Competing for top talent is a challenging task in today’s job market, particularly for software developers. Software developer recruitment is a critical concern, with 53% of recruiters considering it the most prominent business challenge of the year. Access to software developers is considered a greater threat than access to capital by Stripe.
Moreover, the cost of hiring software developers can be significant, making it essential to avoid hiring the wrong candidate. The typical cost of recruiting a full-time software developer is between $28,548-$35,685.
Interviewing software developers can be challenging, but following a few key principles ensures that you are selecting the best candidate for the job.
- Set your hiring criteria: Before you begin the interview process, you must clearly understand the skills and qualifications you are looking for in a candidate. This will help you to focus your questions and assess the candidates more effectively.
- Keep it conversational, not interview-like: Interviews can be stressful for both the interviewer and the candidate, so creating a comfortable and relaxed atmosphere is essential. By keeping the conversation conversational, you can build a rapport with the candidate and better understand their personality and work style.
- Ask open-ended questions that require more than a yes or no answer: Instead of asking closed-ended questions that can be answered with a simple yes or no, ask open-ended questions that require the candidate to explain their thought process and problem-solving skills. This will give you a better understanding of how the candidate approaches challenges and how they think.
- Get an understanding of your candidates’ technical skills: To assess a software developer’s technical skills, you can ask them to walk you through a project they have worked on, ask them to solve a coding problem, or even ask them to explain a complex concept or technology. By doing this, you can get an understanding of the candidate’s level of expertise and how they can apply their skills to your organization.
The goal of pre-employment testing & screening assessments is for companies to streamline and improve their hiring process, not replace it. Recruiters should aim to use these tests alongside other factors such as education, resume, interviews, and job experience to find the best candidates for the business. Proper implementation, administration, and evaluation of pre-employment tests can simplify the hiring process and help identify top candidates.
In conclusion, by setting your hiring criteria, keeping the interview conversational, asking open-ended questions, and assessing a candidate’s technical skills, you can select the best software developer for the job.