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Software engineer jobs are among the most in demand computer-related jobs out there so it's no surprise that many are applying for them. If you're one of these jobseekers who want to try your luck in this career, it helps to know what's expected of you and whether or not you're an ideal candidate for this position. The first thing you have to be aware of is the responsibilities that computer engineers have. These computer gurus are responsible in creating and maintaining software programs. They're not only limited to work in IT industries alone but also in other sectors like engineering, manufacturing, education,

and even in the public sector. Perhaps the most challenging task software engineers may face lies in developing a program since it takes months and even years to finish and perfect one. Computer programs need to be tested and examined carefully by software engineers before they're used. This type of engineering falls into two categories. Applications software engineers are responsible in developing applications like the ones used in robotics. They're adept in programs like C and C++ used by scientists as well as Java and other Web applications. They meet with clients and huddle with their team before they start designing a program. On the other hand, computer systems engineers are responsible in developing the necessary software based on the client's preference. Usually, they install computer systems and programs that can link one department with another within the company. They work together with the engineering, marketing, manufacturing, and design teams in creating a system for their clients. Software engineers work in a favorable environment. They usually have an office of their own. The job itself is full of challenges since software engineers need to update themselves regularly with the latest trends in computer technology. Many employers are strict when it comes to hiring engineers in the IT sector. They require a degree in computer science or software engineering. They also prefer those who passed certification courses particularly in computer languages like Java and C++. Very seldom do companies hire fresh graduates who lack experience but once they see some potential in you, they'll be happy to take you in and train you in their company. If you're really after a career as software engineer, you have to send your application to major computer companies and consulting firms. Prepare an impressive portfolio and comprehensive resume that highlights your skills and capabilities. Look for vacancies in classified ads or searching for relevant job roles online. Computer software engineers are earning an average of $80,500 a year. Aside from this, they also avail of other benefits like paid vacations and holidays, health care, and bonuses. If you're someone who wants a fast-paced and challenging career, then this job role is perfect for you. If you want to find the latest Software Engineer Jobs then try searching online for Jobs in IT. Article Source: http://EzineArticles.com/expert/Johnny_E_Smith/568983 Article Source: http://EzineArticles.com/5737953

While it's true that the engineer is also a programmer, and there are some design duties included in the core job functions, there are also some very fundamental, critical differences in the manner in which software engineers, programmers,


and designers complete their work. Many engineers would also argue that there is a marked difference in the quality and performance of the products they produce as well. Software engineer jobs take a more formal approach to the process of programming software. The manner in which engineers complete their work is much more similar to traditional engineering processes than it is to software programming or designing methods. Software engineers are often involved in the most complex of design or programming activities. Though every day, run of the mill programs can be designed by less skilled folks, many programs can't be trusted to just any old programmer. For example, programs that control important processes - especially in circumstances where human lives may be lost if an error occurs in a program - are primarily the realm of highly skilled software engineers. After all, you don't want the software that runs a key piece of medical equipment or that which drives the operating system of a nuclear submarine to fail. This is perhaps the most challenging aspect of design engineer jobs with which incumbents must constantly contend. They are tasked with ensuring the smooth and efficient operations of incredibly complex and sometimes frightening processes with computer enhanced systems. Design engineers are tasked not only with creating a software program that will serve the basic needs of a business, organization, or other client, but they must also foresee the potential pitfalls associated with the program as well. They must be able to grasp the technological concepts of the methods or practices with which the program is intended to interface and design the software appropriately for the highly technical, and often potentially dangerous, environment in which it will be used. Although the average programmer or designer may be able to afford a few minor glitches, for those working in design engineer jobs, there is often no such thing as a minor glitch. Of the software fails, the consequences can be great. The pressure that design engineers face on a daily basis is tremendous for this very reason. Software engineers also face some other unique challenges in the IT world. They must often complete a lot more paperwork than most IT professionals. Once again remaining true to the engineering trade, software engineers will draft designs, test them for quality, integrity and performance, and will frequently redesign them several times before moving from paper or prototypes to the real deal. In fact, many of those who work in software engineer jobs will spend as much as 70 - 80% of their time dealing with paperwork and only 20 - 30% actually writing code for the software itself. If you want to find the latest Software Engineer Jobs then try searching online for IT Jobs UK Article Source: http://EzineArticles.com/expert/Johnny_E_Smith/568983 Article Source: http://EzineArticles.com/5919718

The following describes some techniques that I use when interviewing candidates for Software Engineering positions in offshore locations. I have brought these techniques together into five stages: Logic and Problem Solving Ability Computing Knowledge Specific Skills Spoken and Written English Ability Communication Skills and Personality

