Companies both large and small are now operating digitally in some way or another. Automation has also been following at a close second, as intelligent, AI-based technologies enable organisations to implement workflow automation with low-code/no-code systems. Add to this the proliferation of virtual offices, with many now working primarily from home, or across a more hybrid arrangement.
What does all of this mean for businesses that are trying to stay relevant in a market that may already be saturated? With competition fierce, businesses and their brands need to ensure their customers are satisfied with the purchases they make, and will keep returning for more. As a result, leading software companies in Sri lanka and across the world have been at the forefront of building digital presences that not just meet customer expectations, but also deliver an experience that is positive enough to encourage long-term retention.
The right team members are indispensable for this purpose, without a doubt – and this is where a reliable team of dedicated developers, designers and testers come in. In this article, we focus on Java developers, and the value they stand to add to software development projects of any size or complexity. Additionally, we also offer some best practices on how to source, hire and monitor Java developers, so you can build a team that is capable of meeting your customers’ expectations, and helping your business thrive across a competitive marketplace.
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Contact us today to know more about how we can add value to your software development project, with Java developers that have extensive skills across multiple industries, as well as the right mix of soft skills to communicate, solve and deliver.
The final list of criteria that entail a Java developer’s job role is bound to be unique, as no two projects are identical. Here, we’ve narrowed down what you need to look at from a macro level.
From this point onwards, it is advisable to consult your in-house software development team or your IT outsourcing company to determine which items will make it into the final job criteria.
With Java being the base language for numerous popular frameworks such as Spring and Apache Struts, identifying candidates that have experience working with the best Java frameworks is an ideal first step for screening and shortlisting. Unless you aim to hire an intern that has little to no work experience, using candidates’ knowledge of popular Java frameworks can help recruitment teams assess whether they have the fundamental skills required to take on a niche role within a software development team.
If any candidates you’ve sourced offer an exact match in terms of the framework expertise you seek, and across a desired industry or market sector, that too – this is an ideal case scenario, of course. Nonetheless, if candidates have relevant technical skill sets, this can be a signal to qualify them for the next round, which would be a one-on-one interview to further assess their skills through a test, as well as gauge soft skills such as communication and constructive thinking.
Assessing the level of experience that a Java developer candidate has can be done while assessing their knowledge of working with different Java frameworks; if they have expertise across one or multiple relevant frameworks, chances are that they have prior experience applying this knowledge across projects in the past. The calibre of experience that you as a business leader may be looking for depends heavily on a few factors, namely:
With Java having a broad range of uses, getting clarity on the level of experience a Java developer candidate has in terms of industry exposure, compliance and delivering actionable insights will eventually determine whether they are a suitable fit for your company – especially for a long-term basis.
This is a factor that can be assessed both during an initial interview round, as well as during the assignment phase. However, problem-solving skills alone may not cut it, if communication skills are subpar in a candidate. Recruitment teams therefore need to gauge the quality of responses offered to questions surrounding past work, as well as responses delivered for company requirements that are briefed during the interview.
While there is no blueprint to determine the quality of soft skills, these can still be safely determined based on how engaged the candidate is, when it comes to considering (and thinking about) your business pains, how to solve them, as well as how to prevent them.
Before beginning your search for a suitable Java developer, your team needs to decide what exactly is required from a new hire. Decision making teams for this endeavour include senior developers that may already be a part of your team, or a software development outsourcing agency (if you do partner with one).
While exact specificities can be determined by your current software development personnel, job requirements can ideally be broken down into two segments, which include:
Once a list of job requirements are ascertained, this can then be added into the final job advert, for circulating across community circles or online job boards.
How exactly outreach is done to advertise and fill an open Java developer position is open to many possibilities. Asking peers and colleagues you trust in the software development community is often a viable initiative, especially since software development professionals in general are in high demand – and the best ones may already be employed. Exclusive recommendations can therefore enable you to facilitate introductions, so you can kickstart your headhunting process for the ideal Java developer.
Alternatively, job boards are still useful channels for sourcing relevant candidates, particularly if you are open to hiring interns, or someone with less experience.
Following a successful hire, all members of your software development team need to periodically have their performance evaluated in order to determine whether they are able to meet their KPIs. Java developers are no exception, and their level of attunement to the overarching goals of the application they are building (as well as the organisation at large) can be an indicator of competence, from a macro perspective.
Java developers are indispensable for software and application development, owing to just how versatile the Java programming language is. However, hiring the right individual is key, with factors such as technical expertise, industry-level experience, as well as effective communication requiring thorough consideration before an agreement is signed.
Of course, this headhunting process applies to both in-house software development teams and software outsourcing companies. From determining final job criteria, to networking and making the right hire, sourcing the right candidate can enable your project to thrive during turbulent times, and deliver steady ROI.
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