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Building and Sustaining
Software Development Talent
Joint Research Report
Joint Research Report
February 2015
Overview
•Executive Summary and Key Findings
•Research Objective and Questions
•Methodology and Data Collection Process
•P...
Executive Summary
• A comprehensive study on talent acquisition, skills gaps, and
educational requirements for three Softw...
Key Findings
Key Findings, cont.
Key Findings, cont.
Key Findings: Technical Skills
Key Findings: Technical Skills
Key Findings: Technical Skills
Research Objective and Questions
Understand
workforce
development
issues in software
development
occupations
Mobile develo...
Methodology:
Qualitative and Quantitative
Data Collection Process
Survey Population and Sample
Population Criteria
1.Manager or higher role or a
recruiter
2.Organization employs or helps
r...
Survey Respondents’ Most Represented
Industries and States
Most represented
industries
Percent of
sample
Information techn...
Percentage of Survey Respondents
by Size of Organization
25% 27%
29% 20%
Survey Respondents’ Current Positions
50% Executives
Question 1: What is the primary reason for the reported talent shortage
in the software development sector (quantity or qu...
Question 1: What is the primary reason for the reported talent shortage
in the software development sector (quantity or qu...
Question 2: What 3-5 most critical skills must individuals have to
perform effectively in three high-demand software devel...
Question 2: What 3-5 most critical skills must individuals have to
perform effectively in three high-demand software devel...
Question 2: What 3-5 most critical skills must individuals have to
perform effectively in three high-demand software devel...
Question 2: What 3-5 most critical skills must individuals have to
perform effectively in three high-demand software devel...
Question 2: What 3-5 most critical skills must individuals have to
perform effectively in three high-demand software devel...
Are soft skills
more,
equally, or
less
important to
success than
technical
skills?
39%
Communication
26% Problem
solving
2...
• Support H-1B reform, including more visas for high-skilled talent
• Support computer science high school classes countin...
Question 3: What education and certificates will be required by
individuals in the next 2-4 years to perform successfully ...
• Support H-1B reform, including more visas for high-skilled talent
• Support computer science high school classes countin...
Question 3: What education and certificates will be required by
individuals in the next 2-4 years to perform successfully ...
• Support H-1B reform, including more visas for high-skilled talent
• Support computer science high school classes countin...
Question 4: What are employers doing to cope with future
anticipated skill gaps in three high-demand software
development ...
• Support H-1B reform, including more visas for high-skilled talent
• Support computer science high school classes countin...
Potential Limitations
Respondents’ perceptions may not
accurately reflect the reality of the
workforce.
The sample, while ...
EmployersEmployers EducationEducation Technology CouncilsTechnology Councils
Policymakers
EmployersEmployers
EducationEducation
Talent shortage Critical skills Degrees Coping
Partner with local
educational
instit...
Implications for Policymakers
• Support H-1B reform, including more visas for high-skilled talent
• Support computer scien...
Learn More
For more information about TECNA’s peer-to-peer
networks and regional initiatives to support the
technology ind...
© 2015 Apollo Education Group. All rights reserved.
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2014 Software Development Survey Results

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To better understand America’s software development talent shortage and devise solutions, the nonprofit TECNA (Technology Councils of North America) partnered with the global learning leader, Apollo Education Group, and its subsidiary, University of Phoenix, to conduct a research study on software development talent acquisition, skills gaps, and educational requirements. The findings can help employers, higher education institutions, and regional technology councils improve the size, quality, and sustainability of the software development workforce. View this presentation for the full report and findings.

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2014 Software Development Survey Results

  1. 1. Building and Sustaining Software Development Talent Joint Research Report Joint Research Report February 2015
  2. 2. Overview •Executive Summary and Key Findings •Research Objective and Questions •Methodology and Data Collection Process •Population and Sample •Results •Limitations •Implications for Stakeholders •Learn More
  3. 3. Executive Summary • A comprehensive study on talent acquisition, skills gaps, and educational requirements for three Software Development roles: • Mobile developer • Application developer • Web developer • Study included an online survey, telephone interviews, and a virtual roundtable • Survey participants included 760 technology company leaders from 29 U.S. states and 3 Canadian provinces. • Interview and virtual roundtable participants included 16 industry professionals who validated and augmented the survey findings. • Findings can help employers, educators, legislators, and technology councils improve the size, quality, and sustainability of the software development workforce. (Recommendations are included at the end of the report.)
  4. 4. Key Findings
  5. 5. Key Findings, cont.
  6. 6. Key Findings, cont.
