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<h1>Student Hacker Report <span class="hide-mobile">· </span>Spring 2016</h1>
<h2>How do developers feel about, look for, and evaluate their career options?</h2>
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<dd data-magellan-arrival="survey">
<a href="#about">Student survey</a>
</dd>
<!--<dd data-magellan-arrival="methodology">
<a href="#methodology">Survey methodology</a>
</dd>-->
<dd data-magellan-arrival="devswant" class="heading">
<a href="#devswant">What developers want</a>
</dd>
<!-- sub items under what devs want -->
<dd data-magellan-arrival="careersjobs" >
<a href="#careersjobs">→ Relationships</a>
</dd>
<dd data-magellan-arrival="culture">
<a href="#culture">→ Culture</a>
</dd>
<dd data-magellan-arrival="learning" >
<a href="#learning">→ Learning</a>
</dd>
<dd data-magellan-arrival="compensation" >
<a href="#compensation">→ Compensation</a>
</dd>
<dd data-magellan-arrival="recruiting" class="heading">
<a href="#recruiting">Developer recruiting</a>
</dd>
<!-- sub items under what devs want -->
<dd data-magellan-arrival="opportunities" >
<a href="#opportunities">→ Finding opportunities</a>
</dd>
<dd data-magellan-arrival="applying">
<a href="#applying">→ Applying</a>
</dd>
<dd data-magellan-arrival="interviewing" >
<a href="#interviewing">→ Interviewing</a>
</dd>
<dd data-magellan-arrival="insights">
<a href="#insights">Summary</a>
</dd>
<dd data-magellan-arrival="teampages">
<a href="#teampages">Developer first recruiting</a>
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<h2 data-magellan-destination="survey">Student Survey</h2>
<a name="about"></a>
<p>Devpost is the home for hackers and <a href="https://devpost.com/jobs">we help developers find fulfilling work</a>. You probably know us from the hackathon scene, where we power the majority of the world’s college, high school, and civic hackathons. We also run longer, online hackathons like <a href="http://gearapp.devpost.com/" target="_blank">Samsung’s Gear App Challenge</a>, <a href="https://vrjam.devpost.com/" target="_blank">Oculus’ VR Jam</a>, and <a href="http://uberhackathon.devpost.com/" target="_blank">Uber’s Request Hackathon</a>.</p>
<p><a href="2015.html">Last summer we released our first student hacker report</a>, ranking the top technologies and APIs used at student hackathons during the 2014–2015 academic year. This year, we decided to investigate how students feel about, look for, and evaluate their career options.</p>
<p>During the 2016 spring hackathon season, we asked U.S. students to answer 3–4 different questions about recruiting every time they submitted a hackathon project. Afterwards, we scrubbed PII, excised erroneous data, and analyzed it. In total, we surveyed over 1,700 students at 80 hackathons.</p>
<p>We hope our findings and recommendations will encourage hiring managers, recruiters, and HR to be more productive and help them attract better hires. Please email us at <a href="mailto:[email protected]">[email protected]</a> if you have any feedback or questions.</p>
<h2 data-magellan-destination="devswant">What developers want</h2>
<a name="devswant"></a>
<h3 data-magellan-destination="careersjobs" class="no-margin-top">Strong relationships, not marriages</h3>
<a name="careersjobs"></a>
<p><span class="big-number">83%</span> of students said they were looking for fulfilling <strong>careers</strong>, not jobs.</p>
<p>Students plan to stay an average of <span class="big-number padding-both-sides">2.9 years</span> at their <strong>first</strong> <!--/ next -->full-time job.</p>
<p>Students predict that they’ll stay at later jobs for <span class="big-number padding-both-sides">5 years</span> on average.</p>
<h3 data-magellan-destination="culture">People are the key to culture</h3>
<a name="culture"></a>
<div class="data-group">
<h4>Top 5 things students want to know about their future colleagues before accepting an offer:</h4>
<ol>
<li>How well they interact with each other</li>
<li>Favorite part of their jobs</li>
<li>Skills & background</li>
<li>Hobbies / interests outside of work</li>
<li>General personality</li>
</ol>
</div>
<div class="center">
<h4>How many people do students want to meet at a company, before accepting an offer?</h4>
<canvas id="people_chart" class="barchart" ></canvas>
</div>
<div class="data-group">
<h4>What matters to students most when considering a job</h4>
<ol>
<li>People</li>
<li>Learning</li>
<li>Impact</li>
<li>Culture</li>
</ol>
</div>
