Recruitment

 

  • Are you having trouble recruiting the developers you need?
  • Are the people you can find too inexperienced?
  • Is your business suffering because you can't build the team you need?

Recruiting developers is quite difficult today. Many businesses feel that recruiting junior people is a net loss to productivity; they also know that attracting and retaining senior developers is hard. If your business can't provide opportunities to strengthen skills and work on exciting projects, developers will leave for businesses that can.

I believe there are complementary things you can implement to tackle these problems. My experience comes from being a team lead, tech lead, CTO and consultant in companies which have either flourished or collapsed under pressure. Most bad outcomes were preventable, and the organizations could have been built to be more resilient. With well-used time and well-placed investments, the costs of these changes can even stay low and achievable.

To successfully recruit from a larger pool, investing in junior developers is key. You need to be ready and able to bring inexperienced employees up to speed so they can contribute to a team. This means some level of onboarding, training and, in the long term, mentorship. This doesn't have to be stuffy or formal, but is key to attracting candidates and providing a steady path forward to retain hires.

Building a culture of learning, knowledge sharing and collective improvement brings other advantages. One of the best ways to recruit experienced people is a positive referral from someone who works or worked with you. This is critical, so you must make sure your company is worth recommending. If your workplace is positive, there will be people interested in joining you. Your team will recommend friends or old colleagues they see as worthwhile and who they’d enjoy working with. This is a kind of pre-vetting that normal recruitment has a hard time delivering.

This environment will also benefit companies working with diverse teams and freelancers. Good habits for onboarding and bringing new people up to speed, sharing knowledge, documenting technical details and so on are key for velocity in complex projects.

Nobody can create experienced developers out of thin air, but I can help you successfully empower new developers to be productive and build experience. Furthermore, until a sustainable new culture is established, I have a heck of a freelance network to call on for urgent matters needing solutions now.

If you want to discuss what your business could do to improve recruitment, onboarding and training, don't hesitate to get in touch at lars@underjord.io. I can offer a fixed price proposal on roadmapping your way forward from your specific situation. Also, please sign up for my newsletter below to get regular writing straight to your inbox about sustainable tech development and business.