The end result is hiring trained developers for the price of trained developers, and sending the inexperienced developers to be trained somewhere else. Where? That's their problem.
See? Looking just for one's interests works both ways.
You act like you’re doing them a favor by hiring them. You’re not. You’re trying to get cheap labor, and expecting them to feel indebted to you and work at below market rate. It’s not going to happen.
Pay them cheap during training. After they’re trained, pay a premium to the ones you want to keep. Let the rest go to a competitor. It’s simple.
If you can’t afford that, that’s a problem with your business, not the employees.
We are not trying to have cheap labor. We are trying to have more labor. However, the experienced people are limited resource, so the next step is to find inexperienced ones and train them.
However, that doesn't work that way so easily. If you train someone for 6-12 months (during that time the trainee not only isn't making you any money, but other people, who otherwise would, are not either), you are investing into these people. If they leave before you break even, you are at loss. If you would pay them market rate as soon as they finish training, you would never break even.
That's why some companies insist on contract, that the trainee will stay with the company for specified time, if they take the training.
Very carefully, during interviewing. Until now, it worked, even though mistakes happen. It is not scalable long-term, so we will have to find something else.
The truth: I’ll leave for a large enough increase in salary all other things being equal.
What I say at interview: “I love building things. I’ve been interested in computers since the mid 80s when I was writing 65C02 assembly language on an Apple //e. I guess you could say that I have always been a computer geek. I’m still amazed after all of this time that I get paid for doing something that I enjoy this much. On my way to work everyday and while I am working out I’m listening to $list_of_tech_podcasts. I try to spend at least 1 hour a day outside of work just keeping up with technology.”
Any developer with a modicum of emotional intelligence can get pass behavioral interview questions because really, the interviewerer doesn’t expect much from computer geeks and most developers.
How would you know that I am really just in it for the money? I’ve been on the interviewer and interviewee side of the table just as long or longer than most people who interview me. I’ve been through $big_company “how to interview candidates” training. Of course I know the answers you’re looking for.
Oh and the old geek who likes to continuously learn helps to answer the question am I keeping up with technology and why I am not in management.
Yes, they train full time. That's what a proprietary platform (not ours, third party, but hey, at least it has its own wikipage) will get you. Not even the build system is standard. Yes, they are paid salary. Very few people can afford to go several months without salary, that would filter out some candidates that proved to be right match in the end.
And that's the reason why the wage ramp up is slower, even after finishing the training.
That's a different situation then. A lot of companies make trainee employees sign a bond. To my knowledge all the Indian software consulting giants have one. If an employee leaves before the term is fulfilled (typically 2 years) they have to pay the company. It's usually on the order of 20-40% of an entry-level employee's annual salary. Otherwise the company can withhold references and experience letters, which are usually needed in future.
If you already have a bond/contract system in place and employees are still leaving, then IMO you're still paying them too little. If they are happy to pay 20-40% of their annual pay just to leave the company, it means they can make 50-100% more elsewhere. Loyalty is worth something but it's not worth passing up a pay raise that high.
What type of training program would be worth signing a contract for? Alternatively do like Amazon and offer deferred compensation that takes four years to fully vest.
Right now, we directly outline the plan: for now, you will be getting less, once you start working on the client work, your pay will ramp up, depending how much weight you can pull.
Do you not see how there is value in having someone who is trained to your specifications? You're still getting labor out of someone but when they move to being a proper dev you don't have to worry about any training issues because you trained them.
I truly doubt you hire developers who are productive from day one, when your mentees will be productive from day one as a real dev AND will probably have less growing pains from having learned bad habits or a different standard at another company.
if you pay them better they won't leave. But you've basically said that even after training they are worth less than someone you hire in at first. This distinction is why people leave. You trained these people in the way you'd like them to work, Tailor-made to your processes but you still say they aren't worth the same as the people you hire-in. No wonder they leave and go some place where they've now been hired in without needing to be trained. If you don't value your own training highly enough to pay these people the market rate, what reason do you expect them to stay and work for you for?
See? Looking just for one's interests works both ways.