Hiring the right developers can distinguish between a successful project and a complete failure. consider you’ve just landed a vast data project to improve patient outcomes for a healthcare organization. You’re eager to start, but first, you must hire data experts to help with the work. 

So, you jump online and recruit the first decent-looking candidates you find. Before long, you realize these “experts” have minimal skills regarding the specific tools and technologies your project requires. Now you’re in trouble. 

The clock is ticking, and you’re facing a costly delay as you search for more qualified talent. This scenario illustrates one of the many mistakes to avoid when hiring developers, especially when it comes to how to hire data scientists. This guide will help you sidestep these pitfalls to allow healthcare organizations to use innovative data management.

Azulity’s provider credentialing services can help you achieve your goal of improving healthcare data management by streamlining the process of verifying the credentials of your data project’s team members, ensuring they have the right qualifications and industry experience to deliver quality results. 

Roles and Responsibilities of Developers

employees in a meeting - Mistakes to Avoid When Hiring Developers

The duties of software developers can vary greatly depending on the project and industry in which they’re working. Still, most software developers share several general responsibilities. Making software is a complex task that requires a great deal of planning and work. A developer is involved in every aspect of the process: design, implementation, testing, and maintenance.

Designing and Creating Software

The software developers working with your team will typically follow a systematic software development life cycle approach to deliver products to meet your needs. They’ll extensively plan, test, and analyze before starting the development project. During the planning stage, which is integral to software development, budgets are established, goals are set, and project objectives are defined. 

Since each project is unique, this stage is the critical step of defining and clarifying client expectations and ensuring a comprehensive understanding of project requirements. The software development team collects and analyzes your in-house data or their own or third-party research to articulate the project’s purpose and verify end-user requirements. They then determine the timeline to achieve project completion. 

This information is documented in the software requirement specification (SRS) for your team’s approval and as a future reference as the project progresses. Following this agreement to proceed, the software team develops a working prototype based on the desired requirements and conducts thorough testing to identify and address any issues or bugs.

Adjusting and Upgrading Current Applications

Businesses have a whole range of software needs. Sometimes, they require software built from the ground up. At other times, they may need a new update for a piece of existing software or have new features added. These projects often have a smaller scope than projects that require new software to be built. If you only need changes to your company’s current software, you may save money by hiring a minor team or even a single developer. 

An example of this type of project would be enhancing the functionality of an existing mobile application. Let’s say your company already has a mobile app that provides certain services to customers. Still, you want to add new features, improve the user interface, and fix some bugs to enhance the overall user experience. A skilled software developer with expertise in mobile app development could handle the project, given that the app’s infrastructure and backend architecture are already in place.

Performing Quality Checks and Tests for Applications

The new or upgraded software should always be thoroughly tested. Software engineering teams are constantly evaluating the quality of their work, generally using two main types of testing. Functional testing ensures an application or website does what it should. A link to take customers to a specific landing page should bring them to the correct destination. A development team will typically do this type of testing themselves. 

Nonfunctional testing ensures an application or website operates to a user’s standards. This type of testing considers aspects like the speed of a website under different circumstances. Testing with an automated tool like Apache JMeter can be more effective.

Making Records of Operations for Future Use

A software developer never knows when the notes for an old project will need to be revisited. For this reason, everything a development team does during a project needs to be documented. Creating and maintaining programming flowcharts and pseudocode can provide a structural framework for reference, like an architect designing and annotating a blueprint while planning and constructing a building. 

From the beginning, a developer should also keep track of their team’s goals, jobs, and plans for a project. As the project advances, a record of development and testing should be maintained. A list of problems and sticking points can be helpful, as well, with their solutions. With quality documentation, a developer can easily explain everything their team has done to meet your client’s needs. If any problems arise with the software in the future, you can engage that developer or another developer to identify and fix issues quickly using this documentation.

