{"id":1361,"date":"2024-12-18T15:49:30","date_gmt":"2024-12-18T18:49:30","guid":{"rendered":"https:\/\/geekblogrh.wpengine.com\/?p=1361"},"modified":"2026-06-30T09:11:26","modified_gmt":"2026-06-30T12:11:26","slug":"onboarding-de-desenvolvedores","status":"publish","type":"post","link":"https:\/\/www.geekhunter.com/pt/blog\/onboarding-de-desenvolvedores\/","title":{"rendered":"Tenha sucesso no onboarding de desenvolvedores"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Saiu tudo como planejado na prospec\u00e7\u00e3o, atra\u00e7\u00e3o, sele\u00e7\u00e3o e contrata\u00e7\u00e3o do desenvolvedor que voc\u00ea tanto buscava para a empresa. Parab\u00e9ns! Miss\u00e3o 1 cumprida. Mas, cuidado: depois de investir em todas essas etapas, n\u00e3o vale morrer na praia agora! <\/span><b>Um processo de onboarding de desenvolvedores<\/b><b>\u00a0n\u00e3o come\u00e7a no primeiro dia de trabalho e muito menos se resume a ele.<\/b><span style=\"font-weight: 400;\"> Um bom e efetivo <\/span><i><span style=\"font-weight: 400;\">onboarding<\/span><\/i><span style=\"font-weight: 400;\"> pode durar meses, de acordo com a pol\u00edtica de cada empresa.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Uma institui\u00e7\u00e3o que leva muito a s\u00e9rio a integra\u00e7\u00e3o de novos colaboradores \u00e9 o Massachusets Institute of Tecnology, o MIT. Eles t\u00eam um <\/span><b>guia super completo para orientar novatos e seus gestores<\/b><span style=\"font-weight: 400;\">, tudo para garantir uma atmosfera realmente de boas-vindas e estimular que todos os objetivos esperados com a chegada do novo integrante sejam alcan\u00e7ados. Vale a pena dar uma conferida no material. Eles disponibilizam at\u00e9 uma\u00a0<\/span><strong><span style=\"color: #0000ff;\"><a style=\"color: #0000ff;\" href=\"http:\/\/welcome.mit.edu\/managers\/checklists\">planilha<\/a><\/span><\/strong><span style=\"font-weight: 400;\"> para guiar a aplica\u00e7\u00e3o das etapas de <\/span><i><span style=\"font-weight: 400;\">onboarding.<\/span><\/i><\/p>\n<h2><b>Quem nunca se sentiu completamente largado \u00e0 pr\u00f3pria sorte no primeiro dia de trabalho?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Do espa\u00e7o f\u00edsico aos projetos, passando pelos equipamentos, a cultura e o time de trabalho. \u00c9 muita coisa nova para se absorver de uma s\u00f3 vez. Por isso, em linhas gerais, \u00e9 consenso que algumas provid\u00eancias tenham sido tomadas, antes que o novo integrante atravesse a recep\u00e7\u00e3o da empresa:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><b>Enviar email para todos<\/b><span style=\"font-weight: 400;\"> avisando sobre o in\u00edcio de mais um profissional no time, um texto objetivo que explica a fun\u00e7\u00e3o que ele vai desempenhar e o que vai agregar ao time. Ser surpreendido por um estranho circulando pela sala ou sentado na esta\u00e7\u00e3o de trabalho ao lado, n\u00e3o \u00e9 a melhor forma de criar o t\u00e3o desejado clima voc\u00ea-\u00e9-um-de-n\u00f3s;<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Deixar um <\/span><b>Kit de boas-vindas<\/b><span style=\"font-weight: 400;\"> na mesa do novo integrante. As empresas de tecnologia capricham bastante nisso. Camiseta, garrafinha d\u2019\u00e1gua&#8230; tudo para j\u00e1 estimular aquela sensa\u00e7\u00e3o de pertencimento, que todo mundo gosta. Gigantes como a Microsoft, Apple e Google, se esmeram nos mimos, mas no Facebook, por exemplo, voc\u00ea \u00e9 ainda convidado para um bate-papo ao ar livre com Mark Zuckenberg, enquanto no Twitter rola uma garrafa de vinho e o Dropbox libera geral no espa\u00e7o de armazenamento online do rec\u00e9m-chegado. D\u00e1 uma olhada\u00a0<\/span><a href=\"http:\/\/www.tecmundo.com.br\/empresas-e-instituicoes\/43723-10-rituais-a-que-as-gigantes-da-tecnologia-submetem-seus-funcionarios.htm\"><span style=\"font-weight: 400;\">aqui<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Muitas empresas deixam tamb\u00e9m o <\/span><b>manual do novo candidato<\/b><span style=\"font-weight: 400;\">, um compilado de informa\u00e7\u00f5es gerais sobre a organiza\u00e7\u00e3o e espec\u00edficas sobre a vaga, o projeto e a equipe. Mais adiante, vamos explorar o conte\u00fado desses guias em um