Tech companies that want to grow need to hire the most talented web developers to achieve their goals. Companies need to position themselves in a way that attracts the best techies. Because first impressions last, a great way to do this is to put time and thought into your job descriptions. Here's the lowdown on writing a web developer job description – how to write one that promotes your company as the place the best developers want to work at. Here are three tips on writing them.

1 – Make it stand out

There are thousands of other tech companies all looking for talented developers. How are you going to stand out?

What you need to know is that your competitors’ job descriptions are mostly going to be pretty dull. They’ll be a list of tasks and responsibilities, put together in a few minutes by someone who can’t tell their Python from their JavaScript. With a bit of thought, yours can be different.

Think about what a techie wants to see when they’re looking for a new role. If you don’t know what that is, enlist one of your current techies to help you put the web developer job description together. Here’s an example: why not talk a little bit about the interview process? Show prospective candidates what they’ll have to demonstrate if they want to work with you.

2 – Speak their language

Don’t be afraid to get technical in your web developer job description. Remember, it’s skilled developers you’re looking for here, so don’t worry about scaring off casual job browsers!

When looking for new roles, developers want to know what kind of work they will actually be doing. So, show them. Talk about the coding languages you work with in your company, as well as the tech stack available. You should also touch on the processes and management styles in your business. Who will a successful candidate report to? (Clue: developers like to be managed by other people who know development.) Do you run Agile, Scrum or another development procedure? Again, if you don’t have the knowledge to do this yourself, get one of your techies in to help you.

3 – Culture and lifestyle

Today, developers consider more than the job responsibilities and salary when they’re evaluating job opportunities. They want to know what kind of company they will be working for. So, in your job description, you need to talk about your company culture.

Many developers will be interested to know what the atmosphere is like in your office - whether it’s quiet, loud, formal, casual. Is there a dress code? Is there a dog? Do your team socialise regularly?

Of course, this only applies if you have an office. If your developers work from home, or offer the option of flexible working, it’s a selling point. The same is true with perks like extra holiday allowances, free gym membership or a pool table. Put them in the job description.

What not to do

As well as the do’s above, there are a few don’ts too.

Make sure there is nothing discriminatory in your job description. Don’t put anything in there that will discourage anyone from applying based on their gender or age, for example. Sometimes, you have to think a little deeper. A study found that phrases such as ‘work hard, play hard’ are a turn-off for women.

While you want the best, you shouldn’t aim so high that you discourage absolutely everyone from applying. If your role can be performed by someone with two years of development experience, there’s no need to specify that only people with more than five years’ experience should apply.

Finally, you don’t need to tell them absolutely everything. Save some info for the interview!

The Haystack alternative

Haystack offers businesses a proactive solution that:

  • Expands talent reach
  • Builds future talent pools
  • Saves time and resources

We know that techies hold the cards in the job market right now, so Haystack helps level the playing field.

Rather than be bombarded by messages from recruiters on LinkedIn, Haystack allows great techies to filter out the noise and only see what is relevant to them, or what they are interested in – your company.

Haystack offers an affordable, proactive, long-term solution – something that external recruitment agencies can’t provide. The companies we work with get exposure that expands their reach and brings a talent pool of engaged techies.

Haystack lets you show potential hires the things they really want to know about your company – tech stack, engineering practices, culture, perks and more.

To find out more, get in touch with us today.

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