Attracting Top Software Development Talent
Learn about the culture & benefits
How to attract top talent to your business
statistics
Don't take our word for it
SOFTWARE DEVELOPERS
Build a strong employer brand
Building a strong employer brand is essential for attracting and retaining top talent, as it helps establish your organisation as a desirable place to work. Here are some steps to consider when building a strong employer brand:
Defining your values
All employees should be aware of and committed to your company's mission and fundamental values. This will contribute to developing a culture that the staff members can be proud of and that reflects their own beliefs.
Most people work at their best when personal values are aligned with organisational values. It is important that a business has core values, as they are the deeply ingrained principles that guide all of the company’s actions; they serve as its cultural cornerstones.
Conducting an employer brand audit
It is important to research employee views on the culture of the organisation. The research will indicate focus areas that the organisation should look into and address.
Moreover, surveys and reviews would allow the company to understand and recognise its true reputation among job seekers. Understanding your current reputation is very important as an organisation.
Aligning the messaging for your brand is crucial. It is important to make sure that your brand messaging is consistent across all channels by conducting an employer brand audit.
This can aid in attracting the best candidates and enhance your standing as a top employer. Moreover, conducting a brand audit will enhance your overall brand. Your overall brand can be improved, and a strong employer brand can make you stand out in a crowded market.
Developing a strong onboarding process
Onboarding refers to a new hires first experience at a company. It is important to create a good impression by getting employees engaged and excited about their roles/teams.
Ensuring a smooth transition, clear instructions and tools to excel in their roles is important when creating a good initial impression.
Furthermore, establishing clear standards:
A well-designed onboarding process sets clear standards and expectations for new employees about their roles, responsibilities, and the company culture.
This has the potential for the new employees to feel more self-assured and less anxious about their new position, leading to increased job performance.
Using social media platforms to tell your companies story
Implementing a social media strategy to improve the markets perception of your brand. The use of blogs, videos, tweets, posts and various other forms of social media tools to share a company message is important when creating a perception of your brand.
In addition, leveraging employee advocacy is important for attracting talent. Encouraging employees to share job postings and promote the organisation on their personal social media accounts can be an effective way to reach a wider audience and attract top talent. Employee advocacy can also help to build trust and credibility with potential candidates.
An employer brand centred around honesty, transparency and being genuine
Making false statements and promises about your values, culture and happenings will come back and derail the outlook of your organisation. If your conditions are too good to be true and if prospects accept job offers based on promises you don't fulfill, these are all precursors to failure and a damaged reputation.
Building an employer brand of honesty and transparency plays a major role in attracting top talent. When a company is honest about its values, culture, and practices, it builds trust with job seekers. This can help attract candidates who are more likely to trust the company, be engaged and be productive employees.
Moreover, word of mouth from past employees will expose the inconsistencies of a companies values, leading to a decrease in the trust and reputation of a company.
Forming a company culture of good communication and collaboration
Communication is key to collaboration. It is important to encourage your team members to communicate openly and honestly, and make sure they know that their ideas and feedback are valued.
Furthermore, using the right tools to communicate with one another, whether that is email, slack, whatsapp etc. In today's digital age, a wide variety of tools are available for communication and collaboration, from project management software to video conferencing tools. It is important to ensure that your team has access to the right tools to facilitate collaboration and communication.
The use of the right tools helps ensure that there is a clear message, that everyone is on the same page, and that there is no miscommunication. It is important to create guidelines for employees on how your company communicates formal work-related matters, non-formal work-related matters and social matters.
Creating a culture of celebrating wins and results
Celebrating wins is important as it provides recognition and encouragement to employees who have worked hard and achieved success. It helps to build morale, motivation, and a sense of pride in the work that is being done.
Celebrating wins helps reinforce the values and goals of the organisation, and can inspire others to strive for similar success. Celebrating wins fosters a culture of performance and recognition, thus it is important to congratulate employees who perform well.
There are various mediums available to celebrate success such as public acknowledgment through emails, team meetings, company announcements etc. Moreover, encouraging employees to share success stories can provide added motivation for others to aspire and work even harder to achieve business and personal success.
Creating a culture of learning from failures
Every employee will experience failure at some point, but how you respond to it will determine whether you grow from it and move forward to become better. It's crucial to encourage staff members who struggle with certain tasks rather than harshly punishing them, and to work with them to understand why they struggled and how they can succeed in the future.
