As you’re well aware, there has been a boom of small to medium businesses and enterprises due to the rise of technology and computer systems. Local businesses are expanding beyond their town, and Brick & Mortar shops have expanded their reach exponentially by taking their business online.
In the past, having a website was just a luxury, but nowadays, it has become a necessity for businesses to be successful. This is exactly why there is a growing demand for developers to build these online “homes” for businesses large and small but with a growth of demand in developers comes a growth of supply as well.
As you’ve probably noticed, just posting a job online yields a tremendous amount of applicants – which means it’s even more important to know how to filter through them and hire the right one. In this article, we’ll help you learn how to sort through the choices by bringing to light three common mistakes that business owners and recruiters make when interviewing developers:
Mistake #1: Not Preparing for the Interview
It may seem like an obvious mistake to point out, but we’re actually not referring to you as the interviewer being unprepared. You should also make sure that the applicant is prepared for your interview.
This involves briefing the applicant on your company, the job, and interview itself. Normally, hiring managers wouldn’t bother with this, leaving the applicant to do research on his or her own. In some cases, this is fine because it reveals just how much an applicant is interested in the job and the company, as well as how the applicant can think on his or her feet.
However, in certain cases that require more technical expertise, such as in hiring a developer, you want your applicant to put their best foot forward, especially as it relates to the skills needed for the job.
How do you prepare an applicant for the interview?
It starts with the job posting or the interview invitation. Being extremely clear about your company and the job can filter out uninterested applicants. Be clear on the kind of developer you are looking for by including specific qualifications and your goals for hiring a developer, as your decision will ultimately be based on how the applicant can help you meet your goal.
Once you’ve picked applicants to interview, include a basic structure of what to expect for the interview such as basic questions, or even just a flow of the interview. This way, the applicants will have more time to prepare better answers for you, especially when you ask the more technical questions.
Mistake # 2: Don’t Get Lost in the Jargon and Technicalities
This is very important, especially if you are hiring a developer because you yourself don’t have the skills to do what needs to be done. You probably already know that there are a lot of people out there who bark louder than their bite and are better with words than acting on them.
There may be developers who will be able to know that they can talk their way into a job by throwing big words and terminology at you. People tend to do this to sound smart and informed. If you start to get lost, don’t pretend to understand, but rather, ask the applicant to simplify. Remember, you’re hiring a developer for your business or your company. If you are not able to understand what the developer is talking about, then you would have no real way of measuring his or her performance after hiring.
The best way to avoid this is to have a technical person with you during the interview. If you have an existing team and are just looking to add another developer, include those team members in one of the steps in your interview process.
If you don’t have a team, do some research yourself before the interview. There are a lot of free resources online that can help you get knowledge on these topics.
Mistake #3: Keep the Applicants Updated After the Interview
Days after the interview is done, be sure to update the applicants regardless of whether they got the job or not. They may not be following up, but chances are, they’re waiting to hear from you. It’s better for them to hear bad news from you than to not hear from you at all.
If you have not made a decision yet, keep them updated anyway. Let them know that you are still in the process of deciding and give them an estimated day on when you’ll have a decision for them. This is especially important when hiring freelancers because as long as they don’t get your business, they are probably out looking for other clients. One of the worst things you may experience when hiring a developer is to miss out on someone you really want to hire because of a lack of communication.
This is why we make it easy for you to find the best talent around in our 24/7 online job marketplace. Helping you avoid these common mistakes by connecting you with top talent.
Explore our vetted talent and find the right person for the job the first time –> HERE
Ronny Cheng is one of the Co-Founder’s of Digital Astronauts and has helped drive lead generation in the software industry for organizations of all sizes — from start-ups to Fortune 500’s. He helped build one of the first online software review websites, specializing in CRM, ERP, and HR software. He’s a nationally published author with extensive experience working with the HR/Recruiting industries largest brands. In his spare time, you can catch him on Instagram doing his best food blogger impersonation.