How to Recruit an IT Expert?

The programmer’s labor market is on the rise, so much so that it is the candidate who sets the conditions and not the other way around. David Bonilla, Manfred’s founder and expert in the field, tells you how to deal with an interview to recruit a developer.


There are studies that say that 100,000 programmers are already needed in Spain and that it will be in 2020 when the global market suffers from the real lack of developers, whether or not the economic cycle changes.

“This is a revolution associated with production cycles and if a computer scientist can automate processes that now employ 3 or 4 workers, no one doubts what will be done,” says Manfred’s CEO.

But it is not just a matter of process optimization and business savings, it is that, as David Bonilla says, “software has eaten the world”. The digitization of absolutely everything would be the main cause of the strong imbalance between the offer and labor demand of programmers. “If you had told someone years ago that a car, a refrigerator or a toaster was going to carry software, I would have called you crazy. Now, any car has more lines of code than Facebook, Google and Amazon together. That’s the trend and someone will have to write all those millions of lines of code. “

The problem is that the education system yields fewer professionals than the market needs and “that gap is not going to be closed even in ten years. There are companies that previously would never have considered working remotely and now they have no problem working with a programmer from India, in the same way that many Spaniards work for companies from abroad. The problem is global. “


So things, normal that more than 80% of these professionals are not registered in employment portals. They do not need it, although some seem to have not yet heard because they continue to publish their job offer. It also draws attention that they are one of the few offers that are published accompanied by the salary range that is offered when, according to Bonilla, this is not the only hook that, to this day, attracts programmers.

“I used to publish an offer of employment and I got a lot of CV’s, while now I do not get one.” That is to say, the screening is done by the professional and the trick to recruit one is to know how to sell that job. “You’ll have to persuade me to leave my comfort zone, which is the job I already have now and go to yours. Then, in addition to the salary, tell me what you give me, the challenges you pose to me, and then try to be honest and transparent with me. The company has to understand that in this case it is not buying, it is selling. If you are burning me to job offers by Linkedin without looking for it, offer me something more than a big salary because the same with the one I am charging is already worth it. If you support your offer only in the money, as soon as another one comes who pays a little more you will lose it. My advice is, then, to look for a good challenge. There’s not much more, in fact that’s a big part of our work, helping companies define that challenge and find interesting stories for a computer scientist. “


But in Manfred, a marketplace of computer talent, they also make available free templates of model contracts with developers to users. Likewise, for the latter, they have their own CV format with the peculiarity that its minimum length is 10 pages. “We are talking about a market in which companies are willing to pay 15% of the annual salary of a professional to whom they find it. How are you going to send them a one-page curriculum? If this is caviar, you want to send at least 10 pages and if you are 20, better, “he reasons.

Apart from the extension, the CVs are characterized by collecting not only the works developed to date, that in a market such as programming, is outdated immediately, but also, and more importantly, what they want to do in the future , what are their motivations and if their interests are aligned to the company, a value, today, higher than the salary.