It’s difficult to hire a .net developer in the North East. There are countless applications that come in and many applicants just don’t pan out. Part of the problem is with the screening process, since a technical interview is vastly different from one you’d use to hire an accountant. Ronald James has considerable experience with hiring these professionals and offers a few tips that can help you.
First, you need to understand what .net is. This is a Microsoft framework development software. In it, you have a controlled space where you can develop software exclusively for Windows operating systems. The software offers support for C#, F#, Visual Basic .net, C++ and similar coding languages. You need to understand what these terms mean too. If you don’t understand the basics of each of these languages hiring internally or externally for a .Net developer isn’t simple.
You’ll also need to screen the CV to determine if the individual has actual experience with .Net Development. Some people in the North East might have some experience with bits and pieces, but that doesn’t make them the best candidate for the job. After all, when you are recruiting you want to have the best person available to come in and interview for a job. So regardless of whether you are working with Ronald James or doing it on your own, look for these key areas.
The items in parentheses are some examples:
While you can require certificates to support the knowledge of your candidates in the North East, don’t hire based on them alone. Certifications are often not a true reflection of the knowledge and skills of a person. Often, it just means they completed a test course with a passing grade. That grade is often rather low and some certifications even let candidates test multiple times and still reward them with their certification.
As Ronald James often reminds clients in the North East, remember that there are limitations to the CV. A person’s true scope of knowledge and experience arises in the interview. You’ll have to have .NET interview questions in the interview to understand the scope of their experience. It is during this time you can gain a better understanding of how they handle the complexity of coding, and if they understand the different frameworks that are in place.
Once you have successfully screened your candidates, you can compile a list and begin the initial interview process. Just make sure you touch on real world situations, cover technical knowledge, and go over behavioral questions when you go through the interview. That way, you are able to continue to move forward with the strongest candidates for your open position.
If you are serious about attracting new candidates. Why not book in for a free 10 minute client attraction call with us today? Click on the link and make an appointment with me clientcall.acuityscheduling.com