Posts tagged "developers"

What it Takes to Hire a Node.js Developer

Node is an important part of the JavaScript ecosystem and is also very relevant in web development. It works as an environment where one can develop apps. Developers use it to build real-time applications such as messaging applications.

Things You Should Look Out for When Hiring a Node.js Developer

A Node.js developer should possess basic skills like logical thinking, communication skills, design thinking that will be fundamental in the course of carrying out the work.

The perfect candidate should have the ability to understand JavaScript, the working environment and should know how these processes work. The ability to debug and integrate modules is also very important.

Many people who claim to be node.js developers only know how to do copy and paste, they do not bother about integration and also testing the application to check for issues and possible challenges in the nearest future.

Another thing worthy of consideration is if the candidate for the job has experience in using Node.js. Where it can be shown that the candidate has already used Node.js, it will give him a competitive edge over others. It is even greater when one meets a candidate that has also contributed their code to the ecosystem.

Relevant Skills a Node.js Developer Should Possess

A Node.js developer should be proficient in JavaScript and Node.js. Working knowledge of functional programming, storage of data, functional programming, etc. is required.

Also, the Node.js developer needs practical skills such as the experience of using npm registry, Github repository, standard style of JavaScript, WebSockets, Dockers, etc. He should be able to follow-up on applications using tools such as Prometheus and the others to identify when something is wrong in the Node.js application.

A good Node.js developer should be able to use the newest version of LTS Node.js to ensure that there is stability and to enjoy other new features to it. An experience that is beyond HTTP and the proven ability to handle all security issues that could arise such as data validation, HTTP headers, session management, dependencies, etc.

Where a Node.js developer is experienced with the JavaScript frameworks and also knows how to handle crashes, he makes a good fit for hire. He should be able to scale apps on several servers and balance loads.

Locating the Right Node.js Developer for You

If you are searching for  Node.js developers, you have the option of outsourcing or hiring a team of developers to work on your project where they work full-time on your project while making use of their resources in carrying out the work.


Tech Recruiting: Hire for Fit, Train for Skills

Being a hiring manager in a tech firm can be very challenging. Virtually none of the candidates who applied to fill a certain role has the perfect blend of skills required for that role, to the extreme perplexity and frustration of hiring managers. For example, you can post a vacancy for the post of say, JavaScript Developer, and then not quite long after, you have already received a plethora of applications on your desk. There is nothing bad in this; in fact, you will be excited to go through the ‘interesting applications’ if you are a rookie hiring manager. But then you begin to go through the applications, you look at the CV of the applicants and then your headache begins; it is possible to have a seasoned candidate who has undertaken a lot of projects but is not conversant with the latest technologies. Another candidate is a master of JavaScript but does not have an academic qualification, and so on. Where one candidate is lacking competency, he makes up for it in other areas. As a hiring manager, you are in a dilemma – technical skills are essential, but how would you get the perfect candidates to suit the specific tasks you are hiring them for?

Fortunately, there are a number of methods to vet a candidate and verify their suitability for a job. These methods include:

  1. Asking the candidate to provide their portfolio.
  2. Giving them a programming problem to solve.
  3. Request them to physically come for a programming exercise together with another program.

For what reason do these methods work for several firms who follow them? All things considered, investigate the main reasons employees do not do well in their roles. Obviously, specialized fitness can be a central reason. However, as a rule, chiefs battle with workers that are creating a ruckus due to their poor relational abilities, no longing to team up, or an absence of responsibility. Delicate abilities are hard to prepare for. You either have them or you don’t.

To ensure that a candidate fits your company, you should begin by asking questions that align with your core values. Do ensure to make the interview a conversational one, and not an interrogation. Based on some core values, these are some of the questions you could ask:

Individual Accountability – ask whether there had been a time when the candidate committed an error.

Team Work – try to inquire if the candidate has ever taught a colleague a skill before. Ask the candidate to expatiate on this.

Understudy Focus – Has the candidate at any point failed to adhere to a deadline due to the client not being satisfied with something in their work?

