The demand for skilled software developers is soaring, but the supply isn’t keeping up.

According to a recent BusinessTech article, businesses seem to be struggling to source talent for software development, technical and business architecture, database design, development and administration, systems analysis, data analysis and warehousing, and business analysis.

It turns out that finding and retaining qualified IT talent isn’t an easy task, especially in a competitive and globalised market.

If the world is so tech-driven, why is tech talent so scarce?

·        Expensive and inaccessible education

Tertiary education isn’t readily available to those who can’t afford student loan repayments, top-of-the-range equipment or unpaid internships. And to make matters worse, those who finish their studies often need experience to prove themselves.

·        Skills mismatch and gap

The rapid evolution of tech means that developers must constantly upskill themselves. But many developers struggle to keep up with the changing demands of the industry, creating a gap between what employers need and what candidates offer.

·        Economic downturn

Many companies have reduced their hiring volumes, while others have increased their demand for remote and flexible workers. This has led to new challenges for candidates who may not have the high-tech tools to work remotely.

Then there’s the cost of being a competitive employer

To attract and retain top performers, companies need to make exceptional offers. This causes another catch-22: Qualified and experienced IT talent is hard to find, resulting in candidates being more demanding when it comes to salaries and benefits. In some cases, companies may be forced to choose between offering competitive salaries and benefits and not finding another developer for months.

Also, counter-offers may necessitate matching or beating other budgets.

We think there’s a solution. Well, two solutions.

One way to overcome the challenges and costs is to partner with recruitment companies that offer diverse costing models, like recruitment process outsourcing (RPO) or managed service provision (MSP). This way, you can find qualified developers faster, while reducing the risk of losing them to competitors.

Recruitment process outsourcing (RPO)

Ever wish you could ditch the hiring process and get on with the piles of other work? RPO lets you transfer all or part of your recruitment process to an external provider, whose job it is to take end-to-end care of candidate sourcing, screening, selection, and even onboarding.

RPO solutions outsource from offshore, nearshore, or onshore delivery centres and offer project or cost-based options, depending on your needs and budget.

Advantages of RPO include:
 

·        Scalability: As technology and skills change, the provider adapts to your changing hiring needs.

·        Cost savings: RPO lowers advertising, technology, training, and administration costs.

·        Quality and efficiency: RPO providers have the skills, network, and tech to find the best candidates quicker.

Managed service provision (MSP)

What if you only need talent when and if you’re experiencing an influx of work or IT issues? MSPs focus on the temporary or contingent workforce. Like RPOs, they handle the entire process, although they focus primarily on flexible workers, like consultants, contractors, freelancers and the like.

Think of MSPs as liaisons who operate between you and staffing agencies, handling end-to-end management of the on-demand workforce for you, including tracking resources, time reporting, payroll, approvals, compliance. The whole nine yards.

Advantages of MSPs:
 

·        Cost-savings: Their services are often more affordable than hiring a full-time employee.

·        Predictability: You only pay a set amount monthly or annually.

·        Flexibility and focus: Adjust your hiring capacity according to your business needs and market conditions, and let your internal team focus on more strategic tasks.

Less obvious ways to attract IT talent

Yes, competitive compensation packages are important. Yes, job ads should be clear and appealing. But there are two extra considerations when trying to appeal to tech specialists like developers:

1.   Appeal to their values: Developers are often motivated by the impact and purpose of their work, the opportunity to learn new things, and access to cutting-edge technologies. Tell them about your company’s mission, values, and vision, and show them how they can make a difference.
 

2.   Opportunities for creativity: Many developers are creative problem-solvers. Demonstrate to candidates that they can stretch their creative muscles in certain situations.

Contact Network Recruitment for assistance with finding IT talent or to discuss the ideal recruitment model for your business.