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    Siemens Powers Up Employer Branding: Building a Global Talent Magnet

    Forget washing machines, Siemens is a tech titan quietly shaping the world’s future. From smart cities to sustainable factories, their innovations touch millions. But attracting top tech talent in a crowded field? That’s a different challenge.
    Enter Stefanie Drerup, the mastermind behind Siemens’ employer branding revolution. In this interview, she reveals how she built a global dream team to attract the best and brightest.
    The Talent Battlefield: Why Employer Branding Matters
    Siemens competes with tech giants like Google and Amazon. To stand out, they needed a clear message. “We want to create technology with purpose,” Drerup explains, “technology that makes a real difference.”
    Their vision? Smart infrastructure for resilient supply chains, energy-efficient cities, and cutting-edge industrial digitization (think revamping Porsche’s production lines!).
    But a strong vision alone doesn’t win the talent war. They needed a powerful employer brand (EB) to resonate with the tech wizards they craved.
    Building the Dream Team: Collaboration is Key
    Drerup didn’t build this empire alone. From day one, she championed a cross-functional approach. HR, global communications, and recruiters from all levels and regions became her allies.
    Here’s the twist: Siemens didn’t just rely on HR experts. They tapped into their internal tech talent. “We wanted real engineers, not just recruiters,” Drerup emphasizes. Their insights ensured the message resonated with the tech crowd, not just HR professionals.
    Crafting the Perfect Pitch: The Siemens EVP
    Drerup’s team landed on a simple yet powerful EVP (Employee Value Proposition): “Create a better tomorrow with us.” This encapsulates the Siemens spirit.
    But they didn’t stop there. To flesh out their EB strategy, they identified four key pillars:

    Customer Impact: Work on world-changing projects that touch millions.
    Technology with Purpose: Drive innovation and sustainability, making a positive impact.
    Empowered People: Thrive in a culture of learning and growth.
    Growth Mindset: Explore diverse career paths across countless business units.

    These pillars, while overlapping intentionally, provide a clear focus for all EB content. Every piece aligns with the overall EVP, ensuring a cohesive message across the globe.
    Going Global: Tailoring the Message
    Activating an EVP in a global company is tricky. Different regions have different priorities. German talent seeks stability and career progression, while Chinese candidates value innovation and social responsibility.
    This is where the cluster structure shines. Drerup’s team can adapt content for each region without reinventing the wheel. They simply emphasize the most relevant pillar within the overall Siemens EB narrative.
    Building a Global Talent Magnet: The Results
    Siemens’ employer branding journey is a masterclass in attracting top tech talent. Drerup’s global team, built on collaboration and a powerful EVP, has transformed Siemens into a global magnet for the best and brightest minds.

    To follow Stefanie Drerup’s work in employer branding, connect with her on LinkedIn. For help identifying the values and culture you want to create in your company, let’s chat.
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    Want a Career that Matters? Discover Tata Consultancy Services and its Corporate Social Responsibility Leadership

    Tata Consultancy Services (TCS) is an IT services, consulting and business solutions organization that has been partnering with many of the world’s largest businesses for the past 50 years. TCS believes innovation and collective knowledge can transform the future with greater purpose.

    TCS employs over 600,000 of the world’s best-trained consultants from 150+ nationalities with operations in 50+ countries. Diversity is a value of TCS as evidenced by the fact that it’s one of the world’s largest employers of women in the IT industry.

    Notably, in North America, TCS was recently recognized as:

    The #1 Top Employer in the U.S. by the Top Employers Institute

    One of the 50 most community-minded companies in the U.S. by Points of Light

    One of Fortune Magazine World’s Most Admired CompaniesTM list, a global barometer of corporate reputation, for the second straight year

    Working for the Greater Good

    TCS believes in building greater futures by making its communities its priority and by connecting people to opportunities in the digital economy. In line with the values of its parent company, The Tata Group, TCS’ Corporate Social Responsibility (CSR) efforts are driven toward initiatives that contribute to the creation of a fairer and more equitable world for all.

    With its proactive stance on climate change and award-winning work with communities across the world, TCS has earned it a place in leading sustainability indices such as the MSCI Global Sustainability Index and the FTSE4Good Emerging Index.

