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Employer

Why Is Big Data Crucial For Staffing?

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Why Is Big Data Crucial For Staffing?

Big data plays a critical role in almost every part of your business. You will use it to pinpoint your target customers, to test the effectiveness of your marketing campaign, to control your website and everything in between. There is a great sense of doing this. The statistics collected from big data are then used to develop precise models to guide your company now and in the future. But if it’s so important, why aren’t companies using big data in their recruitment process?

Doing so would be a practical method for staffing issues. We are going to look at hobbit data companies are using the big data they gather to make informative staffing decisions.

The Data We Need To Collect When Recruiting

A CV may only be one or two sheets of paper, but it contains a huge amount of data. Here is an idea on some of the data you could collect:

  • Experience/Qualifications
  • Personal Information
  • Social Media Profiles
  • References
  • Additional Skills
  • Driving Licence
  • Language Skills

When a company starts receiving CVs, there is a lot of information that needs to be collected and interpreted. This is a time-consuming process and unfortunately can lead to human errors. Big data will collect all of the information, without bias, and use it to create practical, accurate insights.

How Can Big Data Be Useful For Staffing

Big data analytics are amazing for staffing because they contain a vast array of data and analytic methods. With such data, we can make wise, calculated decisions for our business. Specifically, when using big data for staffing, it can assist to match the ideal candidate with the vacant positions.

When looking back at the past, historical analytics has helped us to see which decisions we made were successful and which weren’t, helping us to avoid repeating the mistakes. We are able to apply real-time analytics to understand our recruitment process now, the current talent that is out there and we can make the most of instant feedback. Predictive analysis is perfect for appreciate future trends, what we must do to prepare for new staff and the new needs they will have.

Taking Advantage of Big Data For Staffing Analytics

There are plenty of advantages to using big data for staffing. As long as you have a database of sufficient size and the methods of analysis are appropriate, recruiters and hiring managers are able to quickly search for talent and fill vacancies with the best possible candidates. From the point of view of the business, positions are being filled quickly and with skilled people while saving time and money. As for the recruiter, they are far more successful at candidate placement, leading them to prosper.

In Conclusion

Big data analytics is a great way to sort through massive amounts of information. There is no doubt that you will save a great deal of time as well as more accurate feedback. There is plenty of software available to help recruiters and hiring managers to get started, but remember it is only a guide. Bi data will give you the information, it’s then up to you to take this information and use it to make the best business decisions.

Employer

Why Staff Augmentation Is a Great Solution for Your IT Projects

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Why Staff Augmentation Is a Great Solution for Your IT Projects

Those in the industry are highly concerned about the difficulty in filling IT vacancies. There have been many reports released. The Gartner report, in particular, starts that there will be approximately 1 million IT programming jobs unfilled by 2020.

Instead of continuing to struggle with finding IT staff, many m¡companies are turning to IT augmentation, an outsourcing strategy that hires offshore individuals or whole teams for the duration of a project. The outsourcing company will also assume the responsibility of team management.

IT staff augmentation is an amazing way to get expert professionals working on your project as quickly as possible so you aren’t losing money having to wait for your in-house recruitment process to come through. This article is going to cover the ins and outs of IT staff augmentation and how you can benefit from it.

Finding the Talent You Require

When you look to fill a position yourself, it is a long and difficult process and sometimes we end hiring someone who isn’t exactly right, but, hey, the position is filled. Unfortunately, by hiring someone who doesn’t have the right qualifications, you run the risk of not producing a quality product or there are further delays.

Outsourcing companies have access to an incredibly extensive talent pool. As long as you have clearly defined your project needs, an outsourcing company will be able to match your project with IT talent that is skilled in the areas you need.

A Speedy Process

Again, numerous studies have been carried out, but the recruitment process can take anywhere from 26 days to 6 weeks. In the world of IT, this is far too long. In that time, another company may have released your product beforehand. An IT outsourcing company can do the same thing but in just a few days.

