How do I Hire Software Developers

Globalization has offered businesses to harness all the powers that can make their business successful. Access to global talent or access to global infrastructure, global market leaders, and whatnot. But how can your business avail all these types of services? The answer is to hire software developers.

According to Gartner research shows that growth in IT services and enterprise software has been increasing at an unmatched speed. Their research also states that the bespoke software development Market is skyrocketing and has reached 70 billion dollars which is consistently growing at a 5% rate.

With this, we know that the market size is continuously growing but are you able to take leverage of it? There are various reasons why businesses are unable to take advantage of outsourcing.

The reasons can be a lack of trust, a non-matching resource pool, inadequate knowledge of outsourcing, and many more. In this blog, we are trying to portray a big picture of how businesses with a lack of knowledge and expertise in custom software development can turn their tables and become leaders in the field of custom software development. So, without much delay let’s dive into the details of custom software.

1. Qualities Of A Good Software Developer Candidates

Qualities Of A Good Software Developer Candidates

1.1 Versatile Technical Skills

It is something that is very obvious and hence the first and foremost quality for all software developers is a knack for technical skills, programming languages, and versatility. All software developers must be sound with the latest technology trends. They should be consistent in maintaining speed while writing logical, clean, crisp, and high-quality codes. 

To be uniquely identified from many other developers from competitive companies, it is good to have technical knowledge of full-stack development. Though we know that software development encompasses numerous layers starting from the front-end, back-end, or database so to know full-stack will prove extremely beneficial.

1.2 In-Depth Business Acumen

Just technical skills will not suffice the dream team of a software engineer. So a good understanding of business processes with advanced technical skills is an ideal software development company. In addition, here are some of the basic factors that are expected from a software developer to have.

  • Understanding of clients’ business and their user person.
  • Building a transparent communication network between both teams.
  • Consistent idea generation and using it in the client’s business.
  • Implementing end-user feedback.

1.3 Effective Time Management

Every business aims to save time and money in all the ways they could. Maybe that’s the most vital reason why businesses tend to hire software developers with experience. Therefore, all businesses need to hire software developers who can enhance their productivity and profitability with their speed and precision.

1.4 Learning & Adaptive Attitude of Software Engineers

This aspect holds another vital importance when it comes to hiring a software engineer. Since the world is moving towards regular technology innovations. So will your business demand you to learn new technologies, programming languages, and skills that will lead you to become a modernized, skilled developer. Adopting a development methodology like Agile and DevOps in the custom development process is also a very important factor.

1.5 Effective Soft Skills of Software Engineers

It is quite observant that most of the software developers are not skilled with communication skills and which makes them lag behind others. There is a possibility that they are brilliant in technical skills but lag behind in soft skills. This is the rarest and most desirable quality businesses look for when they hire software developers.

2. How to Hire a Software Developer

2.1 Analyze the Market

Examining macro market tendencies is the first step in finding suitable developers for your firm. Your startup’s need for developers and the current demand for abilities in a given tech stack may both be gauged with a little bit of legwork.

Market trends analysis can help you figure which technologies are in most favor. In response to an increase in demand, wages tend to rise as a result of increased competition for available applicants.

Reviewing recent studies is a good place to start when learning about the software engineer employment market. Every year, the largest companies in the technology sector publish extensive studies like this one. For instance, some interesting findings from the 2021 State of Software Engineers study from the online job board are as follows:

  • The need for engineers is skyrocketing right now. In spite of the COVID-19 epidemic that swept the globe that year, software development continued to expand steadily into 2020.
  • Most companies were able to find skilled workers outside the major IT centers, and they recruited them on a remote basis rather than transferring them.
  • In-house teams were found to be less efficient than remote ones in just 46% of cases.
  • In 2020, the value of degrees, diplomas, and certifications continued to decline. Hiring decisions are now based more on a candidate’s skills and the candidate’s and the company’s compatibility.

As a result of the epidemic, remote employment of software developers became commonplace and even encouraged.

The rate of technological adoption is an important factor to consider when assessing the availability of talent. Seeing how popular a technology is might help you estimate how challenging it will be to find a qualified software engineer with experience in that area. With this information in hand, you can make more informed recruiting decisions and keep costs down without sacrificing quality.

Find out what software engineers are being paid currently so you can estimate how many people you can afford to recruit. It’s possible to discover qualified people at lower costs by looking outside the traditional employment centres. You may check out foreign employment websites to get a sense of the standards in that nation.

2.2 Identify Your candidate requirements & project scope

Market research may cause you to reevaluate your expectations of a freelance developer. Sometimes expenses are more than anticipated. Or, maybe it’s more challenging than you anticipated to locate someone with the particular set of abilities you need.

