5 Tips for Hiring an Outstanding Web Developer

Web Developer(i2tutorials.com)

A web developer can become one of the key employees of the project: it is he who creates the online image of your company and allows you to interact with clients. If you make a mistake in choosing the right person, you risk harming your own business, losing time and money looking for a replacement.

1. Select first by character, and only then – by experience

When hiring web developers, look first at their personal qualities. Although work experience is certainly important, success largely determines the temperament of the employee and how he fits into the culture of your company. Are you important drive, determination, perseverance and curiosity? Or do you feel relaxed and relaxed about time management and deadlines? Whatever the characteristics of your own corporate culture, make sure that the web developer complies with it.

Example:

A brilliant web developer from a reputable financial institution may not take root in a startup. Why? For startups, as a rule, such features as universality, adaptability, risk taking and initiative are important, something that matters little in a large company.

So make a list of psychological requirements for your future employees. Do you create an atmosphere of perpetual motion? Do you need cool team players? If you put forward five requirements, make sure that the applicant meets at least three of them. Finding employees by character traits will help you determine your own company culture and make sure the team works well.

Of course, some people can easily pretend to be on an interview, so it may be worthwhile to come up with several different ways to test candidates.

2. Test a new web developer on a small project.

Even if you think that you have found the perfect candidate, for insurance, first assign him a small project. This will allow you to observe the person in the process of work and give additional information to the conclusions that you made after the interview.

You can see how effective the candidate is in product development and how many bugs are in the final product. Has he done his best to achieve the best possible result? How creative is the solution to the problem? How tightly communicated with the team for problems and delays?

3. Choose a developer with abilities, not a set of specific skills

In high tech, skills are becoming obsolete plus or minus every two years. It is better to hire a web developer who can easily learn new things than someone who owns a particular technology now, but cannot adapt to change when the need arises.

The easiest way to find out how a candidate is responding to change is to ask him a few questions that will help reveal his love of learning.

Example:

  • What programming languages ​​have you recently studied?
  • Where are you looking for technical advice and recommendations?
  • What is your favorite IT conference?

4. Do not ask trivial questions about programming

I will give examples of trivial questions that should be avoided during an interview with a web developer:

  • Who is the creator of the JAVA language?
  • What year did the PHP language appear ?
  • Where does Python scripting language come from ?

Although this information may be useful, trivial questions are the worst way to determine how smart your interviewee is. So you simply calculate the one who remembers the information well.

At the interview it is better not to ask questions, the answers to which are easy to find on the Internet. Instead, focus on open-ended questions and listen to the candidate. The most important thing is to understand how much your interlocutor is passionate about the topic, how easy it is to communicate, how technical terms explain.

Examples of open questions:

  • How can you manage conflicts in an application when different people edit the same data?
  • What design patterns did you use and in what situations?
  • Can you name any differences between object-oriented and component-oriented programming?

5. Hire slowly, lay off quickly

Take enough time to look for an employee, but if you suddenly realize that the person did not live up to his expectations, immediately leave him. An ineffective web developer can have a bad influence not only on the rest of the team members, but also potentially on the entire project.

Even if you have a talented web developer, but he does not fit the company in spirit, or breaks deadlines, or may disappear for a few days – fire without hesitation. Deadlines are especially disastrous for startups when resources are limited, and the fate of a project depends on the ability to develop and improve a product quickly and efficiently.