    Globally, efforts include helping marginalized individuals and communities with literacy, education, employment and mentoring for entrepreneurial endeavors. In North America, these CSR efforts are specifically designed to help advance education equity, close the STEM skills gap, and prepare students for the future global workforce.

    Two programs that engage with youth and support potential leaders in the IT space are the career readiness program (goIT) and the professional development program (Ignite My Future).

    Digital Innovation and Career Readiness (goIT)

    TCS’ flagship, no-cost digital innovation and career readiness program, Go Innovate Together (goIT), equips K-12 students all over the world with the skills, confidence and mindset to pursue careers in STEM. 

    goIT provides resources and training programs for teachers but primarily focuses on opportunities for students to learn about problem solving and design thinking while developing their sense of global citizenship. The program inspires participants to use their new skills to solve some of the world’s greatest challenges because all goIT challenges and program culminations are tied to the U.N.’s 2030 Sustainable Development Goals. 

    WayUp spoke with Kevin Lee, a previous co-op student turned full-time software engineer. Kevin found TCS to be an exciting and innovative environment, especially in the Internet of Things (IoT) field. He heard about goIT through a mentor during his internship and was excited to volunteer to teach elementary, middle, and high school students during a goIT Summer Camp. The three-day camp was integrated with TCS’ Bringing Life to Things IoT lab for the second consecutive year, and students learned where and how IoT can be used to generate positive changes in their communities.

    By volunteering with the program, Kevin most enjoyed seeing students increase their understanding of technology’s potential and explore new interests in tech through the program’s culminating projects and presentations. These programs are valuable for students to learn new skills and evaluate different aspects of technology as they explore career possibilities for their future.

    The summer camp experience is special to all TCS employee volunteers, but it is especially meaningful to those, like Kevin, who work in the Milford office outside of Cincinnati where the goIT program was born. It began as an innovative idea for a one-time summer camp in 2009 and has since grown into a year-round global program, operating in 42 countries. Over the last year alone, goIT touched the lives of more than 1 million students and 20K educators. Student innovations addressed issues as diverse as water quality, hunger, education, equality, poverty and climate change.

    Teacher Professional Development (Ignite My Future)

    Launched in 2017, TCS’ Ignite My Future is TCS’ pioneering effort to empower educators around the world though a unique approach that integrates computational thinking into core subjects like math, science, literacy, social studies, and the arts. Computational thinking is a future-ready skill that prepares students to tackle problems by building their confidence to work with big, complex issues.

    Ignite My Future’s program content is developed and managed by a team of former educators, so it is a teachers-helping-teachers initiative that adds meaning to K-12 classrooms all over the world. As a teacher professional development program that provides training and resources to teachers looking to expand their capacity for bringing computational thinking into their classrooms, the program provides teachers and their classes with formal training sessions, exciting lesson plans, virtual field trips and Family STEM Night implementations. 

    Recently, the program launched “Tech Trends for Teachers” which tackles tech knowledge and awareness from a different perspective. Like many of its in-classroom initiatives, Tech Trends for Teachers is driven by TCS employee volunteers.

    WayUp spoke with Software Engineer John Trimble about his experience at TCS. In addition to his role helping lead the IoT and digital engineering lab in Cincinnati, he is also a frequent volunteer for various CSR initiatives. Recently, he contributed both to the experience of students attending the goIT summer camp and to teachers who turn to TCS for their own professional development through Ignite My Future.

    Tech Trends for Teachers engages TCS employees in providing K-12 teachers with the opportunity to learn about — and share — tech innovations that will change the way the next generation will live and work. John also mentioned how this type of volunteerism gives a chance to highlight their own leadership, which is fulfilling.

    “It’s Part of Our Ethos:” Purpose Matters

    The fact that TCS’ culture of purpose is deeply embedded across all geographies, departments and customer service units is clear in conversations with TCSers who can describe the company’s legacy of community purpose in detail. In conversations with TCS employees, they happily declare that contributing to social and environmental good is part of the company’s ethos.

