Avoid the stress of recruitment as you hire developers for your business. There are many things that you can do in preparation for the process. Here are some things you can consider to jumpstart your plans.
Recruitment in the software industry is already a challenge in itself. An article published by Forbes points out the possible shortage of developers in the market. So looking for top talent to hunt can be daunting.
So if qualified developers are already scarce, where do you look for them? Or better yet, how can you compete with major IT companies in terms of compensation? And on top of that, the risk of an unsuccessful hire lingers at the corner.
To ease the pressure a bit, you can always prepare for the recruitment process. Here are some things you can do before you take the first step to hiring developers.
Take Note of These Things Before You Hire Developers
There is more to hiring than posting a job ad. Therefore, before and during the process, as you hire software developers, consider these things ahead of time. These tips may even make recruitment easier for you and your business.
1. Get your employer branding out there
Do you want to compete with other major companies in looking for top talent? Brainstorm with your marketing and human resources team to strengthen employer branding. If done right, potential candidates are the ones who will approach you for opportunities.
To make this happen, present your company as a great place to work at. Make sure you emphasize your workplace culture and corporate values.
And avoid putting anything that may compromise your integrity in the eyes of your new hire. Otherwise, your reputation is at stake when word gets out that you have been dishonest in presenting your company.
2. Get familiar with the software development process
To hire developers that fit your needs, you have to understand the nuances of the software industry. This way, you can distinguish a good candidate from an unqualified but confident one. You can also set proper business goals and expectations beforehand, and share them with the potential hire.
For instance, since you understand the typical day of a software developer, you know how to set reasonable deadlines. So during the interview, you can specifically ask the interviewees how they would feel about this turnaround time for a certain task.
Doing so can help you gauge how the person will fit into your working environment. And the applicants can also measure if they can do the job well. This lessens the risks of new hires resigning immediately after onboarding due to unmet expectations.
3. Define qualifications clearly
What are the technical skills needed for the position? What do you consider as relevant experience? Are there any soft skills that you’re looking for? These are important questions that you need to answer before posting the recruitment announcement.
Many unsuccessful hires are due to employers not clearly determining what they need. This can lead you to hire developers who may not fit your team culture or may not perform well on the job.
Therefore, create a list of must-have qualifications for the job vacancy. You can also create a list of good-to-have skills to help you compromise in various situations.
4. Create a specific job description
Be careful in defining the job description as you hire developers. Ensure that specific tasks and responsibilities are clearly outlined for the potential applicant to review.
It should also contain any company-specific requirements, like technologies to be used on a certain task. Moreover, you can set other details for the position.
For example, if you need the position to be on a shift to coincide with another timezone. This may seem like a piece of unnecessary information; however, it can be a big factor in an applicant’s decision. And it can also be a significant factor for new hire retention.
5. Organize a plan to help verify credentials and portfolio
If you have an established HR team, this is just a piece of cake. However, if you’re still a growing company, it may be tempting to forego checking into the applicant’s credentials. But that must not be the case even when you decide to hire freelance developers.
Now, to make things easier for you, ask the team for support. While you’re busy with the interviews, assign senior developers to help check resumes and portfolios. Since they have the technical expertise, they know who’s who.
And make sure to schedule the verification of the applicant’s credentials. Remember that it’s possible that applicants may misrepresent themselves. So it’s better to be thorough during recruitment.
6. Prepare technical skills assessment using real-life scenarios
To measure how an applicant fits in your organization, create a test using real-life problems. You can review what kinds of issues you encountered in previous projects, and mimic them.
During the technical skills assessment, ask the applicant to resolve it for you. At the interview, ask them to explain their solutions. This way, you have an idea of how they work and measure if it meets your expectations.
7. Have a recruitment consultation lineup
Do you think you’re not experienced enough to hire coding help? Then look for people you can consult with during recruitment. These people can be your networks in the industry or senior developers in the team.
There is no shame in asking for help. So whenever you encounter a wall in some tasks, ask them to guide you throughout the process.
8. Research the industry standard for developer rate
Good developers are in demand, so you must make a tempting job offer. For that to happen, do your research about industry standards regarding compensation and benefits. When you have an estimate, the next step is to figure out your budget and create a plan on how to best present the offer.
Do your due diligence before you hire developers
Hiring new employees can come at a considerable cost. It goes beyond the compensation and benefits you’re offering. But you also need to take into account the expenses incurred before you found the right developer.
Therefore, it is good to be savvy in every step as you hire software developers. And with these tips, you are more prepared to tackle the challenges of recruitment. Take note of what applies to your situation, and enhance other advice to fit your requirements.
But what if there is an easier way to hire developers?
Full Scale offers offshore development services for businesses of any size or industry. We can work around your requirements and customize effective solutions to your needs.
Given our meticulous technical skills assessment, you can quickly and confidently build a team of highly skilled professionals. What’s more? You can take advantage of the benefits of having a remote development team at a client-friendly, monthly capped cost.
Why don’t you talk to us today? Let’s discuss the right solutions to your biggest business problems.