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3 Tips to Define Your Employee Retention Strategy

Post by Rich Moy on Jan 22, 2018 12:00:00 PM

Even for seasoned HR leaders, employee retention can be one of the most frustrating things about tech hiring. Whenever you hire quality developers, the pressure is always on to keep them happy. After all, your competition is also looking for ways to engage with passive tech candidates—and your programmers are no exception.

At the same time, it’s an incredibly nuanced statistic that represents much more than the answer to, “How many developers did we lose this year?” But how can you define an effective employee retention strategy for developers today? Here are a few things to consider.

4 Mistakes That Could Make Your Best Developers Leave

Post by Rich Moy on Oct 10, 2017 12:00:00 PM

Heading into 2017, Future Workplace and Kronos found that 87% of employers said that improving retention was a critical priority. As a tech recruiter, this might not have come as a huge surprise to you. After all, 62% of developers are open to new jobs, and they have plenty of options to consider.

Retaining developers is just as important as finding new ones. But if you’re not careful, your best efforts to do so could actually drive them away. To help you avoid losing your best developers, let’s discuss four employee retention mistakes that you should avoid at all costs.

3 Essential Components of an Employee Development Program

One of the most common ways to make your employees feel valued in the workplace is to offer some type of development program. Whether this is one-on-one coaching, a company-wide personal development program, or offering education programs, these initiatives should benefit both the employee and the employer.

This rings especially true for developers, who rated “opportunities for professional development” as the #1 thing they look for when assessing a potential job. Whether they want to advance up the ranks at their current company or learn new skills to support them in the long-run, working for companies that offer these programs is very important to them.

Based on information from one of my favorite HR-related books, Misplaced Talent, here are three essential components of an employee development program, as well as unique tips on how to roll out these programs to your developers.

What Does "Professional Development" Look Like to Developers?

Respondents who took our 2017 developer survey emphasized the importance of career development over any other factor by a large margin. But what exactly does this “professional development” look like, and how can companies implement this into the early stages of their hiring process? We talked to a few developers to get their insights into what “professional development” looks like.

Are Your Developers Testing the Market? Here's Why You Shouldn't Panic

Post by Rich Moy on Jun 22, 2017 12:00:00 PM

After learning that 62% of developers are interested in hearing about new job opportunities, it shouldn’t come as a huge surprise if your current programmers are going so far as to schedule interviews. In fact, Jobvite recently found that over 50% of professionals had at least one interview in the last year to explore their options. While that might be cause for concern, there’s much more to this story than these statistics would otherwise indicate. Let’s take a closer look at why you can still meet your employee retention goals if your developers are interviewing with other companies—and how to make the most of your interactions with passive candidates with a wandering eye.

How Employee Burnout Impacts Your Technical Staff Retention Plan

Post by Rich Moy on Mar 20, 2017 12:00:00 PM

This post was updated in December 2017 with new information.

It probably wouldn’t be a stretch to say that developer hiring is one of your biggest priorities in 2017. The most obvious conclusion from this is to recruit and hire the developers you need, but it also means that staff retention is more important than ever this year. With the competition for tech talent at a fever pitch, the reality is that your current developers are likely receiving their fair share of recruitment emails. Ignoring signs of employee burnout could ultimately derail your entire developer hiring strategy this year. Here are a few things to identify and address before your most talented programmers say enough is enough and move on to greener pastures.

The Difference Between Job Satisfaction and Employee Engagement

Post by Rich Moy on Jan 27, 2017 12:00:00 PM

This post was updated in December 2017 with new information.

When you have an office full of developers who seem to be happy with their jobs, it’s common to think that there isn't much cause for worry. You think to yourself, “Happy developers equals engaged developers, right?” While you should be commended if your engineering team feels this level of satisfaction with their work situation, you shouldn’t lose sight of the fact that there are a lot of factors that make developers comfortable at work, but don’t necessarily measure their level of engagement or loyalty to your company. To meet the loftiest hiring and employee retention goals, it’s important for technical recruiters to understand the difference between job satisfaction and employee engagement.

The Importance of Exit Interview Feedback from Developers

Employee retention is hard. Retaining technical employees is even harder. Developers receive an absurd amount of emails from recruiters every week, each one tempting them with cooler benefits, a larger paycheck, or an innovative new product to work on. Developers like challenges – and if they feel like their current role is getting stale and not allowing them to explore and grow in the way they want to, another company might snatch them up.

One incredibly useful tool that can help with developer retention is to conduct proper exit interviews. Exit interviews – when conducted effectively, of course – are a great way to evaluate your current structures (whether that be something physical like benefits or salary, or something less tangible like career growth plans) and assess what changes should be made.

3 Ways to Retain Experienced Developers

So you’ve got your dream developer in the door, but what are you going to do to make sure they stick around? Employee retention is crucial in all industries but is especially vital for technical employees. And the best way to understand how to retain employees is to know what they are looking for in their job. Is salary super important to them staying? Do they need a clear growth path to commit to your job?

Our annual developer survey revealed some interesting findings of what experienced developers care about in their jobs – and, consequently, which aspects would help retain them for years to come. Developers with more years of experience said the following three elements were key to retaining them.

3 Difficult Truths About Technical Staff Retention

Post by Rich Moy on May 31, 2016 12:00:00 PM

This post was updated in November 2017 with new information.

Staff retention would be much less concerning for employers if all it took was above-average compensation, top-of-the-line equipment, and office perks like free lunch and a day spa for puppies. However, even when the stars align, and you’ve created an incredible place for developers to learn and grow, it’s unrealistic to assume that you’ll retain all of your developers until the end of time. While that shouldn’t stop you from doing everything you can to make your company a great place for developers to work, here are some of the more painful truths about staff retention that you should understand.

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