Most CIOs say that the Great Resignation makes it harder to hire skilled developers.
Recruiting skilled developers in the current climate can be difficult. The Great Resignation has left many companies short-staffed, while others have quit their jobs to take advantage of the opportunity to try something new or join their friends in the startup world.
93% of chief information officers (CIOs) say that the resignation phenomenon has made it harder to hire skilled developers, according to a recent survey conducted by SilkRoad Technology, an IT staffing company.
After a developer leaves a company, they usually resign rather than go. According to a 97 Chief Information Officers survey, 93% say that post-Resignation hiring has become more difficult because applicants are reluctant to commit.
A study found that developers expect non-compete clauses in their contracts, and over half would not sign an NDA before beginning work on a new project.
How does the great resignation affect hiring?
When a team suffers from high turnover, even when they bring in new talent, they don’t have time to properly train that person, who may end up leaving a few months later.
To combat high turnover and retain top talent, start by training and teaching new hires during onboarding, provide new employees with more than just their day-to-day responsibilities, and explain their role in mission-driven initiatives.
Why are there fewer software developers than before?
If a candidate isn’t interested in your company or doesn’t think they will be happy there, they are unlikely to resign.
Candidates are also less likely to accept offers from companies they don’t know much about and will only decline an offer if they have a good job lined up already.
With The Great Resignation, these issues have become even more common.