Hiring Tech Candidates? Here are 6 tips to keep in mind

Programming languages act as an intermediary between human language and the language of computers. Coding and programming skills are some of the most in-demand abilities in the modern job market, as recruiters, we see tech roles on the rise constantly in various industries. As many transition to digital and online technologies, there is an incredible demand for people who can write and understand many different types of code.

Here are pointers to keep in mind when recruiting for a tech position:  

Know the language:

Do your research on what you are hiring for. Java is in no way or form related to JavaScript. Both the languages have a C-like syntax and are widely used in client and server-side Web applications, but there are a few similarities only. This is also the same with C, C++ and C#, even though they sound the same and basically all having the same letter, they are not.

Find out the difference between Front-end, Back-end and Full-stack developers.

The Front-end developer and the Back-end developer (as the name would suggest), take care of the front and back of any application. The Full-stack developer is a jack of all trades, and is able to work on both the front and the back side of an application. Languages associated with front-end developers are; HTML, CSS and JavaScript. Back-end developers would often use languages like: JavaScript, Python, PHP, C# and Java to name a few.

Understand what languages are used by different frameworks.

JavaScript is listed as a front-end and a back-end language. This is because of frameworks on the front-end, JavaScript is used together with HTML and CSS to optimize web pages. In combination with frameworks like Angular, React or jQuery, JavaScript really shines as a front-end language. On the back-end side of things, node.js and express are both frameworks using JavaScript.

Get up to speed on industry salaries based in different locations.

Salaries for developers can vary greatly depending on location, experience, and skill level. It's important to research the average salaries for the specific role and location you're hiring for. This will help you to set competitive compensation and attract top talent. Use tools like our own salary survey, which can give you an idea of the median salary for developer roles https://www.boston-link.com/salary-surveys/.

Think about if a test is really necessary

If there is one thing developers hate, it is doing tests when in an interview process. While they can be useful in the hiring process for some roles, they might not always be necessary. Another great way of getting someone's technical skills is to do a number of technical questions. If you really insist on a test, give the candidate options. Some might want a test which they can do over the weekend, others might want a peer programming session of an hour with someone from the tech team.

Have knowledge of a developers career path to present them with appropriate roles.

Developers may have different career goals and aspirations. Some may want to specialize in a certain area, while others may want to move into managerial roles. Knowing a developer's career path can help you to present them with roles that align with their goals and interests, making them more likely to accept the position and succeed in the long term.

When recruiting, ensure the hiring process is as efficient as possible. Offer competitive benefits packages: Developers are in high demand, so it's important to offer competitive benefits packages to attract top talent. Not only when hiring developers, it is important to be honest and transparent about the company culture and the day-to-day responsibilities of the role: Candidates want to work in an environment that aligns with their values as well as ensuring they know what they are working on and what is expected of them. 

Get in touch with Frank at frank.alberts@boston-link.com if you have any questions on recruiting in tech or if you’re looking for a new role in the tech industry!