Work-Life Integration – they could describe how an effective day looks like to them.

People-Centered Design – try to see how the candidate would describe a technical concept to a non-specialized client

Fiercely Competitive Nature – What tech aptitudes would they be possibly keen on learning apart from the current skills they possess?

It is just not good for you to ignore potential fit issue just because the candidate has top-notch technical skills. And while it is important that a candidate has the skills required to execute projects, it is equally important, if not more important, to engage the services of a worker who fits into the company.

How to Hire a Good Blockchain Developer

Blockchain development which began with the advent of cryptocurrency has morphed from a hobby to a very well-paying career with good prospects. Companies engaged in such projects are scrambling to find and keep the little pool of professional Blockchain developers with a lot of effort and a little bit of luck. The world of Blockchain development is a tight-knit community having people with diverse methods of working and with this in mind you can set out in a successful quest of finding a good Blockchain developer.

Bitcoin has fast become a tool for trade, and thus, the demand for talented Blockchain developers has risen far beyond their availability. Companies working on such projects have had to go to great lengths to absorb and retain this talent. This places these developers at an advantage as they are at liberty to make demands that suit their needs; demands which any company wishing to hire one has to oblige to.

The manner in which this new crop of programmers work is a bit different from the traditional approach, and thus, attention should be paid to these factors in order to find and attract them with your offer.

The Hiring Method

Blockchain developers rarely search for jobs in the usual job search boards as they are usually engaged with other projects. These people have specific places where they meet to discuss the latest trends in the world of Blockchain development. It could be an online community or, a forum where they meet to engage each other on projects they’re working on. Thus, finding such a person will require you to join such groups or attend events such as conferences.

Their Demands

These developers know they are sought after and will have a price tag that is a bit higher than your average software developer.  You need to be tactful when discussing the pay package with this developer since they will opt for the company that bids the highest.

Working Conditions

The average Blockchain developer has a different lifestyle from the typical office corporate. Their work fits in their flexible schedule and thus, their time for rest is not the usual time most companies are accustomed to. A company should be willing to accommodate this flexible schedule if they wish to retain a Blockchain developer. They may want to work remotely with holidays in between. Such demands must be met for them to take any interest in your project.

Growth Opportunities

A good way of attracting a Blockchain developer is to allow them to pursue opportunities such as furthering their education and even engaging in other development projects elsewhere while working on yours. This freedom will ensure they are satisfied and rest assured they will maintain a working interest in your project and your company. You can also engage them by allowing them to attend developer’s conferences, giving them that chance to meet and interact with like-minded people.

Retaining Strategies

When you have found the right candidate and he/she is now a part of your team, you can ensure they stay by giving them incentives such as periodic salary reviews to meet the current market standards. In addition, you may also want to provide them with a good environment to work in, ensuring that they remain stress-free and able to concentrate sufficiently on the tasks in your project.

Once all these factors are at play, you rest assured of completing your project on time as you have the best Blockchain developer on your side.

Sell your New Developer Hiring Strategy to Managers

As a recruiter, you need to stay on top of your game to find strong candidates and attract good applications. Remaining loyal to a set of techniques is not effective on the long-term and also kind of dull. So you decide to release your inner creative demon and come up with an amazing new strategy that could innovate how you attract talent. But before you can actually use it, you need to get the OK from your C-Suite.

When preparing your presentation, it is helpful to pay attention to three main aspects in order to have a successful first pitch.

No. 1 Build your presentation in a progressive manner that will strike their concerns

Managers who are not closely connected with the tech team cannot totally empathize with the pain of being understaffed. Therefore, you need to make them understand how this has an impact on the business.

Therefore, make sure to clearly outline what makes your idea a great one in their business context and how valuable it is. Speak their language!

For example, the vice-president of Marketing does not employ developers in his team so he can’t fully grasp their role. However, when the marketing team needs to develop some software to use in campaigns, they will need to come to the developers hired by you. Here is your cue to paint them a picture of the developer hiring process and its importance. Show them how your strategy is important to them, not to you.