<p>Developers care more about your team than your perks. It’s easy to fix a broken ping pong table, but it’s not so easy to fix a broken development team. Additionally, many students said they believed people and culture are the same thing.</p>
<p>Your developers are the best recruiting asset you’ve got. Get them involved and in front of developers whenever you can: career fairs, phone screens, interviews, conference talks, mentoring, etc.</p>
<h3 data-magellan-destination="learning">Experience & learning</h3>
<a name="learning"></a>
<p>Developers, especially students, are eager to learn. It’s the most important thing they’ll do during an internship or first job.</p>
<div class="row">
<div class="columns large-6">
<div class="data-group">
<h4>What students want from a 10–12 week internship:</h4>
<ol>
<li>Learning</li>
<li>Experience</li>
<li>New skills</li>
<li>Networking</li>
<li>Making an impact</li>
</ol>
</div>
</div>
<div class="columns large-6">
<div class="data-group">
<h4>What they want to learn:</h4>
<ul>
<li>How to do a good job <br/>(best practices and how write code well)</li>
<li>Specific technologies <br/>(languages, frameworks, concepts, etc.)</li>
</ul>
</div>
</div>
</div>
<p><span class="big-number">38%</span> of students said learning was more important than compensation when comparing internship offers. That said, you should definitely be <a href="#internsalary">paying your interns</a>. 😁
<h3 data-magellan-destination="compensation">Appropriate compensation</h3>
<a name="compensation"></a>
<p>Students expect to earn between <span class="big-number">$70–100K</span> right out of school.</p>
<div class="center">
<h4>Expected full-time starting salaries</h4>
<canvas id="salary_chart" class="barchart" ></canvas>
</div>
<p>Students expect to get a <span class="big-number">$20–30K raise</span> within their first 5 years on the job.</p>
<p>High earners, with starting salaries over $150K, expect to jump at least <span class="big-number">$50K</span>.</p>
<p>A 40% jump over 5 years ($50k→$70K) may sound extreme outside the tech industry, but today’s students are in high demand and their expectations reflect it.
<p>For all the founders out there, equity compensation is definitely important, but don’t overemphasize it. Cash is still king:</p>
<!-- equity pie chart goes here -->
<div style="text-align:center;">
<h4>Is company equity important to you?</h4>
<canvas id="equity_chart" width="300" height="200" style="max-width:600px;"></canvas>
</div><br>
<p><a name="internsalary"></a>For internship salaries, we’ll refer to <a href="https://twitter.com/rodneyfolz">Rodney Folz’s</a> crowdsourced report. Also, don’t be afraid to <a href="https://twitter.com/hashtag/talkpay?lang=en">#talkpay</a>!</p>
<center>
<blockquote class="twitter-tweet" data-lang="en"><p lang="en" dir="ltr">💰 state of top tech internship offers, 2016 <a href="https://twitter.com/hashtag/talkpay?src=hash">#talkpay</a> <a href="https://t.co/Mkp5XWQyuE">pic.twitter.com/Mkp5XWQyuE</a></p>— Rodney Folz (@rodneyfolz) <a href="https://twitter.com/rodneyfolz/status/724787290824798209">April 26, 2016</a></blockquote>
</center>
<script async src="//platform.twitter.com/widgets.js" charset="utf-8"></script>
<h2 data-magellan-destination="recruiting">Developer recruiting</h2>
<a name="recruiting"></a>
<!--<div class="data-group">-->
<h4>Students identified 3 key issues with recruiting:</h4>
<ol>
<li>Difficulty finding desirable job opportunities due to lack of information</li>
<li>Job applications don’t represent them effectively</li>
<li>Interviews are stressful and unproductive</li>
</ol>
<!--</div>-->
<h3 data-magellan-destination="opportunities" class="no-margin-top">Finding opportunities</h3>
<a name="opportunities"></a>
<p></p>
<div class="data-group">
<h4>Job descriptions and career sites are missing key information:</h4>
<ol>
<li>Description of company culture</li>
<li>Pay / compensation</li>
<li>Job duties & responsibilities</li>
<li>Experience / education requirements</li>
<li>Company / employee contact info</li>
<li>Description of what company does / type of projects</li>
</ol>
</div>
<p>That’s pretty messed up. How are students supposed to figure out if they want to apply without knowing what the job is? <a href="#teampages">We think there’s a lot of room for improvement here</a>.</p>
<div class="row">
<div class="columns large-6">
<div class="data-group">
<h4>At a minimum, job listings should include:</h4>
<ul>
<li>Who the hiring company is</li>
<li>What they do</li>
<li>Which roles they are hiring for</li>
<li>What will someone in this role actually do</li>
<li>What types of experience / education do you need to succeed in this role</li>
