TestGorilla LogoTestGorilla Logo
Pricing

Your ultimate guide to hiring a top Confluence developer

ShareShare on FacebookShare on TwitterShare on LinkedIn

Most modern organizations opt for easier ways to document and share relevant information between employees and the public. For this reason, many organizations now use the Confluence cloud.

As a result of the platform’s popularity, Confluence developers are in demand. They are important for producing appropriate documentation and ensuring the distribution of information. If you hire a top Confluence developer, you won’t have to worry about losing information or constant mix-ups.

Recruiting candidates with strong Confluence development abilities can be a difficult task, especially if your pre-existing hiring strategy isn’t in line with the latest approaches.

In this article, we’ll reveal everything you need to know about recruiting Confluence developers and the qualities you should look for in a Confluence consultant.

We’ll also show you how to hire the best for your company using TestGorilla’s Confluence Cloud test.

What is Confluence?

Confluence cloud is a collaboration tool used for documentation and sharing of information. Atlassian Confluence is a team workspace that enables teams to bring together ideas and provide solutions to problems that arise.

Atlassian developed the Confluence program in 2004, and it has only gained in popularity since then. Many companies have adopted Confluence because it’s easy to use yet versatile, and the Confluence cloud also provides infinite cloud storage for information preservation.

Atlassian Confluence enables collaboration and creates an all-inclusive environment to express ideas. As such, it’s a great tool for innovation and creating brand-new ideas.

Confluence can save you time by turning your team’s collective knowledge into formal written ideas or responses that are easy to access. This way, they don’t have to constantly provide answers to the same question.

The Confluence cloud is a powerful program used by over 60,000 companies to help them organize their work and make it easier to monitor a team’s progress on various projects.

The success of an organization is dependent on how its employees work as a team to share data and obtain tangible solutions. Confluence has solved issues for many companies across the world, proving to be an effective software for team management.

What does a Confluence developer do?

A Confluence cloud developer has in-depth knowledge of the platform’s core operation. They create and edit content using the Confluence cloud, following your organization’s demands.

Confluence developers use templates on the program while creating content, ensuring that the information conveyed is simple and easy to understand. 

Additionally, they can be flexible in their operations, adapting to varying working conditions and solving issues that arise.

A talented Confluence consultant will ensure you can share crucial information within your organization, helping you achieve your business goals. Thus, finding great Confluence developers is essential for your organization’s success.

What skills do Confluence developers need?

What skills do Confluence developers need?

For Confluence developers to be great at their job, they need a comprehensive understanding of the concepts for operating the Confluence cloud, alongside specific development skills.

To hire effective Confluence developers, you must understand the skills that make them good at what they do.

That way, you can differentiate between qualified candidates and the rest. The skills professional Confluence developers possess include:

1. Creating and editing content

Good Confluence consultants can create quality content. They can also review content and make adjustments where necessary.

Furthermore, they can use the Confluence software to add images and properly format the content to meets your organization’s requirements.

2. Permission management

One of the security features of Confluence allows users to grant permission to other employees to edit or comment on existing content. As such, Confluence developers must know how to use this feature while working.

They can let other users view the content and share their opinions through comments. And if necessary, the other party can correct errors that the main developer might have missed.

3. Collaborative skills

As we stated earlier in this article, organizations recognize Confluence for its collaboration benefits. This means that Confluence developers are team players with great collaborative skills.

An efficient Confluence developer understands the importance of teamwork and knows how to work with others to create quality content. This includes passing information to other teammates and making necessary inquiries.

4. Problem-solving skills

Confluence developers have to be results- and solution-oriented to provide high-quality content and tackle any issues that may arise.

To solve these problems, they must think critically and provide practical solutions to such issues, ensuring that their work is more effective and meets the company’s standards.

5. Time and resource management skills

In the tech world, everyone knows that time is money, and failure to conserve time leads to inefficiency and a possible loss of resources. Confluence developers need to be able to complete projects in good time while retaining quality.

In addition to their time-management skills, good Confluence developers take advantage of available resources to produce valuable content. By doing so, they save their organization from exceeding budgets.

6. Communication skills

The role of a Confluence developer requires excellent communication skills to share clear and accurate information. These skills also include the ability to understand data obtained from various sources and analyze them properly to yield results.

Moreover, Confluence developers need great speaking, writing, and listening skills so they can interact well with their teams and convey information.

