Timeline for Started new job and don't like it
Current License: CC BY-SA 4.0
7 events
| when toggle format | what | by | license | comment | |
|---|---|---|---|---|---|
| Dec 31, 2019 at 19:20 | comment | added | Crowley | @Qsigma Give me an X-ray diffractometer. After ten years of learning I'll be able to say I am not a rookie... In transmission electron microscopy preparation of one sample may take months to find there was an error in the beginning... | |
| Dec 31, 2019 at 17:49 | comment | added | TheEnvironmentalist | "A candidate .. needs to ... convince me that he/she plans to stay longer than 2 years" this is really interesting. In a few markets I'm familiar with (Boston, Silicon Valley, etc.) the average turnover for software engineers is around 2 years | |
| Dec 31, 2019 at 11:55 | comment | added | DaveG | @Qsigma Employees take time to come up to speed. Software devs in particular need to learn the dev environment, the codebase, the procedures, the product requirements... it can easily be 6 months or more before a dev is really productive. Which means companies really need to retain devs for at least 2 years. | |
| Dec 31, 2019 at 10:24 | comment | added | sjkp | Consistency - if you change employees every 2 years you will have no knowledge about why things are designed the way they are or the background (this is particularly important within software, where your code hopefully lives for more than 2 years). Documentation only provides so much information. Furthermore a high employee turn-over means lot of time wasted on retraining people. | |
| Dec 31, 2019 at 9:26 | comment | added | Qsigma | Could you elaborate on: "A candidate .. needs to ... convince me that he/she plans to stay longer than 2 years"? Are there particular benefits you gain from low employee turnover? | |
| Dec 31, 2019 at 7:10 | review | First posts | |||
| Dec 31, 2019 at 10:07 | |||||
| Dec 31, 2019 at 7:08 | history | answered | Bard Pedersen | CC BY-SA 4.0 |