We continue our series of articles on how to independently fill tech vacancies in various fields. We wrote about DevOps and Frontend Developers earlier. These articles can be easily found on our blog.
Now we propose you to talk about Java Developers. Features of the search, difficulties that may arise on the way to filling the vacancy. Let's discuss the strategy we use at EvoTalents. It will be very interesting. So, we wish you a pleasant reading!
Where to look for a Java Developer
Java is one of the most popular programming languages in the world, with applications ranging from mobile app development to large-scale enterprise systems. So, to avoid getting lost, the first thing to do is to establish a search strategy.
The expert on this matter is Julia, a recruiting partner at EvoTalents. Let's acquaint ourselves with her search strategy, which she kindly decided to share:
If you're a beginner, it's necessary to understand the technical intricacies of the job vacancy, as you might encounter an AQA professional who works with Java, which is definitely not what we need. Therefore, you can use our questionnaire for the hiring manager to obtain complete information about the candidate profile.
Once we understand the candidate profile, the next step is the search strategy, where we specify donor companies, search locations, keywords, main search queries, and what you think will help you build your search strategy:
- Specific technical skills. This could include knowledge of the Spring Framework, Hibernate, or skills in developing Android mobile apps using Java.
- Experience with databases: MySQL or PostgreSQL, understanding of SQL.
- All other details we have learned: experience in specific domains, English proficiency, and so on.
This step will help move towards the most relevant candidates, saving time for both the recruiter and the hiring manager.
Next is market analysis. Because searching for remote position throughout Ukraine and for the office in Tallinn requires different strategies. If the search seems limited, don't hesitate to explore alternative resources:
- For example: GitHub, Stack Overflow, Meetup, Upwork, Xing, Kaggle, DOU, Medium, Quora, Flickr.
- Sourcing on social networks (Facebook, Instagram, Twitter) or sourcing on messengers (Slack, Gitter, Telegram).
How to find Java Developers
Our recruiting partner Julia continues to share her experience:
It's not news that we've returned to an employer's market, so posting a vacancy is an important step. Typically at EvoTalents, we use DOU, Djinni, Skyworker, LinkedIn, and our website (for the Ukrainian market). But a refined skill of rapid candidate screening is necessary here because there can be a lot of feedback, much of it irrelevant. You can also try AI tools to expedite the process, for example, this one.
Once we've found candidates, we need to carefully consider our emails. I usually ask myself the following questions:
- Does the email effectively sell my vacancy to this candidate?
- Is the tone of voice appropriate?
- Is the email structured and does it address all candidate questions?
- Does the email subject line grab attention?
We outline examples of several candidate emails and test them to see the response rate. We also outline the main selling points of the vacancy, key objections, and responses to them.
Organizing interviews is something to take care of even during the initial communication with the hiring manager: inquire about which hard/soft skills are important to them, find out from the candidate what matters to them, and determine if there's a true match. At this stage, we're already considering possible counteroffers.
Afterward, timely feedback is crucial, staying in touch even when there's no feedback yet.
Reasons to find a Java Developer with an agency
Now that you have a thorough understanding of how to independently search for Java Developers, it's time to discuss working in collaboration with an agency. What are the benefits? In our opinion, the main advantage is quite obvious: our awesome recruiters will handle everything mentioned above for you.
But that's not all. Let's delve deeper into all the advantages of collaborating with EvoTalents.
- We are precisely the IT recruiting agency whose principle of operation is Client Care. What does this mean? Our team creates a unique approach to the needs of each individual client. We won't just fill your vacancy; we'll also take care of your company's image in the market. We'll be available 24/7 [and even more often] to promptly answer all your questions. We'll become your temporary internal recruiters who know everything about your company and only search for the most relevant candidates. Working with us means a genuine long-term partnership.
- Our average time to fill a vacancy is 28 days. That's enough time to introduce you to the best IT specialists. We have a strong database of warm candidates who are open to communicating with us. Moreover, our recruiters and sourcers are true experts in establishing new contacts and finding IT specialists who aren't on LinkedIn. We can reach those whom other recruiters can't [and that's a very pleasant fact].
- We have experience in filling vacancies at all levels, from Junior to Senior. That's why we understand that the search strategies for all specialists differ. Our approach is very systematic: at the beginning of our work, we formulate a strategy and adjust it if necessary during the process. This helps us to quickly respond to all sourcing challenges and difficulties, instantly solving them. Our clients are always at ease because they know that we are constantly working to increase our efficiency and hiring speed.
Confirmation of each of these facts can be found on this page. Here you can read about our working principles, see client testimonials, learn about our services, and much more!
We are open to collaboration today. So, if you feel that delegating a technical vacancy is what you need right now, don't postpone it. Fill out the form, and we will contact you immediately and conduct a consultation as soon as possible to determine the most suitable collaboration option.
