Every company requires technical help and assistance to make sure the business runs and functions properly. However, it can be a challenge for a startup to find developers and hire them accordingly. The budget constraint and lack of proper technical knowledge can make it a difficult option. But it’s not necessary for every startup founder to be technically sound and skilled to find and hire the skilled team. And there are many other budget-friendly options for managing your own technical team.
Likewise, there are many other important business functions which require your attention. It might not be possible for you to forget everything else and just focus on your technical team. Also, let’s not forget at this age, team diversity and experts are crucial for the success of a business. And did you know many businesses fail due to lack of proper team?
So, it’s crucial to understand about the types of the technical team, where to find developers and how to hire them to make a wise choice.
Types of Team
Generally, your technical team can be classified into the inhouse team and offshore team.
1. Inhouse team: This is the traditional way of hiring and managing a team. In simple words, the in-house team can be understood as the team which you hire and manage. They have to come to the office daily at the said time and complete the given work. In return, your company pays them a salary and provides other facilities like a bonus, lunch, dental and insurance, etc.
2. Offshore team: Offshore team isn’t a new concept. But lately thanks to all the technological development it has been gaining a lot of hype. The offshore team can be understood as the team which you hire but they work at their convenient place. Meaning they don’t have to come to your office to work. They can stay at home or at a park or coffee shop, wherever they feel comfortable to work. Depending upon the type of offshore team you either manage the team or you don’t. Some of the models of the offshore team provided by our company and others are:
- Remote working team
- Outsourcing (can be project outsourcing or technical team outsourcing)
- Staff augmentation
- Dedicated developer team
Where to find developers?
A. For the in-house team
a. Find developers at social media
Social media is a great place to post your vacancy information. There are many groups where you can post your job vacancy details. Similarly, you can run ads on social media relevant to your business. For instance, you can run Linkedin ads to reach professionals and experts in different fields. Social media works for finding offshore team too. You can easily target your ads to the countries from where you seek the service.
b. Specialized developer communities
There are lots of developer communities. If you haven’t joined it yet then I would suggest you do. Your professional network can suggest you another upcoming developer with excellent coding skills. Or, they can suggest a student or a person with lots of capability. This makes finding the right developer faster. As a result, you can effortlessly find programmers without any hassle.
c. Find developers at co-working spaces
Co-working spaces are another great place to network and reach out to a greater mass of developers. You might find developers over there or other companies founder or HR who can help you get in contact with the developers. Similarly, you can find developers from:
- Tech conferences
- Meetups and hackathons
- Personal network
d. Staff referral
One of the best ways to find programmers who can match your skill and perfectly fits within the company’s nature is by making your staff recommend them. The staff recommends the perfect match for the organization as they know what sort of skills your organization is looking for. Plus, they would want someone in their team who can complete the given work on time.
However, the quality of recommendation depends upon the employee you have. If your employee is hardworking and highly skilled then they would want to work with someone who is equally talented and hardworking. But if your employee is average skilled then they would suggest someone who is worse than them to make it look like as if they are better.
B. For the offshore team
a. Find developers through staff augmentation company
If you’re living in America and want to recruit a remote employee from Australia, the recruitment process can be devastating. So, the best way of getting over this is by contacting local recruiters. There are lots of companies providing staff augmentation services. You can easily find one. As a matter of fact, we also provide staff augmentation services. So, we know exactly how this works.
First of all, they will look over your requirement and keep you in contact with the developers who meet the requirement. After that, you can select and hire the one you like. You can pay the local recruiters certain amount they say and they will manage and maintain the resources, infrastructures and the developer to ensure the developer doesn’t leave your project in the middle.
b. Freelance portals
Have you heard about Upwork? Or Fiver? If yes, then you know these are the freelancing sites where different freelancers work on the project. The project assigned here is temporary. However, that’s not the part of our concern. You can find tons of freelance developers on freelance portals. You can contact and hire the one whose work impresses you.
c. Find developers through local software agencies
Another great way to find developers is by contacting local software agencies of that area. Chances are they have information about different developers in that area. They can tell you everything you need to know about the developer like the actual skill that they possess, whether or not they can develop a well-functioning app.
d. Agency Partnership
If your project and requirement are bigger than it’s better to opt for agency partnership. In an agency partnership, the company will provide you with technical support and assistance. They work and co-ordinate with you and complete your project. You can get the whole technical team i.e project manager, QA engineers, front-end developer, back-end developer and other members as necessary.
e. Recruitment Portals
Last but not least you can post your job vacancies on recruitment portals and your inbox will be flooded by CV and cover letter. However, it might be difficult to interview them so, to find the best ones you can contact the recruitment portals and tell them to find you one. They will be able to find you a perfect match without any hassle. If you decide to hire through recruitment portals then we suggest you opt for a staff augmentation company. As the staff augmentation company will do the same plus they have contact with highly skilled professionals and they manage resources and infrastructures.
