Are You Hiring a Software Developer?

Do you need to hire a software developer, programmer, or software engineer? In the current job market, this can be a tough task. There always seem to be more jobs available than developers to fill them, and competition for the best talent is fierce.

But you can increase your chances of hiring top talent by following these tips:

Determine the Type of Developer You Need

There are many types of software developers. Here are the three main types:

• Front-end developer: This type of developer works on the interface of an application. This could be web pages that render in a browser or the interface of a mobile app. They will usually know JavaScript, CSS, HTML, and one or more front-end frameworks, like React or Angular.
• Back-end developer: A back-end developer works on the code that runs in the background and supplies the data of the front-end part that the application renders. They will know one or more programming languages like Python, Java, or C# and may know SQL, a language for interacting with databases.
• Full-stack developer: Full-stack developers know both front-end and back-end web development and may have other skills, like application design, since they know how all the parts of an application work.

There are also software developers who work in DevOps, cybersecurity, middleware, and big data. Knowing exactly what type of developer you need will help with the next step.

Write an Appealing Job Description

It can be hard to attract the right candidates unless you clearly describe the software developer you are looking for in your job description. Here are some details to add:

• Necessary technical skills: Many developers specialize in a handful of programming languages and frameworks, but there are hundreds of technologies to choose from. Make sure to describe the necessary programming technologies a developer will need to do their job. It will narrow down your candidates to those who are qualified and catch their eye.
• Nice-to-have skills: These are skills that you would like a candidate to have but are not necessary or can be learned on the job.
• Team culture and environment: What type of hours do your developers keep? Do you offer remote or hybrid work? Are you using Agile? Describing your company culture will help you find developers that will fit in well.
• Soft skills: Programming is a collaborative job. Software developers must work with project managers, UI designers, and other developers to get their job done. Outline the non-technical skills needed for the position to ensure you have the right candidate.

Maximize the Interview Process

A software developer interview is usually a two-step process because candidates must not only be good at coding but also be team players who can work with others in your business.

• Technical interview: This interview involves technical questions and coding tests to determine the skill level of candidates. It can be done in person or through video chat. An experienced developer should lead it.
• Personal interview: An HR professional or hiring manager can perform this interview. It will be used to assess whether the candidate has the soft skills necessary for the job and is a good fit for your company culture.

Try not to allow too much time between the two interviews to keep the candidate interested. You could miss an opportunity to hire a great developer.

Be Competitive With Salary

With the ongoing shortage of software developers, businesses must offer a competitive salary to hire and retain top talent. Do research on what other companies are paying for similar jobs in your area and make sure your offer is in the range. Don’t forget to check remote jobs as well because more developers are working from home than ever before.

It will take time to find a software developer that will fit your business, but it is worth the effort. Knowing what type of talent you need, creating a job posting that attracts that talent, getting to know the candidates in the interview process, and offering a competitive salary will help you speed up the process.

In addition to offering competitive compensation packages and a distributed workforce model, many organizations are increasing their candidate pools overnight by roughly 40%. This is achieved  by partnering with a search firm like TSG. Our relationships enable us  to include foreign nationals with approved work visas. If you would like more information on what this could mean for you organization, please reach out for a discovery call.

Transition Staffing Group is an award-winning San Diego based staffing agency providing solutions on a Temporary, Temporary-to-Hire and Direct Hire basis. Through our affiliate network, we have offices in 40+ metropolitan areas, staffed by over 250 specialized recruiters. TSG offers a national reach, with local job market expertise.

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