Busting Builders’ Misconceptions

In 2022, organisations will face two significant recruitment challenges, as highlighted in a survey conducted by HackerRank. The study revealed that 41% of engineering companies struggle with a shortage of job seekers, while 28% report a lack of inclusivity in their hiring processes.

Recruiting enough skilled developers from diverse backgrounds can seem like a daunting challenge. However, it doesn’t have to be. The recruitment process appears intimidating only when we believe in the many myths surrounding it. Our research debunks four typical misconceptions in this field, which hinder fast-growing companies from competing effectively for technical talent on a global scale.

The Misconception of the Experienced Programmer

It’s commonly agreed that skilled programmers are not inherently talented, but rather, they develop their abilities through practice and experience. Therefore, many businesses hire junior developers with the expectation that they will progress to become seasoned senior programmers. While it can be challenging to find highly skilled developers who are affordable, there are numerous young, motivated, and capable developers eager to share their skills and innovative ideas with businesses. Investing in these budding developers is not only smart but also a valuable investment in a company’s long-term growth and success.

Investing in the long-term health of the global Information Technology (IT) sector is critical. To ensure that the demand for IT jobs is met, we must make efforts to inspire and nurture the minds of younger generations. In 2019, a research report by the National Academies of Science, Engineering, and Medicine projected a shortfall of one million computer-related positions by 2022. Therefore, it is our responsibility to proactively prevent this talent gap in the market.

Rather than solely focusing on driving fast business growth, there is a need to concentrate on equipping new programmers with the skills and knowledge required to become successful senior developers. In today’s technology sector, it is not sustainable for companies to rely on a small group of senior developers or a limited pool of senior developers with diverse skill sets. It is therefore crucial to invest in the future generation of developers by offering them the necessary guidance and support to become industry leaders in the future. While resource constraints may prohibit startups from hiring less experienced programmers, it is the responsibility of larger businesses, with greater ability to do so, to provide financial support to cultivate the next generation of industry leaders.

You may also be interested in reading: How to Hire Software Developers at Different Levels?

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