Recruiting software developers can often be an overwhelming job. There are so many moving parts from front end developers to back end coders to security specialists not to mention an ever-changing array of languages. The bad news is that it isn’t going to get simpler any time soon. In fact, it will become more complex. New disciplines will be created, and languages will continue to evolve rapidly. The good news is there are three key areas that can help you organize and simplify the process.
If you have read many of my blog entries, you know that I’m a stickler for a well-written job description. This is the first task in the process of recruiting an IT professional and it is a critical task. Doing this part right can save you many headaches down the road. Make sure that your job description clearly describes the following items to prospects.
Hours of Work
How the Position Fits into The Organization
Your goal is to provide candidates with a solid mental picture of what the job and company are like.
A Different Kind of Technical Interview
Technical interviews can be very tricky. Many hiring managers are opting for the complexity of a take home project. While this can help determine a candidate’s technical skills it can also be problematic. This type of tech test can drain resources of an already understaffed team. Assessing the prospect’s work can take many hours that you may not have to spare, and it doesn’t really tell you about the person’s problem-solving methodology. I prefer a conversational interview that includes one or two senior developers from your team. Focus the conversation around how the candidate approaches problems rather than granular code questions. Languages will change and developers will adapt to that. It is more important to find a developer with creative problem-solving skills.
Just like a well-written job description, setting clear expectations up front will eliminate many problems in the future. The new team member should understand clearly what is expected of them. They should know their personal, team, and corporate goals and how their personal goals align with the team and company goals. Often managers will simply give a new hire their employee handbook and tell them to read it and get back with any questions they have. While it is important that your expectations are written, it is even more important that you review them face-to-face with every new employee. Taking the time to explain your expectations demonstrates how important they are to you and that you are there to help.
Danielle Foppe is a Recruitment Manager at Business Centric Technology. If you are interested in learning more about how to get the best IT talent in the Dallas metroplex, contact Danielle specializes in recruiting IT talent in Dallas, Ft. Worth and North Texas. If you are looking for a rewarding career contact us today.