5 Common Mistakes to Avoid When Hiring a Developer

In today’s world, almost every company will at some point face the need for a developer – whether for a short project or long-term cooperation. However, when it comes to recruiting programmers, many organizations make strategic mistakes. Avoid these five common mistakes by understanding the issues behind them: 

1: Only Hiring Locally

Remote and hybrid work models are proving to be the future of work. Multiple reports on remote work during the one year of the COVID-19 pandemic show the increase in productivity and a more flexible work-life balance. Thus, many companies consider transitioning to a hybrid workplace or even working fully remotely. Therefore, the companies that exclusively hire coders in the area where their offices are located, automatically limit their talent pool. This, in turn, means losing to the companies that are open to remote hires. Recruiting programmers remotely doesn’t only allow you to find the one with the right qualifications for your project in a shorter time but also helps save money because of the market’s salary differences. For example, by hiring with the services of Coder Staffing you can save up to two-thirds of a usual American developer’s salary as the programmers from our database are based in Russia where the salary levels are lower. Don’t stay behind and try hiring remotely. If you don’t have a clue where to start, at Coder Staffing we carefully pick the best programmers for your company’s specific needs and ensure lasting cooperation.

2: Outsourcing & Freelance

Outsourcing and hiring freelance developers are viable options for some projects. However, you need to have a clear understanding of how this kind of work is performed in order to make an informed decision. Both of these approaches can save you some money but ultimately the programmers aren’t working for your company directly but for either the outsourcing company or themselves. That means that while they will probably deliver the minimum required results it is not in their interest to invest more time and energy in your projects or supply their ideas on, for instance, increasing security or optimizing the program’s runtime. For the program you are creating to reach its maximum potential you want someone who is invested to create it. In case you think hiring a full-time fully remote coder on a budget is an unachievable dream – check out the services of Coder Staffing, because we make this dream come true.

3: Choosing Short Term Relationships

This point follows the previous one as it constitutes one of the problems with hiring freelancers and outsourcing agencies – the working relationship is usually limited by the time of the project’s launch. Hiring developers to launch a single project might seem like an effective way to minimize the expenses. Indeed, why would you continue to pay the programmer once the job is done? Unfortunately, many companies’ experience shows that most software development products require maintenance. Recruiting a new developer once you realize the application needs revisiting is costly and ineffective. For one, you will have to spend time, money, and energy on finding another developer just to end up paying them the same salary. Moreover, ask any developer, and they will tell you they would much rather prefer to maintain the program they wrote themselves. In addition to the usual struggles of the onboarding, the new coder will need time to understand the existing code before they can fix the bugs and consistently maintain the application in its best shape. Thus, to avoid these issues, depending on the project and your budget. consider hiring either a full-time developer to permanently join your team or finding a freelancer who will cooperate with you part-time but on a long-term basis.

4: Not Paying Attention to The Culture Fit

Many recruiters consider programmers based solely on their technical talents. While those are extremely important for the execution of given tasks you don’t want to undermine the significance of culture fit for the tech hire either. No matter what role someone takes in your company, their alignment with your corporate values and rituals will not only ensure a smooth workflow between all the parties involved but also help avoid conflict around the objectives of the company. Tech or not, every person is a part of the collective success! To find out more about why culture fit is important and how to hire for it, read our article: Culture Fit & Remote Hiring: How We Do It.

5: Skipping The Trial Periods

Trial periods give the team management and the new programmer to figure out how to work together. It doesn’t mean the developer doesn’t get a fair wage – the best way is to pay them in full for the hours they are promised to work, and once the agreed-upon trial period passes, the team can assess the new member’s fit. When you are transparent about this condition in the interviewing process it can be beneficial for both the programmer and the team as it gives both parties a chance to try this relationship out before sealing the deal. Trial periods are especially comforting when you trust somebody else to hire team members for you. When you put your company’s staffing needs into our hands, we take it seriously. That’s why at Coder Staffing we offer a 30-day money-back guarantee. It gives you enough time to get a sense of how the programmer fits your team and what they bring to the table. Schedule your call now to start your hiring process!