Not only are they able to match the right skills that you need, but an IT outsourcing company is also able to match other qualities in a candidate, making sure that your new team member fits in with the team and is up to speed with the project specifics.

As it is the outsourcing company will contract the employee, you need to ensure that all of the working terms and employee responsibilities are clearly stated in your contract with the outsourcing company. It is wise to include a non-disclose agreement to protect your ideas.

IT Staff Augmentation Reduces Your Costs

More than half of companies said they have been attracted by IT staff augmentation because of the possibility to reduce their outgoings. Here are some of the ways an outsourcing company can save you money:

  • When working with offshore specialists, the rates are lower. You might be concerned about the fee you would pay the outsourcing company, but this is less than what you would spend on the difference in salaries, benefits, and taxes.
  • There will be fewer people in your location, which will reduce operating costs, for example, electric consumption. You also don’t need to buy additional equipment or even hire extra office space when your individual or team is working remotely.
  • You can hire IT professionals for the length of the project rather than a full-time staff that may not be useful once the project has been completed. You will be able to choose temporary or part-time workers, whatever your project needs.

In Conclusion

IT staff augmentation is getting bigger and bigger and will become one of the most popular solutions to the talent shortage in the IT industry. Financially, you will be better off as you can take advantage of an extremely qualified specialist at lower rates. Your vacancy can be filled in a fraction of the time, ensuring your project starts earlier. On top of this, you will be free to focus your effort on your company, rather than trying to recruit in an almost impossible market!

Employer

Why Staff Augmentation Is A Great Solution For Your IT Projects

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Why Staff Augmentation Is A Great Solution For Your IT Projects

Those in the industry are highly concerned about the difficulty in filling IT vacancies. There have been many reports released. The Gartner report, in particular, states that there will be approximately 1 million IT programming jobs unfilled by the end of 2020.

Instead of continuing to struggle with finding IT staff, many m¡companies are turning to IT augmentation, an outsourcing strategy that hires offshore individuals or whole teams for the duration of a project. The outsourcing company will also assume the responsibility of team management.

IT staff augmentation is an amazing way to get expert professionals working on your project as quickly as possible so you aren’t losing money having to wait for your in-house recruitment process to come through. This article is going to cover the ins and outs of IT staff augmentation and how you can benefit from it.

Finding the Talent You Require

When you look to fill a position yourself, it is a long and difficult process and sometimes we end hiring someone who isn’t exactly right, but, hey, the position is filled. Unfortunately, by hiring someone who doesn’t have the right qualifications, you run the risk of not producing a quality product or there are further delays.

Outsourcing companies have access to an incredibly extensive talent pool. As long as you have clearly defined your project needs, an outsourcing company will be able to match your project with IT talent that is skilled in the areas you need.

A Speedy Process

Again, numerous studies have been carried out, but the recruitment process can take anywhere from 26 days to 6 weeks. In the world of IT, this is far too long. In that time, another company may have released your product beforehand. An IT outsourcing company can do the same thing but in just a few days.

Not only are they able to match the right skills that you need, but an IT outsourcing company is also able to match other qualities in a candidate, making sure that your new team member fits in with the team and is up to speed with the project specifics.

As it is the outsourcing company will contract the employee, you need to ensure that all of the working terms and employee responsibilities are clearly stated in your contract with the outsourcing company. It is wise to include a non-disclose agreement to protect your ideas.

IT Staff Augmentation Reduces Your Costs

More than half of the companies said they have been attracted to IT staff augmentation because of the possibility to reduce their outgoings. Here are some of the ways an outsourcing company can save you money:

  • When working with offshore specialists, the rates are lower. You might be concerned about the fee you would pay the outsourcing company, but this is less than what you would spend on the difference in salaries, benefits, and taxes.
  • There will be fewer people in your location, which will reduce operating costs, for example, electric consumption. You also don’t need to buy additional equipment or even hire extra office space when your individual or team is working remotely.
  • You can hire IT professionals for the length of the project rather than the full-time staff that may not be useful once the project has been completed. You will be able to choose temporary or part-time workers, whatever your project needs.

