Review your approach Improve how you hire Candidate shortlist

Why am I struggling to hire software engineers?


Assess your approach

On average, how many applicants do you get?

More than enough
A reasonable amount
Just enough
Hardly any

What percentage of your candidates are women?

More than 50%
20–50%
10–20%
5–10%
Less than 5%

Which is most important to you when selecting a candidate?

Experience
Fast learner

What is your main technical assessment?

Timed tech test
Live pair programming session
Whiteboarding
Logic puzzles
Take-home tech test

Do you offer mentoring or coaching for your team?

Yes
No

How often does your team do pair programming?

Never
Rarely
Sometimes
Every day

How often does your team do retrospectives?

Never
Rarely
Regularly

Where do you currently source talent?

(select all that apply)

Universities
External Recruiters
Bootcamps
Meetups
Other

Your current approach:

Candidate sourcing
Company perception
Job description
Technical interview
Selection criteria
Engineering culture

NoPotential issue Identified

Candidate sourcing

  • Talent is scarce. Pulling talent from a number of streams means you automatically increase your chances - and also ensures more diverse thinking in your team.

NoPotential issue Identified

Company perception

  • Your hiring journey starts with your employer brand, it’s what sets you apart from the competition. Make sure it's communicating to candidates WHY they want to come and work for you.

NoPotential issue Identified

Job description

  • Let the candidate, male OR female, recognise that they’re the right person for the job: by describing the job, not the person. Women are far less likely to apply if they don’t 100% match the criteria.

NoPotential issue Identified

Technical interview

  • Let candidates take tech tests home - a timed test does not reflect the working environment. And whiteboarding and logic puzzles can alienate anyone but computer science graduates.

NoPotential issue Identified

Selection criteria

  • Modern technology changes faster than ever. Consider the passion and enthusiasm fast learners would bring, over someone with years of experience.

NoPotential issue Identified

Engineering culture

  • Passion for personal growth is one of the best attributes you can look for. Make sure you cultivate an engineering culture where personal growth and collaboration are key.


Join us at our next employer breakfast

We'll help you improve:

Candidate sourcing
Company perception
Job description
Technical interview
Selection criteria
Engineering culture

Reserve your free seat

Discover how the UK’s top employers attract and secure the very best developer talent for their tech teams with Makers Academy.

Our employer seminars are approximately 2 hours and include breakfast and networking opportunities at a central-London location.

Reserve and find out more

We've got your request

Thanks

One of our team will be in touch with details about our breakfast seminars

Let us create a tailored shortlist for you

About Makers Academy

We’re an education company - not a recruitment agency. We train the best junior software engineers available today.

We listen and take on as much or as little of the recruitment process as you want. We'll get to know you and build your employer brand within our community.

We find the attributes you ask for and match you with specific candidates. We'll create a shortlist and arrange interviews on your behalf.

Send me a shortlist of candidates

We've got your request

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One of our team will be in touch with a list of suitable candidates


We've got your request

Thanks

One of our team will be in touch with