If you’re a hiring manager, chances are you already know how difficult it can be to hire a Web Developer, with major talent shortages reported across North America.

Finding the perfect candidate for any job can be tough, but in a job market as competitive as this, companies are finding it particularly time and energy consuming to find top talent in Web Development.

That’s why before the search, to pin-point the must haves and nice to haves is important when trying to find the right person. Here are some tips on how to approach the hiring process to ensure you secure your Developer unicorn.

Understand Your Needs

Before you even start on your job posting, it’s important to know exactly what you’ll need out of your Web Developer to accomplish.

Sure, every company would love a Full-Stack Developer who can code in all varieties of programming languages and understand every detail of your project, but if the scope of the role is more narrowly focused on the front- or back-end, you may be better served with someone who specializes.

Front-End Developers are responsible for designing the “face” of the digital product being developed, while Back-End Developers’ responsibilities include database interactions, user authentication, business logic, and server, network, and hosting configuration. Front-End Developers are usually expected to understand programming languages, including HTML, CSS, and JavaScript as well as frameworks such as React, Bootstrap, Backbone, and AngularJS, while Back-End Developers should know server-side languages like PHP, Ruby, and Python, as well as tools like MySQL, Oracle, and Git.

SPLICE TIP: don’t over commit and insist upon experience and knowledge of programming languages and other competencies that aren’t actually relevant to your position or company

Understand the Developers Past Experience

When searching for the candidate through applications, resumes, Linkedin profiles is crucial to hiring process but is extremely important to ask questions and test so you can really get a sense of the Developer’s ability to do the work.

“#1 mistake businesses make when hiring a Web Developer is hiring someone who is knowledgeable at development but knows very little about user experience or conversion optimization,” Stringjoy Founder Scott Marquart told Business.com.

In exploring a candidate’s past projects, don’t just ask what technologies, tools, and programming languages they used, but why they used them, so you can gather a sense of their critical-thinking and problem-solving skills. Ask about the significant challenges faced. And always ask what they would do differently.

Hire for Attitude and Train for Skill.

Most interview processes should include take home test or onsite test, will give you a sense of your candidate’s workflow, decision-making, and competency level. The interview, then, needs to focus on the intangible qualities that will determine whether your candidate will be a good fit.

In the Harvard Business Review, Hire for Attitude, Train for Skill supports “…high-impact organizations that are changing the game in their fields, they’ve adopted a range of strategies and business models. But they all agree on one core “people” proposition: They hire for attitude and train for skill. They believe that one of the biggest challenges they face is to fill their ranks with executives and front-line employees whose personal values are in sync with the values that make the organization tick. As a result, they believe that character counts for more than credentials”

Ask questions about your candidate’s enthusiasm for education and ongoing skill development, and explore the specific ways in which your potential hire finds opportunities for self-improvement.

Offer a Competitive Salary

According to Indeed, the average Web Developer salary in Canada is $62,500 per year or $32.05 per hour. Entry level positions start at $38,237 per year while most experienced workers make up to $106,250 per year. To have a hope at landing your ideal Web Developer, offering a good salary in that range is a must. If you have the flexibility, you might also try to lure your candidate with other perks, such as a flexible schedule, the ability to work from home, or by offering to support continued education.

 

Once you have found the right candidate, act fast.