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How to Source and Interview Software Engineers

How to Source and Interview Software Engineers

By: John Rossheim


Are you looking to hire a software engineer

Sourcing software engineers is extremely challenging, given the high demand for IT talent. Recruiters who make the effort to learn how tech talent thinks—and what they think about—can bring a major strategic advantage to their companies. Once you locate a potential candidate, it’s crucial that you interview to impress them to help close the deal. 

The recruiter tips and insights below will help you successfully source and interview software engineer talent you need. 

Key Software Engineer Credentials and Certifications:

Recruiter Tip:

“We narrow it down to the top three languages,” says Jenny Chynoweth, talent outreach manager at WhitePages. “We don’t necessarily do a ranking of candidates, but we do ask about their level of experience and what projects they’ve worked on."

Critical IT Skills for Software Engineers:

  • Design, implement, test and maintain software for applications or systems
  • Learn new technologies and exploit them to further the organization's strategic goals
  • Communicate effectively with peers, managers and internal or external clients

Recruiter Tips:

  • "We build a spec sheet for each role, and it's not just hard skills," says Jon-Ray Rivera, vice president of client delivery for recruitment process outsourcing at ManpowerGroup in Milwaukee.
  • "We would consider a Java developer and move them into Scala if they’re passionate about it," says Chynoweth. "Scala is so new, we’re willing to take inexperienced people who have such a passion about technology that, for example, they do side projects at home."

Experience and Software Engineer Requirements:

  • Some employers require a few years of experience even for entry-level developers and programmers
  • Other organizations are happy to consider new graduates in computer science, and may even prefer to train new programmers in their proprietary development methodology.

Recruiter Tips:

  • "I look for candidates with decent tenure, two years or more at a company; I'm leery of those under a year," says Chynoweth.
  • "I want to know what the candidate accomplished, not what his team did," says Chynoweth. "We’re interested in what technologies and resources he used, and how long it took him to complete a project.”

How to Source Software Engineers:

  • College and university computer science departments are the richest source of new talent
  • Online communities, especially niche ones, give everyone visibility into broad and deep talent pools
  • Poaching of talented engineers from competing organization is often frowned upon—and often practiced

Recruiter Tips:

  • "With all the information that’s out there, it’s not necessarily hard to identify those with the right skill set. We’re able to build lists of talent—names, companies and titles," says Rivera.
  • "Larger companies make more of an effort to create relationships with universities and their computer science or electrical engineering departments," he adds. "Large clients do that more than smaller ones—they have the infrastructure for internships or coop programs." 

How to Engage Software Engineers to Become Candidates:

  • The best talent is the least likely to be open to cold calls, raising a steep challenge for recruiters
  • Software engineers respect recruiters who understand enough about technology and people to surface on-target opportunities

Recruiter Tip:

"We have to convince candidates to even talk to us," says Rivera. "We have a process to gain the interest of a candidate before we get on the phone with them."
What to do in the Interview:

  • When courting top talent, the interview is the employer's key forum to sell the opportunity
  • Candidates should be tested on their technical acumen and problem-solving ability
  • The more strategic the role of the IT department, the more critical communication skills become

Recruiter Tips:

  • "Top talent attracts top talent," says Rivera. "We want to learn about the hiring managers, so we can tell candidates about the great leadership at the company. We ask employers to tell us about what they’re working on and with what technologies, so we can talk about it with candidates.”
  • ​"Ask the hiring manager what they expect the hire to deliver in three, six or 12 months," says Rivera. "If they struggle with that, we work with them to build a compelling message for candidates.”

How to Close the Deal with Software Engineers:

  • Moneys talks, in the form of a substantial bump up in base pay, meaningful performance incentives and sometimes equity
  • Savvy software engineers want to keep themselves marketable by keeping ahead of the technology curve

Recruiter Tip:
“At companies like ours, there aren’t a lot of layers, so there’s not a big ladder to climb,” says Chynoweth. “But there’s great opportunity to grow by learning new technologies.”

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