The field of IT is undergoing a seismic shift. Now more than ever before, companies of all sizes are relying on their organizations’ technology teams to solve mission-critical challenges of preventing security breaches, scaling services on the fly and preparing organizations for infrastructure unknowns. When you’re hiring a Database Programmer and Admin, you need to seek out individuals with a rare set of skills—technical creativity, comfort with ambiguity, strong communication skills and a willingness to adapt. Here’s what you need to know:
The best way to get started with your search is to understand the market—get a sense for the number of candidates out there, their locations and their experience levels. LinkedIn recently analyzed its 347M+ members and uncovered the following:
- There are 85,000 Database Programmers and Admins on LinkedIn, with 17% being managers or above, and 5.9K new grads who’ve joined the workforce in the past three years.
- The ability to hire for this role is extremely competitive. Only 9% of individuals in this role have changed jobs over the past year.
- Competition for hiring this role is strongest in markets like New York City, the San Francisco Bay Area, Chicago and Boston. Competition is lowest in Washington D.C., Los Angeles, Philadelphia and Houston.
- The top 3 factors for Database Administrators and Programmers are that they have excellent compensation, work/life balance and are always challenged. This is something positive to take into consideration.
Knowing this landscape, you need to make sure that you’re making good strategic decisions in identifying the ‘right’ talent for each role that you have open. You also need to come to the table with your most competitive offer possible.
The Path Forward
So how do you recruit for a growing team of Database Administrators and Programmers? Here are some tips that can help:
- Become visible in your market. Host meetups, participate in industry events and take members of your market out to lunch or coffee so that you can get to know them 1:1. Given that only 9% of Database Programmers and Admins on LinkedIn reported changing jobs in the last year, it’s important to realize that hiring is going to be tough. Position your company as a leader and magnet—encourage the talent to come to you.
- Consider hiring career changers. For instance, you could seek out top performing candidates, who are seeking new opportunities or a different career. After several months of technical training, these individuals will be fully prepared to become Database Admin and Programmers. Never underestimate the power that comes from learning.
- Consider building a remote workforce. Instead of focusing on your immediate geographic market, focus on hiring individuals who would prefer to work from home. As independent workers, Database Administrators and Programmers are prime candidates. Take a step back to evaluate whether you need someone in-person and on-premise to do his or her job well. Your company may have more flexibility than you originally realized.
Best Talent Forward
When you’ve finally found that perfect candidate, you need to make sure that you extend your best possible offer. Our 2016 Salary Guide can help you make the most informed decision. According to our data, a ‘competitive offer’ can range anywhere from $50,000 to $120,000+ depending on experience level, location and industry. The bottom line is that each candidate is different and the salary you bring to the table needs to reflect the value that your next hire can add.
Don’t miss the mark with a lowball offer. Use our Salary Guide to give your company the competitive edge as a great place to work!