describe the imageThe search for the best ways of attracting and retaining talent is a never ending quest and there is no shortage of advice available on how to do it. One nearly universally accepted truth is that it helps to know what your workers want. Money is not the only motivating factor and sometimes not the most important one. We’ve written about this before in Staffing 360 (Are you Building Temples? and Training and Opportunity Key to Employee Retention). Today we offer you a quick reminder of many of things we’ve reported before. Glassdoor has put together a good infographic specific to recruiting software engineers, and it concurs on many fronts with what we’ve said previously.

Knowing what people want doesn’t automatically mean that you will be able to give it to them but just understanding it will help you to make better decisions. For example, 58% of software engineers would consider leaving their job for the type of work, and 52% and 51% would accept less money to work at a company with a great culture or a company with an interesting product. So, if you don’t have a sexy, innovative product, then you need to recognize that you might need to pay more to attract and retain the best. But this also shows, and perhaps it is the more important lesson, that you don’t have to necessarily pay a lot to get the best. Competitive salaries for positions that offer the other things people care about will often trump salary alone.

What can you change about your firm, that doesn’t require a cash expenditure, to fulfill more of the things SEs (and other employees too!) are looking for? What can you do to make Senior Leadership more accessible and transparent to all your employees? Is your company culture a positive motivational force or getting in the way of doing business? How can you train management at all levels to do a better job, since relationships with managers is another key consideration? The infographic also reports on some of the things recruiters do that turn candidates on and off. Address your recruiting process, whether it is internal or external or a blend of both, and make you are doing the right things and not doing the wrong ones. Software engineers want people who are honest about the good and bad of a company, are not pushy or aggressive, and who has the technical knowledge to understand their skills, experience and the industry.

Enjoy this pictorial report of things you should consider and address when trying to recruit software engineers particularly, and any IT professional in general.


Jerry Brenholz
CEO and President
ATR International, Inc.


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