Not long ago, fax machines and dial-up internet were revolutionizing the way we work. Now, even interoffice email exchanges can seem like an outdated alternative to messaging apps.
Tech’s explosive growth over the last few years has completely upgraded the workplace and opened new doors for better innovation, speed, and scale.
But with this growth came the increased need for tech labor. And now, some of the fastest-growing jobs are in technology. The U.S. Labor of Statistics says software developers are projected to grow by 26% between 2022 and 2032. That’s compared to an average of 5.3% growth rate across all industries.
One might assume that it’s the big tech titans that are seeking out tech labor. But that’s not always the case. Industries across the board — such as retail, healthcare, and finance — are hiring for tech work too.
However, for non-tech industries, many hiring teams have little to no tech experience and aren’t sure how or where to start.
Let’s get started.
First, let’s start with the basics. What exactly does a software engineer do? At a high-level view, they create software for computers and other applications. Generally, software engineers are responsible for designing, coding, testing, and maintaining software applications. However, the responsibilities of a software engineer can vary greatly depending on the industry, the specific role, or the projects they’re given.
Before hiring a software engineer, it’s important to clearly outline the responsibilities and expectations of the role you’re hiring for. This includes specific qualifications, technical skills, and soft skills.
What qualifies a software engineer for the job? Is it a four-year education?
While a computer science or software engineering degree is certainly helpful, many companies are open to hiring software engineers without a degree. Instead, they look for skilled candidates who may have learned the art of software engineering through other methods, like self-learning or coding boot camps.
What matters more than a degree is proficiency in programming languages and experience with common software development tools. These are the hard skills that software engineers need to know to perform the job.
Some software engineer hard skills include:
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The ability to code is important, but it’s not everything. In fact, hard skills are only half of the equation. Talent teams also need to be assessing software engineer candidates for soft skills — the personal attributes that determine how someone works.
A software engineer candidate can check all the boxes when it comes to technical skills. But if they can’t work well with a team or manage their time, they likely won’t be successful.
That’s why technical skills, coupled with the right soft skills, are in high demand right now. These are the candidates that will shine…and likely stick around.
Upskilling has become synonymous with success in today’s workplace. And for tech, this is truer than ever.
As technology continues to advance, so do the methods and tools used by software engineers. As a result, it’s important to offer learning and development for software engineers — yes, even those with degrees.
To be competitive, companies must devote a considerable amount of time and resources to developing and expanding their software engineers’ skills. It’s not only good for business, but employees want it too. One study shows 76% of millennials saying that professional development opportunities are one of the most important aspects of a job. And 86% of millennials are more likely to stay in their job if learning opportunities are offered.
Here are just some of the ways employees can upskill their software engineers:
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Try online skills assessments.
The best software engineers are not just tech-savvy. They also are effective communicators, team builders, and problem solvers. With online skills assessments, non-technical talent teams can confidently measure both hard and soft skills.
Let’s start with technical competency assessments. Hirevue’s scientifically backed technical hiring solution measures sought-after technical skills by offering on-demand and live coding assessments. This software provides a variety of auto-scored coding tests for programming languages, such as Python, Java, Ruby, and so much more. In addition, it can detect plagiarism, giving non-tech hiring teams peace of mind that they’re finding the best fit.
Hirevue also offers assessments for soft skills. With a comprehensive list of soft skills at their fingertips, talent teams can quickly assess the skills needed to build a well-rounded workforce.
It’s no longer all about shiny resumes. Now, everyone has a chance to prove their potential.
Hiring software engineers may sound daunting, but it doesn’t have to be. With the right hiring software, even the least technical hiring teams can confidently find candidates that match their job requirements.
Request a demo to see if Hirevue’s assessments answer your tech hiring needs.