How to hire a software developer
Do you want to hire a software developer? You should know that the job has evolved over the past few years, but the qualities of a great software developer haven’t changed. They must have excellent programming skills, demonstrate strong concentration and bring that touch of ingenuity that enables them to find elegant solutions to difficult problems.
But today’s software developer is also a team player. Abandoning the idea of the legendary lone coder, the developer world has turned to methodologies like Agile and DevOps that involve teamwork, communication, and collaboration.
This position can still be difficult to fill: The competition to hire software developers may not be as intense as it was before, but the demand for talented employees remains high. And in this particularly difficult business environment in which we do all of our business, you can’t afford to let the best through – because, let’s face it, your competition won’t.
Here’s what you need to know about hiring software developers today:
Determine the type of developer you need
There is a great diversity of software developers, but most of them fall into one of three broad categories:
- Back-End Developers – If the Front-End represents the software chassis, the Back-End constitutes its engine. Back-End developers typically work in a compilation language, such as Java, C ++, or C #. Besides, these developers have a good knowledge of technologies related to databases like SQL.
- Full-Stack Developers – Full-Stack Developers do all of the above. As part of an enterprise, Full-Stack developers can help with application design, project coordination, and more.
There are other kinds of software developers, including those who specialize in middleware, security, and big data. To define the role, you want to recruit for, think about what type of software you are developing and what additional skills you need within your development team.
Craft a winning software developer job description
When you advertise a job opening, you need to give applicants a clear idea of the ideal software developer you are looking for. To do this, here are some points to consider:
- Essential Technical Skills – These are the main programming languages that software developer candidates need to know from day one. Incorporating these skills into the title of the job description is a good way to attract the attention of developers who might not be aware of a more general title. If you know the developer will work primarily in Java, a job posting called “Java Developer” makes more sense than “Software Developer”.
- Desirable skills – You might choose to add some desirable skills that are useful, but not essential, such as knowing how to use Docker or Amazon Web Services (AWS). But no candidate is omniscient, so be careful that desirable skills aren’t seen as must-have skills.
- Team-oriented environment – Today, development is teamwork. So you want candidates whose work style matches your corporate culture (and vice versa). Is your team Agile? Planning to switch to DevOps? Are the hours from 9 a.m. to 5 p.m. without exception, or do you have more intense periods when everyone is working overtime to meet project deadlines?
- Personal skills – These can be as important as programming skills, especially in a collaborative environment. Emphasize soft skills essential for this role, especially those related to communication, empathy, and teamwork. And in this age of physical distancing, your new hire needs to be as efficient and comfortable with telecommuting as they would be in the office.
Make the most of interviews
Because software developers need to be balanced, show team spirit, and be programming geniuses, it is common to assess a diverse set of skills in two interviews:
- Technical Interview – Ideally this should be an in-person or video interview with a qualified developer on your team. If this is not possible, send the candidate written questions to test their programming skills.
- Personal interview – Personal interviews can be conducted by any manager or human resources professional. If the interviewer has no coding skills, he or she can test the developer’s ability to explain difficult concepts to a layman. And just like in an interview, you’ll pay attention to personality, personal skills, and career background while assessing the candidate’s fit with the corporate culture.
Try not to let too much time pass between the first and second interviews. Keep the candidate interested – and keep your hiring team up to date. You want to assess each candidate’s qualities when you still have the interview in mind. Waiting a week or two between interviews can muddy the waters, and you risk seeing that rare gem slip through your fingers (or hire the wrong person).
Offer a competitive salary
Even in an uncertain economy, applicants for software development positions expect to be offered a decent salary. Robert Half Technology’s 2020 Salary Guide reveals that the median starting salary for a software developer is $ 84,500. (Job location can drive that number up or down. Use our salary calculator to find out what candidates in your market can expect.)
Team up with a recruitment specialist
Hiring software developers can be a laborious and time-consuming process. Writing a thoughtful job posting that leaves nothing to chance, sorting through stacks of resumes that are likely to pile up, assessing candidates, and calling in references can take weeks – and this at a time when you need to be. focus on your business like never before.