How to hire or not to hire
How to hire a software engineer to have thousands of choices when they are looking for a job. Everyone and their mother requires a software engineer and a mobile or WordPress Developer. How do you make your company stand out to the most qualified job seekers? After ramping that employee up, how do you keep them on your team for the next few years?
Creating a positive work environment is difficult, even before remote work. Turnover in tech is high; when departments see a constantly rotating cast of new employees, it becomes difficult to build relationships in fear that a person might not be with the company in a few months.
There are a few actions you can take to increase your employees’ longevity and improve your company culture beyond the appeal of all-you-can-drink-coffee.
Hire The Right Person
It seems obvious, but if you hire an employee who isn’t a fit for your company, department, or team, they won’t be a good hire, even if they have an impressive resume. Be wary of telltale signs such as poor reviews of previous bosses.
If you haven’t already, create a personality profile of the ideal candidate. This may be costly on the front end but will save time, money, and frustration when more new hires stay onboard long enough to become managers.
Hiring from a top-rated data science bootcamps is a great way to find qualified data scientists who can survive a startup’s fast-paced culture.
People First, Work Second
People don’t stay at places where they don’t feel appreciated; you wouldn’t either. Create a culture that values the employee over their work. Starting as high as the CEO, let your employees know their worth; do this by reminding them why you hired them, writing a letter of recommendation, or rewarding those who help others.
Your company’s work can’t be completed without dedicated employees. People no longer just want to work for a paycheck. Pay is a factor in feeling appreciated, but carrot and stick incentives work only to a point.
Graduates from Hack Reactor don’t spend twelve weeks learning at a grueling pace to arrive at a company that treats them like gum on the sidewalk. They worked hard to be in a position that pays well and offers a challenge.
This new trend to attract and retain employees is grounded in some evidence. Some countries mandate employees to take a vacation. All work and no play can cause burnout, which leads to a turnover. Unlimited PTO encourages employees to get their job done so they can take PTO without having to stress about what isn’t getting done.
No project should depend entirely on a singular employee to get done. A collaborative environment and proper use of Slack and other non-email apps can allow whole teams to be involved and informed. Building a strong team culture enable groups to work cohesively even if a member is out on a well-deserved vacation.
Don’t Expect Lifelong Employees
There are good reasons employees move on to new opportunities; not all employees who leave are doing so because your company has a terrible culture. Not even the high pay, free lunches, and unlimited PTO can keep an employee happy forever. As much as it is a pain for employees, especially those of quality, to funnel out, be sure to thank them for their time and contribution to the company. Asking employees why they are leaving will provide insight into the things your company did right.
As work starts to become more project and contract-based, it is essential to remain in good standing with employees after leaving. They might return if your company starts working on the right project. If former employees have positive remarks about their time at your company, word of mouth will encourage quality employees to apply.
As much as it can feel personal when a software engineer leaves, look for a new graduate from a boot camp, like Springboard, to fill the vacancy.
Keeping top talent doesn’t come with a one size fits all solution. Other companies will poach talent, and employees will look for new and challenging projects. Hiring the right person and encouraging employees to take care of themselves while letting them know their contributions matter will go a long way to retaining the right prospects.