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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: 2) by Sulla on Sunday January 01 2017, @01:47AM
Probably an issue of timeframes too. If someone's resume has them changing position every 1-2 years vs 3 years, or for young people are you seeing the 6 month changes as indicitive of a problem?
Ceterum censeo Sinae esse delendam
(Score: 0) by Anonymous Coward on Sunday January 01 2017, @04:54PM
He jumped 3-4 companies over the span of 3-4 years. The first three were a ~75 percent raise over the previous job (20 35 50 60)
The last job however was a net loss because that increase of pay was in a higher expense area and the raise barely covered the difference in cost of living the first year, and the second year raise was so small it didn't cover the rental increases over the same period. The original reason he chose the last job was to get into job market in that area which turned out to plateau around his current pay unless you could get on the job experience in adjacent career paths, which his current job wouldn't offer without someone retiring.
Long story short he's now moving back to his old area to increase his purchasing power (and move back to a social network he fits in better with) while retaining that job (which can't/won't pay him more, but considers him necessary enough to telecommute full time rather than try and hire a replacement locally..)
The sort of nonsense going on with the current job market in many fields is crazy, and the burden of experience for many of the IT related ones are difficult to achieve when nobody is hiring entry level positions, but everyone expects mid-level experienced candidates available with years of experience in a 'niche' subset of a generalized field. Unless of course they are all just hoping to fill the positions with H1Bs...