  7. 7. Key Findings: Technical Skills
  8. 8. Key Findings: Technical Skills
  9. 9. Key Findings: Technical Skills
  10. 10. Research Objective and Questions Understand workforce development issues in software development occupations Mobile developer Application developer Web developer • Research Question 1: What is the primary reason for the reported talent shortage in the software development sector (quantity or quality)? • Research Question 2: What 3-5 most critical skills must individuals have to perform effectively in three high- demand software development roles in the next 2-4 years? • Research Question 3: What education and certificates will be required by individuals in the next 2-4 years to perform successfully in three high-demand software development roles? • Research Question 4: What are employers doing to cope with future anticipated skill gaps in three high- demand software development roles?
  11. 11. Methodology: Qualitative and Quantitative
  12. 12. Data Collection Process
  13. 13. Survey Population and Sample Population Criteria 1.Manager or higher role or a recruiter 2.Organization employs or helps recruit software developers or software engineers Sample N = 760 29 states 3 Canadian provinces
  14. 14. Survey Respondents’ Most Represented Industries and States Most represented industries Percent of sample Information technology 40% Independent software vendor 10% Other industry sector 8% Financial/banking/insura nce 8% Healthcare/medical 7% Education 4% Professional services 4% Government 4% Telecommunications 4% Total 87% Most represented states Percent of sample Massachusetts 18% Pennsylvania 14% Idaho 14% Colorado 6% New Hampshire 6% Utah 5% Alabama 5% North Carolina 4% Georgia 4% Nebraska 4% Texas 3% Total 83%
  15. 15. Percentage of Survey Respondents by Size of Organization 25% 27% 29% 20%
  16. 16. Survey Respondents’ Current Positions 50% Executives
  17. 17. Question 1: What is the primary reason for the reported talent shortage in the software development sector (quantity or quality)? Greatest talent shortage Is there a talent shortage? Application developer/programmer 61% Mobile developer 14% Other 14% Web developer 11%
  18. 18. Question 1: What is the primary reason for the reported talent shortage in the software development sector (quantity or quality)? MOST SIGNIFICA NT CAUSE LEAST SIGNIFICA NT CAUSE
  19. 19. Question 2: What 3-5 most critical skills must individuals have to perform effectively in three high-demand software development roles in the next 2-4 years? Mobile Developer User interface design 67% Java 61% JavaScript 50% Software architecture 50% Object-oriented analysis and design 43% Application Developer/Programmer Software architecture 63% Java 59% Object-oriented analysis and design 49% SQL programming 48% Microsoft.NET (C#) 43% Web Developer User Interface design 65% JavaScript 64% Java 44% Software architecture 40% Extensible markup language 34%
  20. 20. Question 2: What 3-5 most critical skills must individuals have to perform effectively in three high-demand software development roles in the next 2-4 years? Most Critical Least Critical Mobile Developer Programming, development, and engineering (65%) IT Support (59%) Application Developer/Program mer Programming, development, and engineering (77%) IT Support (58%) Web Developer Web design and technologies (54%) Programming, development, and engineering (59%)
  21. 21. Question 2: What 3-5 most critical skills must individuals have to perform effectively in three high-demand software development roles in the next 2-4 years? ROLE 1: MOBILE DEVELOPER Numbers represent percent of individuals who ranked the skill from 1 to 8 (e.g., blue represents the percent of individuals who ranked programming as most critical) ROLE 1: MOBILE DEVELOPER
  22. 22. Question 2: What 3-5 most critical skills must individuals have to perform effectively in three high-demand software development roles in the next 2-4 years? ROLE 2: APPLICATION DEVELOPER/PROGRAMMER
  23. 23. Question 2: What 3-5 most critical skills must individuals have to perform effectively in three high-demand software development roles in the next 2-4 years? ROLE 3: WEB DEVELOPER
  24. 24. Are soft skills more, equally, or less important to success than technical skills? 39% Communication 26% Problem solving 28% Collaboration Soft Skills
  25. 25. • Support H-1B reform, including more visas for high-skilled talent • Support computer science high school classes counting for credit • Increase access to STEM education and training through non-4-year institutions • Create opportunities for underserved populations to enter the IT industry • Establish a strong IT workforce through STEM education and training, using industry-recognized credentials • Support employer-hosted technology internships “An academic degree is the basic building block for career success, but education must integrate real-world problem solving to maximize its job-relevance.” -Gregory W. Nichols, Senior Vice President and Chief Technology Officer, Proxibid
  26. 26. Question 3: What education and certificates will be required by individuals in the next 2-4 years to perform successfully in three high- demand software development roles? Mobile Developer High school Academic certificate Associate’s degree Bachelor’s degree Master’s degree Doctorate 10% 5% 22% 60% 2% 0% Application Developer/programmer High school Academic certificate Associate’s degree Bachelor’s degree Master’s degree Doctorate 8% 3% 11% 71% 7% 0% Web Developer High school Academic certificate Associate’s degree Bachelor’s degree Master’s degree Doctorate 12% 7% 26% 54% 2% 0%
