The 3 Recruitment Issues Hindering Your Success Hiring Software Engineers

The 3 Recruitment Issues Hindering Your Success Hiring Software Engineers

  • Recruiting top talent in software engineering is challenging. Skill shortages are rampant throughout the industry, and employee expectations are evolving. Without the right hiring and recruitment practices, business leaders can struggle with gaps in their software development teams for months.
  • Not only does this hamper the progress of your tech business, but poor hiring practices hiring software engineers can also lead to a loss of productivity and engagement in your current team.
  • While some of the challenges in the recruitment/staffing landscape may be beyond your company’s control, there are certain issues business leaders can identify, and overcome with the right strategies.
  • Addressing common roadblocks in the hiring process, such as problematic job descriptions, inconsistent employer branding, and poor candidate treatment, could help you to fill your talent pipeline faster, and achieve your business goals.
  • Today, we’re going to look at the 3 most problematic hiring practices hindering your recruitment success, and what you can do to overcome them.

Problem 1: Poor Job Descriptions for Hiring Software Engineers

  • There is one crucial resource a candidate will use to determine whether a role is suitable for their needs: your job description. A job description is often the first insight your ideal candidate will get into not just the responsibilities of the position you’re offering, but your company culture and employee value proposition. As such, you can’t afford to make any mistakes.
  • A job description needs to highlight the tasks and projects performed by the person in a specific position, expected performance metrics, key characteristics of your ideal hire, and the benefits you can offer as an employer.
  • However, it also needs to show candidates why they would want to work with your company.
  • Unfortunately, many tech businesses struggle to write effective job descriptions.
  • Many posts listed on company websites, forums, and job boards feature vague language, making it difficult for candidates to visualise themselves in a specific position. They may also highlight unrealistic expectations, or in some cases, use biased language.
  • One study found 60% of businesses unintentionally show significant bias in the wording of their job adverts, using masculine terms, or phrases that show a preference for candidates of a certain age or background. A poor job description can immediately deter top candidates from applying for your role, giving you fewer candidates to choose from.
  • Fortunately, working with a recruitment partner can improve your job descriptions, using strategies like:
  • Clarity: Ensuring your job descriptions clearly outline the responsibilities of a role, and your expectations of new employees is crucial. Avoid using vague language, and be realistic when it comes to showing candidates what you expect from them.
  • Inclusivity: Eliminating any examples of bias from your job descriptions is essential to ensuring you can attract a diverse selection of potential applicants. Avoid any language that shows a preference towards a specific race, gender, or age group.
  • Enticing benefits: Use your job descriptions to demonstrate your employee value proposition. Show your potential software engineer hires what specifically they can get from working with your company, such as great development opportunities, or access to flexible working.

Problem 2: Ineffective Employer Branding

  • Now that tech employees have more options when it comes to choosing where they want to work, and which businesses they want to associate themselves with, employer branding is more important than ever. LinkedIn shows 72% of recruitment leaders worldwide say employer branding has a direct impact on hiring success.
  • As your company brand serves to differentiate your company from competitors to consumers, your employer brand aims to engage the right talent and convince potential candidates that they want to work with your organisation.
  • With the right employer branding, you can ensure you’re targeting the right audience of candidates and boost your chances of earning interest from talented applicants. Unfortunately, developing and showcasing a strong employer brand can be difficult.
  • Some companies fail to clarify their unique value proposition on their websites, job descriptions, and social media posts. Others don’t fully understand what SaaS candidates are looking for in the current workplace.
  • Here are some suggestions to ensure your employer branding supports your company to stand out:
  • Define Your Employee Value Proposition Aligned with Your Employer Brand
  • Start by defining your employee value proposition. In other words, what can you offer to candidates in terms of not just remuneration, but unique benefits and experiences? Do you offer flexible working opportunities, access to development and training experiences, or a supportive company culture?

Showcase Your Company Culture

Find ways to draw attention to the unique aspects of your company culture. You can highlight your flexible working options in your job descriptions or show employee stories on your websites. You could also ask employees to write reviews for websites, like Glassdoor.

Activate Your Advocates

Ask your team members to work with you to demonstrate the unique aspects of your employer brand. You could ask employees to post about training days and team accomplishments on social media or create videos for YouTube.

Problem 3: Poor Candidate Treatment

Finally, one of the biggest issues companies face in the tech recruitment landscape stems from a lack of focus on candidate experience. While it’s important to ensure your employees feel supported and respected when they join your team, it’s also crucial to demonstrate your commitment to staff care during the hiring and recruitment process.

If a candidate feels the hiring process was negative or unprofessional, they’ll be more likely to reject your job offer and look for an opportunity elsewhere. Up to 64% of candidates would even share their negative experiences with their contacts, advising them not to apply for the same roles.

The complexity of the hiring process for software engineers means it’s easy for candidate experience to be negatively affected by a range of different issues. When sorting through a range of applicants, businesses can take too long to respond to their existing candidates, leading to frustration.

Similarly, when rushing through interviews and onboarding steps, companies can often lose the respect of the candidates they may want to hire.

The easiest way to improve the candidate experience is to work with a tech recruitment agency on a strategy to improve the hiring process for everyone. Think about:

  • Consistent communication: A good candidate experience relies heavily on consistent and clear communication. Candidates expect rapid response times, and feedback from hiring managers, to keep them in the loop through the recruitment process.
  • Interview strategies: Disorganised interview processes hurt your employer’s brand and limit your ability to attract new candidates. Ensure you have strategies in place to create a comfortable, effective interview process for everyone involved. Use scorecards to reduce bias, and train your hiring managers on how to use body language.
  • Onboarding: An excellent onboarding process is crucial to improving the relationship new candidates have with your company. Make sure you welcome your team members into your business with the right training, guidance, and consistent communication.

Upgrade Your Hiring Strategy For The Long Term

Companies have long struggled to implement the most effective recruitment strategies for hiring software engineers. However, as the talent market grows more complex, it’s becoming increasingly important for business leaders to address the major challenges in their hiring strategy.

Addressing common problems like poor job descriptions, inconsistent employer branding and problematic candidate treatment can have a significant impact on your recruitment efforts. Now could be the perfect time to reflect on your current practices, and make some essential changes, so you can attract and retain the best talent that the tech environment has to offer.

Remember, a recruitment agency specialising in hiring software engineering can also help you upgrade your hiring processes, assisting with everything from writing job descriptions to screening candidates.

If you’re looking to overcome these recruitment issues, get in touch with James Shenton by calling us on 01580 857179 or send us an email here.

Book a Call with James Shenton