No. 2. Key Performance Indicators should be your best friends

Numbers tell great stories. This is why you need to be able to explain to your C-suite, in numbers, how you will assess the effectiveness of your strategy. During your presentation, you should deliver some expected numbers and results.

If, for instance, you plan to use salary ranges in your job advertisements, talk to them about the increased traffic this change would bring. More traffic means more applications to sort through. Be ready to explain to them how you’re planning to check whether this change will positively impact recruitment.

No. 3 Listen to their opinions and use them

Listening to feedback is a power tool. But not just polite nodding while you stick to your idea, but actual active listening. Even if you have a strong strategy in place, more ideas can lead to even better plans. Not to mention that your relationship with executives will grow stronger.

It doesn’t mean that you need to accept all their ideas. Be brave and out-spoken when their pitch isn’t good for your initiative and they will respect you more. Make this presentation a conversation instead of a one-man speech looking for applause in the end. Whatever you do, always place yourself in a position that shows you have the company’s best interests at heart.


How to Calculate the ROI of Your Developer On-boarding Programs

New employees are a great asset to any organization. When they come in to replace former staffers or even to occupy newly created positions, organizations would want them to hit the ground running.

However, this is not always the case even with experienced employees. Learning an organization takes time. Onboarding programs come in to bridge this gap to reduce the amount of time to acclimatize, become socialized and get productive at work.

Organizations invest in the onboarding programs with so that their new developers can bring more value than what was spent invested. At the very least, the onboarding program should be successful.

How can you calculate, therefore, the return on investment of the onboarding program?

Kirkpatrick’s model of evaluation involves reaction, learning, behavior, and results. This model has been used over the years to evaluate the effectiveness of training.

After the onboarding program, a company may provide the new staffers with a questionnaire to collect information based on their reactions. The benefit of this evaluation is you obtain the employee’s first impression of the organization.

Employee turnover

If an organization’s employee turnover rate is high, it indicates that staffers are dissatisfied with the environment within which they work. With an onboarding program in place, you could orient staffers on the job at hand and get them to understand the processes in the organization. Here employees are also informed about the challenges and opportunities that may arise in the organization.

In the case of a significant reduction in employee turnover, an onboarding program is counted to have been successful.

Employee sourcing

Likewise, referrals help organizations to reduce the cost of advertising and sourcing for candidates who are the best fit for existing positions. Ordinarily, happy employees are more willing to invite their friends over into that particular company.

So, when a firm finds itself in a situation where a large number of interviewees attribute their knowledge of the position to your employees, then onboarding was successful.

Feedback sessions

Immediately after the onboarding program, developers could be asked a few questions on a scale of 1-10 to provide feedback on whether they are satisfied with what the company has to offer, its terms and environment. This is critical as it can capture what employees feel and perceive your organization.

Stay interviews

During these sessions, developers are asked questions why they choose to stay with the organization. It is useful in picking out the specific aspects of company strengths. Firms can, therefore, emphasize these positive aspects to ensure members of staff remain productive.

Exit Interviews

While the stay interviews address why employees choose to remain loyal to the organization, the exit interviews focus on why an employee decided to exit the job. Here, the company could ask if ever the onboarding program was effective or otherwise.

For detailed insights, you could employ the use of each one of these approaches. Employee surveys can be used to determine how effective developers find these onboarding programs are. Also, employee turnover is a quick way to establish whether your company got its fair return on investment (ROI) in the onboarding program.





How to Create Fair Salary Ranges for Developer Jobs

With the changes in the times and business models, companies often adjust their salary structures with each major shift in the organization structure or remarkable increase/decrease in profits.

Creating fair salary ranges for developers, however, slightly takes a more practical approach. Employers will have to research what developers earn in the local market as well as what they earn as employees of similar organizations.

