Every now and then each recruiter gets negative feedback on candidate’s abilities. It happens after a technical interview, and goes like “The candidate is not Senior, he doesn’t even know the framework!” Then you recheck his perfect resume with Senior React words in title, questioning what went wrong.
A nice simple algorithm:
- Find a candidate who was Senior Something at company X;
- Propose a similar but better position at company Y;
- Profit!
kinda works but sometimes breaks for mysterious reasons. Some fail an interview, some are immediately rejected – and then it’s a bit of your fault as well.
When sourcing tech talent on GitHub, it is important to understand how relevant the information is. Especially when it comes to location or development experience. There are a couple of tricks recruiters can use to ensure data accuracy.
Many recruiters use GitHub to find developers with proven tech skills, especially when searching for popular technologies such as React. Despite limitations of search functionality, the large pool of candidates makes is an appealing resource. Here’s the basic formula for finding engineers on GitHub...
GitHub was never designed for recruitment. But it’s one of the largest databases of tech talent, so it’s not a surprise that many recruiters use it for their purposes. And sometimes with great results.
What if we told you that many GitHub users are non-discoverable via search. You’d probably reply: “Sure, a couple of empty profiles here and there. What’s the deal?” The deal is that even with the most elaborate queries, on average, you find an insignificant minority of relevant profiles... Not the ½ of them. Not the 10%. But somewhat below 1% of the total!