IT’s labor market can be a battlefield. Due to the lack of skilled workers, companies from all sectors are constantly competing for talented developers. While specialists’ experience and hard skills matter a lot, hiring right is more important than hiring expensive.
Overboost.pro believes that communication and a cohesive team are key to success. It is important to establish communication with developers in order for both sides to understand one another.
It Ad hocIt is difficult to be effective with this approach. A company can risk recruiting an employee with poor skills that is not relevant to your project if it doesn’t have clear goals. This scenario can lead to wasted recruitment efforts and unattainable high-quality software.
The key to hiring right consists of many elements that we’ll discuss in this article. Below is a quick step-by–step guide for how to find a qualified professional that will help your project succeed.
1. Find the Gap
You can’t find the best solution if you fail to identify the problem. You can’t have the same approach for every problem, in other words “If your only tool is a hammer, then every problem looks like a nail.”
Abraham Maslow’s famous idea highlights the importance of a personalized approach to every case. That’s why your first step is to identify the gap. Answer the following questions.
- Which business issues does my company have to address?
- Which business goal does my company seek to reach?
- Is there a team member who lacks the skills necessary to achieve the goals/needs of the company?
- What professional experience should a candidate have to contribute to the objective’s achievement?
It is best to break down each problem and tackle them individually. This will help you to understand the competencies required. You can then create an image of the ideal developer by combining a set of skills and knowledge with an appropriate professional background.
2. Find the right place to source
Once you have identified the person you want, it is time to identify where you can find them. Most businesses will choose between the following:
Freelancers
It is difficult to choose the best freelancer when you’re looking for someone quick. There are many developers available who would be happy to work with you. If you’re short of funds, there are many specialists who can help you.
Although finding highly-skilled developers is possible with luck and patience, managing scattered teams can prove to be difficult. If a freelancer will join your team, it is important to plan for how you manage the distributed team. Communication is an issue that many people struggle with. To increase productivity, you need to consider the candidate’s soft skills. These skills are essential for communication with developers, UX designers and QAs as well as teamwork and collaboration.
Agency for Outsourcing
It is much more costly to hire freelancers than it is to turn to an agency. However, it’s more stress-free, because you don’t need to hire talents one by one. By creating an alignment team where experts have come together, you are creating a cohesive group. It increases productivity and effectiveness. However, if you need a full-time employee, outsourcing a team of developers or a single specialist isn’t a good idea: you will have to make a better offer than their current employers does, which may be costly.
Market for labor
We mean the sourcing of developers through traditional channels such as platforms like Glassdoor and social media networks like LinkedIn. Either search for suitable candidates yourself or create a job posting and watch the applications pour in.
There will be many developers available to you, as the labour market is filled with specialists. To the other side, you should be prepared to take a lot more time because you must consider all of them in order to select the ones with the necessary competencies. To find a skilled professional, it is important to not only cover the costs of management but also provide additional benefits for employees. The competitive edge that perks provides in sourcing talented talent can be a huge advantage.
3. Interview
When you find candidates who seem to suit your position, it’s interview time! You need to evaluate the developers’ competencies and soft skills. Moreover, you need to explain the position and specify your company’s expectations from the employee. There are three major stages to the interview:
- Introduction.Interviewees are briefed by an HR manager about the company. They also ask about their backgrounds.
- Technical interview. Tech lead or team leader (anyone who is familiar with the application for a developer’s project) will discuss the details of future work. This allows candidates to get an accurate picture of what the requirements are, as well personal and group goals. At this stage, an interviewer asks project-related technological questions to test the interviewee’s knowledge.
- Exercise in CodingThis can either be live coding, or homework. The task is set up and time limited. Once the candidate has demonstrated his/her abilities, you prepare a test. The task will be reviewed by a skilled developer in your group and discussed with the candidate.
The next stages will vary depending on the company. These may also include interviews for cultural or technical fit. The next step is to address legal questions, compensation, benefits, or any other unresolved issues.
4. Inviting a developer to a team
What’s the next step after you find the perfect match? You can give new employees a 30-day trial period under a contract. During this period they can either quit or be fired. Assign a mentor who will supervise the new hire and give simple tasks for adaptation to the company’s infrastructure and warming up.
Entrepreneurship Life published the article How to find the best developer for your project: OverBoostPro insights.