There are various mediums of analysis and dealing with failure; conducting review processes, such as monthly review meetings to identify if targets were met, and providing opportunities for employees to share their failures. It's essential to create an environment that helps employees create and implement specific actions that can be taken to prevent similar failures in the future.
It is important to create a culture that learns from failures and works to correct and improve on them; this will help create an environment in which employees are not afraid to take risks due to fear of failure.
An environment where your employees feel valued by your business.
Don’t make employees feel like an overhead. Ensure that workers feel secure in their roles. Simple actions like creating shared workspaces where employees of various levels can work and interact with one another can eliminate hierarchy systems from the workplace.
It is crucial to get the thoughts and suggestions of the workforce regarding any potential new rules or adjustments to the relevant industry. Encourage your staff to set goals and give them as much discretion as you can.
It is crucial to give employees a sense of security and safety in their work environments. Employees are more likely to leave their jobs at the first opportunity if they don't feel secure and comfortable in them because they worry that they could be replaced at any time.
Creating a culture in which employees support one another
It is important to create a culture in which employees offer one another support with ‘no strings attached’. However, in order to foster such a culture it has to start with the leadership.
Having a culture where even the CEO is looking to help everybody in the company in whatever way he can, motivates all employees, regardless of their positions, to help one another if they can. Moreover, it is important to encourage cooperation among workers.
This entails reducing micromanagement and giving team members more freedom. Providing workers with the tools they need to work together through regular coaching and even specialised training.
SOFTWARE DEVELOPERS
Offer competitive compensation and benefits
Top talent is always in demand, so you need to provide incentives for them to join your organisation.
Finding and acquiring top talent is often difficult however, there are various ways to attract top achievers in the industry. Talented software developers who are in high demand can be attracted by a competitive salary package.
Top talent is more likely to be attracted by businesses that offer pay and benefits that are competitive with or even better than industry standards.
Here is a list of considerations organisations need to consider when formulating an offer for top software development talent:
It's critical to keep top software development talent after you've attracted them. Offering competitive pay and perks that exceed industry standards can help to keep your employees loyal to your business and reduce their likelihood of leaving for better opportunities.
Raises play a significant role in retaining employees by demonstrating appreciation for their work and increasing motivation for them to continue performing well.
Raises serve as a clear indication that the employer values an employees work contributions and recognises the employee's skills and abilities. Raising an employees wages based on good performance serves as a retention tool.
Raises provide an incentive for employees to remain at the company for the long term and buy into the long-term vision of the company. Moreover, raises are good for overall cost saving due to the fact that it is more expensive to recruit and train new employees if the original employee leaves.
Offering raises to employees is mutually beneficial to the employee and the organisation. It is important that potential employees know that there is a high potential for salary raises when they perform well.
Providing perks and benefits
You can improve your company's reputation in the market by providing competitive pay and perks. Word of mouth spreads quickly, so if your business is known for treating its staff well, it may be easier to recruit future software developers with the necessary skills.
Companies that make an investment in their staff by providing competitive pay, challenging projects and extensive benefits will have a better chance of luring and keeping the best talent in the sector. To attract and keep top software development talent, competitive pay and benefits are essential.
working with Scrums.com
Our diverse industry experience
SOFTWARE DEVELOPERS
Paying top talent well
This can be a key element in luring and keeping the best workers in your sector. Here are steps to consider when offering salaries to top talent:
Conducting market research should be done in order to determine the going rate for top talent in your sector, region, and job category. Using this as a benchmark can help you determine the appropriate compensation package. As an example; taking a look at the average salaries for software developers in your area or city can provide you with an idea of how to structure/set your salary offer to employees. Using industry benchmarks can give you a good starting point for determining what fair compensation looks like for your employees. Moreover, it is important to consider the skill level of your employees. E.g. junior developers will typically earn less than more experienced, senior developers. It's important to set appropriate salary ranges for each level of experience.
It is important to take into consideration the different specialisations within different job professions.
Different specialisations can command different salary levels. For example, a software developer specialising in artificial intelligence may earn more than a developer specialising in web development.
Paying well is a key component of luring and keeping top talent. This might entail paying more than the industry standard salary for the job or giving raises and bonuses.
Geographical location is important when offering competitive salaries. Salaries can vary widely depending on geographic location. For example, software developers in places such as London may command higher salaries than those in smaller countries like South Africa.
