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Have you ever wondered how much it costs to recruit a new programmer? The numbers may surprise you.
The most common cost of recruiting a developer which comes to mind is a recruitment agency fee, but it’s just a starter. In the IT world, where there is a talent shortage, hiring a new programmer (or any tech talent) increases in cost and effort as time goes on. The better a programmer is, the more expensive it gets. The best ones are like superstars with their own agents. Employee turnover is a huge problem for most companies and long-time employment is almost unreal. According to the 2015 Recruiter Survey, the average employee tenure is below 6 years; 30% of people change their job in 1-3 years and 29% in 4-6 years. Quarsh’s research gives even more dreadful numbers – 20% of new hires leave in 12 months!
Even with low turn-over you need to be prepared for recruitment costs. These studies show that 79% of the workforce keep their resumes up-to-date and 63% have updated their LinkedIn profile just in case. Are you sure your employees won’t quit on you?
(Score: 1, Insightful) by Anonymous Coward on Saturday December 31 2016, @08:32PM
The one and only time l ever went out of town for a job interview, they couldn't even bother to notify me that I wasn't hired. So I had to call them to make sure. Very unprofessional, definitely will not recommend them.
It's basic professionalism and usually doesn't require any effort.
(Score: 1) by Sulla on Saturday December 31 2016, @08:43PM
The lack of informing job seekers about not getting the job is outstanding. I was complaining about this to my mother in law (also management, but without the management attitude) and my FIL chimed in that it is a waste of his time to respond to failed applicants. And then they complain that people wont sacrifice themselves for the company. FIL said that if applicants tried harder they would get the job so its not worth his time to tell them they didn't get it if they aren't even willing to try. Appreciated the feeling that losing out in an intervew when there are 60 other people it means you didn't try.
Ceterum censeo Sinae esse delendam
(Score: 0) by Anonymous Coward on Saturday December 31 2016, @10:44PM
In my view the biggest problem with it is that these are people that are looking to enter the field you're in. Many of them are going to be your competitors in the future. Is it really worth the three seconds they save not sending out a form letter thanking the applicant for applying?
Also, just because an applicant wasn't hired this time, doesn't mean they the company wouldn't do well to hire them in the future. Some times it's a stronger than usual field of applicants and people can improve their qualifications over time.
Not sending out even a form letter is a sign of disrespect and can lead to all sorts of problems in the future.
(Score: 1, Interesting) by Anonymous Coward on Sunday January 01 2017, @04:38PM
of exactly this.
Ikea, Apple, McDonalds, Taco Bell (just the particular franchise, although the prices later got me to boycott them for fast food too), Sears (gross mismanagement, but amicable parting), 7-11, etc.
Many of those jobs required online enrollment, including your SSN and other damaging personal information, a number of them (or their 'personnel management' software company) have had breaches leaking that information (No issues so far, but I have no credit profile so I am not a good candidate for fraud.) And outside of the places I was hired, none of them notified me of jobs being closed, or if they were still considering me after two weeks. Hell the ones I took applications in BY HAND and even to the HIRING MANAGER (this was mostly 'entry' jobs in the service industry, anything mid-sized to corporate was CMS/online hiring by mid-'00s) got lost multiple times. From *MULTIPLE* companies. This happened multiple times over the years, so I don't think it is a fluke. But the level of professionalism in the so-called professional world seems to be an ever dropping bar, even while the 'older generation' keeps their head in the sand about their own lower rank's employees, the quality of work they are doing, and the intentional or unintentional damage they are doing to their company's reputation amongst professionals.