3 Major Mindset Shifts Needed To Hire (& Keep) The Industry’s Best Developers

The demand for web developers outpaces the national average; growing 13% faster. The race to recruit top talent is intense. You’re not only competing against organizations in your zip code. You need to revamp your hiring and retention strategy if you want to appeal to the global talent everyone is chasing.

The good news? It’s within your reach. You will increase the value of your team, promote a company culture of growth, and keep the best developers on board by committing to these three major mindset shifts.

Mindset Shift 1: Invest In Your Web Developer’s Long Term Success

How are you supporting sustainable growth in your web developers? And, no, paying their salary doesn’t count. That’s purely the fair market value of the services you’re purchasing from them, not a favor- but we’ll get to that. What resources you are providing your web developers to build on their skill set? Identify actions that will set the lifecycle of your team’s growth in motion builds momentum long term.

Continuing education opportunities

The tech industry is always changing. To keep up, invest in development by organizing learning clinics and certification courses. Keep opportunities for continued education and client work separate. Don’t overload your team so much that they can’t manage both. Your team shouldn’t work overtime to take part. Encouraging independent study by reimbursing tuition is a great practice. The top web developers want to stay relevant and sharpen their skills. Don’t let them stagnate or they’ll pursue new challenges somewhere else.

Encourage your web developers to increase their professional value

An increase in skill and knowledge is an increase in a web developer’s value. Their expertise is worth more now, to you and your competition. Don’t let this deter you from investing in their growth. Empower them with a growth mindset. Establish a professional development plan and keep lines of communication open and honest. Build a company culture around prioritizing mutual trust and respect. And remember that this investment goes both ways. Show appreciation that your employee is choosing to sell their time to you- from a finite supply of hours. Make it worth it!

Mindset Shift 2: Respectful Developer Recruiting

Job hunting is time-consuming- it takes an average of 21–80 job applications to get a single job offer. Imagine how long it takes a candidate to tailor each application and ‌to prepare for each interview. What are you doing to make it easier for people to come to work for you?

Respect their time and acknowledge privilege disparity

Interviews often require candidates to take time away from their current jobs and prepare on personal time, which can be costly. Streamline the interview process. In fact, have all the decision-makers involved from the start. It shows applicants that your company prioritizes strong communication. Only interview the most qualified candidates. Always remember, they’re assessing you even more than you’re assessing them. They are looking for a mutually beneficial arrangement that improves their lives.

Avoid pointless roadblocks in your recruiting strategy

Don’t be like inefficient companies that make candidates jump through hoops just to apply. If they’re interested enough to submit their resume, they will. It doesn’t mean your open position is their “dream job”- but they should be able to express interest easily. So don’t make them dedicate more time than necessary- if you need to know more, contact them. One more thing- stop requiring candidates to create a pointless profile on your website. They shouldn’t need to fill in the same information that lives on their resumes. It’s a waste of their time and makes you seem inefficient.

Pay transparency is the future of recruiting

We already established that your company culture prioritizes mutual trust. Prove it’s a two-way street by being transparent about your company’s compensation packages. A web developer’s salary can range ‌depending on their level of experience. It’s up to you to determine the skill level needed and be upfront in the job description. Look at the national average, appreciate the investment you’re making in your company, and consider your competitors while setting the salary for this position. Join the trailblazers of modern-day recruiting and give up salary ranges altogether. Salary ranges are an outdated excuse to undercut the value of a candidate’s talent. They show unwillingness to pay a fair market value for the talent that more experienced web developers bring.

P.S. If you are enthusiastic about an applicant but they are less experienced, then hire them or move on. If you see potential, roll the dice. If you think they can deliver results- fantastic! Offering them less money is unethical, especially when you expect the same results from them.

Mindset shift #3: Ditch The Office (and the Micromanagers) Not The Environment

You are well on your way to hiring the top web developers that organizations all over the world are competing for. You’re not planning on making your new hires move to your city, are you? We don’t need to talk about how we all know that remote teams work, we just need to acknowledge that they do.

The success of your remote team lives and dies with management

Be wary of managers that think that remote work is temporary. Run as fast as you can from the ones who believe that teams are less productive with this structure. Micromanagers aren’t fairing too well with remote work, either. Those types commonly believe the only way to prove they’re “managing” is by nitpicking every task. But that’s not managing at all; managers have one key aim- to provide support. If they aren’t able to pivot and successfully support a remote team, they’re not fit for the position.

They’re remote, but you’re still responsible

Even though your team is remote, you’re still responsible for their work environment. If you want them to be as productive as possible while they’re working, provide them with the right tools. This includes everything from the desks and chairs to monitors and computers. Talk to your team and find out what software and subscriptions they need most- and provide it. If you want them to have flawless, speedy internet connectivity–buy it for them. Do you want them to be available by telephone? Pay for it. Just because the 4 physical walls have become obsolete doesn’t mean you’re done covering office expenses.

Flexibility as a matter of practice

The key to maintaining flexibility on your team is through teamwork. This calls for solid operations management that focuses on efficient processes and clear communication. Trust your team and shut down the micromanagers. Leaders should support and encourage team members to manage upward to build trust and strengthen processes. Once you’ve established fantastic operational management, take a step back.

Understand that motivated, talented web developers will produce great work. Stop trying to force a 9–5 mentality and ditch the notion that everyone needs to be in the same time zone. Your company’s core values are informing decision-making company-wide. You can trust your culture, the processes, and the professionals you’ve hired. Trust them!

You’re ready.

With these 3 mindset shifts, you’re ready to recruit and retain a talented team of web developers to launch your organization to the next level.

By investing in your employees’ success, fostering a culture of trust and respect, and appointing managers who will champion your team, you are ensuring long-term success. Start from wherever you are and keep going until it becomes involuntary. As a team, examine how a growth mindset that centers on trust can impact your company culture and keep the wheels rolling.

Need a hand establishing your company’s mission and vision statement? Not sure how to fold your core values into your team handbooks and everyday life? Reach out to your operations strategist and resident copywriter at www.copysplatter.com for a free consultation.

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