Nowadays, businesses need to go digital and adopt the latest technology to bring customers more convenience and simplify various business operations. Going digital allows companies to utilize the benefit of automation and accelerate production. This is one of the main reasons why hiring software developers is becoming crucial for every business. The demand for top developers is touching new heights, as every company wants to put their hands on them; therefore, hiring them is not a walk in the park. Besides, software developers possess diverse skill sets, so you must find someone who matches your business goals.
This article discusses how you can find software developers who are best suited for your project.
How to find software developers in 2022?
Hiring the right developers is critical to your business. Therefore you need to invest a lot of time and effort as it is very challenging. However, following a structured process can make things easier. Follow the steps below to find the best software developers for your project.
1. Understand the project requirement
It is one of the most crucial steps to hiring talented software developers for your company. You must be well-versed in the project’s requirements, prerequisites, skill sets, and tech stack. There are many tasks that you have to hire a developer for. It can range from building a simple website to developing enterprise-level applications that store and process a large volume of data daily.
Here are some reasons to hire software developers.
- Design basic to high-end websites
- Develop and maintain WordPress websites
- Create and maintain mobile and web applications
- Develop applications to store and analyze large data sets
- Enhance the security of websites and applications
Once you know your project, you need to understand the type of developer you need for that. It’s because they have different skill sets. Below are different types of developers according to the task they perform.
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Front-end developers
These developers specialize in designing user interfaces for websites and applications and are responsible for the aesthetics and layouts of software. They are experts in design principles and scripting languages. Front-end developers should have excellent knowledge of HTML, CSS, and JavaScript.
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Back-end developers
A back-end developer is responsible for the functioning of the software. They need to implement business logic and ensure application performance and scalability. To build applications, these developers must be proficient in programming languages like C++, Java, Python, Scala, Ruby, etc. They must also be familiar with application programming interfaces (API), databases, and servers.
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Full-stack developers
These developers need to have a good command over front-end and back-end development. From building user interfaces to writing business logic or integrating databases, a full-stack developer can develop an application single-handedly. However, they may not have specialized knowledge in front or back-end development.
2. Write a compelling job description.
By now, you know your project and the type of developer you need; it’s time to create a job description. Write an attention-grabbing summary that provides an overview of the position and expectations. A job description should include the job title, duties, and responsibilities, essential and desired qualifications, experience, and compensation.
If you strictly want to hire a senior developer, you must clearly state how many years of experience you are looking for rather than just writing as a senior developer. Since software development is a highly skilled role, you need to mention the programming language and other technical requirements in the job description. Apart from this, give a short description of your company and its core values.
3. Post the job advertisement on talent-sourcing platforms
Posting job advertisements on the right platform is crucial to find software developers. The first step in a job posting is updating the advertisement on the career page on your company website and social media channels. A search engine optimized (SEO) and mobile-friendly job advertisement allow candidates to find it by searching on Google, Yahoo, or Bing. Besides, developers often search the company’s career page for the latest job openings.
You should also post the ad on top talent-sourcing platforms like LinkedIn or Glassdoor. Instead of publishing the advertisement on every job site, choose the talent sourcing platforms that only focus on the specific software developers you want.
4. Look for referrals
Even though you publish job advertisements in various online spaces, finding software developers who match your requirements may take time. This is where looking for referrals is an excellent way to source and recruit software developers. Check with your existing employees to see if they know developers who match your requirements. It significantly reduces the hiring time, and you don’t have to check hundreds of resumes to shortlist the right fit. You can announce incentives to attract more referrals.
5. Shortlist the right candidates
Once you post your job ad on different portals, you may receive hundreds of applications. It takes a considerable amount of time to go through so many resumes manually. To trim this time, you can use an applicant tracking system (ATS) to look for the resume with the right keywords. ATS is a software that significantly reduces shortlisting time and manages the recruiting process, including job postings and shortlisting job applications.
6. Assess their technical skills
You can’t hire software developers without testing their technical skills. Looking at the resumes won’t help you assess their programming skills. A technical assessment is the best way to evaluate the candidates’ expertise in programming languages, databases, and other tech tacks. Every developer, including the freshers, has a programmer portfolio, so prepare to dig into their portfolio to find their previous projects and look up their GitHub account. Besides that, while their technical interview, give them a real-life problem or an assignment and see how they perform. It will help you assess their technical and problem-solving skills.
7. Interview the shortlisted candidates and hire
Once you evaluate the applicants’ technical expertise, you get a list of candidates with the right skill for your project. However, is this enough to hire software developers? The answer is ‘No.’ You must interview candidates to assess their soft skills, including communication, interpersonal, problem-solving, time management, work ethic, and teamwork. It helps you know more about a candidate outside their resume and see if they are culturally fit for the organization, enabling you to make the correct hiring decisions for your company.
Conclusion
Finding talented developers can be challenging and time-consuming, especially in choosing the right platforms to source talents and shortlisting them. However, this article is a step-by-step guide on how to hire software developers. Pay close attention during the technical assessment and interview to ensure that your potential hires are the best fit for your company. Evaluating developers may take time, but you can’t skip it. The good news is, nowadays, various AI-powered developer sourcing platforms are available to find software developers vetted and ready for hire.
Author’s Bio:
Subhasish is a science graduate but a passionate writer and wordsmith who writes website content, blogs, articles, and social media content on technologies, the equity market, traveling, and other domains. He has worked with Affnosys and FTI Technologies as a content writer.
