Innovation and change across various industries are being spurred on by technology, prompting an annual surge in Microsoft Developer hirings each year.
Businesses anticipate turning more heavily towards software engineers for developing platforms and solutions necessary for the long-term profitability of business success - yet these young ecosystems make hiring top talent harder each time around.
Microsoft developers have emerged as the highest in-demand job globally, according to research. Great Microsoft developers now command more desirable employment conditions due to resignation, hybrid work culture growth and other benefits; recruiting top Microsoft Developers has proven challenging as their availability continues to decrease; Here in this blog we explore six challenges that pose serious obstacles when hiring Microsoft developers and their solutions.
Microsoft Developers
What are Microsoft developers? Microsoft is an iconic name in technology, and popular products such as Windows, Xbox, and Office 365 are familiar to people everywhere.
Their immense reach means developers specializing in these technologies are in high demand around the globe.
Stated, Microsoft developers are software engineers with expertise in Microsoft-specific projects and products and certified certifications for such expertise.
This may also encompass other products like .NET servers from Microsoft. Since "Microsoft developer" can be seen as a rather general term, professionals working within this sector often specialize in one or two technologies within it.
As Microsoft developers, professionals take on many responsibilities ranging from coding and building, hacking and design testing - with an end goal to deliver high quality products under Microsoft name to end-users.
Hiring Challenges For Microsoft Developers
Here read out challenges for hiring Microsoft developers and what needs to be done:
Lack Of Consistent Standards For Educational Attainment
Talented Microsoft Developers don't necessarily require specific educational levels - from bachelor's degrees, to master's, diploma or boot camp certificates - in order to succeed.
A group of skilled software engineers might possess different degrees and certificates on their resumes making it impossible to separate out who are the true professionals from whom we should not trust as mentors or employers.
Microsoft Developers talents can best be assessed through taking a coding test, since degrees cannot provide accurate measures of skill levels.
A test should focus on ascertaining one's proficiency and experience while attesting for individual talent required for each role. Tech companies like Meta, Google, and Apple have taken note. Instead of expecting engineers joining them to possess minimum levels of software engineering degrees as evidence of talent, these tech giants now recognize there is little consistency when it comes to education for this profession.
Although college degrees demonstrate formal and structured knowledge of software development, that does not guarantee they will apply it successfully in our organization and meet bespoke requirements.
Self-taught developers could potentially do better due to having greater insight into emerging technologies compared to candidates holding formal software engineering degrees or diplomas.
What Needs To Be Done?
In order to meet this challenge head-on, the best strategy would be to conduct extensive tests on all candidates that apply to our roles and create custom tests with unique problems; by creating such assessments we increase chances of selecting an ideal person for that position.
Read More: Hiring Microsoft Developers: Can 7 Tips For Yield 20% More?
Scarcity Of Talent
Microsoft Developers in the market currently outweigh their supply, creating job openings they cannot fill easily or quickly depending on your desired skill sets for software engineers.
Depending on what role we need to fill, finding candidates may prove either easy or difficult depending on who the employer needs as employees.
Assuming we want a web developer or an iOS or Android developer, finding one will likely still be easy as these technologies have been around for some time, providing ample material on the Internet for engineers seeking these skills to learn them quickly.
As more individuals acquire these skills over time, we now find it easier to locate appropriate talent. Even if a resource may not be readily available closer to where the work needs to be completed, experts are still readily available who can complete remote assignments.
Talent shortage can present us with difficulty as talent becomes hard to come by in emerging technologies such as IoT or machine learning, necessitating recruiters to work even harder at finding qualified developers for these technologies.
As technology is an ever-evolving field, changes and the introduction of new technology make finding talented employees even harder as their talent pool narrows further.
What Needs To Be Done?
Securing rare talent may take more effort and financial investment; therefore, offering more money, creating an employee value proposition with attractive perks, and providing a compelling employee value proposition are some strategies we could employ in our pursuit to attract the top available candidates and ensure we give them reasons enough for them to join our organization.
