![]() ![]() ![]() Just make sure that all tech interviews are held with technical people. Hold technical interviews with suitable candidatesĬonducting technical interviews with your chosen candidates either on-site or remotely is a good tactic for hiring the right talent and as a consequence reducing the attrition rate in tech. Hiring an under-qualified employee is equally harmful, as they will make more work for existing team members which will eventually lead to high attrition. If you end up hiring employees who are overqualified for the job, they’ll most probably leave searching for more interesting challenges. At DevSkiller, we’re strong advocates of using coding tests that resemble real work as they give both employers and employees a glimpse of real work. Automated in-stack coding tests are not only a massive time saver for HR, but they can also prevent them from making costly mistakes. You can choose custom tests to maximize hiring precision. While they’re not the final yes or no to hiring a developer, they’re a great preliminary testing tool, which will help you decide whom to invite to further in-person interviews. Here are a few ideas you can use to check if your candidates are skilled enough to perform the job you’re hiring them for: Automated in-stack coding tests To hire developers, employers have to use the right strategies and tools to ensure people have the right skills and fit their organizational culture. What can you do to reduce employee attrition? The above-mentioned reasons for the high attrition rate in tech can be split into two main categories: having the right skill set to perform the job and having the right culture-fit. Seeking more opportunities to express creativity (26%).Looking for better working conditions (47%).High attrition rate and reasons why tech employees leave their jobs are: What are the reasons for the high attrition rate in tech? The more employees leave your company, the more will follow. According to Robert Cialdini, we frequently base our decisions on other people’s actions., We treat it as social proof which constitutes a shortcut to decide how to act. Like-minded people tend to follow one another – they reinforce each other’s viewpoints. Low employee morale cannot be ignored as it can escalate the problem: one employee resignation can lead to another, and another… Ever heard of the snowball effect? Also, if the departing employee was close to people who stayed with the company, they might become emotional or even resentful and consider quitting. Lower employee morale – nobody likes to be overworked, this might have a bad impact on employee motivation.Unavoidably, this will create some bottlenecks unless you ask your best employees to take over some of the tasks and work at excess capacity. This knowledge gap must be filled – on average it takes one to two months to bring knowledge workers up to speed. Creating bottlenecks – when an employee leaves, they take all their knowledge with them, and you can’t put a price tag on that.Productivity loss – on average it takes 43 days to hire a software developer, that’s nearly a month and a half of productivity loss and it doesn’t even account for onboarding.Experts on turnover and retention estimate that it costs 150% of the employee’s base salary to replace them. Revenue loss – losing an employee can cost you dearly – literally.If you don’t address high employee turnover, it will have a negative impact on your business. Tesla – the average tenure equals to 2.1 yearsĪccording to PayScale, “We see that companies with the shortest typical employee tenure are also the ones that are hiring most aggressively.” Lack of strategy for reducing your attrition rate will have serious business consequences.Dropbox – tech workers leave after 2.1 years.Uber – on average, their employees stay with the company just 1.8 years, despite the generous benefits package and fancy office space that Uber offers.No tech business is immune to turnover, irrespective of their size or reputation. And it doesn’t spare anyone… not even “the big guys” You can calculate it by dividing the number of full-time employees who have left per month by the average number of employees, and multiply it by 100. Calculating your attrition rateĪttrition is a reduction in the size of your workforce resulting from employees leaving the organization or retiring. What can you do to reduce employee attrition?īefore we dive deeper into the subject of employee turnover in tech, it’s worth explaining how to calculate the attrition rate, so we’re all on the same page.What are the reasons for the high attrition rate in tech?.Lack of strategy for reducing your attrition rate will have serious business consequences.And it doesn’t spare anyone… not even “the big guys”. ![]()
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