Software developers are one of the most in-demand professionals, so there's a lot of competition for finding full-stack developers with the requisite experience. Software developers will have varied skill sets, so you'll want to find one whose skills match your business goals.
How to Find a Software Developer:
1. Write the perfect software developer job description.
You need to go beyond listing roles and responsibilities. The best software developers want to know your story. They want to know what your mission is as an organization and how their development skills will be put to use to create amazing things.
Be sure to hone in on the perks and additional benefits of working for your company, such as free meals, work socials, a great community of colleagues, and more.
Use a software developer job description template for inspiration. Ask applicants to send their software developer portfolio with their resume.
2. Post your job to multiple sites.
Start by posting to general job posting sites such as Indeed. This is a great place to start because they get plenty of traffic and they're free.
You'll want to ensure your site is picked up by Google for Jobs too. Google for Jobs allows your posting to be seen in search results. This can greatly increase your job visibility. You can get it picked up by Google by having someone properly format it on your website, or by using a service that creates a properly formatted jobs page for you automatically.
Your next step is to target dedicated job boards for IT professionals. This will narrow your search to specialized programmers who might be the right fit for you. Use a job posting site for software developers to advertise vacancies.
3. Screen your applicants.
Candidates often overlook the job requirements and apply anyway, even if they do not meet them. Weed them out by sending out a short email that asks a few basic questions, such as:
- How long have you worked as a software developer?
- Which languages are you proficient in?
- Do you have any experience working with clients?
This way, they cannot ignore your questions. You will also need to conduct background checks to verify their employment history, application details, criminal record, and more.
Read our guide to the best background checking services for new hires.
4. Review their software development portfolio.
A software developer portfolio is a developer's strongest demonstration of their talent. They can show a sense of individualism in their craft that might otherwise be undetected from interviews alone.
When looking at a candidate's developer portfolio, try to gauge their technical proficiency with the languages they've used, as well as their application design skills, attention to detail, sense of user friendliness, application of coding best practices, and more. It is also useful to check whether the candidate has worked with clients similar to the ones in your industry, the sizes of those companies, and any notes about project challenges.
5. Skip the phone interview.
You'll want to cut out as much time as possible in the hiring process. The longer you take, the more likely your competition will get to your candidates before you. Telephonic interviews only serve as obstacles on the path to employment.
6. Conduct an in-person interview.
At this point, you've got most of what you need to know if a candidate is the right fit for your company, but an in-person interview will give you insight as to how you'd work with the candidate, if they are reliable, and how they'll fit in with the rest of your team.
More importantly, it's a chance to continue selling them the job. Introduce them to co-workers, show them around, review the reasons they want to take the job, and the benefits you offer. Have a look at our software developer interview questions for useful questions to ask. Your questions should gauge their proficiency with different languages, query their development portfolio, and more.
7. Fine-tune the onboarding process.
Poor onboarding is often the cause of isolation for software developers. No matter how experienced and technically proficient your new employee is, everyone stands to benefit from a good orientation. Make sure they get all the support they need. Give them clear and constant communication and make sure their lines of communication are readily available.
- Explain your workflows.
- Ensure they understand their responsibilities.
- Give them all your documentation.
- Ensure that someone reviews their code in the early stages.
Read our handy onboarding guide for ensuring your new recruit gets off on the right foot.
8. Make an offer.
Software developers don't spend too long looking for a new job. Once you've managed to recruit a software developer who meets your requirements, you'll want to make them an offer fairly quickly, to take them off the job market before another company finds them. This is often best done in an informal call first, followed by a letter or email that provides the job description, salary and benefit information.
How do I hire a software developer?
Where do software developers look for jobs?
Is it difficult to hire software developers?
Yes. Software developers are the most in-demand professionals and there is plenty of competition for their services. Software developers don't take long before they find their next job, so you'll want to tighten your hiring process for them.
What skills do software developers need?
- Ability to work under pressure and time constraints.
- Attention to detail.
- Knowledge of the software development life-cycle.
- Creativity and good problem-solving skills.
- Good communication.
- Deep and varied programming language knowledge.
- Multitasking ability.