Steps to hiring a top Confluence developer

Steps to hiring a top Confluence developer

Hiring a top Confluence developer requires the right strategy to avoid the process becoming stressful and time-consuming. 

Apart from recruitment stress, there’s a huge risk of hiring unsuitable candidates, and such employees won’t produce the results your organization needs.

To ensure you hire the best candidates, you need a recruitment process that enables you to identify applicants with the right skills and experience.

Below is a step-by-step guide to hiring the best Confluence developers:

1. Define your organization’s needs

The first step to finding professional Confluence developers is defining your organization’s needs. This includes deciding on the number of applications you’re willing to accept and the number of vacant positions available.

Your organization’s needs are affected by different factors, one of which is your budget. Hence, it’s a good idea to take note of the average annual pay of a Confluence developer so you know the number of developers your organization can hire.

2. Locate your target audience

Finding excellent Confluence developers on the wrong platform will make the process much more difficult, no matter how good the rest of your recruitment strategy is. You need to be strategic about the platforms and job boards you use.  

Locating the right audience reduces the risk of hiring candidates who won’t meet your expectations. The more qualified your target audience is, the higher your chances are of finding the perfect developer.

Job platforms like Arc and Toptal are reliable in this regard.

3. Draft and publish an effective job description

A job description tells your candidates all they need to know about the open role. It clearly states the level of expertise, experience, and requirements needed to qualify for the job post. 

Drafting a great job description helps you ensure that those who apply for the job satisfy your organization’s standards because each candidate can ascertain if they are fit for the role before applying.

Consequently, it saves you from spending time and effort processing applicants without the qualities you need.

4. Consider your offers 

What attracts efficient Confluence developers is the kind of offer you put forward. Painting a picture of how much they stand to gain and any other benefits they may receive while working with you can secure their attention and increase their interest in the role.

However, your offers aren’t limited to the pay they receive. An excellent way to attract successful Confluence developers is by showing them a conducive working environment with good inter-employee relationships and a general cohesive structure.

5. Assess candidates thoroughly

Candidate assessment can either be done manually through CVs or mechanically through pre-employment tests. Although resume screening is the conventional method of assessing candidates, it has many disadvantages.

For example, it consumes time and energy, and at the end of the day, you’re not completely sure about the integrity of the CVs. When you make your decision, you might hire a candidate with limited genuine skills.

On the other hand, pre-employment tests are easy to use and allow you to see the candidates’ skills in action. They also save time and energy as they can examine multiple candidates at the same time.

6. Organize interviews

After thoroughly evaluating your candidates, interviewing them is the next course of action. Interview sessions tell you more about candidates’ personalities, experiences, and skills.

While interviewing potential Confluence developers, you could ask them how they’ve tackled past problems in their work. However, it’s a good idea to outline your interview questions beforehand, drawing up an interview guide to direct the process.

7. Offer the job to successful candidates

Once you’ve completed the screening process and decided on the successful candidate, you need to extend an offer to secure the talent you’ve discovered. It’s important to act quickly here because you can lose talented candidates if you’re not prompt.

3 stages of recruitment that require interaction with candidates, and how to handle them

During your recruitment of Confluence developers, there are three stages that require you to interact with the candidates.

These stages can make or break the entire process. They include:

1. Pre-employment testing

Pre-employment testing includes indirect interaction with candidates. The recruiter sets up the assessment for candidates to complete within an established period.

Pre-employment tests are better than CVs because they take less time to conduct and don’t create stress. They’re also effective due to the technical approach professional assessment developers use to create them. 

2. Interviews

Interviews are a great way of examining candidates further. Depending on the number of candidates, an interview can last between 30 minutes and one hour. They require direct interaction with the candidate and are useful for reviewing their communication skills and character.

There are different types of interviews, including video interviews, phone interviews, and physical interviews. While you’re interviewing potential Confluence developers, you should be able to identify specific behavioral traits valuable to your organization. 

3. Onboarding and orientation

Onboarding and orientation involve direct interaction with your new Confluence developers, where the new employees learn about how the company works. It could also include technical training to bring employees up to speed with your company’s operations. 

Pre-recruitment tests and how to apply them to your hiring process

Many companies have switched to pre-recruitment testing instead of scanning CVs in recent years because they are easy to use and more effective. 

They ensure that your company doesn’t suffer from costly mis-hires, helping you identify candidates with demonstrable skills. Below we’ll describe pre-employment testing and how to apply them when hiring Confluence developers.