The ultimate aim should be to impress candidates who may become potential hires with all possible incentives that give them reasons why they should join.
With Increased Competition In The Market Comes Increased Pressure To Compete
Employers recognize the high demand for software engineers on the market and are competing to attract top talent.
Talented software engineers can select organizations they prefer in which to work through increased market competition. As one example, some companies provide engineers with unlimited vacation days. Other more established players offer attractive perks for hiring top talent - making competition in the market even tougher for start-ups and mid-sized firms to meet requirements.
What Needs To Be Done?
One way of approaching this challenge would be by providing meaningful work experiences for any talent we seek to hire; paying particular attention to creating meaningful roles rather than managing rigid processes or hierarchy.
Emphasizing what makes an organization special allows future employees to grasp its opportunities for themselves and envision how it may contribute to their own professional and personal development.
Demand For High-Pay Packages Continues To Soar
Companies of all sizes are competing to hire talented software engineers within the technology field, prompting seasoned software engineers to demand higher pay packages as they feel assured they will find employment at any high-paying organization.
Small organizations must compete with large ones for talent. We should therefore revisit our pay structures based on job responsibilities and hire only those individuals deemed most deserving.
An annual base salary for software engineers in the US currently stands at $152,000; developers with eight or more years of experience may experience an additional increase of $20,000.
What Needs To Be Done?
Either we hire more average engineers at average pay packages or pay significantly higher to acquire excellent engineers.
Most companies opt for average engineers at average pay packages who produce average products; if we cannot match these higher pay levels, we must emphasize company values and benefits so as to attract top talent; otherwise, it would be wiser for software engineers who excel in their jobs to develop products which stand out.
Quick Recruitment Process And Expectations
Candidates do not mind waiting to hear back from FAANG companies (Facebook, Apple, Amazon, Netflix, and Google); however, they tend to become impatient regarding other medium and small-sized firms if left up to employers alone - especially software engineers as this process could take months due to conducting SWOT analysis of each candidate if left up to employers alone.
Software engineers generally view hiring processes as lengthy affairs, so we aim to complete them promptly for our candidates. As reported, most candidates expect us to respond within two weeks; otherwise, they move on to other opportunities available to them.
What Needs To Be Done?
Establishing the exact role is paramount before inviting applications and advertising it publicly to keep the job application process relevant and focused on that position rather than casting too wide a net.
Also, we should get back in contact with prospective employees as quickly as possible should they progress further in the hiring process; keeping them updated on its developments can prevent potential candidates from dropping out too early in the hiring cycle.
High Hiring Costs
One challenge associated with hiring for Microsoft development is its high cost of recruitment.
Not only must a business pay the selected candidates money but they must also dedicate the resources necessary for successful hiring efforts.
Assume for instance a client hires us on agreed-upon terms to complete a project; to successfully finish, this requires engineers.
In order to secure them for our team, it must invest in hiring them; when doing this we must also ensure our costs of hiring and payments to these resources don't go beyond an agreed threshold we set before commencing their employment.
What Needs To Be Done?
Some may opt for freelancers instead of full-time in-house teams as per requirements; others prefer setting up in-house teams if appropriate for their business requirements; this will keep costs under control while providing optimal returns from investments made into these processes.
It is ideal to create an efficient hiring procedure to maximize returns from investments made.
Hiring talented Microsoft developers for our business can become extremely stressful very quickly. Due to limited talent pools and rising pay packages, taking an organized and deliberate approach is more essential than going by trial-and-error method.
By having clear goals set, we can initiate, execute and complete the hiring process as early as possible - helping the business reduce hiring costs while finding talented individuals for our specific positions.
Want More Information About Our Services? Talk to Our Consultants!
Conclusion
Now that we understand the challenges involved with hiring Microsoft developers, it's time to take the necessary steps to build an effective team.
Employees currently anticipate both hybrid work environments as an option as well as collaborative environments; we should respond accordingly to understanding employee demands. Your hiring experience with Developers need not cost anything extra. Since our curriculum keeps pace with industry changes, you will get industry-ready candidates quickly.
