Photo by Mimi Thian on Unsplash
Is this good news for you? It certainly is, if you’re a developer.
In this article, we’re going to talk about the most demanded IT skills as well as share some tips on attracting the best talent in 2020. Let’s dive in.
What IT skills are considered a must-have in 2020?
What implications does it have for tech employers?
The competition is fierce, and employers must fight for the best talent. While programmers have a wide choice of employment options, the same cannot be said for tech companies searching for developers with outstanding IT skills.
It’s worth thinking about the factors that have a crucial impact on deciding which job offer to accept.
Good programmers get several jobs offers a month. If they stop learning, their work isn’t recognized, or they don’t see any opportunities for progression they will leave – it’s that simple.
JS is also tested together with backend languages – Java (9.6%), and PHP (7.1%) – as well as SQL (13.8%).
How about the main takeaway for tech employers?
Hence, putting an emphasis on JS knowledge does wonders to facilitate communication between frontend and backend teams.
The demand for highly-skilled Python developers is growing
There are several reasons for its skyrocketing popularity.
Tech companies whose focus lies in AI, Data Science, or Machine Learning should thus put a strong emphasis on recruiting skilled Pythoners or growing their developers’ IT skills in this direction.
Other technology trends you need to be aware of in 2020
To provide you with the most actionable insights, we’ve also checked what LinkedIn has to say on the matter.
Here a few global statistics as of late-February 2020:
Java – nearly 200,000 job offers for entry-level developers
At the moment of writing this post, there were over 400,000 job offers globally for Java developers. Nearly half were open to entry-level applicants – 195,000!
This only confirms that there is a higher demand for senior Java developers than there is a supply of them.
No wonder tech employers are open to junior talent and are willing to invest their time and effort into growing their competencies.
.NET/C# – 145,000 job posts worldwide (including 61,000 with an ASP.NET requirement)
If you’re wondering if there’s a specific .NET/C# skill there’s high competition for, it’s the popular ASP.NET framework.
According to DevSkiller research, 55% of all .NET/C# tests are focused on this skill.
This is closely reflected by the number of job offers on LinkedIn – 42.5% of all posts mention ASP.NET.
The conclusion here is that tech employers need to put in the extra effort into making their job offer stand out from the crowd.
SQL – nearly half a million job posts worldwide
Nearly 545,000 job posts were waiting to be filled in late-February 2020 – and that’s just data for LinkedIn alone!
Also, MySQL is the most sought-after framework – with 37.3% of all SQL-related tests according to DevSkiller, and nearly 125,000 job offers.
HTML/CSS – a skill 63% of all developers are tested for
There are roughly 250,000 job offers with an HTML, and 220,000 with a CSS requirement.
But it’s safe to say these numbers don’t do the HTML&CSS combo justice.
While you may not find such a requirement in a job ad, tech employers don’t take HTML&CSS for granted, and still verify these skills in 63% of all tests.
PHP stands strong with 122,000 job offers worldwide (including nearly 20,000 for Laravel)
Let’s proceed to how you can attract the best developers to work with you in 2020.
What tech employers can do to attract (and hire!) the best talent in 2020 – best practices and tips
1. Offer a competitive salary
Everyone should be compensated fairly, irrespective of the sector they work in. However, this is especially important in the IT sector, where competition for talent is fierce, and where programmers can switch jobs every quarter if they feel like it.
2. Recognize young talent and invest in their potential
You should treat it as a business opportunity – it’s your chance to find talent with potential and help it flourish.
How can you do it?
3. Work on your employer branding
The time has come where employees recruit their future employers – not the other way around. This makes employer branding more prevalent than ever.
Companies create entire departments responsible for employer branding which is a good indicator of its rising importance, so it is never too early to start building your employer brand..
Designing a good recruitment process should be high on your priority list if you aim to attract talent with outstanding IT skills. Bear in mind that good candidate experience is not limited to the interaction with a recruiter. It also includes the ease of navigating around the recruitment process. Do you provide sufficient information in the job description, do you regularly communicate with your candidates?
We frequently hear about programmers complaining about having to complete various recruitment tasks which they’re not compensated for.
Why should it matter to you?
If your recruitment process isn’t evaluated positively by the candidate, they might discourage their fellow developers from applying for the job. As you know, the IT talent pool is rather limited, so a bad reputation isn’t something you can afford. Especially if you can’t call yourself Google of Facebook.
4. Invest in training
Offering learning opportunities and good perspectives for growth is another tactic for keeping and attracting IT talent. Setting aside a development budget for your programmers is an effective way to ensure continuous learning.
You should encourage your developers to learn new programming frameworks. This will not only reduce any skill gaps you might have in your organization but also show you invest time and resources in your employees’ professional growth.
JS still remains the most demanded IT skill in 2020 and it doesn’t seem like it’s going to change any time soon – even with Python going up the ranks.
To enable tech employers to compete for the best IT talent they have to offer attractive salaries, good growth opportunities and make their employees feel rewarded and appreciated.
Even though most businesses aim at recruiting experienced programmers, it’s about time to start investing in more junior developers to address talent scarcity.