Hiring Software Developers or building a software development team is a crucial task that you would undertake if you are a small to mid-sized company. If you are reading this article, you probably are a business owner or are responsible for building or growing your existing tech team. If you are a small business owner, you probably do not have the luxury of having a revolving door affect in your organization. Revolving door effect is not good in any size of organization, but it hurts even worst if you are a small to mid-size. You also want to make sure that you are going to get the best buck for your investment in your software programmer. Here are some tips that we have compiled over the years of experience in IT hiring field
- Know your stack:
You should first decide what kind of software engineer would you need. Usually it’s common for a software engineers to be familiar with one or more languages but what you are looking for is, someone who is more comfortable with the stack you are going with. A question could be, what on earth is a full stack. Well, full stack is just a fancy term of your IT environment. Some major stacks are .NET by Microsoft , LAMP stack that is an open source stack and stands for Linux, Apache, MySQL and PHP, Mean stack that stands for MongoDB, Express , Angular and Node and many more. If you know your stack you will have a better idea as to which candidate would be ideal for your stack, I mean your organization.
To give you an example if you are using open-cart or word press, your best bet would be to hire a full stack engineer. Wait what stack? What is full stack now? Full stack is a term that is used in software engineering industry for the developers who can do frontend and back-end development. Meaning they are as proficient with how your site interacts with your visitors as much as they are comfortable with writing database queries and algorithms to grab the data from backed.
- Phone Screening:
Now that you know your stack and you have a list of the winner candidates, you are ready to make your first contact. This will be a very high level interview. Meaning you do not need to go into the nitty gritty details of how he / she programs. If you are technical savvy, you can ask some more technical questions. But if you are not, worry NOT! You are trying to figure out if the candidate has similar experience for the work you would need to be done. If the candidate would be a good cultural fit. Once you have a winner it’s time for a more detailed interview. It’s a best practice not to have both interviews on same day. But there is no hard core rule. Go with your gut feelings. Sometimes I hire engineers on spot by doing both on same day and sometimes I have luxury to wait and do the detailed interview on a later time
- Detailed Interview:
Alrighty then. You got a winner candidate, now you will need a detailed interview. Believe me, I have seen things on resumes in my career that the candidate was not even close to qualify for. For this part you are going to need some help if you are not technically savvy. I would highly recommend to use another software engineer in this part. I, myself, am a software engineer so I am very comfortable with doing interviews. If that’s not the case with you, take someone from your organization with you that is technical savvy. You are hiring a software engineer, so you need to make sure that a software engineer or above level is doing the interview. I usually divide this into 3 segments, depending on the position. Just today I was looking for a remote php developer so I did interview on skype but I still divide that into 3 segments.
- The first segment was Front End questions as I want all my developers to be at least comfortable with technologies like jQUERY and CSS.
- My third segment is more focused toward databases and queries. I usually ask them how they are using databases such as mysql. I want to make sure they know how to do joins and I love to see how they can scale their application data requirements.
- In third segment, I like to do php related questions such as what kind of frameworks have they been working on. Have they build their own framework? If so why and how? I would give them some MVC related questions and give them a problem to solve. I want them to work through the problem so that I can understand what questions they ask and how they feel when they are criticized about a decision that they made and how confident they are to turn my suggestions down if their thinking is better than mine. I want them to brainstorm with me.
- You are ready to rock & roll:
At this point if I have winner I am ready to give them an offer. I usually have a great idea how much I want to spend and what the industry standard is. You want to be not too far from where the industry in your area is paying for that position. You can check glassdoor or similar sites for salary details. I prepare the papers and put an offer out. If you have a larger organization, it would be better that you also do a cultural test by having other departments talk to the candidate, just to be sure. As they say, you can teach programming but you cannot teach culture.
At this point you are ready to go with your new developer and start coding. If you want to talk to someone for your software development hiring needs, please contact us at remotephpdevelopers.com. Please look for our next article on how to scale your IT operations.