Maintaining Software for Optimal Performance

After a software project is finished, your organization must be confident that the software will continue to run correctly. You’ll need maintenance because, as time goes on, the software might need to be updated or adjusted. Sometimes, errors that need to be fixed are found after the software is put in place. 

You might need a developer to revisit the project for other reasons. For example, new data could suggest that a website no longer offers users an optimal experience. The developer would then need to alter the code to meet the needs of its users. Software maintenance is vital to keeping programs operating efficiently. You’ll find that a good software developer knows that even though an initial project is complete, their relationship with you, the client, is ongoing.

How to Hire Developers Efficiently

women with laptops - Mistakes to Avoid When Hiring Developers

Leverage Azulity for Hiring With a Focus on Clean Code  

Azulity specializes in healthcare master data management and provider credentialing services, bringing proven expertise in implementing healthcare data solutions and credentialing across the US. Our comprehensive platform ensures consistent patient, provider, location, and claims data synchronization across all systems and departments. 

Key features include healthcare MDM, provider MDM, reference data management, credentialing, and provider enrollment. We serve healthcare technology leaders – from CIOs and CDOs to VPs of data platforms and credentialing – helping them eliminate the costly problems of fragmented data systems. Book a call to learn more about our healthcare master data management services today!   

Define Requirements and Align to Company Needs  

The first step is to identify the skills, knowledge, and experience required from your candidate. In this case, build a candidate profile that includes technical skills, soft skills, and technology know-how. For example, if you need a software developer for a web application project, you would need a frontend, backend, DevOps engineer, and quality assurance specialist. 

At this stage, your primary focus should be defining what success would look like for this candidate. One way to do this is to create a detailed job description that lists the necessary technical qualifications and outlines the goals and objectives they are expected to achieve. This might include specific project milestones, expected contributions to team dynamics, or the ability to innovate and suggest improvements to existing processes.  

Hire a Developer Who Is Better Than the Industry Average  

Understanding the importance of above-average talent can set your company ahead of its competitors. The software industry is highly competitive, and to remain at the top, you need a software development team that helps you stand out from the industry average. A superior software developer will bring a unique blend of expertise, creativity, and problem-solving skills that boost the quality of work and drive innovation. 

To hire a top-notch candidate, review their past achievements and the projects they have worked on to determine if they possess the core competencies needed for your software project. Assess software developers who understand the industry’s nuances and are adaptable to changes. Hiring a software developer means you need additional knowledge on the team; therefore, you should focus on candidates who have worked on challenging projects and have a history of successful implementation. 

By evaluating the depth of their knowledge and testing their skills, you can discern if they are well-versed in the best practices in software development. For instance, if you’re hiring a web developer, they should have a thorough understanding of specific programming languages such as Javascript, HTML, CSS, and Python and be able to demonstrate their proficiency in these languages through practical tests or portfolio examples. 

This level of expertise ensures that they can effectively contribute to your project and bring a level of skill that surpasses the industry standard. From a business growth perspective, hiring expert software developers that exceed industry standards can significantly impact your business. They are often quick learners, adaptable, and can lead the way in adopting new technologies and methodologies. Their advanced skill set can lead to more efficient problem-solving, innovative solutions, and a higher quality product.  

Hire a Developer Who Is Flexible to Change and Growth  

The software industry is constantly evolving and changing. The technology world has recently experienced undeniable growth in artificial intelligence and machine learning. Many companies have found ways to incorporate AI features in their software products to remain relevant and meet business needs. Hiring a developer who can adapt to the industry’s growth and is flexible to change is highly important. Consider having a software development team that is in tune with the latest tech, highly adaptable, and ensures your company can effectively respond to new trends and technologies. 

The flexibility of a developer goes beyond technical adaptability; it includes the capacity to scale their efforts in line with project requirements and business growth. This trait is fundamental in agile development environments where the scope and direction of projects can shift rapidly. Developers who are flexible and open to growth are adept at solving technological challenges and can help your organization stay aligned with changing market needs, ensuring that your software solutions remain relevant and competitive.  

