If you have a front-end developer on your team, or plan to hire one, then you can focus your search on a back-end developer. Back-end developers need to have a deep understanding of Node.js, be able to write APIs, and connect data to the front end.
Opting to hire developers with relevant experience ensures that you can get your work done by an individual who has the core competency in fields such as mobile app development and domains. Experience also means that a developer has had more time to apply their knowledge to real-world issues and will likely have more resources and flexibility in finding solutions for the issues that arise in your app.
Strong communication skills also allow developers to set expectations and communicate issues in an effective way. This minimizes the risk of mistakes and reduces the likelihood of confusion within your team.
When reviewing portfolios, pay particular attention to the involvement of the developer in the overall app development and see whether that matches the skills and knowledge you need. If you need a full-stack developer, for example, you don’t want someone who has only done front-end work in the past. And if you’re looking for a back- or front-end specialist, know that someone who has only done full-stack development in the past, may not have all the skill you want.
Use each candidate’s portfolio work as your guide to understanding their areas of expertise better, not just for checking the overall quality of the previous app they developed.
4. Do test your candidates skill early
A lot of Applicant Tracking Software (ATS) systems on the market integrate directly with assessment tools so you can screen and filter applicants right from your pipeline. Check out the top 10 ATS software for 2020 here.
5. Do look for experience with open-source platforms
Open source projects can add innovation and speed to a developer’s work. These are free software projects written by developers for developers. Because any developer can access the source code and suggest improvements, these projects usually result in high-quality code that offers innovative solutions to issues.
6. Don’t cover only technical questions at the interview phase
Interviews aren’t a great way for checking technical skills. Screening tests are a far better and reliable measure for that. But interviews are great for contextual and situational questions that help you understand how your candidates apply their technical skills in real-world situations to overcome issues and create success.
Here are some questions you could ask your shortlisted candidates to dig deeper into their experience and personalities:
- How do you measure success on a development project? What metrics do you use to track it? Shows if they understand how to evaluate their own work
- Talk to me about a project you worked on that failed. What was your role and what went wrong? What was your takeaway from it? Shows if they can take responsibility for their work even when things don’t go well and learn from mistakes.
- Have you ever had a disagreement with a project manager or another team member about the development of an app? What was the situation and how did you resolve it? Shows if they make decisions based on the overall project and business goals and if they can resolve disagreements in a positive way.
8. Don’t forget to share your business goals
Make sure to discuss your business goals with all candidates and ask them to share ideas on how they can help build an app that enables you to achieve those goals. This way, you can ensure that your business goals are not separate from the app goals.
9. Don’t pick developers who are unaware of privacy concerns
Excellent developers understand the need for increased data privacy and protection in web applications. With governments passing regulations about managing information and a host of cybercriminals looking for opportunities to steal data, your organization must ensure that your apps comply with the latest and highest securing standards.
Even with situational questions at the interview stage, it can be hard to get a clear and objective picture of a developer’s collaboration skills or response to feedback. Candidates will almost always frame themselves in a positive light when sharing past experiences, and it’s a good idea to get outside sources to verify.