Better ROI from Software Development

Last week I completed a mini-series of 9 episodes looking at various aspects of recruitment.

As I went through the series I decided I wanted to give you a bonus episode on recruitment.

I wanted to tell you about the best hire you can make.

This episode is the final part of a recruitment mini-series; where I have been focusing on various characteristics that I believe are important in recruitment. And while I think many of these themes are universal, I have, of course, been focusing on software development.

In this episode, I will close out this recruitment mini-series, with a discussion on getting the most from your new employee and keeping them engaged.

This episode is part of a recruitment mini-series; where I am focusing on various characteristics that I believe are important in recruitment.

And while I believe many of these themes are universal, I will, of course, be focusing on software development.

In this episode, I talk about the need to act quickly.

This episode is part of a recruitment mini-series; where I will be focusing on various characteristics that I believe are important in recruitment. And while I believe many of these themes are universal, I will, of course, be focusing on software development.

In this episode, I talk about the actual interview.

Interviewing an individual to gauging future performance is far from a fool-proof means of recruitment.

Unfortunately, it is commonly the only option available to us.

I'll provide advice, from my personal experience, on what works well and a few things that don't.

This episode is part of a recruitment mini-series; where I will be focusing on various characteristics that I believe are important in recruitment. And while I believe many of these themes are universal, I will, of course, be focusing on software development.

In this episode, I talk about working with recruitment agencies.

For better or worse, most software development recruitment is undertaken through agencies. While it is possible, and desirable, to attract potential employees directly, most organisations are not appropriately placed for this.

In this episode, I talk about how I engage with agencies for best effect - as well as touch on some longer-term activities that can help to reduce your reliance on them.

This episode is part of a recruitment mini-series; where I will be focusing on various characteristics that I believe are important in recruitment. And while I believe many of these themes are universal, I will of course be focusing on software development.

In this episode I talk about getting a good understanding of the market before you go into it.

Software Development remuneration has risen steadily for quite some time.

Dependent on the skills and experience your role requires, you may find that previous recruitment may not be an accurate guide to current market rates.

Blindly going into the market with a figure based on historical recruitment can quickly affect you ability to attract the best people.

Also, given that many organisations has a recruitment sign off process, having a eye on the market before getting any rates signed off can avoid recruitment stalling for lack of enough approved funds.

This episode is part of a recruitment mini-series; where I will be focusing on various characteristics that I believe are important in recruitment. And while I believe many of these themes are universal, I will of course be focusing on software development.

In this episode I talk about the importance of defining the role.

This episode is part of a recruitment mini-series; where I will be focusing on various characteristics that I believe are important in recruitment. And while I believe many of these themes are universal, I will of course be focusing on software development.

In this episode I ask the question if traditional recruitment, a permanent employee, is the right thing for you?

While the first inclination maybe to advertise and recruit for a permanent employee, it may not be the right way of getting that extra help.

And with the rise of the gig-economy and a shortage of skilled software developers on the market, sometimes you may have to look at alternatives.

I'll also talk about the alternative options such as using contractors or outsourcing.

This episode is part of a recruitment mini-series; where I will be focusing on various characteristics that I believe are important in recruitment. And while I believe many of these themes are universal, I will of course be focusing on software development.

Somewhat at odds with the title of the mini-series, I first ask the question: "should you be recruiting at all?"

I find many organisations are recruiting when they shouldn't be ... Along with more than a few that should be recruiting and aren't.

I believe our traditional management techniques would have us recruit to solve the wrong types of problems - which can often produce the opposite of the desired outcome.

In this episode, I will be looking at some of the reasons why recruitment may not be solving the right problem.

Over the coming episodes I'm going to take a deep dive into recruitment.

Recruitment is singularly one of the most important roles of management.

Our businesses are run and operated by people.

Yes processes, tools and a hundred other things can help, but ultimately it is the people that make the business.

So over the coming few episodes I want to talk about various characteristics that I believe are important in recruitment. And while I believe many of these themes are universal, I will of course be focusing on software development.

In this episode, I will be summarising the themes that I plan to look at over the coming weeks.