Hire a Developer Who Writes Clean Code  

Numerous developers are in the market, but only a few write clean code. The need for clean code cannot be overemphasized, as it is the focal point of any software development project. Destructive code can leave your customers disappointed and displeased and turn to your competition. Clean code is written clearly, in an understandable, and maintainable manner. Hiring a developer who prioritizes clean code is crucial because it directly impacts the quality and longevity of the software. 

Clean code facilitates more straightforward bug fixes, updates, and scalability, ultimately leading to a more reliable software product. Whether mobile or web app developers ensure they write clean code by understanding the correct set of tools, technologies, and programming languages for each software development project. In addition, they should know how to write self-documenting code that can enable smooth future modifications and scalability. To ensure you hire a developer who writes clean code, focus on their coding practices. Here are a few items to tick off the checklist: 

Code Samples

Review code samples or portfolios to assess their coding style. Look for code that is well-organized, adequately documented, and follows best practices. 

Technical Interviews

During interviews, include practical coding exercises. Observe how candidates structure their code, use naming conventions, and approach problem-solving. 

Peer Reviews

Consider their history of peer code reviews, if available. Developers who write clean code often receive positive feedback from their peers for clarity and maintainability. 

Hiring a software engineer who writes clean code is a strategic move that can boost your business. It reduces wasted resources from a failed software project and saves significant time.

It can also help you increase your speed to market. If hiring an entire software development team, ensure each team member is on the same wavelength when writing clean code. This will enhance collaboration and communication and improve product success. As a software development company, we prioritize clean code practices that ensure each software product delivered is high quality, scalable, and easy to maintain.  

Hire a Developer Who Has Domain Expertise  

Domain knowledge in software development refers to a deep understanding of specific areas within software engineering. It enables developers to apply their technical skills and build software solutions that customers need. Hiring a developer with domain expertise will aid the success of your project because it is a significant asset that allows developers to tackle challenges quickly. This means they contribute by offering valuable insights that can be tailored to your specific industry. Therefore, when hiring a software engineer for your development team, consider the following factors: 

Industry-Specific Experience

Look for candidates who have worked on projects or in roles within your industry. Their past experiences can give them a unique perspective on approaching development challenges specific to your domain. 

Understanding of Industry Trends

Assess their knowledge of current trends and challenges in your industry. This can be evaluated through discussions or interview questions that require them to apply their knowledge to real-world scenarios. Software engineers with domain expertise can significantly contribute to the strategic direction of your software projects. They can foresee potential industry-specific challenges and offer more effective and efficient solutions.

Related Reading

13 Major Mistakes to Avoid When Hiring Developers

woman interviewing - Mistakes to Avoid When Hiring Developers

1. The Importance of Setting Clear Expectations

Starting with an unqualified candidate can create misunderstandings, leading to a bad hire and a negative experience for everyone involved. Craft a detailed job description that emphasizes working hours, compensations, and other essential expectations upfront to avoid this. Here is a template you can use:

2. Reduce Costs with Candidate Pre-Screening

When partnering with an experienced recruiter, you could easily find 20 or even 30 profiles matching your requirements. However, interviewing all of these candidates would take up much time and be costly. Therefore, it is strongly recommended that a pre-screening process be set up to reduce the costs associated with the interview process. 

Once this preliminary stage is complete, the recruiter will send pre-screening notes for your review. This will allow you to prioritize and interview only the most promising candidates. This also allows you to adjust the process early in case you need to add additional criteria to ensure that you find software developers with the required skills.

3. Properly Vet Technical Skills

Labor costs account for over 60% of corporate expenses, and software developers are often the most significant operating expense. To separate truly qualified engineers and avoid the high cost of a mis-hire, vetting technical skills properly is crucial. Here are the key considerations you should prioritize: 

Hard Skills

Look for candidates with solid technical skills and hands-on experience in relevant programming languages, frameworks, and technologies. Assess their proficiency in JavaScript, Python, Java, or C++, depending on your project requirements.  Evaluate their grasp of popular frameworks like React, Django, or Vue. Familiarity with Git and platforms like GitHub is a must. Validate their knowledge of database management systems such as SQL, MongoDB, or PostgreSQL. 

