IT developers have no choice but to rise more

It has been a year since the annual salary increase competition to secure development personnel has begun. In the meantime, in order to hire a good developer, an implicit consensus that must be set at the level of 50 million to 60 million won from the beginner salary has been established in the IT personnel recruitment market. It is also higher than 10 million won based on large game companies and Internet platform companies.

Increasing developer's ransom has a wide range of impacts from startups to large IT companies. It is difficult to find people regardless of size. Small and medium-sized dogs, which have become difficult to follow the salary level, suffer from serious job shortages, and large IT companies are also competing with limited advanced developers. In addition, it is necessary to worry about the deterioration of profitability caused by the burden of labor costs.

It is time for the question of whether the competition will continue to secure war-style developers.

The opposite of the top technicians (CTOs), a major decision maker related to the recruitment of developers in the company, is the opposite. It is important that the annual salary increase competition will continue. It is advisable to accept this as a 'ground rules' that must be followed according to the changed environment, and to think about how to improve the work efficiency and productivity of developers who are high-ranking jobs.

■ The reason why developer ransom is forced to rise

The IT recruitment market is also the most influenced by the 'demand and supply laws'. As companies in all industries have made IT technology a key driving force for business innovation, developer demand has exploded. Developer ransom is inevitably raised to a demand car that is caused by the lack of supply.

In February, the Small and Medium Venture Business Department predicted that at least 40,000 developed personnel would be at least 40,000 from 2021 to 2025.

According to a survey by the Korea Employment Competency Development Institute and the Software Policy Research Institute, which was announced last year, the demand for new workforce in the software (SW) sector for the next five years is 353,000+α, but during this period, it is supplied through the regular university regular course and government manpower training project. The scale was about 324,000. Considering that the employment rate is 70%, it is concluded that at least 40,000 are needed.

Kim Myung-shin, NHN Cloud CTO, cited an increase in demand as the main factor in the development of developers. The demand for developers has increased so much that the demand will continue because the developer needs developers from the company, which was considered a chimney company, to the cutting-edge IT sashimi. I said.

In fact, Hyundai Motor Group, a representative manufacturing company in Korea, established the ICT Innovation Headquarters at the end of last year and recruited Jin Eun-sook (vice president) from NHN CTO. It is a person to promote Hyundai's IT and SW infrastructure innovation and to create developer-centered organizational culture. Jin also announced plans to increase SW development personnel to 10,000 in the medium and long term.

In addition, the lack of developer is a global phenomenon, and it is worth noting that the talent warfare, which has a high annual salary overseas, has already been continued for many years. In Korea, developer warfare has begun. Overseas situations are more likely to continue and deepen domestic IT recruitment competition.

Recently, the Google parent company Alphabet conducted an annual survey for employees, and only 46%of the employees said that the total compensation (salary+bonus) provided by Google said that it is competitive compared to other companies. This is an example of how intense competition is in wage hikes abroad.

Kim CTO, who is from Microsoft, said, Microsoft developers receive a lot of suggestions that 'if you move to Google, regardless of your current job. The option has been raised by 25%. This is not a year or two, but it has been lasting for a long time, he said.

Wanted Lab Hwangrigan CTO also said, In the case of overseas, the salary of software engineers was very high compared to other job groups. As much as I made, I think I will go to this system in the long run.

The annual salary difference between overseas and domestic developers is large, but the border of the recruitment market is falling.

According to a recent data released by US financial information firm Myog IQ, the annual salary of alphabet employees last year was $ 29,884. This is 8% over the previous year. The mid-term salary of the Facebook operator, Meta, was $ 29,2785, up 11% from the previous year.

According to the company's information provided by Blind, Naver, a leading IT company in Korea, is about 65 million won.

Given the income level of the US and Korea, it is natural to differ. However, domestic companies should compete with global companies because they have good developers, especially high-quality personnel with master's and doctoral degrees, have job search activities with the same line of global companies and domestic companies.

Hwang CTO said, If you talk with developers from overseas, Korea has recently risen a lot, but it is not attractive enough to go back. I can jump into the global salary competition.

In addition, in order for domestic companies to recruit talents abroad, they need to meet the treatment of overseas IT companies, he added..

■ The annual salary competition is ground rule... Developer HR Strategy should be established

It is virtually impossible to select a developer without a salary competition or improvement. If so, the annual salary must be taken as the 'ground rules' of the IT recruitment market.

Koin-Pil Koh Jae-pil said, Since the development of the developer after the Corona, the senior applicants needed by the company have become more difficult to find, and the treatment they expect is doubled to 2.5 times compared to the previous 1. In addition, I can only pick one with the budget to pick two before, but if you have past conditions, you can't pick one person.

NHN Cloud Kim Myung-shin, CTO, said, For example, if you recruit 10 people for a year, the competition for the annual salary increase is intensifying enough to leave. This is the ground rule.

Labor costs that are used to secure developers are an essential investment to strengthen business competitiveness, and finding strategies to increase high-wage developers' work efficiency and productivity are the approach to the current situation.

Wanted Lab Hwangrigun CTO said, In the company's point of view, it is a priority to secure good talents because you cannot do business without developers. You have to worry.

In fact, technology-oriented companies have recently adopted additional personnel to improve the productivity of developers. In order to settle the development methodology that can be developed and improved to the organization, we also recruit Agile coaches and select HRBPs dedicated to developer personnel strategies. In some cases, you may have a program manager dedicated to work, such as developer hackathons, conferences, and in-house knowledge sharing. It is the same as professional coaches training next to professional athletes who receive a high salary.

Hwang CTO said, Because the salary increases, the result has to be the result, and science has begun to enter here. I expected it.

Innovation Academy Dean Lee Min-seok also advised that all companies need to worry about developer HR specialization. The Dean said, Initial startups may be interested in HR, but venture Kepital (VC) needs to apply for the HR division. There is a professional work that analyzes and changes whether there are any factors that developers can not be able to recruit more smoothly.

As the competition for the annual salary is becoming a ground rules, ironically, the salary alone makes it difficult to choose from developers. Satisfactory treatment is basic and must be more attractive. Experts advise that developers should be differentiated from the development culture that helps developers continue to grow, and the problems and visions that companies want to solve.

☞ Continue to the next part…

[Order of writing]

① IT developer has no choice but to rise more

② If you want to have a developer, change your work, vision, and culture

③ All companies must transform into a 'developer academy'