Hiring A Software Engineer? Part I
It is not a secret that roles in tech are challenging to fill. The time-to-fill according to a recent survey is 89 days! And, if you are in Seattle or Silicon Valley that number can uptick to 6 months or worse. Especially challenging are Front End, and Back End Developer roles w/ Devops in a close second. Among the top reasons for the challenges in hiring software engineers, and generally speaking, other tech professionals are:
Many companies are turning to creative, and sometimes unorthodox methodologies to help fill tech roles. This series will highlight successful creative strategies we feel can be beneficial. In some instances the stories will help you think out-of-the-box. In other instances, you'll have a step-by-step implementable methodology that can power boost your talent acquisition goals.
Your corporate starting point is also important, and can go a long way in helping you stay clear about goals, and end results. Additionally,a strong foundational starting point can keep your costs on budget.
Before we begin the series, there are some things to keep in mind that as recruitment experts, we've found can thwart all efforts, and set back the talent acquisition process exponentially, if not thought out thoroughly, and planned accordingly.
1) Meet With Your Hiring Managers: A department head, and or hiring manager has the day-to-day work insight critical for a concise description of the role, the skills, and experience level needed, and what that person will be doing day in, and day out. Titles are not always interchangeable, and can mean different things at different companies. In tech, we especially need a clear list of coding competences,desired certs, and work environment information.
Will the professional work off-site w/ no customer interaction or is it a customer-facing role? Both require varying levels of EQ, and can make a significant impact on where to look, and who to interview.
2) Check market value. Especially in tech, where the competition is stiff for the best talent, you must know what the going rate for let's say a .Net Developer with 8 years of experience
looks like. In a tough market, hiring qualified engineers starts with a competitive compensation package. Salary,health benefits,PTO,bonus,perks, and rewards all add up the compensation equation. And, if you are in one of the major tech hubs like Seattle or South San Francisco, add shares or stocks to the overall package. Many mid-senior developers will not move without it.
3) What is your process?: Figure this out before you get the wheels turning. What we are talking about is the what,how,who,where of your talent acquisition process. What are you looking for? How will you go about finding the talent? Who/whom will interview the candidates? What type of interviews will be conducted? Do you have a hiring team? Where will you interview? Will you conduct first round email screens, Phone Q&As, virtual video interviews, a hybrid model or solely on-site? How many interviews until you make a hiring decision? How is the hiring decision made? For more info on developing a solid talent acquisition process, please check here.
4) Do you have a metrics in place? How many applicant screens will yield x amount of interviews? How many should be asked back? How many offers? How many hires? These
are very important considerations in any talent acquisition process. And is one of the truest ways to know, if you are getting enough bank for your buck. Additionally, it can help you determine whether your expectations are realistic.
For more ways to power boost your talent acquisition process, and hire more software developers, check out this white paper or talk to a professional. We can help you find the right people with a variety of different plans to meet your needs. You can book a phone appointment here.