How to Hire a Software Developer? 7 Tips from an Expert

Do you need to hire a developer for your business? Although the job has lately evolved, excellent software engineers still exhibit the same qualities. These professionals need to be exceptional programmers with a laser-like concentration on the work at hand as well as a dash of creativity to come up with elegant solutions to complex problems.

The software engineer of today is also a good team player. In the development realm, methodologies like Agile and DevOps, which emphasize teamwork, communication, and collaboration, have replaced the mythical lone-wolf coder avatars.

It may be difficult for software engineers to get employment in the current job market. To put it frankly, the sector is seeing intense competition for extraordinary people as companies work to advance their digital transformation and position themselves for growth. According to the most current Salary Guide from Robert Half, one of the IT jobs that are in high demand right now is a software engineer.

So, how can you raise your chances of hiring remote developers? What you need to understand is as follows:

Select the Kind of Developer You Need

A properly focused search when hiring remote developers can result in success. Despite the fact that software engineers come in a wide variety, most fall into one of three groups:

• Front-end developers are responsible for creating the user interface, whether it be a website, an app, or another type of interface. Typically, developing the front end requires knowledge of coding languages like JavaScript and a flair for design.
• Programmers working on the back end of a piece of software are the engine if the front end is the chassis. In their job, back-end developers usually employ compiled languages like Java, C++, or C#. These engineers frequently have a strong understanding of database systems like SQL as well.
• Developers that handle the entire gamut of the aforementioned responsibilities are known as full-stack developers. Full-stack engineers may help with project management, application design, and other responsibilities in an office setting.

There are more developers outside generalists who concentrate on middleware, security, and big data. The role you want to fill depends on the type of software you’re producing and the additional skills your development team needs.

Create an Effective Job Description

When you post your open position, be sure to clearly describe your ideal software developer. The following should be considered while hiring remote developers:

• Technical Skills – This refers to having a firm command of the most important programming languages, which a software developer will need to perform their job successfully right away. Incorporating the name of an essential programming language into the job description title is an excellent way to attract engineers who might overlook a more broad post. For instance, if you know that your developer would be working mostly in Java, a job ad labeled “Java Developer” makes more sense than one branded “Software Developer.”
• Good-to-have abilities – You could want to include a few other skills on your list that are beneficial but not essential, such as working with Docker or Amazon Web Services (AWS). Since no applicant is an expert in everything, it is crucial to make sure that the nice-to-have skills aren’t portrayed in the job description as a need.
• A Team Environment at Work – Development nowadays is team-based, thus you want candidates whose work habits will match your corporate culture (and vice versa). Is your team flexible? Thinking of switching to DevOps? Does the staff work overtime to meet deadlines for projects, or does everyone mostly work during regular business hours?
• Soft skills – In a collaborative environment, these might be equally as important as programming skills. List the non-technical skills necessary for this job, giving close attention to those that have to do with teamwork, communication, and empathy. In this age of working from anywhere, your new hire remote developers should feel comfortable working electronically or with colleagues who work remotely.

Maximize Your Interviewing Opportunity

• Since software engineers must be proficient coders and all-around team members, it is usual to use two interviews to evaluate a variety of skills:
• Technical interview – In a perfect scenario, the technical interview would be led by a seasoned developer from your team and performed in person or by video. Give the candidate written examinations to determine their programming skills if that can’t be arranged.
• Personal interview – Any hiring manager or human resources professional has the authority to conduct a personal interview. If the interviewer is unfamiliar with coding, they could ask the developer to explain complex concepts to a non-technical individual in order to assess their communication skills. You should assess the candidate’s personality, soft skills, and work history during this interview.

Try to limit the time between the first and second interviews as short as you can to avoid losing the opportunity to hire remote developers. Keep the prospect interested while maintaining the timeliness of your hiring staff. You want to assess each prospect’s traits while they are still fresh in your mind. A delay of one to two weeks between interviews might lead to misunderstandings and raise your risk of passing over a great candidate (or even making a bad one).

Offer Competitive Salary

Professionals in software development are in high demand, therefore they expect to be paid competitively and offered alluring perks.

To help you choose an appropriate rate of pay, go to our most recent Salary Guide, which offers the most recent beginning salary predictions for a software engineer.

Conduct Reference Checks

Before making a final decision on any candidate, investigate references provided by all applicants. Ask friends and former coworkers if they’d recommend any applicant. And make sure to talk directly to the reference to confirm the information being shared about the candidate.

Look Beyond Academic Degrees

Many universities now award degrees based on computer science, but an advanced degree in a related field may give you an edge. For example, a bachelor of arts in economics will allow you to apply for analyst positions. Likewise, master’s degrees in accounting, finance, management, or marketing may lead to positions in sales or human resources.

Hire a Developer with the Help of a Recruiter

Your company could need some time to hire remote developers. It might take weeks to thoroughly construct an effective job posting, filter through the influx of applicants that emerges from it, interview the candidates, and contact references. It could also hinder your growth attempts.

The good news is that if you need one, you don’t necessarily have to work with one on your own. Your search for highly skilled people may be accelerated with the aid of Recruit Ninjas, who can also assist you with first interviews, job descriptions, choosing the appropriate wage range, and much more. 

In other words, our recruiters can provide your internal, hybrid, or remote teams with the talent they require, enabling you to concentrate on crucial IT projects and business expansion.

Conclusion

Hiring remote developers is the first step toward building a successful startup. Finding the right candidate requires careful consideration. If you aspire for rapid business growth using high-end software, the team hired by us at Recruit Ninjas, consisting of software developers, coders and engineers can transform your vision into reality.

Get in touch with Recruit Ninjas today. Share your requirements and you can be sure that you get the best hands to work for your business.