6 Common Pitfalls When Recruiting Developers for a New Company

As an entrepreneur embarking on a startup project, it is essential to have an effective recruitment process in place. This will enable you to find a talented developer to join your team. To begin the process, it is important to ask yourself a few basic questions such as, “What steps do I need to take to find a great developer who will be committed to my project?”, and “Where can I find the most competent and cost-effective IT professionals?”. By considering these questions, you will be able to start the process of locating the ideal candidate for your business.

Questions may arise, but with the appropriate direction, you can locate the employees you need.

Here are six common pitfalls to watch out for when hiring your first developer as a startup before you dive headfirst into the IT pool:

Finding Regional Rather Than International Programmers

One of the most frequent mistakes made by businesses when recruiting IT professionals is the comparison of the number of programmers operating in the United States and the European Union. This is an error often made by those who are new to the industry and should be avoided.

It is estimated that there are approximately nine million software developers based in Europe and the United States alone. This indicates that there is a wealth of talented individuals available to employers, with many of them expressing a desire to work remotely. Therefore, employers have an excellent chance of finding the right person with the necessary skills to fill the role they are seeking.

Hiring internationally can offer a much wider selection of qualified personnel who would be a great cultural fit for your business, and can also meet all other necessary criteria. Not only does this provide access to highly skilled IT professionals and a more productive, satisfied workforce, but it also offers savings on overhead expenses. Many remote employees choose to live in cities with lower living costs, meaning businesses can save an average of around £8,500 each year, as there is no need to spend money on office space, utilities, supplies and food.

Finding Programmers to Work for You Online

There are two main reasons why hiring freelance developers is a good idea:

  1. Affordable rates are offered.
  2. They are effective in their tasks.

Startup companies often assume that finding a reliable freelance developer will be straightforward. However, the freelancing landscape can be incredibly chaotic, with a multitude of bids and freelancers who are primarily focused on making a profit and acquiring positive reviews. Therefore, it is important that startups take the time to thoroughly research and vet potential freelancers to ensure they find somebody who can meet their specific requirements.

Whilst independent developers may be able to work on certain projects, they are generally not able to become fully integrated members of the team. They typically do not go the extra mile, instead settling for an ‘adequate’ outcome. As they have other projects to attend to, they will typically complete the task and take the payment, before moving on to the next position.

Freelancing platforms may not be the ideal place to find a competent developer who is able to fit in seamlessly with your organization and flourish due to their understanding of its processes and values.

Human Resources (HR) Workers that Are Not IT Experts

Many companies and recruitment agencies make the mistake of not considering their own lack of technical knowledge when trying to hire software developers. Without a comprehensive understanding of programming languages and development techniques, it is virtually impossible to find the perfect candidate for the job. This is why it is essential to enlist the help of IT recruitment specialists when looking to fill software engineering roles. Experienced recruiters are familiar with the type of expertise and capabilities that are required for the position, and can aid in finding the ideal new hire for the organization.

In order to identify the ideal candidate for a role, it is important to use a range of methods in addition to the standard interview questions. Creative approaches can be useful in uncovering the capabilities of potential developers, and it is essential to use imagination to ensure the best person is found.

Just go with the reviews when choosing a developer

Before making any purchase, it is essential to evaluate whether the product is truly worth the cost. This same principle applies to the recruitment process, as people should not be treated as commodities; although references are an important factor for potential employers to consider.

Although it is important to take into account reviews and ratings when considering a potential business partner, this should not be the sole factor in the decision. Even if someone has a high number of positive reviews on an online marketplace or freelancing platform, this does not necessarily mean that they are the most suitable fit for your business. It is possible that they may excel in one area, but lack in another, which may not be immediately apparent from their feedback.

Gaining an understanding of a prospective employee’s skillset and personality can give us an indication of how well they will fit into our company’s ethos and be able to comprehend our long-term goals.

Having a Generalized Job Description

In order to recruit the best possible candidates for the software engineering role at your company, it is essential to create a comprehensive and detailed job description. This will allow you to precisely define the roles you need to fill, such as a DevOps engineer, a Redux developer, or a Clojure developer. It is important to remember to be explicit about the roles you are trying to fill, as this will ensure that the right person is chosen for the role. This is especially pertinent following a difficult period of change, and who wouldn’t want to work with Clojure?

At our startup, we are dedicated to providing an innovative solution to an existing problem. We strive to make a real difference, and our purpose is to make a meaningful impact on our customers’ lives. We want to create an environment where potential applicants can ask the most pressing questions and receive clear, imaginative answers. Our aim is to provide an unparalleled level of service and promote an atmosphere of creativity and innovation. We are confident that our approach will result in a positive and lasting legacy.

  • Tell me more about the role you’re applying for.
  • Can you tell me about this business and what it does?
  • What kind of qualifications are you seeking?
  • In terms of a career history, what exactly are you seeking?

Generic job descriptions can often result in hiring someone who is not adequately informed of the requirements of the position. The software engineering field is vast and complex, so it is essential to be clear about the specific kind of programmer required before beginning the recruitment process. This will ensure that applicants have a clear understanding of what is expected from them in the role.

When Considering only the Technical Capabilities

When making new hires, it is essential to consider technical proficiency. For instance, if you are looking to recruit a MongoDB Developer, it is essential that they are knowledgeable about Namespace and ObjectID format. While having an excellent technical ability is important, it is also necessary to consider other qualities that may make an individual the best fit for the role and your team. For example, communication skills (including the ability to effectively communicate remotely) are an invaluable asset that should also be taken into account when making hiring decisions.

A Leadership IQ research has revealed a worrying statistic; only 19% of new hires are successful after 18 months in the position. The survey concluded the three main reasons for this failure rate are: (1) a lack of motivation to complete the required work, (2) incompatibility with the organization’s culture, and (3) an unsuitable temperament for the role. This is an issue which should be taken seriously and addressed by organizations who are looking to optimize their recruitment processes.

Emotional intelligence and other soft skills are often overlooked in developer screening, but may make a tremendous impact.

Ideal Method of Employment? Consult with IT staffing agencies.

Recruiting the right person for the role of developer can be difficult, as a talented developer has the potential to take your business to the next level. Unfortunately, many organizations make mistakes in the recruitment process, resulting in wasted time and resources being devoted to unsuitable candidates.

Having an understanding of the Information Technology (IT) sector, knowledge of the specialized area required, and the capability to identify the best candidates, are all essential requirements for a successful recruitment process. So, where should one start when it comes to locating the ideal employee for a newly established business? Works can provide assistance in this area.

Works is a premier IT staffing agency. At TalentHut, we are more than just recruiters – we are headhunters. With our experience and expertise, we are able to search far and wide to find the most suitable candidate for your business; someone who not only has the necessary qualifications, but also a good cultural fit for your organization. Our recruiters are trained to ask the right questions and to assess potential candidates beyond just their resumes to ensure that they are the perfect cultural match for your company.

Interested? – Get in touch with us immediately!

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