1. Logic and Problem Solving Ability When I first started out interviewing offshore software engineering candidates in Malaysia, I wasted a lot of time looking at their CVs and using those as the basis for the first stages of interviews. This resulted in the candidates doing a lot of talking about projects they (claimed) they had done and skills they (thought) they had before I even started measuring their technical ability. Some CVs looked very impressive indeed, their authors claiming almost endless lists of skills acquired, many to "advanced" standards. Now, back in the UK, for the most part when talking about highly skilled jobs there is an unspoken rule when it comes to CVs, candidates only listing skills that are really worth listing and certainly being prepared to back up any claims of "advanced" levels of proficiency in any of those claimed skills. It is no surprise that upon receiving such impressive CVs in Malaysia I assumed the candidates were very high quality indeed and decided that the first hour of the interview should be about them talking about their experience (to help them relax into the interview) and me doing a bit of a sell on the role and company. Only after that would we dive into the technical questions, which looked like they would a breeze for them. Unfortunately, the aforementioned CV "rule" that applies in the UK does not apply in Malaysia, nor does it at any other offshore location that I have interviewed candidates from thus far. I could therefore quite easily waste the first hour of an interview talking to a candidate about their CV, and perhaps spending some time talking about the role and the company, before even thinking about getting their hands dirty with some technical questions. When the technical phase began, many candidates were turned down because it quickly became apparent that the person I had talked to for the previous hour or so was not the person who was on the piece of paper (the CV) in front of me; they had exaggerated wildly and in some cases blatantly lied on their CV. When only recruiting for one or two positions, wasting an hour here and there talking to a candidate who has deliberately fabricated their CV is not a big deal. Indeed, many candidates I talked to were truthful and I subsequently hired them. However, when recruiting on a larger scale offshore, the numbers go against you and such an approach can be hugely inefficient. Given that I was recruiting on a larger scale, I had to find a way to determine as quickly as possible if a candidate I was interviewing was worth talking to further. I therefore put aside their CVs and piles of certificates and jumped straight into a bunch of logic and problem solving activities (which involve writing code) on the whiteboard; I was quietly amazed with the results. The questions were short and simple, often programmatic, such as: Using the language of your choice (or even pseudocode for junior candidates), write a function to reverse a string. Using the language of your choice (or even pseudocode for junior candidates), write a function that prints all the prime numbers from 1 to n. At the very start of the interview, before asking these questions, I would I often ask a candidate to rate themselves, 1-10 (1 being beginner, 10 being advanced), in each of the programming languages they listed on their CV, quite a few responding confidently that they were 8,9, 10's in languages such as C and Java. I would record these ratings on the whiteboard, in view of the candidate, for later reference. I then asked the candidate to complete questions similar to (1) and (2) on the whiteboard in front of me. The key with the questions is that I emphasise to the candidates that they are to choose which language they want to use when writing the solution to the problem, thus removing any potential for them to claim they struggled with the question due to a particular language being imposed on them. Furthermore, I am happy for them to use pseudocode / English if they are unable to code the solution (though that in itself will tell me something about the ability of the candidate and will set alarm bells off if they are applying for a more senior position). Based on the candidate's solution to problems such as these, it doesn't take long to establish if they are worth interviewing further for the role in question. We are talking minutes. For example, I still vividly remember an already very senior candidate C developer who had worked in the USA as an embedded engineer and was now back in Malaysia working on C code related to aviation systems. He applied for one of my senior software engineer jobs in Malaysia. On paper, he looked fantastic - good degree, strong background and the right skills. To my surprise, he struggled to reverse a string in his language of choice, C, for which he had rated himself as a 9 when asked at the start of the interview (and which I wrote on the board). I don't mean he got one or two statements wrong due to not remembering syntax, I mean he completely could not reverse a string as per question (1) above. After far too much guidance from me, eventually we got there. Thinking he was nervous, I then gave him the prime numbers question (2) as above. After some initial explanation from me as to what a prime number was (he did know it in the end, perhaps he forgot) he had no idea where to go and just wrote drivel on the board, continually wiping it out, puzzling his forehead and writing yet more drivel. He looked embarrassed. I stopped it there and asked him what he now thought his ranking was in C. I could see the look of torment on his face, like he still wanted to stick with his original answer. "5 or 6, perhaps?", he reluctantly admitted. Based on his claimed level of experience and the level job he was applying for in Malaysia, I had no further questions. Although I did not set a timer off, I would be surprised if the whole thing lasted 15 minutes. I now never start an interview without asking similar questions to the above in the opening 15-30 minutes, no matter what the level of software engineer I am interviewing for. Candidates do not proceed to other stages without first getting past this stage. The level of role will merely determine how much leeway I give for incorrect answers. For example, for a very junior position, what I will look for is not necessarily the right answer, but how the candidate thinks about the solution. At the very least, they should be able to describe to me how their algorithm could solve the problem. In my view, even for such a junior candidate, if somebody has been through university, done a Computer Science degree, and cannot even explain how to reverse a string or does not know what a