One of the most important hires may be a web developer. This is the person who will build your company’s online faces and enable you to digitally engage with your customers.
It is also particularly important that you recruit the right talent for the first time. Otherwise, you risk hurting your company and wasting time and resources in search of substitutes.
Here are five tips for the selection process:
First hire DNA, then work experience.
Their personal DNA is the most important factor when I employ web developers. Although experience is significant, someone’s innate DNA and how it is suitable for your company is the bigger predictor of success. Are you driving, determining, persisting, curious? Is your culture important? Or are you more down-to-earth and comfortable with time and deadlines? Regardless of the features of your community, you want to ensure that the web developer fits in.
For instance, a genius web developer who worked at a large financial institution may not be good at a startup. Why? Why? In general, startup require features such as flexibility, adaptability, risk-taking, and self-starter personality, but in a large organisation these may be less necessary.
Make a list of the DNA specifications of your business. Do you foster an implacable driving environment? Would you like great team players? Make sure that the interviewee matches at least three if you have five criteria. Recruiting DNA will also enable you to develop a business culture and ensure that your team works together successfully.
Naturally, it is possible for certain people to falsify it in an interview, so you may need to assess it in another way to make sure it fits properly.
Try a new developer first with a small project.
While you might think that you have found your ideal candidate, just make sure that you offer him a tiny, non-critical project. This allows you to observe the individual in action and provide more insight outside the interview.
You will see how effective the nominee is in product delivery and how buggy the end product is. Did he or she go above and beyond to produce the product? How imaginative was the answer? How well did he or she work with a team and report difficulties and delays?
Choose an apt developer, not a specific ability set.
In the technology room, skills are redundant, give or take every two years. It is also easier to employ a Web developer who can learn new technologies quickly than someone who knows a certain technology but is unable to adapt when a new technology is developed.
The best way to detect whether someone is going to respond to change is by asking questions that tell whether a web developer is interested in learning. For instance:
What new programming languages have you recently learned?
Then about the places to learn new technological tips and tricks?
What are your favourite conferences on technology?
Don’t ask trivial programming questions.
There are examples of trivial questions that you would like to stop asking while web developers interview:
Who is the main Java programming language creator?
In which year has PHP been released?
What is the root of the name of the Python script?
Although such knowledge can seem useful, questions of trivial types are always a bad way to decide if someone is intelligent. They just identify people who can memorise things.
As a rule, I never ask questions which can be easily searched for and found online when I conduct technical interviews. I concentrate instead on open questions and listen. I listen. I’m looking at how much passionate candidates demonstrate in their responses and how well they interact and articulate technological terms.
Such examples of issues open to the public:
How do you handle conflicts in a web application when people edit the same data?
What style trends and in what contexts have you used?
Can you identify any distinctions between object-oriented design and design based on components?
Hire quickly, slowly.
Take the time to hire, but if you know that the individual doesn’t fit, let him or her go as soon as you can. The whole team and possibly the entire project may be disrupted by an inefficient web developer.
At Webgrrls.com a few years ago, I made a major mistake and allowed the individual to stay on for too long. While he was a skilled lead developer, he had been missing crucial deadlines sometimes for days. Missing delays can be particularly damaging for startups, where resources are tight and goods can be developed and improved rapidly and effectively.
It can be difficult to obey the fire-fast rule in small businesses, where everyone feels in it and has strong friendships. But don’t let you interrupt that.
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