Software jobs may seem easy and facile to the untrained eyes, but recruiters have to undertake strenuous research to execute a proper interview. They need to have a firm grasp of the role and the responsibilities that are required in a job role. It is a daunting job and it takes the right plan to select the right candidate.
Software engineer jobs are one of the most in-demand talents globally and almost every business needs them. It is of paramount importance that their interviews should be to the mark. Recruiters should be able to frame questions that showcase the candidates’ personalities, competencies, and overall suitability for the role.
For example, interviewing a candidate for a web developer’s role can be daunting, but we are here to help. In this blog, we shall cover
Whether looking for a contingent worker or a full-time developer, a recruiter must know what he wants in his employees. As the role of a software developer is a technical one, prowess in technical skills is a must. But that is where recruiters become one-dimensional. Most recruiters take interest in the technical skills for such posts and miss out on the skills that reflect the candidate’s suitability depending on the prevalent work culture, especially on boarding new developers.
Software developers must possess skills that reflect their technical expertise as well as their personality and ethical viewpoints. A candidate may have all the technical qualities required for the job but may have a bad attitude. In that case, he cannot be considered as the ideal candidate as he will not be able to work with other employees.
Recruiters should know the required skills set and act accordingly.
There are challenges in hiring software developers. Hence, recruiters should focus on certain keywords that reveal the skills and qualifications of the candidate. The questions should be as such that they evaluate the candidate’s proficiency based on all the responsibilities as per the company.
According to experts, there are certain points that recruiters must emphasize on while evaluating the candidate, namely:
Subject matter expertise is one of the biggest factors that decide whether or not recruiters will be able to find , select or hire quality talent. But a recruiter cannot possibly have subject matter expertise in every job role who can know everything about a software developer. This is where structured and standardized competency-based interviews and hiring processes come into play.
The top mistakes that recruiters make during tech hiring are:
If companies base their hiring processes on a software engineer’s job specific competencies and conduct structured interviews that cover those competencies, they are already doing a better job at hiring that majority of the businesses.
But asking relevant questions is not the only hack that will ensure hiring of quality tech talent. Testing those skills live using a coding enabled video interview process that allows assessment of the candidates on real-world tech problems that software developers are likely to face on-the-job is essential to test any candidate’s skill set, attitude to problem solving, ability to deal with deadlines, thought process etc., – all of which is essential to assess and predict if a candidate will be a high performer at work.
Studies show that use of coding tests, coding simulations, live coding interviews, hackathons etc., where tech talent can showcase their skill set in an environment that is familiar to them, makes the hiring process more engaging and pleasant for them, which substantially reduces candidate back out rate and prevents companies from missing out on top talent. It also leads to more thorough skill assessment and evaluation of on-the-job performance, leading to hiring of quality talent.