If your recruitment agency is planning to hire a software developer for a startup, you have probably recognized by now that competition is intense, and failing to hire the finest developers might affect your client.
If your client wants to succeed in the market, they cannot afford to develop an unstable, poorly constructed product.
If they are outsourcing talent from your agency, you should assemble an outstanding team of developers for them to help them build a perfect software solution.
In a startup, tech resources already consume a significant portion of their budget, and they must rely on their tech employees to achieve fruitful and consistent outcomes.
The quality of the developers will determine the overall success of your client.
In this blog, we share some of the best startup hiring tips to help onboard ideal software developers.
How to Hire a Software Developer?
1. Don’t Rely Entirely on Resumes & Qualifications
If your agency is still evaluating candidates based on their educational qualifications and resumes, you are most certainly missing out on a large talent pool.
Since an increasing number of software developers are self-taught, using academic credentials would simply exclude potential candidates who may have been a good fit for your client.
Software developers must learn new ways to handle unique problems in a startup context, such as how to create an app for a small business.
Less experience may be a good thing as it eliminates the likelihood of getting trapped in using traditional practices to solve modern problems that may require innovative solutions.
A pre-employment evaluation, such as online coding tests, is an excellent way to check candidates’ coding skills and competencies and their academic credentials.
2. Give Them a Real-world Problem to Solve
A hypothetical problem may not help you assess candidates’ skill sets. Include a code review checklist for developers, ensuring that they are thorough in their assessments and maintain high-quality standards in their work. Giving applicants a real-life problem to solve is an effective way to gauge their suitability for the role.
Their approach to the problem you give will let you know how well the candidates are at handling problems competently and whether that’s something your clients want.
Likewise, it will give candidates an idea of the kind of challenges they would be required to work on at the position you’re hiring for. Hiring software developers is a two-way street for recruitment agencies.
Developers must meet the basic job criteria, and your organization must help them get the kind of work they wish to work on. Only in that situation would both parties thrive.
It’s important that the developers and organization have mutual expectations of each other from the start. Clarifying them upfront lays the groundwork for solid, long-term success.
3. Be Clear about Mandatory Skills from the Outset
This might sound like the most obvious recommendation for onboarding the finest developers for your client, but being clear about specific abilities at all stages of the recruitment will help you more than you think.
Make a list of “must-haves,” which are the minimum qualifications for applicants, and test them on those skills. You could use various digital products or online tools to test their technical, aptitude, and coding skills. But you should also keep up your expectations with the cost of hiring a software developer that you’ll be able to handle.
While you must understand that nobody is perfect, the must-haves should be mentioned at every stage of hiring, especially at the beginning of the process, to eliminate candidates who wouldn’t be a good fit.
4. Consider if the Candidate Would Fit Your Client’s Startup Culture
As suggested in some of the best startup books, focusing on who you’re hiring is as important as what you are selling. Be familiar with your client’s organizational culture and shortlist applicants that are suitable culturally.
Other than focusing on their technical competencies, testing their non-technical competencies would ensure that the developer gels up well with the rest of the team and won’t hinder the company’s growth or success in any manner.
Effective communication with the dedicated development team leads to improved cohesion and long-term growth.
5. Hire Someone Quick & Sharp-witted
Hiring talent with diverse points of view, opinions, ideas, and unique solutions to problems are the type of applicants you should be looking out for.
This is especially crucial during early-stage hiring at a startup, as high talent attracts more top talent.
6. Stay Open-minded to Different Programming Languages & Tools
Programming languages are continuously expanding and evolving, and if you are still asking interview questions that are very specialized in the unique technology that your client’s startup employs, you will fail to conduct successful interviews.
Consider concentrating on programming algorithms and application techniques and how the applicants that you have shortlisted approach problems.
Remember, it’s far simpler to educate a sharp-minded problem solver to grasp the hold of new programming languages than it is to teach someone how to be a problem solver.
7. Ask How Well They Keep up with Best Practices
This is a very practical and useful question for determining how serious the software developer is about pursuing a career in the field.
Someone who loves development and programming can answer this question confidently and provide quite a few examples of their favorite resources, blogs, and forums.
8. Put Emphasis on the Importance of Meeting Deadlines
Imagine having a bug that affects the performance and your client’s product’s overall acceptance by their audience.
They’ll rush to their developer to report the same issue, and they promise to fix it but then forget. This failure to fix the bug could result in serious backlash from your client’s customers.
This is why you must hire developers who are always on their toes to meet deadlines.
You won’t know if a developer will meet the given deadlines until you work with them, but you can get a sense of it by asking questions related to deadlines.
What would they do if they were to fall behind?
How would they inform their boss?
It’s natural to lag behind sometimes, but how a software developer handles it makes all the difference.
9. See if They’re Coachable
Having a developer on your client’s team who doesn’t have thick skin and cannot accept feedback or constructive criticism can put your agency in a fix.
Your client’s employees should all be aligned and working towards achieving the common goal of producing the greatest product possible.
It often calls for telling their developers they didn’t do a good job and coaching them toward a more favorable result. A good developer welcomes- even requests- tutoring and, in all likelihood, becomes a valuable long-term addition to your client’s firm.
10. Communication Skills Matter
Communication skills are essential, and competent developers must be good at communicating. If they can’t communicate well, it could significantly impact your client’s company.
They should be able to express the project requirements lucidly.
Let us know in the comments if your agency is hiring software developers for any startup and what are some of the common challenges you’re facing.
That’s for the recruitment part. But keep in mind that you can always hire a startup consultant for the expansion and stability of your startup, as recruiting developers without stability is a dangerous game.
