Developer: Only 11 percent active on job search
A labor market survey by the digital association BITKOM found that some 55.000 IT offices in Germany remained vacant per year. So there is a lot of activity in the HR departments and recruiting agencies, who are looking for suitable specialists. But how do they recruit successfully and sustainably? And what do developers expect from employers?
In a Stack Overflow Developer Survey polling more than 100.000 developers around the world, we found that just under eleven percent of developers are actively seeking employment. However, 58 percent are open to new job opportunities, which offers a great opportunity for HR professionals.
7 tips: That's what developers appreciate about the new job
For these job-curious, the most important job criteria are, above all, which programming languages are required of them and what their working environment and corporate culture looks like. It's not about filling positions quickly.
1. Training opportunities
Interestingly, most of the candidates only inquire after the salary and any additional benefits in the second step. More professional development opportunities and the teams they work with in future are more important for most developers.
Anyone who has opted for a career as a developer also chose the path of lifelong learning. This is the only way they can survive in the labor market, because almost every year new programming languages, technologies and (team) management styles are added.
2. Developer must fit the corporate culture
And what can HR managers and recruiters learn from this? That it's not always about the hard facts, but that many developers also appreciate “soft benefits”. And that it takes sophisticated strategies to convince developers of a position than to lure them with money.
For example, it is not effective to quickly hire only the very best developer to occupy a specific position or to continue projects. It is worth investing a little more time in a suitable candidate than just emphasizing that tasks can be completed quickly. But there are a few developer-friendly tips that recruiters and HR professionals can think about.
3. Recognize alternative educational pathways
What do Mark Zuckerberg, Thomas Anders and Günther Jauch have in common? Exactly, they all left their universities without a degree. In Germany, titles and certificates are still very popular, because one thing does not seem to have arrived in this country so far: You do not need a diploma to be really good at what you do.
This shows up very much with developers, because they teach themselves a lot. About 90 percent state that they have taught themselves a new programming language, framework, or tool beyond their formal education (eg, through an online course, as 40 expressed percent in the survey).
As fast as technology develops today, no curriculum can represent. Therefore, alternative education and programming experience should be considered equivalent to graduation. If Company From the constraint of formal education, they increase their pool of candidates - and probably some inquisitive developers.
4. Get to know developers better
Developers and HR experts basically belong to different types of people, so they probably do not run into each other too often outside of their work. This is a missed opportunity because they would probably better understand how developers tick. Remedy here but a helpful measure:
Businesses should mix their teams much more often. For example, when HR professionals work for some time between developers, they learn what the job is about, what interests programmers have and what everyday work looks like. New ideas and suggestions can easily be taken directly into the daily work routine and thus improve processes and, above all, deepen the understanding of the position you are looking for.
5. Mix more teams
Developer life is characterized by constant renewal and innovation, be it through constant improvement of the products or the continuous work on just these. Exactly this basis of thought should also appeal to the HR department and be implemented: Just because you have always done so does not mean that this is the best way.
For example, one of our customers went a new way and invented the internal “MOVE” program. Here, IT staff can switch to other units and smaller teams and even improve their leadership skills if he or she leads the team for a certain time. This creates new ideas and perspectives and employee satisfaction grows, as different areas are tried out and a completely new work routine arises. Only when you leave the familiar terrain do you really do things differently - and sometimes you just need a little push for it.
6. New Work: Home Office and Flexibility
New Work is a relatively winged term and means that the rigid, old structures have had their day. However, flexible working hours and home office regulations are particularly popular with developers. True to the motto "People no longer act according to work, but work has to be based on the reality of life".
Employers should realize how important a work-life balance is today, that the digital office offers countless ways to simplify the workload, and that corporate values are much more important than they were before 20 years. Keep that in mind when looking for suitable candidates, because these things are not only incredibly important to developers, but also to all other employees.
7. Technology is a top priority today
It has already arrived in most companies, but some do not know it yet: companies are more successful when senior management has a background in technology or at least an insight into the company's technological processes.
This not only simplifies processes for and with developers, but the leadership understands the importance of good developers.
Conclusion: Personnel and companies must allow new impulses and implement
These are just a few examples of how HR professionals can better understand developers and consequently find and hire better. Ultimately, it's important for HR departments to understand the values of their developers.
This is the only way to ensure that there is no “bad hire” and that the staff carousel keeps turning, but that the right people are brought on board at the right time. Only then can companies and employees grow together.
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