5 Tips for Hiring Developers
5 Tips for Hiring Development Staff
Write a Great Job Description
Your job description is often a candidate’s first impression of your company, so you want it to properly reflect the job and your company culture. A strong job description should be up-to-date, descriptive of perks, and be broad enough to cast a wide net. You don’t want candidates to rule themselves out, so keep your description as broad as you can, but be sure to include the extras that make working for you enticing like benefits, mentoring, training, and work/life balance. When crafting the description, try to write in a tone that reflects your company culture. Are you formal and business-like or casual and fun? You want that culture to be felt right from that first interaction.
To help you get your job description just right, you can download our helpful developer job description template. We used one of our postings as a model and offer up helpful pointers to help you carefully customize yours for your business and the role you’re hiring for.
Uncover Pain Points
To tell if you and the developer are a good fit for one another, it’s important to find out their pain points. When people take a call from a recruiter, they typically have a reason to be doing so. What are they dissatisfied with in their current job? If you can get the person to share their pain points with you, then you can directly address those in conversation. This way both you and the candidate can feel out if you’ll be a match from the first phone call.
Sell Your Value Adds
Back Up Your Conversation with Content
With competition for developer talent at an all-time high, you can’t hold out for that bullseye candidate with the exact tech stack you’re looking for. We’ve found that it’s much more important to look for passionate people who want to learn and then set them up with training to bring them up to speed. To tell if your candidate has a passion for technology and learning, ask about their side projects and how they teach themselves new tech, and listen for passion and eagerness in their responses. A red flag candidate is one who won’t be able to name resources they use to learn.
We know that there is good development talent out there looking for their perfect match! For even more pointers about the interview process, download our free sample interview questions for developers.
If you need to staff up more quickly than a hiring process allows, outsourcing a project to consultants is a great way to keep deployments rolling. Reach out to us to learn more about working with our team.