Recruiting developers: Easier than ever, but dangers still lurk

A recent survey by Stack Overflow shows that many software developers are now job-hopping rather than ‘working their way up’ in a company. Almost half of those surveyed have changed jobs in the last two years. They are placing more and more value on a good work-life balance and meaningful tasks rather than just salary. And, of course, the corporate culture aka ‘developer paradise’. At the same time, even experienced developers often find it difficult to find a new job - this is partly because the requirements for developers are different today, while many companies are still clinging to old expectations.

At the same time, there are some factors that make the recruiting process easier - here you can find out what you should still pay attention to as a company in order to attract AND retain the best talent in the long term.

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Why hiring developers is easier today than ever before

Today, there are several factors that make the process much easier. Thanks to new technologies such as AI, a transformed work culture and globalised labour markets, companies now have more opportunities to find qualified software developers.

Automated and technology-supported recruitment

Many processes that used to be manual and time-consuming are now automated. Platforms such as LinkedIn or special tools for the developer community (such as Stack Overflow Jobs) make it possible to search for suitable talent in a targeted manner. AI-supported matching algorithms allow recruiters to identify the best developers more quickly. This eliminates the tedious process of manually sifting through CVs and applications. These technologies analyse the profiles of candidates, their skills and experience and automatically provide suitable matches, which speeds up the recruitment process enormously. AI also helps with communication, as we report here: How artificial intelligence optimises the initial approach to applicants. The quality of recruitment can also be improved through a range of AI use cases in recruitment.

The shift towards remote work

Another reason is the increasing acceptance of remote work. Before the pandemic, searches tended to be local, which limited the selection of qualified candidates. However, with the advancement of digitalisation and the evolution of remote tools, it is now possible to search for software developers worldwide. This has drastically increased the talent pool. Companies can now hire talent from different countries and time zones - not only making the search easier, but sometimes leading to cost savings.

The decline of the traditional developer profile

As Forbes mentions, the traditional image of software developers has changed. Roles are now more flexible and diverse, which broadens access to different talents. Specialisation in the software industry has increased and companies can focus on specific skills and technologies. Instead of looking for an ‘all-round developer’ who is proficient in every programming language, they can look for candidates who are a perfect fit for their specific projects.

Diversified applicant pools and age diversity

The applicant pools themselves have also been transformed. Through programmes specifically aimed at lateral entrants or initiatives to promote diversity and inclusion, companies now have a wider choice of talent. While ageism is still seen as a problem in many cases, in some cases it is also being used specifically to recruit experienced developers with many years of professional experience. These people often have a deep knowledge of legacy systems that are still relevant in many large organisations. Companies that value this experience gain a competitive advantage here.

The value of community and networking

Finally, networking within developer communities also plays a major role. Platforms such as GitHub, Dev.to or Stack Overflow are not only tools, but also networks where developers can showcase their skills and make contacts. It has become easier for companies to approach talent directly in these communities and recruit them by actively participating in projects. Networking and community building are therefore increasingly becoming a central aspect of modern recruiting.

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Things you need to consider as a company

Yes, on the one hand, hiring developers is easier today than it used to be. Nevertheless, there are important aspects that you as a company must comply with in order to be successful in both the short and long term. The skills shortage is real and the market is still competitive - so it's not enough to only rely on the best tools or remote work. Here are critical factors that companies should keep in mind in order to attract developers and make the right decisions when selecting them.

Avoid unrealistic expectations of experienced developers

One of the biggest problems that many experienced developers encounter is the discrepancy between the requirements of companies and the reality of the job market. Dev.to emphasises that even developers with years of experience often struggle to find new jobs because companies have exaggerated expectations of their candidates. Companies are often looking for a ‘jack of all trades’ who is proficient in every programming language and technology. This leads to companies overlooking potentially valuable candidates who may not fulfil every requirement on the list, but still have a huge amount of experience and expertise. 

To counteract this, you should set realistic expectations when formulating your job adverts. Focus on specific core competencies that are really crucial for the position in question. And be open to the fact that a developer doesn't have to master every technology at the highest level to be valuable to your company.

Focus on cultural fit rather than just technical expertise

In addition to technical skills, cultural fit is a key aspect that many companies neglect when hiring developers. We at alphacoders have been preaching this for years. Developers who fit perfectly into the corporate culture not only stay with the company longer, but also make a much greater contribution to team dynamics and ultimately to success. In our experience, many companies make the mistake of focussing exclusively on technical expertise, completely forgetting the importance of good teamwork and communication skills.

That's why you should not only carry out technical tests, but also focus on soft skills. Developers who can communicate proactively, work well with colleagues and fit into the company culture are often just as important as their technical skills. Read our article: Grading Grit: Creative assessment methods for critical soft skills.

Get the onboarding process right

Recruiting does not end with the signing of the contract - the onboarding process is just as crucial. A common reason for early turnover is a poorly organised entry into the company. Developers who do not feel supported in the first few weeks or are not given clear goals quickly lose motivation. The onboarding process should be clearly structured, provide all the necessary resources and actively integrate new employees into existing projects.

Invest in a structured onboarding programme that not only brings new developers up to speed technically, but also promotes the company culture and values. This will make them feel like a valuable part of the team right from the start. Here you can find best practices for onboarding developers.

Actively tackle age discrimination

Age discrimination is another often overlooked problem in the recruitment process. As Dev.to's article points out, experienced developers often struggle to find new jobs - even though they bring valuable skills and experience to the table. We've mentioned it before - organisations should be aware that senior software developers often have deep knowledge of legacy systems and offer real solutions to critical problems based on their years of practice.

It is important to make sure in the recruitment process that experience and age are not seen as negative factors. Instead, you can emphasise the advantages of older developers, who often bring valuable soft skills (team leadership, mentoring) in addition to technical know-how.

Offer attractive working conditions

The demands developers place on their workplace have transformed significantly in recent years. As already mentioned, many developers today increasingly value work-life balance, flexible working hours and meaningful projects. Companies that adapt to these needs have a clear competitive advantage. Flexible working models and a modern corporate culture are key factors in retaining developers in the long term. Learn more about employee retention here – Retention rate: 5 measures to improve my employee retention. Make sure your company offers an attractive working environment that goes beyond salary.

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Conclusion

Based on our experience as recruiters and the Stack Overflow survey, developers are increasingly favouring flexible working models and meaningful tasks. These preferences have simplified the recruiting process by shifting the focus to contemporary working conditions and modern technologies. However, despite the increased accessibility of talent, companies must remain vigilant and adapt their recruitment strategies in order to be successful in the dynamic labour market.
To do this, companies should be prepared to modernise their approaches and take into account the changing needs of software developers. One key is to find the balance between innovative recruitment methods and authentic working conditions in order to succeed in the dynamic and demanding market of software development.