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Application Software Developer Job Description

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Application Software Developer Job Description

Application Software Developers are responsible for developing and modifying source code for software applications.

We are sourcing a dedicated Application Software Developer to work with customers to develop new software applications and update and modify existing applications. Working as the Application Software Developer you will process user needs to customise software for computer programs, designs prototype applications, implements and tests source code, and troubleshoots software applications.

To be successful as an Application Software Developer, you should have a sound knowledge of software engineering as well as excellent analytical skills. A good Application Software Developer studies the consumer market and client needs to develop cutting-edge applications.

Application Software Developer Responsibilities

  • Experience in application and software development.
  • Knowledge of software design and programming principles.
  • Good mathematical and problem-solving skills.
  • Good communication and team-working skills.
  • A Bachelor’s degree in Computer Science or related field.
  • A working knowledge of programming languages such as Java and ORACLE.

Application Software Developer Requirements

  • Develop software solutions to meet customer needs.
  • Create and implementing the source code of new applications.
  • Test source code and debugging code.
  • Evaluate existing applications and performing updates and modifications.
  • Develop technical handbooks to represent the design and code of new applications.
  • Experience in application and software development.
  • Knowledge of software design and programming principles.
  • Good mathematical and problem-solving skills.
  • Good communication and team-working skills.
  • A Bachelor’s degree in Computer Science or related field.
  • A working knowledge of programming languages such as Java and ORACLE.

Personalising Your Application Software Developer Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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