5 ways to attract and recruit software developer

Techies have been in demand for two decades now. They are wanted by every company and the trend continues. India saw its early boom of software industry in early 21st century and since then demand for software developers has been there. This saw rise in number of software developers coming out of colleges as well. Thus recruiting software developer is also a challenge. So, the question is from talented lot of software developers how do you attract and recruit software developers for your company? Well, here are 5 ways to attract and recruit software developer.

 

  1. Start your search in the right direction

First thing for you is to know where you will get software developers. You can start with personal networking. Personal referrals still dominate the most productive source for hiring new talents. Then you can check on social media. Many developers are active with their blogs and may contribute as open source coder. You can follow their work and if you find their technical acumen a fit for your company then you can offer them the job position. If you are stuck then you can always consult best recruiting agency that have pool of talent.

  1. Once you know where they are you can write or call them

 Now you have found some talented software developers CVs. Now you can write personalize email informing them about what you are going to offer and why they should join your company. This way you can reach out to the prospects. In your email, try to keep the message a personalized one and keep it around the need of the candidate and not of the company. Alternatively you can call the prospect and put your message across. This allows you to establish an early connection with your prospect software developers.

  1. During the interview get the great developers

 Once you sent emails and talked to the candidates directly you ended up in calling them for interview. Now what? Now is the time to choose great ones from the lot. You are definitely looking for the best software developer for your company. So, your interview process is a chance to identify those people who are truly right for your company. You can follow a structured interview process. You need to know what exactly you are looking for in a candidate. For a software developer technical skill matters a lot. But don’t forget to check soft skills which are equally important.

  1. Sell a bright future to the candidate

This is true for every hiring and software developer hiring is no exception. You have got the candidates shortlisted after the interview but why should they join your company as they might have offers from other companies too and more importantly why they would stay loyal to your company for a long period of time. Changing jobs quickly is quite common and unless you sell a bright future to the candidate, he/she would not join your company or would leave the company the moment they get a better opportunity. For this you need to pay them well for sure but you also need to lay out a plan for them on how they can move up in your company,in the position and continue to grow in their career.

  1. Ask for referrals from selected ones

Already mentioned that referral is the best way to attract and hire not just software developers but other job candidates as well. This is the least expensive way and this also ensures highest quality of hiring. So, when you have a team of software developers you should keep asking them if they know others in their network who could be good for the company. However you need to note that referral programs can work best when marketed well within the company. So, there has to be rewards in terms of money and other gifts and experiences.

Today not just an IT company but every company needs a software developer. Retailers need them to build a shopping website for their company while manufacturers need them to build programs to make their factories more effective and efficient and healthcare companies also require software developers to build tracking tools to save lives of many. Thus, demand is there and everyone needs quality people for their company. So, while recruiting you have to spend time, money and energy. And for best results you can always take services of external recruiting agencies.

 

 

Common Interview Questions And How to Answer Them

When you go for a job interview you prepare a lot. Preparation is good. It keeps you calm and better equipped to qualify for the interview. However you can be smart in preparation for your job interview. For this you can know that there are some common interview questions and how to answer them. Knowing the common questions asked in the interview does not mean that you have to memorize the answers. No, you cannot. You need to be true and ask yourself before you prepare the answers. If you do this then it will come across as a true answer to the interviewers. You can take services of Job counseling services in Delhi NCR for this also. For your help, here are some common interview questions and how to answer them.

  1. Tell us about yourself

This is most probably the first question you will be asked in your interview. This question is an ice breaker between the candidate and interviewers. When answering this question you have an opportunity to introduce yourself completely. But you should tell about yourself only those things that tell about your candidacy. How you are fit for the job is what you have to tell while answering this question.

  1. Why do you want this job?

This is very common question. When you answer this question keep in mind that you are being asked about the job and not you. So talk positive things about that job that attracts you. Don’t answer like why you need a job. You have an opportunity here to tell the interviewers that you have read about the job, you have given it a consideration and you understand what the job is, at least the basics of it.

