Discover the most recent developer hiring trends based on real customer data.

The demand for software developers is rapidly increasing, with the US Bureau of Labor Statistics projecting a 24 percent growth in the need for these skills between 2016-2026. Globally, developer positions are the fourth hardest to fill, and the problem isn’t just quantity – it’s quality. With HACKERNOON reporting, “The software engineering shortage is not a lack of individuals calling themselves ‘engineers’, the shortage is one of quality – a lack of well-studied, experienced engineers with a formal and deep understanding of software engineering.”

According to Stack Overflow, 90 percent of developers are employed at least part-time, with about 77 percent employed full time. And, only five percent of developers are unemployed and actively looking for work. So, how are top companies engaging with these in-demand candidates to get the right skills onboard? It’s hard to know if you are an internal recruiter, that’s where Devskiller Global Technical Hiring & Skills Report 2019 comes in. This developer screening platform has gathered data from 112,654 coding tests from developers in 121 countries within the last year, in order to bring talent acquisition (TA) practitioners the latest in best-practice and trends for technical recruiting.

This report unique in that it doesn’t rely on self-reporting surveys. All the data flows directly from real tests. So, let’s break down our findings into five actionable takeaways teams need to know now!

1. It takes an average of three days for a developer to take a coding test  

Developers wait on average 2.88 days or approximately 69 hours to take a coding test. Tests sent on Tuesdays tend to get the fastest response, while those sent on Wednesdays usually take the longest to be completed. This probably means that devs prefer to keep their weekend free for other projects and leisure, rather than recruitment.

Here’s a graph of the Monday to Friday data with the average wait in days.

2. Candidates tend to take the coding tests recruiters send 

Tech recruiters fear candidates will drop out of the hiring process if asked to complete coding tests. Some technical interview techniques do receive negative backlash – whiteboard tests, anyone?

But…

We found those concerns may be inflated, as 73 percent of candidates do take the coding tests sent to them. Coding test completion rates are the highest for Latvia, Armenia, New Zealand, Denmark, and the UK.

3. The overwhelming majority of candidates complete a coding test once started

Ninety-two percent of all candidates who started their coding test on our platform took the time to finish it.

Here is a breakdown of the finish rate by continent: Europe leads the pack with 93 percent, followed by Oceania 92 percent, Africa 91 percent, and North America 91 percent.

4. 70 percent of companies worldwide are looking for JavaScript developers

JavaScript is the most sought after technical competency from companies across the board. JavaScript also has the most integration capabilities. Interestingly, when we look at tech stack tested together, we’ve found that most developers get a database technical skills assessment, regardless of their main focus. This means that for both front end and back end roles, database skills are clearly very important.

5. Java is by far the most tested language

Although most companies are looking for JavaScript skills, Java is the number-one language tested on our platform based on test invites, with 37 percent of companies testing for Java.

Bonus Findings:

• Top three drivers of international technical hiring: The US, Poland, and the UK
• Highest average scores on coding tests: New Zealand
• The most high-scoring candidates:  Serbian companies
• Most selective companies: Singapore

For more information, check out the online version of the report with interactive geographical insights: Devskiller Global Technical Hiring & Skills Report 2019.

E-commerce forces retailers to elbow into the ever-steepening competition for tech talent.

Before the end of 2017 89,000 Americans were laid off from merchandise stores. That’s more people than the coal industry employs in the entire US. If you look to LinkedIn you’ll see that the number of profiles identified as retail associates shrunk from almost 200,000 in 2013 to just under 116,000 in 2017, and you may be able to guess why. It’s e-commerce: The wonderful world of shopping at home, watching Netflix in your pajamas.

Cyber retail holds great appeal for the busy, the lazy, and the deal-seeker alike, but contrary to the perception of online anonymous automation, online shopping is not an inhuman experience, you just don’t see them. In fact, the Amazons of the world are only made possible by oodles of people working behind the scenes, to make sure when you press order, it actually arrives on your doorstep. So it only makes sense that this dip in sales associates means a push for another type of talent: software engineers.

That’s right, the retail industry is now seeking invisible architects to construct your retail experience. So don’t forget, from homepage to confirmation email, the e-shopping experience is still human assisted, only you don’t have to be intimidated by a super chic sales clerk.

However, IRL associates (cool or not) haven’t disappeared entirely – though 2017 was a record year for retail closures with 7,000 stores boarded up in the US alone –  sales is still the number one function in retail, at 29 percent, followed by operations at 14 percent, and engineering/IT at 9 percent.

Though 29 percent may seem like a respectable chunk of the jobs to be had, it’s down from 32 percent in 2013, and the on-the-ground workers are feeling the earth get shaky beneath their feet. One former retail associate who was recently laid off from Saks Fifth Avenue related to the New York Times that she is leaving the industry entirely.

