{"id":7851,"date":"2020-01-03T00:00:00","date_gmt":"2020-01-03T00:00:00","guid":{"rendered":"https:\/\/www.x4-technology.com\/2020\/01\/03\/how-to-recruit-hire-and-retain-the-best-software-engineers\/"},"modified":"2022-03-22T13:47:51","modified_gmt":"2022-03-22T13:47:51","slug":"how-to-recruit-hire-and-retain-the-best-software-engineers","status":"publish","type":"post","link":"https:\/\/www.x4-technology.com\/de\/how-to-recruit-hire-and-retain-the-best-software-engineers\/","title":{"rendered":"How to recruit, hire and retain the best software engineers"},"content":{"rendered":"

[vc_row full_width=“stretch_row“ el_class=“dark“][vc_column][vc_column_text]Employers, whether a start-up or large tech company are looking for the savviest software engineers who are able to keep up with technological changes and advancements, whilst solving problems in creative and efficient ways. The biggest challenges today\u2019s employers face is hiring the top talent, prioritising the development and talent needed for a project and then retaining this talent.<\/p>\n

The competition to recruit the best software engineers is at an all-time high and the demand for the best technical talent far exceeds the supply. IT employers are finding that many software engineers are no longer staying in the same role for a long period of time, they are now changing jobs on average every two to three years. With such fierce competition, here are a few tips for attracting and retaining the top technical talent.[\/vc_column_text][\/vc_column][\/vc_row][vc_row full_width=“stretch_row“ el_class=“light“][vc_column][vc_column_text]<\/p>\n

Use specialist recruitment agencies<\/strong><\/p>\n

Use specialist recruitment agencies who have an expert knowledge of the market. The best candidates are usually off the market within as little as 10 days, so using an agency with connections and networks in your field is the quickest and most efficient way as they will already have excellent relationships with active and passive candidates.<\/p>\n

Incentivise your current employees<\/strong><\/p>\n

Make the most of your existing resources. Incentivise your existing employees with cash bonuses for every person they refer that then gets hired. Hiring people referred by a current employee brings more certainty that they will be a good match to your companies\u2019 culture and values.[\/vc_column_text][\/vc_column][\/vc_row][vc_row full_width=“stretch_row“ el_class=“dark“][vc_column][vc_column_text]<\/p>\n

Know your landscape<\/strong><\/p>\n

Make sure you have an understanding of the benefits and opportunities your competitors are offering. Software engineers will stay with a company not just for pay but for \u201cthe opportunity to work on an important, believable vision they see progress towards,\u201d says Ari Weil.<\/p>\n

Employers, whether a start-up or large tech company are looking for the savviest software engineers who are able to keep up with technological changes and advancements, whilst solving problems in creative and efficient ways. The biggest challenges today\u2019s employers face is hiring the top talent, prioritising the development and talent needed for a project and then retaining this talent.<\/p>\n

The competition to recruit the best software engineers is at an all-time high and the demand for the best technical talent far exceeds the supply. IT employers are finding that many software engineers are no longer staying in the same role for a long period of time, they are now changing jobs on average every two to three years. With such fierce competition, here are a few tips for attracting and retaining the top technical talent.<\/p>\n

Offer clear progression<\/strong><\/p>\n

At technology-driven companies a software engineer\u2019s growth opportunities are among the highest drivers of engagement for technical talent, says Jim Barnett, CEO and cofounder of Glint, an online platform for measuring employee engagement. To meet this need, employers should showcase clear career progression and encourage it from the very beginning. Managers should proactively talk with employees to make sure they understand what growth opportunities they need to stay on board.[\/vc_column_text][\/vc_column][\/vc_row]<\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"

[vc_row full_width=“stretch_row“ el_class=“dark“][vc_column][vc_column_text]Employers, whether a start-up or large tech company are looking for the savviest software engineers who are able to keep up with technological…<\/p>\n","protected":false},"author":1,"featured_media":9751,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[18,715],"tags":[],"class_list":["post-7851","post","type-post","status-publish","format-standard","hentry","category-insights","category-thought-leadership"],"yoast_head":"\nHow to recruit, hire and retain the best software engineers - X4 Technology<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.x4-technology.com\/us\/how-to-recruit-hire-and-retain-the-best-software-engineers\/\" \/>\n<meta property=\"og:locale\" content=\"de_DE\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to recruit, hire and retain the best software engineers - 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