At humanpredictions, we detect signals that tech people leave on public websites indicating they are open to making a move. We use those signals to form our proprietary “hp Priority” score. When recruiters focus their time and energy on high hp Priority scored candidates, they increase their rate of placement and have a higher return on investment with outreach efforts.
It’s Armed Forces Day this weekend, and we think it’s important to give a big shout out to veterans, and to those that support veterans, as they exit the military and enter into new careers.
It’s not an easy task to start a new career after serving in the military.
If your developers are leaving you, then it’s time to reflect on your Money Mindset. Do these statements ring true for you?
- “They’re just going to leave in a year or two anyway, what’s the point in investing in them now? I can’t afford to just throw money away like that.”
- “We all know developers make 20% increases with every move they make. What company can afford to retain their teams with numbers like that?”
Sound familiar? This mindset would both keep quality people from joining your team, and drive current people away. Furthermore, these statements reflect a huge error in thinking about money and retention. In this blog entry, we will debunk some of the myths…
Sure, putting an apprenticeship program together requires a lot of work, but have I mentioned there are some incredible outcomes and a great return on that investment that goes beyond financial gains? If you haven’t read the first two articles of this three-part series on apprenticeships, you may want to read about the building blocks and challenges first! I started by digging into what it takes to build a plan for a program and then explored the challenges companies should plan for early.