Developers generally create networks and systems that activate and power other systems and applications.
Going through the proper hiring process is essential to hire a software developer who will make your company shine with brilliant ideas and hard work. Having the right developer on your team can mean the difference between a successful product launch and a website overhaul.
Step 1: Laying a framework before hiring
Before you start hiring for your project, it’s best to have a plan in place. This plan will allow you to be ready with specific tasks and responsibilities for candidates before they walk through your door. It will also help streamline potential conversations regarding what type of skill set you are looking for and how long you expect them to work on each development piece.
These questions should help you figure out exactly how many applicants you should be looking for and give candidates clear parameters on what they should expect from an interview with your company.
- What do software developers do?
- What does your project need?
- Is it front-end or back-end development?
- Do you require an all-rounder that can pick up any task given at hand?
- Will you be able to pay someone hourly, or will it be a flat monthly fee?
Evaluate your needs; understanding what software you need is critical to finding the right development team. If you’re just starting, figure out how you plan to utilize software in your business and how much time and money you’re willing to invest in the project.
Step 2: Write an effective job description to hire a programmer
Before you post your job listing, you should have a solid understanding of what skills are needed for candidates to be considered qualified. Be sure that it is clear how these skills relate to your position and why they’re essential. It can also be helpful to provide examples of what makes a candidate well-qualified.
It would be best to consider whether or not certifications or degrees are required or preferred for candidates with relevant experience. Qualifications include education level, years of experience in their field, languages they speak and technologies they know how to use.
You’ll also want to include details about their hours (full-time vs. part-time), pay rate and benefits such as vacations or health insurance coverage. Think about specifics, like where you might want them stationed. For example, if it’s a home office job, do you want them working remotely with access to a reliable Internet connection?
Step 3: Create shortlists of potential hires
Next, you should create a shortlist of potential hires and prepare it in a way that makes it easy for you to assess each candidate’s qualifications quickly. Make sure your list contains information on each person’s education, work experience, and exceptional skills or certifications.
Once you’ve prepared your list, you can begin scheduling interviews. Try to schedule one-on-one interviews with each candidate instead of a group interview if possible. One-on-one interviews give you a chance to get to know each candidate while also allowing them more time to ask questions and elaborate on their responses.
Give your potential hire a project-based task. Having something specific to work on will help define expectations and give them an idea of their expectations. The specifications also help with motivation. It’ll be easier for them to understand their role and accomplish tasks if they exactly know what to do.
Keep in mind that not all tasks are equal, though; sometimes, providing too much instruction can stifle creativity and slow down progress because your software developers will take less initiative. Making these minor adjustments during your hiring process will hire better candidates who feel more inclined to accept an offer.
Step 4: Provide proper onboarding
It’s essential to provide proper onboarding for your employees and work hard to support them in their transition. Here’s a step by step guide that you can adapt for your organization’s onboarding process:
- Provide an offer letter and contract with clear terms
- Give detailed onboarding instructions to your new hire
- Prepare your existing workforce for the arrival of the new developer
- Make sure to set up the new developer’s workspace
- Ascertain that your new developer has access to any required programs, e.g. Github
- Facilitate detailed training and team building
- Follow-up and check in with your new hire
The processes should be clear-cut and convenient whenever possible. If applicants can’t complete onboarding quickly, they may lose interest before beginning.
A company is only as good as its team, and hiring a software developer is no easy feat. So, before you post an online job description or head out to tech events in search of qualified candidates, you need a clear idea of what skills your ideal candidate needs and how much experience you expect. You can hire someone skilled, experienced, and fit your company culture by considering these fundamental questions.