In Conclusion

IT staff augmentation is getting bigger and bigger and will become one of the most popular solutions to the talent shortage in the IT industry. Financially, you will be better off as you can take advantage of extremely qualified specialists at lower rates. Your vacancy can be filled in a fraction of the time, ensuring your project starts earlier. On top of this, you will be free to focus your effort on your company, rather than trying to recruit in an almost impossible market!

Employee Employer

Time Wasting In The Office And How Much It Really Costs

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Time Wasting In The Office And How Much It Really Costs

Most of us never intend to waste time at work, others have a bit of a habit of it, but at some point, regardless of your role or position, you will hate time in the office. We aren’t talking about the odd coffee break, although this too has its effects. But, when you start to add up all the little time-wasting activities, they begin to have a financial impact.

If you want to achieve your business goals and increase your profits, it is necessary to enhance productivity in the workplace. To do this, you will have to understand the ways in which we waste time at work. Here is a round-up of ways we all manage to waste time at some point in our careers.

The Obvious

While it is obvious, it is probably one of the hardest to avoid and control!  Social media is a time-waster at home and at work. We receive one message and we promise ourselves we will just check it, 10, even 15 minutes later we have caught up on all of our Instagram news. Arriving to work late isn’t just about the working time you miss out on, it also reflects your frame of mind for the rest of the day. Finally, there is the chatting, whether it’s at the photocopier or grabbing a coffee. It’s rude not to strike up a conversation about the weather, but this can also lead to another extended period of time when you aren’t working.

The Not So Obvious

In this category, you can include things like work emails, fixing mistakes, forgetting and having to reset passwords, etc. If you notice your office has a lot of mistakes, and particularly in communication, find simple methods of communication that will reduce the need for repetition and correction. If necessary, go back to a whiteboard for planning that everyone can see, use apps that will keep everybody up to date. Keep your emails short and to the point.

One Person’s Productivity Having a Knock-On Effect

We all strive to meet our deadlines but for one reason or another, sometimes they don’t get reached. This is frustrating for us, but in many situations, the result of missing our deadline is that others then can’t continue for their work. Another individual action that affects others is the office gossip, it’s an interruption that may start with an individual, but it soon reduces the productivity of many.

The best thing you can do is to ensure that all employees have the right tools, materials, and most importantly, instructions to complete their task. At the same time, you must learn how to leave your staff to do their jobs without interrupting to check upon them.

Meetings About Meetings

Meetings are a funny thing, it’s like running, something grown-ups do. We need to have meetings because just the sound of the word is important. So companies start to plan meetings because it’s what they think should be done. There comes a moment when your meetings become pointless and invaluable. The talking is endless and the productivity is zero.

We aren’t saying that you should never have meetings, rather, only have meetings when there is a purpose. If you have things to share and discuss each week, then schedule a weekly meeting. If not, save that time and let your staff continue with their duties. Find out what types of meetings are useful for your employees and make sure each one has a clearly defined agenda.

The Right Amount Of Staffing

This goes both ways. Over-staffing less to employees not having enough to do. Spirits are dampened because they don’t feel like they are maximising their potential wasting their time and your money. When you are understaffed, employees have to take on additional responsibilities. Multitasking often leads to errors and reduced productivity.

It’s crucial to get your staffing right, not just in terms of the number but also the skills. When your staff feels like they have a balanced amount of work, their skills are put to use, and they feel happy in their working environment. This combination will lead to increased production.

In Conclusion

The exact cost of wasted time is going to vary greatly. For larger companies, the figures may be in the millions, but even if you are a small to medium-sized business, this could run into the thousands. There are ways you can tighten up your workplace to improve productivity. Another solution is to consider the use of staffing agencies. Staffing agencies are able t provide the right skilled workers for the preferred period of time and even with the ideal cultural fit.

