Recruiting is one of the most critical responsibilities for a business. There are times when it might be difficult. Here are some of the things we’ve learned through the process:
1.. Put Them to the Test with a Technology Issue Your Company Has Faced
Don’t even consider presenting them with a programming challenge you saw on the internet. The applicant will see what kind of project they would be working on by working on a genuine issue from your company’s past. This will indicate if the candidate is a good match for the kind of projects you have available.
2. Be adaptable when it comes to programming languages and tools.
“How would you combine two arrays in Java?” is a question that should be avoided in today’s fast-paced world where computer languages get old as quickly as Parisian fashion. Pay attention to the formula. Pay attention to the candidate’s method of issue solving. Learning a new language is far simpler for someone already good at solving problems than it is for someone already proficient in a single language.
3. Interview the Candidate with at least one more person.
Let’s face it: We all have our prejudices. With few resources, it’s tempting to assume that your coworkers are preoccupied with their own tasks. A second view is essential before making the final decision. Before making a final selection, I make sure that both of my partners get a chance to meet the applicant in person.
4. Never Underestimate the Value of Effective Communication
Communication skills aren’t important when hiring engineers, we’ve been told repeatedly. For large teams, this may be the case to some degree. In a startup context, communication is just as vital for engineers and other employees alike.
5. Establish Expectations Before Making a Hiring Decision
Assuming that your expectations for the relationship do not match the candidate’s, you should be prepared for a swift and maybe ugly breakup. Don’t be shy in stating the obvious. Having the ability to work from home more often is an essential consideration for you. Before extending an offer, make sure they are accessible 24 hours a day, seven days a week.
6. Don’t Put Too Much Emphasis on The Resume
Some applicants who looked fantastic on paper failed miserably in the take-home assignment (which takes a little longer but allegedly calms candidates’ nerves) and the in-person interview I conducted with numerous candidates. These two additional aspects of the employment process are not to be ignored.
7. Ask about their preferred projects or subjects.
You’re looking for a passionate software developer. Nobody on your team should be able to have a conversation about their favorite project or class without bursting into laughter. You’re looking for someone who enjoys coding. Even if they have to code to make a living, they should be enthusiastic about it.
8. Verify that they can write well-written code.
If you have ever dealt with someone who writes sloppy code, you know that no matter how brilliant the algorithm or functionality, no one wants to cooperate with them or even touch their code since it is so poorly written.
9. Don’t be too concerned about a lack of experience.
A recruit with more experience in a repetitious job will be better at their job. It’s common for new hires in the software engineering field, particularly those working in startups, to be tasked with solving issues that haven’t yet been faced. On the contrary, it’s possible to make the case that having more experience makes individuals less willing to change their ways of doing things when it comes to improving a system or process.
Finally, we’d want to emphasize that there are no universally applicable suggestions since no two circumstances are the same. We urge you to learn from other people’s mistakes, but only after adjusting them to fit your own startup’s unique needs.
