How to Hire Great Developers

We are a nearshoring staffing company. That’s the big picture. This means that we build teams, tailor-made to a specific client, but then the clients themselves manage it.

To become an excellent staffing company, one of the pillars of our success is our hiring practices. More so than our practices, our hiring culture.

In the video above, Suhayl Rouag explains how hiring great talent should work, and the sort of approach we take to ensure our staff is primed and ready to go when they’re sourced by one of our clients.

We use several guidelines to acquire the best possible talent.


Source Directly


While headhunting services and job sites do a great job, their approach is usually more of a scattershot process. A large net is cast, and then candidates are filtered down from there. It works, for some people, but the probabilities of false positives and missing potentially great developers through the cracks is rather large.

 

What we do is we go straight to the source. One of our approaches includes an internal Referral Program, where our existing developers are encouraged to bring back the talent that we need. This works in a variety of ways, but specifically, this means that our “headhunters” are part of our work environment. They know the ins and outs of Jobsity and can more effectively pinpoint potential candidates in the wild.

Additionally, we work directly with universities and technology professors. Making sure their best and brightest are funneled into our process. We work programs that allow us to train teachers on what we’re looking for in our developers.

Finally, we do attend networking events, workshops, and tech meets. Great developers tend to be immersed in the ever-moving world of code, and are present at these events regularly.
 

Humanize Your Hiring Process


One of the things we’re proud of at Jobsity is that we do give feedback to candidates. They are people after all. Rejections can feel disheartening, so we make sure to explain what was done correctly, what could be done better, and in some cases, we forward their application to someone we know could use them in ways we’re can't.


A Holistic Approach to Hiring


We look for three specific things: hard skills, soft skills, and passion.

Hard skills are the backbone of a good hire: coding languages, experience, and involvement in the coding community.

Soft skills are an entirely different animal. We look for people with excellent communication skills, people who can come up with solutions and explain them accordingly, and who fit within our work culture.

Finally, there’s passion. This is something people either have or don’t. Our employees have to be passionate about coding. They have to want to learn and improve without being pushed. It’s how we keep the train running smoothly - self-actualizing developers.


Embrace Diversity


The more varied the team is, the easier it’s going to be to arrive at new ideas, and different ways to solve problems. It’s enriching to take in people from all walks of life since their experience is always going to be different from the next person. This adds not only to the culture of Jobsity, but also the way we approach problems, and the solutions we can present to our clients.


Invest in Training


Having passion and a solid skillset is good, but being able to build upon it brings us a whole new level of proficiency. Just consider this: it’s a lot cheaper to train a developer than it is to lose a client. We invest not only money in our developers, but also the time they need to learn a new skill, or advance to the next level in what they already know.

We invest in candidates with potential. We manage to find the right potential because we’re looking for the right skills in people.

Initially, when a new employee is hired, we thrust them into one of our internal, or pro-bono projects. These are real projects with real deadlines that they can use to get their necessary skills up and running so they can be with us for the long haul.


Build Team Cohesion


Coding is important. Being able to do the job is critical. However, it won’t matter much if your team doesn’t know how to speak with each other. This is not just a language issue but a compatibility problem. We make sure the team talks to each other outside work. We need everyone to know whom they’re working with and what makes each team member tick. We even have Playstation nights specifically for this purpose!


Communicate


Talk, talk, talk. A team that isn’t in constant communication with each other is a team that lets critical details slip. Make sure the right channels have been set up, and the right tools are up and running to ensure the smoothest possible ways of communication within the team. Especially with nearshoring companies like Jobsity, the amount of talking your teams aren’t doing when stationed in different countries is vast. Encourage them to use group channels, pose questions to the entire group, and even communicate with project managers with whatever concerns they may have.


By implementing these practices we’ve been able to find the best of the best, and it’s those developers that we are proud to source to our clients. Because we’ve pinpointed their potential, and helped achieve their best possible level of skill.
 

Mar 27, 2019