The present IT expert employment deficit is the worst it has ever been, and it does not appear to be improving anytime soon. According to recent reports, there are over 10,000 IT specialist job opportunities in Austria, 19,000 vacant positions in Switzerland, and over 82,000 openings in Germany!
The struggle to recruit skilled developers is at an all-time high, with 7 out of 10 enterprises now battling to locate IT, professionals, according to a Bitkom report. So, how can companies attract great developers while also improving their recruitment strategies?
This article identified the major flaws in today’s developer recruiting methods and proposed seven strategies for attracting more talent and achieving better outcomes.
Increase your salary proposals.
Developers will always consider the business culture and fringe perks when choosing a job, but the income provided to them will be the ultimate determining factor. With a scarcity of IT professionals, developers are inundated with offers and are well aware of their value in the workplace. According to some research, the provided compensation is still the most crucial motivator for developers to move jobs. So, suppose you want to acquire top developers, be proactive, raise your salary offers, and openly discuss salary structures. In that case, recruiters won’t always be able to persuade developers to select a firm purely on a ‘wonderful work environment.’
Accept foreign applicants
Overseas developers must be regarded as prospects in your recruiting strategy because of the existing and anticipated lack of IT professionals in Europe. There aren’t enough local developers to fill the need, and even with impending educational changes, the gaps won’t be filled anytime soon. As a result, if you want to significantly broaden your pool of applicants, you must recruit internationals. Companies may recruit top developers worldwide by giving visa assistance, relocation incentives, and eliminating obligatory language restrictions. Companies that provide these perks are now expanding and employing at an alarming rate!
Get rid of any mandated national language requirements.
Another method for top engineers to boost their recruitment strategy is to be ahead of the curve by eliminating any local language restrictions, such as German.
Developers are employed to create software and communicate in their coding languages.
National language constraints not only prohibit organizations from hiring IT professionals, but they are also superfluous because English is the lingua franca for developers.
If another language other than English is deemed vitally important in your company, don’t reject developers who have the requisite abilities and knowledge of the right coding languages; instead, give them a language course! Many big corporations have yet to embrace English as the primary language requirement for their IT department, which impedes and lengthens the hiring process. Sooner or later, every IT department will have English as their working language, and start-ups are catching on and utilizing English as their corporate language.
So, be ahead of the competition by realizing that delivering language training may be more cost-effective than going through a lengthy recruiting process to locate a developer who is a native speaker of the national language or close to it.
Understanding that team fit isn’t always apparent.
Effective team culture is critical to a team’s overall performance. As a result, many businesses are stressing the necessity of employing workers who are effective team players. However, because interviews are unique settings, verifying this component is not always clear throughout the recruiting process. It is difficult to effectively determine team fit and enthusiasm in only a few interviews. Regrettably, it has become typical that the ultimate say for hiring or rejecting a developer is based on it, even if that candidate meets all of the other job requirements!
Recruiters must anticipate the possibility that an applicant will be apprehensive during an interview. As a result, provide developers who satisfy all other standards the opportunity to adapt to your corporate culture and to be in the real atmosphere where they may build a passion for your mission.
Improve your recruitment approach by ensuring that skilled developers are not rejected based on fictitious conditions when there is a potential they may be a good match for the team.
Be willing to try new places.
Developers are sincerely enthusiastic about their employment both inside and outside of the office, so when they leave work, they continue to do what they love by developing or meeting with colleagues. Developers are drawn to larger locations with established development communities to discuss and contribute to their interests. As a result, organizations with development teams in tech-hubs have a competitive edge since applicants are more inclined to migrate to places with established developer communities.
As a result, if you need to grow a larger IT staff, reconsider locating it in current centers like Berlin, Amsterdam, London, Vienna, Zurich, Barcelona, etc. While establishing a team in a new location may need a higher initial expenditure, it will pay off in the long run.
Work with your developers to establish a specific hiring procedure.
Recruiting developers entails finding professionals. To obtain a competitive advantage in the talent competition, you may improve your recruitment strategy by developing a customized procedure for hiring developers. To begin, you and your CTO must design the recruitment process to include all of the necessary procedures and standards to meet your hiring objectives.
Our second critical tip is to incorporate your CTO or Lead Developer in the hiring process as early as possible, preferably from the first interview. Your technical staff will identify the specific skills or background required for the job position. Overall, a tailored hiring process would make the operation more efficient and more effective in attracting top developers.
Establish a presence in the developer ecosystem
You must become a part of the developer ecosystem to recruit top tech talent. So, how do you go about doing that? To begin, you should spread the word about your organization by participating and sharing your knowledge with the developer community. Then, you may establish trust with your target audience by demonstrating your technical competence at big events, meetings, or seminars, as well as by sharing developer-relevant material throughout your platforms. This will not only improve your recruiting approach but will also help your employer branding efforts. When developers learn that you have actual specialists working on your projects, they will be more interested in your organization.
As a result, participate in the developer community, attend events, and employ your top developers as brand ambassadors.