Attracting, Developing, and Retaining Software Engineers

Software engineers play a vital role in the success of software development teams. Companies that have skilled engineers are more likely to succeed, as these professionals contribute to writing software, debugging code, maintaining databases, testing applications, and utilizing source code management tools like Git.

However, many employers face significant challenges in attracting software developers with the right skills. Research indicates that there could be a shortfall of four million developers by 2025, making it crucial for companies to offer competitive compensation packages to attract and retain top talent. 

This raises the question: can smaller organizations compete with large corporations for skilled software engineering teams? The answer is yes, especially by implementing effective recruitment strategies.

Define a compelling Employee Value Proposition (EVP)

According to a 2021 Gartner report, 90% of companies lacking a clearly defined and compelling employee value proposition (EVP) struggle to attract and retain enough talent for their software engineering needs. Hiring managers, executive leaders, and HR professionals must craft EVPs that resonate with top tech talent.

What makes a compelling EVP?

Gartner outlines five essential categories for creating a compelling EVP for software engineering roles:

1. Rewards

Software engineers are in high demand and expect competitive salaries. The median salary for software developers is approximately $109,000, according to the U.S. Bureau of Labor Statistics.

In addition to salary, companies should provide attractive benefits such as paid time off, health insurance, and retirement plans.

2. Opportunities

Professional Development – Top tech talent seeks positions that offer ongoing professional development to keep pace with the latest technologies.

Career Advancement – Organizations should provide clear career paths and growth opportunities that offer stability and progression.

3. Organizational culture

Positive Work Environment –A strong company culture enhances the employer brand. Companies with a reputation for treating employees well attract higher-quality candidates.

Diversity and Inclusion –Fostering a diverse, equitable, and inclusive culture can broaden your talent pool and enhance the workplace environment.

4. People

Respectful Work Environment – Employees want to collaborate with knowledgeable and supportive colleagues. The overall team dynamic, from C-suite executives to development team members, significantly influences workplace satisfaction.

Feedback Mechanisms – Conducting regular surveys can help organizations gauge employee happiness and address any issues before they lead to high turnover rates.

5. Work

Challenging Projects –Software engineers enjoy tackling complex problems and learning new skills. However, they also need a healthy work-life balance.

Managing Stress – If work demands become overwhelming, it can lead to higher attrition rates.

Promote benefits and opportunities

To attract qualified applicants, companies must effectively promote available positions. Use platforms like LinkedIn and Facebook to reach potential hires.

Simply listing job openings isn’t enough; it’s essential to articulate why top talent should consider your organization. Highlight the benefits of joining your team, but also be transparent about the challenges of the role. A well-rounded EVP should address potential concerns while emphasizing opportunities for growth.

For instance, while some candidates may be hesitant about adapting to AI and machine learning trends, they might still be drawn to your organization’s career development offerings.

Invest in training for new hires

Not every candidate will meet all the qualifications for a position. Instead of viewing this as a deal-breaker, companies should focus on hiring creative thinkers who are passionate about technology. Training programs can help bridge any skill gaps.

Gartner recommends a six-step approach to building agile learning and skills development programs:

1. Forecast future skills: Identify the skills your organization will need in the coming years.
2. Assess existing skills: Create an inventory of your team’s current skill set to identify gaps.
3. Prioritize skills: Determine which skills are most critical for new hires while allowing employees to choose areas of interest for learning.
4. Develop learning plans: Enroll new hires in tailored learning plans.
5. Integration: Once new hires acquire the necessary skills, integrate them into your software engineering teams for product development, site reliability, and other key projects.

Research shows that companies adopting this approach are 27% more likely to fill talent gaps compared to those solely seeking candidates with existing skills. In a tight labor market, investing in employee development can accelerate team progress.

Follow through to retain top talent

Employees need to feel that their career development promises are genuine. If a company’s needs change, it’s essential to honor commitments made to both potential hires and current employees. Failure to do so risks damaging the organization’s reputation and losing valuable talent.

Regular check-ins provide opportunities for business leaders and tech talent to discuss their career expectations. If an employee was promised training in soft skills for a management role but hasn’t received it, they should have a chance to communicate this to someone who can address the issue.

Additionally, transparent communication regarding expectations is crucial. Providing positive feedback along with constructive criticism fosters better working relationships and establishes clearer performance guidelines.

Identify skills needed for competitive advantage

Understanding what skills your organization needs to become more competitive is vital. For instance, do you require someone experienced with observability tools? Or perhaps you want to upskill current employees in functional testing?

At Adservio, we can assist you in identifying skill gaps within your organization. Contact us to learn more about how to attract, develop, and retain software engineers with the skills necessary to propel your company forward.