prime number is, they probably shouldn't work for me. Likewise, if somebody has been working for 10 years and cannot reverse a string in the language of their choice, they definitely shouldn't be working for me. Importantly, very importantly, no matter what the level of the candidate is, I ensure that they never guess the solution to my problems and try to bluff their way to an answer, talking about it as if it's the right answer to impress me. Anybody that has worked for me will know that I hate guessing in software engineering. A candidate who is willing to guess and try to bluff their way through an interview is likely to do the same when they are working on a task for me or someone else. For example, they may, not understanding a problem thoroughly enough and hence guessing, go off and write reams of code that they are equally unsure of. I always tell my staff that if they are unsure of the work they are doing, to stop what they are doing and come and see the team leader or me to discuss; never guess. So, I always jump onto any evidence of guessing during this stage and find out why the candidate is doing it. One other point worth mentioning about the questioning techniques I describe above is that that are easy to conduct with candidates that are remote, as long as they have a computer and Internet connection. For example, I have interviewed candidates in completely different countries by setting up a shared whiteboard session (many Internet communications tools offer such a facility) or a shared Google Doc and asking them to type the solution to the problem while we talk over the phone. Arguably, given that we are not in the same room they could cheat by looking up solutions on the Internet, but since I do not allow much time for the questions and I am also on the phone at the time, this is unlikely. Furthermore, I take steps to search for any solutions to the problems I ask online and ensure they did not merely type out one of those. That said, even if I am suspicious that they copied a certain solution, it is trivial for me to build upon their solution and ask them to modify it to solve a related problem. Use of this technique has allowed me to screen many remote candidates before inviting them to travel to my place of work for an interview. To summarise, my advice when interviewing offshore candidates is to get a quick handle on their Logic and Problem Solving ability before deciding whether or not to move on to talk about their experience and the role. Spend up to 30 minutes doing this and give them a fair chance to answer a range of questions, not just a single question. Make sure the questions involve actually writing code, but ensure the questions allow flexibility in the languages used unless the role you are recruiting for is a senior role that uses primarily mandates use of a specific language. By all means ask further Logic and Problem Solving questions in later stages, but the key of this stage is to provide a quick "Go" or "No Go" on a given candidate. 2. Computing Knowledge Although I know of a number examples of colleagues that neither studied Computer Science at degree level nor had any knowledge of computers who went on to become exceptional software engineers during their career, when I interview offshore candidates I do look for general Computing Knowledge; so many aspects of the work, at least in my experience, that software engineers do every day depends upon a having a solid foundation in the principles of computing. Perhaps more obviously to me, I believe it to be of great advantage if a candidate has a genuine interest in computers and understands how they are work. More often than not, such candidates will have interacted with computers regularly as they were growing up, perhaps taking them apart, making modifications, playing games, configuring networks and suchlike. I always keep a lookout for these candidates and they certainly exist in offshore locations such as Malaysia. A simple way to determine how much a candidate knows about computers is ask them to draw a diagram of a computer on a whiteboard, asking them to label the various components of the system. Then ask them to describe the function of these components. It's a simple question and how well they perform at this question will give me an idea of how much they know about computing. If they do well at the question, perhaps I'll throw in some more challenging questions about the hardware or maybe we'll move onto software such as talking about how a compiler works, or perhaps we'll talk about fundamental algorithms. The level of questions I ask depends on the seniority of the role being applied for, but I nearly always begin with a question about a computer. This exercise, since it is mainly on the whiteboard, also gives me a further opportunity, following the Logic and Problem Solving stage, to assess the candidate's communication skills. When I was at Nottingham University in the UK reading for my degree in Computer Science, I was surrounded by people like me, people who loved computers and who "messed around" with them on a regular basis, just for the fun of it. In my view, people like this need to be looked out for, so I nearly always ask offshore candidates why they are pursuing a career in software engineering and try to find out how interested they are in computers. My advice, therefore, when looking for offshore candidates is to look for those that have a genuine interest in computers, who possess a good understanding of their inner workings and who can answer typical computer science type questions with ease. Try to establish how good they are in this area before you move on to specific skills, as that stage will most likely require significantly more time and involve people other than yourself if you are the hiring manager. 