Making apps is hard. Hiring Android developers is even harder. You have a ton of demand for mobile app developers, but there aren’t that many qualified applicants available. By the time you hire your developer, they might already be bored with their current role, or they might not fit well in your company culture. The good news is that ios app development india doesn’t have to be so difficult if you follow these tips.
Decide how you’ll find developers
There are a lot of places to look online when you’re trying to hire an Android developer. You can find resumes on sites like Stack Overflow and job boards like Craigslist. If you’re not sure where to start, try a few different resume databases until you find one that works best for your company. Some people also like to post open positions on job boards, but usually they’re posted so sporadically that they’re hard to find. You can also leverage developer networks like Slack or WeWork to find developers you might be interested in hiring. You can also meet with hiring managers or recruiters at events like tech conferences or hackathons.
Screen applicants efficiently
The most common mistake hiring managers make is screening too many applicants. When you use a resume database, it’s easy to end up with hundreds of applicants who aren’t even close to meeting your requirements. A better strategy is to use a technique known as “resume screening software.” This software automatically scans a set of candidates and flags any who don’t match your job requirements. There are a lot of different resume screening software options available, so it’s important to find one that works best for your company’s hiring needs. For example, some software might include a “do not hire” feature that excludes candidates who seem too anxious to find a job. That can be a good or bad thing, depending on your hiring strategy.
Hiring managers always dropp off first
As a hiring manager, you might drop off the first because you’re overwhelmed by the sheer number of candidates. But if you don’t pick up the slack and make the time to interview all of your applicants, the hiring manager will eventually get dropped off. You’ll want to interview every single applicant until you find the right person for the job. The hiring manager might start off being very thorough, but eventually they’ll run out of steam. You’ll want to keep interviewing even if the hiring manager doesn’t need to keep going because you’re looking for specific traits in the candidate.
Don’t be afraid to reject resumes
If you’re screening resumes, you’re probably already getting a few that don’t quite fit the job requirements. If you’re feeling hesitant about rejecting a resume, try rejecting it and saving it for the next round of screening. Rerunning resumes can be a waste of time, but between resumés, it’s a great way to spot a few that might be a little bit different. If you reject a few resumes, you might be able to spot a few that show a different approach that you want to bring into your company. If you reject resumes, be sure to add notes to the search so that you know why you rejected each candidate.
Interactive coding tests are your friend
Interactive coding tests are a great way to find talented applicants. Most coding assessment tools have a “flick sample” feature that lets you test an applicant on a small sample of code. You can also use these tests to grade applicants, flag them as “do not hire,” and generate a lot of data about your applicants. This data can be useful for deciding whether an applicant is a good fit for your company culture and hiring manager. For example, you might flag a candidate who commits a lot of bugs in their testing code. You can also use data to find out whether an applicant has a particular skill that you need. For example, if you’re looking for someone who can write clean, performant code, you can flag candidates who don’t know the best practices.
Take advantage of code analytics
After hiring your developer and they start working on your project, you’ll want to make sure you’re measuring their progress. Hiring a developer is a great time to take advantage of code analytics, which let you watch your developer’s progress on a live, real-time dashboard. You can also use code analytics to identify problems with your code and fix them before your developer has a chance to notice them. If your developer is already making mistakes, you might be able to catch a few before they affect your app’s user experience.
Conclusion
Hiring a great developer is difficult, but it doesn’t have to be. Follow these tips, and you’ll be able to find the right developer for your team. Whether you’re screening candidates online or meeting with hiring managers, you’ll be able to find the right person for the job.