“I really like helping customers create a new style,” the 27-year-old relayed, who was once paid $16 an hour. “But there is no job security anymore.”

Software developers, on the other hand, have popped up from the eighth most popular retail title in 2013, up to third in 2017, overleaping (in its growth from seven to nine percent of retail jobs) both “marketing specialist” and “operations specialist”. And while still under a third of the sales fraction, the need for these programmers will grow as it has in the last four years, given that e-commerce has gone from 3.5 percent of retails sales to 11.9 percent in the past decade, and twice as many online retailers with 100 employees or more have gone to market than traditional brick and mortar between 2011 and 2015.

We are still a bit sad about #toysrus closing, am I right ? pic.twitter.com/ftZscOY2Jf

— Chocolate Fudge (@tchocolatefudge) July 10, 2018

Interestingly, it seems that engineering and sales demands have an inverse relationship in retail, where 25 percent online retail functions are tech or IT, and 35 percent of brick and mortar functions are sales, while operations and marketing stay consistent at 14 percent and 6 percent respectively, whether online or in store.

So what does this mean for recruiting? Number one, the competition for tech talent will only grow fiercer. Number two, retailers are going to have to change their recruitment strategy to focus more on employer branding and candidate experience to attract these sought-after workers. Even Walmart has started its first ever employer-branding campaign, in the form of tuition benefits for one of three colleges that offer supply chain management courses.

Other retailers may want to take notes, as Walmart’s course of action is not without reason. Sales associates are most likely to leave their career path for either admin or customer service roles, if not for more schooling. So a tuition benefit covers both, keeping employees in the fold, and hopefully equipping them with more useful skills for the future – all the while injecting them with a healthy dose of company loyalty. Subsidised education may the ace in the sleeve that retail needs in order to ensure it has the talent to survive. The demand is there, they just have to deliver.

Get a jump on the rush for developer talent with these great resources.

An increased demand for software means increased demand for the creative minds behind it. Companies need people with programming skills to be the architects of these digital worlds.

The US department’s Bureau of Labor statistics predicts a 24 percent growth in the need for developers between 2016 and 2026. A steep increase that overleaps the average predicted growth other occupations. To beat the talent rush we’ve compiled a list of 15 great job boards to get you started in your search.

First off, the Hiring Success 18’s  Recruiting Startup of the Year Winner, Honeypot.io.

Honeypot.io

Candidates create a profile and fill in details about your experience and ideal position to connect with European employers. Companies can then browse developer profiles (don’t worry, your current company can’t view your profile by default) and request an interview by sending interview invites complete with salary and tech stack. 

Jobbatical

A job platform that connects ready-to-relocate talent to businesses all over the world, with the firm belief that skills matter over passport Jobattical let’s people work where they’re happy.

The Ladder 

The Ladder tends to attract more experienced candidates because of their slogan. Great place to look if you need someone to step into a leadership position right out of the gates.

GitHub

An offshoot of the largest source-code repository in the world, GitHub is a bare-bones, to-the-point job board for web developers and techie types, plus, the search functions are great!

BlablaDev

A French startup that helps newbie developers find their first gig. We were all fresh once, so why not take a chance on a bright-eyed tech rookie eager to earn their stripes?

Krop

This is the job board that allows web creatives to build portfolios for employers to peruse. Candidates can use their portfolios to apply to jobs all over the world from the wide selection of participating businesses. Users also get the benefits of Krop’s popular newsletter network.

Mashable

Digital tech talent abounds on this simple interface. Posting on Mashable means active promotion of your job to 45 million unique monthly visitors, and 25 million social followers.

Authentic Jobs

Established in 2005, this platform has connected thousands of jobseekers to companies looking to fill jobs. Post here to find candidates that are attracted to building strong brands and want to be part of something bigger.

The Muse

This Millenial fan favorite gives applicants control over their search parameters, and helps companies create profiles that attract top talent.

Smashing Magazine

A magazine that now has a great job board, it’s easy to search for programmers and designers who meet your needs, whether it’s for a full-time gig or a freelance project.

Product Hunt

This is job board where candidates are sure to visit daily as the list is kept sparse but up to date.

Stack Overflow

Find developers and engineers of all levels. Candidates can even seek out jobs based on the conditions of visa sponsorship, which is a unique feature of this website!

AngelList

If you want to locate the best talent excited to work at a startup, look no further than AngelList. Candidates must fill out profiles which provide just enough of an entry barrier so you don’t get buried in resumes.

ITJobPro

Here you’ll be able to take advantage of affordable job ads that reach two million candidates a week, and are post alongside the likes of big guns like IBM.