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The Secret to Finding Great Software Developers
Software engineering is one of the most demanded job profiles globally, given the short supply and high demand. Many companies face difficulties while trying to recruit software engineers. It is much harder than flipping through a few applications and conducting interviews. Recruiting is more of an art than Science. It is important to follow a robust hiring process to ensure that you onboard highly-skilled software engineers that are a good fit for your organization. Here’s a complete guide to making sure that you hire great software engineers for your business.
What makes a good software engineer?
A good software engineer can write clean, good quality code and deliver consistent results and produce value at all the stages of the software delivery life cycle. A good software engineer will have the skills to design, develop, test, debug, and maintain software applications used by businesses or sold to consumers. They must be proficient at the programming language they code in to avoid coding by coincidence, which is a practice where an engineer does not have a clear idea of the core logic behind the code they wrote. Here’s a list of skills every software engineer must have:
- Writing good quality code that is easy to read, maintain, and test.
- Sound Knowledge of the full stack of development technologies.
- Ability to learn and Upskill while on the job given that software engineering is a dynamic field of work.
- Sound knowledge of software architecture and best practices.
- Excellent knowledge of Data structures and algorithms, Operating Systems, and DBMS.
- Sharp Problem-Solving Skills.
- Accountability and time-management.
- Great Interpersonal Skills.
- Good understanding of the core product they are working on.
How to assess the best skill set for your needs
Adequately assessing the skills of prospective hires is no mean feat. Your organization must first set the required software engineer requirements to ensure that you correctly set the evaluation criteria. You must break down the assessment process into a series of rounds with different criteria to test the candidate's competency in each round. Here’s a brief look at a sample evaluation process for a software engineer:
- Resume Shortlisting: A well-written job post gets a ton of applications which means that a recruiter cannot take a look at each application. There are pieces of resume screening software that you can integrate with any ATS to automate the resume screening process. Screening using software is highly efficient and can save your business a ton of time that you would have spent screening candidates. You can set your metrics to optimize while screening candidates. Sophisticated software can also verify the data presented on a resume through public data sources and social media profiles.
- Telescreen Interviews: Telescreen interviews involve having a quick chat with a candidate over the phone to gauge their interpersonal skills while also giving them some programming problems to understand their problem-solving skills better. During this interview, the primary factor a recruiter should look at is the candidate's approach to solving problems.
- Technical Interview: This interview largely involves solving coding problems based on Data Structures, Operating Systems, and DBMS. The purpose of this round is to test the competency of a candidate as a software engineer.
- Cultural fit and Executive/HR round: At this stage, you must assess the candidate’s set of values and future roadmap to judge whether they’d be a good fit for your organization.
Recruiting through referrals
Recruiting through referrals is a great way to hire software engineers. According to a report from Linkedin, a referral is the primary way candidates come across a job opening. Some recruiters use referrals as a source of new talent. Employers are more likely to hire someone they are referred to by someone they trust rather than someone they come across in an advertisement. Referral recruiting is also economical because it does not require expensive advertisements. Referrals involve an employee referring a contact and receiving a cash/stock bonus if the recruit stays on the job for a certain period.
Best practices for ensuring a successful new hire
A new hire is a significant investment for any organization. To ensure that the investment is fruitful, it is important to foster a healthy and productive relationship with the employee from the very beginning. Providing a warm welcome to a recruit creates a sense of belonging, which can go a long way in establishing a sense of loyalty towards the company. Investing in training and development for the new hire is essential if they are an asset to the organization. Assigning a mentor or pairing them up with a peer can help them feel warm and cared for. They must have a series of starter tasks ready for them to execute to feel productive during their first few days. But at the same time, they must not be overworked, and they are not working on minor bug fixes rather than major releases, given the unfamiliarity with the code base and best practices. You must provide them with the necessary tools and resources to successfully show them how to navigate the organization and culture.
How Atidan Technologies can help you hire the best Software Engineers for your business
Atidan has access to the largest talent pool in the world with a proven track record of customer satisfaction. Atidan provides result-oriented premium staffing services so that you can focus on your running business. We have highly experienced recruiters with a strong technical background across North America, the EU, and APAC time zones. Atidan boasts of high retention rates for all vetted candidates. With the help of guidance from our dedicated project managers and experts, the team built for you will deliver consistently. With over eight years of experience in staffing and global offices in the USA, UK, India, SEA, and success stories across various industries, Atidan can manage all your hiring needs.
