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Questions Every Tech Recruiter/CTO is Asking: How Do You Beat the Talent Gap in Software Engineering?

Aug 19, 2021
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Questions Every Tech Recruiter/CTO is Asking: How Do You Beat the Talent Gap in Software Engineering?

The unmet demand for software developers has been on the rise for a long time, and it’s showing no sign of slowing down. CNBC’s 2019 report of 920,000+ untilled engineering roles in the US, is a notable representation of this talent crunch.

Startups in the tech space are constantly dealing with the challenge of filling software developer roles in a hiring market where qualified technical talents are almost impossible to find. 

Thanh Pham, a Forbes Councils Member, and an engineering leader himself, wrote about how 63% of business executives admitted to struggling to fill engineering positions. 

What do we expect, seeing it could take 66 days to hire for a single tech role?

In what we can call anything but a relief, the Bureau of Labour Statistics, in its 2021 report, also said the need for software engineering talent could grow to 21% by 2028 – higher than the projection for other occupations. 

So, for every engineering leader and technical recruiters, the big question has always revolved around how this huge talent gap can be bridged.

Impacting Business in No Small Scale

One thing is the general crunch, but more worrisome is the difficulty in getting credible, really skilled software engineers. 

Except for Decagon, and a handful of others who are building a pool of hirable talents, companies are left to fend for themselves, sometimes ending up with half-baked talents that couldn’t solve core engineering problems.

And while they’re going about trying to find the right talent, business suffers. 

Vetting Gets More, and More Expensive

Companies spend immense resources and money in searching for and vetting talented software developers while hanging on the hope that some turns out great.

Certification company, Qualified, said companies might cough up as much as $22K to hire an engineer. That, alone, is enough to leave hundreds of thousands of roles unfilled, for companies that just couldn’t spend that much on hiring.

And the ones that try to pull through with the processes, their finances start to bleed. 

Without Engineers, Growth is Stunted

This is especially true for technology companies or even non-technology ones that are adopting technology for scale. No engineers means no technical skills, or enough technical skills to get the job done.

As you also know, growth is just on the other side of the same coin as innovation. The shortage of quality software engineers means companies don’t have enough or the right talents to keep up with the latest trends in technology. 

In fact, in a recent report by Staffing Industry, 60% of CIOs agree that the shortage of technical skills made it hard for them to keep up with their competition. 

Unplanned Exits Are Becoming More Fatal to Teams

No one wants unplanned exits, but really, when engineers have deep reasons to leave, there’s not so much you can do to prevent that. 

The worry won’t be heavy if such roles could be easily filled again, but with the worsening talent crunch, this could mean vital projects get abandoned and stuck for a long time. 

So, Which Way to Go?

Outsourcing your recruitment is still great, for any kind of role, including engineering. However, the approach to it would need to change, from being process-driven to being talent-focused.

You Need Talent? Go to Where They Are

To solve this challenge of shortage of quality software engineers, tech talent catalysts like Decagon are identifying and transforming technology enthusiasts into exceptional software engineers. 

Adequate, hands-on engineering training isn’t easy to come by – one of the reasons there’s a talent crunch in the first place.

In our case at Decagon, we’ve taken up the responsibilities of developing well-rounded software engineers, whose skills are everything any engineering team would find valuable. 

Relying on curriculums designed by engineering managers from Google, Oxford, and Stanford, we help talents develop in-demand programming skills, with a focus on Java, C#, Python, Android, iOS, Golang, and Javascript.

Students here go through a structured learning process, and by learning within a thriving community of senior software engineers, they’re made ready to solve real-life programming challenges.

If you’d like to explore the talents we have available, you can schedule a call with one of our recruiting experts here, and we’d be happy to give a walk-through

Other talent development organizations like Andela are also producing hirable talents, and you can find other accelerators that could help with the talents you need.

Integrate Diversity into Your Hiring Policy

Building a diverse team, irrespective of gender or race, is a reliable way to beat this talent gap in engineering. Why do you think leading technology companies like Google, Apple, and many others are resolutely supportive of diversity?

They recruit across racial, geographical and gender lines, and that alone would open up a pool of talent you hardly knew existed. One thing is the immediate (talent) need this meets, but again, bringing their experiences from various backgrounds and cultures could help to build a team that is ready for global scale.

Just as technology continues to become even more integrated into our daily lives, the demand for software engineers can only increase. 

We’ve seen countless technology companies and teams leverage talent accelerators and diversity to consistently get the talents they need. It’s probably time for you to explore this too. Our engineers are now coding disruption at Indeed, Vertex, Varuna, Carbon, Renmoney, and a number of other technology giants. If you’d like to discuss how we can help, drop us a line here.


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