Hiring a developer can be an intimidating process. If you’re looking to hire Ruby on Rails developers, you’ll want to make sure that you do your due diligence and find someone who will fit into your company culture and actually contribute to your bottom line in the long run. In this ultimate guide, we’ll show you how to find and hire developers who will help your business succeed through the ups and downs of software development.
Step 1: State Your Requirements
Before you start looking for your ideal ruby developer, make sure you have a clear idea of what you’re looking for. Write down a list of requirements that you want your developer to meet. You can use bullet points or write a paragraph or two about each requirement—the key is that everything should be crystal clear in your own mind. The clearer your requirements are, the easier it will be for you and potential developers to find common ground.
Step 2: Define Hiring Criteria
To make sure you find a qualified developer, you need to know what you’re looking for. Start by listing out each requirement for your ideal hire, making note of experience level, location and any other factors that are important. If you aren’t yet clear on what your ideal candidate looks like, try brainstorming with team members or reaching out to people who have hired developers in the past for advice on what has worked best for them.
Step 3: Source Candidates
Now that you’ve identified some desirable qualities in a Ruby developer, it’s time to find one. If you use an agency, they should have no problem getting in touch with developers and finding out whether they are interested in joining your team. But if you want more control over hiring decision-making processes, there are three main sources from which you can find candidates
Step 4: Assess Applicants
It’s time to review your applicants and determine who is most qualified for you next project. Are you looking for a developer with a background in mobile apps? Or maybe someone with experience using Ruby on Rails. Use your rubric from Step 2 as a guide when making these decisions.
Step 5: Invite Candidates For an Interview
Before you invite candidates for an interview, take a look at your skills matrix and make sure you ask questions about those areas. Remember, it’s your call whether or not you want to hire junior developers; if that’s your position, I’d recommend asking only senior developers for interviews. Here are some good questions to ask in an interview: How many open source projects do you maintain? What kind of tasks do you enjoy doing in your job?
Step 6: Conduct An Effective Technical Interview
There’s no better time than at the beginning of your relationship with a developer to find out whether you’re a good fit for each other. If you rush into hiring them, you risk ending up with an employee who isn’t motivated or doesn’t share your vision. Asking technical questions is also one of your best defenses against hiring a developer who will produce low-quality work.
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Step 7. Evaluate Candidate’s Soft Skills
This is always a tricky part of hiring, but it’s especially true with remote employees. Hiring someone based solely on technical skills can backfire if your prospective hire doesn’t have good soft skills, such as communications skills, time management, and following directions. Evaluate candidates by having them complete projects for you and meeting with them in person whenever possible.
Step 8. Offer And Negotiate Salary
When it comes time to actually write your job description, you’ll want to consider compensation. Start by reading up on how much other people in your industry and with similar skills are earning for similar jobs.
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Step 9. Get A Signed Contract and Perform References Check
After you’ve found a developer (or developers) that meet your needs, it’s time to get them on board. The first step is getting them to sign a contract and obtain references. They should be able to provide these easily and can usually be turned around quickly, though some may take longer if they are located overseas.