Tech Talent Hunt: A Guide To Selecting The Right Developers For Your Team

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Finding the right tech talent is never easy, but it's even tougher in today's tight job market. Entering 2020 with a skilled and diverse team will help you gain an edge over competitors during this time of rapid technological change.

This guide will walk you through the process of finding top developers who can grow along with your company and keep up with the demands of new technologies and trends.

Defining your tech team needs

Before you start looking for developers, it's important to define the problem you're trying to solve. Do you need help building a new feature? Have an existing product that needs improvement? Or are there just some minor bugs that need fixing? Consider using a platform where you can hire developers, to find the right talent for your specific needs.

Defining your tech team needs

Asking these questions will give you a better idea of what kind of developer will work best for your team and what type of experience they should have.

For example, if a developer has no experience building features but has lots of knowledge about how code works under the hood (the "nuts and bolts"), then this person would be an ideal fit for helping out with technical issues but probably not ideal as part of an agile team responsible for creating new features.

On the other hand, if someone has spent years working on large-scale enterprise applications but doesn't know how to debug code when something goes wrong during development, then they may not be right for this position either!

Crafting a compelling job description

When you're writing a job description, it's important to consider all of these factors.

  • Technical requirements: What are the technical skills required for this job? Do they have experience with any specific technologies or frameworks, or do you need someone who can learn on the fly? Are there any certifications required for this role (e.g., Microsoft Certified Solutions Developer [MCPD])?

  • Soft skills: How does their communication style fit in with your team's culture? Are they able to work well with other members of your organization or do they prefer working independently in their own space without much interaction with others unless necessary (or vice versa)? How does their attitude stack up against others who have been successful in similar positions at other companies do they share similar values as those employees did when performing well at those places? These questions should help determine how well an applicant will fit into your company culture before hiring them so that there are no surprises later down the line!
  • Cultural fit requirements: Does this candidate seem like someone who would be good at working remotely versus being located within walking distance from everyone else where all work must happen face-to-face every day between 9 am - 5 pm Monday through Friday. During normal business hours only please no exceptions ever even though we'd love nothing more than having everyone here full time because it would make things easier but unfortunately not possible due to budget constraints so sorry guys but thanks anyway!

Effective job posting and promotion

It is important to ensure that your job posting is clear and concise. Make sure the title of the job reflects its core responsibilities, and include a link to your company website in the post so candidates know where they would be working if hired.

Effective job posting and promotion

You should also be posting on multiple websites, including ones relevant to your industry or region (e.g., Stack Overflow Jobs). You may want to consider reaching out directly via email or other means if you have a specific candidate in mind who might not otherwise see it on their own but don't spam!

Screening resumes and applications

Screening resumes and applications can be a time-consuming process, but it's one of the most important steps in your hiring process. If you don't screen well, you may end up with a candidate who isn't right for the job or even worse: someone who doesn't work out at all.

To ensure you're making the right choice, use a rubric to evaluate each candidate's resume or application and assign points based on their experience and skill set. You can then rank them according to their overall score so that hiring managers know which candidates should be interviewed first and which ones they should pass over entirely.

Conducting initial technical assessments

Technical assessments are an essential part of the hiring process. They give you a chance to get a sense of how candidates will perform on the job, and they also help you identify who will be the best fit for your team.

Technical assessments can take many forms: from simple coding tests that ask candidates to solve basic problems in code, to more complex challenges where they must write code while working under time constraints or while dealing with real-world constraints (like having limited memory). Whatever type of technical assessment you choose, there are several things that you need to keep in mind:

  • Make sure it's fair no one should have an unfair advantage over another candidate because they know more than others about certain topics or technologies; this goes both ways if one person has more experience than another candidate then expect their results will be better too!
  • Don't forget about cultural fit - if someone has great technical skills but doesn't gel well with those around them then getting them on board could end up being more trouble than it's worth!

Structured interviews and technical questions

Once you've identified a candidate and set up an interview, it's time to get down to business. The first thing you should do is make sure that the person in front of you is qualified for the job. This can be as simple as asking them some basic questions about their previous experience or skillset, or it could involve requesting some sample work (if applicable).

Structured interviews and technical questions

It's also important that they have similar values to yours you want someone who fits into your culture and will be able to hit the ground running when they start working with your startup or company.

The next step involves asking technical questions related directly to what the developer does on a day-to-day basis at work.

You may want to ask them about their favorite programming language - Python? Ruby? C++? - or how would they go about solving specific problems related back again into code such as writing algorithms for sorting data sets according to specific requirements set forth by clients beforehand based on what kind of information needs organizing based on its unique characteristics such as size/length etcetera...

Assessing soft skills and cultural fit

The soft skills and cultural fit of the candidate are also important. The best developers will have strong communication skills, a positive attitude, and an eagerness to learn new things. They'll be able to work well with others on your team even if those others are not programmers themselves.

This is because software development is a team sport: every developer's code has to integrate seamlessly with every other developer's code for your product to function properly.

soft skills and cultural fit

In addition, you'll want someone who fits into your company culture or can quickly adapt their behavior so that they do fit into your company culture because even though we all know that "culture" isn't something you can put in an HR questionnaire or checklist (and yes, there are companies out there who attempt this), it still matters!

Conclusion

In the end, your goal is to find developers who will be a good fit for your team. You can do this by matching technical skills with cultural fit and soft skills. The most successful companies are those that understand what kind of tech talent they need and how best to find it in today's competitive market.

About the author 

Peter Keszegh

Most people write this part in the third person but I won't. You're at the right place if you want to start or grow your online business. When I'm not busy scaling up my own or other people' businesses, you'll find me trying out new things and discovering new places. Connect with me on Facebook, just let me know how I can help.

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