3. Specific Skills By this stage, following the previous two stages, which just involved me and the candidate, I will now have a pretty good "gut feel" on the candidate's suitability for the role. After a little more talk about their experience and profile (including talk about software development processes etc), as well as some more talk from me about the role and company, now is the time to get other people involved and start assessing specific skills. I normally involve at least two of my software engineering subordinates in the skills assessment stage, as well as at least one other people manager. If the candidate will have any dealings with the core team (most likely), I will also include engineers and managers from the core team offices e.g. in the UK or US. All are free to ask any questions they like and their views hold considerable weight in my decision-making process. After all, software development is very much a team sport and it is important to me that my team buys into the idea of a given candidate joining their team; they are the ones that will be working with them day-to-day. I therefore allow to several hours of talks with these various stakeholders, either on the same day or on alternative days if time does not permit. Some of these talks, if with overseas colleagues, take place via telephone, Skype, or suchlike. I then usually finish off the skills assessment stage by giving them one or more online tests on relevant topics. I use a reputable supplier of such tests. Although these tests do help me form a view of a given candidate's skills, I normally give them far less weight than the opinions of my subordinates and other colleagues. In most cases, their ability to establish if a candidate can do the job far outweighs the results of these online tests, but it's all about forming a total picture of a candidate. To summarise this stage, my advice about specific skills is to get as many technical and managerial people involved in the interview process as you can, including those from core teams if applicable. Meet up /discuss after all interviews are finished and come to a conclusion as a team, each giving a "thumbs up" or "thumbs down". Also use online testing tools to further assess specific skills, but use their results with caution. 4. Spoken and Written English Ability For pretty much any native English-speaking business that is to interact with an offshore software development team that, most likely, speaks English as a second language, proficiency in spoken and written English is paramount. A given offshore software engineer may be a good programmer, but if they cannot communicate with colleagues in the main country where the business operates it will cause a new set of problems focused around communication. I remember back to around 2003 when one of my friends in the UK, who at the time was dealing with a computer equipment supplier in Taiwan, wrote them a technical question about their firmware code. Although I do not remember the precise question he asked, which was in an email, it was very open-ended, something to the effect of "Could you please describe the function of this firmware module in more detail". The answer he received, much to the amusement of all of the colleagues that were within his proximity at the time, was "Yes.". In Malaysia, where I currently run my business, English is spoken and written rather well as a second language. However, not all candidates that I have interviewed have had a strong command of the English language, largely down to the area in which they grew up and the schools and colleges that they attended. Conference calls with such candidates, or email exchanges, or document write-ups, would be very difficult indeed. I always, therefore, assess spoken and written English skills during an interview. The spoken part is trivial as the candidate, based on the previous three stages, will have talked to a number of my colleagues in addition to myself, so we can form an opinion on their working knowledge of English. For the written part, I did not used to spend much time investigating this if they spoke English well. However, one of my subordinates at the time once suggested to me that we have candidates write a short document on a non-technical subject that pretty much any candidate would be able to write about. For example, the topic to write about in English could be "Describe the person you most admire in the world and why". This is the kind of topic anybody should be able to write about, no matter what their career experience and technical background is. Some people may write about a great leader or scientist that they admire. Some may write about one of their parents or relatives. That is the beauty of such an open-ended question. I therefore now include this type of exercise wherever possible when interviewing an offshore candidate to assess their written English skills. In summary, my advice for this stage is to realise the importance that spoken and written English ability play in offshore development scenarios This may sound obvious but it is something that can be overlooked in all the drama of assessing specific programming skills etc. In particular, written English ability can be easily overlooked if the candidate sounds like they can speak reasonably good English. Ultimately, failing to properly assess the written, as well as spoken,English skills of offshore candidates may place unnecessary burdens on the core team, who will end up losing time and getting frustrated in the process. To assess English skills, first of all ensure that all interviewers involved in the process take note the candidate's spoken English ability, particularly those conducting in-depth assessments of skills (for example, how well does the candidate articulate about a certain technical topic?). To assess written English skills, one trivial technique is to give the candidates a simple written English exercise that is open-ended and non-technical. Any native English speaker will be able to read their answer and quickly determine how good their written English skills are. 5. Communication Skills and Personality In software development, given that it can be thought of in the context of a team sport, communication skills and personality traits naturally come into play. Assessing communication skills and personality traits is not something I leave until the end. In fact, it is something that is done in almost all of the stages prior to this. By this stage, I certainly have a good handle on a candidate's communication skills; this stage merely completes the process and considers Communication and Personality separately from the other stages. One of the things I like do in this stage, which I feel is quite important, is invite the candidate out to lunch with my team. This provides a relaxed atmosphere in which to talk about both work and non-work related topics, and is an opportunity for the team to further gain confidence in and acceptance of the candidate. It certainly gives a good picture of how a potential candidate will fit into the team. Likewise, it allows the candidate to chat with many members of the team and ask questions about life in the company, the type of work being done, and suchlike, so it is a beneficial process for them too. On our return to the office after lunch, I have a final session with the candidate to ask them more communication and personality related questions. I am not a fan of psychometric assessments or suchlike, so I keep it verbal and rather informal, but the types of questions I ask are all