Hiring software developers for a project can be a daunting task. Given the fact that one bad hire can cost $17000 to the company, you must take the right approach. Now more than ever, businesses looking to make an impact with technology need software development services.
Hiring a software developer isn’t difficult, but hiring a person who is technically proficient and who can relate to your business model and share your vision is the challenging part. While you will find several resources to find the best dedicated developers, we want to take this opportunity to help you find an emotionally and technically intelligent professional.
Share Your Vision Early On
Don’t wait till the interview round to share your vision with the potential software developers. The right alignment starts even before developers can join the team. Share an overview of the business model and vision in the job description and specifically ask for candidates who can relate to them.
Look for candidates who show similar enthusiasm for the technical tasks and the purpose for adding them to the product. From a preliminary analysis to an interview, gauge if the candidates can resonate with your company’s direction and understand the scope beyond the technicalities.
Software developers who can build an emotional connection with your business model and vision are more likely to stay engaged and motivated during the project.
Improve your Onboarding Process
61% of employees feel that the existing onboarding process is boring, long, and unproductive. This goes on to show the importance of changing the process and making it employee-centric. Onboarding is an important part of the hiring process and to ensure your software developers stay with you, include company vision in their orientation, ensuring it makes a meaningful impact.
Craft Job Descriptions that Reflect your Vision
A good job description is the first touchpoint for assessing potential candidates and attracting the right people for the job. Craft a job description that includes all the technical requirements while emphasizing your business vision, mission, and core values.
Within the job description add a few lines on the company’s values and what makes your business unique. Talk about how your company holds collaboration, innovation, and other relevant values in higher regard. Add that you expect your employees to contribute towards the company’s long-term vision and not just fill in a vacancy.
By doing so, you can only get people who align with your vision, and their credibility to join your company as a developer will show in their proposal.
Define Role, Objectives, and Purpose Clearly
Connect the job role to your business vision. Doing so will ensure that developers understand how a developer’s specific tasks fit into the company’s vision and objectives. Connecting a job role with company vision helps a developer realize how their work will contribute towards the fulfillment of business goals and objectives.
For instance, if the company’s goal is to improve customer service and they want to add a new feature, explaining how the feature will help improve user experience and increase customer satisfaction plus retention will motivate developers to work accordingly.
Interact with Developers who are Flexible and Adaptable
When customer requirements change, the software industry is changing, there’s no place for rigid developers. To hire dedicated developers means you need to assess them for how quickly they can evolve, learn new things, and change their mindset to ensure it aligns with the changing times.
Developers who still consider AI as an enemy cannot integrate advanced technology into the product. Around 77% of companies globally are either using AI or exploring the integration of AI into their operations.
Forbes Advisor surveyed business owners to find out how they currently use or plan to use Al within their business
If you are also one of them, hiring developers who don’t like to or know how to use AI for better development won’t turn out in your favor.
More importantly, a developer’s ability to evolve and adapt is not limited to technical proficiency. Prefer working with developers who can increase their efforts along with project requirements and business growth.
If your company has an agile working environment, people who can show agility with the company’s progress and are adept at solving technological problems will help you stay competitive and relevant.
Set Vision-Oriented Questions for the Interview
- Behavioral Assessment: Ask questions about the dedicated developers experience of working on a project that aligned with the company’s mission. Also, ask them about their contribution to the project.
- Compatibility with Vision: “Where do you see yourself making an impact in the next five years in the organization?” This will help you identify whether the developer’s thought process aligns with the company’s vision.
- Explore Core Values: Ask the candidates how they relate to the company’s vision and how their role can contribute towards the organization’s development.
Cultural and Value Fit Assessment
- Personality Assessment: Include personality tests to gauge the candidate’s opinion on collaboration and innovation. Ask the interviewers to have informal chats with the candidates about the company’s vision and their long-term goals.
- Soft-Skill Evaluation: Employees who know how to speak well can have better cultural fitness as they can easily speak their minds and understand others. Moreover, assess dedicated developers teamwork skills and capability to adapt.
Passion and Purpose Evaluation
As we have said before, developers who resonate with your company’s vision and goals will be more interested in solving the problems you are solving. So, hire a software developer who sees purpose in their work as they are more likely to stay aboard and find alignment with the company goals.
However, for such employees to remain with your organization, your vision and mission must also align with their thought processes. To assess their mindset, look for the following;
- Insights from Portfolio: As you check the candidate’s past projects, find projects that are on the same lines as yours or the ones that share the same vision. For the projects that are aligned, ask them about their approach and thought process. Use the answers to evaluate their thinking and how close they can get to what you want.
- Understanding of the Industry Trends: During the interview, assess the candidate’s understanding of the latest trends and advanced technological innovation.
Conclusion
Hiring dedicated developers who have all the technical skills you need isn’t enough to build solutions that can make an impact. You need people who are as invested in your company’s vision and foresight as you are.
To attract such candidates, share your vision and goals transparently in job descriptions during formal and informal interactions. This process might take time, but it will help you hire the best person for the job.
If you are short on time and need expert software development services while ensuring professionals align with your vision and goals, hire software developer from Helius.
Our pre-vetted developers have a visionary approach and are eager to solve problems. We speed up the hiring process by considering your requirements and sending the best candidates for the job who are technically qualified, culturally strong, and have a visionary mindset.