3 Insider Tips on Hiring Software Developers
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This post features insights from an article by our partner ePayslip.
Organisations worldwide are facing a tech talent crunch as they ramp up digitalisation efforts in the wake of Covid-19. According to a Korn Ferry study, the United States alone may lose $162 billion in revenue annually due to a shortage of skilled tech talent. This is a trend which echoes what we see on the ground in our recruitment services, as many companies are seeking tech professionals.
Given the scarcity of tech talent, such as software developers, this poses a huge challenge for organisations during recruitment. How do organisations decide on their hiring strategy? How can they ensure that through their recruitment process, they would effectively pinpoint and hire the best tech talent - like software developers - for the job?
Here are some insider tips collated from organisations on hiring developers:
Send a coding test
The skills required of a software developer is likely to be vastly different as compared to other roles. As such, a simple face-to-face or pen and paper interview is unlikely to draw out sufficient insights on the candidate’s coding skills. According to findings from Digital HR Tech, 73% of surveyed candidates take a coding test sent to them. At the same time, more than 90% of these candidates who started on the test are likely to complete them. This suggests that job applicants for software developers are likely to complete an assessment test that is aligned with the work that they do.
Customise the coding test
JavaScript, Python, R, C++ – the list of tech software is endless. It is likely that these job applicants have basic proficiency in these tech software. However, what organisations might want to test is whether the candidate is minimally proficient in the basic tech software, such as JavaScript or HTML. Customise the coding test accordingly to the job requirements as well as testing these job applicants on their basic software knowledge is imperative to sieve out the best candidates.
Give a real-world problem
In addition to testing the candidate on their basic coding skills, it is important for these software developers to be able to translate their tech software skills into providing solutions for real-world problems. The best way to test their skills application is to throw them a real-world business case to work on. That is likely to provide organisations better insights on who are merely good at basic “Hello World” coding and who are able to apply their skill set to the workplace.
Insights featured in this post are from our partner ePayslip, a multi-country SaaS payroll software provider in Asia that delivers a seamless payroll management experience.
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