Last week, we launched the 2018 UK & Ireland American Developer Landscape. Over 100,000 respondents participated in the global version of this report—and over 6,700 of those people live in the United Kingdom and Ireland.
As a tech recruitment leader, you’re probably wondering how the findings can help you optimize your developer hiring strategy. Now that we have these unique insights about programmers located in this region, let’s take a deeper dive into four of the most important takeaways from the report.
Last year, 31% of developers in the United Kingdom and Ireland said that they were not interested in new job opportunities. That percentage has increased ever so slightly this year to 33%. Year-over-year, we consistently see that the majority of developers are passive candidates, at best.
This might sound like bad news. But what about the remaining 67% of respondents? Over 55% of UKI developers aren’t actively looking for new jobs, but are open to new opportunities. Another 11% are actively looking for jobs. While the competition to hire programmers is still fierce, the pool of potential candidates isn’t nearly as small as you might have imagined.
Historically, employers have frowned upon candidates who stayed with their previous employers for less than one year. But based on what we learned from our report, job hopping is the norm amongst programmers in the United Kingdom and Ireland.
Does this mean that you shouldn’t inquire about a short tenure during a developer interview? Not at all! At the same time, avoid ruling technical candidates out for this reason, either. You might discover that the right candidate is currently in a role that doesn’t suit him or her—and that your opportunity represents an exciting (and long-term) challenge for that person.
In North America, over 55% of respondents told us that they work as Back-End Developers. That trend is consistent across regions, with 57% of developers in the United Kingdom and Ireland working on back-end systems. This statistic is more than a “nice-to-know” piece of knowledge—and it could have a significant impact on your entire tech recruitment strategy.
Sure, this is good news if you’re recruiting exclusively for back-end roles this year. But more than likely, you have a variety of developer roles open, and some of those are tougher to hire for than others. For example, let’s look at Data Analysts, which is how just 8.4% of developers defined themselves. Because these positions are more difficult to fill than your back-end roles, metrics such as your cost-per-hire will be higher, and there’s a good chance that you’ll need to invest additional time to find the right candidates. As an HR executive, it’s your job to understand how each developer position requires its own recruitment tactics—and communicate your tech recruitment strategy to executives across your organization.
For software developers, seniority isn’t defined solely by the number of years they’ve coded professionally. This year, we found that almost half of the developers in the United Kingdom and Ireland have five years (or less) professional experience. Programmers with 15 or more years of experience are a much rarer breed, as they account for only 5% of our respondents.
For talent acquisition executives like you, this is a prime opportunity to redefine your company’s profile of a “senior” developer. What skills does your ideal candidate have, and how many months (or years) should it take a developer to learn them? When you ask your engineering managers questions like this, you’ll find that they require fewer years of professional experience, and more specific skills to take their teams to the next level.