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Tips for Hiring a Programmer When You Don’t Know Coding

In order to be able to identify and recruit high-quality employees, managers in the IT industry need to understand the specific types of experience and technical expertise that they should be looking for in a candidate. This can often be a straightforward task: if a role requires a candidate to be certified in a particular type of cloud-services platform, for example, any manager can easily find out if any given candidate meets that requirement by simply asking for his or her certification. Difficulties can arise, however, if a hiring manager does not have some basic fluency in the more technical programmer jargon. In other words, it can be tricky for managers to get a clearly defined understanding of a candidate’s experience and skills without first becoming familiar with the language of the trade.

The aim of this post, therefore, will be to provide IT managers who are newcomers to the “language” of programming with some tips for hiring top-talent candidates.

Tips for Hiring Programmers

1. Understand the job requirements.

Before you interview a candidate for any role, it will be essential to first familiarize yourself with the idiosyncrasies and unique responsibilities of that particular position. In many cases, this will require you to meet with a supervisor or colleague who will work closely with the new employee. You’ll want to find out: what are the most challenging technical aspects of this role? What are the character traits that will be conducive to success in this position? You won’t need to become an expert on each of the technical duties required by the role, but you should have an understanding of the general skills that will be required for success.

 

2. Request a portfolio from each candidate.

Having a tangible, visual sample of each candidate’s work experience can provide you with a much clearer understanding of their past accomplishments and unique abilities. It may also be worth consulting with a colleague who is more well-versed in programming to more clearly understand a candidate’s portfolio.

 

3. Don’t forget to discuss the work environment.

It will (obviously) be a priority to find candidates who have the requisite background, experience, and technical skills, but it’s equally important to make sure that you find someone who will fit well within your company culture. With that in mind, be sure to ask any candidate what they value and expect from a workplace, whether or not they’re looking for a role with flexible work options, and if they work more effectively as an individual or within a team-oriented environment.

 

4. Test their skills.

If you’re not intimately familiar with the language of programmers or coders, it can be very helpful to prepare a short examination which will test a candidate’s technical skills. Tests can take place on paper or online and can either be developed in collaboration with other, more technically-fluent.

Connect with Talent Today

At RightStone, we’re working with IT candidates and top employers to make connections that last. To learn more about how to get connected with top talent, we’re here to help.

 

 

 


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