OPTIMIZING SOFTWARE ENGINEERING CAREERS: HIRING, RETENTION, AND WORKFORCE DEVELOPMENT

Abstract

The high turnover rate among software engineers has become a crucial challenge in the technology industry. No wonder it has been affecting productivity of the companies along with project continuity and overall workforce stability. Research indicates that the software engineering sector goes through some of the highest attrition rates compared to other professions. Factors such as job dissatisfaction, lack of career progression, inadequate compensation and adverse workplace culture remain the major causes (McKinsey & Co., 2023). Although the demand for software engineers remains high, retaining skilled talent has become immensely difficult. It has eventually led to disruptions in product development and financial losses for organizations.

One of the primary reasons for this challenge is the lack of calibration between hiring practices and long-term employee engagement. Many organizations tend to adopt immediate recruitment practices. However, they forget to consider how onboarding, professional development and workplace culture impact long-term retention (Saks & Gruman, 2018). A lack of structured onboarding programs and insufficient career development opportunities has been linked to early-stage attrition among new hires (Bauer et al., 2007; Perrot et al., 2014; Saks et al., 2007; Saks & Gruman, 2021). Furthermore, insufficient leadership and poor organizational management are highly responsible for job dissatisfaction. It leads many engineers to seek better opportunities somewhere else (Deloitte, 2021).

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