However, companies like SovTech are positioned in a unique position where they offer African talent to European and American companies, lowering the high costs/salaries of software developers in Europe and America.
Moreover, companies like Sovtech offer candidates the opportunity to be paid more than they usually would working for other South African software development companies, due to the potential to work at their European/American offices. Scrums.com is revolutionising the way growth companies scale their engineering teams.
The scrums.com platform offers access to top-notch remote African software engineering teams at an affordable subscription price for American companies, helping connect top software development talent in Africa with top companies globally.
Understanding your candidates pain points will allow you to tailor compensation packages in order to give you a competitive advantage over rival employers.
E.g. providing accommodation near the workplace, advancing 3 months pay for employees to relocate etc, are all useful options to offer top talent to work for your company
In addition to a competitive salary, offering a full range of benefits can aid in luring and keeping top talent. This could include things like health insurance, retirement plans, and additional perks like flexible work schedules, paid time off, and chances for professional advancement.
You can attract and retain top talent by providing equity-based compensation such as stock options or restricted stock units. If the company does well, employees may feel a sense of pride in the company and have the opportunity to earn sizable financial gains.
Employers frequently use employee stock option programmes to reward, retain, and hire personnel with the goal of motivating them to take actions that will raise the stock price of the company.
In exchange for paying the exercise price and getting the company's common shares, the employee would have to decide whether to exercise the option. Therefore, the employee would directly benefit financially from the difference between market and exercise prices.
If you want to reward top talent, you should think about using performance-based pay. Depending on individual or group performance, bonuses, profit-sharing plans, or commission structures may be used.
Performance-based annual bonuses are an example of financial incentives given to employees for different work achievements. Employees are encouraged to meet goals because they stand to gain significantly from performance-based pay.
Often managerial/executive positions come with performance-based incentives such as share options if they reach certain performance-based targets. For instance, 200 shares (worth R1 million) will be offered to you if sales increase by 20% by 2024.
Employees who know their efforts will be directly rewarded are encouraged to work harder and more effectively because of performance-based pay. Employees are rewarded for their performance, and this method of paying employees is thought to be fair. It ensures that employees are compensated based on their contribution to the company's success, rather than factors such as seniority or office politics.
Attracting top talent requires a strategic approach that balances pay with additional benefits, perks, and other incentives.
Software Development
Mobile App Development
Web App Development
Team Augmentation
Software Outsourcing
Software Maintenance
SOFTWARE DEVELOPERS
Common things to include in employee benefits packages
When designing a benefits package for employees, it is important to consider their needs and preferences, as well as the budget and resources available to the company. Here are the following tips on what to include in employee benefits packages:
Employees can budget and plan for the future with the aid of 401(k) plans or other retirement savings options. A 401(k) is a feature of a qualified profit-sharing plan that allows employees to contribute a portion of their wages to individual accounts.
Employers can also contribute to employees' accounts. Retirement savings plans allow employees to invest now for financial security when employees retire. Furthermore, employees benefit from interest accruing over time, which allows small, regular contributions to grow into significant retirement savings.
Paid time off refers to paid vacation days, sick days, and paid holidays. Employees have the option to take time off work to rest and recharge thanks to paid work leave.
As a result, they are more refreshed, energised, and productive when they get back to work. Paid work leave can also improve an employee's mental health and general well-being.
While taking a break from the strain and pressure of their jobs, they can concentrate on their individual needs and interests.
Allowing employees to work from home or change their hours, may be advantageous to some workers. Flexible work can enable employees to work during their most productive hours and in the environment that suits them best, which can lead to increased output and quality of work.
It is important to offer various types of insurance to employees in order to attract and maintain top talent. Insurance against death and disability: This kind of coverage can offer financial protection in the event of unforeseen occurrences. Health insurance is a crucial benefit for employees, as it helps cover medical expenses such as doctor visits, hospitalisation, and prescription drugs.
Health insurance plans can vary in coverage and cost, so it's important to research and choose a plan that meets the needs of your employees and your budget. Employees may receive financial assistance from accident insurance in the event of a serious accident or injury for which there may be no other insurance coverage.
This benefit may be used to assist employees in covering unforeseen medical costs. The various insurance options play a significant role in luring top talent because most people place a high priority on having their financial needs met in the event of a disaster.
These can include gym memberships, counselling services, extra mural activities, mentorship opportunities, etc.