t\u00f3pico espec\u00edfico. \u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\"><b>Preparar a \u00e1rea de trabalho<\/b><span style=\"font-weight: 400;\">. Voc\u00ea sabe do que o novato precisa para realizar as suas fun\u00e7\u00f5es. N\u00e3o fa\u00e7a com que ele perca o seu primeiro dia tentando improvisar um local minimamente poss\u00edvel para o trabalho. Do contr\u00e1rio, a sensa\u00e7\u00e3o \u00e9 de que se n\u00e3o houve planejamento ou organiza\u00e7\u00e3o para receb\u00ea-lo, imagina como funciona o resto&#8230;<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Providenciar <\/span><b>email corporativo e acesso \u00e0s outras ferramentas <\/b><span style=\"font-weight: 400;\">usadas para comunica\u00e7\u00e3o da equipe (Trello, Slack\u2026).<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Esclarecer<\/span><b> informa\u00e7\u00f5es b\u00e1sicas<\/b><span style=\"font-weight: 400;\">: onde estacionar, como funciona a cozinha ou o refeit\u00f3rio da empresa, onde encontrar caf\u00e9, enfim, e a quem se dirigir para tirar d\u00favidas de qualquer tipo (quem ser\u00e1 o mentor do novato?);<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Planejar <\/span><b><i>onboardings<\/i><\/b><b> customizados:<\/b><span style=\"font-weight: 400;\"> cada desenvolvedor tem diferentes compet\u00eancias e habilidades, portanto, haver\u00e1 d\u00favidas igualmente diferentes e necessidades distintas de \u201ctreinamento\u201d. A dica \u00e9 que essa capacita\u00e7\u00e3o se encaixe no fluxo normal de trabalho, em \u00a0vez de ser uma etapa a parte. \u00c9 mais efetivo estender o per\u00edodo de mentoria, de forma que o conhecimento seja absorvido organicamente no dia a dia<\/span><\/li>\n<\/ul>\n<h2><b>Manual do novo colaborador<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">\u00c9 tanta coisa para comunicar aos novatos e para aclimat\u00e1-los \u00e0 cultura da empresa, que muitas organiza\u00e7\u00f5es os sa\u00fadam com um <\/span><b>manual \u2013 impresso ou digital &#8211; em que explicam como tudo funciona<\/b><span style=\"font-weight: 400;\">, como comentamos anteriormente.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">De maneira resumida, <\/span><b>um manual deve trazer<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li><span style=\"font-weight: 400;\"> \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/span><span style=\"font-weight: 400;\">Miss\u00e3o, vis\u00e3o e valores da empresa;<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/span><span style=\"font-weight: 400;\">Organograma da empresa;<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/span><span style=\"font-weight: 400;\">Breve resumo hist\u00f3rico da empresa;<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/span><span style=\"font-weight: 400;\">Produtos e servi\u00e7os da empresa;<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/span><span style=\"font-weight: 400;\">Apresenta\u00e7\u00e3o dos s\u00f3cios da empresa;<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/span><span style=\"font-weight: 400;\">Direitos e deveres dos colaboradores;<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/span><span style=\"font-weight: 400;\">Processos de recursos humanos;<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/span><span style=\"font-weight: 400;\">Processos de administra\u00e7\u00e3o de pessoal;<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/span><span style=\"font-weight: 400;\">Benef\u00edcios e planos de incentivos;<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/span><span style=\"font-weight: 400;\">Processos administrativos;<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/span><span style=\"font-weight: 400;\">Plano de carreira;<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/span><span style=\"font-weight: 400;\">Projetos de responsabilidade social;<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/span><span style=\"font-weight: 400;\">Sistema de comunica\u00e7\u00e3o interna.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">(<\/span><i><span style=\"font-weight: 400;\">Fonte:<\/span><\/i><i><span style=\"font-weight: 400;\"> \u00a0Sistemas, Organiza\u00e7\u00e3o &amp; M\u00e9todos: uma abordagem gerencial, de Djalma de Pinho Rebou\u00e7as de Oliveira).