    In 2023 alone, TCS employees volunteered across the globe and generously gave more than 5 million hours of service or, as “TCSers” refer to it, of HOPE. In North America, employee activities included supporting programs like goIT and Ignite My Future, as well as sorting, packaging, and delivering sustenance to people facing food insecurity through food banks. Additionally, employees plant trees, mentor refugees, give blood and volunteer for disaster response and recovery activities.

    In response to employees’ interest in receiving corporate support for volunteering on their own or in more coordinated efforts, TCS created an app for finding curated opportunities based on employee location. The app, called myPurpose, is one of the ways TCS supports employees looking to live their purpose both at work and after work.

    When asked about the company’s culture of purpose, John emphasized the fact that giving back is important to all TCS employees.

    Kevin was initially exposed to CSR initiatives during his internship, and his engagement continued after joining the company full-time. In highlighting the variety of opportunities available, he said, “I really appreciate all the creative programs that allow people to make a difference even virtually. It helps us expand our impact and removes a lot of boundaries.”

    Opportunities for a Career with Impact

    John and Kevin both graduated from the University of Cincinnati (UC), each earning a Bachelor of Science in Computer Engineering. They were both first drawn to TCS because of UC’s co-op program, which involved several semesters of full-time work. After interning with TCS, they decided to join the company full-time after graduation.

    Kevin shared how the internship experience helped make his transition into TCS as a full-time employee more seamless. Upon graduating facing a challenging job market affected by the impacts of Covid-19, he appreciated how TCS was able to hire him and give him opportunities to contribute to others in his community at the time. Even more, he valued the career opportunities he would gain by joining the company.

    John was specifically drawn to the company’s IoT lab and the opportunity to work with cutting-edge technology, which made him excited to join one of the biggest tech companies in the world.

    The internship program at TCS provides students with real-world experience and meaningful projects, equipping them with the skills to launch their careers in technology, IoT, engineering, and more. Additionally, interns can gain insight into the company culture, the team dynamics and projects, and the day-to-day work itself.

    Whether through the internship or as full-time employees, TCS creates opportunities to engage with work that makes an impact. From specific CSR initiatives and programs to an overall culture of philanthropy, TCS provides an educational and purposeful environment to start or build your career.

    For more information about career opportunities within TCS, check out their page on WayUp here. More

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    Company Update: Hired & LHH Recruitment Solutions

    To our Hired Community:

    As of June 14, 2024, Hired will be incorporated into LHH Recruitment Solutions. LHH is a global business unit of The Adecco Group and Hired’s sister company. LHH is the world’s leading talent solutions and advisory player. Following the transition, all recruiting services will be offered through LHH Recruitment Solutions.

    The Hired team will work closely with our customers, candidates, vendors, and partners on this transition in the coming weeks. Please see the LHH website for further information on its professional recruitment offerings, which include job search, job market trends reports, salary calculators, and more.

    The decision to incorporate Hired and LHH’s offerings reflects the changes we’re seeing in the job market, and the opportunity to deliver a more comprehensive, integrated offering. This includes professional recruitment, career mobility, leadership development, outplacement, upskilling, and executive career advisory solutions.

    We’re incorporating the strengths of Hired with LHH, which has a long-established Tech Practice, working with companies of all sizes, across tech areas including software development, IT infrastructure, business systems, data, and leadership.

    Additionally, LHH Recruitment Solutions offers services that expand beyond tech. These include accounting & finance, health & life sciences, procurement & supply chain, legal & compliance, HR, customer & service support, engineering & construction, and more. LHH has worked with over 15,000 clients and helped over 500,000 people transition to new jobs across 66 countries worldwide.

    Thank you to our customers, candidates, and partners for your support of Hired through the years. We look forward to supporting you in this next phase at LHH. More

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    How ‘Early Careers’ at Tata Consultancy Services Prepares You for a Career with Impact

    Taking a leap and joining an internship can come with many unknowns – Will I meet people and make friends? What is the company culture like? What type of projects will I work on?

    At Tata Consultancy Services, a leader in IT services, consulting, and business solutions, the campus recruitment team understands these pre-joining nerves and have created a thoughtful engaging program to ease the transition from school into a professional work environment.