What companies consider

While the market value greatly influences the compensation ranges in an organization, other pressing issues like what the company can afford and how important that role ordinarily takes precedence. Even with these in mind, organizations still have to develop an edge to compete to get and retain talented developers into their employ.

Facebook and other popular companies use a structured pay structure that is simple and offers the same pay for a level of employment. For example, employees who come into the organization have the same pay across the board. If for example a programmer is set to take home an annual salary of $164,000, then there is no much room for negotiation upwards.

Curbing pay discrepancies

In a similar fashion, the firm will also not pay employees based on their previous salary. This happens to be sustainable and objective in the sense that companies end up paying for value added and not based on negotiation skills. It also curbs the discrepancies in the pay structure that may lead to dissatisfaction among members of staff.

Other companies have their salaries based on a formula for each level. However, they add onto the salary based on that individual’s work experience or potential value of what they could bring into that organization.

Value-based remuneration

The need for a formulaic salary was arrived upon due to discrepancies in the pay between the two genders. For a long time, female developers have been paid much less than their male counterparts. With the changes in legislation and activism for equality, companies developed sensitive salary ranges based more on value than gender.


Employee salary history

Companies often fall into the trap of inquiring about the salaries their potential staffers earned while in their last job. In the US, this has been abolished in nine states. Employers in these states, therefore, offer salaries based on the original allocation of that particular position.

Left open, some employers would generally ask developers what they used to earn in their last job and add a few bucks onto that as a bargaining chip. These employers would then box these staffers into thinking they are getting a better deal. However, this may backfire at some point.


Just like employers, developers too research a company’s pay structure before they apply for a job there. If they find out in the course of the discussion that they are not getting paid according to the anticipated standards, they could leave at the earliest opportunity.

Finding a standard salary range for developers may be an arduous task. This s occasioned by the fact that all organizations have what they can afford to pay staff based on how important the role is to the firm. The other factor that comes into question is the size of the firm and its profitability.




Should You Start Planning Your 2019 Tech Recruitment Budget?

As the year 2018 is gradually approaching its end, it is only ideal that people, companies, and organizations make plans for the succeeding year – 2019. This is done in order to ensure that things get better than they are. But then, for every plan to materialize, there has to be a cost. It is therefore important that a budget is made for every plan, so as to know whether the capability to handle them is available.

Among those faced with the question of whether to begin to make plans and allocate resources to hire new professionals ahead for the coming year are organizations who employ the services of Technology Experts. Are you or is your company one of those who do? Then you’ve come across just the right post to provide helpful suggestions to enlighten and help you make the right decision.

  • Take stock of your Current Fiscal Year

The first thing to do before making further plans is to take stock of the company’s fiscal year and note the factors influencing the gain or loss in profit for the company. This will help you as a recruiter, to understand the exact areas where new staff need to be brought in and how helpful Tech experts will be to your company’s advancement.

  • Recognize if Recruiting will support the Organization’s Long-Term Vision

It is very important that as a talent acquisition manager or recruiter of Tech professionals, you have a proper understanding of the company’s vision and future plans, in order to bring in the right set of qualified candidates who will help advance the company’s course. By taking this factor into consideration, it will be possible to rightly assess any expenses made in hiring new tech staff and know if it will yield long-term benefits.

  • Identify the type of Developers you need

Knowing that the areas of expertise of Tech professionals vary, you need to be very specific about the particular ones you’ll be needing to achieve your goals. This will bring clarity as to how soon they need to be hired, taking into consideration their particular functions in the company.

  • Analyze the Cost of Recruiting

It is vital that you set and understand budget expectations. Expenses (which include; Job boards and advertising, Employer branding events, Candidate assessment, Recruitment Agencies and salary of the hiring team), will be made through the recruiting process and you need to be able to rightly and effectively allocate funds for each of the involved expenses.

  • Maximize your Recruiting Budget

It is important that you are able to reduce recruiting cost where necessary and possible and fully optimize the budget for the entire recruitment process. Among ways to achieve this are;

  • Pre-assessing qualifications to know best-fit candidates
  • Allocating funds effectively
  • Optimizing Technology to Reduce Cost.

