According to Glassdoor’s Best Jobs in America for 2016 report, “software engineer” ranks No. 9. 1 The jobs that make this list have the highest overall Glassdoor Job Score, determined by three key factors—number of job openings, salary, and career opportunities rating.
Yes, it’s good to be tech.
For an enterprise, keeping high-profile projects, bi-weekly sprints and quarterly releases on track is mission-critical to the business long-term. For a small business, just maintaining a website, staffing a one- or two-person IT department and handling one-off tech projects is essential for day-to-day operations and future growth. Here's a software engineer job description sample to help you get started.
No matter the size of the operation, having the right mix of engineers, developers, product managers and technical contractors on board plus a robust talent pipeline to tap when things back up is essential.
To help recruiters sharpen their acquisition game when chasing this in-demand talent, Glassdoor surveyed 1,400 male and female engineers to hear how they want to be recruited, what recruiting tactics turn them off and what attracts them (beyond salary) to a company. 2
As it turns out, one in four engineers told us they’ll be looking for a new gig in the next quarter.
How to Hire Engineers
Selling tech on your company
As we’ve seen for another hot profession (sales), it’s not just about dangling dollars to lure engineers and tech talent to your company.
For example, did you know that just over half of software engineers would accept lower compensation to a join a company with either a great reputation or an attractive product or service?
Anecdotal comments we heard back this up.
“If your company isn’t attractive on its own because of its technology and engineering culture, I probably won’t be interested in working there,” replied one software engineer. “Hearing about your company from a recruiter—rather than because of something amazing you’ve built—simply cements [my] disinterest.”
What engineers want from recruiters
As you might expect of an audience known for an analytical DNA, 81 percent of software engineers value recruiters that are transparent and straightforward about the pros and cons of a company’s culture.
That’s far ahead of a recruiter having knowledge about a candidate’s experience (63 percent), not being “pushy” during recruiting outreach (53 percent) or even owning a comparable technical background (42 percent).
On the other hand, if you’re looking to turn a software engineer’s stomach and burn your reputation, send an unsolicited LinkedIn InMail.
“I canceled my LinkedIn account because I was getting bombarded by recruiters,” one software engineer told us as part of a survey. “Now they have to find me through my blog, GitHub or Stack Overflow accounts. Those recruiters that reach me now are more worth my time.”
Or ask them to do some heavy lifting in your referral efforts.
“Don’t ask me for me to contact my friends if I’m not personally interested in a position… it feels like you are asking me to do your job for you.”
A better approach
Sixty-five percent of software engineers say social media outreach from other engineers at the hiring company is an effective way to learn about new opportunities. They’re also high on blog posts from engineers at the hiring company and social meetups on-site, too.
They also like to do their own reconnaissance.
A whopping 97 percent read online reviews about a company before accepting a job offer. That means employers need to keep a watchful eye over what employees and ex-employees say about them on sites like Glassdoor.
For new positions, software engineers hear about opportunities from online job sites (71 percent), recruiters (70 percent), friends (40 percent) and former co-workers (37 percent).
Touting career growth to this audience is a good move, too, for recruiters.
“If you want my attention, show how I’m going to grow my career at your company,” one engineer told us. “Approach me about a position a level higher than my current one or present your vision on how I will move up if I’m successful at your company.”
In summary
To crack the code when recruiting software engineers, even if you’re not a strictly a technology company, don’t forget to trumpet your innovative or flat-out hot technology, skip the cold reach out via networking sites and leverage your fellow engineers at every opportunity, from blogging to meet-ups.
For more guidance, including workplace factors that can give you a talent retention advantage, channels tech talent relies on for job searches, and tips on recruiting female tech workers, download our free Resourceful Recruiter’s Guide to Recruiting Software Engineers.
Sources:
1 Glassdoor Best Jobs in America 2016, January 2016
2 Glassdoor survey conducted between Feb. 12 and Feb. 19, 2014. Results based on answers provided by 1,400+ software engineers identified as being employed full-time.