    To develop emerging young leaders within the IT industry, TCS created a robust internship program that offers students meaningful work experience in a real-world setting. The ‘TCS Early Careers’ program allows interns the opportunity to contribute to real technology projects handled by industry professionals within various TCS business units and gain hands-on experience through problem solving, and critical thinking skills. Spanning across 10-12 weeks, the program is ideal for students currently enrolled in a computer science and/or other TCS relevant STEM academic program

    About ‘TCS Early Careers’ Program

    TCS values the student’s experience and learning. The program is structured into 5 distinct phases intended to guide the students seamlessly through the experience and gain the exposure that is intended. With the guidance of the TCS campus team at every step of the process, each student has access to a business mentor and a buddy who are integrally involved in the internship process and interact regularly with the students.

    Phase 1The initial phase, prior to joining, has connect sessions planned at regular intervals with the campus team and the mentors to ensure readiness to get started with TCS. To alleviate some of the nerves before starting the internship, the TCS team hosts virtual sessions to go through any questions upcoming interns might have on onboarding and what to expect on the internship. The week before the internship starts, interns receive a welcome kit full of TCS swag and instructions on what to expect on Day 1!

    Phase 2 and 3To help ease the transition into the corporate world, the second and third phase focuses on ‘getting a fast start’ for the interns. The interns are welcomed with an orientation on their first day where they attend workshops, featuring sessions about TCS and its business, information on how to access their equipment tools, connect with their mentors/buddies and other insightful talks from senior leadership. During the weeklong orientation, TCS interns will also hear from Employee Resource Groups (ERGs) and Corporate Social Responsibility (CSR) leaders and are encouraged to join these groups to start networking and seamlessly assimilate into the TCS culture.

    Phase 4The fourth phase is about delivering clarity on the role and helping the interns succeed in the project. Interns meet with their assigned teams and start working on projects and some of the interns have the opportunity to directly work with TCS customers. While working on projects, interns are mentored by subject matter experts to gain applicable leadership and technology skills to help jumpstart their careers. All of this happens organically through the collaborative company culture and meaningful project experience.

    Phase 5The last phase is all about ‘Celebrating the success’ of completing the internships. With a formal graduation ceremony, the interns have the opportunity to showcase their experience to the TCS Leadership team and share/hear about success stories from other interns.

    Life as an Intern

    To gain an insight into the TCS intern experience, WayUp spoke with previous interns Karan Sathiayan and Hrithik Reddy. Karan, a data scientist intern and current full-time employee, shared that as an intern he was given a lot of responsibility which made him feel valued as a part of the team. Karan shared that the highlight of the internship was when he presented a demo in front of a large group of TCS employees at an internal seminar that his manager organized.

    To gain another perspective, WayUp spoke with Hrithik Reddy who interned at TCS but his role was quite different from a typical technology internship. He focused on projects supporting the Global Sports Sponsorship team and helped the team with sponsorship research and how to boost TCS marketability through sports. Hrithik supported the team’s efforts working towards TCS sponsorships for the TCS NYC Marathon (title sponsor), Boston Marathon, Chicago Marathon, TCS Jaguar Racing, and other events.

    Hrithik spoke highly of the team environment and company culture, especially in his contributions as an intern. He described the engaging atmosphere and how his input was considered by the team, which helped him feel valuable and like he had already been working for the company for years.

    Mentorship and Professional Development Opportunities

    As a part of the Internship program, interns are assigned a mentor and a buddy to meet with weekly throughout the entire duration of the internship. Interns are also introduced to an internal communication tool to communicate with their peers and receive real-time feedback from their buddies, mentors, and senior leadership. This intentional approach to provide relational support at the company helps to equip interns with networking, interpersonal, and teambuilding skills – all of which are vital to their long-term success.

    Karan Sathiayan, a data scientist who very recently joined TCS full-time, praised the company culture and their value of mentorship and continued education. TCS not only offers outside training through Linkedin Learning, but also has their own internal platform called iEvolve where employees can gain training on anything from technical skills to leadership and soft skills.

    Karan also elaborated how these TCS trainings are vital to standing out during the interview process.

