At the beginning of this year, Talent Board predicted that “the number one recruiting focus for 2020 will be employer branding” and they weren’t wrong.

Two years ago, searching ‘employer branding’ in Google would yield around 2 million results. Today, you’ll find over 98 million. The workforce is more competitive than ever; the best candidates have more options than they can handle, and if you hadn’t thought too much about your employer brand before, then now is the time to think about how to differentiate your company. According to Google, many of you already are.

Recruiting tech talent is the main challenge for many HR managers and recruiters around the world, and it’s about to get even more challenging. In the coming years, the number of available tech jobs is expected to largely increase. At the same time, the pool of qualified developers will decrease – by 2030, we anticipate a global shortage of more than 85 million tech workers!

For this reason, it’s more important than ever to prepare. Even companies that already have a healthy pipeline of candidates should be proactive in improving their recruitment strategy to remain competitive, and reverse recruitment is the way to do it. We’ve listed the most important performance indicators in tech recruitment you should be looking at, how to measure them and how to improve them using reverse recruitment.

This is part four of Honeypot’s Remote Hiring Guide. Here’s part one: How to Source and Screen Developers Remotely, part two: How to Interview Developers Remotely and part three: How to Onboard Developer Teams Remotely.

Though it’s been a standard practice of developer work for years, managers still get nervous about remote work - especially when it happens suddenly. The path to remote work can be bumpy, meaning managers need to rethink their leadership style - you’ll have to say goodbye to those quick coffee chats and spontaneous meetings!

To curtail the nerves of managing a remote team, we’ve created this handy guide which’ll help you understand some of the best practices of remote management so you can effectively direct staff with confidence through the rocky and rough roads of transition - good luck!

So you’ve received the news that in an attempt to cut down on costs, you have to slow down or completely pause your recruiting efforts. Now that you’ve finally settled into a new routine, you may be finding yourself with a few more hours at hand (a big shock compared to the usual hectic pace of recruitment!). And you think to yourself, now what? When the chaos is over and it’s time to start recruiting again, how do you make sure you are at the top of your game? Here are seven things to do in a hiring freeze to make sure you come out on top.

This is part three of Honeypot’s Remote Hiring Guide. Here’s part one: How to Source and Screen Developers Remotely and part two: How to Interview Developers Remotely

Developers have been requesting remote work for years and they are not alone - 99% of workers say that they would like to work remotely at least some of the time for the rest of their careers. By developing a remote onboarding process now, you’re not only getting ahead, you are likely fixing a flawed process (just 12% of respondents in a Gallup Survey stated that their company does a great job with onboarding). To help you get off on the right foot, we’ve compiled some best practices for you to implement in your own company onboardings.

This is part two of Honeypot’s Remote Hiring Guide. Here’s part one: How to Source and Screen Developers Remotely and part three: How to Onboard Developers Remotely

You had your interview process down. Your candidate experience was stellar. Glassdoor was packed with positive reviews, your inbox overflowed with candidate emails thanking you for the smooth experience. But then COVID-19 hit, and your company, like many others, adopted an indefinite work-from-home policy. No more face-to-face interviews, no more onsite days, no more get-to-know-the-team-lunches.