about ascertaining if the candidate could fit into the offshore team as well as work with the core team. In addition to further discussing the role, I would perhaps ask fairly open questions like "What would you do if somebody modified your code and broke an area of functionality that you had implemented?" Or, "How would you react if the team leader insisted that you used their approach instead of yours?" Or, "What's your view on coding standards?" The answers to these types of questions can indicate personality traits that may be disruptive in a team environment and may need further investigation before making an offer. In some cases, for more senior positions, I give them a piece of code and ask them to review it, observing how they go about the process and what kind of issues they find. This is not really about the skill in conducting a review (we've already assessed skills), but more about how they communicate with me. I also like to ask questions about testing. A good software engineer knows how to test code that they write, and explaining this is an exercise in communication. One final exercise I give them to demonstrate their communication skills is another whiteboard exercise. For example, I may ask the candidate to map out their career plans onto the whiteboard. This not only allows me to see how driven the candidate is with respect to their own career, but also shows me how good they are at presenting information to an audience. Another similar question I could do on the whiteboard is to ask them to describe a software development process that they claim to know about. With the notes I make in this stage, together with the notes from all of the stakeholder that interviewed the candidate, I am now able to conclude if the candidate has the necessary Communication Skills and Personality traits that would make them a likely fit for the role they are applying for. After a final discussion with the team and those that interviewed the candidate, I am now ready to decide whether or not an offer is to be made. To conclude, these are the stages I go through when interviewing offshore software engineers. I should also point out that I have adapted the above stages quite easily to cater for interviews with other types of offshore candidates, for example Software Test Engineers. Article Source: http://EzineArticles.com/expert/Jared_Checkley/1245188 Article Source: http://EzineArticles.com/6870609

Computer software engineers are people who are qualified professionals working behind the scene to bring us the latest in the software technology. The technology being almost a part and parcel of our daily routine we look forward for their latest development unknowingly. Their developments can more often than not be used beneficially in our lives. The computer software being a fast developing field it has become almost impossible to keep up with the daily developments. So in the present day the job of computer software engineers do require specialization in a particular field to keep abreast of changing technology.

 This means if we want to know what is the latest technology to be had in a certain area, then instead of asking any software engineers we will get the right information only if we ask specialized engineers in that particular area. Even though the other engineers might be able to give you an abstract idea of the developments they may be way off the hook in providing you with the best information. Not many people are aware of such difference in software developments so they choose the wrong engineers and end up getting mediocre results from the service they bought. This might be one of the reasons why they do not find the same deliverance for the same issue of a next door neighbor. There is no uniform software package to be followed, different industry have different needs so the software engineers should learn skill sets of each industry and develop packages for their need. This is not a simple process one has to spend days and months of experimenting and testing to bring out top notch products in the definite area they concentrate. Actual what we get as a simple final product are the result of months of hard toil. Never do we think on this aspect when we discard some of these developments as outdated. There are hundreds of companies employing software engineers to come up with top quality software deliverance to reap the profits when it is really hot. Good computer software engineers are actually experts in their area of system deployment. The operational software system is actually the end result of the engineers transforming mechanical, electrical or computer system into a package easily usable by us. It is the software engineers who perform all the activities behind the functional system available for use. So if we can seek out good software engineers we can use their deployment for quality products. Once we choose an experienced software engineer to build us a software system to suit our particular need we can be assured of systems quality because they might have tried and tested the system package many times over. They know the basics of what we require and they can also customize it for us to the way we find it easy to use. The situation being so they may also be able to smell a new idea when you take them to it for your needs. So where is the catch - simply in finding efficient computer software engineers...? You may try this computer software engineers for assurance in quality, of course only if they provide what you are looking for. Article Source: http://EzineArticles.com/expert/Sheena_VC/165281 Article Source: http://EzineArticles.com/1654214

Computer software engineers are responsible for using mathematics and computer science in order to develop and test computer programming. They will have the primary responsibility of developing a number of different programs, which can include word processing applications and computer games, in addition to operating systems and network applications. Computer engineering professionals will first analyze the needs of their clients, and then they will create a detailed set of algorithm instructions which can include programming, although this will usually be outsourced to computer programmers. Applications software engineers will often use raw codes such as Java, in order to create applications software, while system engineers will often help a corporation organize its operating systems. Systems software will usually require a lot of tinkering in order to make sure that it can be utilized effectively by corporations, and engineers will frequently need to modify operating systems and programming in order to meet the needs of their clients.
