Teach Or Hunt: How IT Companies Hire Employees And Not Regret It
The average median salary in IT is already more than 100,000 rubles, and recruitment agencies talk about vacancies with a salary of a million rubles. But developers are still not enough for everyone. In such a situation, there are two ways: hunt experienced specialists in other companies or train newcomers.
It Is Worth Hiring Middle- Or Senior Developers If It Is More Profitable.
Whether it is worth spending money on luring an experienced employee into the team is decided after financial analytics. Conditionally it looks like this:
- Calculate how much money and time it will take for a junior to become at least a middle developer. How many tasks will he do during this time, and how much money will he bring to the company?
- Please find out how much it will cost to poach a middle developer. And how much money a ready-made middle will earn for the company in the same period.
- Compare your income and expenses. It is worth looking for an employee with experience if it is potentially more profitable than finding and training a beginner.
It’s Better To Hunt Senior Developers First And Then Teach Newbies.
It is possible to grow a specialist within a company only if the business has its resources. It’s not about money but about motivated professionals ready to work as mentors.
Hiring junior developers to the team affects the project’s economics and distracts professionals from work. Still, their main task is not training but development.
Hunting Costs Are Justified If The Project Is Growing Rapidly.
The choice of HR strategy depends on the company’s size and the business’s goals. It is logical for a large, financially stable company with a clear order flow to engage in long-term development and train newcomers.
If you have a startup, you are more likely to go broke with attempts to teach junior than creating a new product. Therefore, in the first stages, only hunting, says Anton Durnetsov, owner of the BGStaff IT recruiting agency.
Startups need senior developers to create adequate architecture. Junior specialists cannot do a project that can quickly and easily scale – the risk of error is relatively high.
Train Interns If You Can Find Motivated Ones
It is worth training employees if you can recruit enough motivated interns. The problem with newcomers is that they often doubt their aspirations – some come to IT because it’s trendy and profitable. Others want to develop but have not yet decided what exactly. These can take away the resources of the frontend department from you and then go to the backend.
Now companies have corporate schools and universities – this is one way to find motivated newcomers.
Students from partner universities study at the student academy; courses have been developed for them, lasting from a semester to a year or two. IT specialists teach classes. Thanks to this, students receive practical skills and experience in working in a team – knowledge that is not provided in universities.
For specialists with experience, the MADE Academy operates. It has two educational programs: the Academy of Product Specialists and the Academy of Big Data. Specialists are trained on real cases; attention is paid to hard and soft skills. For example, one of the essential skills is the ability to quickly respond to changes and offer product solutions that are useful for business.
A free development academy was also launched at MediaSoft. According to the director of the company Sergey Poluektov, on average, 100 students from Ulyanovsk come to one course. About ten people take the graduation assignment, and one or two are accepted for an internship. For a year, the company recruits 10-15 new programmers in this way.
The majority of surveyed companies prefer to work with students. Such interns are motivated and quickly solve simple problems. If you build a student’s education correctly, you can get a loyal senior developer in a few years.