What makes pre-recruitment tests ideal for hiring?

Pre-employment tests have some features that can improve your hiring. Below, we discuss a few:

1. They help you avoid unconscious bias during recruitment

Without an effective assessment process, there is always a chance of favoring certain candidates for their background or identity. This leaves room for the error of hiring underqualified candidates.

With a pre-employment test, you don’t have to worry about bias in your hiring process. The tests ensure objectivity and transparency by creating fair conditions for candidates to demonstrate their skills and expertise.

2. They save time and money

According to recent studies, a single open job posting receives an average of 250 resume applications. Going through each of these applications takes time and effort, and even then, the level of candidates’ skills isn’t guaranteed.

Thankfully, online pre-employment tests have the capacity to examine many candidates simultaneously, saving the recruiter time and reducing costs.

3. They assess the extent of candidates’ knowledge and experience

TestGorilla’s Confluence Developer test thoroughly evaluates how well the candidates understand the principles of the job and how good their Confluence skills are.

Our Confluence Developer test was created by subject-matter experts and is guaranteed to help you identify the best candidates for the job.

4. They ease up your decision-making process 

Once the tests are over and the system has evaluated candidates, a good pre-employment test ranks your candidates according to their performance, so it’s easy to spot those who performed well. 

As a result, these tests help you make better hiring decisions, identifying the most suitable candidates to interview.

Types of pre-employment tests to add to your hiring process

Types of pre-employment tests to add to your hiring process

Standard pre-employment assessments include more than one test. Multiple tests help you review candidates across a variety of skills so you can judge their compatibility with the role. Here are some tests you might add to your assessment:

1. Confluence developer test

A great Confluence skills test presents scenarios in which the candidate must apply their Confluence knowledge to provide solutions to problems. Such a test examines candidates’ understanding of the tool and how to manipulate it to achieve their goals.

This test is the core of the assessment since your goal is to identify skilled Confluence developers.

2. Personality test

Personality tests check candidates’ abilities to express themselves and examine how they react to different scenarios. These tests tell you more about how the candidates work and how well they would perform their duties.

3. Situational judgment test

Checking candidates for good situational judgment skills is necessary for your recruitment of outstanding Confluence developers. This test identifies those who can make urgent decisions carefully and in accordance with your company’s code of conduct.

4. Culture Add test

When recruiting Confluence developers, you should test their fit with your company’s culture. A Culture Add test tells you how a candidate would adapt to your organization’s values.

5. Verbal reasoning test

Testing candidates for good verbal reasoning is one way to judge their communication skills, examining how clearly and effectively they can relate information to others.

How to apply pre-employment tests to your hiring process

Before proceeding to set up a pre-employment test, it’s crucial to select a platform that suits you, covers all your requirements, and fits your budget.

Once you’ve chosen a pre-employment platform and validated its reliability, you must select the tests you want to include in your assessment. 

Setting up your assessment may include branding the tests, establishing the level of expertise you’re testing for, and choosing the right time to administer them. 

Why are interviews so important?

A job interview is crucial because it helps you to learn more about candidates’ personalities, experiences, and skills. As you recruit Confluence developers, you must interview them thoroughly to ensure they fit into the role and will be productive at work.

Conducting formal interviews is important to avoid mis-hiring. It is best to ask strategically planned and technical questions to reduce the chances of candidates exaggerating during Interviews.

How to hold interviews to find top Confluence developers

How you conduct your interviews determines whether or not you will find competent Confluence developers. A poorly organized interview could cost you talent and lead to mis-hiring. 

Before proceeding with the interviews, you must have an interview strategy already outlined and some measures in place to ensure smooth sailing.

Some questions to ask during interviews

Interviewing potential Confluence developers requires a deliberate and careful strategy. You want to ensure that candidates are being honest about their expertise. Hence, it would help to use technical questions.

Asking appropriate questions during an interview can help you differentiate candidates who exaggerate from those who can meet your organization’s requirements.

The following will guide you through drafting questions to ask Confluence developer candidates:

  • Inquire about their experience using the Confluence platform

  • Ask about the skills they possess

  • Describe hypothetical scenarios and ask how they would handle such situations

  • Ask about the problems they’ve encountered in the course of their work and how they handled them

  • Inquire about their expected remuneration

The final touches to your recruitment: Onboarding and orientation of new Confluence developers

Onboarding is often mistaken for orientation. However, they are both distinct yet necessary practices for recruitment. The two processes are co-dependent and work hand in hand to welcome new employees to an organization and help them settle in.

