The Evolving World of a Java Developer

by Modis on November 8, 2015

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If you’re hiring a Java Developer, you can’t afford to take any chances. If you’re recruiting for a role at a software company, you’ll need to make sure that you hire a person who is a master of his or her craft. With your product being your organization’s bread and better, your employees need to be exceptional professionals.

Start seeking out candidates who are passionate, great team members, and experts at their craft. These individuals will be tough to find, however, success starts with knowing the landscape, assessing your competition, and determining your most competitive offer to win your next best hire. Here’s some data from LinkedIn’s user insights to help you find your next best Java professionals.

The Landscape

Despite how ubiquitous Java has become as a programming language, it’s extremely challenging for companies to find the right hire. Knowing this trend, LinkedIn gathered insights from 347M+ members and pulled together the following data about Java Developers. Here’s what the social networking giant learned:

  • There are 111.3K Java developers on LinkedIn
  • Of this group, 12.2K are recent grads who joined the workforce within the last year, and only
  • 15% are managers or above
  • Only 20% of all Java Developers changed jobs over the last year

In other words, the hiring landscape is extremely competitive. While there are many experienced specialists, fresh talent is hard to come by, and managers are sparse too. When you find the right hire, you’ll really need to win that person over with your best possible offer. Pay attention to what motivates a potential candidate to join your team.

The Path Forward

Given how challenging it is to find certain types of Java Developers, recruiters will need to make a strong impression in the communities that they’re trying to reach. The bottom line? Don’t expect top talent to come to you. Instead, consider the following tips for streamlining your search:

  • Consider hiring remote candidates. As you might expect, the competition for talent is fierce in markets like the San Francisco Bay Area, New York City, Boston, Atlanta, and Seattle. But, according to LinkedIn, markets like Washington D.C., Dallas/Fort Worth, Philadelphia, and Denver are relatively more open. If you’re struggling to hire developers, consider building a remote work culture so that you can source talent from untapped markets. Why deal with competition when you can simply outsmart it?
  • Provide training where there are gaps. An interesting trend among LinkedIn’s population of Java Developers is that there are many experienced candidates but much fewer experienced hires. If you’re looking to hire someone with a management background, the experience is going to be challenging—why not consider implementing a management training program as well? Look for candidates with management and leadership aptitude. Hire them as individual contributors, and ramp them up into management roles.
  • Build a strong employer brand. To position yourself competitively in the hiring market, you need to make your engineering team—and the work that your company does—visible. LinkedIn’s survey found that job seekers care about compensation, work/life balance and challenging work cultures the most. Showcase your company as an employer that embraces all of these values.

The Final Offer

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’ for a Java Developers 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!

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