Is Your DevOps Engineer Salary Scale Why You Can’t Hire Talent?

Hiring Talent Is Not All About Salary

You’ve posted your vacancy for a DevOps Engineer, and you’re confident you’ll find the perfect candidate. Afterall, since the beginning of the pandemic, 74% of job seekers are finding it more competitive out there. So surely, you’ll have a choice from many top-talent DevOps Engineers looking for a new role.

You spend a lot of time and money on the recruitment process. But nothing. You received plenty of applicants, but none of them really provide the talent you’re looking for. The individuals are out there, so why aren’t they coming forward? Or worse, why are they turning down your job offer at the last hurdle?

You can only assume it’s the salary. But you may be wrong. Of course, if the salary isn’t positioned correctly on the pay scale, you’ll struggle to appeal to the right candidate and to keep them on board long-term.  But if you think salary is everything to a DevOps Engineer, you might be missing the bigger picture. In fact, according to a study conducted by Hays this year, 23% are not even looking for a pay increase when looking for a new position.

In this article we’ll go beyond salary to explore what other elements of a job are more important to some of the most talented tech employees today.

What do the best DevOps Engineers really want from their jobs?

Employees are speaking up. A study conducted by Unum found that 57% of Millennials and 65% of Gen Zers are likely to consider switching jobs in pursuit of better benefits. They want so much more than a pay packet from their employers.

Ignoring this will send the most promising candidates to competitors who are offering them what they want. Let’s look at what is more important to your future DevOps Engineer.

Good company culture

According to Hays, 47% of employees identify their company’s culture as the reason they want to find a new job.

A positive company culture doesn’t just help you attract and retain the best talent in the industry. According to Forbes, a culture that makes employees feel appreciated with team-focus leadership can improve your revenue up by 682%.

Additional areas to look at:

  • Do you have a clear company vision and is it well communicated to all levels of the organization?
  • Does your employee onboarding process make employees feel welcomed and part of the team quickly?
  • How do you support employees career development and progression? Keeping skillsets current is very important to DevOps Engineers.

Benefits & Perks

The typical benefits and perks that employees expect to see on a job description include:

  • Health insurance
  • Dental and vision insurances
  • Pension schemes
  • Paid holiday leave
  • Sick pay

However – and particularly since lockdown when everybody took the time to reflect on what is important to them – the wellbeing of an individual is becoming a crucial part of employment today.

Wellbeing & the work/life balance

Whilst all the typical benefits are helpful towards an employee, the shift is focusing to benefits and support that prevent, not cure.

Many employees are interested in actively maintaining their health and wellbeing and a company can help them by providing healthy snacks, or wellness and exercise sessions during breaks. This a huge health benefit, particularly to office-based workers who are least active in their working day. Many studies have shown that such long periods of sitting down at a desk are negatively affecting individuals’ mental and physical health. In addition to providing a workplace that promotes wellness, gym memberships are also an attractive benefit.

For many employees, flexibility is now not only an advantage, it is a necessity. Particularly in the middle of the pandemic, people are having to adjust their daily lives to cope with the ‘new normal’ and employers must support them in the process. Employees need to be able to assist children with distance learning or care for family members and for many being able to work from home at least part-time is a must. Employers should find ways to accommodate these needs now and after the pandemic is over.

Some organizations even run workshops for employees to spend time talking about problems they may be having, either personally or professionally, or both.

All these things can prevent staff absence and strengthen staff retention, and provide a healthy, happy workforce.

Review your job description

Now that we’ve discussed how to stand out against your competitors when a DevOps Engineer is deciding between companies, let’s turn to how to grab their attention in the first place.

Make sure your job description includes:

  • A brief yet attention-grabbing summary
  • An overview of your company’s culture
  • A description of the role and the soft and hard skills required
  • The correct salary reflective of the duties and responsibilities
  • A clear list of perks, incentives and support provided to the successful candidate

You know that salary isn’t everything, and there’s a whole host of perks that will strengthen your business by attracting top talent. Ensure that you highlight all these, and you will stand out from the competitors who are also hiring DevOps Engineers.

Here at Tech Talent Link, we have our finger on the pulse with the best software and DevOps engineering talent waiting to find their perfect role. Get in touch today, and we’ll help you find the perfect fit for your team.

Getting the most out of your interview!

Getting the most out of your interview!

The job application process can be painful. 

Navigating various application systems and websites without ever even talking to a real person, can feel hopeless.

You fill out a 2-3 page application form.  Attach a resume.  Enter the exact information that was already in your resume.  24 hours later, receive an automated email response: “thank you for applying.”  2-4 weeks later, receive another automated email response: “We have reviewed your application. However, we have decided to move forward with other candidates.” Repeat.

After all that, just getting to an interview can feel like a reliefthat is, until the anxiety of preparing for the interview kicks in. The idea of interviewing is enough to make anyone’s palms sweat and heart race, but there are ways to set your self up for success, and to understand if this job is really the best fit for you. 

Let’s focus on some practical ways to get the most out of the interview!  

Prepare in advance.

