Best Practices to Find and Hire a Team of Developers (2024)

In today’s competitive IT labor market, software developers and other tech professionals are in high demand due to the war for talent between one software service company and another. These outsourcing service companies provide coding, web design, mobile application development, and other IT services to businesses. Typically, dedicated teams and staff augmentation are two popular models used in the IT industry to find and hire developers. The shortage of IT workforce makes it difficult for businesses to hunt and hire the right talent. As a business owner or manager, you can find this article a practically helpful guide that will assist you in all the way from locating talent, selecting the suitable ones, and assembling a reliable and efficient development team.

What Challenges Do Businesses Face in Finding and Hiring Developers?

As a tech employer, you must be aware of what hurdles are in the way when it comes to talent acquisition in the context of the IT industry and prepare to face those challenges beforehand.

Finding the right fit

Oftentimes, businesses face this when finding the right fit for the role. Engineers are highly skilled individuals, and getting the wrong hires certainly wastes valuable time and resources. Companies must set specific job requirements and skills initially to ensure they identify and attract suitable candidates. When it comes to candidate selection, businesses need to pay heed to the company culture fit to ensure identifying suitable candidates and long-term commitment.

High demand and scarcity of skilled developers

On the way toward the digitalizing world, skilled developers with the necessary competencies are in high demand while the supply is unfortunately limited. This scarcity means that employers need to be competitive in their offer, not only financially but also in company culture, work flexibility, and opportunities for growth. Today, the advantage of the job market belongs to candidates. Employers must not only attract talent but also figure out ways to retain the best performers in the meantime.

Lack of technical background

Recruitment managers may also encounter the difficulties of limited knowledge in the technical field. With little technical know-how or realistic experience, recruiters and interviewers are more likely to misjudge the skills needed for the role, later leading to wrong hires. This can stifle the process of assessing critical aspects, such as experience, domain knowledge, and technical stacks. To solve this issue, employers could ask expert members of the tech team to join the interview. In addition, the interviewing responsible needs to be trained on technical aspects as well as understand job requirements well before starting.

Time-consuming hiring process

Hiring developers takes a lot of time, doesn’t it? The number of screening stages varies with each company, ranging from initial resume screening to multiple rounds of interviews, technical tests, and project-based assessments. To accelerate the procedure, tech employers can maintain a talent pipeline of developers and continuously keep communication open to foster relationships with potential candidates.

Filtering candidate applications

One of the most time-consuming tasks for businesses is filtering through many applications to find the right fit for the job. Many businesses receive hundreds or even thousands of applications in response to job postings, which can be overwhelming and result in lost candidate information.

One good way to simplify and optimize this process is to use applicant tracking software tools to screen and rank candidates speedily based on qualifications and experience.


Tech recruitment is only half the battle. Certainly, employee retention is a crucial thing to do in a competitive market as current. Retention strategies must be well planned, providing professional development opportunities, a fulfilling work environment, work-life balance, and competitive compensation.

Follow These Steps to Ease Your Process of Finding and Hiring Software Engineers

Now, you know what you may have to confront. These are some crucial steps that help you out in finding professionals and filling your development positions successfully.

Clarify your requirements

The first step in finding and hiring a team of developers is to define your requirements clearly.

Before you begin the first stages of the recruitment process, you had better determine the type of engineers you need, the coding languages, software tools, and technologies required for the project, and the project duration. Crystal-clear requirements will help you attract the right talent and save time and resources wasted in interviewing unqualified candidates.

Leverage multiple channels to recruit candidates

When you recruit IT professionals, there are more available channels you can use to reach out to potential candidates than you thought. You can either go with traditional methods like job boarding or leverage social media platforms, freelancing websites, personal networks, and professional communities to recruit candidates. It is a huge mistake if you do not use multiple channels for recruitment. Jumping onto multiple channels to source talent, you have more chances to reach out to a wider pool of candidates and gives you more options to choose from.

Conduct different technical skills assessment

Technical know-how is utmostly important when it comes to the software development domain, right? Accordingly, it is important to conduct technical skills assessments in different forms as part of the hiring process. Such tests can include coding challenges, technical interviews, practical tests, and so much more according to the needs. After technical assessments, you can better determine if the candidate has the skills and knowledge required to complete the project successfully or not, thereby making informed decisions.

Look for candidates with soft skills

While technical skills are critical, developers need to work collaboratively with the project team and the client. As such, employers need to take soft skills into account as well. They should look for candidates with both tech and non-tech skills, typically communication, collaboration, teamwork, problem-solving, and adaptability, in order to get the best hires. You can nurture an environment where productivity and teamwork performance are highlighted at the same time, ensuring smooth-running projects.

Offer competitive compensation and incentives

Software developers know their worth and place, and they know their jobs are in high demand. So, they ask for a heap more benefits than mere salaries. Bonuses, benefits packages, flexible working hours, and other perks like remote work, flexible hours, and training opportunities also come into consideration when they choose a company to apply to. Therefore, you need to come up with strategies and a budget to meet the expectations if you want the employees to stay around longer.

Outsource when needed

Outsourcing is considered the best option as it includes all the steps mentioned above but without any hassles. You can outsource the entire development team or specific individuals with specialized skills and knowledge for a particular project or task. IT outsourcing services, in general, offer chances to reduce overhead costs, ranging from recruiting fees to the cost of hosting job interviews. Hence, it grants you the door to a range of highly skilled professionals from all over the world who have expertise in various programming languages and technologies required for projects. Also, this can speed up the recruitment processes significantly. Typically, Vietnam has developed as one of the leading countries in providing high-quality software development services and talented developers.



is Senior Writer DZ-TECH, where he covers the world of technology, hacking, cybersecurity, surveillance and privacy.

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