Employers and managers should meet with employees one-on-one, once a month to discuss their needs and offer or suggest additional services such as therapy.
SOFTWARE DEVELOPERS
Product discounts
Offering discounts on the products or services your business offers can help you recruit and keep employees.
It might be a percentage of the list price or a specific sum of money. Free goods and services are a method to express your gratitude to your staff, E.g. company outings, branded gear etc.
Top software developers are interested in working in challenging work environments. It is important that employers use the following to attract top software development talent
- Exciting projects
Top software developers are often extremely knowledgeable and experienced professionals who look for opportunities to work on exciting and challenging projects that allow them to showcase and improve their talents. Companies may attract top talent and keep them for a long time by giving them such projects because these developers are likely to stay interested and motivated.
- Access to new and developing technology/trends
Developers can broaden their skill sets and stay current with industry trends by taking on challenging projects that give them the chance to work with new and developing technology. For top developers who are always looking to advance their careers and broaden their knowledge, this is crucial. Software developer jobs today require that you possess excellent problem-solving skills. The majority of time spent by software developers is on identifying problems, spotting and correcting bugs, and making sense of codebases from before they started working there. Being creative at problem-solving is essential in creating great solutions to issues that arise throughout software development. Having mundane and simple tasks for employees thus takes away the important problem-solving skill that makes the software developer profession so lucrative and exciting
- Challenging projects
A challenging environment fosters creativity and innovation in developers. For top developers who appreciate the chance to participate in initiatives that push the frontiers of what is currently feasible, this is crucial. Companies can attract top talent by offering such initiatives to those who want to work on cutting-edge technology and solutions.
Software development is a rapidly evolving field, and top talent wants to work for an organisation that invests in employee development. It is important to constantly offer employees the opportunity to upskill and reskill.
Employee development refers to the process whereby the manager and employee work together to create a development plan. This plan identifies areas to develop or enhance and allows the employee goals to be in line with the organisations aspirations.
Methods of upskilling your software development team:
Training and development programmes Companies can provide training and development programs to aid employees in learning new skills and staying up to date with cutting-edge technology. Having internal workshops in which meetings are held every week during which someone from your team shares their best practices for how they resolved problems. T
his would require preparing a presentation and some exercises at the end to confirm the developers understand the explained solution. In addition, external training in the form of workshops, conferences and meetups is an effective way of upskilling employees. Workshops are usually facilitated by industry leaders and ensure hands-on experience. Software developers attending them may tackle specific issues or work on optimised solutions.
By doing so, they can implement new knowledge right away, ultimately helping the company improve.
Mentor programmes: By pairing senior developers with junior developers, the company can encourage growth and development.
The assistance provided by senior developers will help junior developers grow and develop their skills much quicker and better. One of the important benefits of developer mentorship is that it allows you to mould a junior developer, so their programming style fits the practices and the workflows specific to your organisation.
Moreover, aspiring developers will be attracted to the organisation if it offers the opportunities to be mentored by senior/top developers due to the wealth of knowledge and experience they have.
Online courses: Offering online courses on various platforms such as Udemy or Coursera. Not all of them will be worth the money, but usually some agendas help to assess the usefulness of the videos. This kind of training may be used to enable the learning of new programming languages and technologies in general. It is considered to be the best option for transferring both theoretical and practical knowledge.
Conferences and networking occasions: Attending conferences and networking occasions can give employees the chance to network with other professionals and get knowledge from subject matter experts in their field. In the questions they pose after the sessions, people reveal a lot of insightful information about a particular subject.
The discussions that take place after the session may be crucial to the issue you are trying to resolve at work, and the ideas offered afterward may be more beneficial than the information presented during the session.
These events' knowledge exchange aids software developers and their organisations growth. Platforms such as Dev Events provide a directory in which you can find hundreds of tech-related conferences across the globe and online.
Flexible work: Offering flexible work options, such as remote work or flexible hours can aid in luring top employees that prioritise work-life balance. This is also beneficial for employers because a good work-life balance among staff can lead to less burnout and more productivity.
Since remote work tends to be more flexible, employees can better manage their personal time.
Create a work environment that fosters collaboration, open communication, and encourages cross-functional teams to work together.Collaboration fosters creativity When developers collaborate, they may exchange their thoughts and viewpoints, which can result in more creative solutions.
Collaboration among software developers helps them generate new ideas, test and perfect them, and eventually provide better solutions than they would if they worked alone. Creating a culture of teamwork is essential.