    TCS Micro Internships

    In collaboration with The Forage, Tata Consultancy Services and Tata Group have created three virtual Micro Internships which are open to all students and professionals who are looking to grow their skills. TCS and Tata Group have created three Micro Internships which simulates real world projects and allows you to get experience in areas such as Data Visualization, Cybersecurity, and Sustainability. These Micro Internships are self-paced typically taking 3-5 hours to complete and can be conducted fully virtually. These Micro Internships are free and are open to everyone. You can navigate to the three Tata Micro Internships by clicking on the following link here.

    An internship with TCS is a valuable experience that can guide you on your career path and prepare you with hands-on experience for a full-time career after graduation. If you’re interested in IT or software engineering, be sure to check out their internship programs and other career opportunities within the company.

    For more information about the company, check out TCS’s page on WayUp here. For more specific information about the internship program, view here.

    About TCS

    Tata Consultancy Services (TCS) is an IT services, consulting and business solutions organization that has been partnering with many of the world’s largest businesses for the past 50 years. TCS believes innovation and collective knowledge can transform the future with greater purpose.

    TCS has over 601,000 of the world’s best trained consultants from 150+ nationalities with operations in 55 countries. Diversity is a value of TCS as evidenced by how the company is one of the world’s largest employers of women – over 160,000 women employees – making up over 36% of the global workforce. Notably, TCS was recently awarded the #1 Top Employer in the U.S. award by Top Employers Institute and was also awarded Top 100 internship program by WayUp in 2022 and 2023. More

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    From interns to analysts with Capital One’s Analyst Internship Program

    Capital One’s Analyst Internship Program (AIP) is the launchpad for a satisfying career in business or data analytics. 

    During the 10-week program, students can expect to complete meaningful work like building data visualization tools in AWS, performing campaign analysis on marketing plans and optimizing machine learning products. They’ll level up their business, problem solving and coding skills and, along the way, build relationships they can turn to for support beyond the internship.

    Three AIP alumni, now working full-time at Capital One, share how their internship helped them launch their analyst careers successfully. 

    How Campbell completed real work that advanced financial inclusion

    Campbell experienced a diverse mix of analyst responsibilities while completing her two Capital One internships. 

    In her first summer, she worked on a marketing campaign identifying which Capital One Auto Finance tools would best help customers increase their savings. In her second internship, Campbell worked with the Digital Customer Experience Innovation Team to analyze customer feedback and address how Capital One could optimize Auto Navigator, a tool customers use to pre-qualify for auto loans, explore financing options and search for vehicles in their preferred price range. 

    During her internships, Campbell analyzed the effectiveness of email marketing, used coding and worked on data within the cloud. She identified customer motivations, built customer personas and presented her insights to senior leaders. 

    “I came away with firm examples of how I drove a project forward as an intern,” Campbell said. “I can point to decisions that I brought to the table. It was pretty incredible to have those contributions. I knew I wanted to come back.” 

    Campbell was excited when she realized how much her internship prepared her for a full-time position through the Analyst Development Program (ADP), an 18-month experience where recent grads cycle through two positions with two teams. Currently, she’s a business analyst with the Financial Services Strategy team. 

    “Yes, you’re learning how to be an analyst, but in the eyes of your coworkers, you already are because you’re doing the work,” Campbell said. “That gives you so much confidence at the start of your career.”

     How Solomon developed tech and financial skills to launch his career

    Solomon was looking for an internship where he could merge a new experience working in tech with his studies in management and entrepreneurship. He found that perfect blend through the AIP.

    As a business analyst intern, Solomon worked on a machine learning team where he built a dashboard for small business clients. While Solomon researched how to create the dashboard, he took the opportunity to expand some of his tech and business acumen. It was then that he learned the programming languages Python and SQL, explored how to use data visualization tools and learned to effectively pitch ideas. 

    “Tech is the future for the financial industry, and Capital One knows that,” Solomon said. “So I appreciated learning these programming and product manager skills to make me a better analyst.” 

    Now, Solomon uses the tech knowledge he developed as an intern for his full-time role with the ADP. As a business analyst on the Credit Card Innovation team, he assesses data, customer feedback and the latest technology to determine how to better protect Capital One’s card portfolios. 

    “If you’re interested in the intersection of technology and finance, Capital One is the place to be,” Solomon said. “With the internship, you get to work on real problems and learn new skills in an exciting and supporting environment.” 