Employer

4 Reasons Why You Should Work with a Staffing and Recruiting Agency in 2020

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4 Reasons Why You Should Work with a Staffing and Recruiting Agency in 2020

As we predicted, as more of the Millennials joined the workforce in 2019, the importance of technology continued to grow. While there are many great things about the workplace, there are also a great number of obstacles employers are facing when trying to attract and retain new talent. A staffing and recruiting agency provides some of the best opportunities for finding staff while you are received from the stress and have more time to concentrate on core business functions. Here, we will cover four reasons why you should consider a staffing and recruiting agency so that your business can achieve more in 2020.

  1. A Better Understanding of the Multigenerational Workforce

Today’s workforce is made up of numerous and very different generations. In just one location you could find Baby Boomers to Generation Z. While this is nothing new, what is different is that you have children from a generation of war sufferers to young people who control their entire world from a smartphone. No generation is better or worse, in fact, each one can offer a different set of skills and work ethics. But this can make things more challenging for employers to create teams that work well together. Staffing and Recruiting agencies have a better knowledge of the intricacies of each generation and can help employers to make better decisions.

  1. An Extensive Range of Employment Services

Not everyone is looking for a full-time hire. Some need a temporary role covered, others may need a whole team but just for the length of the project. Staffing and Recruitment agencies have experience placing candidates in a number of different roles, such as:

  • Temporary solutions
  • Temporary-to-hire
  • Direct hire
  • Retained searches

Agencies are flexible and well equipped to solve all types of hiring requests.

  1. A Large Talent Pool at your Finger Tips

Staffing and recruiting agencies will have specific industry knowledge. For example, if you are looking to hire teachers, the agency will be up-to-date with all of the hiring trends in the education industry. For this reason, they will know just what is right for your business based on current knowledge. Agencies are able to find talent and with their own technology, they can screen candidates before presenting them to you. On top of this, they will also check that candidates fit culturally.

  1. More Than Just Finding Staff

You will find that today, staffing and recruiting agencies are looking to build long-term relationships with their clients. Instead of just providing the traditional services, agencies can offer information regarding your industry, updates, and forecasts. You should feel like your staffing and recruiting agency is a part of your team, someone that understands your business goals and works with you to achieve them.

Like technology, staffing and recruiting agencies have come along way over the last decade. As it becomes more and more difficult to find the staff you need, the idea of using a staffing and recruiting agency becomes much more attractive. Research agencies well before signing any agreements, make sure that the staffing and recruitment agency you choose ticks all of your business boxes.

Employer

Helpful Tips to Find the Perfect QA Tester

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Helpful Tips to Find the Perfect QA Tester

People that are fit for business are hard to find. Project managers are struggling daily to find the perfect team member. What happens with testers? How to find the perfect tester is one of the hardest questions.

The thing you should start with is the experience. Not every single experience mentioned in the resume, only the relevant ones. There are a few more requirements than the average junior, or senior QA engineer should possess. They are:

  • Knowledge in HTML/ CSS, JavaScript
  • Knowledge of how HTTP, HTTPS, TCP/IP, HTML work
  • Experience in Chrome DevTools, Firebug, Postman, Safari dev tools
  • Experience in test execution and bur reporting
  • Presence in the analysis and diagnosis of regular system regression tests
  • Experience in automation tools
  • Experience in the agile dev process

Soft skills are of importance here as well. The technical background is an entrance but let’s not forget that your future team member should possess the best personal qualities as well:

  • Curiosity (skill required for resting any system)
  • Perseverance and Attentiveness (testers have to be able to notice everything happening without looking at you)
  • A clear and simple description of bugs
  • Responsibility
  • Constructive criticism
  • The tester also should possess a desire for non-stop learning. The IT sector is developing vastly, and new things emerge all the time. Your tester should also:
  • Be open and honest
  • Be proactive
  • Be perfectionist
  • Be able to defend their point of view
  • Be willing to help

How can you determine an exceptional candidate/ tester?

