In our technology-enabled era, where every business transaction involves some aspect of technology, the demand for tech specialists has rocketed over recent years. As a result, every sector prioritizes hiring the best software engineers, from the government to medicine, education to heavy industry, and aeronautics to finance.
The latest reports and statistics declare that the estimated number of professionals working as software engineers worldwide will extend beyond 45 million by 2030. Quite the astounding number. The pay scale associated with being a software engineer and the reputation and prestige the title possesses are undoubtedly significant. So much so that this profession has proven extremely attractive to the younger generation as they enter the workforce.
Companies today more and more prefer outsourcing to hire the best software engineers. This creates a sense of intense competition among professionals as a geographical constraint is no longer a barrier. Companies opt for quality and professionalism regardless of where we happen to sit.
Industry analysis maintains that over 25% of executives outsource to hire the best software engineers. We at Global Teams understand this. Looking to hire the best software engineers? Global Teams delivers them to you via our calibrated software development services.
Let Global Teams guide you through acquiring talent and hiring the best software engineers. There’s a giant pool of software development talent out there, and in this article, we’ll take you through all you need to hire the best software engineers.
Software Engineer Hiring Process
Each organization has its procedure to follow when hiring a software engineer. Global Teams has scrutinized these various processes adhered to by different companies, and here we present you the eight preferred steps of hiring a software engineer.
1. Understand Company Hiring Needs
Step one - we begin by analyzing and identifying the precise hiring needs of a company. Analysis can be extrapolated from areas including organizational tasks, the expansion plan, and team workload. No process can move forward without understanding the need for said process, so identifying the hiring requirements of a given company is first on the to-do list.
2. Recruitment Plan & Job Description
Step two - recruitment plan and job description. Planning presents the path to take direction. In this step, we formulate a recruitment plan that helps strategize how our new position can be fulfilled internally or externally, what the criteria to select the right candidate is, and how the interview process will be set up and managed.
Once the recruitment plan is clear, the hiring specialist needs to create a job description that accurately reflects the job requirements, including particular qualifications, necessary experience, responsibilities, outputs to create, efficiencies to bring, who to report to, and so on.
3. Connect with Candidates via Social Media
Step three - connect with candidates via social media. Hiring is about networking and seeking out the proper connection to bring on board our company. We must advertise our position online across social networks, primarily LinkedIn, WhatsApp groups, Facebook groups, Twitter, and YouTube.
Also, offline, never exclude the effectiveness of simple word-of-mouth conversations inside your company or with friends, asking if someone is open to your offered position. Hiring specialists interacting directly online with potential candidates across social media raises profiles, spreads the word, and can convince many to apply.
4. Collect & Review Applications
Step four - collect and review applications. Scrutiny is the most critical step of the recruitment process. After collecting applications from all sources, the hiring team reviews each application in detail. Applications that do not pass the eligibility criteria are filtered out. The remaining candidates with relevant experience and skills advance to the next round, such as the video call.
5. First-Round Video Call
Step five - a first-round video call to the candidate. These days with the advent of ever-faster internet bandwidth, a video call interaction is the most commonly preferred way of initially screening a candidate. Human resources representatives begin with the screening and quickly ascertain the level of candidates' soft skills and their sense of suitability to align with the organization and work culture of the hiring company.
6. Further Interview Rounds
Step six - further interview rounds. Candidates who are chosen on merit to pass the initial video call interview move forward to the next stage. The candidate is invited to interview in person, depending on the technical skills required. The company software development team holds the interview verifying candidate knowledge across all required technical aspects. In this step, the main focus is on the applicant’s technical skills, knowledge, experience, and adaptability.
7. Background Check & References
Step seven - the background check, including contacting referents. If the candidate successfully navigates the interview rounds, this next step is to check the candidate’s background, verify their employment history, gain an impression of their character via social media accounts, and contact those the candidate chose to vouch for them.
8. Final Hiring Decision
Step eight - the final hiring decision. The candidate has cleared all interview rounds, and the background check has been done. The management team negotiates working terms, conditions, legal obligations, and remuneration with the candidate.
After negotiations, the successful candidate is awarded the position and presented with a contract to sign. Once the candidate accepts and signs, the hiring process is completed with the new employee's onboarding.
Software Engineer Qualities
Each software engineer is equipped with various skills and professional proficiency. However, to hire the best software engineers, there are set criteria of qualities that every software engineer must possess to be recognized as a great programmer.
Hire Global Teams for Your Staffing Needs
With Global Teams, your software engineer hiring needs will be expertly met and managed. With a growing roster of satisfied clients formed over the last decade, we continue to serve global IT needs.
Equipped with a vetted and proven database of more than 10,000 software engineers, Global Teams offers the finest software engineers across East-Central Europe. Among our bespoke turnkey services, we provide a 30-day warranty during the first candidate hiring process.
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A highly qualified recruitment panel
The latest database of 10,000+ software engineers
Complete HR support for smooth workflow
Training courses for English advanced and proficiency levels
Full support from our finance department for accounting, taxes & payroll
Delivering highly qualified candidates with in-depth knowledge
Flexible work & pricing plans
To get more detailed insight into our services, visit us at www.globalteams.ltd.
Get in touch with one of us at Global Teams for any queries. We’re always ready to assist and advise you on any aspect of outsourcing hiring to match your project needs.