<\/span><\/i><\/p>\n<h2><b>De dev para dev<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Jason McDonald, CEO e <\/span><i><span style=\"font-weight: 400;\">Lead Developer <\/span><\/i><span style=\"font-weight: 400;\">da <\/span><i><span style=\"font-weight: 400;\">MousePaw Media<\/span><\/i><span style=\"font-weight: 400;\">, hoje est\u00e1 do outro lado do balc\u00e3o e usa toda a sua experi\u00eancia como antigo prestador de servi\u00e7os como <\/span><i><span style=\"font-weight: 400;\">dev<\/span><\/i><span style=\"font-weight: 400;\"> para contratar sua pr\u00f3pria equipe de desenvolvimento. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Para ele, assim como existe um manual de boas-vindas, deveria haver um material <\/span><i><span style=\"font-weight: 400;\">online<\/span><\/i><span style=\"font-weight: 400;\"> com toda a rotina de programa\u00e7\u00e3o, detalhando ferramentas usadas, reposit\u00f3rios, pr\u00e1ticas de revis\u00e3o de c\u00f3digos e todo o fluxo de trabalho. E resume o que, na vis\u00e3o de um desenvolvedor, seria uma agenda ideal de <\/span><i><span style=\"font-weight: 400;\">onboarding<\/span><\/i><span style=\"font-weight: 400;\">:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">-Crie um treinamento formal que se encaixe e complemente o fluxo normal de trabalho;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">-Dedique as duas primeiras semanas para aclimata\u00e7\u00e3o do novato \u2013 para que ele conhe\u00e7a o time, se familiarize com as ferramentas e conhe\u00e7a os projetos da empresa;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">-Estimule todos os funcion\u00e1rios a fazerem perguntas e a pedirem ajuda para o gestor e colegas;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">-Depois das duas primeiras semanas, tire as rodinhas da bicicleta do novato e incentive que v\u00e1 encontrando sozinho o seu ponto de equil\u00edbrio;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">-Quanto mais orienta\u00e7\u00f5es documentadas de forma clara sobre as ferramentas e fluxos de trabalho, melhor;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">-Esteja pronto para estender a m\u00e3o, mas tente dar chance para o novo colaborador arriscar solu\u00e7\u00f5es, antes da sua interven\u00e7\u00e3o. Erros s\u00e3o os melhores professores (\u00e9 claro que tudo de forma calculada);<\/span><\/p>\n<p><strong>No <span style=\"color: #0000ff;\"><a style=\"color: #0000ff;\" href=\"http:\/\/www.indeliblebluepen.com\/\" target=\"_blank\" rel=\"noopener noreferrer\">site do Jason<\/a><\/span>, voc\u00ea encontra muito mais sobre a experi\u00eancia dele nestes dois mundos &#8211; do <i>dev<\/i> empregador e do <i>dev<\/i> colaborador.<\/strong><\/p>\n<h2><b>O que n\u00e3o fazer ao inserir o novo <\/b><b><i>dev<\/i><\/b><b> no projeto<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Hora de colocar a m\u00e3o na massa. O <\/span><i><span style=\"font-weight: 400;\">onboarding<\/span><\/i><span style=\"font-weight: 400;\"> est\u00e1 a mil, tudo parece redondo em termos de aclimata\u00e7\u00e3o e, tchar\u00e3!, o novo desenvolvedor recebe um dos projetos em andamento. Quais as chances de isso dar errado? Pergunte para quem passou a bola. Neste info, baseado num material da empresa de desenvolvimento de <\/span><i><span style=\"font-weight: 400;\">softwares<\/span><\/i><span style=\"font-weight: 400;\"> Anadea, est\u00e3o as <\/span><b>dicas de como evitar escorreg\u00f5es na estreia do novato<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<p><b>Passando o bast\u00e3o ao novo dev<\/b><\/p>\n<p><span style=\"font-weight: 400;\">O que N\u00c3O pode acontecer:<\/span><\/p>\n<p><strong>1 \u2013 Faltou repert\u00f3rio<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">Ser surpreendido pela inexperi\u00eancia do <\/span><i><span style=\"font-weight: 400;\">dev <\/span><\/i><span style=\"font-weight: 400;\">naquele tipo de projeto<\/span><\/p>\n<p><strong>2- Ningu\u00e9m contou<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">N\u00e3o dar informa\u00e7\u00f5es suficientes sobre o est\u00e1gio do projeto<\/span><\/p>\n<p><strong>3- Eterno