Editor’s note: As of March 2020, Seen by Indeed is part of Indeed Hire, our full-service recruiting solution.

Driven by the expanding cybersecurity field, technology developments and the Internet of Things, hiring software engineers and hiring software developers is a challenge facing companies of all sizes. And the competition for these skilled workers is not easing up.

In Massachusetts, for example, software developers right out of college can command starting salaries of up to $90,000. Immediately after taking a new job, they can expect as many as 20 calls a day from recruiters trying to convince them to leave for another company. And when they do, a 20-25% bump in salary is not unusual.

This graph shows that Software Architect salaries are 91% higher than salaries for Junior Software Engineers.
This graph shows that Software Architect salaries are 91% higher than salaries for Junior Software Engineers, and lists the average salaries for five tech job postings. These five tech jobs and their respective posted salaries are: Junior Software Engineer ($61,000), Software Engineer ($102,000), Principal Software Engineer ($116,000), Software Developer ($93,000), Software Architect ($117,000).

Indeed resume data shows that across the country, software engineers who have updated their resume in 2016 are now being contacted 58% more frequently than the average job seeker, and get contacted by recruiters more than 4X a week, on average.

These candidates are certainly in high demand, but Indeed Hiring Lab data shows it’s getting easier to hire software engineers and developers in some markets — these are markets where tech job seekers are particularly interested in working, and employers in those cities have found the right mix of incentives to attract the candidates they need.

With so many employers trying to get the attention of this group of talent, some companies are finding best practices to close the gap and hire the talent they are searching for faster and in greater numbers than before. Here are three suggestions for attracting in-demand tech talent.

1. Become an expert on compensation trends by location

According to the Indeed Hiring Lab, tech job seekers consistently show greater interest in a small number of tech hubs. At the same time, compensation for tech talent can vary by as much as 35% between these markets and others. However, when you look at how salaries compare across cities when adjusted for cost of living, it’s clear that an app developer with an average salary in San Francisco, for example, doesn’t fare as well as one in Austin. Staying abreast of salary and cost of living trends so you know exactly what you need to offer tech talent can help you compete to better fill these key roles.

2. Don’t rely on the standard job description

A compelling job description can be the difference between inspiring top talent to apply or losing them to a competitor. Rather than using the standard job description template, create a listing that reflects the impact of the role you are trying to fill in addition to the responsibilities.

Here’s an example of a job description introduction for a software developer that emphasizes how the role contributes to the company’s mission and appeals to key desires of its target candidates:

Ready to change the way the world works? This is your chance to develop innovative new technology products, as well as your career, with the world's largest software-maker. Hone your expertise alongside fellow talented professionals, where you'll develop some of the most exciting software solutions on the market.

In addition to incorporating the technical requirements, include real-world details about the role by sharing insight about the unique and challenging parts of the position. This information is important to attract someone looking to evolve and find new and rewarding challenges. Plus, it provides detail about what they would be working on and which technologies they would be using.

3. Showcase your employer brand

We know top talent, who often have many job opportunities at their fingertips, are focused on finding a company with a mission that excites and motivates them. To attract these candidates, employers must inspire them — and one way to do that is with a compelling employer brand.

Use your Company Page to showcase your employer brand by communicating the benefits and intangibles that make working at your company great. Include images and a description about your company and what it is like to work there. Describe what sets your company apart from the competition and what makes it unique. Also provide more information with links to your website and social media pages.

In addition to these best practices, services like Seen by Indeed can help match top-performing tech talent with top companies. Many leading tech companies have partnered with Seen to access hand-selected talent based on coding skills, education and work experience. To learn more about how Seen can help you, click here.