Work Experience

Experience is invaluable. Look at what they have already built: code snippets, GitHub repositories, StackOverflow activity, and past projects. Assess their expertise through coding challenges like debugging exercises, algorithm optimization, feature development, and system design. Consider candidates who have previously worked in remote or distributed teams. 

Open Source Projects

Participation in open-source projects demonstrates their passion, collaboration skills, and ability to work in diverse teams. Evaluate whether the candidate shares industry insights through blogs or contributes to open-source projects. This demonstrates their passion for what they do, collaboration skills, and ability to work in diverse teams. 

Problem-solving

A significant amount of developer time is spent spotting problems, correcting bugs, and building resilient infrastructures. Assess their ability to overcome a complex challenge in building software, managing high-pressure tasks in their previous roles, or troubleshooting a software error independently. 

4. Don’t Hire Solely Based on Resumes

Some candidates may have great resumes and ace all your interview questions. But later on, you find out that they just packaged themselves well. Or the opposite – a skilled candidate may be terrible at presenting their skills. When hiring a software developer or any IT role, a test assignment usually tells you much more about the candidate than the interview itself. 

Below, you will find the most common practical assignments used for hiring software developers: 

It is important to note that in most Southeast Asian countries, using a recruiter also gives candidates the impression that your company is serious about hiring a software developer. They are, therefore, more likely to invest their time in your test assignment if they can see how serious you are. As such, you will see more completed test assignments. 

5. Always Check References and Previous Work

Current statistics show that 20% of employers do not check references. Among the 80% who do, most report changing their mind about hiring the candidate. 

Resumes and successful interviews may not provide a complete picture of a candidate. 

Checking references and previous work experience is your window into the candidate’s work ethic and ability to collaborate remotely. This also helps: 

Also, diligently review their previous works to see if they align with the complexity and scope of your project requirements. Evaluating their portfolios, code snippets, Github repositories, and open source contributions is a tactic that might help you examine their coding style, how they approach documentation, how consistent they are in their coding practices, the complexity of projects they can handle, and their problem-solving skills. 

6. Don’t Forget to Prioritize Soft Skills

Let’s say you’re hiring a full-stack developer remotely to help your startup build a real-time chat app and have two candidates to choose from: 

John is talented but lacks self-discipline, interpersonal skills, and emotional intelligence. He also lacks empathy and accountability or responsibility for action. Joe isn’t as exceptionally gifted as John but is more organized, communicates, listens actively, and adapts quickly to changing situations. He also has a positive attitude towards work and is open to feedback. 

For a remote company like you, choosing Joe will be better for long-term success. It is better to have a more adept communicator with an upbeat personality than a super-talented engineer with limited communication skills.

A candidate’s soft skills contribute to team cohesion. So, evaluating them is just as important as assessing technical proficiency. Here are the top soft skills you should determine: 

Communication

How do they handle conflicts? How do they communicate with team members across time zones? How do they explain complex technical concepts to someone with non-technical backgrounds? 

Problem-solving

How do they approach debugging when dealing with complex issues? How do they prioritize tasks when encountering two development issues? 

Creative Thinking

How open are they to brainstorming a new product or feature? How do they provide creative solutions to a complex technical problem? 

Team player

How do they contribute and collaborate in a remote team environment? How do they address challenges while working with teams from different cultural backgrounds? What are their most significant obstacles to effective team cohesion in development? 

7. Craft an Offer That Meets Competitive Local Salary Standards

When hiring a software developer, you must know local salary standards and pay competitive market rates. Be cautious if candidates ask less than the market standard because good developers know their value. If they ask for less than the market rate, they likely don’t have the required qualifications, or other clients will take up their time and attention. 

