6 Steps to Hiring the Best Developers

How to find the best software developers?

6 tips to help you hire the best software developers

1. Check the salary level in the IT job market.

Experts who work on B2B, expect a salary increase by an average of 20% when changing jobs. Below you can compare the expected salary increase compared to the experience level of an IT specialist. It is also worth paying attention to the fact that programmers react negatively to job advertisements that do not contain average minimum and maximum salary ranges. If it is possible, it’s definitely worth including them in the job advertisement.

2. Provide the option of working on interesting projects and developing skills.

Programmers are usually very committed and ambitious people who care about the continuous development of skills. You can guess that the best talents will also consider other issues when choosing the final workplace. They can be, among others:

  • interesting and technically advanced projects (e.g. with new technologies),
  • professional training,
  • the possibility of development and promotion in the company,
  • remote work,
  • flexible working time.

3. Look for the best IT specialists in non-obvious places.

In addition to finding candidates by publishing job offers on advertisement portals, it is worth searching for them via social media. In the article about social recruiting, we wrote about the most frequently used ones. Jobvite’s report shows that social media that sourced high-quality candidates are: LinkedIn (53%), Facebook (33%), Youtube (22%), Twitter (21%) and Instagram (20%). When analyzing Facebook in more detail, it is worth browsing and adding job offers on specific groups. Some of the most popular ones in Poland are: IT Jobs in Poland, Praca zdalna IT, Praca/staż w IT and Praca szuka specjalistów z branży IT.

4. Get to know the candidate’s soft skills.

Interpersonal skills are crucial in the context of shaping projects. Clear communication regarding solving possible problems is the basis for effective cooperation. Advanced technical knowledge may not be sufficient if a Software Developer doesn’t have these basic skills. It should also be remembered that our candidate will have to cooperate with other team members, submit possible ideas or directions for changes, and in some cases even manage the work of other developers.

5. Evaluate the candidate’s technical skills.

Evaluating a candidate’s technical skills is an important step in the context of making a decision about hiring. After all, we have a limited amount of time to actually verify how a programmer is coping with tasks, what the state of his technical knowledge is like and whether he or she will fit the company or a project. However, at this stage, we should also appreciate the candidate’s ability to think creatively and the approach to possible problems. In the case when the answer to the question presented from memory is not 100% satisfactory, but the candidate knows where to look for it (e.g. in an API document), then it’s not worth crossing him out of the possibility of being considered for a given position.

6. Consider IT outsourcing or the help of a recruitment agency.

If we have tried different ways to reach candidates and we have still not found the right one, it is worth considering IT outsourcing or the help of a recruitment agency.

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Marketing Specialist at Next Technology Professionals - IT Recruitment | IT Outsourcing

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Aga Babicz

Aga Babicz

Marketing Specialist at Next Technology Professionals - IT Recruitment | IT Outsourcing