How to Find and Hire Top-Notch Programmers in 3 Easy Steps

For the past 25 years, Works has been a leader in the technology and operations industry, building strong relationships with their clients and launching groundbreaking new products. Recently, Lisbi attended a webinar hosted by Lever, a recruitment software platform, entitled “How to Win the Competition for Technical Talent.” In the presentation, Lisbi discussed the three-stage process he uses to find and hire the most talented technical professionals.

Instead than sorting through resumes, go straight to the source.

Research by Lever has shown that a mere 38% of recently hired engineers applied for their positions independently. In order to be successful in technical recruitment, it is essential to draw in the best candidates. At Works, we make use of various platforms such as social media to capture the interest of potential Developers and communicate our mission, vision and ambitions. This helps us to attract outstanding technical talent before we even have the opportunity to meet them in person.

At Works, we have implemented a strategy that is specifically designed to increase the representation of women in the programming community. Currently, the average number of female developers in the workforce is estimated to be around 6%. To reach this milestone, we have established an internal all-female recruitment programme. Through this programme, our female engineers are able to connect and reach out to individuals within their own personal networks.

You need to rethink the interview process so that it places more emphasis on the most important qualities

At Works, we have established a rigorous screening procedure which allows us to select only the top 0.5% of the 25,000 applications we receive annually. This, however, is only part of the equation; our success is also largely attributable to our commitment to process improvement. We meticulously review the qualities of our most successful candidates and use this information to improve the standards and effectiveness of our training and testing.

We’ve also done away with typical coding challenges as part of our screening process. While such exercises might weed out people who are bad test takers, they also eliminate those who could still be good employees. We prefer a coding evaluation that takes real snippets of code and asks applicants to find what’s wrong or add a feature. This gives us a more realistic sense of how they would work with a client in the real world.

At Lisbi, we recognize that technology is ever-changing and that customers expect engineers to be able to adapt to and embrace new developments. Therefore, we strive to recruit individuals who are self-motivated and eager to continue learning, so that they can keep up with the latest advancements in their field. We believe that those who are proactive in seeking out opportunities to learn and improve will be best positioned to meet both our own and our customers’ expectations.

Close with confidence

Once a suitable candidate has been identified, it is essential to gain an understanding of what attracts them to the prospect of joining the Works team, as well as any reservations they may have. Open and honest conversations on both topics will help to ensure that our new team member remains motivated and productive in the long run. Our comprehensive recruitment process provides potential candidates with a comprehensive insight into the working environment at Works, and our experience suggests that the most suitable candidates are often drawn to companies that have already established themselves as market leaders in their field.

Recruiting is an essential part of our operations at Works, and we are committed to executing the process properly each and every time. If you would like to gain a more comprehensive understanding of the way we approach recruitment, our full presentation is available here for your perusal.

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