How to hire the best web or software developers?
The labor market continues to experience pressure after the quarantine restrictions. However, the crisis hardly affected the IT sector. The supply on the market will not cover the needs, probably for a very long time.
The demand for good developers, system administrators, engineers, analysts, and testers will continue to grow in 2021. The business focused on optimizing costs, automating business processes, increasing companies’ migration to the cloud, and paying increased attention to data protection issues. At the top are website and mobile app developers, cybersecurity specialists, Big Data analysts.
It is good news for job seekers, spoiled offerings in the market. For HR departments, the search for a competent specialist in high technologies becomes a real headache. Consequently, the task of HR is not just a suitable candidate, to test him for professional suitability, to conduct an interview, but to be able to keep an IT specialist in his team. Sannacode HR shares her secrets on finding a highly qualified developer and bringing them to the company.
Where to hire a web or software developer?
The search for a good developer, IT analyst, administrator begins with the formulation of specific tasks. IT professionals want to understand what conditions are in place and what results they need to achieve. The job description must be detailed.
HeadHunter analysts surveyed 2,000 IT and telecommunications professionals. They found out that the vacancy should contain: the name of the company (54% of respondents), the size of the salary (31%), working conditions — the schedule, the location of the office, the possibility of remote work (30%), a description of the company’s activities (27%), the stack of technologies used ( 18%), a description of the social package (12%), a specific project proposed by the employer (10%). 83% of respondents preferred to work in a small company on an exciting project rather than on a tedious task in a large and well-known organization.
Recruiting agencies and job aggregator sites should be the last resort. There is no single operation of finding a good developer that a company cannot carry out on its own with minimal costs. The in-demand IT specialist does not send a resume to the agency and does not post it on a job search site.
Automated recruiting apps can’t replace the skills of an experienced recruiter. The best option for an IT company that regularly needs new employees is to develop and keep on hand its database of candidates.
Channels you can find developers and IT specialist:
- Professional resources (GitHub, Gravatar, Brainstorage, MoiKrug, Codeforces, etc.)
- Special services (email generators and email verifiers)
- Boolean search (search for pages with contacts of candidates matching a specific request)
- Social networks
With the help of these resources, it is worth looking for contacts of senior developers and middle developers, architects, analysts, consultants. Junior specialists do not know the rules of the game, so use classic recruiting sites.
Professional resources
Some professional sites are suitable for finding IT specialists of any profile. Others intended for finding specialists with a narrow profile, for example, engineers working with specific programming languages (Rubygems, Djangoprojects, CPAN) or exclusively on the Android platform. Typically, a user profile will contain at least one contact (in most cases, email).
Special services
Exceptional services and Boolean search are used to search for contacts (e-mail) of a developer, IT specialist through the company’s name in which he works or his name.
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Email Hunter gives out all the contacts available on the company’s website and their sources. VoilaNorbert finds an email address given the name, surname of the person, and the organization’s domain. AnyMailFinder.com works on a similar principle, additionally verifying the authenticity of the found contact.
Boolean search
The Boolean search method builds on searching for pages relevant to the request (with an IT specialist) through the search string’s characters. Quotation marks indicate a search for an exact phrase, * — missing items, incl. URL, | — search by any word. There are detailed instructions for recruiters on how to use this technique.
In general, the search for contacts of a candidate looks like this:
- You can found a person’s e-mail through a search engine by entering [firstname] [lastname] “@ gmail.com” into the search box
- We receive the e-mail on the page with the specialist’s mention by entering *@gmail.com into the search box | *@*.com | @ *. * [all information available to us]
- You can search the corporate site by designating site: [company] .com [firstname] [lastname] email or site: [company] .com [firstname] [lastname] contact
Social networks
Social networks remain the most straightforward and most convenient tool for recruiting employees for companies’ IT departments. CV Recruitment specialists conducted a study of Internet sources’ effectiveness in searching for IT personnel: among the 11 finalists who scored the maximum five points were LinkedIn, Facebook, and Twitter. It can also include professional communities: Programmersforum, PHPforum, Cyderforum, PHPclub, and others.
You shouldn’t neglect the opportunities provided by professional conferences, round tables, events for software developers. Finally, the recommendations of colleagues and acquaintances can also play a decisive role in finding suitable personnel.
Get developers interview questions by the link https://sannacode.com/blog/how-hire-best-developers
Useful tips as a conclusion
- Don’t get hung up on a university master’s degree. Smart programmers may not have it. Think of David Karp, who dropped out of school at 15, created Tumblr, and then sold it to Yahoo for $ 1,000,000,000. After all, even Zuckerberg left Harvard in his sophomore year.
- Tell the developer what to expect from working for your company. Your expectations must be aligned in the long run. For example, suppose a developer is looking for a job that does not require communication with customers. In that case, he is unlikely to be happy if he finds out that he continually has to go to interviews.
- Before the interview, provide the candidate with links to materials, projects, and products worth exploring. It is what Google and Facebook do. You will understand how interested in working for your company and how executive he is.
- Invite your friends (including on social networks) to search and ask them for recommendations. Representatives of many companies say that it often brings more significant results than using specialized sites. In particular, this approach is practiced in ICONIC MOBILE, HTML Academy, Google, etc.
- Hackathons and competitions are a great resource and opportunity to collaborate with talented developers.
- Take advantage of services like Greenhouse, SkillSurvey, СlearCompany, Jobvite. They help in effective search and selection.
- During a pandemic, you can bring the process of hiring a web or software developer online. You shouldn’t neglect some of the stages of the interview. Just use Google Meets or Zoom.
Originally published at sannacode.com
