Java is still the most popular programming language among developers around the world. The supply of highly knowledgeable Java specialists is outpacing the demand, resulting in a significant market gap. Many firms need a talented developer on their staff in today’s tech-driven business climate. However, hiring the best Java developers for unique needs isn’t as straightforward as it may appear at first look. The efficient phases in this hiring procedure help you to stay ahead of the competition and achieve speedy success.
Recruiting for Java Developers
This is not a surprise since Java is a general-purpose language and it allows developers to build cross-platform applications which can be used on multiple operating systems. This kind of software solution is preferred by organizations that have projects with significant scalability requirements. The fact that Java can run inside web browsers makes it an even more interesting option for enterprise solutions.
If you want your business to succeed in today’s competitive environment, you need to get your hands on the best talent out there, and this guide will help.
Hiring the Right Person
For every Java developer position you post, you will receive dozens of applications. How do you know if an applicant is the right person for the job?
There are three things to consider when evaluating a candidate: education, experience and culture fit.
Education
What degree(s) does the candidate hold? Is it relevant to this position? If not, what other courses has he/she taken that would demonstrate a commitment to growth and learning? Has he/she acquired any additional certifications related to this technology stack or even related technologies like Salesforce or HTML5?
You need to consider the education path. As a tech company, it is important to find a team of skilled and quality developers. If you do not hire the right resources, chances are that your startup will be doomed before it even begins
Experience
Regardless of experience level, Java developers are always in high demand. The problem is, there are not enough Java developers to meet the demands of employers. The reason for this is because Java has become a standard programming language that every programmer should know. It’s easy to use, reliable and can be used on any operating system or platform. Because of its popularity, it requires more time to learn than other languages which means more time before you can start working as a developer.
Culture Fit
Java has been the number one programming language for the past 10 years, and it’s not dropping down anytime soon. It can be used to develop applications on desktops, smartphones, and web servers. If your company is looking to hire Java developers to create web-based applications, you need to first determine whether or not a candidate will fit into your organization’s culture. You can do this by asking specific questions about their previous jobs and what they liked/hated about those jobs.
Hiring a developer who has proven experience with Java and related technologies is important, but make sure they fit your company culture as well. If they don’t get along with other people in the office, it won’t matter how good their skills are or how much experience they have under their belt.
Test for Technical Knowledge
When hiring java developers, how can you determine if their skills are actually up to par? Is there a way to test for technical knowledge in an interview setting without having the candidate provide you with a sample code?
As an interviewer, you should always look at the work that the developer has done in the past. Ask them to tell you about it. If they don’t take control of your interview and steer it towards explaining their work history, then they’re not worth your time! The best candidates will welcome this opportunity to talk about their accomplishments.
Behavioral-Based Interviews
Behavioral-based interviews have been proven to be a more effective means of assessing a candidate’s potential. One reason is that the questions are designed to assess a candidate’s behavioral style, not just specific knowledge.
Behavioral-based interviews are the most commonly used approach to hiring Java developers. They help eliminate discrimination by focusing on past behaviors. These interviews are based on the premise that certain job skills can be learned, but other factors like motivation, initiative, and work ethic cannot be taught.
Technical Interviews
You want to hire Java developers, but you want to make sure they are technically sound. You need a test that can prove their knowledge of the language and subject matter.
Here’s what you do: Write down 10 questions about Java programming (make sure 1 or 2 are difficult). Then, create a quiz for your applicants. After you get all the applications in, send them the quiz and allow them 24 hours to complete it. Those who answer at least 7 out of 10 correctly will move on to the next stage of your hiring process.
Phone Interviews
Phone interviews are great for getting to know the candidate on a personal level, and not just focusing on coding skills.
Some companies rely solely on phone interviews to screen candidates before bringing them in for an in-person interview. This may be a terrible idea. A good phone interview will give you an idea of whether or not the person has potential, but it should never replace face-to-face conversation with your actual hiring manager.
Face-to-Face Interviews
Face-to-face interviews can be more effective than online interviews because you get a better feel for a candidate’s personality and communication skills when you meet them in person. You can also ask follow-up questions or drill down on specific topics that interest you during an in-person interview as opposed to an online one.
Closing the Deal
Many companies still believe that in order to hire the right person, they should post a job ad in newspapers or online portals. Those days are long gone. Now it’s much easier to search for the right candidate directly on social networking sites like LinkedIn and Facebook. With these sites you can find high-quality talent with specific experience in your company’s vertical industry. You can also target people by job title, location, education, and other criteria.
Finding the right Java developers for your company is like finding a needle in a haystack, but it’s possible. You will need to know how to attract potential candidates with an attractive offer and then close the deal.
