If you own an IT and software development company, you know that you often face different challenges. When you have to track down the ideal software development talents, you have to look over every potential resource and contact as many people as possible.
The current software developers market is rich in specialists in many fields, like artificial intelligence, IoT, app maintenance, academy instructors, and dedicated professionals.
So, it gets pretty challenging to spot the quality ones because they probably work on many projects or have full-time jobs. That’s why services like Adeva support the global talent network, giving you options to hire a developer for a specific job or project.
When to Hire a Talented Developer?
When your company faces challenges and works on more complex projects, you need both talented and experienced developers. It may seem like the same thing, but we must note that gifted people are not always experienced enough.
But, if you combine them, we are sure that you will be able to accomplish extraordinary results.
Keep in mind that software developers are in high demand, and you need to hurry with your recruitment.
Make the Hiring Process Short
Long recruitment seems like the best solution for the employer. But do you know that many candidates are likely to give up if it takes too long to test their skills and expertise? If you have a long hiring procedure, consider making it shorter because you don’t want the best talents to abandon you. This way, you stay competitive, and many will recommend you to other software developers.
Determine if You Really Need a New Developer
Many employers make the same mistake. They think they should hire more people, but the truth is they only need to split the roles and tasks appropriately.
Sometimes, they realize this during the final recruitment stages they don’t need this person. So, before starting the hiring process, make sure you indeed need to hire a new developer.
What Skills has the Perfect Candidate?
When hiring a software developer, it’s all about skills and talent. So, before running the whole recruitment process, we suggest you create a list of required skills. You can do the same with your job description too. That way, only eligible candidates will apply for the position.
Also, write down all the struggles your current team has, and ask the potential candidate how they would resolve them. You can even include some of the in-house developers in the process, so you can together determine the right pack of skills you need.
Additionally, all the skills depend on the projects and their diversity. For example, you can’t expect a Laravel developer to know precisely how the node js hosting works. That’s why you have to pay enough attention to all the skills, but choose those that fit entirely the projects you work on.
Don’t Focus Only on Technical Expertise
One of the greatest mistakes people make is looking for raw technical skills and professional background. During the process, they forget about something even more essential, known as soft skills.
You may have the perfect candidate if they don’t know how to communicate correctly with their coworkers. Sometimes you can find the best technical fit who is too focused on their performance and doesn’t accept any suggestion.
Also, people who love to learn new things are always a better choice than those who think they know everything. So, you have to appreciate the technical skills for sure but never skip on the soft skills too.
Go Beyond the Specific Requirements
We all know that you need a professional developer in the first place. But what do you really need? Is a software development specialist enough for your role? Do you need someone who resolves issues instead of creating new apps and software?
Or maybe you need an experienced person to lead your team of experts? Maybe someone who has experience as a team leader will be a better fit than the best software developer on the market.
Also, if you want to hire inexperienced people, your company may need some fresh air. Younger people have a different approach to resolving and fixing things. That’s why your team must be diverse in many aspects.
For example, a senior developer provides knowledge, specialists know how to use it in solutions, and beginners see things from a different angle. When combined, they will provide significant expertise and long-term functional solutions.
Create the Perfect Recruitment Funnel
You can do this once and see how it fits as a practice. As we said, software developers are often demanded in many companies.
So, we suggest setting up a recruitment funnel, which will include some of these steps:
- Create the ideal candidate, including the hard and soft skills
- Define their responsibilities
- Formulate the ideal questions you will ask them in an interview
- Find the relevant talent resources
- Sign up for a few recruitment services
- Use the hybrid approach of testing soft and hard skills
- Look at the CVs you received together with an HR expert
- Create a regular procedure that won’t take a lot of time
- Split the interview into the main and technical part
- Recognize the potential in every candidate
- Filter out the best ones and move to the next phase
- Run some tests or technical interview
- Send job offers to the top 3 or top 5
- Negotiate the terms
- Hire the right person
As long as you have a pre-defined protocol, hiring the right person for your job would be much easier.
The Closing Thoughts
Looking for the best software development talents has never been easier. You can focus on any skill you prefer and filter out the best people who can fit your company. You can even hire full-time, part-time, freelance, and outsourcing professionals who will always deliver quality jobs.
Finally, it’s all about being professional and open to learning and growing. So, if you find a candidate who prefers that way, we suggest helping them nurture their talents. That way, they will become an essential part of your company, as you always complete the projects on time.