Tips to hire programmers
1. Is the person smarter than you?
If yes then hire him or her. You want to hire a programmer who has more technical skills and expertise than you. The person should be able to help your company reach new heights of success. So, it’s always advisable to hire someone who is smarter than you.
2. Give them the real-life technology problem encountered by your company and evaluate how well they perform.
Knowing a programming language or knowing how to use certain tools and methods isn’t a big deal. Unless you’re able to solve a real-life problem with it. The main motive behind programming is to solve the issue that has been prevalent for years or to reduce the repetitiveness natured work. The interviewee should be able to solve a real-life technology problem in order to prove his qualification and skills is worth it.
3. What is their flexibility level with programming languages and tools?
A programmer can be an expert in one specific programming language and tools while having some basic knowledge about other languages and tools. And it’s better to work with such a programmer than with someone who knows one language by heart but cannot do anything in another language. Also once a developer knows all the basics of programming they shouldn’t have much difficulty working with another programming language. Thus, you should hire a programmer who is flexible with other programming languages and tools.
4. Don’t forget you should hire a programmer with good communication skills
Communication skills are very important and a good developer needs to master this skill. If a developer doesn’t have proper communication then it can hamper your business a lot. S/he needs to communicate the requirements properly and likewise receive the information given by your clients properly. No matter how well of a programmer the person is, s/he needs to have good communication skills to ensure the smooth functioning of your business.
5. Make sure you have another person in an interview to give an unbiased opinion
Sometimes we can be biased towards someone without even knowing. This is really common while working in a team. A leader or manager can be biased toward a person without even knowing. Similarly, it can happen in an interview too. So, it’s better to keep another person in an interview. In this way, you will be sure there is no nepotism or any biases from your side. Plus, you will be able to hire an employee with good skills and expertise.
6. Set some expectations and talk about it with the interviewee.
It’s always better to set some expectations from the vacant position before interviewing a person. Rather than what you want that person to do, it’s more like what you want that job position to do. Once you have decided all the expectation you have from the vacant job position, discuss it. And figure out whether the interviewee will be able to carry out the functions or not.
7. Shift your focus from the resume to how much skill the person has
Many times recruiters and managers can be so focused on the resume that they happen to shift all of their focus on the resume than on the actual skills the person has. For instance, if you receive a resume of someone who has done engineering from a highly reputed college and has a job experience from a big company then chances are you would be a bit more biased towards that person.
Just by looking at the resume you have made up your mind that the person is highly skilled and it would be nice to have someone like that person in the job. But in the same case scenario if the same person resume states that he has done engineering from some college whose name you have never heard and has worked in a small company then you wouldn’t be biased toward that person. Even if he might be the best candidate. Chances are you might not hire him. So, you should shift your focus from resume to the actual skills the person has.
8. Someone who loves coding/programming is the one
Coding can be repetitive and boring to someone who isn’t passionate about it. However, someone who is passionate about coding will be happy to work overtime and give 100%. Because you know they are doing what they love. And work is fun when you’re doing something you love. Otherwise, you can see them start making excuses to not come to the office or why they didn’t complete the work in time. So, it better to find and hire someone who is passionate about coding and is eager to learn more.
9. Do they write messy codes?
A person might be highly skilled and write algorithms which are amazing. But if the written codes are messy then it’s basically useless. Because nobody can understand what the person is trying to do. And suppose the person resigns tomorrow and you hire a new person to take over the job then it would be a total nightmare for the new recruit to look and understand the messy code. In this way, the whole code becomes waste and chances are it has to be written once again. Consequently, the overall cost tends to be higher due to the messy code. So, it’s better to hire developers who write clean codes. It is beneficial for your company in the long run.
10. Does the person fit in the team?
This has to be the most important factor to take into consideration while hiring a developer. The person needs to be culturally fit in the team. Without it, perfect coordination and collaboration aren’t possible within the team. But how can we find whether the person is perfect fit in the team or not? I suggest rather than asking ‘yes’ or ‘no’ question ask personal behavioural questions. Questions like the one Elon Musk’s ask – “Tell me about some of the most difficult problems you worked on and how you solved them.” – will help you get a better idea of what sort of person you are interviewing.
However, before determining whether the person is fit for your team or not you should know what kind of person you’re searching for. If you don’t know what you’re looking for then chances are you will never find it. So, the first step has to be you determining your business work environment. Then you have to consider the personality of the team with whom the new hire will work. Lastly, you need to prepare questions which will able you to identify whether the person is fit for your company or not. And if the interviewee answers the question in a way that makes them look good or doesn’t reflect their true personality then it’s better to ask them to come around for another round of interview.
To conclude, you can easily find developers and hire them. But you should be cautious as the bad one can ruin your business. And a good one will surely benefit. If you manage to follow what I have written in the above points then chances are you will find and hire a good match for your business.