Georgia | 23 March 2022
There are many things that attract developers to a job in today’s world. Salary is becoming less important and there is more of a focus on the benefits that they receive from their employees. Developers are more interested in how appealing the job itself is and whether it allows them to further develop the skills they already have. However, developers have also shown that good communication within the company between employers and their employees is also vital.
It is always a great idea to ensure that you’re prepared for the interview in advanced and you know how you want to structure your questions as this will help to select the right candidate. Once you’ve started interviewing your selected list of candidates, it becomes easier to determine the types of personalities and different level of experiences the software developer has. During conversations with your selected candidates, you can have more of an idea whether this person meets the needs of the specific role or not.
Its important to speak to candidates on the phone as you will be able to pick up on matters that may be overlooked on their resume. Here, you can assess how the candidate communicates and their attitude towards the role and how that might impact that specific role.
In order to find the right candidate for the role, its important that you prepare a list of specific software requirements that have detailed information on the technical skills like (programming languages, platforms, development tools) that you need to look for in the potential candidates.
If you are looking for a developer, you can ask them to show you the projects they have already completed that way you can see exactly what they have done.
The developer’s level of communication is important as they will be ensuring the whole process is understood by their team and can demonstrate their adherence to a schedule from start to finish. Additionally, keeping to a specific time frame allows the company to get more of an understanding into workplace productivity.
It is worth noting that, all employees will have to work with browsers, use modern design standards, efficient database schemas, integrate with other frameworks or platforms so finding the right candidate who is proficient in their specific area of work will always be the right candidate, rather than focusing solely on the developer that has had a lot of experience.
Ability to deal with pressure
There are many complex issues that arise in the development of tech and software and as developers are under time constraints all the time to get the job done, it’s important that the developer can cope with the stresses that they may face within this process.
There are many ways in which you can find out their ability to deal with stress, one being surprise testing using an online form with questions related to stress management. You can create stress management online tests by checking out Giosg and selecting one that best suits your needs.
Like most professionals, having a developer that is responsible is important as these are the types of people to get the job done properly. Generally, these are the types of people that are leaders within their workplace. If you’re looking for a role model or team leader, ensure that this candidate is prepared to take full responsibility of their work.
Although creativity isn't a common trait within software developers, it's good to have a developer on your team who can think outside the box and get creative with their work.
Building a good relationship with your employees is the best way to achieving the top results. People are more willing to go above and beyond when they are working with people that they trust. Like mentioned earlier, developers are attracted to a good company culture and knowing that they can trust their employer.
When speaking with a potential candidate, a popular recruiting technique is mirroring. This is where you repeat key phrases or words back to the candidate that have appeared on their resume. Another key point is, whenever you notice a candidate has an interest in a particular topic, pay attention and allow them to elaborate and expand on that topic.
It’s always a good idea to mention to the potential candidate negative aspects of the project and potential risks that may occur. This allows the potential candidate to view you as an honest employer.
It’s important to think about what might attract the attention of a potential candidate – benefits of working with the company, interesting projects that are arising. Keep things visual with a quick ad or a quick message that interest you and encourages you to contact. The longer the intros or ‘about us’, the faster they’ll lose interest.
Nothing but the details. Don't waste your time or the programmer’s time by writing out information that they will not read.
Your offer should only contain specific data like:
You can share about your internal work environment, training facilities like skill development, stress-removing course, etc.
Following these recommendations should help you in your search for finding great talent. Please reach out to the team at Circuit if you'd like additional advise or assistance in growing your team!
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