Skills and Qualifications
Along with soft skills such as teamwork, problem-solving, and communication, software engineers need to come to the table with specific expertise. There are many different computer coding languages, and the particular experience will need to match your job. Python, C++, SQL, Java, and more are common languages today.
Software developers will also need extensive experience in various technologies, including Linux or Unix, agile, SaaS, source code, and product management. And this list is far from comprehensive. Having a basic understanding of the technical acumen needed by your new hire will help you understand their qualifications. Some companies provide skills testing for programmers, which can be helpful for assessments.
Remote Vs. In-House Hiring
You'll also need to determine if the role will be strictly remote or if your new employee will be in an office. It's important to note that tech workers are one of the largest groups in The Great Resignation, so flexibility will be on the minds of top talent. Providing remote work or a hybrid approach with a flexible schedule may attract better quality candidates to your open position.
But with remote jobs comes the challenge of remote hiring. Do you still bring an employee into your office to interview, or can you conduct these meetings virtually using a video conferencing tool? More candidates are comfortable with virtual interviewing, so this is no longer the barrier that it once was.
Cultivating Your Employer Brand
Determining the qualifications for a software developer is only a part of the process. You also need to be an employer for whom they will want to work. This is why cultivating your employee brand will be critical. Your employer brand comprises the applicant experience, social media, and current employee feedback.
According to Glassdoor, 86% of job seekers research company reviews online before applying. In the U.S., 86% of women and 65% of men won't submit a resume if they feel the company has a bad reputation. Happy employees are always more productive employees, and when they share their experience and success online, that will give new applicants confidence.
Negotiating Compensation
Just like the ranges of experience are vastly different for each job, so is the annual salary. But salary negotiations are a critical part of the job. There are several things to keep in mind:
- Always stay compliant with your local or government regulations
- Be transparent about your salary range
- Pay competitively in relation to similar positions in your area
For example, the same job in Ireland will have a very different salary expectation than a job in Romania. The cost of living will be an important factor along with the individual's skills. Where things get tricky is companies that work across national borders, which is why following regulations and requirements is essential.
Develop an Easy Application Process
A study in 2018 showed that the majority of job seekers abandon online job applications if they take longer than 15 minutes. Many companies believe that an involved application will weed out unqualified candidates, but it has the opposite effect. You'll lose top talent in the process. Some organizations will even include a skills test as part of the initial application. While skills testing is an excellent way to determine competency, it should be reserved for a later part of the process.
The ease of applying is part of the employer brand and affects your reputation. Focus on how quickly applicants can send their resumes and apply. Many people are looking for options as fast as just one button, which is easy to do if you have the right technology.
Communicate Effectively
As the hiring company, you have responsibilities to your candidates. And one aspect that has always been lacking is communication. Now that most economies are in a job seeker-driven market, a lack of contact throughout the process is no longer acceptable. It never really was. A global study showed that 75% of job seekers were ghosted by an employer after an interview. Job seekers are ghosting employers now that the market has shifted, but turnabout is not fair play.
Effective communication is an essential part of keeping talented software engineers engaged in the process. At each step, candidates should know if they are moving to the next phase or not. The further through the pipeline they advance, the more critical direct conversation becomes.
Enhance Your Process with Technology
More than almost any other candidate, software engineers are comfortable with technology. So why not speak their language when it comes to the hiring process? Implementing an applicant tracking system offering an easy-to-use online application option and continued communication will take some of the administrative tasks off your plate when you're deep in the process of hiring.
Applicant tracking systems can also help you comb through resumes faster than you can to find those essential skills and levels of experience through keyword searches and AI-assisted data analysis. This provides a more streamlined experience for you and the software developers.
Conclusion: Recruiting High-Quality Software Engineers
How do you determine the right technology to assist with your hiring process? And can that same platform help with all the aspects of human capital in your company?
With more competition for top talent, it pays for companies to consider all their advantages and the use of tools to assist in the quest to find talent. HireHive helps busy people hire great people. By having your entire recruitment process all in one place, you can post jobs, streamline your online application process, improve the candidate experience, and tap into vast global networks.
