitment, expected qualifications, the opportunity for growth, and when to decline an applicant.
&nbsp;
Remember that tech talents are scarce; hence, your plans must be actionable and easy to carry out. This helps to target the right talents, screen them, and onboard them. The unnecessary delay could have you to lose your talents.
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2.&nbsp;Find the perfect talent pool
You need <a href="https://www.droomwork.io/blog/7-best-freelance-websites-to-hire-software-developers-in-2023" target="_blank" rel="noopener">the right place to advertise your opening </a>if you want to reach the right people faster. The perfect talent pool will enable you to hire at a faster rate but with less costs and hitches. You'd know if a talent pool is perfect by their methods of selecting developers and their customer support tools.
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Droomwork talent pool comprises several strictly vetted developers for any programming field. In less than 48hrs, you'd find the perfect person for you. Also, our 24/7 customer support team is ready and available to meet your needs. In fact, choosing Droomwork's talent pool automatically eliminates 90% of the hiring process for you.
 
3. Advertise Your Work Culture
Companies that thrive today understand that culture is the new driver. Does your organization have a work culture that can lure tech talents in?
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Is there flexibility in location, office attendance, and work hours that appeal to a more diverse, skilled talent who needs to balance working as a techie with being the right dad for his kids?&nbsp;
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Does your organization allow workers to work virtually, in person, or a hybrid manner?
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If it does, then include this on your advert page. Your potential employees should be repeatedly reminded of this information, from job postings to in-interview discussions.
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Droomwork sure knows how to hammer this point down for its clients.
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4. Keep Your Work Environment Rich
It's a no-brainer that top-notch developers attract other top-notch developers. You have to have a quality staff team to attract other quality talents. If you don&rsquo;t already have one, you can make your existing staff into one.&nbsp;
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How? Regular training and retraining until there&rsquo;s no part of the world where their prowess isn't heard of.&nbsp;
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Eddie Lau, Engineering Lead at Crypto.com, says, "strong teammates and leaders who are willing to boost growth are one of the non-compensable factors that matter for tech talent.&rdquo;
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Tech talents want to grow. They need to be sure that when they join your team, there are capable hands to work with.
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5. Create Exciting Challenges
Great tech talents love a good challenge. They enjoy creating an unbeatable block of code, safeguarding your system, making the best software solution for your business, or decrypting some complex software.
So, ensure you&rsquo;ve got a real need for them before embarking on a job hunt for tech talents.&nbsp;
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Tech talents usually scale how easy or difficult a job role would be based on the interview process. If you simply interview prospective employees on basic tech knowledge, chances are that, after the first session, they&rsquo;d simply not reply to your emails and move on to something that challenges their creativity.
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So, If you&rsquo;re going to make the first right impression, you&rsquo;ve either got to tailor interview questions to job specificity or leave the interview job to a tech recruiting expert like Droomwork that has interview questions streamlined to applicants' level of expertise.
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We never get it wrong at Droomwork.
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6. Draw Them In With Your Paycheck
Unsurprisingly, a better salary package is one of the top-tier reasons why talents hunt for new possibilities. In 65% of situations, salary precedes other factors such as a desire to work on cutting-edge technologies, work-life balance, and career advancement chances.
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This is even higher when talents are presented with an offer that substantially increases salary. Therefore, "Always pay top dollar for top talents," says Julius Uy, CTO of Kydon Group &amp; ZilLearn.
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According to Julius, various studies have proven that the top 10% of engineers outperform the top 50% by up to 2.5 times. This is interpreted to mean that companies save a lot of money by paying higher for top talents.
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Julius also discussed how, despite only having four engineers, the Viki Android app could regularly offer high-quality output and outperform the other main streaming platforms.
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Companies can also devise good compensation plans that remain competitive. This is possible if they grant Employer Stock Options (ESOPs), equity, and performance bonuses to reward exceptional employees for excellent performance throughout a business year.
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Everyone wants to do what they love in the best possible conditions while earning enough money to pay for a good life. Developers are inclusive. Hiring tech talent shouldn&rsquo;t be difficult if your company caters to this.&nbsp;
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<h2 dir="ltr">Why don't you let DROOMWORK do your hiring for you?</h2>
Finally, if you are an employer that understands the importance of getting the right hands on your project as quickly as possible, you already know that time wasted seeking tech talent equals a drop in organizational efficiency.&nbsp;
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This is why Droomwork exists: We are a top-tier hiring firm that helps you with all your sourcing, hiring, and onboarding issues. We know the language of potential tech talents, the right ones for your project.&nbsp;
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Save yourself the time and hassle of sourcing tech talents, and let Droomwork help you make the process as seamless as the next block of codes- even 10x faster.
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