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The Golden Question: How to find the right developer for your company & project?

How to ensure you find the right person to fit your company culture and needs?

As increased digitization forces organizations to quickly adapt the latest technology, most businesses require software developers. However, not all companies have the resources for hiring experts with technical backgrounds as part of the recruitment team. And very often non-technical employees participate in the recruitment process.

It's difficult to discover the right IT talent because the market is flooded with specialists with diverse talents and experience. It's crucial to grasp a few quirks of hiring expert developers in order to make well-informed hiring selections.

What qualities should you seek in a future software developer? Which talents are important? How do you prepare for an interview and which questions should you ask in order to evaluate their qualifications and recruit an expert, or look to hire an external partner to help you with the technical side of the business? This post will provide solutions to all of your burning questions.

Tips to make the process of hiring a developer easier

Let's start with some strategies that will help you get closer to hiring and working with software development experts.

1. Determine your needs, standards and budget

The first step in hiring professional developers is to carefully define your tech skills & requirements. You should already have your main tech stack that defines your company standards and processes.

If you're unsure about the programming languages or technologies to use, schedule a consultation with a seasoned IT specialist who will walk you through the tech stack that will be most appropriate for your situation. You will be able to determine what type of expert you require and what your candidate search criteria will be based on this information.

2. Check talent availability

Software developers are the most in-demand professionals in the job market, making them very difficult to find. Check the availability of local talent and set the time frame for closing the deal with the developer.

While hiring local workers may be expensive and time-consuming, it may prove to be more productive and efficient, as sometimes locals and people living in your country and culture can prove to be more valuable and understanding of the company needs & atmosphere around the workplace.

Sometimes hiring an external development company may prove to be more efficient time wise, especially when you have short term projects that do not tend to have the constant need of having a developer employed full-time.

3. Make sure to prepare the right job description & requirements

In the process of hiring competent developers, a well-written job description makes all the difference. The number of job positions is enormous, and your duty is to be as clear and transparent as possible in order to attract qualified individuals.

Include what qualifications, experience, degree subject, soft and hard (tech) skills you're searching for in the required section. In addition, specify what tools they should be familiar with and whether they have an interest in a specific industry.

Don't forget to include a brief company profile so that applicants may decide whether or not they want to work for you and join your team. If at all possible, include some key details regarding the project.

4. Explore multiple different factors and options

Following the posting of your job description and receiving applications from candidates, you must carefully assess each applicant's career path. While you should have some expectations from your future developer, you should also be open-minded and acknowledge their potential. Examine each application and choose the most suitable candidates for the following steps of the interview.

5. Set up and plan the interview

There may be several stages of interviews depending on your requirements. However, you should concentrate on preparing for your in-person interview. There is only a short number of opportunities to see if the prospect is right for the job. You should prepare your communication flow ahead of time. Consider what questions you'd like to ask and what facts you'd like to learn throughout your talk.

You can set up questions depending on your company profile, needs and industry, and ask job related and non-job related questions to the candidates. One thing to consider is not to make them feel like they are going through a school test, but make it as comfortable as possible.

6. Arrange a technical test with suitable candidates

You should conduct an appropriate technical assessment to evaluate the experts' abilities before working with them. This stage of recruitment is critical for screening since it allows you to see their technical talents as well as problem-solving abilities in a real-life scenario.

Make sure your test task is relevant to your business or project, and you'll be able to see if it's a good fit. A candidate will demonstrate their approach to tackling a work-related difficulty by completing the test task, allowing you to make an educated final selection. If the results of the technical test aren't enough to persuade you, you can always ask for a recommendation from a previous employer.

7. Ask for external assistance

If you are not an expert in recruiting specialists, particularly in the tech industry, you might consider partnering with agencies that can handle the entire software developer recruitment process for you.

You may focus on more critical business growth activities instead of wasting time and money on locating the perfect specialist if you have a dependable tech partner. And a dedicated partner will handle all of the specifics, either by providing you with their own workforce or by immediately hiring the best specialists with suitable tech experience and abilities to work on your project.

Soft and Hard skills that are crucial for a qualified developer

Another important aspect of recruiting skilled developers is understanding what soft qualities and technical qualifications are required from a professional who can contribute to the project's overall success. Here are the ones to pay attention to while interacting with your candidates.

Summing up and our takeaway Thousands of software engineers everyday are looking for a new technological challenge to take on as demand produces supply. Whether you want to hire more people internally or work remotely with a few developers to build your product or service, the hiring process must be completed with great respect and attention to detail.

The decision to hire new team members always depends on the company's needs, structure and goals. Hiring developers full time always makes sense when your business is tech-related, but what happens when budgets are tight and you need a short term solution for an upcoming project or single need? That is when collaborating with an external IT consultancy makes the most sense, especially when dealing with seasoned professionals that know the industry inside out, and will be able to provide you with an excellent solution and service, while also generate new ideas you have not considered before. Our team at Relu Solutions has seasoned tech professionals that have worked in multiple industries and will be able to provide you with top notch Danish quality and assistance with all your digital needs. Contact us today and book your free demo.



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