<li>How to apply / get more information</li>
</ul>
</div>
</div>
<div class="columns large-6">
<div class="data-group">
<h4>Company career sites should tell you:</h4>
<ul>
<li>About the people who work there</li>
<li>The types of work the company does</li>
<li>Employment benefits</li>
<li>Company culture</li>
<li>How it operates</li>
</ul>
</div>
</div>
</div>
<span class="big-number">68%</span> of students have looked for a job at a hackathon.</p>
<p>While career fairs and word of mouth are the most popular ways that students look for jobs, hackathons are coming up fast. Mid-size events can bring in 100–200 students. On the high end, PennApps and MHacks have gotten up to 1,400.<!--To learn more about sponsoring student hackathons, get in touch with our friends at <a href="http://mlh.io" target="_blank">Major League Hacking</a>.--></p>
<h3 data-magellan-destination="applying">Applying to jobs</h3>
<a name="applying"></a>
<span class="big-number">42%</span> of students said writing cover letters and résumés was their least favorite part of job hunting.</p>
<span class="big-number">25%</span> said behavioral and technical interviews were their least favorite part.</p>
<div class="data-group percent-rank">
<h4>The most important part of a résumé:</h4>
<p><strong>34.5%</strong> Projects</p>
<p><strong>33.2%</strong> Experience (internships, jobs, research)</p>
<p><strong>9.03%</strong> Skillset</p>
<p><strong>7.74%</strong> Organizations (activities, events, hobbies)</p>
<p><strong>6.45%</strong> Personality (attitude, passion, leadership)</p>
<p><strong>5.48%</strong> Hackathon involvement</p>
<p><strong>3.55%</strong> Education</p>
</div>
<p>The data suggests that students would prefer if their work spoke for them.</p>
<div class="data-group percent-rank">
<h4>What a cover letter should convey:</h4>
<p><strong>46%</strong> Passion / energy / interest / desire</p>
<p><strong>35%</strong> Your skills / qualifications / accomplishments</p>
<p><strong>20%</strong> Why you’re the best candidate</p>
<p><strong>18%</strong> Why you are applying</p>
<p><strong>17%</strong> Introduce yourself</p>
<p><strong>17%</strong> Personality</p>
<p><strong>11%</strong> How you can contribute</p>
<p><strong>9%</strong> Past experience</p>
<p><strong>8%</strong> Understanding of company</p>
<p><strong>3%</strong> Things not included on résumé</p>
<p><strong>2%</strong> Education</p>
</div>
<p>We’re not surprised that “passion” topped the list. With limited professional experience coming out of school, it’s a student’s biggest asset. But it’s also a cop-out. Identifying how you can contribute in this role, why you’re the best candidate, and linking your understanding of the business to your own experience / abilities is, in our opinion, a much better approach.</p>
<div class="row">
<div class="columns large-6">
<div class="data-group">
<h4>What students want employers to know about them:<br/>
<span class="small">things that can’t be conveyed in a cover letter or résumé</span></h4>
<ul>
<li>Passion for computer science</li>
<li>Being a quick learner</li>
<li>Personal work ethic</li>
<li>Flexibility</li>
<li>Sense of humor</li>
<li>Hunger for challenges</li>
</ul>
</div>
</div>
<div class="columns large-6">
<div class="data-group">
<h4>How students feel about applying online:<br/>
<span class="small">e.g., Jobscore, Jobvite, and Greenhouse</span></h4>
<ul>
<li>Too time consuming</li>
<li>Job posts are often out of date / already filled</li>
<li>They are cumbersome and duplicate information / tasks</li>
<li>No way to apply to lots of jobs all at once</li>
<li>Platforms lean too heavily on résumés</li>
</ul>
</div>
</div>
</div>
<div class="row">
<div class="columns large-6">
<div class="data-group percent-rank">
<h4>How long a cover letter should be:</h4>
<p><strong>33%</strong> 1 page</p>
<p><strong>18%</strong> Other / as long as it needs to be</p>
<p><strong>15%</strong> 1–2 pages</p>
<p><strong>11%</strong> 2–3 paragraphs</p>
<p><strong>7%</strong> A few sentences</p>
<p><strong>7%</strong> half a page</p>
<p><strong>6%</strong> 1 paragraph</p>
<p><strong>4%</strong> 2/3–3/4 page</p>
</div>
</div>
<div class="columns large-6">
<div class="data-group percent-rank">
<h4>What would make writing cover letters easier:</h4>
<p><strong>29%</strong> Standard format / automation tool / examples</p>
<p><strong>19%</strong> Practice / training</p>
<p><strong>18%</strong> Better info on company / job</p>
<p><strong>16%</strong> Other</p>
<p><strong>8%</strong> Not having to write a cover letter</p>