8. Evaluate A Candidate’s Communication Skills

A recent study shows that 86% of employees and executives cite ineffective collaboration and communication as the primary cause of workplace failures. Remote collaboration heavily relies on effective communication, so this topic deserves in-depth discussion. 

Assessing a candidate’s communication skills involves ensuring they are fluent in your organization’s preferred language(s) and can use remote tools to communicate, interact, and collaborate effectively with teammates. You can evaluate their communication abilities through: 

9. Comply with Payroll and Benefits Regulations Relevant to Your Hiring Market

Being a foreign company does not exempt you from following local laws and regulations. While hiring software developers in emerging markets allows you to reduce your hiring costs significantly, you must ensure compliance with local labor laws and regulations regarding mandatory benefits and tax compliance. 

This service also allows you to outsource your payroll operations instead of delegating the operations to an in-house provider, thus reducing your costs. To learn more about navigating payroll for remote teams, look at this related post on how to pay international employees. 

10. Evaluate A Candidate’s Cultural Fit

Not everyone can perform at 100% while working remotely. You might enjoy it, but plenty of developers out there find it challenging to build a working routine that works for them or crave human interaction, thinking virtual meetings are literally ‘just not the same’ as face-to-face conversations. 

So, evaluating a candidate’s cultural fit—ensuring their values, work ethic, and collaborative spirit align with your company—is crucial, especially in a remote setting where team bonding occurs virtually. 

To make it happen, ensure the candidates know exactly what remote work means and ask questions about common problems your company faces with distributed teams. How do they handle challenges in a remote team environment? Are they flexible enough for different work cultures? Do their career goals align with the remote opportunities your company provides? These are just a few interview tactics that might help you learn more about the candidates’ experience working autonomously and remotely. 

Additionally, give the candidates you evaluate culture fit assessments to complete. This way, you will double-check whether their values, beliefs, behaviors, and personality align with your organization’s core values and culture. 

11. Be Aware of Time Zone Differences

Working globally often means working with employees in different locations, which may not always be in the same time zone. Ignoring time zone differences is crucial for hiring mistakes, as it can lead to miscommunication, project delays, and team frustration. 

When hiring developers for remote work, ensure they conform to your company’s home time zone and provide at least a 4-hour overlap. At the same time, you must be aware and respect their schedule. Here’s a few tips on how you can effectively manage those time zone disparities: 

Even when working remotely, it’s best to work with someone in the same time zone as you. 

12. Explore Untapped Talent Pools

Untapped markets exist in different locations, online platforms, and other demographics. If you want to build a business with the best talent you can find out there, you should look for talent in less crowded places. Remote work allows you to erase geographic borders, and places like Eastern Europe, the  Balkans, Latin America, Caucasus, or the Middle East can be good starting points to expand your search. This will enable you to:

13. Take Legal and Contractual Considerations Seriously

Hiring someone from another country means following that country’s labor laws. For example, employees in Germany may have different rules for overtime, minimum wage, and paid time off than employees in the U.S. Ignoring these differences or failing to comply with local laws can lead to serious problems for your business. 

Penalties for violating labor laws vary by country and severity but can include hefty fines, damage to your reputation, and even restrictions on operating in that region. This makes legal compliance a top priority when hiring globally. Here’s how to address this challenge: 

These steps will help you avoid legal pitfalls and build a strong, compliant working relationship.

Related Reading

Where to Find Developers for Hiring

employees on a desktop - Mistakes to Avoid When Hiring Developers

1. Online Job Boards: The Go-To Starting Point for Hiring Developers

Searching for developers on online job boards is one of the best places to start your hunt. These boards let you reach a broad audience of candidates looking for jobs. You can post openings for free or at a low cost, and many of them allow you to research developer profiles before you make contact. Here are some top online job boards for finding developers: 

General Job Boards 

Developer-Specific Job Boards 

2. Freelance Platforms: Ideal for Short-Term Projects or Trial Periods

Freelance platforms are excellent resources for finding developers. Before committing to a full-time hire, you can browse profiles, review candidate skills and experience, and hire freelancers for short-term projects or trial periods. Here are some top freelance platforms for finding developers: 

Top Platforms 

Niche Platforms

3. Tech Communities and Forums: Find Active, Passionate Developers

Developers often hang out in online communities and forums to share knowledge, discuss their work, and collaborate on projects. Tapping into these communities can help you find active and passionate developers who would add significantly to your team. Look for open-source communities, as well as tech forums. 

