How to Shortlist the Right Full Stack Developer Resumes?
A company without employees is like a house without a foundation. Employees are an organization’s most valuable asset as they bring knowledge and expertise that help run and grow the business. And it makes even more sense when an IT company hire a full-stack developer. This is why it is imperative to follow the right steps to shortlist the right Full Stack Developer Resumes.
A full-stack developer is someone who handles the front-end and back-end development of a website or an application. They act like one man army for IT companies. As a result, there are some considerations that an employer needs to make when bringing on the ideal candidate.
For example, what are the skills required for a full-stack developer to get hired? How can I find qualified full-stack developers who meet my hiring criteria? How should a full-stack developer’s resume be assessed for competency when hiring them?
We understand how difficult it is for you to find qualified candidates as IT recruiters. That’s why we have curated some points very carefully for you in this blog. It will walk you through the steps to shortlist and hire the best global talent for your next software development projects.
What Is the Difference Between Shortlisting and Screening?
Comparing resumes, cover letters, and application forms to a job description and candidate specifications is the screening process. In other words, it is essentially a process of eliminating candidates who do not meet the fundamental requirements. It aids in eliminating candidates who are ineligible or irrelevant.
Shortlisting then begins after the screening is complete. Here, candidates are divided into two groups: those whose profiles match the position, and those who may be less suitable but still have some interesting qualities. Creating a short list of applicants you want to interview, to put it simply.
Both of these steps come before the interview process. But,
Why Is It Necessary to Shortlist Full-Stack Developers Before Interviewing Them?
It’s difficult and time-consuming to interview too many candidates at once. It also slows down the hiring process. And finding the ideal developer for your company among hundreds of candidates can be overwhelming. Therefore, shortlisting the best candidates to interview from the pool of applicants becomes essential.
The final list of applicants for interviews tells you how well your shortlisting procedure worked and whether you were using the right tactics. In a nutshell, shortlisting developers is crucial to accelerating and streamlining the hiring process.
Now that you are aware of the benefits of shortlisting candidates, let’s examine the procedures for selecting full-stack developers.
Step-by-Step Shortlisting Process to Hire Full-Stack Developers
It is great to have a shortlist of candidates for an interview, but it requires a lot of work. When hiring full-stack developers, you must evaluate the applicants based on a variety of factors. Here is a step-by-step procedure for selecting a short list of candidates to make sure you have the best applicants for the formal evaluation.
You must decide which skills are necessary and desirable before posting a job:
It is the first stage in the selection process for developers to be interviewed. The criteria for reducing the candidate list are based on these qualifications.
The listed requirements are indisputable and allow you to save time by eliminating candidates who don’t meet them.
How should the necessary and desirable qualifications be listed? Hiring managers without prior developer recruitment experience find it challenging. You can seek assistance from experts in this area like BookMyTalent, which assists businesses in selecting candidates for the last interview. Even scheduling interviews and hiring global talents are made possible by it.
Decide on the number of full-stack developer applicants you want to shortlist:
The next step is to decide how many candidates you would like to shortlist for the interview.
A fixed number, such as 10 or 15, for one position, or a percentage of applicants who will make the shortlist can be established. There is no set formula for choosing a specific number of candidates. It all depends on your company’s requirements, the resources available, and how much time you can give.
If you find candidates who are more or less qualified, don’t worry about it. The important thing is to adhere strictly to your shortlisting criteria.
Make sure you are posting the job requirements on the relevant platforms:
Your job posting is essential for selecting developers. The most qualified candidates for the position will be drawn to the description of your job, which will make shortlisting much simpler.
How should your job description be written to draw in skilled developers? Include information about the position’s duties, prerequisites, experience, type of employment (full-time, part-time, or contractual), location, salary, and other benefits after creating a catchy job title.
Don’t forget to include a few sentences describing the origins, purpose, and future of your business. In simple words, a job description must include all specific information about the position. Furthermore, it’s important to post job openings on the appropriate websites.
Popular platforms like GitHub and LinkedIn are frequently visited and used by top developers. Find out which platforms are more appropriate for your needs by doing some research. To find the best full-stack developers, make sure you pick the best job portals.
Evaluate the technical skills of candidates:
It is impossible to shortlist full-stack developers without first assessing their technical abilities. The majority of developers list every language and framework they are familiar with in their resumes. However, simply reviewing their resumes won’t help you figure out how knowledgeable they are.
Based on your requirements, you should evaluate the applicant’s programming language proficiency. This way, you can identify which candidates possess the relevant abilities to support you in successfully completing your development project.
Create a coding test for the frameworks and programming languages required for your software development projects. The ideal way to structure the coding test is to ask a more experienced developer for assistance. Make sure to assess both the quality of the code quality and time management abilities. Coding test platforms can also be used to evaluate the technical proficiency of developers.
Conduct a round of screening interviews:
You get a list of developers with the required skill set after using the technical assessment to weed out candidates who lack those skills. But is it sufficient to only shortlist applicants for a position as a software developer? It isn’t!
Before choosing a candidate, you need more details about their background, prior endeavors, communication abilities, and other soft skills. You can conduct a video interview after a telephone interview round.
Through the telephonic interview, you can get an idea of the candidate’s experience and past projects. However, the video interview round is somehow more elaborate and helpful. It helps you in assessing the candidate’s body language, communication abilities, and soft skills to see if they are a good fit for the position.
Something Else to Concentrate On
But your work doesn’t end here. You also need to verify the candidate’s background and see if they are lying about their past experiences and last salary etc. Without this, you will waste your money, resources, and time that could have actually been put into some core official works.
For this step, companies take the help of Ratifys, an AI-enabled global platform that empowers the ecosystem of employers by featuring employees’ verification and rating mechanism. Here employers can create profiles and “connect” to each other (employers) on a global platform that may represent real-world professional relationships.
Because a single poor hiring decision can trigger a chain reaction that costs a company millions of dollars.
Final Words
Hiring a tiresome work and it becomes even harder if you receive a large number of resumes. Carrying it out along with other organizational activities may increase your workload.
At this point, a talent outsourcing company or a company that supports remote hiring can be of great assistance.
A sourcing partner like BMT can assist you in locating a candidate who satisfies all of your job requirements and is the ideal fit for your company.
All you have to do is provide us with a detailed description of your job requirements and candidate expectations. We’ll do the legwork and select the top full-stack web developer resumes for you. These full-stack developer resumes represent the pre-selected applicants with exceptional qualifications.
We excel in remote hiring, giving us access to a larger pool of candidates that includes the best talent in India. This aids us in locating the best match for your needs.
We select the most qualified candidates, so all you have to do is conduct a final interview where you can speak with each one individually and make the hiring decision.
Are you looking to hire a remote full-stack developer? Contact us today, and we’ll help you find remote employees who can help your business succeed!