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Junior software engineers are the new rock stars of the tech industry. They have a lot of experience, and a lot to offer! But why is it so appealing to be addicted to junior software engineer?
There is one simple answer: they are just too talented for their own good!
Junior software engineers have big dreams for the future. They want to change the world, and they’re not afraid of a challenge!
Junior software engineers are willing to learn new things whether it be coding languages or business practices. This means that no matter what position you put them in, they will always succeed because they know how to adapt.
You get an opportunity to mentor these young minds so you can give back some knowledge and wisdom! It feels good when someone listens and learns from your advice with eagerness rather than skepticism or apathy. It is also fulfilling as a career choice knowing that while mentoring junior programmers, more senior people might start asking for your advice.
Junior software engineers are also a great resource for upcoming company events such as the holiday party or conference booth! They will be excited to show off their skills in order to plan and execute projects with you, which can lead them into a new career path within your organization.
You get an opportunity to start a company culture from scratch when hiring junior programmers because they have no preconceived notions of what it means to work at your company. It is easier than ever before now that we live in an age where millennials dominate the workforce and some companies are facing difficulties recruiting workers due to cultural differences. If there’s something about how you do things around here that needs fixing, these minds will be fresh and eager to provide new ideas.
Junior programmers can be a good candidate for your mentorship program because they are looking for an opportunity to learn from someone with experience in the field, but without years of work under their belt. You’ll notice that junior programmers will often take on tasks you were never asked to do when you first started out- this is great practice!
If you want an open culture where employees feel comfortable speaking up about what needs improvement or how things could run more efficiently, then hiring junior developers might not just give you some needed help; it may also save your company money by allowing people who have worked at the organization longer than two years time.