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How to find developers in specialized fields

No matter the platform that you’re hiring for in tech, a key component is a specialized developer who can ensure that the velocity, development quality, and continuation of the project goes without a hitch.

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However, a new report from Forrester indicates that if you wait to hire your specialist, you might be paying a lot more. With mobile being the catalyst for change in the U.S. tech market, cloud technology is expected to grow up to 6 percent and software up to 8 percent just between summer of 2018 and 2019. Companies that wait to hire specialized developers will end up paying at least 20 percent more than market rates – and tech groups are shrinking as the market demands more specialists than are available.

Unemployment rates are at a historic low, but demand for developers who have the skills to handle emerging technologies has created a tight market, making it difficult to find good talent and retain the ones you already have.

Experienced engineers with proactive problem solving skills are lacking in today’s job market, as more and more IT departments move their legacy systems to cloud-based models and developers are freer to work on specialized projects that focus on revenue. Demand for tech specialties are picking up, especially as ambitions rise.

Fields that are lacking availed talkent include:

  • Advanced JavaScript
  • iOS, Android and mobile developers
  • Cross-platform mobile developers
  • Parallel computing architect
  • Database developers
  • Ruby developers
  • Information security
  • Cloud-based and IoT developers

The talent shortage isn’t getting better

Nowadays, developers need to be more than just software developers. A developer who creates music desktop software uses more than just audio programming – they use graphics, database programming, algorithms, network, security, audio and other computer science skills.

Software engineers have been some of the hardest jobs to fill in the U.S. While quantity-wise there might be a cacophony of candidates to fill positions, quality-wise there are few who are qualified and experienced to handle deep problem-solving involved in software engineering.

Hiring managers and team leaders are faced with many problems while scouring thousands of applications for the right fit, from lack of experience to a lack of formal engineering education. Having no hard job/technical skills, high salary demands or a lack of workplace/soft skills can also be a deterrent for job seekers and managers alike.

On the other side, 40 percent of information technology leaders and managers say that they are struggling to hold on to their top talent due to mismatched skill placements, not making retention a priority, quick draw hiring and job jumping.

Companies expect to hire someone and have them dive into the deep end, without first giving them the proper training to swim. Engineers who are just starting out have learned to doggy paddle in school but don’t have the skills necessary to do freestyle. Those who can do the breast and backstroke are in a position in which they can ask for increasingly higher salaries. This cycle has become such that companies can’t retain young talent and cause existing talent salaries to soar.

Additionally, rapidly accelerating technological developments are hindering the learning rate of mid level engineers. As the demand for experience in new technologies increases, the unemployment rate and market transfer rate remain low; the cost to find what companies are looking for will only rise.

Solving the specialized developer shortage

There are a few ways to address your specialized developer shortage. You can recruit from schools, try independent contractors/job boards or partner with vendors who already have the staff in place you need.

Recruitment. Companies can attempt to recruit young talent, especially those right out of school, who can be cultivated and mentored. They can also try continuing education credit investments for those who need more training. Corporations could focus on a newer, younger workforce: those who are still in high school or just beginning to pursue degrees. InfoWorld believes that if you focus more on those who have a passion for computing, the rest will come naturally.

The independent route. Hiring managers could try to recruit sites, such as Toptal or Hacker News Who’s Hiring, where developers are already proving their skills. Toptal is a community for software developers, designers and experts who are working freelance in niche fields. Hacker News is a community for computer science enthusiast that routinely posts jobs. Additionally, you could pay a commission for a staffing agency to attempt to place talent with your company.

A qualified vendor. Outsourcing is not what it used to be. With a workforce that has moved digitally, it’s easier than ever to contract with companies who already have the talent you need on staff, fully vetted and ready to go. At Zemoga, we design and build better digital experiences that drive your business further. Rather than outsourcing to a contractor or hoping to develop a talent that will be ready 5 years down the road, a trusted partner such as Zemoga will act as an extension of your own company. Like a engine supercharger. Zemoga solves problems and creates opportunities for businesses by adapting our teams and processes to what’s best for the client – which means that if you have a big or small problem, a need for an on-site or remote development team, or a Managed Service solution for an existing application, Zemoga is the solution you’ve been searching for.

Contact us today to learn how we can fill your talent gaps and fix your specialized developer shortage. Let’s build something better today.

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