Hiring top talent is like looking for a needle in a haystack. But hiring top engineers is like looking for a needle in a haystack against hundreds of magnets. Everyone is trying hard to bring in top software engineers, and the challenge isn’t over when they agree to join your company. Keeping software engineers engaged and loyal to your company is an art form. To help, Glassdoor recently surveyed more than 1,400 software engineers to find out what their job seeking plans are, where they hear about open positions, what would entice them to join a new company, and what they wish recruiters did differently. If you are looking to recruit and retain software engineers, keep these key findings in mind:
Engineers Are on the Lookout
This how to recruit software engineers infographic indicates software engineers are feeling hopeful about their chances of finding a new job; as many expect to look for a new job this year, 25 percent in just the next three months. Plus, nearly two in five (38%) software engineers with 8-10 years’ experience at the same employer plan to light up their job search in the next few months. If you’re planning on recruiting software engineers from other companies, look for that group, as they are most likely ready to for greener pastures.
Engineers Demand Transparency
Peer-to-peer insights are key when recruiting, attracting and securing software engineers; the message is loud and clear that a company’s current team of engineers is the best resource for attracting talent. While online job sites like Glassdoor are the most common way software engineers hear about new job opportunities (71%), software engineers shared some tips on what they also find effective when it comes to being recruited. When it comes to being enticed, the most valued attribute of a recruiter, according to software engineers, is transparency about the pros & cons of working at the company—valued by 81 percent of respondents. Aside from the recruiter, the 3rd party factors that are most likely to impact a software engineer’s decision to take a new job include friends (76%), former colleagues (68%) and current colleagues (64%).
Retention Retention Retention
It’s no surprise salary is the number one factor when it comes to why a software engineer considers leaving his or her job, as 78 percent of respondents report this. However, what’s interesting to pay attention to is that nearly the same amount, 76 percent of engineers, admit they would also leave their current job for career growth opportunities. If you’re working to retain this talent you worked so hard to recruit, keep them paid fairly, moving up the ladder and engaged in interesting work—but make sure you’re listening to what else they care about. More than half of respondents said they would accept a lower compensation package for the opportunity to work at a company with a great culture, while 51 percent would also do so for the chance to work on an attractive product or service. So when it comes to retention, every facet of the business should be looked at and reviewed consistently to make sure employees are satisfied and engaged.
This story was written by Allyson Willoughby, SVP of People at Glassdoor, and is a part of Recruiter.com’s 2014 Recruiting Technology Trends series.