Software developers are in high demand, and it’s no wonder why this is the most challenging role to fill. Startups, particularly early-stage ones, might find it difficult to compete with established companies which makes it a competitive market.
Often, small businesses must go beyond traditional compensation and conventional hiring methods to hire software developers. Startup owners and hiring professionals need to know certain strategies to adopt and implement in their recruiting processes.
In this blog, we will discuss the strategies that you can implement in your hiring process to ensure you hire only the top talent in software development.
Strategies to Hire Software Developers
Make your hiring process more efficient and streamline it by implementing these simple tips:
1. Create a Hiring Plan of Action
A hiring plan is a blueprint of your startup’s work requirements that can help you identify and recruit the right talent. Here are some questions you need to reflect on before hiring a developer:
- What problem is your software solution solving?
- What kind of platforms will the software operate on – web-based, mobile, cross-platform, or desktop?
- What development tech stack is needed to meet your business goals?
- What tech scaling projection do you have?
- Are you seeking someone to lead the development process or collaborate with your core team?
- Are you looking to outsource talent or source in-house?
Answering these questions will help you dictate what services the developers should provide and what skills they should possess.
2. List the Developer Skills Needed
The right software developer should have the expertise to meet your company’s needs and integrate into the team effectively. Here are a few things you need to list before hiring an expert software developer:
- The level of expertise needed to use the basics of programming and the fundamentals like creating algorithms and data structures.
- They need to have hard skills, such as debugging knowledge, use of text editing software, source control, and other testing procedures.
- Their collaboration and communication skills enable working effectively in a team.
This list will help you pick the ideal developer who can be a good fit for your team.
3. Understand the Market Trends
The current state of the market will help you tune into the driving force behind developer recruitment. For example, according to a report, the salaries for engineers are rising despite the economic downturn of the COVID-19 pandemic.
The report also states that 54% of software engineers are more productive when working remotely. Many software developers are also self-taught and rely on upskilling rather than traditional universities. Regarding web frameworks, React.js is one of the most used frameworks used by 40.14% of developers.
Understanding the market trends can help guide your hiring process, budget, and technical requirements.
4. Plan the Employment Model
Once you are clear about your business needs, it becomes easy to hire software developers full-time, on a contractual basis, or as freelancers.
If you’re working on a small time-bound project, you can create a contract and pay the developer a fixed price. This option is cheaper but narrows down the developer’s scope of work.
If a big project has multiple requirements, you can hire a dedicated team of developers to work solely on that project.
Full-time hiring works best when developers are specialists who can fill in the skillset gaps in your current team. In-house hiring can lead to better team communication and coordination.
5. Create an Effective Job Description
The perfect job description should define what the role entails, the skillset you are looking for, and the responsibilities that the developer would have. Here is a list of criteria you can follow:
- Make it easy to read and avoid jargon.
- Write in a second-person point of view.
- Give the skillset, both hard and soft, required in detail.
- Mention the salary and benefits offered.
- Include the work hours and days.
- Share information about your startup’s mission and culture.
Once you’ve crafted the perfect job description, you need to begin the hunt for developers.
6. Start Shortlisting Developers
Screening each candidate can be time-consuming, which is why it is important to make use of technology, such as HR tools, that can help you filter applications based on skills, education, and experience.
While shortlisting candidates, you need to do a thorough background check and verify the expertise that the developer has. Check reviews left by other clients which will give you an idea of the developer’s skills.
Make sure that you are transparent with the candidates about your requirements and proactive when making decisions.
7. Conduct a Thorough Interview
A one-on-one interview is the best way to help you understand whether your shortlisted candidates will fit the role. You can ask developers about previous projects they have worked on, what they are passionate about, whether they are team players, and how their skillset fits in the company.
As a startup, you must create a welcoming environment to encourage expert talent to join the team. You can also conduct a detailed technical evaluation and also test their soft skills. You can also later follow it up with a test or particular tasks for further practical evaluation.
A pro tip when conducting remote interviews is to remain professional, avoid last-minute cancellations, and prepare for any technical issues.
Startups do not have to compromise on quality when it comes to hiring software developers. These tips can help you meet the hiring criteria perfectly. This will help streamline the recruitment funnel to attract the best engineering talent.
Finding the right talent isn’t difficult when you are clear about your job role expectations and are able to communicate them well to the potential candidates.