Germany is on a treasure hunt. The Rede is from the experts in IT and Tech, who, thanks to their coding skills, create websites, apps and computer programs, streaming services and applications for Company program and maintain. There is a lack of companies in every corner and end, the professionals who implement visions and products. But what do recruiters say?

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New study on IT refiners in Germany

The fight about Developer is in full swing and companies are no longer setting up in any industry Headhunter and recruiters who want to court and place the best of the best.

In a study, Stack Overflow found out how those recruiters go about what they want and what their job really looks like. IT recruiters were interviewed HR, general recruiters as well Employeeswho deal with employer branding.

Where are the candidates?

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The biggest challenge for IT recruiters is the sheer lack of Candidates, countless studies have now proven this and in our most recent study on ITRecruiting clear evidence found. Almost 41 percent of the participants say that they cannot find enough developers for the open positions. Well over half of recruiters would like to have more software developers, so they hire at least one selection have. With many positions unfilled, projects are delayed and companies lag behind Turnover– and growth targets. Respondents stated that their project load is high and that they would like to hire many more - if there were enough candidates.

Incidentally, the most commonly searched for are full-stack developers with Java knowledge. That's what about 47 percent of the participants said. Number two and three are web developers backend with 44 percent and frontend web developers with around 37 percent.

Addressing and wooing candidates: a promising option

Typically, the search for employees is like this: the company publishes one or more ads and gets applications from candidates who think they suit them. Unfortunately, when you're looking for developers, this does not work if you're not working for a world-renowned tech company with an excellent reputation among developers.

In fact, the reverse is true: Companies have a job vacancy and are looking for candidates who could fit in order to woo them with additional services and, last but not least, appropriate salary offers. Thus, IT specialists have a completely new negotiating position.

More and more IT recruiter

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More and more IT recruiting companies are specializing in precisely this approach, and companies are also aligning their sourcing processes accordingly. The main aim is to build up a highly qualified talent pool. For about 39% of the participants, active sourcingMeasures more than half of the recruiting measures.

When you differentiate according to company size, you can see that smaller companies seem to be more dependent on it. For 48% of the smaller companies - i.e. companies with fewer than 250 employees - active sourcing measures account for more than half of the recruiting measures, while active sourcing accounts for half of the IT activities for only 28% of companies with over 250 employees. Recruiting measures. Use the radiance of corporate culture and innovations: Good employer branding attracts international candidates

In Focus: Employer Branding

Basically all companies should pay special attention to their employer branding. Anyone who is a fair employer, an innovative, exciting company with good pay, is more likely to attract the experts and prevail in the competition.

The study shows: When asked about the importance of employer branding for the target group of developers, 96% of the recruiters surveyed said the topic was important, 76% of them as very important. The focus is primarily on one's own corporate culture and the individual advantages that an employee receives. Transparency and an open one Team are characteristics that are always highly regarded and that are part of a modern company.

It remains international in German development teams

Simply copying competitor companies in terms of characteristics and advantages usually leads to frowns and only shows that there are none of your own ideas gives. Another tip for good employer branding: Introduce the team and use every opportunity to tell yourself about the work and the Everyday life to speak in a company. Events and trade fairs are suitable for this, but also workshops that can be held on relevant topics in your own premises or in venues or guests in co-working spaces.

Furthermore, the study shows that the current talent pool, from which recruiters draw promising candidates, is very international. In terms of origin, 14 percent of companies in the EU and only 24 percent use the international talent pool when it comes to recruiting developers.

Which language do the companies speak?

If you look again at the difference between the companies in terms of the number of employees, 250 percent of companies with less than 36 employees recruit worldwide, while companies with 250 and more employees only draw 20 percent from the global pool.

With these international teams the question naturally arises: How do they actually talk to each other? Regarding the spoken team language. 26 percent of the larger companies have English as their team language. In contrast, 44 percent of smaller companies say “We speak English”.

Conclusion: Higher, faster, think ahead

Ultimately, this study shows a snapshot of a development that affects virtually all areas and that recruiters have long recognized. The German IT sector is making big leaps, but still has potential for higher, further, faster.

This would be made possible by more candidates, more enthusiasm for the subject of computer science and the love of coding. But until this gap is closed, the treasure hunt for the best talents will continue to require special skill.


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