5 Tips for Hiring Developers
By: Nikki Dent
The need for qualified software developers only continues to grow and companies looking to increase their development staff are finding that it’s a candidate-driven market. Today’s tech recruiters need to be more strategic than just matching backgrounds or tech stacks with a list of requirements. Essentially, you’ll need to become a sales person for your organization and pitch why your company is a good choice for your candidate. Having been navigating these hiring waters ourselves over the last few years, we’ve picked up a few tips for finding developers for your staff.
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
Don’t miss an opportunity to speak to candidates about what sets your business apart from the competition. Do you offer remote work? Is continual education available? For example, we’ve noticed that many developers are looking to work in a culture of growth, so in even our initial conversations we share how supportive Aptera’s culture of education is. Be selective about the value adds you spend time on, though. You could likely talk at length about everything you love about your company, but in your limited time with a candidate try to focus on those value-adds that apply to their specific pain points. This will keep the conversation more focused and fruitful for both parties.
Back Up Your Conversation with Content
There are many developers who feel like they have been burned in the past by recruiters making promises to them that don’t pan out. This can make a lot of people approach future conversations with recruiters with skepticism. Therefore, it can be very helpful to be able to back up your claims with social proof. Videos and other testimonials from employees that prove your culture can go a long way.
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.
Free Interview Question Guide
Make your interview count! Use this guide to help you ask insightful questions and find out if your candidate is the right fit.
About Nikki Dent
Nikki is a technical copywriter for Aptera. With a bachelor’s degree in writing from Saint Mary’s College, Notre Dame, Ind., she has been honing her craft of marketing copywriting for the past six years. In her role at Aptera, Nikki enjoys learning and writing about the technology and strategy at work across the company.