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My company does a good job of recruiting college students as interns, and then converting them to junior engineers when they graduate. Unfortunately they all le
by jobu 7y ago
My company does a good job of recruiting college students as interns, and then converting them to junior engineers when they graduate. Unfortunately they all leave within a couple years and generally double their salaries when they do.
This has been happening for the five years I've worked here and likely longer. For whatever reason no one can convince HR and senior management that we need to give significant raises (%10-20) each year for the first couple years after they graduate in order to keep decent engineers. The last time I brought it up I got some bullshit response about loyalty.
- khaledtaha 7y agoMaybe that’s the business model? It may be cheaper to train than to retain.
- LeifCarrotson 7y agoThere are a few possibilities in that situation: (1) The engineers are not actually all leaving - it may feel like that, but maybe it's cheaper to hire a bunch of junior devs and filter out anyone that doesn't buy the loyalty bullshit and isn't content with 3% annual raises (2) They don't need decent or senior engineers, hiring and managing cheaper juniors is effective enough and cheaper (1) HR/Management are incompetent and the business is doomed to failure
- Aeolun 7y agoManagement doesn’t care, because they don’t spend day in day out training these engineers only to see them leave. I mean, that’s an achievement in itself I guess, but ultimately you are mostly training them because you hope they will help you out later.
- yardie 7y agoAre they doing exit interviews. I’m not talking about the day before or day of exit. But they should be done 30 days after to allow the employee to reflect.
- boring_twenties 7y agoWhy on earth would anyone consider returning to a former employer a month later just to give an exit interview?