  1. Tell us about your strengths

This question allows you to tell about your strengths in detail. However, if most of your strength that you are going to talk about matches with the job requirement and company culture then it will be great. That does not mean that you cannot tell about your other strengths. Don’t try artificially to suggest that you are perfect fit for the job. Be true and honest. Show that you are a team player and you can shine the best when you work alone as well. If your strengths meet the job perfectly then your chances goes higher of being selected.

  1. Where can you see yourself after 5 years?

People switch job very quickly these days. No company would like this as the cost of hiring a new talent is quite high. Apart from that they don’t want to incur cost of training and grooming an employee who soon after that will switch to another company. This is why when you answer this question you need to be smart. You cannot say for the sake of pleasing interviewers that you will remain in this job only. Instead of that you can say that five years down the line you would like to see yourself in your dream job. If company likes you so much then they will also work towards creating your dream job keeping your passion, interests and experience in mind.

  1. Why should we hire you?

This question is quite valid. Because there are many candidates applying for the job so the real question is what separates you from the rest. So, if you have gone through the job requirements and you can point by point match the skill, experience and strength required for it then it is a great start to answer this question. However how you are the best among the lot is a question that has to be answered mindfully. You can play a role of salesperson here who is pitching for him/her. Your selling ability will decide how best you can answer this question.

So, these are some common but important questions which you must prepare before you go for an interview. You got an idea how to answer them but if you need help then you can get it from reputed Job counseling services in Delhi NCR like us.

 

5 tips for start-up recruiting a new talent

It may look simple to recruit new talent for a start-up but it is not. One common mistake that a startup makes while recruiting a new talent is that it looks for short term goal. However hiring should be with long term goals in mind so that you don’t need to go through hiring process all over again in future. A startup has huge constraint of resources so it is essential that a startup takes special care while recruiting a new talent. Here are some tips for startup recruiting a new talent which will help recruitment for startups in Delhi and NCR. 

  1. Plan Properly

A startup should not just follow the industry trend while recruiting. No matter how eager you may be to have a great new talent on board, it is important that you plan out the long term strategy and budgets of the business and then go ahead for the recruitment. When you make a long term road map it helps you to keep your recruitment goals on track.

  1. Be specifics in the job description

If you publish your job description like most other companies are doing then you are bound to get generic responses from the candidates. This is not good for your hiring objective. You need to be specific about your job requirement then only you will receive candidates sending application with matching skills and/or experience. As your requirement is specific so you need tailored resume being produced by a talent. This is only possible when you let them know what exactly you are looking for.

  1. Efficiency is the key

As a startup you need to be efficient not only in other works of the company but also in your recruitment process. Though you need the best talent yet you cannot afford to lose too much money and time on it. You must keep an eye on how much employee hour and money is being spent on new recruitment. If you find inefficiencies causing wastage of resources then you must cut down upon those factors and keep your recruitment process go on in the most possible efficient manner to search the best talent.

  1. Proper screening of candidates

A startup need a talent who will do more than asked for the company. To achieve this, the interview process cannot just focus to know the candidate’s kill, experience and few other details. The interviewers must put the candidate under pressure situations to asses him/her properly. Also pre-interview assignments can be given to the candidates to check whether the candidate is just good on paper or he/she is actually a top performer.

  1. Choose intelligence over experience where appropriate

As a startup you want to create a strong team for your company. Like many you may also consider that experience is an essential part to create a strong team. For some roles it definitely requires experience else the candidate cannot deliver results. For example an advanced IT job role requires years of experience and similarly marketing manager may also require experience. Having said this you must keep in mind that experienced guys may have a set pattern of functioning and you may require a team that is agile and aggressive. So,clearly you need to prioritize where to choose experience and where fresh and young intelligent talent will do the best.

You can follow these steps for recruitment for startups in Delhi and NCR and other parts of the country and the world at large as well.