Photo credit: Pixabay.
Traveloka software engineer Ayush Choubey picked up Java programming in his second year of university, in the summer of 2012.
His reasoning? Purely practical. “The reason at that time was the job market, which seemed divided into .NET developers and Java developers," he says. Java looked like it was more widely used in industry, so that's the choice Ayush made.
Versatility was the reason Bitmain engineer Chenming Yang chose to study Java during university - he graduated 15 years ago. Likewise, Ravi Shankar Mondal, software engineer at Shopee, began writing Java just two years ago, choosing to work with Java because it was an important part of multiple aspects of his team's project architecture.
For years, the world has needed Java developers, and it's still one of the most in-demand positions in Singapore. Chances are, your company needs another good Java engineer. So what do Java developers look for when they're looking for a job? We spoke to some developers about what makes them swipe right on a job offer (so to speak).
How to Land a Java Developer
“The tech stack would be the most important attribute when looking for a position," says Ayush, whose past projects include working with legacy systems and a Java-based ecommerce system. When job searching, he also looks at the type of problem that the team is trying to solve as well as learning opportunities available on the team.
Java's versatility lends itself to a lot of different kinds of projects, so pinpointing the type of project or problem that needs solving can help developers decide if it's the right kind of project for them.
“Is it web development or something else?" asks Ravi, as an example. At Shopee, he works with the site's backend, which has several Java-based components. “Which frameworks and middle-wares [is the company] using? Which kind of development cycle (e.g. agile, etc.) are they following?"
An interviewer who knows well on the product he/she is working on reflects a lot on how strong and how structured the team is.
For Chenming, the company projects and the company culture feel much more intertwined - the tech stack is just as important as the interview process, which provides important insights to company culture. “An interviewer who knows well on the product he/she is working on reflects a lot on how strong and how structured the team is," he says.
Company culture often brings thoughts about working from home, in-office food, and sitting on beanbags. Ayush does bring this up in our discussion about company culture. “Do they have a coffee machine?" he quips. It is important, perhaps, to provide Java developers with some daily (or multi-daily) Java.
Photo credit: Pixabay.
But his company culture attributes generally center around continued learning and tech updates - openness, the speed of the company's development, industry best practices, tech stack variety, and inter-company tech talks are all factors he lists as belonging to company culture (along with the inner caffeine supply).
Ravi's coincide. “Do they write Unit tests?" asks Ravi. “do they maintain code quality by doing periodic code reviews?"
These are all good things to include in the interview process for your company's talent search.
It's hard to find a good developer and even harder to find one who sticks around for longer than three years. Though tech as an industry involves a lot of quick changes, particularly in the startup arena, the developers do have some aid to offer when it comes to retaining talent like them.
First thing's first: Java can get old and repetitive. If you want to keep your team of Java developers, keep things interesting. “Doing the same kind of development work in Java can be boring at times," says Ravi. “It is important to give him a chance to work on other teams/projects so that he can face a different set of challenges and grow as a software developer."
Keep Java developers away from boredom at all costs. Photo credit: Pixabay.
Be serious about the company's inner learning opportunities - engineers love to learn new skills like new programming languages or online continued learning opportunities. Talk about how the company supports such things. “Don't let it become a mundane job," says Ayush.
If you want to keep your team of Java developers, keep things interesting.
Ayush adds that offering small recognition for a job well done or drawing attention to infrastructure upgrades are a good way to keep developers from running for the next position.
Support will differ depending on the experience level of the developer. “Giving sufficient guidance may be a good way [for] junior developers," Chenming notes, “while for senior developers, leaving them some space and freedom to learn, to practice new technologies/frameworks, could be helpful as well."
Dos and Don'ts
What are some things Java developers wish all hiring managers knew? Though they code in the same language, not all Java engineers are the same, so take the time to get to know them before assigning all of them the same assignments and expecting the same results.
“Actually, developers have their own strengths," Chenming tells 100offer. “Java has a rich stack of frameworks, abundant choices. If it is reasonable to expect developers to do a bit of self study to pick up a new piece of work, it is unfair to expect the same level of productivity across the team."
It is unfair to expect the same level of productivity across the team.
In that same vein, don't rely only on years of experience alone to gauge how good a fit an engineer is for your team. “I think it is more important to find out that how quickly a candidate can gather knowledge and learn how to apply it in their daily work to solve problems," says Ravi.
Are you ready to put your company front and center to new Java engineers? Contact 100offer today for a free demo so you can have top Java candidates right at your fingertips.