The interview is the key here. Observe the behavior all the time and pay attention to the questions this person asks. Also, you must test this person to see their knowledge of bug detection. Seek a description of the error message. Also, seek comment on the quality or usability of a site or game.

If you are having problems finding the right QA tester for your company you can make your life easier and work with a staffing agency. The staffing agency can help you create a perfect candidate profile, which will help them find the perfect candidate to meet your professional wants and needs.

Staffing agencies are great in understanding your market needs, employment trends and finding the best fit for you and your company.

Employer

Tips to Create a Strategy for a Flexible IT Team

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Tips to Create a Strategy for a Flexible IT Team

Recruitment today is more difficult than our generation has had to experience. In order to stay on track with production, it’s not always possible to rely solely on your in-house team. More and more employers are looking at contingent staff to fill the gaps and keep the workflow running smoothly.

Some are choosing to hire complete outsourced teams to complete a project. Others will take on additional staff to work alongside their current team. But how do we ensure that the combination of contingent staff and in-house staff are working well together to bring about the best results? After all, the results of your team reflect your leadership and your reputation.

 In 2019, Deloitte’s Global Human Capital Trends stated that over 40% of the workforce in the US were contingent based, that is to say, they were freelancers, independent contractors, consultants or other types of non-permanent staff who were hired for specific projects. In the IT industry, the figures are much higher. 71% of IT companies said they used outsourcing to some extent. 33% said that they used it to a great extent.

The IT industry is a perfect example of the successful use of outsourced staff. IT projects require specialized skills and more often than not, these skills are needed quickly, yet only for the length of the project. Let’s take a closer look at the potentially good and bad aspects of contingent staffing, as well as how to ensure you get it right.

The Pros and Cons of IT Contingent Staff

Within the world of IT, you will find that contractors are the most popular type of content worker. You will also find those employed by tech partners, college interns, business-side employees with tech knowledge, and outsourced workers.

The advantage of using a mixture of contingent and employee workers is that you can increase the number of skilled team members but there is no need to fire people when the project is complete. You also don’t have to worry about salaries for long-term staff when the project has been completed.

On the downside, continent workers are much less likely to fit in with the company’s culture. Although not true of all cases, contingent workers often don’t have the same enthusiasm for a project compared with employed team members. Other potential issues include less dedication, it is easier for them to leave if things aren’t going their way. Contingent workers do not always have the same access to educational programs or other incentives.

 The Best Implementation of Strategic Staffing

The main aim of your strategy will be to increase the benefits of having a mixed team while finding solutions to reduce the possible dangers. In the first place, project managers must be onto the projects that are coming up. They need to know the skills that will be required and compare those to the skills that are already in-house. Once the skills have been determined, you can decide whether your employees can be trained, or whether you will need contingent workers. This must be done with plenty of time, as the time for training and creating the team must be accounted for.

To combine contingent workers with a current team, it is not only about the skills they possess. More and more employers and employees are placing an emphasis on cultural fit. For the team to blend well, it is worth working with the HR department to develop methods that will find the continent workers with the right values and ethics.

To select contingent workers who will fit culturally, it is necessary for employers and managers to be fully aware of the culture in the working environment. A good idea is to pair contingent staff with employees. This way, the contingent worker is able to get up to speed with not only the project, but also the office culture.

 How To Ensure Positive Outcomes

 There are simple solutions that will help to onboard contingent workers. Systems should be in place for contingent works to be able to have access to any equipment, hardware, and software they may require to carry out their job. At the same time, it is crucial that they cannot access information that they don’t need, particularly sensitive data.

 Your reputation, or employer brand image, is extremely important. You need to make sure that contingent workers are included to feel like they are part of the time, they are treated well and with respect. Contingent workers should complete the job and leave with a positive view of the company.

 Rather than treating contingent staff as temporary workers that won’t be around for long, they should be rewarded for their commitment, passion, and talent. Both your employees and your continent workers should have equal opportunities to advance their careers.

