Recruiting for digital roles can be quite tricky. Not only do you need to consider if the candidate is the type of person who will work well in your team and be motivated by your company’s vision, you also need to be sure that they have a very particular set of digital skills. Hiring .Net developers are no different from any other technical expertise, but there are some ways in which you can effectively screen individuals from the outset and better determine if they are suitable for your post.
Firstly, it is important to know what a .NET developer does and what your prospective employee is expected to achieve within your team. The term .NET is used to describe a Microsoft framework development software, which enables a user to develop software exclusively for use on Windows operating systems. The software offers support for a range of coding languages. At least one of the recruiting team members should have a basic knowledge of these technical languages so that they can discard any CVs that do not display strong evidence of expertise within this field. If nobody on the hiring board is familiar with .NET and its use, then hiring a developer could be even more difficult. The University of Sheffield offers guidance on how to establish a strong selection panel in this very useful article.
Once you have screened submitted CVs and chosen the candidates you wish to meet with, ensure once again that a technical mind is present during the interview stages. You would be surprised at how many companies actually rely on individuals being as experienced as they said on their CVs. By asking relevant technical questions, the board can successfully determine the candidate’s level of expertise and if they have the skills required to move your company forward. One of the key things to remember when recruiting for a key digital role such as a .NET developer is that it may take a little longer to find the best candidate. Don’t rush into hiring someone who doesn’t quite fit the mould, because you could end up regretting it later on down the line.
Before you make your offer
It is wise not to hire a developer based on their CV and face to face interview alone. You might like to follow up on references provided to ensure that your prospective employee has achieved what has been stated and that there are no valid reasons why you should not offer them a position on your team. It is also important to see evidence to support your candidate’s level of knowledge and training, in the form of certificates. Ronald James, a leader amongst Newcastle recruitment agencies</a>, can offer practical help and advice on selecting the very best .NET developers.
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