Best Practices for Hiring Software Developers

Photo by Edmond Dantès from Pexels

Finding a good software developer is one of the biggest challenges for IT and software recruiters. The software developer job is not only about working on development projects but also about staying up to date with all the latest trends and changes in the industry, addressing the needs of the users, and updating the software accordingly. 

According to the US Bureau of Labor Statistics, the demand for software developers will increase by 21% by 2028 compared to 5% for other jobs. 

Here are the best practices in hiring software developers. 

Before starting hiring software developers 

  • Consider the needs of your organization: The software developer should be well-familiar with Python, Java, Git, SQL, Oracle, Linux, etc., as well as cloud-based platforms such as Microsoft Azure and AWS. 
  • Look for knowledge in big data analysis: While working on projects, the software developer will have to develop and maintain big data solutions. 
  • Do not underestimate freshers: They are more focused on the job and determined to develop their skills and keep learning. Freshers might lack experience but with little training, they can turn into the desired developer. Assess freshers with a coding test so that you can evaluate not only knowledge of algorithms and functionality but also the ability to write code. 
  • Be flexible in your selection: A good developer not only has a good resume but also a portfolio showcasing the projects they have worked on. 
  • Focus on expertise: You need to look for a blend of tech skills and soft skills in a software developer. Evaluate the tech skills with an assessment test and use the recruitment process to assess their soft skills. 

Best practices in hiring software developers 

  • Polish the job description: Explain honestly what working with your organization would be like and make sure to list all the requirements properly. This way you will attract candidates with specific skills and will reduce the risk of screening the wrong candidates. Having an honest and thorough job description will attract more quality applications and help the candidates to understand what the job is exactly. 
  • Include a real-life problem in the coding assessment: When using a live coding assessment, you will be interacting with and observing the candidate to be able to evaluate both technical and soft skills. This will allow you to check if the code is written correctly in real-time and have more flexibility compared to traditional white-board interviews and make the process better with leveraging technology. 
  • Be flexible with programming languages: A software developer should be experienced in at least two programming languages and be knowledgeable about other programming languages to be able to be flexible while working on the software. 
  • Assess their communication skills: A good software developer should have great communication skills and be able to collaborate with users to understand their needs and provide solutions.  
  • Have a thorough interview: This is an essential step that will allow you to evaluate the soft skills – even if the interview is held online.