Hiring is a fairly complex process and can take up a considerable amount of time and efforts. A lack of technical expertise could pose a challenge in finding the right candidates for a particular position.
As a non-technical HR or a recruiter, you might face difficulties in setting objectives and defining job templates. So, how do you get the right tech talent for your company? While you have just started your job hunt, it is important to set criteria and contemplate your project needs. Looking for a website designer, a software developer or someone who can build an app for mobile or web, the process is more than just standard.
The best way is to involve your expert team to help you in fetching the right resources for your company. For example, when considering a .NET developer, you might be looking for an expert who has a better understanding of CSS3 and HTML5 and is well versed with C# language. It’s not a big concern if you don’t have a grip of these technical terms, one can surely attract the right talent by consulting the expert team to play their role or a business incubator who has a great deal of experience in the hiring process.
A business incubator is an organization which provides support to the start-ups by facilitating some services such as networking, capital, and coaching etc.
Below I’m sharing six ways which would help you in easily finding qualified and skilled developers when you are a non-tech entrepreneur:
Set clear objectives
When you define requirements, it becomes easier to communicate your project needs to the new hires, and how you want them to go along with the project. It all depends on what you want to build? It is better to create a blueprint of the project or a CM model to make them understand clearly exactly what you want.
What are the specific skills you are looking for and how you want the project to go ahead? Whether you are looking for a front-end or back-end developer or both? For instance, an IT Specialist won’t fit in the role if you want him to work on the back end development process of your project.
Use a specific job title
When writing for job descriptions, be clear about the particular job role. Give a clear title to your job description then specify the responsibilities and the skill sets you are looking for. Don’t forget to mention about the company’s benefits and value proposition since these are the ones which could be an important reason for an expert to prefer your company over others.
Research on multiple sites
Choosing a platform which is mostly used by experts like LinkedIn and GitHub will allow you to connect to them and understand their profiles in a better and efficient way.
Employee Referrals
Another great way to use your current employees help you in hiring is by using employee referrals. This must preferably be the first method as your employees know better about the company’s culture, the project and what kind of talent your company wants. Your employees might refer to a friend or relative who has similar expertise and knowledge in a particular domain. This is perhaps one of the easiest and effective ways of acquiring the right expert for your team.
Know your candidate better
As you might receive numerous applications coming your way, don’t get distracted by flashy resumes which speak louder than what the candidate actually is. Start by taking a brief introduction on their preferences, and then make a way towards enquiring about their goals and an important recent project they have worked upon. This will help you reflect on their thought process and decide if they are a good fit for the role and whether they would stay with you for long.
Work on social media profiles
Another best option is to refer to their social media profiles, any contributions they’ve made to blogging posts and some specific questions they’ve answered in Quora. This can help you gain a better understanding of their approach, skills and mental aptitude.
Conduct Real life test
The technical round is the most important round of interview to gauge the right skills and technical expertise of the candidate. After all the conservations, start by taking a real life test based on a certain scenario and test how the developer works on it. Test their coding and programming skills, what approach they use while developing the program. If you are unable to decide, ask an expert to evaluate performance and decide whether to consider the candidate for a particular opening position.
Online Testing
The online testing software is a tool to assess and evaluate the performance and get relative scores on the basis of specific questions asked. With the help of online software testing, the process can be carried out quite easily saving in a lot of time, efforts and costs.
Set Fair Pay Rates
Of course, the biggest factor of motivation is the compensation package one receives. The amount of compensation depends upon what the company is willing to offer, the company’s budget, the skill set and the years of experience a candidate holds. That certainly doesn’t mean the amount would be similar for someone who’s just working for four hours in a day or who are working in a remote area. The best way is to research and identify what the other employers are paying for a similar job role. Sites such as Glassdoor.com and payscale.com can help you in setting fair rates for a particular position.
Looking for an expert Developer, contact ThinkStart PL. We have a pool of qualified developers who have the necessary skills and expertise for your respective domain.
