Facing the Tech Hiring Challenge: Questions Answered for Those Hiring Software Developers in 2015

Each year presents new, unique hiring trends for the tech industry—a notoriously difficult industry to hire for. With increased demand for talent this year, the cycle of imbalance between supply and demand of software developers continues. It doesn’t matter if you’re in iOS or mobile app development, healthcare IT or banking—the number of new developers in the U.S. has not caught up with demand, leading to anxieties and uncertainties for any one of the 72% of companies looking to hire tech talent this year. Here are some current trends to help you be better informed as you hire in 2015.

1. What are this year’s areas of increased demand?

Sr. Software Engineer
Java Developer
Product Manager
Web Developer
.NET developer
(as reported by CIO.com)

2. What are developers being paid on average?

Sr. Software Engineer – 105k
Java Developer – 74k
Product Manager  – 99k
Web developer – 73k
(as reported by theladders.com)

3. What are the hardest jobs to fill?

Software Developer/Software Engineer
Java Developer
.NET Developer
(as reported by DICE)

4. Where are the hot job markets:

Milwaukee (39% more tech jobs since last December)
Nashville (24%)
Hartford, CT (12%)
Portland, OR (11%)
Sacramento (10%).
(as reported by Fortune)

5. Do I have to pay more than I thought?

That depends on what you thought you had to pay. In most cases it will vary a bit by city, so you do have the option to hire remotely if you can find a better rate.

6. What are people looking for in a job?

Sure people want money; 75% of people left their jobs because of it. However, many job-seekers are considering other areas, like corporate culture, just as much when it comes to finding a place to work. In a quote given to CIO.com, Emily He, CMO at Saba Software, stresses the importance in shifting focus towards culture building. He says, “Smart employers are definitely increasing their investment in keeping the people they have — not just through bonuses and perks, but by really focusing on keeping their people engaged. We’ve seen everything from corporate-sponsored hackathons and other team-building activities to group volunteering activities—anything to provide more collaboration and meaning to people’s’ jobs. Smart employers understand that there is always a higher paying job out there, but people will stick around for jobs that have true meaning for them.”

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