It is the time to go back through your previous work and tweak what needs it. Here is a comprehensive checklist of everything you need from the startup developers you hire:

  • How much do you plan to spend on the next version of the site? And how much of that can be used to pay for new programmers?
  • Can you elaborate on the specific abilities and/or technical understanding that will be necessary?
  • In other words, what is your top priority? 
  • What kind of monetary constraints are being met?
  • Locating a competent programmer? Maybe you’re collaborating with someone in a certain geographical area.
  • What incentives do you as a business owner plan to provide to the engineers you hire? 
  • Where’s the benefit for them?

Developers that are more interested in working with your software development firm might be attracted once you’ve determined your organization’s demands and how you would like your objectives satisfied.

2.3 Verify the expertise

You need to do thorough research into the history of any freelancers or IT development firms that you want to hire. You must verify that they are capable of doing the work and possess the necessary experience.

You should read the feedback posted by previous customers of the freelancers you are considering employing on sites like Upwork and Guru. Get a list of their completed projects from them. With this method, you may exclude applicants who lack necessary abilities for your project.

Use the same criteria while searching for an IT outsourcing company. Go over the reviews left by former customers and, if at all feasible, contact some of them personally to get their input. Several details regarding the company’s standing may be gleaned from perusing its LinkedIn page.

It’s important to choose developers with not only technical knowledge but also “soft skills,” such as good communication, collaboration, and the ability to think ahead. You and the developer’s ability to communicate effectively will be crucial to the project’s success. Make sure communication is easy and that everyone is on the same page.

Good cooperation, clarity, versatility, and speed may all be yours when you hire a dedicated team of engineers for your business. The programmers need to be self-motivated and able to solve problems on their own. Potential employees should provide comments and raise concerns without being asked to do so.

2.4 Conduct Interviews

You’ve already spent a lot of time and energy advertising for and screening resumes and portfolios of potential applicants. Even so, you shouldn’t relax your standards when conducting the interview. Here are some guidelines to follow to make the interview process smooth and successful for everyone involved:

1. Practice skill-based interviews.

At a job interview, your time is of the essence. You need to be confident in your ability to make a hiring judgment based on the short minutes you spent with the prospect.

Seems challenging, but with good time management, it’s certainly doable. If a candidate has previously been subjected to a skills evaluation, for instance, further testing would be unnecessary. Go at the outcomes, identify any flaws, and question the applicant on them.

2. Preserve the standard of distant interviews

The future of remote work is uncertain, but one thing is certain: it’s here to stay. It’s for this reason that an increasing number of businesses are turning to online chats instead of in-person interviews.

The difficulties of conducting an interview via the phone or the internet are real. You can’t expect that applicants would ignore flaws just because it’s a casual medium. Our suggestions include keeping a level head at all times, keeping the applicants in the loop, avoiding last-minute cancellations, and checking that all equipment is in working order.

Check if the potential employee has the necessary equipment to operate from afar. Investigate factors including remote work history, the availability of a dedicated work area, time management expertise, and the capacity for remote collaboration.

3. Avoid making irrational choices

Interviews are a breeding ground for prejudice because of how informal they tend to be. You need to have techniques to actively prevent prejudice because most individuals aren’t even conscious of their own internalized notions. To ensure that all applicants are given a fair shot, it is recommended that you use a panel of interviewers rather than conducting individual interviews and that you keep track of each candidate’s performance during the interview process.

4. Communicate as much as possible

You must tell all of the interviewees of your final decision. You should thank them for their time and explain the decision-making process and schedule to them.

Those who were not selected for an open position should not be ignored, since this would provide a negative view of your organization. Inform them of the outcome of the interview and provide your support and encouragement. A few encouraging words may do wonders.

2.5 Build Your Hiring Funnel

This section will teach you how to define your hiring funnel, as well as the fundamentals of a successful recruitment campaign.

A hiring funnel is a graphical representation of the steps that prospective employees go through to become hired.

While the specifics of each company’s and each candidate’s funnel will vary, here are some:

1. Sourcing and selecting

When the position’s specifications have been finalized and advertised on job boards, a pool of qualified candidates may be narrowed down to a manageable short list.

2. Screening 

This preliminary evaluation takes place over the phone with the HR or recruiting expert and helps determine which candidates are the best fits for the position.

3. Interviewing

Human resources and a company specialist in the industry typically do this to learn more about a candidate’s character and technical skills. There might be a sample task involved, depending on the position.

