5 Helpful Hints When Searching for and Hiring Software Engineers

The recruitment of software engineers reached an unprecedented level in the past year, and the trend of difficulty in recruiting is expected to continue. According to the latest employment projection by CareerBuilder, the percentage of companies planning to hire full-time, permanent IT workers in 2022 has increased from 29% to 54%.

Identifying the ideal candidate for the position has become increasingly important in the current competitive job market. Recruiters may be tempted to fill the vacancy quickly by selecting the first software engineers they encounter who possess some level of related qualifications, regardless of whether they are the most suitable choice.

If you’re on the market for a software developer, here are five unspoken guidelines for success:

  1. Judging Capability

    Despite the traditional methods of hiring, such as a resume and an interview, often being used to assess a candidate’s skills, they can be misleading and subject to prejudice. In the 2022 HireRight Employment Screening Benchmark Report, which surveyed over 3,000 professionals in talent management and security, it was revealed that 88% of respondents stated that applicant screening had indicated a falsification of the resume.

    After carefully reviewing numerous applications, recruiters may sometimes select a candidate only to find that they are not an ideal fit for the role or the organization’s culture. To ensure that you are able to identify the most suitable programmers, it is essential to introduce objective evaluation criteria into the recruitment process.

    Plum is a company that Works works with to assess the character and potential of job applicants. Rather than simply considering a résumé, Plum takes into account the key qualities an employer is seeking in a new hire and assigns a score to potential prospects. In order to make the most accurate determination, Plum administers tests to measure soft skills such as communication, work ethic, and problem-solving abilities. This comprehensive approach helps to narrow down the applicant pool to the most qualified candidates.
  2. Create an environment where remote recruiting is encouraged.

    The advancement of technology has enabled companies to access a much wider pool of talent, regardless of physical distance. Smartphones, tablets, and applications have made it possible for remote employees to stay connected and contribute to the team from any location. This has been highlighted by Jason Fried and David Heinemeier Hansson, the co-founders of 37Signals, in their book Remote. According to them, limiting recruitment to a single location can result in a business missing out on the best available candidates. They are of the opinion that employers and employees can still collaborate productively even when working remotely.

    It is important to consider applicants beyond your local area when searching for the ideal candidate for a programming position. Widening your applicant pool could mean posting job openings on websites such as We Work Remotely, which could potentially uncover more suitable candidates.
  3. Seek for potential where there are many individuals but few openings.

    It is possible to find potentially promising software developers in expanding IT markets. As an example, we have had success in recruiting from the most populous nations in Asia. The presence of a large labor pool enables us to be selective in our evaluation of applicants’ aptitude and attitude. Thus, it is beneficial to look for candidates in locations where there is a significant number of people who are keen to work.
  4. Junior employees should not be disregarded.

    The IT hiring industry is extremely competitive due to the scarcity of qualified personnel. Therefore, it is essential to evaluate potential applicants beyond their past experience. It is possible for a software developer to learn the specialized knowledge necessary for a role through on-the-job training, mentorship, and observation. However, it is difficult to teach qualities such as leadership, cooperation, and problem-solving, so it is worth considering candidates who already possess these traits.

    Regardless of their prior experience, individuals have a good chance of developing into productive team members.
  5. Think in terms of your purpose.

    As the IT industry continues to grow, job seekers are presented with a range of opportunities in terms of both companies and positions. When presented with a variety of employment offers that include similar pay and benefits packages, the company’s culture and purpose become key factors in the decision-making process. As such, employers must focus on emphasizing the company’s purpose and how the candidate can contribute to it in order to stand out from other employers that are vying for the same talent.

    Although hiring top technical expertise is difficult, following guidelines will help.

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