How quickly can you hire a senior developer? In any part of the world?
Hiring is about building trust-based relationships. This sounds like something hard to pin down, however, having a sound strategy in place will help you succeed. Here are the most important four essentials:
Review Credentials and Applications Carefully
Screen Candidates tailored to the Job Description
Employer Branding Matters!
Bro-gram over Referral program
Companies can expand their search radius to hire skillful senior remote developers — both on the national and international levels by hiring an outstaffing service provider, outsourcing the whole project to an offshore or nearshore vendor, or involving freelancers.
It does not matter which one your company is going to choose; you can always proceed with the same crucial steps.
Review Credentials and Applications Carefully
The cover letter is an opportunity for the job searcher. The work of reviewing resumes, cover letters, job applications, and job application letters starts with a well-written job description. Your bulleted list of the most desired characteristics must be a part of the recruiting planning process.
Compare all applicants with this list of qualifications, skills, experience, and characteristics. You’ll be spending your time with your most qualified candidates when hiring an employee. And that is a fair use of it.
Screen Candidates tailored to the Job Description
The most crucial reason to pre-screen candidates when hiring an employee is to save the interviewing and selection committee time. While a candidate may look good on paper, a pre-screening interview will tell you if their qualifications genuinely fit your job.
Additionally, you can determine whether their salary expectations are congruent with your job in a pre-screening interview. A skilled telephone interviewer will also obtain evidence about whether the candidate may fit within your corporate culture — or not.
Employer Branding Matters!
First and foremost, you need to build your employer’s brand. The words that are a top priority for today and tomorrow.
Interviews, online and offline content, quotes, blogs, employee work-life balance – everything that supports you as an employer. They need to fall in love with your brand!
Bro-gram over Referral program
How many friends does an average person have on social media such as Facebook or LinkedIn? 300-400 people? How many of them are developers/testers/designers?
Your current staff and your external network likely already know a healthy number of skilled professionals; some of them could be your next hires.
Referred candidates tend to onboard faster and stay longer because they’re already familiar with the company, its culture, and at least one colleague. Ask your colleagues to make a promotion and give a good bonus for their efforts.
Technical Recruiting done professionally: Some Words to wrap up
Recruiting software developers is challenging. However, if you use suitable approaches and tools, you will be rewarded by the best-fit candidates for your company.
In these simple and short tips, we have tried to cover the most rewarding ways to find, attract, and, finally, hire suitable tech talent.