These individuals will usually work in teams which can include marketing departments, manufacturing, engineering, designers, and artists, in order to work together to bring a software product to market. System software engineers may work alone depending on the size of the business that their servicing, and they may have assistants underneath them in order to perform the more routine tasks of installing operating systems and other systems applications. These individuals will frequently work 40 hours a week in clean and comfortable office environments, although they may experience repetitive motion strain and back discomfort. Most employers will require a bachelor's degree and experience in computer programming, and four fifths of all software engineers had at least a bachelors degree. In 2006, software engineers had about 850,000 jobs in America, with most working on applications, and about a third working on systems software. A minority of these individuals are freelance computer programmers. Job prospects overall are expected to be quite good and this field will be one of the fastest areas of growth in America over the next decade. In 2006, the middle 50th percentile of these professionals made between $63,000 and $98,000, while computer systems engineers made more at between $68,000 and $105,000. In 2007, Robert Half Technology reported that software engineers made between $66,500 and $99,750 annually. For more facts about Computer Programmer Jobs [http://www.killercareers.com/computer-jobs-math-jobs/computer-software-engineer-jobs-computer-software-engineering-jobs], visit Killer Careers, for additional info regarding Software Engineering [http://www.killercareers.com/computer-jobs-math-jobs/computer-software-engineer-jobs-computer-software-engineering-jobs]. Article Source: http://EzineArticles.com/expert/Alex_Newman/245521 Article Source: http://EzineArticles.com/1831330

Imagine a futuristic world powered by the science of software engineering. With the touch of a button, a pet dog can be fed when its owner is out of town. One day, the television screen will not only be in HD, but will pop out entirely making a 3-D image. These amenities and more can be accomplished by the sweat and blood of a software engineer. A major in software engineering is the strongest path a young person can take,

whether the individual wants to make a difference in the world or just wants a handsome paycheck. As technology advances, so does human civilization. By becoming a software engineer, one can take part of this ongoing project. The use of software can be seen everywhere from our cell phones to our microwave ovens. Almost all aspects of our daily lives are affected by technology. The televisions we view, the iPods we listen to, and even the water dispensers on our refrigerators are all using some sort of software. Not only does the software make life easier, but the use of software can save lives. The software for the modern day Doppler radar has helped rescue thousands of lives by detecting tornadoes in advance. Working in this field of engineering will allow one to make a difference in lives now and in the future. As long as electronics exist, there will always be a place for a software engineer. A major in software engineering not only leads to a meaningful profession, but a job that is in high demand and might offer a grand paycheck. According to Student Scholarships, it will be the second fastest growing profession in the years 2006 to 2015. There were over 337,600 jobs available in 2007, making software engineering the largest branch in any type of engineering. As other companies become more technological, the need for software engineers will continue to grow. Also, according to PayScale, the median starting salary is a whopping $63,979 with the median national salary being $68,080. When it comes to getting a job with a four-year degree, there is no better pay than that of a software engineer. Living life to the fullest can definitely be fulfilled by being a software engineer. Whether it's by impacting the world or by living a materially satisfying life, there is no doubt that software engineering is useful to both the society and to the individual who majors in such a field. Sally is a dedicated writer for StudentScholarships.org. She is an expert in Software Engineering Scholarships, Financial Aid, Career Advice, and most other things college related. Article Source: http://EzineArticles.com/expert/Sally_Tolentino/322249 Article Source: http://EzineArticles.com/3512060