There are over 250, 000 web designers and 3.6 million software developers in the US. This number consists of both professionals and hobbyists who have varying skills and capabilities. As a result, companies need to come up with robust techniques to ensure they get only the best from this pool. Here are five key guidelines that will help you recruit only great developers.
Take Your Time When Hiring
Identifying someone who has all the qualities required in a developer takes time. Hire slowly, even if you find someone who matches all your requirements in a day. The construction of your team is very important, so you have to be careful about who you bring in and who sticks around. By hiring too fast, you make a lot of mistakes that can cost the business later. Being slow gives you ample time to analyze your recruits so that they fit in the team. If you have the right team, everything will click together, from the production processes to the implementation stages. You can offer a series of consulting contracts to applicants who pass your rigorous screening process for at least two weeks. From there, you can come up with the final list of best performers during the period. Invite the rest of the development staff to evaluate them and decide who to keep.
Concentrate on More Than One Person
You need more than one person to come up with a good development team. Do not concentrate on one highly qualified individual at the expense of other deserving applicants. A software is built in a collaborative environment that requires a collective approach from all members of the team. Relying on one person can leave you vulnerable to production hitches, especially when the individual cannot perform his tasks due to an illness or any other emergency. What you need to do is to get the best out of everyone you hire. If you have one or two developers who are above the others, you can share their expertise with them.
Do Not Go for Someone With a Particular Set of Skills
Technology is very dynamic. Something that is relevant today can become obsolete in the next two or three years. It is better to hire someone who is flexible and can adapt to new trends rather than one who has a set of skills but cannot learn new things that come along. This requires a set of techniques and strategic IT staffing methodology to succeed. You need to come up with questions that reveal how the applicant would behave in a different setup. This may include a new programming language he would like to explore, his favorite technology conferences and new tips and tricks he has learnt recently.
Try Out Applicants with Small Projects
According to a recent study, many companies have changed their hiring strategies to include contract terms that extend for one to four weeks. Testing is an ideal way to screen the applicant and get a first-hand experience of what he is capable of. Therefore, be sure to give your applicants small and non-critical projects first. Doing this will let you observe how the applicant delivers the product. You will also see how creative and fast he is. Test inexperienced candidates for half a day before committing to the long-term process. You can choose to pay during the testing period or ignore. However, this will largely depend on the agreement between you and the applicant.
Consider the company’s tech specialism
You need to get a developer that suits your tech specialism. This includes identifying the specific programming languages you require and the technologies you use. Doing this will help you come up with an effective plan to hire a candidate who can work with the current systems in your organization. It is also important you evaluate non-technical skills to enhance the candidate’s aptitude
Your organization could benefit tremendously from the large pool of unexploited tech talents in the United States. But this is only possible if you are willing to employ effective recruitment strategies. Think about what technical specialism your organization associates with. Think about the effect the new developer will have in your firm and the type of projects you plan to handle. The guidelines discussed above will help you find a candidate that suits all your needs.
By: Sia Hasan