So you want to make a DevOps hire. You have a product, a solid team of engineers, and the budget to make a hire. Should be easy enough…….but it’s not.
Let’s start with some industry facts:
Software Engineers are among the most passive candidates across any market.
DevOps Engineers are the #1 most recruited role across LinkedIn in 2018.
The most sought-after skills (Kubernetes, Helm, GO, Docker) are still VERY NEW and constantly evolving.
All of this means that you can’t just post an Ad or send out LinkedIn InMails and hope to get the top candidates (or even average candidates). And this wouldn’t be a big deal if DevOps and DevOps culture had not proven to drive successful software delivery, make a huge impact on cutting infrastructure costs, and free up resources….. BUT it has…….. and thus DevOps is the #1 hot role for 2018.
DevOps and Why it Matters:
The most elite performing companies and engineering teams all share one thing in common and that is their speed and frequency of deployment and iteration.
Elite companies have 46 times more frequent code deployment. 2,555 times faster lead time from commit to deploy. 7 times lower change failure rate. and 2,604 times faster time to recover from incidents. – DORA -state of devops 2018
So what’s the point? Well, if you want to be an elite business or engineering team you need to embrace DevOps and that means making it easier to hire top talent.
How can you do that?
Well, there are two things that I believe need to change if Companies and Recruiting agencies want to find top DevOps Talent.
Firstly, we as a recruiting collective need to step away from the classic “Spray and pray” method of messaging. All we have done is make a market of some of the most passive candidates MORE passive. I think we can all appreciate how often we are constantly bombarded with emails, notifications, and messages that we aren’t invested in and because of which, we are largely desensitized to all the noise. It takes precision, market knowledge, and a real interest to reach top talent in the DevOps space.
Secondly, THE CANDIDATE EXPERIENCE IS NUMBER ONE. It seems like more and more companies today think that they can act like Amazon or Google and attract similar talent. I get it, you believe in your company, it’s mission, and everyone who is involved is brilliant. But you haven’t made a name for yourself or impacted the market in the same way the biggest players have. However, you can hire top talent if you can make them feel valued. The best place to start is with an efficient interview process.
I understand you are looking for the “perfect candidate” but if someone is RIGHT for the role, don’t hold out for something better. I would venture to say that as many as 7/10 companies miss out on making a hire because of their process. Yet smaller start-ups, who have streamlined their process, can attract talent away from the UBERs and Facebooks of the world.
There is a laundry list of other factors that could take up a few pages, but I thought I had to start somewhere.
Do you agree? How is your company adapting to a changing recruiting world?
To see some more about how myself and Third Republic are trying to change Recruitment: https://www.thirdrepublic.com