The demand for the best software developers is fierce. But with solid strategies, employers can attract and retain cutting-edge technology professionals.
13.2 – a higher rate than any other industry. Competition for software developers is fierce and employers also have difficulty retaining employees in their organizations given how in demand these professionals are. Even at top tech companies like Dropbox, employees stay on average for just over 2 years.
But employers in many fields need talented software developers – and want to keep them for the long haul. So how can they do this?
Why is attracting and retaining talent so important?
Whether they realize it or not, the vast majority of companies are actually technology companies. To build competitive products, they must have skilled software developers, experienced employees, and strong skills in their specific industry and niche. Given the ever-changing landscape and rapidly evolving trends, they must also be able to keep up and help their organizations stay ahead of the curve.
When employers fail to retain talented software developers, their businesses can suffer as well. It can be extremely difficult to replace them, costing the organization in terms of efficiency, productivity and money. It can also weaken the company's overall culture if turnover is frequent, while other employees may quickly follow suit.
Strategies for attracting and retaining software developers
1. Offer competitive compensation packages
We'll start with the obvious: you should offer competitive compensation packages to software developers. These are in-demand professionals who are almost certainly receiving offers from other companies. And while money isn't the only consideration, it is an important one nonetheless – a consideration that can mean the difference between a candidate accepting an offer or not.
But salary isn't the only part of a compensation package to consider. Many startups and other technology companies offer equity, a portion of the company's stock options or shares. This can be attractive when offered by emerging organizations.
2. Improve your recruitment and hiring process
Your recruitment process is what will bring you the best talent among software developers and requires careful planning, improvement and updating. Start with your job posting. While you should, of course, optimize it for important keywords, that's just part of the process. You also need to motivate software developers to apply by being specific and describing the values your organization holds and the opportunities they will have.
During the interview phase, evaluate technical aspects and interpersonal skills . This can be achieved by conducting interviews with your software team and other members of the organization. Many organizations also ask candidates to take coding tests to better assess their skills.
3. Appeal to your candidate’s personal values
Sure, the money is attractive, but many software developers want more – they want to know they are building software with a purpose. To appeal to their personal values, convey your organization's mission to candidates. If they agree with this and are passionate about the same causes, then it is highly possible that they will even be willing to sacrifice compensation to work with you and your organization.
4. Provide opportunities for creativity
Software development is a technical process, but it involves much more than building products. Many developers want the opportunity to express their creativity , too. To effectively attract and retain the best talent available, make candidates aware that they will be able to flex their creative muscles by trying new things like tools, product types, and development methods.
Along with creativity comes the need for challenges. Even the best developers in the world should have responsibilities that challenge and stretch them.
5. Establish a strong company culture
Create a workplace where people actually want to work. This is a definite factor in attracting great developers and keeping them there. They want to feel welcome and comfortable. Part of building a strong company culture involves offering employees incentives – even small perks like snacks. But it goes beyond that and can even permeate a remote work environment .
For example, you can do informal check-ins to give people a chance to get to know each other and connect. You can also implement bonding activities to support collaboration.
6. Offer extensive training and resources
Yes, you are hiring software engineers who are knowledgeable and are already great at their job, but that doesn't mean they know everything there is to know. To make them feel comfortable and onboard quickly, offer plenty of guidance, including training on workplace goals and procedures.
Additionally, give them prompt access to the resources they need to do their jobs well. If they ask for certain tools, do your best to be receptive.
7. Offer opportunities for growth and autonomy
Again, although these developers are at the top of their field, there is always room to grow. Make room for a lot of growth in your organization. Not everyone can be a CTO, of course, but you should do your best to support people in their careers. If they don't find these opportunities with you, they will look elsewhere. You can support growth in several aspects, such as offering courses or educational reimbursements for in-person classes.
Also remember that no one likes to be micromanaged, least of all a talented software engineer. Give your talented team plenty of autonomy, treating them as partners in the process, not subordinates.
8. Learn how to recognize top talent
As you gain experience hiring software developers, you will gradually become more adept at identifying top talent . While you're still getting the hang of it, pay attention to qualities like:
- Passion for software development
- Strong attention to detail
- Ability to connect your work with the organization's overarching mission and goals
- Prioritization
- Communication and listening skills
In other words, great software developers don't just have strong programming skills – they must also be able to work well with others, support their teams, and maintain strong morale.
Source: BairesDev
