Almost every enterprise nowadays is in dire need of hiring IT profies to help the company expand, which is true when it comes to start-ups, middle-sized local firm, or global corporation. Mobile developers, data analysts, engineers fall into a pleiade of specialists that are hardest to employ, and it’s only going to get tougher.
With the deficiency of competent professionals, corporations are forced to pay higher salaries to the talented workers they can find. Does that mean that software developers are impossible to recruit?
How can one hire an outstanding professional?
Here’s what defines a quality developer. They …
- are deeply interested in programming and computer science in general
- try coding in different languages and succeed
- bring innovative ideas to the table
- write codes easily and quickly
So, what can companies do to recruit a top-notch developer?
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Settle for more money
You have to pay the market rate, no less, otherwise, you’re unlikely to lay hands on a suitable software specialist worth his money.
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Define what a “great dev” is for your company
Next time you’re at a meeting, ask your team:
How are you filtering out the capable developers from the incompetent?
Are you being conventional during interviews, asking standard questions over and over again? Dig deeper and escape the risk of eliminating good options because of your own limited experience.
Do you end up hiring the same type of people? Are you in any way biased against potential employees? Do you notice diplomas from Ivy League universities and overlook less prestigious ones?
If any of these points apply, it’s time to reform employment strategies. Most successful IT teams are those with a variety of backgrounds, experiences, even cultures.
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Don’t beat around the bush
Suppose you found a perfect candidate. Get them an offer straight away, before they consult with another company. Make them interested in what solely you have to propose, modify the contract, if necessary. Should the applicant, for some reason, decline the offer, make sure to find out why and improve this aspect in the future.
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Hire people with the potential to grow
Don’t focus on recruiting “the best”, aim at people who can develop current skills into something powerful. Moreover, contemplate how you search for devs. It’s a bad idea to concentrate exclusively on CVs, given that an adept programmer could be horrible at building a proper resume. Look beneath the surface!
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Working from home: yes or no?
Top software developers usually opt for remote work, why not grant their wishes? It is flexible, modern, and efficient. While assembling the team altogether is essential, video conferences and online meetings are a way to go.
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Reality check: does your team assume you are a good boss?
Company reputation is key. Aim your marketing strategies towards recognizing the abilities of new staff. Create a positive environment. Keeping it intact ensures that plenty of people would join your enterprise.
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Public image of the bran
Human perception doesn’t normally associate areas such as healthcare with technological advances, which is a common mistake. There may be more advantages to working for a pharmaceutical group rather than for Amazon. Make it clear for potential applicants, define benefits the company offers.
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Boost your hiring process
Recruitment must be a pleasant experience even for those who subsequently decide to go elsewhere. The interview is where the role is sold. From the start, it’s crucial to find out whether it fits the candidate’s motivations. Show that you value members of staff and have a genuine interest in them. Steer clear of standard test practices, instead, focus on real life: ask to see portfolios, code fragments, publications, blogs.
Skilled developers DO quit their jobs
Sometimes timing is everything. Imagine: your job ticks all the boxes and arrives at a moment when the potential candidate is not at his best, you provide a challenging and exciting opportunity, maybe a pay rise, and – finally – that developer becomes a new team member.