  27. 27. • Support H-1B reform, including more visas for high-skilled talent • Support computer science high school classes counting for credit • Increase access to STEM education and training through non-4-year institutions • Create opportunities for underserved populations to enter the IT industry • Establish a strong IT workforce through STEM education and training, using industry-recognized credentials • Support employer-hosted technology internships “Programs that help high school students earn credit toward an undergraduate technology degree can make a difference in building the local talent supply.” -James Price, Director of Product Development, Clearwater Analytics, LLC
  28. 28. Question 3: What education and certificates will be required by individuals in the next 2-4 years to perform successfully in three high- demand software development roles? MOST NEEDED APPLE IOS COMPTIA MOBILE APP SECURITY MOST NEEDED MICROSOFT DEVELOPER CERTS ORACLE (SUN) CERTIFIED JAVA CREDENTIALS MOST NEEDED MICROSOFT DEVELOPER CERTS GOOGLE APPS FOR BUSINESS
  29. 29. • Support H-1B reform, including more visas for high-skilled talent • Support computer science high school classes counting for credit • Increase access to STEM education and training through non-4-year institutions • Create opportunities for underserved populations to enter the IT industry • Establish a strong IT workforce through STEM education and training, using industry-recognized credentials • Support employer-hosted technology internships “Continuous learning—through academic degrees, certificates, and ongoing training —is a necessity for software development professionals.” -Stefan Ramsbott, Co-founder and Managing Partner, 303 Software
  30. 30. Question 4: What are employers doing to cope with future anticipated skill gaps in three high-demand software development roles? 69% of employers are taking action Coping mechanisms Conducting internal training 68% Offering internships for students 64% Retraining employees 53% Building recruitment and retention networks 51% Outsourcing work 42% Hosting special events 38% Establishing community college partnerships 29% Hiring virtual employees 24%
  31. 31. • Support H-1B reform, including more visas for high-skilled talent • Support computer science high school classes counting for credit • Increase access to STEM education and training through non-4-year institutions • Create opportunities for underserved populations to enter the IT industry • Establish a strong IT workforce through STEM education and training, using industry-recognized credentials • Support employer-hosted technology internships “Businesses are recognizing the need to offer internships or in-house residencies that provide students with industry experience as part of their career preparation.” -Cassi Hansen, Director of Talent Acquisition, Culture and Engagement, The Nerdery
  32. 32. Potential Limitations Respondents’ perceptions may not accurately reflect the reality of the workforce. The sample, while large enough to yield fairly precise results, may not represent the entire population.
  33. 33. EmployersEmployers EducationEducation Technology CouncilsTechnology Councils Policymakers
  34. 34. EmployersEmployers EducationEducation Talent shortage Critical skills Degrees Coping Partner with local educational institutions to increase the talent pipeline Partner with local educational institutions to educate and offer expertise Support degree completion with practical work experiences such as internships Evaluate consequences of not taking action Consider engaging a full- service talent solutions provider Implement programs to increase student interest in pursuing relevant career opportunities Focus on most critical technical and soft skills Facilitate internships with employers Evaluate and adjust the mix of program offerings (certificates, associate’s and bachelor’s degrees) to sustain the talent pipeline Gear marketing efforts toward attracting talent Identify outsourcing resource partners Create a regional software talent alliance Partner with Association of Science- Technology Centers to facilitate skills application Research emerging skills needs Provide mentorship and career guidance opportunities Partner with Code.org to offer computer science in high schools/train teachers Provide a forum for companies to ideate solutions and merge resources Support legislation that facilitates a pipeline of STEM- ready talent Technology CouncilsTechnology Councils
  35. 35. Implications for Policymakers • Support H-1B reform, including more visas for high-skilled talent • Support computer science high school classes counting for credit • Increase access to STEM education and training through non- 4-year institutions • Create opportunities for underserved populations to enter the technology industry • Establish a strong technology workforce through STEM education and training, using industry-recognized credentials • Support employer-hosted technology internships
  36. 36. Learn More For more information about TECNA’s peer-to-peer networks and regional initiatives to support the technology industry, visit www.tecna.org. For more information about talent development solutions, contact Jeff Greipp, Group VP, Apollo Education Group, at Jeff.Greipp@Apollo.edu.
  37. 37. © 2015 Apollo Education Group. All rights reserved.

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