1. Find qualified developers online
We've already talked a lot about places where developers aren’t, so here are some tips for finding their hiding places.
On business social networks like LinkedIn, it is possible to search for developers based on key competencies, locations, and other information present in the filter.
Discussion forums like GitHub bring together thousands of developers who share open-source projects. While platforms like Quora, also concentrate on professionals in the field who share knowledge and networking.
On recruitment platforms, developers are also always present. After all, the entire selection process can be done online, from registering the résumé, contacts for interviews, and even signing the contract, all in an agile way.
2. Prepare an agile selection process
As we've already mentioned, website developers don't have time to waste with slow and bureaucratic selection processes. Therefore, you need to streamline the s and lection steps, starting with an assertive job description, followed by an efficient screening.
Furthermore, it is also important not to unnecessarily extend technical tests or subject the candidate to exhaustive evaluations.
In other words, it is recommended to look for more agile and efficient ways to test the technical skills of developers. After all, to stand out from hundreds of proposals, you need to start with a memorable candidate experience.
3. Make your first contact online (and fast)
The first chat with the developer can be done online on recruiting platforms, on Skype, or Hangouts. Considering that the candidate must already be used to online channels and will certainly enjoy the practicality.
In general, 15 minutes is enough to decide if the candidate is suitable for the position and proceed with the process, saving time and effort on both sides. Remember that this first contact must also be made as soon as possible.
Furthermore, the faster this phase is, the more chances you have to talk to more candidates and expand the range of options.
4. Make the interview a conversation
Classic face-to-face interview techniques may not be very useful for developers, especially clichés like “tell your Strengths and Weaknesses.”
Instead of asking general questions, talk to the candidate about the developed projects, challenges faced, and the most important moments in his career.
At this point, the focus should be on evaluating the developer's ability to find quick solutions and think analytically.
To help you, we've selected 12 questions to ask in the developer interview.
5. Evaluate soft skills during the interview
Despite the highly technical work of the developers, it is essential to assess the candidates' soft skills. After all, the role requires interpersonal and emotional skills to deal with projects, deadlines, and people.
Some of the most valued soft skills among developers are good communication, continuous learning, organization, resilience, among others.
The interview is also the ideal time to identify which soft skills are more developed in each professional. It is recommended to ask about some moments of your professional trajectory.
Certainly, the right questions help to identify the most developed behavioral skills in each candidate and which ones are in tune with the company's culture. Check out 5 questions here to analyze the candidates' soft skills.
6. Introduce the company's culture to the candidate
Like any other professional, the developer wants to work for a company on purpose, that has compatible values and offers development opportunities.
Therefore, you should create an interesting presentation, detailing the possible career paths for the developer and the benefits of working for the company.
Also, keep in mind that you need to offer more than just salary, although compatible compensation is essential.
While other companies are focusing on money, you can stand out with the culture of innovation, differentiated work environment, and innovative people management.
7. Offer freedom and flexibility
After compensations and career opportunities, what developers want most is the freedom to explore their creativity and flexibility at work.
If you demonstrate that there is room for using other technologies and implementing new ideas, you will have a much better chance of winning over a visionary developer.
Sometimes developers choose companies that prioritize a freer way of working over more renowned organizations because they don't want bureaucracy and hierarchy to get in the way.
Furthermore, the possibility of working remotely is highly valued by these professionals, who seek more flexible routines and companies that are concerned with their productivity.
