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How to Hire a Software Developer for Your Small Business

Finding great talent is becoming both easier and more difficult at the same time. This dynamic is permeating throughout the hiring process for companies in San Francisco as well as other major cities in the United States, especially for small businesses. The fact is that with new technologies and new ways to reach people, companies can niche-target exactly who they want. But with these new methodologies and the growing pool of unemployed, there is a larger pool of individuals to choose from. There is more noise, and it is becoming difficult for companies to find the perfect fit as more people become accustomed to these new ways to find talent.

Below are a few tips and strategies that a hiring manager for a small business can use to find the right talent in all the noise, and use both instinct, technology, and good old fashioned systems to reach the perfect talent.

The Traditional: The Interview Process

The interview process is part of this classic approach to hiring talent. But many recruiting agents get caught up in the specifics of the interview. The fact is that those being interviewed are nervous. They are focused on the pure aspects of impressing the hiring agent, and they are not naturally themselves. They aren’t even close. For example, some people ask the interviewee to do tasks right there in the interview. A web development firm may ask someone to write code lines, or a social campaign manager may ask to detail an article post. This is not inherently bad, but it is flawed because it means the individual is working under pressure and on the spot. These are good traits to have, but perhaps they are overvalued. Do not put so much stake in the “on the spot” quality, and put more on the more casual aspects of who they are and what they are capable of.

The Partnership: Recruitment Firms

Talent agencies have a lot going for them. In essence, they sift through candidates and do a lot of the legwork that a company may have to do in reaching their demographics of talent. But there is a balance in giving them to much control and doing internal research. For example, a recruitment firm may be focused on fancy degrees and the more rudimentary talent. Yet the company may have a better pulse on what they need, and having a wonderfully interesting degree may not be one of them. Always consider that recruitment firms and hiring agencies often look through a more traditional lens.

The Technology: Applicant Tracking System

These systems will sift applicants based on what words they use in their resume, how often they are used, how long it is, and whatever other credentials the office wants to work with. These can be limiting. Just like many things, there is a balance between sifting logically and sifting unfairly, and these systems can go overboard in removing qualified candidates based on a broken algorithm or absurd standards.

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