     How Fozi built a supportive network to help him grow

    As a data analyst intern with Capital One’s Servicing Data Strategy team, Fozi worked on predictive modeling to determine the likelihood a customer would close their Capital One card account. 

    While the work required a heavy amount of data analysis, Fozi knew he could do a better job if he incorporated machine learning. After discussing with his manager, they introduced Fozi to several data analysts and machine learning engineers who had experience and could help. Fozi’s new connections helped him infuse a machine learning model into the project so it would need less manual data entry to succeed long-term. 

    “Doing the work is one thing, but knowing how to build relationships and ask your network for help and guidance was a valuable skill I learned,” Fozi said. 

    In his current full-time role as a data analyst through the ADP, Fozi supports various Card teams by designing and maintaining data structures for campaigns. Rarely does a week go by where he doesn’t reach out to someone he met during his internship—whether a former manager, colleague or another intern—for everything from advice on building a strategy plan to getting other data analysts’ best practices. 

    “Capital One’s culture makes it so easy to build connections,” Fozi said. “I’ve realized that community building is how I’ve found success. That network I started building as an intern still provides me guidance and support.”

    Head over to Capital One’s profile to learn more about the company and browse open roles, upcoming events, and more. More

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    Crafting a Team Brick by Brick: LEGO Group’s Talent Quest

    Certain brands hold a cherished spot in our memories, yet landing someone’s dream job doesn’t automatically guarantee they’re the right match for your team.
    In a recent episode of the Employer Branding Podcast, we delve into the world of Andrew Paterson, the Global Employer Brand and Talent Attraction Lead at the LEGO Group. Discover how they tackle this distinctive talent puzzle while infusing a spirit of joy and play into their recruitment strategy.
    The Power of Play
    The LEGO Group, a venerable 90-year-old family enterprise, has blossomed into the world’s top toy company by revenue. Its name, derived from the Danish phrase “leg godt,” translates to “play well.” Almost everyone has fond memories of tinkering with their vibrant plastic bricks.
    While other iconic brands like PepsiCo or Mars grapple with luring talent for unconventional roles, Paterson faces a unique scenario. LEGO is inundated with applications for every position they offer. “The majority, if not all of our time is spent managing applications,” Paterson notes. “Because of the power of our brand, everyone wants to be a LEGO designer.” Thus, the challenge lies in pinpointing the best candidates while ensuring those who miss out still leave with a positive experience, remaining lifelong aficionados.
    Fostering an Employer Branding Oasis
    LEGO’s employer branding and talent attraction endeavors have yielded remarkable results, with a 45% team expansion since 2020. However, achieving such growth necessitated substantial effort from Paterson and his lean team.
    With a global footprint encompassing 5 main regional hubs, 37 sales offices, 5 manufacturing sites, and over 500 retail stores, LEGO needed to showcase employee narratives from diverse locales and roles. Amidst this, they revamped their careers page and launched “Behind the Bricks,” a content hub consolidating all employer brand content.
    The EVP Epiphany
    To craft their Employee Value Proposition (EVP), Paterson and his team conducted colleague research groups and collaborated with an agency to gauge applicant insights and employer brand perception. This led to the identification of six core LEGO values: fun, creativity, learning, caring, quality, and imagination.
    These values permeate every facet of LEGO’s operations, from factory floor diligence to the intricacies of employer branding. An annual tradition dubbed Play Day underscores this ethos, where employees worldwide pause work to immerse in the joy of learning through play. This year’s theme, “The Mysteries of Play,” fostered a day of collaborative detective work. Moreover, LEGO integrates play into daily tasks, with bricks and communal builds adorning every office.
    Culminating these principles, Paterson and his team coined their EVP: “Imagine building your dream career.” It perfectly encapsulates LEGO’s essence, promising not just a job but an adventure brimming with fun.

    To stay updated on Andrew Paterson’s employer branding insights, connect with him on LinkedIn. For assistance in sculpting your company’s values and culture, reach out for guidance.
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    The Shifting Landscape of Software Engineering Specializations in 2024

    The tech industry is in a state of cautious optimism following a tumultuous year. Understanding the current market dynamics is key to employers navigating software engineering hiring. 

