The SaaS industry has been gradually expanding since the 1960s, but its growth in recent years has been unprecedented. SaaS now constitutes 25% of all software, and this trend is only set to continue. As the industry grows, competition also increases, bringing new sets of challenges. Consequently, recruiting for SaaS roles in the EMEA region can be challenging without adequate preparation.
Big data is one of the most significant in terms of SaaS trends that will affect recruitment. Companies are gathering more data than ever before and becoming more data-literate. Consequently, SaaS businesses need to develop more solutions for data-driven companies that extract insights and help make better decisions.
COVID-19 has forced SaaS sales teams to adapt their processes, with many companies adopting a product-led strategy. While sales teams won’t be rendered obsolete, they will need to become an integrated part of the development cycle, focusing on improving the customer experience.
Security will continue to be a critical concern for SaaS businesses, and the right security experts will be required to build user confidence in adopting SaaS products. This will also encourage traditionally reluctant industries such as healthcare and gas to move towards SaaS solutions.
Lastly, the prevalence of technologies such as AI, machine learning, and automation is set to become the norm. As competition in the SaaS industry intensifies, companies will need to integrate the latest technologies into their products to maintain their position. Recruiting developers who possess both the technical expertise and the drive to innovate is, therefore, crucial.
Tips for Enhancing Your SaaS Recruitment Approach
There is a significant global shortage of software engineers, as evidenced by a 2020 report that revealed 63% of senior executives believed there was a talent scarcity. This dearth of skilled personnel can have a profound effect on a company’s operations, with the 50% longer hiring period for tech roles potentially costing up to $33,000 in productivity. Given that the top candidates being considered for interviews typically have two or more other offers to evaluate, the recruitment process becomes even more challenging.
Big data and analytics, cybersecurity, and AI are the three most scarce skills, according to industry experts. When considering SaaS trends, it’s easy to see where potential issues may arise. So, what can be done to address these challenges? Let’s take a closer look at the EMEA region to gain a more in-depth understanding.
SaaS Recruitment Considerations in Europe
Europe offers a diverse pool of talent, but it’s crucial to recognize the differences. A recruitment strategy that works for a developer in Ireland may not be effective for one in a Mediterranean country. There are vast variations in education, salaries, and culture, not to mention 24 different languages (though most developers are proficient in English).
Europe boasts around 5.5 million developers, with the highest numbers in Germany, the UK, and France. London has the second-largest number of developers globally after San Francisco, but cities like Zurich and Geneva are more attractive to developers.
SaaS adoption is more prevalent in the UK, Germany, and the Netherlands, with London, Dublin, Berlin, and Amsterdam serving as four SaaS hubs. If language and culture are critical, the UK is a wise choice for recruitment. If highly qualified developers and excellent rates are the priority, Eastern Europe is the place to look.
To promote STEM studies and careers across the EU, the European Commission has launched an initiative that enhances STEM skills development quality and relevance. Ireland has implemented a thorough STEM Education Policy Statement to maintain its position as a global digital leader. This framework has resulted in a 4% increase in students taking higher-level STEM subjects at the Junior Certificate level and a 5% increase at the Leaving Certificate level in 2019.
Your success in SaaS recruitment in Europe will depend on the work environment. Europeans place a high value on diversity and inclusion. Therefore, aim for a diverse culture that encourages idea-sharing among teams. During interviews, prioritize inclusivity by leveraging recruitment software to screen candidates and minimize bias. Generally, European SaaS companies operate in smaller teams.
