Remote Developer Onboarding Checklist: How to Start Working with a Contractor

Creating a welcoming environment includes having a mentor program, hosting social events, or offering professional development opportunities. We know that a software engineer is different from a software developer. It would be beneath the scope of this article to go in depth over the differences and similarities between the two roles. Ways of working – Not to get into stereotypes here, again, but some developers are a little more reserved. They work in a technical field, keep to themselves, and are more self-reliant.

How do I mentor a new developer?

Ask questions, offer alternatives, and hold back telling people what to do. Taking a patient, coaching-first approach empowers more junior developers and accelerates their learning. A few more tips on how to be a great mentor: Aim to learn something new from your mentee.

Developer onboarding best practices include activities that foster an immediate sense of community. Research shows that having a “best friend” at work can improve retention, Remote Interview: 14 Tips For a Successful Interview employee engagement, productivity and other measures. Partner-based learning or a buddy system enables new hires to cultivate peer relationships quickly.

More from David Ziemann and Better Programming

Therefore, it is important to proactively source candidates from a variety of channels, rather than solely relying on applicants to respond to job postings. Some of the sources that tech recruiters use to find candidates include GitHub, GitLab, LinkedIn, Telegram, Discord servers, and consultancy companies. In addition, you’ll want to update your developer on the company culture so they don’t get left behind. Do this by fostering a sense of trust and amiability among your employees. In the context of onboarding, you should announce your new hire to the rest of the team. You may have to give the new hire access to your company software or provide them with a functional computer for their workstation.

Over the years, I’ve found that hiring developers and bringing them into an agile team requires them being supported by an agile talent management system and excellent onboarding. In fact, new employees who go through a structured onboarding program are 58% more likely to be with the organization after three years. If you want to wrap your head around how important this is just imagine the financial and emotional impact of replacing people in your team every year. Use our onboarding software to automate the busywork and allow your new hires to get up to speed faster and more effectively.

Case Study: How Google onboards engineers in its own way of practice learning

Cultivating the human side of software development is a step that can be taken during onboarding. Onboarding in this way becomes about infusing the engineering culture with the spirit of improving the software constantly. Developers are motivated to do this not just for customers but because they are drinking the champagne themselves and will benefit from the efficiencies they create. It would be embarrassing not to have a workstation or training instructions for a contractor’s first day at the office.

Actively listen to your team member’s concerns and show genuine interest in their perspective. This can help build trust and encourage more open and honest communication. End the one-on-one meeting on a positive note, acknowledging the team member’s progress and accomplishments.

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