Hiring a web developer doesn’t have to be difficult at all. This is an individual that will essentially take care of your online presence and communication and make sure that the site is working properly. Keep in mind that it’s not worth it to save $1,000-$2,000/month on a cheaper hire, it will cost you a lot more than that in the future. Having a competent developer and designer, that can get the job well done, isn’t too complicated. Here are four useful tips that you should follow:
- Emotional intelligence before IQ
When we hire web developers, their DNA is what we’re looking for. We’re looking at their emotional intelligence. It’s imperative that they have a great CV, strong portfolio, and recommendations. But you need a person in your organization that will easily connect and establish relationships with other people. You need people who are determined, think critically and have the determination and drive to help your business move forward.
- Always start with an experimental week
We’ve started doing experimental weeks a few months ago. Don’t do them for free, pay your developers the standard pro rata wage. You don’t want to scare the good ones away. This week, give them smaller projects for them to work on, with similar requirements to what the “normal” job would look like. If they’re confident that they’ll get a job, there’s no reason for it not to work perfectly. If they aren’t willing to go through this experimental week, they’re probably not a good fit anyway.
- Find an expert
This is where credentials and certifications can come in handy. Make sure you’re not hiring someone with zero to no experience. And be very careful without they present to you as a portfolio. Ask them specific questions about their involvement in some of the projects. Make sure you’re hiring a pro and not a wannabe.
- Hire slow, fire fast
This is one of the most debated and controversial statements, and it really depends on your management style. But hiring slow makes sure that you’re getting only quality applicants. You just have to recognize that a lot of quality “applicants” aren’t quality “employees.” You know what to do when that happens…
Hope you found these simple tips helpful!