<p><strong>7%</strong> Feeling qualified / confidence</p>
<p><strong>5%</strong> Interest in company</p>
<p><strong>2%</strong> Peer review</p>
</div>
</div>
</div>
<p><strong>Yikes on bikes!</strong> No wonder students hate cover letters. They’re trying to write novels about their “passion” because nobody is teaching them, they aren’t getting enough practice, and they haven’t seen any great examples.</p>
<p>In our opinion, you can write a compelling cover letter in 6 sentences–2 paragraphs. We suggest cutting out the “I’m a quick learner” tropes too.</p>
<p>Students don’t want to define themselves on two sheets of paper or by filling out forms online. They’re looking for a simple way to connect with employers and use their actual work to represent their capabilities. Perhaps it’s time to reinvent the résumé.</p>
<h3 data-magellan-destination="interviewing">Interviewing</h3>
<a name="interviewing"></a>
<p>Developers typically face two types of interviews: technical and behavioral. They can be live and in-person or remote via Skype / Hangouts. Technical interviews often include whiteboard problem solving, logic questions, pairing sessions, or even a take home exercise. Basically, there’s no one-true-way to do interviews, but there does seem to be one-true-attitude toward them:</p>
<p class="center"><img src="https://media.giphy.com/media/6DAfAmtBOggLu/giphy.gif" style="max-height:300px"></p>
<div class="data-group">
<h4>Students said anxiety is the worst part of interviewing, followed by:</h4>
<ul>
<li>Irrelevant questions</li>
<li>Post interview suspense & waiting for response</li>
<li>Answering questions (technical, behavior, and <em>any</em>)</li>
</ul>
</div>
<!--<p>That sounded a bit dramatic, so we asked if they preferred technical interviews or take-home coding exercises to demonstrate their skills. </p>-->
<p><span class="big-number">65%</span> of students said they’d prefer a take home coding project versus a technical interview.</p>
<p>Students said take home projects are more representative of a real-world assignment, less stressful, and allow them to focus. Technical interview proponents preferred the social interaction and opportunity to demonstrate their problem solving skills in real-time.</p>
<p>So, on one hand, developers want an opportunity to show their true personality, but they’re also petrified of potentially stressful confrontations. Consider informing interview candidates of what to expect and how to prepare.</p>
<h2 data-magellan-destination="insights">A summary of today’s student developer</h2>
<a name="insights"></a>
<p>Software developers are in demand and today’s students are acutely aware of their value in the marketplace. They’re interested in learning from and developing a strong working relationship with colleagues, but will probably not begin and end at the same company.</p>
<p>When assessing a company’s “culture,” students are actually talking about the people. And they also expect to get paid well, with above average growth in compensation.</p>
<p>Students are eager to enter the workforce, but find the process stressful and cumbersome. It’s hard to convey their best traits in résumés or cover letters, because they have limited experience marketing themselves professionally. Additionally, job listings and career sites fail to convey what’s important to developers and the application process is riddled with repetitive / inefficient steps.</p>
<p>Interviews are a source of anxiety, likely due to irrelevant questions that don’t reflect real life problem solving.</p>
<a name="teampages"></a>
<h2 data-magellan-destination="teampages">Developer first recruiting</h2>
<p>If you’re trying to hire and reach more developers, Devpost can help. We’re currently building team pages, a developer focused recruiting tool that gives job hunters the info they want—who’s on your dev team, what they’re like, what’s in your stack, how your dev & interview processes work, and more—before they apply.</p>
<p>Devpost Jobs complements your existing recruiting efforts to attract great talent and improve the quality of inbound applications. We’re currently accepting beta customers for our campus engineering recruiting offering. Request an invite <a href="https://devpost.com/jobs/hiring" target="_blank">here</a>.</p>
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<p class="cta-button"><a href="https://devpost.com/jobs/hiring" class="hiring-button" target="_blank" style="width: auto !important;" onclick="teamsButton('endReport')">Check out team pages</a></p>
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