How I Recruit the Best .NET Developers

Honestly, I can’t give you exact coordinates, but I have figured out what it takes to recruit the best of the best.

It’s been 16 years since the .NET framework was first launched into the world, but the need for skilled professionals has only continued to increase. To this day, Microsoft invests heavily in the framework, and the popularity of related languages like C# add to the demand. This places pressure on “.NET” shops and their internal recruiting teams to find top quality .NET developers.

It’s not that these professionals don’t exist in large numbers. But with unemployment rates at historic lows combined with all-time highs in terms of demand, the vast majority of these developers are gainfully employed. Recruiting them from the competition is a major challenge. Attracting that talent requires a unique approach.

I recently placed a .NET developer who wasn’t looking for a new job at all. He was happy with his previous employer and mostly tuned out all the LinkedIn messages he received from recruiters on a regular basis. But something in what I wrote to him was heard above the noise. First, it was clear I understood his unique skillset – from the .NET framework to OOP, MVC, and specific coding languages, I knew how these technologies fit into our client’s project. I also took the time to connect on his other interests – his LinkedIn profile mentioned he loved soccer, for example. Mine was the only LinkedIn message this candidate ever responded to, and I was able to match him with a new job that he loves.

Every recruiter on the planet uses LinkedIn to seek out top talent. But most don’t take the time to craft personal, authentic messages that show they’ve taken the time to understand what each candidate is really about. IT professionals – especially those in high demand like .NET developers – get pretty good at tuning out the astronomical number of LinkedIn messages that fill up their inboxes.

Successfully building relationships with .NET talent requires a real understanding of the technology – what other skills go hand-in-hand with it and what a client’s development project might look like. But it also requires some serious authenticity. I’m not just another recruiter trying to make a buck; I’m actively trying to help people find their dream jobs, and that takes a human, non-transactional approach. I listen to them, I learn about their lives and careers, and present them with opportunities that make sense.

When I start working with a client to help fill their positions, one of my first questions used to be, “tell me about your perfect candidate.” In the current market, especially for in-demand roles like .NET developers, it’s not enough to advertise your requirements and wait for people to show up. Instead, we’ve turned that question on its head and ask, “why would the perfect candidate want to work for your company?”

We need to determine what makes your work environment, company culture, and current projects unique. And how that meshes with candidates’ career goals and experiences is critically important in today’s hiring environment.

The information we share with candidates isn’t their only source of insight. Companies should be aware that most candidates will use every resource available to gather intel on a potential employer. That includes Glassdoor reviews, LinkedIn company pages, and employer branding pages (i.e., your careers webpage and job portal), as well as simple word of mouth from previous and current employees.

I’ve also found that the perspective of your company culture needs to be aligned among your own employees. Unfortunately, this isn’t always the case. I once worked closely with an IT Director who told me about the company’s collaborative work environment and overall great company culture. But when my candidate interviewed with the Development Manager, he was essentially told that he’d be on an island, with little additional training or team collaboration. Clearly, there was a disconnect between the director and hiring manager, and what seemed on the surface like the perfect opportunity was not the right fit for this candidate.