Credit:https://www.entrepreneur.com/article/225932?
A web developer can be one of your most critical hires. After all, that's the person who will create the online face of your company and enable you to interact virtually with your customers.
So, it's especially important that you hire the right talent the first time out. Otherwise, you risk hurting your business, as well as wasting time and money seeking a replacement.
1. Hire for DNA first, then work experience.
When I hire web developers, their personal DNA is the most important consideration. While experience is important, the bigger predictor of success is someone's innate DNA and how it fits your company. Are drive, determination, persistence, curiosity, important to you culture? Or, are you more low-key and relaxed about time management and deadlines? Whatever characteristics make up your culture, you want to ensure that the web developer will fit in.
For example, a brilliant web developer who has worked at a large financial institution may not do well at a startup. Why? A startup typically requires traits like versatility, adaptability, risk-taking and a self-starter personality, but these may be less important at a large company.
So, make a list of your company's DNA requirements. Do you foster an environment of relentless drive? Do you want great team players? If you come up with five requirements, make sure the interviewee matches at least three. Hiring for DNA also can help you to start to define a company culture and ensure that your team will work well together.
Of course, it's easy for some people to fake it in an interview, so you may need to evaluate them in other ways to ensure they're a good fit.
2. Try out a new developer with a small project first.
Although you might think you've identified your ideal candidate, just to be sure you should give him or her a small, non-critical project. That can let you observe the person in action and provide additional information beyond the job interview.
You can see how efficient the candidate is in delivering products and how buggy the final product is. Did he or she go above and beyond to get the product delivered? How creative was the solution? How well did he or she work in a team and communicate problems and delays? More
A web developer can be one of your most critical hires. After all, that's the person who will create the online face of your company and enable you to interact virtually with your customers.
So, it's especially important that you hire the right talent the first time out. Otherwise, you risk hurting your business, as well as wasting time and money seeking a replacement.
1. Hire for DNA first, then work experience.
When I hire web developers, their personal DNA is the most important consideration. While experience is important, the bigger predictor of success is someone's innate DNA and how it fits your company. Are drive, determination, persistence, curiosity, important to you culture? Or, are you more low-key and relaxed about time management and deadlines? Whatever characteristics make up your culture, you want to ensure that the web developer will fit in.
For example, a brilliant web developer who has worked at a large financial institution may not do well at a startup. Why? A startup typically requires traits like versatility, adaptability, risk-taking and a self-starter personality, but these may be less important at a large company.
So, make a list of your company's DNA requirements. Do you foster an environment of relentless drive? Do you want great team players? If you come up with five requirements, make sure the interviewee matches at least three. Hiring for DNA also can help you to start to define a company culture and ensure that your team will work well together.
Of course, it's easy for some people to fake it in an interview, so you may need to evaluate them in other ways to ensure they're a good fit.
2. Try out a new developer with a small project first.
Although you might think you've identified your ideal candidate, just to be sure you should give him or her a small, non-critical project. That can let you observe the person in action and provide additional information beyond the job interview.
You can see how efficient the candidate is in delivering products and how buggy the final product is. Did he or she go above and beyond to get the product delivered? How creative was the solution? How well did he or she work in a team and communicate problems and delays? More
