Hiring Developers – don’t leave it too late…

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According to Tech Recruitment Expert, Hung Lee –  October is the time for job hunting.  And those with the best skills will get the pick of the bunch.  Even a year on, the facts stack up – increasingly, developer, design and UX skills will be in such high demand that candidates will be able to name their price, location and working pattern!

And in case you think that’s simply scaremongering…

  • Demand for developers in the UK already far exceeds supply..
  • And according to Raj Mukherjee of Indeed, there’s no evidence of supply and demand converging in the short-medium term..quite the opposite..
  • From ’18 onwards we can expect to have already hit negative net migration of UK based ‘Continental European’ developers returning to their home markets. And whilst the Government are showing signs they will continue to welcome workers post Brexit, natural nervousness from workers will ensue.
  • The incentive for Central & Eastern European developers in particular (e.g. Polish, Czech, Hungarian workers) to work in the UK have been significantly reduced, with International companies beginning to set up business where talent resides.

 

But – all is not lost!  Here are the critical (and sometimes obvious but not executed) steps you can take to mitigate the risk and be a step ahead of the rest…

# 1:  Check you’ve got the simple stuff sorted

Ensure your business is in fact really competing locally for developer talent.  Without truly understanding your audience, and their expectations, how can you appeal for their interest in your roles?

  • How competitive are your salary packages?
  • When you publish developer roles have you included details about the tech stack the candidate will get to work on?
  • Talk specifically about the projects they will be involved in – unless it’s interesting, why would a developer apply?
  • Are you being transparent and sharing details about the reporting line and team they’ll work with (very important but rarely included)?
  • Are you marketing your roles through the right channels?

If you are already doing each of these things above correctly then you’ll at least be on a more level playing field when competing for domestically based developer talent ‘but’ you are still fishing in an increasingly competitive pond..so..

#2:  Go to where the programming talent is already located

Why not do what all large tech companies, banks and other multinationals have done over the past 5 years?

This is the key reason why Central & Eastern European developers are much less likely to consider UK relocation opportunities anymore..because the opportunities have come to them and opened up on their doorstep. It has had the added impact of flooding their local markets with opportunities and driving up salaries. Net salaries have significantly converged on UK/Ireland salary offers ‘but’ they continue to enjoy a much lower cost of living environment.  Therefore, #1 still applies!

#3:  Choose a specific location to build your development HUB

Setting up and building your in-house development team in cities with extremely deep talent pools such as Prague (Czech Rep.), Bucharest (Romania), Krakow (Poland), Warsaw (Poland) or Budapest (Hungary) – it’s neither complicated nor will you be the first to do it. The trail has been blazed by 100’s of US and Western European companies already.  Gone are the days of ‘off-shoring’ resulting in hiring a bunch of developers who build poor code, work with patchy internet connection and are finishing their work day as you begin yours! This is the era of ‘nearshoring’. Building your development Hub within the EU and just a 2hr flight from London.

#4:  Treat your nearshored team as you would your UK team

Many organisations treat their remote teams in the same (poor) way they treat their contingent workers when actually they should be engaging even more thoughtfully with those who are not sitting directly in the office.  Often those individuals are more stimulated to work hard, care about the business and not just their project progress and want to have a sense of how people operate back at HQ – it’s the small stuff that counts.  Give thought to communication, knowledge sharing, collaboration, problem solving and even banter. It really matters.

If you want to learn more about building your development team in Central & Eastern Europe get in touch with Source-Code here: https://source-code.com/wp/contact-us/ or feel free to contact me directly at glen.farrell@source-code.com or at LinkedIn: https://www.linkedin.com/in/glen-farrell-48848391/

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