5 Best Practices For Onboarding Salesforce Developer You Must Follow

After a comprehensive hiring process is over, the next big mammoth task for businesses is getting the hired Salesforce developers onboard, wondering why is it such a tedious task. This is because as per a report by Devlin Peck, firms with a seamless onboarding process can increase their employee retention rates by a whopping 52%, and those who don’t plan out the onboarding process fall in the turnover rates cycles.  

See effective onboarding is the cornerstone of success in the career trajectory of any Salesforce developer. The process isn’t just limited to familiarizing with new team members or the platform’s features; it’s about setting them up for long-term productivity and satisfaction.

However, the onboarding process can be filled with challenges, from overwhelming amounts of information to a lack of clear guidance, ultimately resulting in chaos and higher turnover rates. But don’t worry we have cracked it for you and prepared a comprehensive guide for Salesforce developer onboarding best practices. By following these guidelines, you can create a welcoming and informative experience that empowers new team members to contribute meaningfully from day one.

The Only Salesforce Developer Onboarding Best Practices Checklist You Need

There are a few prerequisites that any hiring company must keep ready before the onboarding process starts like having a designated workspace or purchase of specified training materials. However,  there’s more to the onboarding process than this. So to elevate the process these practices can be considered following;

1. Setting Clear Expectations And Goals For New Developers: 

Do you know where most businesses go directionless in the onboarding process? When they do not clearly outline the specific tasks and duties they expect out of new developers. To avoid this situation businesses can start by creating a detailed onboarding checklist that outlines specific tasks and deadlines. Then setting up measurable goals and KPIs for the developers to track progress and identify areas for improvement is also equally important.

2. Mentoring And Pairing New Developers With Experienced Team Members:  

As the developers are quite new to the company, ensuring that they have the right mentorship and pairing can help them get privy to the organization’s core values. Moreover, mentors can offer advice and answer questions. Pairing new developers with experienced team members can speed up the learning process and promote collaboration.

3. Encouraging Participation In Salesforce Training And Certification Programs: 

The next thing the employers can do is proactively encourage the participation of the newly hired developers in Salesforce training and certification programs along with building up a healthy encouraging learning environment. Plus, regular training can be provided through online courses, workshops, conferences, and internal training sessions. This can inspire employees to keep learning and stay informed about industry trends.

4.  Providing Access To Resources Such As Documentation, Forums, And Communities:  

It’s no surprise that providing access to resources such as Salesforce Trailhead and other online training resources like documentation, forums, and communities can be helpful. However, where many businesses fail is the implementation part. Often, when developers aren’t given proper training materials and resources, newly hired developers might leave, requiring the entire hiring process to start again. Rather than this employers should focus on instilling faith in the developers and help boost their morale and motivation.

5. Establish A Culture Of Continuous Feedback And Improvement:  

Finally, fostering open communication and cultivating a secure and supportive environment can empower employees to freely express their thoughts and ideas without apprehension of criticism. Along with that implementing a feedback loop to identify areas for improvement and make necessary changes to the onboarding process can also ensure that the program remains effective and relevant. To achieve this, conducting regular one-on-one meetings with new developers, implementing a 360-degree feedback system, and using feedback to make data-driven decisions can help improve the onboarding experience.

These were some of the best practices for onboarding salesforce developers, but here’s a catch hiring onsite requires the company to spend a lot of time, resources, and money. For instance, take a look at the training and instructor costs that will be incurred by a company that could lead to up to $3000* per developer for a week. 

Ask yourself a question is your company ready to bear this cost? If yes, then go ahead and hire on-site developers. However, if you are dicey then consider hiring a remote Salesforce developer. Opting for a remote Salesforce developer hire can offer flexibility and access to a wider talent pool.

Here are a few additional benefits of hiring a developer remotely you surely don’t want to miss.

• Get access to a global talent defying geographical boundaries.
• Get rid of overhead costs and scale faster.
• Don’t worry about long-term commitment and perks for hiring permanent employees.
• Get tailor-made solutions adequate as per your business requirements with proper assistance.

Ultimately the choice is yours whether to hire a developer on-site or remotely, just keep in mind your company’s situation, resources, and vision.

End Note:

Studies show that 20% of employees leave their jobs within the first 45 days (Urban Bound). By following best practices, you can create a welcoming and supportive environment for new Salesforce developers, which can help reduce your company’s turnover rate. A well-structured onboarding process, along with mentorship, training, and ongoing support, will make sure your team is ready to deliver great results. 

When building your Salesforce team, consider hiring a Salesforce developer. Reputed service providers like Cyntexa can help you find remote workers who can offer multiple benefits, including increased flexibility, access to a wider talent pool, potentially lower costs, and no long-term commitments.