The war for developer talent is getting hotter day by day. Coding is needed for everything, from building mobile apps to re-designing the website user experience. Java is the closest thing to a lingua franca in the IT industry. Java is a computing platform used to develop and share applications for desktop and server environments, and also an object-oriented programming language accompanied with a compiler.
Getting the Hiring Process Right
Engineers are kings and Java coders are indispensable to companies and society alike. Here are some tips to aid the hiring process for Java developers:
Hire slowly, goes an old dictum. Hiring should be undertaken in a slow and judicious manner in order to attract competent candidates. The technical competency can be assessed through a Java test or any other online exam platform. It is also a truism that top talent is unlikely to hang on for the long term and will inevitably gravitate to better things. A wise HR policy consists in making maximum use of top-notch available talent and simultaneously looking for fresh blood.
Check for Cultural Fit
Software development is a team effort and cultural fit therefore assumes as much importance as coding skills in many instances. Peer recommendations make immense sense in this context; A-level developers tend to recommend A-level developers as they would gel better with each other. On the other hand, B-level programmers would recommend C-level counterparts so as to look better in comparison.
Cut out the Flab
A smaller and leaner organization holds immense appeal for many. People are willing to forego an opportunity at a Google or a Facebook so as to code to their heart’s content and not wade through endless layers of bureaucracy in an impersonal work environment. They want to work at a smaller enterprise, make a difference and see their code in action. Small to midsize companies can use this to their advantage when pitted against the likes of giants such as Facebook and Google. Companies that offer the best financial payouts and perks are often found lacking in providing less tangible rewards such as job satisfaction. The bigger the company, smaller is an individual’s role and vice-versa, at least at the start of a career.
The interviewers should never commit the cardinal sin of assigning a code challenge as part of the recruitment process. They should rather allot a real problem from the company stable so as to provide an insight into the project work that is done in-house and ascertain whether the candidate is a right fit for job at hand.
We live in a fast-paced world where programming languages get stale faster than fashion. The interviewers should refrain from asking staid questions such as the mechanism of merging two arrays in Java and rather focus on algorithms and how candidates approach a problem. It is easier to learn a new language than acquiring problem-solving techniques.
In conclusion, hiring the best talent is of paramount importance and companies should not leave any stone unturned in recruiting the best Java developers.