The Biggest Challenges When Hiring Developers

Startups rely heavily on new technologies and developers are key for their growth. Technologies are evolving rapidly and developers are the ones who can propose concrete and efficient solutions given the specificities of the startup. But the competition is harsh and you are not the only one looking for a good developer. Here are four reasons why you cannot recruit the rare bird, and some tips to improve your chances.

#1 – Defining The Position Requirements

When you don’t have any technical background, identifying the right candidate is complicated. When you chose a developer, you need to be careful about the type of technology he or she usually uses: Ruby on Rails, Python, Javascript… the first thing to do is to identify the technologies that you need to maintain and make your website or mobile application evolve.

You need support from a developer in your startup, or from someone you know outside your company. Nevertheless, try to focus on one technology and a few requirements as you won’t find someone who can master all the technologies.


#2 – Find The Right Candidates

Another big challenge consists of sourcing developers. The first thing that usually comes to mind is to post your job with online job boards or contact some interesting profiles on LinkedIn, but clearly, this is not enough. Go to events or places dedicated to developers: more and more meet-ups are organized around a specific technology, agile methodologies or with developers sharing their personal experiences.

You can also rely on your personal and professional network (sometimes a tweet or a Facebook post can be very helpful), share your needs on online groups, visit Github, and ask universities offering a degree in computer sciences how you can communicate your offer to their alumni. If you want to hire a developer for a short job or something very urgent, you can visit platforms proposing the services of freelancers like Upwork or Freelancer.


#3 – Attract Candidates To Your Startup

Developers receive a lot of offers every month, so make sure your startup and the project are attractive. Beyond the technology, you should help the candidate to have a good idea of his/her future job, your digital strategy, the tools and frameworks he/she will use… But also list all the advantages of your company, such as flexible hours, remote work, free beers on Fridays, etc.

#4 – Interviewing Without Technical Skills

Your candidate will need to take a technical test, but even if you have no technical skills/background it is important that you assess how the candidate behaves, if he/she has the right mindset, and can match the culture of the company. If you decide to develop something that he/she has never done before, how would he/she do? Would you like to work with him/her? Would he/she like to work on the kinds of project you would like to launch? Adopt a marketing approach in your recruitment by getting to know your target.

Even if it takes time, it is important that you find somebody who has the right skills and will be a good fit with the company. Search actively for a developer, stay connected with the market, and be realistic. When your startup keeps growing, hiring developers can be a continuous process – as is the case for HelperChoice, which is hiring another full-stack developer.




The article is contributed by Julie DELIGNON, the Country Manager of HelperChoice

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