Welcome to our article series on mastering the developer lifecycle. From recruitment to offboarding, we'll explore how to create an exceptional at every stage.
With a well-established lifecycle, developers can be more productive and happier, lowering developer turnover. This therefore saves you not only from nerves but also a lot of money.
Don't expect any official studies from us, but rather our tips that have been proven to work and are developer-approved.
Although we focused on developers, most of the content will benefit any employee over time.
Introduction
Hiring developers is getting harder and harder. Competition in the market is huge. It can take several months to recruit senior developers. This makes it all the more important to do your best when hiring. Apart from the fact that you might be able to find the right match faster, you are representing the company from the very beginning to a relatively large audience. Poor hiring can lead to a bad reputation for the company.
Furthermore, a recent study from Project Brain showed that up to of new hires either leave their position or need significant support due to a poor recruitment process. This highlights how inadequate hiring practices can dramatically increase employee turnover and its associated costs.
51% of new hires leave or need support due to poor recruitment
Our 16 tips for great hiring experience
Today, you will not be guided through the hiring process as you might expect. Why? Because we think that each company has unique needs, and your hiring process should reflect that. Instead, we'll give you our tips on what you definitely shouldn't overlook in your recruitment process.
- Be sure of your goals before starting: There's nothing worse than a company that doesn't know exactly what it wants and can't provide the candidate with all the information. Before drafting a job description, ensure you have all the essential details. This includes determining the precise budget, understanding the team's expectations for the new hire's role, and clarifying the specific projects they'll be working on.
- Target your JDs: Approach JDs a bit like advertising; who is your target audience? A senior BE developer, great; in that case, write it in his tone of voice and make sure he finds the information relevant to him. When creating the JD, involve current team members in the same role; their insights are valuable.
