If hiring a great developer is hard, then hiring one who fits with the broader team is next to impossible.
In 2016, nearly two-thirds of IT executives surveyed by Cloud Foundry (1) said they’re caught in a developer crunch or expect to be soon. Nearly six in 10 said the shortage is already impacting their ability to hire the right people.
It’s no surprise, then, that IT managers look forward to hiring developers about as much as pilots look forward to tornadoes. So when the time comes to fill a developer role, they’re hoping to hire for the long haul.
To be clear, that doesn’t mean that IT managers should hire developers hoping to shove them into other roles. But the best talent wants to grow, and as an IT manager, it’s your role to nurture team members toward their desired destinations.
Who’s Your Next Developer?
While it’s tempting to put out the biggest fire first, hiring developers is about more than filling a skills shortage. Skills can be taught. Instead, look for developers whose traits will benefit the broader team:
1. The problem solver extraordinaire
Uncanny problem-solving skills are often easy to see. Look for someone who answers your toughest interview questions in stride. Ask her how she’d solve a real business problem you’re facing. Can she come up with an original solution on the spot?
Even if her technical skills fall slightly short, hire this person. If she can strategize solutions to technical and business problems alike, she’s worth your training time. One day, she might be your standout software architect, a role which requires technical know-how and creativity in equal measures.
2. The master time manager
Candidates who manage their time efficiently are worth more of yours because they’re basically product managers in training. They’ll prioritize effectively and collaborate efficiently (2), ensuring the team delivers on its priorities – and its deadlines.
Time management abilities may translate to economy of words during an interview. Individuals who manage their time well are less likely to ramble when answering questions, and their résumés will be neat and clean. Don’t misinterpret their brevity as a lack of interest. They simply value your time as much as they do their own.
3. The fountain of enthusiasm
A résumé that mirrors your job posting is a good sign of an enthusiastic candidate. If a job seeker hasn’t bothered to tailor his application, he probably isn’t very interested in your opening. Avoid applicants who appear bored during the interview or act like they have someplace better to be.
A candidate who can clearly describe how he’ll contribute to your organization is probably enthusiastic. He’s visualized himself making the cut, and he’s ready to hit the ground running. Down the road, his contagious excitement could make him a great developer manager.
4. The cool guy (or gal)
Interviews are stressful, but some people handle pressure with grace. Lob tough-to-navigate questions at candidates, like “Why did you leave your last job?” Look for developers who you can’t catch off guard. They’ll keep the team together when an unforeseen roadblock inevitably stops a project in its tracks.
Developers who handle pressure well might eventually become senior technical project managers. Part of a technical project manager’s job is to complete projects on time and under budget, even in the face of grueling deadlines and stakeholder frustrations.
5. The people person
Developers aren’t typically known for their interpersonal skills, which is exactly why these individuals are worth snapping up. Interpersonal communication makes the business world go ’round, and personable developers can make competent business analysts. Beyond defining feature sets and software specifications, business analysts must build rapport with stakeholders across and outside the company.
In the interview, you’re likely rooting for this candidate. She did a good job of explaining how she could contribute to your company, and she won you over with her charming personality and clear communication. In the workplace, she’ll be the master of user empathy (3) and extra team communication.
It hurts to lose a great developer. Was your old employee the enthusiastic one whose love of coding (and coffee) kept the team’s tank on “F”? Did he always seem to have the answers to problems that stupefied everyone else?
Finding a suitable replacement for such a developer can feel a lot like finding Nemo. Still, it figuratively and literally pays to get the fit right on the first hire. Don’t get so caught up in technical needs that you forget to look at candidates in human terms, too. Developers are more than their technical skills; they’re just waiting for you to give them the chance to prove it.
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About the Author:
Rudy Mutteris the EVP of technology and founding partner at Yeti LLC, a product-focused development and design studio in San Francisco. A veteran software engineer, Rudy led development on the “Chelsea Handler: Gotta Go!” app, which was featured on the hit Netflix show “Chelsea Does.” He regularly contributes content about rapid prototyping, virtual reality, and Internet of Things (IoT) development to Yeti's blog. Rudy presented a session titled “Django Supporting Virtual Reality Game Development” at DjangoCon 2016. Rudy is passionate about mentoring young developers, and he’s organized San Francisco’s Django Meetup group for the past several years.