By taking all the mentioned suggestions into consideration, and putting them to practice, you will be able to rightly decide whether to begin to plan the Tech Budget for the coming year 2019 or to wait till some later time.

Benefits of Hiring an Artificial Intelligence Developer

One fast evolving aspect in the area of technology is Artificial Intelligence (AI). It is the intelligence demonstrated by machines (composed of complex mathematical algorithms, software programs, and specialized hardware), enabling them with functions such as learning and problem-solving. In recent years, there has been a continuous increase in the application of AI, as it is making previous impossibilities in many fields now possible. This trend is even bound to exponentially increase in the coming years and with the rise in its use is a corresponding increase in the demand for those who can develop this technology.

Artificial Intelligence developers are those who design, develop and structure AI software in order to achieve specific objectives. Thus, in order for AI to be useful to anyone, these developers need to be available to play their roles.

Before we delve into the specific benefits you or your organization will obtain by hiring these professionals, it is important that we highlight the areas of everyday life where AI is impacting. These areas include:

  • Healthcare
  • Agriculture
  • Aviation
  • Education
  • Finance
  • Business Management
  • Transportation
  • Marketing and Sales Management
  • Geography and Ecology
  • Human Resources and Recruiting
  • Media and E-commerce
  • Music
  • News, publishing, and writing
  • Telecommunications maintenance
  • Defense and Security

Also, there are typical problems to which AI methods are applied. They include;

  • Handwriting recognition
  • Optical character recognition
  • Speech recognition
  • Face recognition
  • Artificial creativity
  • Computer vision, virtual reality, and image processing
  • Game theory and strategic planning
  • Photo and video manipulation
  • Natural language processing, Translation, and Chatterbots.
  • Nonlinear control and Robotics

Artificial Intelligence methods are also implemented in fields such as; Automated reasoning, concept mining, data mining, semantic web, hybrid intelligent systems, and litigation.

Having considered the aspects of life influenced by Artificial Intelligence and the problems to which it is applied, we now look into the specific benefits of hiring its developers. These benefits include;

  • Improvement in business efficiency, productivity, and quality.
  • Increase in sales as a result of focused and targeted marketing of the products for reaching the desired customers.
  • Exploration and implementation of hidden opportunities for the business.
  • Acceleration of slow business process through AI automation to save time and other resources.
  • Making insight based decision on the business processes to create greater competitive advantages.
  • Improvement in customer experience through AI based customer support.
  • Improved ROI (Return On Investment) and a decrease in operational costs.
  • Effective detection and deterring of security intrusions.
  • Resolution of user’s technology problems.
  • Gauging of internal compliance in using approved technology vendors.
  • Monitoring of social media comments to determine overall brand affinity and issues.

With popular AI-based applications like; cogito, Siri PA, Tesla Car, and NetFlix really having a constant increase in customer base, you should consider hiring an AI developer for relevant purposes in order to get these benefits and many more.

The Recruiters Guide to Front-End Developers

Today, we live in a world where technology is being incorporated into almost every aspect of living. With the increase in the use of technology is also a corresponding increase in the demand for talents in the field. Among these well-sought IT talents are front-end developers.

Front-End developers are those software developers who work mainly on the Graphical User Interface (GUI) of an application or website. Their job is to ensure that the website or app has a readable layout that anyone can see and easily interact with at any time.

Understanding how important the role of the front-end developers is, to the overall success of the app or website, it is vital that only those with the adequate skills are brought-in for hire. How then are recruiters to know and be certain of the quality of front-end developers they are hiring? Contained in this article are helpful tips to provide adequate answers to this question.

  • Check for their Technical Skills

A front-end developer should be well conversant with programming languages and frameworks including; HTML/HTML 5, CSS/CSS3, JavaScript, AJAX, XML and have Responsive design. Also, you should look out for certain terms such as;

  • UX (User Experience) and UI (User Interface) which both play an increasingly vital role in the development of any application
  • Visual (including; Visual Studio, Visual C++, and Visual C#)
  • API (Application Programming Interface) which indicates the specific purpose of an application as well as the platform on which it will operate (e.g. mobile phone, desktop computer or tablet)

Ability to effectively work with these tools will increase his/her chances of doing excellent jobs.

