Quick Summary - In order to create a strong, functional website or web application, you need to have a team of skilled developers working on your project. However, with so many qualified software developers out there, how do you know which one is right for your project?
Competency-Based approach is one of the most popular in recruitment practices today, check the article to know what to pay attention to.
2 mins read
December 19, 2022
To help you out, we’ve put together a list of competencies you need to assess when hiring software developers. From technical expertise to cultural fit, these are the key factors you should keep in mind when making your decision.
First and foremost, you’ll want to make sure that any candidate you’re considering has the requisite technical skills. After all, a developer will be responsible for writing and executing code, so it’s important that they have a strong understanding of the language.
The best way to gauge a candidate’s technical expertise is to give them a coding test or challenge as part of the interview process. This will give you a chance to see how they think through problems and what kind of solutions they’re able to come up with.
It’s also important that any candidate you’re considering has strong communication skills. This is especially true if they’ll be working as part of a team, as they’ll need to be able to communicate effectively with other developers, designers, and stakeholders.
During the interview process, pay close attention to how well the candidates communicate—both in terms of their verbal skills and their written skills. Are they able to explain complex concepts in simple terms? Do they ask questions when they’re unclear about something? These are all good signs that a candidate has strong communication skills.
In addition to strong communication skills, it’s also important that candidates have strong organizational skills. This is because developers often have to work on multiple projects at once and need to be able to keep track of various deadlines and deliverables.
One way to gauge a candidate’s organizational skills is to ask them about a time when they had to manage multiple projects simultaneously. What systems did they put in place? How did they stay on top of everything? Their answers to these questions will give you some insight into their organizational abilities.
Coding can often be unpredictable—things don’t always go according to plan, and unexpected challenges can arise at any time. The best way to gauge a candidate’s problem-solving ability is to give them a coding test or challenge that includes some element of troubleshooting.
This will give you a chance to see how they handle unexpected problems and whether they’re able to find creative solutions when confronted with obstacles.
As we mentioned before, it’s important that candidates have strong communication skills so that they can effectively collaborate with other members of their team.
However, communication isn’t the only collaborative skill that’s important for developers—they also need to be able to work well together as part of a team.
This means being able to compromise when necessary, being open to feedback, and being willing to work together towards a common goal.
The world of web development is constantly changing, so it’s important that your developer is flexible and able to adapt to new technologies and trends. They should be able to quickly learn new programming languages and frameworks as needed.
One way to gauge a candidate’s flexibility is to ask them about a time when they had to learn a new programming language or framework. What did they do to make the transition? How long did it take them to feel comfortable with the new technology? These are all good indicators of a candidate’s flexibility.
Working in web development can be stressful at times, so it’s important that your developer has a positive attitude and be able to maintain their composure under pressure.
Nobody wants to work with someone who’s constantly complaining or who gets easily flustered when things don’t go according to plan—so make sure you hire someone who exudes calmness and confidence.
Also, look for candidates who are proactive and take initiative, rather than those who just sit back and wait for things to happen. These are the kinds of employees who will take ownership of their projects and see them through to completion, even when things get tough.
You want to find a developer who already has some understanding of your industry and/or your company’s mission and vision. This will help them hit the ground running and start making meaningful contributions right away—instead of needing extensive training on your particular business before they’re able to add value.
Lastly, when you are hiring anyone for your company—not just developers—it’s important to make sure that they will be a good cultural fit. After all, they will be representing your company and should share your values and vision.
This is especially important if they will be working remotely; in order to maintain a cohesive team dynamic, everyone needs to be on the same page from a cultural standpoint.
As you can see, there are quite a few factors you’ll want to consider when hiring software developers for your company. By keeping these eight factors in mind during the hiring process, you’ll be much more likely to find the right candidate for the job.
