The demand for software development services is increasing due to a couple of factors. The first is the popularity of mobile devices and applications, especially in the post-pandemic era. The second driver is companies needing to develop sophisticated software to stay competitive.
Unfortunately, increased demand means that competition for top talent is fierce. Companies may often struggle to find and retain quality developer talent.
A recent article by CodeSubmit cited studies that found more than twice as many job openings for software developers as there are candidates qualified to fill those positions. Demand shows no signs of slowing as 58% of IT executives say that they have or are planning on increasing emerging technology investments.
Even as the demand for software developers is increasing, the supply of qualified workers is not keeping pace. The Bureau of Labor Statistics projects employment of software developers to grow 25% from 2019 to 2029, much faster than the average for all occupations.
This shortage presents a significant challenge for businesses relying on software. The risk is that a lack of developers may lead to delays that stifle innovation and economic growth. In this blog post, we will discuss tips on hiring and retaining software development talent in today's competitive market.
Even as the demand for software developers is increasing, the supply of qualified workers is not keeping pace. Share on XWhat Do Software Developers Look for in Companies?
What factors do developers consider when deciding where to work? Yes, salaries must be competitive, especially in this market, but it is not the only factor.
A survey from Stack Overflow found that developers are looking for a combination of benefits in their next job: excellent compensation, working with new technology, good work/life balance, and interesting growth opportunities.
A company culture that values collaboration, creativity, and continuous learning is vital. Developers want to work for a company that values their skills and allows them to work on interesting projects. Like most people, they want to work with people they can learn from and are passionate about their work.
Investing in continuing education and sponsoring paid time to work on open-source projects makes a positive difference, too. When developers feel like they are part of a supportive and dynamic team, they are more likely to feel engaged and less likely to look for a new position.
What to Look For in Software Engineers
When project milestones are looming, it can be tempting to hire anyone just to get some work done. One way to avoid rushed hiring is to take advantage of outsourcing or team augmentation. That will give you a cushion of time to carefully select the next FTE hire.
When hiring developers, here are a few tips:
- Look for candidates with solid engineering backgrounds to ensure that they have the necessary skills to develop software.
- Ask candidates about their experience with coding languages and development tools. This will help you gauge their proficiency in software development.
- Ask candidates about their experience working on software projects, to give you an idea of their problem-solving skills and how well they work with others.
- Verify the candidates' skill level by asking them to complete a coding challenge or take a technical test.
- Ask candidates to describe their experience working in a team environment as this will help you understand how well they work with others and whether they can take direction from others.
- No one really enjoys checking references, but it is a critical part of the hiring process. Check the candidates' references to get feedback from their past employers or clients. This will give you an idea of how good the candidates are at their jobs and whether they are likely to be a good fit for your company.
Hiring Strategies for Top Software Developer Talent
Hiring top software developer talent can be a challenge. Some companies focus on recruiting from top computer science programs. Relationships matter, so ask your existing developers to reach out to their alum networks for contacts.
Many developers are interested in working for companies at the forefront of innovation. If your company is on the cutting edge, be sure to highlight that in job postings and during the interview process.
The good news is, developers are very collaborative and spend a lot of time online. Check out Quora contributors for advice on finding the best candidates. You can also look through public Slack channels. Engaging with developers on social media and searching for them on GitHub may lead to some valuable contacts.
Finally, create in-person ways for developers to collaborate and make valuable contacts. Consider organizing a hackathon, hosting developer meetups or other networking events.
What About Outsourcing for Software Development?
Hiring in-house developers is time-consuming and expensive. Some companies turn to outsourcing or team augmentation for software development to keep projects on time and under budget.
Building an outsourced team involves several considerations to ensure success. Make sure you understand the legalities of hiring independent contractors before you begin your search for software developers. While outsourcing can save money, verify that your budget considers all the costs of outsourcing software development.
Protect your intellectual property (IP) and confidential information by ensuring that your developers sign a contract that includes a non-disclosure agreement.
Plan ahead to avoid communication challenges with offshore developers in other cultures and time zones. This includes confirming that your developers understand compliance and regulatory issues for the project.
Moving Ahead
Building an effective software development team takes time and focus. If you're looking for a faster way to scale up your development team, contact us for a free consultation to discuss your project! We provide custom development roadmaps and nearshore team augmentation services to help maximize the success of your projects—large or small.
Checklist: What to Look For in Software Engineer Hires
- Look for candidates with solid engineering backgrounds to ensure that they have the necessary skills to develop software.
- Ask candidates about their experience with coding languages and development tools. This will help you gauge their proficiency in software development.
- Ask candidates about their experience working on software projects, to give you an idea of their problem-solving skills and how well they work with others.
- Verify the candidates' skill level by asking them to complete a coding challenge or take a technical test.
- Ask candidates to describe their experience working in a team environment to help you understand how well they work with others and whether they can take direction from others.
- Check the candidates' references to get feedback from their past employers or clients.
