It’s official: the oft-decried tech talent shortage is a myth. Droves of junior developers are entering the job market thanks to the skyrocketing popularity of computer science degrees and code bootcamps.
While this is great news for the booming tech industry, where competent developers are always in growing demand, the flood of junior developers has created its own issue: a gap in experience between senior developers and all the new graduates entering the workforce.
A computer science degree or a stint at a bootcamp may teach you the basics of a programming language, but not the native intuition to know the most efficient way to complete a task. It can take years of practical experience putting that knowledge to use in order for developers to become truly effective in their jobs.
How can companies narrow the experience gap that’s keeping junior developers from realizing their full potential?
At Yeti, we’ve found that we can help junior developers hit the ground running by encouraging continuous learning and mentoring on the job.
Making the time for mentoring might seem like an impossible task to fit into your employees’ already hectic schedules, but by prioritizing employee development and incorporating mentorships into existing systems, companies can reap the benefits of developers who learn the ropes that much more quickly.
We’ve discovered several ways to incorporate continuous learning into our regular work practices:
If you want your junior developers to grow into their roles, you need to give them the space and freedom to collaborate with others, educate themselves, and develop personal projects to learn new programming languages and technology integrations. Give them the tools to become the best developers they can by building a culture of passion around engineering for its own sake—not just for the benefit of your company’s bottom line.
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