  • Creativity

As the one responsible for the graphical interface through which users of an app or website can explore its content, the front-end developer should be creative enough to plan the visual and aesthetic side of web/app development. He/she must be able to make the interface interesting and attractive and at the same time, keep it simple enough for easy understanding and navigation.

  • Be aware of the Challenges they face

After understanding the responsibilities of front-end developers which include; ensuring the website is well accessible on all devices and browsers, looks good on all devices, loads quickly and works well, it is equally important to know the challenges they encounter. These challenges may include; Relearning CSS the right way, what to test, how to test and how to use Bootstrap. Understanding these will help you to be able to better gauge your expectations from them and know the assistance they need per time.

  • Know what makes them Enthusiastic about Work

Front-End developers want to work for someone who values the aesthetics of a website or application as much as they do and gives them opportunities to dive deeper into web 2.0 concepts which include carousels, fly-outs, overlays, and drop-downs. By understanding this and providing the necessary opportunities, you increase your chances of getting them for hire.

By considering and putting the given suggestions to practice, recruiters can be better assured of hiring the appropriate and well-qualified front-end developers needed for their IT jobs.


Why are developers so hard to keep?

6 Reasons, Software Developers Quit Your Company

The field of software development is a fast emerging and very interesting yet challenging one. Hiring a software developer is one of the most important tasks for a start-up, if not the most important, but it can also be a very frustrating process. However, unfortunately, finding developer talent is only half the battle. Now, the work of engaging and retaining your new employee just starts

Creating something entirely new, as many can testify is not particularly an easy thing to do as it requires the bringing into existence of something that never existed before. Regarding software development, a number of factors make creation even more difficult. These factors include:

  • Frustration due to recurrence of errors in codes
  • Ease of entry into programming, resulting in poor programmers who adversely affect projects
  • Hindrances from external factors [government regulations, legacy data formats, scalability, performance preference, etc.]

Thus, those involved in the creation of new software (developers) may find it difficult to remain in an organization for a long period of time due to these factors and a varying number of other reasons. Below are some of the reasons why it is difficult to keep a developer.


As said earlier, software development is very interesting. But one challenge many developers face is getting the kind of work that they fully enjoy. This issue is more frequent with hobby coders who would rather settle for a coding job that excites them than one that doesn’t.

Long hours of Work

Personal time is a precious entity to every human. Some project managers who have little or no knowledge about programming set unrealistic time frames for developers to complete projects. Therefore, for developers who are required to code for several hours, leaving such companies that take much of their time and at the same time cause them discomfort (from long hours of sitting)  is one choice they usually make in order to get back their time.

Ideas being turned down

When a developer’s suggested ideas in a company are being consistently disregarded, such person can feel invaluable to the company and thereby go in search of one where he/she will be better valued.

Not getting enough help from Mentors/Instructors

Creating a new software is hard enough for developers. Working in a company where support is not sufficiently provided makes it even harder. Developers don’t want to just feel they are being managed. They want to be part of a team that they can converse with and get more insights and knowledge regarding their work.

Little Payment compared to Service Rendered

When a developer is hired and eventually paid far less than his/her skills deserve, such developer ends up seeking jobs where pay can correlate with the skills offered.

Not having a Career Road Map

Lack of clarity regarding goals and expectations on the part of the developers is one other vital cause of the inability to keep them in a company for long. Without a clear and well-defined career path, a developer will tend to more frequently move from a job to another.

Once the above factors are put in check, and a very healthy workspace is created for developers, then companies may be able to keep them for long periods. However, it should be noted that these factors are not necessarily responsible for the choice of some developers in leaving companies frequently. Some just like to freelance and explore as much as they can.