10 Tips to Increase the Number of Python Developers in Your Hiring Process
When your company needs to find Python developers, it can be hard to find ones who are both well-qualified and eager to work with you in the long term. However, the hiring process doesn’t have to be stressful or intimidating when you know what to look for in your candidates and treat them fairly during the interview process. If you want to hire Python developers who will work hard and collaborate with you, here are 10 tips that will increase the number of great applicants in your hiring process.
Decide on a compensation structure
Once you’ve decided what type of developer you need, figure out how much that person will cost. There are several factors here, such as whether your hiring needs are short-term or ongoing, and whether they’re unique or recurring.
Consider recruiting from overseas
If you can’t find enough local talent, consider expanding your search to foreign markets. While making hires from abroad involves extra time and expense, a developer from a foreign country might be willing to work for a salary less than what a comparable U.S.
Hire from local meetups
Find out when and where local Python Developers meetups are being held, and try to be at them. Meetups are a great place for candidates (and hiring managers) because they’re generally laid-back environments with plenty of opportunity for conversation. Showing your interest by attending is a great way to meet some new candidates who could fit into your culture just right. Encourage hiring managers to attend, too.
Introduce candidates to your culture
Every company’s culture is unique, but all companies that experience high employee retention have one thing in common: a focus on a candidate’s fit with their hiring organization. It isn’t enough to hire good developers; you need to hire good developers who will be happy working for your company. The way you introduce candidates to your culture has a huge impact on their overall experience and can make or break your chances of bringing them on board.
Keep job descriptions short and simple
Chances are, if you’re trying to hire a python developer, you already know a thing or two about coding. That’s why there’s no need for flowery descriptions and superlatives when it comes to writing your job posts. A short, simple post with all pertinent information is ideal for reaching python developers who are on different schedules and will most likely be reviewing their inboxes at odd hours.
Create an annual tech conference for developers
If you’re looking for a great way to increase your number of developers, creating an annual tech conference may be just what you need. Not only will creating an annual tech conference bring you face-to-face with more local developers, but it can also bring a lot of visibility and credibility to your company. Consider working with a sponsor and reaching out to software companies or other businesses within your industry. This allows them to advertise at a large scale, while opening their eyes up to potential new talent within your area.
Use video interviews
Video interviews allow you to see candidates’ body language, their confidence, and how they handle themselves. Candidates have time to prepare so you can weed out those who are obviously nervous or don’t answer clearly.
Offer apprenticeships
If you have an opportunity where you can hire someone as an apprentice, consider it. Apprenticeships are a great way to get started in your business with very little financial risk and is a way to start building talent pools within your organization. It’s also a good way for new graduates or those looking for their first job to gain some real-world experience while getting paid. Apprenticeships aren’t just limited to IT jobs, either.
Provide ample training opportunities
Training is key for new hires—they need to learn your processes and best practices so they can start becoming productive as soon as possible. That doesn’t mean you should sacrifice quality, but it does mean you should be willing to provide ample training opportunities. Even if you’re hiring experienced workers, they need time with managers, colleagues and peers to build relationships and get acquainted with business processes.
Have an open door policy
An open door policy is critical for companies trying to hire top developers. If your company is known as a great place for talent, programmers will be more willing to accept an offer from you. The main reason people leave their jobs is because they don’t feel appreciated; if you treat your employees like valuable assets, then they’ll stick around longer.
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