    In our second Software Engineering Trends report focused on specializations, we analyzed software engineering positions active on the Hired platform in 2023 compared to 2022.

    Let’s dive into some broader highlights that offer guidance as you strategize hiring engineers for your organization’s tech team. 

    The steadfast specialties: Backend, Full Stack, and Frontend Engineers

    The most dominant specializations have remained steady over the past three years. Backend Engineer, Full Stack Engineer, and Frontend Engineers consistently topped the list of most-posted and most-interviewed roles. Their enduring popularity is a testament to their indispensable roles in building robust, scalable digital systems.

    In 2023, Backend Engineers were most in demand, representing 40% of all active software engineer positions. These engineers are likely in high demand because they’re instrumental in building scalable and reliable distributed systems.

    Full Stack Engineers followed, being 34% of active software engineer positions on the platform. Meanwhile, Frontend Engineers were the third most in-demand specialization, representing 17% of active roles. 

    The versatile powerhouses: Full Stack Engineers

    Full Stack Engineers, in particular, have garnered significant attention due to their adaptability. With the ability to navigate seamlessly across the entire technology stack, from frontend interfaces to backend systems, offering unparalleled flexibility. 

    In a time marked by budget constraints and agile methodologies, their adaptability proves invaluable, empowering businesses to pivot swiftly and tackle diverse challenges with agility.

    Other popular software engineer specializations

    Thanks to the rise of AI, certain specializations are seeing growth. This is clearly reflected on Hired, with the share of listings for Machine Learning Engineers increasing by 43% from 2022 to 2023. 

    Security and Cybersecurity Engineers were also more highly desired than in previous years. We saw a 30% increase in active postings for those roles year-over-year. 

    Demand decreases for Mobile Engineers

    In contrast, the demand for Mobile Engineers has witnessed a decline. This specialization had the biggest decrease in representation on the platform, as measured by the change in percentage of active positions, was Mobile Engineer (-19% YoY). 

    As the market matures and cross-platform development tools proliferate, the need for native mobile app development expertise diminishes. Instead, companies are embracing web technologies and progressive web apps to deliver seamless experiences across platforms.

    Charting a course for hiring success

    For those in tech recruiting, it’s essential to understand the current market for software engineer roles — and where a prospective employee might fit in. Use these insights to guide your hiring strategy and fill your tech team with the best talent.  More

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    Software Engineer Tech Skills in Demand: Upskilling Support Advice

    In the first installment of our 2024 Software Engineer Trends series, we highlighted new data on tech skills in demand. Our findings shed light on what employers seek and which tech skills garner more interview requests. 

    For further insight into upskilling to market demand and an organization’s needs, we turned to our partner General Assembly. 

    Denis Sanchez Dujota, an Instructor Lead for GA’s Software Engineering Bootcamp gave his advice to engineering managers, Learning & Development teams, developer individual contributors, and those seeking similar roles. 

    How can employers support employees to upskill for the changing needs of the business and future-proof their careers as much as possible?

    There are many avenues for upskilling, each with its distinct advantages. Online courses offer a versatile option, providing flexibility in scheduling and a wide range of topics. 

    These range from fundamental skills to advanced specialization. They’re often designed in collaboration with leading universities and tech companies. This ensures learners gain access to current and high-demand skills.

    Bootcamps offer an intensive learning experience. They focus on practical, job-ready skills over a short period. They’re particularly beneficial for individuals looking to make a swift career transition or upgrade skills in a specific area. 

    Bootcamps are immersive by nature. They involve hands-on projects and real-world scenarios. This ensures a deep understanding of the subject matter.

    Related: Read more about General Assembly’s 4 Immersive Tech Bootcamps and how one student used GA’s Software Engineering Bootcamp to transition from medical coding to a career in software development. 

    While not as in-depth as bootcamps, workshops and webinars are excellent for interactive learning and networking. They often focus on specific topics or emerging trends. 

    They offer up-to-date knowledge and the opportunity to engage with experts and peers. These are ideal for anyone looking to supplement existing skills with new insights.

    Engaging in hands-on projects, including personal initiatives or contributions to open-source projects, is effective too. This approach allows candidates to apply theoretical knowledge in practical settings. 