 In Conclusion

When developing your strategy for a flexible IT team, the first thing is to be 100% organized. Know your team, the culture, their skills, and the skills that are required by the project. Have a system in place that will seemingly integrate contingent workers into the team and make sure there are equal opportunities for employees and contingent workers.

Employer

How To Carry Out an Interview with a Tech Candidate Who Previously Wasn’t Accepted

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How To Carry Out an Interview with a Tech Candidate Who Previously Wasn’t Accepted

There is a very valid reason for the question “can we give your details on record for future vacancies?” It’s not just to make the candidate feel better about not being accepted. When a vacancy does come up in your company, you may well remember that perfect tech candidate who meets the requirements. But how are you going to encourage this candidate after you have already rejected them?

Those candidates who you had previously interviewed may not have had the skills for that job, but do for the latest vacancies. Perhaps you received too many excellent applications and only had one position to fill. If you have successfully kept in contact with these people, there is hope for a second interview.

So the question is, how do you remain in contact and what can you do to entice someone back in the door after rejecting them beforehand? Let’s go through some useful advice to optimize your chances.

Keep Records of all of your Communication

It’s a no brainer really but with all of the things we have to, this can easily be forgotten about.

Imagine yourself as a candidate. You have already been through an extensive interview process and informed the company of your work history and all of your skills. The great effort you made didn’t lead you to a job so do you really want to go through the process again? Your candidates are probably going to feel the same way.

Having a record of the candidate’s information and the conversations or emails you have sent will allow you to get straight to the point. This provides a great positive candidate experience and it will help towards developing a solid relationship.

Make The Interview Shorter

If you have already conducted an interview with this candidate, there is no need for you to go through the same stages as the previous interview. You should already know that they are qualified. When re-interviewing, your attention should only be focused on what has changed since the last meeting you had.

Here are some questions to consider before inviting a candidate back to be re-interviewed:

  • How long has it been since the last interview?

If the answer is less than 12 months, you can probably skip phone screening and assessments regarding culture fit.

  • What were the results of their coding test?

If they are on the list to be re-interviewed, it implies they handled the test well. It would be senseless to give them the same one. Think of an alternative way to carry out a code test, for example, live coding.

  • Why were they not accepted the first time around?

If the person’s skills didn’t meet the requirements, you will want to retest them. However, if they had the right skill set, you could probably skip many of the interview stages and begin by selling your company.

With a tight labor market and a limited pool of available talent, it has become more difficult and more expensive to find new employees. For these reasons, there are many benefits of working with a staffing agency. The right staffing agency will ensure you are making the best hiring decisions. It can help you find the best talent available for even the most challenging job opportunities.

 

Employer

Hiring and Retaining Software Developers: 2020 Predictions

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Hiring and Retaining Software Developers: 2020 Predictions

The future of your business, wheatear small or big, depends on one thing. The people that you hire to run it and lead it towards success. That is why hiring developers will continue to be of importance in 2020.

According to the US Bureau of Labor Statistics, the positions for software developers will rise 22 percent by 2022. The demand is increasing daily due to the competitive market. Some predictions plan on taking over at the end of January that are worth explaining.

  • Hiring abroad – The demand for the international workforce is already significant. Surprise! It is going to increase even more by the end of 2020 aggressively. Tons of applications are of use here, and talents can be found in a second. The world is abundant in skilled developers, and that deliver high-quality projects.
  • Salary increase – The competition is fierce, and every company wants the best software developers. Remote work doesn’t allow companies to offer offices, locations, or benefits. But, it allows them to offer more money, and they will indeed do it. Every hole can be filled up with money according to them, and every top talent is worth it. Some talks indicate rise by 200 percent. Sadly, salaries are not always enough. And to be honest, they are already high enough. Employers should focus more on challenging and exciting assignments, not salary incensement.
  • Coding in college – Thanks to salaries and employer demand, high scholars think and plan IT education. This inspiration is also guilty of why coding classes in college are in demand. Believe it or not, almost 90 percent of college graduates took at least one coding class by the end of 2019. Coding is already obligatory in British schools and Estonian schools. A lot of online platforms also give knowledge of coding.