Employee orientation is usually a one-time occurrence. It’s a process whereby members of a hiring team introduce themselves to the recruits and provide basic information about your company.

Orientation is done either in person or in online conferences. Either way, the new Confluence developers get to ask and answer questions based on the knowledge they’ve received, and if they have any concerns, they can alert the HR team.

Onboarding is a more drawn-out and strategic process that includes a series of training sessions that prep recruits for their new roles. Employee orientation is part of the onboarding process.

During this time, hiring managers introduce the new developers to the company’s culture and processes. Subsequently, they check in on the employees’ progress and ensure they know who to consult about various issues.

Things to look out for while hiring a Confluence developer

Things to look out for while hiring a Confluence developer

Now you have your recruitment strategy in place, you’ve selected an ideal target audience, and you have all the resources you need to recruit effectively.

Before going further, you must check for the following factors to optimize your strategy:

1. Transparency

Transparency in recruitment is affected by both the employer and the prospective employee. As an employer, you need to take measures to ensure that the candidates who apply for the post are honest about their skills and expertise.

To do so, set up measures to prevent under-qualified candidates from making their way through the recruitment process. Some of these measures include the application of pre-employment tests and conducting thorough interviews.

Furthermore, on your part, you must ensure that the conditions of your recruitment are fair and allow room for talented Confluence developers to shine. Eliminating bias is a great way to ensure that your recruitment is transparent.

2. An easy application process 

Having a multi-stage application process discourages candidates from applying. So if the application process is long or overly complex, you might receive a small number of applications, and few applications mean a smaller chance of recruiting talented Confluence developers.

Many potential candidates back out of applying for a post simply because the process is too time-consuming or complex. To prevent this, you must keep your application process simple and quick to complete.

3. Time and cost-effectiveness

According to Glassdoor, US companies spend an average of $4000 on hiring each employee, which could be higher when recruiting Confluence developers. Nonetheless, you can reduce that amount with the right hiring practices.

A good recruitment strategy allows you to identify and hire competent Confluence developers in little time and with a limited budget. No one likes to drift away from the original plan, especially if it costs them more.

4. Thoroughness of the recruitment process

The recruitment process must be thorough to ensure you only hire the best. From publishing a job ad to screening the candidates and extending a job offer, each step of your recruitment must be fine-tuned.

Reinvent your hiring with TestGorilla’s pre-recruitment tests

Pre-recruitment tests are the present and future of hiring. Many organizations are switching to these tests to help determine the best candidates in a competitive job market.

TestGorilla has a large test library of pre-employment tests that have been created by professionals and peer-reviewed by experts to help you find the right individuals for your organization. You can also create your own test to check candidates based on your specialized standards.

Our tests are grouped according to the level of expertise and skill type to help you find the perfect fit for any role. Sign up for free today to begin your journey.

Share on FacebookShare on TwitterShare on LinkedInShare

Hire the best candidates with TestGorilla

Create pre-employment assessments in minutes to screen candidates, save time, and hire the best talent.

The best advice in pre-employment testing, in your inbox.

No spam. Unsubscribe at any time.

TestGorilla Logo

Hire the best. No bias. No stress.

Our screening tests identify the best candidates and make your hiring decisions faster, easier, and bias-free.

Free resources

Checklist
Anti-cheating checklist

This checklist covers key features you should look for when choosing a skills testing platform

Checklist
Onboarding checklist

This resource will help you develop an onboarding checklist for new hires.

Ebook
How to find candidates with strong attention to detail

How to assess your candidates' attention to detail.

Ebook
How to get HR certified

Learn how to get human resources certified through HRCI or SHRM.

Ebook
Improve quality of hire

Learn how you can improve the level of talent at your company.

Case study
Case study: How CapitalT reduces hiring bias

Learn how CapitalT reduced hiring bias with online skills assessments.

Ebook
Resume screening guide

Learn how to make the resume process more efficient and more effective.

Recruiting metrics
Ebook
Important recruitment metrics

Improve your hiring strategy with these 7 critical recruitment metrics.

Case study
Case study: How Sukhi reduces shortlisting time

Learn how Sukhi decreased time spent reviewing resumes by 83%!

Ebook
12 pre-employment testing hacks

Hire more efficiently with these hacks that 99% of recruiters aren't using.

Ebook
The benefits of diversity

Make a business case for diversity and inclusion initiatives with this data.