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Tips for Hiring Top Software Engineers

Top software engineers are the core of many IT recruitment efforts. What’s the best method for hiring highly qualified ones? Although there are many avenues to follow in finding and hiring software engineers, there are some best practices. Here are three.

1. Make sure they have a bachelor’s degree in computer science

Academic programs in computer science provide a thorough grounding in both theory and technology. With the theory and concepts, software engineers will be able to move ahead and adapt to new hardware platforms and software applications more easily than employees without them. With the technology, they will be trained in the tools and systems they will use in the field.

Computer science programs also provide depth and breadth in the different areas of IT: design, development, and maintenance. They also offer overviews of computer programming, network communications and database administration, in addition to the requisite coursework in software engineering. The overviews facilitate complementarity and synergies.

2. Look for appropriate certifications.

There are multiple certification programs for software engineers. The two most beneficial are likely the certifications for Microsoft Certified Application Developer (MCAD) or a Certified Information Systems Security Professional (CISSP). Both are broad and comprehensive. 

3. Determine your requirements.

Even among top candidates, not all software engineers are created equal. You need to determine your requirements in order to effectively recruit for the people you need.

Some companies have proprietary systems, for example, and need to train incoming employees on them. If this is true of your firm, it might be advisable to hire recent top graduates who can be trained quickly.

Other organizations have found it advisable to hire software engineers with experience, even if they are recruiting for an entry-level position. Experience gives engineers seasoning in working with corporate requirements, collaborating on teams and other valuable skills.

4. Assess the candidate specifically, not their team.

Even given the importance of collaboration in the contemporary workplace, it’s still advisable to break out what the candidate performed specifically from what their team accomplished.

Develop methods of assessing the individual software engineer’s contribution, how the individual worked and interacted with team members and so on. Otherwise, you run the risk of hiring based on a contribution that might not tell you the whole picture. It might not be, by its nature, an effective way to determine individual strengths and weaknesses.

Nesco Resource Can Help Recruit Software Engineers

Do you need to recruit top software engineers for a growing department or replace departing employees? Let us help. We can recruit via a robust network of IT professionals. Contact us today.

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