As we live in a more technologically advanced world, hiring software developers is becoming more crucial. Many businesses, whether big or small, are recruiting software developers for various positions, including data scientist developers, Android developers, iOS developers, web developers, etc.

Since this position is in demand, recruiters must either enhance their technical hiring procedures or adopt best practices to speed up the hiring process. Using the appropriate tools and technologies or introducing new hiring tactics are examples of applying best practices in this situation.

Many non-tech recruiters frequently make hiring mistakes when outsourcing software developers for the organization due to their lack of technical expertise and experience. If you’re one of them, don’t fret. Here, we’ll review the X dos and don’ts for choosing the best software developer for your business.

Do’s

Be Transparent

The secret to success is to be truthful and clear-headed. Your requirements, the interview process, the workplace environment, and the culture must be precise. Potential candidates will feel more trusted if you specifically define your standards and improve the hiring process. They’ll appreciate it and recognize your sincerity. Doing this will also encourage them to be more eager to work for your company.

Involve Senior Developers

If you are a recruiter with no technical knowledge, involving senior developers in the hiring process will help you streamline the hiring process. You may also include the CTO in setting up the hiring procedure to ensure all relevant procedures are performed. Doing this will make you confident that the candidate will fit well with your team and organization.

Utilize Online Resources and Social Media

If recruiting sites are not an option, you can search for software developers on websites like GitHub, Stack Overflow, etc. These websites allow programmers to interact with online users and solve technological problems. You can thoroughly understand candidates’ technical talents by looking through their profiles.

Software engineers can easily be hired via social media. LinkedIn can help you locate qualified people to meet your company’s needs. Setting up a LinkedIn company page, posting your job opening, and promoting it is the only thing left.

Use Realistic Coding Assessments

Utilizing the potential of code assessment tools will assist you in selecting qualified applicants. By taking a coding test, you might avoid spending the time, Money, and effort hiring a software developer.

The most effective method of candidate screening is to do coding tests. They are made to determine a person’s suitability for the position. In a coding test, you can ask candidates to solve a specific set of problems or to build a piece of code in response to a real-world scenario. It will give you a thorough understanding of the candidate’s technical abilities and how long it takes them to complete the questions. 

Monitor KPIs

What will and won’t work when you hire software developers for your company will also rely on your industry, the country where you operate, and other factors.

Finding strategies to expedite the procedure while maintaining professionalism and tracking progress and setbacks is necessary. To get the best ROI, find out how much each channel’s cost per hire is and keep optimizing.

Make Prompt but Deliberate Hiring Decisions

It would be best to act quickly, but you must choose the appropriate candidate. To extend an offer to the top candidate within hours or days, or at the latest, within a week following the last interview, you must expedite your hiring process. Even same-day hiring has been welcomed by several recruiters.

Don’t’s 

Writing an Unclear Job Description

The first thing a candidate encounters is a job description. A general job description can cause several misunderstandings throughout the hiring process.

Candidates will find it easier to understand the job profile and determine whether it is a good fit for them if you provide a clear job description. You must include all the processes and duties the job is expected to perform to create an exciting job description.

Fast Hiring

Your business is expanding swiftly, so you must hire developers quickly and adhere to deadlines. That’s understandable. However, this hasty hiring will cost you dearly in the long term. Although you might be tempted to hire the first applicant with an impressive past who crosses your desk, fast hiring results in churn that happens much more quickly, and recruitment is an expensive process. One bad engineer can cause your team to work slowly or introduce code flaws that will increase expenses.

Having a Vague Idea of the Project

With a comprehensive understanding of the project and requirements, most businesses can easily outsource their technical recruitment. But having a vague idea of the project may result in several issues and challenges in the long run. You must have a clear understanding of the targeted goals for your firm before engaging an external staff.

Not Checking References

Most of the time, hiring managers neglect to check the online and offline references that applicants provide. It is a standard error to hide the weak spots of the applicant you intend to hire. It is usually advised to contact the references the candidate gave.

Skipping a Video or Phone Call Interview

Every recruiter should refrain from shortlisting candidates via online tests and chat rooms because this is a bad recruiting practice. Evaluating their personality, technical skills, and soft skills will be challenging during the technical hiring process. To assess the candidate’s soft skills, you must conduct a voice or video-based interview that lasts at least 10-15 minutes.

Don’t Cheap Out

Cost-effectiveness is a top priority for many businesses, and they frequently decide to engage a cheap software developer. A low-cost software developer can help you save a lot of money, but you will also have to sacrifice quality, which will negatively impact your business long term.

Final Thoughts

Hiring a technical team can be challenging, especially for a non-tech recruiter. You must first decide which type of software developer you should target to save both your valuable time and the developers’ time. Then, structure your technical hiring process using the dos and don’ts we have listed to evaluate your candidates on all the crucial factors without skipping any.

Originally Published on https://www.breakfastleadership.com/

Michael Levitt Chief Burnout Officer

Michael D. Levitt is the founder & Chief Burnout Officer of The Breakfast Leadership Network, a San Diego and Toronto-based burnout consulting firm. He is a Keynote speaker on The Great Resignation, Quiet Quitting and Burnout. He is the host of the Breakfast Leadership show, a Certified NLP and CBT Therapist, a Fortune 500 consultant, and author of his latest book BURNOUT PROOF.