Hey, guys! Are you all right?
In my first article, I talked about what Developer Experience (DX) is and why it is important for organizations that want to develop quality software with agility and satisfaction.
I was a little unsure where to start after that, and I remembered the story of Alice in Wonderland, when the king said, “Start at the beginning”.
And what is the beginning of the relationship between a person involved with the development and the company where he works? The hiring processes! So today, I want to share with you some ways to apply DX principles to improve your hiring process.
We know that hiring good developers is not an easy task. In addition to evaluating the candidates’ technical skills, we also need to check if they fit the company’s culture, if they have excellent communication skills, and if they are aligned with the project’s objectives and with the company’s culture. But how to do this efficiently and attractively?
One way is to use DX techniques to create a hiring process that is simple, intuitive, and fun for candidates. Thus, you can show that your company cares about the experience of developers and that it offers a favorable environment for their professional growth.
Some tips for creating a hiring process with DX are:
- Use modern and popular tools among developers like Draw.io, Slack, Google Meeting, Discord, Google Jamboard etc.
- Create challenges that are practical and relevant to the project, but not too long or complex.
- Use whiteboards to discuss possible architectural solutions but make it clear that the person isn’t solving a problem for free for you. 😉
- Avoid asking test questions, for example: Explain OOP concepts to me. Here at Sinqia we use the S.T.A.R.
- Give constructive and quick feedback to candidates, showing the strengths and weaknesses of your solution.
- Provide opportunities for candidates to interact with the team and learn more about the company’s product and culture.
- Be transparent about the process steps, evaluation criteria and job expectations.
- Put your champions, specialists, or whatever their name is, to participate in this process of assembling the technical interview and the interview itself. If you need to give them a face-lift so they can be interviewers, DO it. Technical people LOVE talking to technical people!
By following these tips, you can create a hiring process that is more effective and enjoyable for both you and candidates. In addition, you can increase the chances of finding talented and engaged developers who will add value to your project.
Hope you enjoyed this article! If you have any questions or suggestions about DX or the hiring process, please leave a comment below.
Thank you for your attention and see you later!
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