In a candidate-driven market,  your organization needs to stand out. According to the 2018 Developer Skills report over 39,000 developers declared that two of the most valued things they are looking for in a job are a good work-life balance and professional growth followed by development opportunities.

In some countries, the demand for software developers is very high. If your company works in such a country, then hiring is even harder. If this is the case, using a specialized staffing agency generates better candidates and placements for your team.

Companies operating in a very competitive industry where it’s difficult to find qualified candidates, a professional staffing service gives you access to more skilled candidates at a lower cost than if you do the recruiting yourself.

Another important advantage of a staffing company is that they save your business time. Staffing agencies are responsible for advertising, recruiting, screening for, and filling the position.

Employer

Key Words Developers Look For in a Job Posting Compared to What Companies Include

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Key Words Developers Look For in a Job Posting Compared to What Companies Include

We are now living in a candidate-driven market where supply and demand are working to the candidate’s advantage. The talent gap we are experiencing makes it increasingly more difficult to fill developer positions. The expectations of employers and employers are not always the same. We have looked at the typical job searches developers are making and cross-examined them with the vocabulary companies are using.

The Most Frequent Words Found in Job Postings

As you would expect the top searched words were engineer, software, and developer. Close behind these three was the word developer. Not too far behind were front, end, back, full, stack, java, and data.

Also, with the words above, there were a number of combined searches. The most common search included combinations with software and engineer, and senior and engineer.

Then, there are geographical trends within the searches. For example, Full Stack Developer was most commonly searched for in North America, whereas Front End Developer and Back End Developer were most often searched for in Europe. The third-most-popular job title searched for in the UK was DevOps Engineer. Generally speaking, you are more likely to see people in the States searching for “engineer”, unlike in Germany, the UK, and Canada where they use “developer”.

Some of the most popular technologies mentioned in job listings are those such as Java, .NET, Python, PHP, and Ruby. Regarding roles, keywords included team leaders and engineering managers.

At the same time as looking at the most popular, we could also gain an understanding of those positions that are most difficult to fill, such as DevOps, Infrastructure, and Site Reliability Engineering.

The Popularity of Key Words

A study was carried out on 180,000 search enquires between 2017 and 2018. It stated that 50% of all searches included 30 of the most searched terms. The top 10 words included:

  • C#
  • Python
  • PHP
  • Android
  • iOS
  • C++
  • JavaScript
  • QA
  • .NET
  • Junior

On the other hand, there are some keywords that came up in job postings that developers didn’t tend to search for. These included; system, web, manager, administrator, architect, application, cloud, analyst, automation, designer, security, mobile, UI, and IT. From this, we can gather that developers are more inclined to search for the technology and postings place more emphasis on roles.

Terms That Are Gaining or Losing Popularity In Developer Searches

Between January 2017 until the present, QA and React are the two terms that have gained the most popularity. Despite slight peaks, Ruby, Android, PHP, iOS, Java, and C# have steadily become less popular.

When looking from the other perspective, infrastructure, react, and site are the fastest-growing words appearing in job postings.

Some of the words that developers are looking for and companies are including are React, junior, and Python. Python is definitely a favourite with companies wanting to higher Python developers and developers looking to work with this language.

Popular and Unpopular Frameworks For Developers

React.js was the most popular framework. 74.5% of developers want to continue working with it. Vue.js came in second with 73.6%. JQuery is somewhat unloved with just 45.3%, and Drupal came in last with 30.1% of developers wishing to use it.

Maximising the Potential of Your Job Posting

By using the keywords that were highlighted in this article, you will be able to phrase your advert in order to attract the developers you seek. However, each company is different and will have different needs. Some of the best adverts are those that are created by a group of people including members from your HR and software development team. The most important thing is to keep it real. Nothing frustrates a developer more than job listings that don’t reflect the actual job.