You Should Know These 6 Things Before Hiring a Web Developer

It is widely acknowledged that recruitment and selection can be a difficult and time-consuming process and can cause major issues if not done with care. A poor hiring decision can delay a project by months and result in considerable costs. It is common for employers to make quick decisions based solely on a candidate’s CV, which is a mistake as this rarely gives a full picture of the person’s skills and capabilities. Despite its importance, the candidate’s work history is often not enough to make an informed decision.

Recruiting for the role of Web Developer can be challenging due to two primary considerations. Firstly, there is a variety of interpretations of the job title depending on the individual. For example, an applicant may have only had limited experience in HTML and Vue.js, whereas another may have primarily used Ruby yet refer to themselves as a Web Developer.

The second point to consider is that the size and complexity of each web development project demands a unique set of skills from the web developer. Merging the online side with Python-based machine learning is a significantly different task than one requiring Drupal development services.

It is essential for the business to have a clear understanding of the web developer’s duties and obligations. To achieve this, it is beneficial to consider questions such as:

  • The nature of the project is unknown.
  • What proportion of time should be spent at the front end vs the rear end?
  • Approximately how big is this undertaking going to be?
  • How many different things have to be done?
  • For how long will this project need to be completed?
  • Will there be direct tech help from the developer?
  • What’s the budget for the project?

Once the scope of the work has been established, it is beneficial to create a comprehensive profile of the desired web developer. An error that many businesses make is to assess employees based on their current roles and capabilities rather than their aptitudes. To assist with the recruitment process, here are some helpful tips for finding and hiring web developers:

Prioritize adaptability and pliancy.

When conducting an interview, it is advised to limit asking the question “Do you know Drupal?” Instead, it is more beneficial to ask “How do you feel about learning Drupal?”. This is because the second question allows the interviewer to gain further insight into the character of the candidate, whereas the first simply allows them to talk about their previous experience and qualifications.

Anybody can acquire proficiency in a new language or framework through dedication and hard work, however, adaptability and versatility, which are crucial traits for any web developer, are much more difficult to cultivate. An individual who shows an eagerness to explore and venture beyond their comfort zone manifests an enthusiasm for learning and perfecting new skills.

Programmers who are adaptable are easier to train than those who are proficient but inflexible in their methods. The latter is more challenging, as it necessitates them to collaborate with other programmers and absorb the coding style of the organisation.

Seek for those that like figuring out solutions to issues.

Problem-solving is an essential skill for a developer. It is widely known that Google utilize unconventional interview questions to assess a candidate’s ability to manage complex issues. Generally, the thought process behind the answer is more important than the answer itself.

Expert problem solvers are typically characterised by their inquisitive nature, being able to think creatively to provide multiple solutions to a problem. In the recruitment process, recruiters should be aware that applicants who answer hypothetical questions or practice exams with “it depends” may be indicative of an individual who is considering alternative options to a given answer.

Keep an eye open for side projects.

Even if a developer’s side project may not seem significant, it can be a good indication that they possess skills that may not be reflected on their CV. For example, a potential candidate who enjoys painting could have a natural aptitude for image editing software without having any formal training in the subject. Additionally, a musician who is responsible for their band’s social media presence could have experience in community management.

Those who willingly take on additional tasks beyond their usual duties are often seen as proactive and passionate about their pursuits. Recruiters may gain valuable insight into a potential employee’s character by looking at any side projects they have undertaken.

Consider the team’s needs while making hires.

In the past, there was a misconception that software developers worked in isolation. However, this is no longer the case. Web development is now a much more collaborative field, with developers required to interact with other departments and colleagues. To accommodate this, many organisations now place an emphasis on building agile teams.

Teamwork does not require individuals to be natural-born leaders; anyone can contribute to the team. When recruiting, employers should assess candidates for their ability to empathize, accept constructive criticism and analyze their own behavior. Such qualities are essential for successful collaboration and addressing conflicts that may arise.

Team players understand the importance of seeking input from their interviewers, such as feedback, clarification, or even support. While this may appear contradictory as interviews are designed to assess their expertise and experience, it is important to remember that no developer works alone, and asking for help is a sign of a person who is confident in their own abilities and willing to collaborate.

Try to find examples of perseverance.

Development can be a demanding field – it is not surprising that so many developers experience burnout during their careers. While one individual may view a challenge as an insurmountable obstacle, another may see it as an exciting opportunity.

Research in positive psychology has consistently demonstrated that the capacity to rapidly recover from difficulty is a significant protective factor against burnout. People with a natural resilient disposition often find motivation in challenging circumstances.

Those who are able to demonstrate resilience in the face of adversity often do so by presenting themselves positively, taking ownership of their actions and exhibiting a sense of control over their situation. In contrast, those who lack resilience are more likely to attribute responsibility to external factors.

Recruit more coders

It is essential to involve other members of the organisation’s development team, especially those who will be working alongside the web developer, in the recruitment process. An individual’s behaviour and personality can be assessed most accurately by those who are already part of the department in which the position is available.

Human Resources should have faith in the judgement of the developers when it comes to the recruitment process. Their in-depth knowledge of the development industry gives them a valuable perspective that may not be available to professional recruiters who are not as familiar with the field.

Many businesses utilise IT staffing services to ensure they benefit from the expertise of professionals with years of experience in the field. These professionals work in close collaboration with the contractor to identify the most suitable applicants for web development and other related roles.

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