4. Negotiating the deal

A candidate may have second thoughts about the offered salary or benefits package, or you may opt to throw in some extras to close the sale.

After you have a sense of how long each step of the funnel is expected to take and the people who are responsible for making each step, you can fill in the details. The recruitment process should be clear to anybody on your team that looks at this funnel. The hiring process is a more manageable task when everyone is on the same page.

2.6 Onboarding and Integration

Now is the moment to have your new team of dedicated developers set up and ready to go. A reliable service provider can help you plan the new hire onboarding so that they can start contributing to the team right away.

Here are some things you can do, especially if you’re working with a freelance development team rather than a software development firm, to make the operation go even more seamlessly:

  • Clearly communicating your expectations to new employees will help prevent confusion and miscommunication.
  • Make sure your new devs have accessibility to all of the resources they’ll need to do their jobs.
  • Provide detailed instructions for the developers on how to establish a productive atmosphere.
  • Call a meeting of the whole team to introduce the new full-time programmers to the rest of the in-house staff and go through their responsibilities for the project.
  • Assist any new team members in understanding the project’s current standing. Make sure they have read the relevant materials and are aware of the objectives.

If anything has transpired since you recruited your new developers, be sure to revise their job descriptions. In addition to keeping everyone on the same page, this will also make your new recruits feel more comfortable in their roles.

3. Challenges in Hiring Software Developers

To improve a business process, companies around the globe take advantage of outsourcing by partnering with companies that expertise in software development. Thus more and more technology advancement leads enterprises to hire good tech leads to developing cutting-edge applications. But hiring the right set of resources is a tedious and cumbersome task.

As per the facts and research by Glassdoor’s HR and recruiting stats in 2019,  the average cost per hire was about $4000  and the cost per quality is expected to grow which will make it more challenging to hire talent.

There are innumerable obstacles that businesses face which restrict them from outsourcing. Further enlisted below are some of the business challenges in the process of management and hiring procedure of a software developer.

3.1 Limited Pool of Experienced Candidates

It is nothing new that companies from all domains and verticals know the fact that there is a lack of tech talent. However, there are millions of tech graduates graduating every year but still to match the talent force with the desired skill set is an arduous task.

The common reason that most of them face is a lack of relevant skills and experience that is required for their project. It is always a concern that you may find one type of skill set in a specific business but other skills may not match. Therefore, in this industry where there is already a shortage of skilled resources and finding an ideal software developer for your business needs. Experience in Development methodologies like Agile and DevOps are very important. These standard development methodologies are very important to implement.

3.2 Excessive Hiring Cost of Tech Employees

As we discussed, recruiting the right set of resources is a herculean task. Especially hiring a specific set of resources as per the business-specific needs takes a lot of time, effort, and money. For an excellent match of qualities in software developers, the hiring cost runs out of budget for the company because they demand a higher salary package.

In short, this process of hiring resources is not just tedious and challenging but is exorbitant. Thus, hiring a third party software development company with all desired skills is an easier solution.

3.3 Lack of IT Education Background

“Practice makes a man perfect”- Unquestionably this goes true that there are umpteen of employees who have started in an IT company and continue to grow there whilst learning things from the IT environment. Therefore one thing that lacks in all of these ingrown employees is a lack of formal IT education-i.e Software Engineering in IT or computer science.

It may not be a concern to all businesses but some of them consider this an important aspect to make sure to hire software engineers from a technical background.

3.4 High Salary Expectations

The reports conducted by TemplateMonster say that the growth rate of wages for developers is expected to increase by 4.5% which already increased by 5% in 2020.

This means that if you hire a consultant or a freelancer or even a software developer for your unique business needs, you might run out of budget because of the salaries they expect.” Cost-effectiveness” is one of the essential factors that makes outsourcing a viable choice for most of the businesses.

4. Conclusion

Hopefully, with this blog, we have helped you to understand major factors that influence your decision of hiring a software developer. In this blog, we explored all the factors playing a vital role in custom software development, challenges in hiring, tips on how they should resolve these challenges, and cost factors. These are just ballpark figures for pricing; it depends on the type of technology you want to use and the complexity of development.

Itesh Sharma

Itesh Sharma is core member of Sales Department at TatvaSoft. He has got more than 6 years of experience in handling the task related to Customer Management and Project Management. Apart from his profession he also has keen interest in sharing the insight on different methodologies of software development.


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    1. Elise

      When businesses decide to hire software then they face many issues and myths. This article did a perfect job for solving all of these issues. Articles have given a complete roadmap to how to hire software developers. It also describes a way to save your cost and confidential data.