  • Research the company. Understand their products, customers, mission, values.
  • Research the interviewers.  Are you talking with HR? The CEO? A Software Development Manager? Those are three different conversations.
  • Go into the interview with the mindset that this is THE JOB you want.  If they feel you don’t want the job, then I wouldn’t expect an offer.
  • Bring three copies of your resume and a notepad to write on.
  • Three questions are coming:
  1. Tell me about yourself? This should be a 4-5 sentence professional summary, including an accomplishment you’re incredibly proud of.
  2. Tell me a time when you failed & how you worked through it?  Take ownership of a failure and emphasize what you’ve learned. This example can also shape the entire tone of the interview.  Personalize the message, help them feel your pain and growth.
  3. Why do you want the job? If you don’t know this answer, that’s going to be problematic.

Get clarity on the job.

  • Ask questions. Three Priorities:
    1. What are the position’s core technical responsibilities?  If you know these, then you can be clear about your relevant experience.
    2. What are the pain points?  You might be able to provide advice or a solution during the interview.
    3. How will you add the most value to the company immediately? This adds clarity to what the first couple months look like, no surprises.
  • When they ask questions about experience that you don’t have, confirm if that experience is significant to the job.

Understand career advancement opportunities.

  • Is there a specific career path for this role or a precedent that has been set?
  • Is there an expectation of advancement after a year or two?
  • Let’s say you don’t have the experience required for the Software Developer job that you’re interviewing for.  I know several companies that hire candidates for QA or Product Support jobs and discuss a plan to transition to a Software Developer position within a clear time frame.  Ask if there is a precedent for a path like this.
  • What do the most successful employees do well?

Define work culture.

Answers to these questions should provide insight into the company culture:

  • How does leadership empower employees?
  • How does change happen?
  • What are a few of the real values in the DNA of the company?
  • Tell me about a time when you felt overwhelmed, what happened? How was it resolved?
  • How did leadership communicate with employees during the pandemic? Did you feel supported?

Give them a recap of what you heard.

  • Because, once you have clarity on the reality of the job & you know that you have the skills to do the job, then you should be able to observe the body language and communication of the interviewer, that tends to reveal the answer. You are looking for agreeable head nods and language describing how you will be effective in this role.
  • This approach also creates space if there’s a disconnect. The interviewer can add clarity and then you can provide a better explanation of your experience and emphasize your interest.
  • Repeat the three focus items (responsibilities, pain, and value) and emphasize your fit and interest.

Salary negotiation.

  • First, emphasize job fit, team fit, company fit, and then tell them “I’m looking for your best offer.”
  • I recommend providing a salary range for similar jobs that you’re interviewing for & for your skills.
  • If your salary is above average, then be ready to provide examples of what differentiates you from your peers.
  • Remember, if money is your #1 priority, that tends to show.

Can I promise an offer if you follow this advice?  No.  There are too many unknown variables in play. But with this approach, you should be able to make a good impression and understand (before receiving feedback) if this opportunity is the right fit or not. Additionally, the experience of the interview should be more pleasant.

Big picture… Use your network.  Be diligent in the process.  Contact Tech Talent Link for interview prep advice.

pdxwit

Tech Talent Link becomes PDX Women in Tech Bronze Sponsor

Tech Talent Link is invested in the Portland community. We have been a part of Portland Women in Technology (PDXWIT) since the beginning stages of the organization, when Susan Robinson, CEO of Tech Talent Link, attended one of their first networking events in 2012. At that time, it was only around a dozen women meeting in a bar, but Susan jumped at the chance to get involved and volunteered her time during the beginning stages of the mentorship program and job seeker tables.

In 2014, Megan, Founder and current President of PDXWIT, voiced the need for some assistance putting on various networking events. Annie Schrock, TTL Talent Connector, leaped in to helped run things behind the scenes during this vital period for the organization. Her work as one of the organization’s first volunteers ensured that they were able to continue putting on these events, and Annie has seen them grow from 30-40 attendees to over 250! In 2016, when PDXWIT became a non-profit, Annie was asked to be one of the founding board members. She is currently in her second term and has served as Secretary for almost four years.

In addition to our history of volunteer service with PDXWIT, Tech Talent Link has also recently had the opportunity to provide financial support to the organization by becoming a Bronze sponsor. This will help PDXWIT support its operations and fund their Scholarship Program, State of the Community Survey, and many more amazing programs. Tech Talent Link is very proud to work with this organization and looks forward to continuing our support.

Ben Newbill

Ben Newbill joins the Tech Talent Link Team

Tech Talent Link is excited to announce that Ben Newbill is joining the Tech Talent Link Team as a Lead Talent Connector.  He brings 15 years of technical recruiting experience in the Portland area.  Ben started his career in recruiting when Susan Robinson hired him as a Recruiting Assistant at ATSI Group, and she is thrilled to be working with him again.  His role will include account management, recruiting, and training the team as we grow.

 

He is a connector who believes in building authentic relationships. For him, partnering with candidates and clients throughout the interview process is the most fulfilling part of the job.

 

Ben is married with three kids and lives in Lake Oswego.  He enjoys volunteering at Oregon Food Bank, paddle boarding on the Willamette, golfing (15 handicap), coffee, whiskey, wheat beer, and mindfulness breathing.