• Work from Anywhere
• Unlimited holiday
• Research and development days
To attract the best software engineers, you must offer the most attractive benefits package. With software engineer salaries already at all-time highs for the industry, potential applicants are placing a greater emphasis on the employment benefits than ever before. Meaning their decision to work for one company over another is frequently based on who offers the most incentives in addition to a competitive compensation.
What does this mean for hiring managers in the technology industry?
In essence, a candidate-driven market translates to increased competition by employers and increased talent competition results in workers leaving their current positions in search of jobs with higher salaries, more advanced opportunities and greater benefit packages. Candidates are on and off the market in as short as a week. So as a hiring manager, you have to ask yourself, what can I be flexible on?
Consider how much competition there is in London, how many technology organisations are looking for the same skills? Approximately 658,275 of all jobs advertised in London were for digital or technology positions in 2019, according to Tech Nation’s 2020 Jobs and Skills report. Bristol, Leeds, Birmingham and Manchester are all excellent markets with substantially lower average salaries as studies have shown.
Tech Tests VS the Tech Job
Moving on to the ever-debateable interview processes. I am sure we have all seen the funny memes, "Tech tests VS the Tech job”, and quite rightly. As a hiring manager, you want to reduce obstacles from hiring someone. We have seen 5+ interview stages with 2/3 technical rounds, and some processes with no technical rounds. Find a good medium, I would say 3 stages is standard:
2. Technology test
3. Culture fit/competency based interview
In my opinion, it is best to be versatile. If a candidate has other interview processes and tech tests, can you be flexible? Would you consider skipping the tech test and moving to competency-based questions?
Don’t hold up the hiring process
The need for speed is my final point, and it’s arguably the one that gets overlooked the most. CBNC ranked software developers as the top career for 2019, which explains why it usually takes software engineers no more than a few weeks to find a new tech job. It should not take more than 24 hours to receive CV and interview feedback. The pace at which you move indicates a lot about you. This means that you must ensure your hiring process is fast, reciprocate the interest and excitement. If you can do that, you should be able to make an offer, preferably one that is competitive, before the candidate leaves the market.
Get in touch to discuss your options
Marks Sattin is a specialist recruitment business, uniquely positioned to offer insights to your business. We understand not only how to find you your next hire, but we also advise you on hiring methods and how to attract more candidates. Our technology recruitment consultants make sure to keep you abreast of the latest trends in their markets, whether that’s FinTech, technology transformation, business analytics or software development. If you would like to discuss any of the above and understand what a technology recruitment agency can offer you, please reach out to me. Alternatively, if you are looking to start your UK software engineering career, check out our latest technology vacancies.
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