Each member of your team is an individual with unique strengths and weaknesses. Taking the time to identify each member’s core competencies and then working in a way that promotes strengths while minimising weaknesses fosters a healthy team environment. This can help every team member perform better, feel more integral and feel as though they add value to the team.
Efficiency is increased by collaboration: Software developers can work more productively when they collaborate. Team members can prevent disputes that may result from working in silos when they are able to properly communicate and coordinate their activities.
Time and money saved in this way can be used to advance the project in other ways. Moreover, creating centralised channels of communication avoids various issues, for example; using Slack to communicate while other employees use WhatsApp or email can lead to employees saying they never saw what was said. Consistency in communication channels avoids miscommunication among employees.
Knowledge sharing is encouraged through collaboration: Developers are more likely to share their knowledge and expertise with one another. Team members learn from one another and stay up to date on the latest technologies and best practices in the industry.
Increased visibility:
Social media and networking sites like LinkedIn, Twitter, and GitHub have millions of active users, making it easier to connect with a large number of potential customers right away. Social media sites provide incredibly specific advertising options that let you reach candidates based on details like job titles, location, interests, and more. This can help you reach the right people with your job postings and improve your chances of luring top talent. It is important that the right people see the job posting and/or company details, in order to increase your chances of attracting talent that is suited for your company.
Social recruitment enables you to engage with talent in a natural and organic way by engaging with their social pages rather than putting a job description on a job board and hoping your ideal prospect will discover you.
Build your brand:
You can use social media to showcase your company's initiatives, culture, and values. You can build a strong employer brand and attract top talent who uphold your values by marketing your business. Before applying, prospective employees frequently research a company's reputation and brand. You can start to establish yourself as an authority in your industry by posting updates about your sector on various social media platforms along with content about your particular business offering/services.
The more frequently you post important and insightful content, the more likely candidates will be to follow you and engage with you. It will also help you network with other thought leaders in the field, which will increase the visibility of your brand.
Reach out to passive candidates:
While many of the best software engineers may not be actively seeking employment, they may be receptive to new opportunities. Platforms like Instagram and Facebook give you a method to get in touch with these passive prospects, who might be a fantastic fit for your company.
Often passive candidates put professional details on their social profiles, so you can easily review their industry experience and reach out if they are suitable candidates for your company.
Targeted advertising Social media platforms offer targeted advertising options that can help you reach specific demographics or people with certain skills or interests. This can help you attract top talent with the skills and experience you need.
Massive volumes of user data, such as demographics, location, hobbies, and activity, are available on social media platforms. Targeted advertising can be delivered by using this data to build in-depth profiles of certain users.
Social media platforms also allow advertisers to create custom audiences based on their own data, such as email lists or website visitor data. Advertisers can then target their ads to these specific audiences.
For example, I can tailor my audience to; 18-24 year olds based in Manhattan who is interested in technology. Why Scrums.com bridges the gap between organisations and top software developer talent. Scrums.com is revolutionising the way growth companies scale their engineering teams.
The platform offers access to top-notch remote software engineering teams at an affordable subscription price. Scrums.com hand crafts expert teams of software engineers to become a digital extension of your scale-up.
Through Scrums.com, organisations are able to scale team sizes based on project requirements and needs for the organisation as a whole. The tips provided give great insights into how to attract top software developers however understanding how expensive it is to employ top software development professionals is a different challenge.
Access to top software talent at an affordable rate through Scrums.com pool of top African talent at an affordable rate bridges the gap between affordability and talent for your organisation.
In conclusion
Top software development talent must be drawn to an organisation, and this requires both building a solid company culture and providing a competitive benefits package.
A productive and engaged workforce can be developed by fostering a positive workplace culture that values employee well-being, professional development, and work-life balance.
A competitive benefits package that includes things like health insurance, retirement plans, and flexible scheduling can also make employees feel appreciated and encourage them to stick with the business in the long run.
The best software development talent seeks not only monetary compensation but also work satisfaction, teamwork, and career-advancing growth opportunities.
Therefore, a business will stand out among top software development talent and be more likely to attract and retain them if it fosters a positive and supportive work environment and offers comprehensive benefits.
Scale faster with Scrums.com
Built with ❤️ in 🇿🇦🇺🇸🇬🇧🇪🇺🇰🇪🇬🇭🇿🇼🇱🇸🇺🇬🇳🇬