recome\u00e7ar<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">Permitir que o novo <\/span><i><span style=\"font-weight: 400;\">dev<\/span><\/i><span style=\"font-weight: 400;\"> reescreva o projeto<\/span><\/p>\n<p><strong>4- Caiu no colo<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">Repassar o projeto sem o menor planejamento<\/span><\/p>\n<p><strong>5 \u2013 Nada de clareza<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">N\u00e3o ser transparente ao explicar o processo<\/span><\/p>\n<p><strong>6- Prazos desconhecidos<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">N\u00e3o dividir o cronograma do<\/span><i><span style=\"font-weight: 400;\"> job<\/span><\/i><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p>(Fonte: <strong><a href=\"http:\/\/anadea.info\/blog\/mistakes-to-avoid-when-you-hand-over-your-project-to-another-software-developer\" target=\"_blank\" rel=\"noopener noreferrer\">Mistakes to Avoid When You Hand Over Your Project to Another Software Developer<\/a><\/strong>)<\/p>\n<h2><b>A tecnologia est\u00e1 a\u00ed para ajudar<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Falamos um pouco da complexidade que \u00e9 escolher os melhores talentos no post <strong><em>&#8220;<\/em><\/strong><\/span><span style=\"color: #0000ff;\"><a style=\"color: #0000ff;\" href=\"https:\/\/www.geekhunter.com/pt/blog\/experiencia-de-candidatos\/\"><span style=\"font-weight: 400;\"><strong><em>Como garantir a melhor experi\u00eancia de candidatos a desenvolvedores&#8221;<\/em><\/strong><\/span><\/a><\/span><span style=\"font-weight: 400;\">. Os especialistas come\u00e7am a contar o <\/span><i><span style=\"font-weight: 400;\">onboarding<\/span><\/i><span style=\"font-weight: 400;\"> desde a etapa de sele\u00e7\u00e3o dos profissionais, porque \u00e9 um per\u00edodo que diz muito sobre o que esperar da empresa depois de contratado.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A melhor maneira de atrair um <\/span><i><span style=\"font-weight: 400;\">profissional tech<\/span><\/i><span style=\"font-weight: 400;\">\u00a0\u00e9 oferecer para ele uma experi\u00eancia de candidato o mais pr\u00f3xima poss\u00edvel do seu dia a dia. Formul\u00e1rios imensos e cadastros em p\u00e1ginas corporativas, falta de clareza nas etapas de sele\u00e7\u00e3o&#8230; isso s\u00f3 serve para confundir e afugentar. Processo de recrutamento de <\/span><i><span style=\"font-weight: 400;\">TI <\/span><\/i><span style=\"font-weight: 400;\">tem que ter tecnologia no comando.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">H\u00e1 plataformas desenvolvidas para facilitar a vida do pessoal de RH e dos desenvolvedores, como a\u00a0<\/span><strong><span style=\"color: #0000ff;\"><a style=\"color: #0000ff;\" href=\"https:\/\/www.geekhunter.com.br\/empresas\">Geekhunter<\/a><\/span><\/strong><b>,<\/b><span style=\"font-weight: 400;\"> que tem um grande<\/span><b> know-how para prospectar, atrair e selecionar os melhores profissionais do mercado para os times de TI.<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Mais de 1000 empresas, de todos os tamanhos, que precisam de profissionais de TI, j\u00e1 est\u00e3o com a gente. Vem pra c\u00e1, que os bons est\u00e3o com a gente!<\/span><\/p>\n<p>Al\u00e9m disso, criamos um outro conte\u00fado sensacional com diversas dicas para te ajudar a recrutar o profissional certo para o seu time de tecnologia.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Um processo de onboarding n\u00e3o come\u00e7a no primeiro dia de trabalho e muito menos se resume a ele. Um bom e efetivo onboarding pode durar meses, de acordo com a pol\u00edtica de cada empresa.<\/p>\n","protected":false},"author":173,"featured_media":2635,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[5865],"tags":[5869],"class_list":["post-1361","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-retencao-de-talentos","tag-recrutamento-tech"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.3 (Yoast SEO v28.3) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Como fazer um onboarding de desenvolvedores bem-sucedida<\/title>\n<meta name=\"description\" content=\"Desenvolvedores s\u00e3o pe\u00e7as-chave de um organiza\u00e7\u00e3o (e caras). 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