    Employers really value these practical experiences. They demonstrate technical skills as well as problem-solving capabilities and creativity. Real-world projects enhance a candidate’s portfolio, showcasing their ability to deliver tangible results.

    What are examples of AI tech skills in demand and how can software engineers learn them?

    Essential AI skills that can set software engineers apart from their competition include development aspects like machine learning (ML), natural language processing (NLP), and computer vision. Software engineers need to be armed with the skills to use AI tools effectively. 

    I recommend candidates begin with foundational knowledge in Python programming. It’s used in AI applications, along with statistics and linear algebra basics to understand algorithms.

    For those focusing on using AI rather than building it, familiarity with AI software tools, understanding AI ethics, and the ability to interpret AI outputs are crucial. Learning platforms offer specialized courses to cover these aspects. 

    They focus on how to:

    Integrate AI tools into business processes

    Make data-driven decisions

    Ensure AI use aligns with ethical standards

    Hands-on experience with AI is invaluable. Participating in Kaggle competitions or undertaking projects using AI tools sharpens your ability to apply AI in real-world scenarios.

    Related: Are you using AI in recruiting? Here are some examples from our podcast Talk Talent to Me.

    What should employers dedicate from their budget to upskilling?

    Employers should divide a specific part of their budget to support upskilling programs. Do so with the understanding that the ideal percentage may fluctuate based on factors such as:

    The organization’s scale

    The sector it operates in

    Its strategic objectives

    As a guideline, invest between two and five percent of the payroll into learning and development initiatives. It’s crucial to enhancing employee capabilities, boosting job satisfaction, and fostering a culture of loyalty. It also directly contributes to sustaining the organization’s competitive advantage in this evolving market.

    Related: How to Nurture Innovation, Strengthen Retention (Use Professional Development) 

    What else can employers do to support employees upskilling in areas such as AI?

    Employers can take several proactive steps:

    As an employer, do you allocate time during work hours for employees to engage in coursework? This helps maintain a healthy work-life balance. It acknowledges and accommodates the time commitment required for upskilling.

    Another opportunity? Engaging with the broader tech community through hosting or partnering with AI hackathons. 

    These events offer hands-on experience with cutting-edge technology and foster networking. Plus, partnerships with educational institutions and tech companies enrich the learning ecosystem.

    Why do you think Go and Scala tech skills are most in-demand right now?

    Demand for Go and Scala stems from their alignment with current software development challenges. Go is prized for its efficiency and simplicity. 

    These qualities are key when developing scalable web services and cloud applications. Its comprehensive standard library and clear syntax support quick development cycles and deployment.

    Scala stands out for its sophisticated blend of functional and object-oriented programming. It’s ideal for crafting complex, large-scale distributed systems. 

    Scala’s capacity for seamless concurrency management is particularly valuable for applications demanding high levels of throughput and scalability.

    Additionally, Scala’s compatibility with Java allows developers to tap into the extensive Java libraries and frameworks. This enriches Scala’s utility in creating robust and adaptable applications.

    These attributes position Go and Scala as critical tools to address the demands of modern software development. That includes efficient cloud services, distributed computing, and advanced concurrency management. 

    Related: How to Hire a Cloud Engineer

    Why is supporting upskilling important? 

    In a recent episode of Hired’s podcast Talk Talent to Me, Archwell Chief Learning Officer Dr. Keith Keating shared his thoughts on the value of learning as a transformational tool. 

    “The most important skill is knowing how to learn. Any business I know wants employees to be agile, adaptable, resilient, and ready to fill the next organizational gap, whatever it is. We need a workforce with a growth mindset. A team of lifelong learners.” 

    Other advice from Dr. Keating

    Talent Development and L&D should work closely with Talent Acquisition and Recruiting. Develop a strong relationship with them. 

    Measure the performance of employees for the first 90 days after they come out of a university or academic program [like General Assembly’s] we’ve provided for them. Share the data and feedback with TA to give them data on how well their recruits are doing.

    Think long-term. A lot of times people in roles like ours can be incentivized to think short-term, but we collectively need to collaborate on the long-term talent and skills needs of the business and the industry. Think in terms of ‘future literacy.’ It’s not predicting the future, it’s planning for the possible futures.  More