Open Source Communities

Tech Forums 

4. University Recruitment: Connect with Future Developers

Partnering with universities offering computer science or software engineering programs can help you connect with future developers before they even graduate. You can participate in career fairs, sponsor hackathons, or offer internship programs to engage with fresh talent. 

5. Professional Networks: Leverage Existing Connections

You can use LinkedIn to search for developers based on skills, experience, and location. You can also leverage your connections for referrals and endorsements. 

6. Coding Competitions and Hackathons: Find Creative Developers

Platforms like HackerRank and Codeforces host coding competitions that let you identify skilled developers. You can also attend or sponsor hackathons to find creative developers who would excel in your unique environment. 

7. Recruitment Agencies: Get Professional Help

If you struggle to find qualified developers, consider working with a recruitment agency. Specialized agencies like Robert Half Technology or CyberCoders can help you find experienced developers. Tech-specific staffing firms like Andela focus on sourcing skilled developers globally. 

8. Social Media: Reach Out for Candidates

You can find developers on social media. For example, you can use hashtags like #RemoteJob or #DeveloperJobs to find candidates on Twitter. You can also look for Facebook groups dedicated to tech jobs or specific programming languages. 

9. Developer Meetups and Conferences: Network with Local Talent

Attend events like meetups, tech conferences, or workshops to connect with developers. These gatherings allow you to get to know candidates in a low-pressure environment before discussing open positions. Use platforms like Meetup to find local tech gatherings. 

10. Employee Referrals: Ask Your Current Team

One of the most effective ways to find qualified developers is to ask your current employees for referrals. Encourage your employees to refer developers from their networks. To incentivize participation, offer referral bonuses. 

11. Global Talent Platforms: Find Remote Candidates

If you’re open to hiring remote developers, global talent platforms can help you find skilled workers worldwide. Here are some widespread remote hiring and offshore talent platforms: 

Remote Hiring

Offshore Talent

12. Personal Website and Careers Page: Attract Inbound Applicants

Create a compelling careers page on your website to attract inbound applications from qualified developers. Showcase company culture, benefits, and growth opportunities to entice candidates to apply.

Book a Call to Learn More About Our Provider Credentialing Services

Before meeting with candidates, you must figure out who you want to interview. Data science is an umbrella term that encompasses many roles and skill sets. Start by outlining your project to understand what kind of expertise you need. Then, create a rubric that breaks down the skills and competencies of your ideal candidate. Next, look for candidates that match your specific requirements rather than generic data science profiles. 

For example, suppose you are working on a healthcare project that involves medical imaging. In that case, you might look for a candidate with experience in computer vision and deep learning rather than someone with a general data science background. 

If your project has specific regulatory requirements, such as HIPAA, it can also help to find a candidate with prior experience in healthcare to avoid costly delays in your project.  Building a clear profile of the candidate you want to hire will take time, but it can help you avoid costly mistakes and find the proper data scientist for your project. 

What Does a Data Scientist Do? 

Data scientists come into organizations to solve complex problems; every project is different. This means the skills and competencies needed for one project can differ significantly from another. For this reason, hiring data scientists with the right expertise for your particular use case is essential.  In healthcare, data scientists might help organizations improve patient outcomes, reduce costs, or optimize operations by deriving actionable insights from large, complex datasets. 

Data scientists’ work can involve a mix of statistics, programming, machine learning, artificial intelligence, and data visualization.  Depending on the project, they might also need domain knowledge to understand the data they are working with and how to communicate findings to the stakeholders who will act on their recommendations.

Related Reading