TMCnet Feature
October 22, 2021

How to screen and hire the right .net developers for your business



Need to hire a .net developer ASAP? Here are all the tips you should know about the screening and hiring process! 

In today's modern and digital era, demand for custom software is higher than ever before. This makes it a mounting challenge for businesses to find skilled developers. An even bigger challenge is to find competent .net developers who have the know-how for the unique requirements of building .net software, applications, and interfaces using Microsoft (News - Alert)'s .net framework. 



Now, the thing is that these days, much of a company's success is attributed directly to the talents and skills of employees. And, with technology becoming an integral part of all businesses, skilled IT employees who can create applications and technologies that enhance a company's processes and lead to growth are more important than ever before. 

If your business is looking for one of these rare birds called .net developers, and you have no idea what to look for when searching through candidates' LinkedIn (News - Alert) profiles or CVs, you've come to the right place. This article explores valuable insights on how to screen and hire a .net development company that is right for your business! 

Create a detailed job description

The first step to finding and attracting skilled professionals, whether you're looking to extend your sales team, marketing team, or IT team, is to create a detailed and eye-catching job description, 

Now, when you're creating a job description to hire a .net developer, you have a greater challenge. Like it or not, as mentioned before, .net developers are something of rare birds. With the demand for such professionals being incredibly high, your job description must be really attractive to find potential candidates. 

To attract the right type of talent in the field, you need to get creative and use out-of-the-box thinking to design a unique job description that communicates your company's requirements and attracts the attention of these professionals. In other words, your job description must also tell candidates why they should want to work in your company. 

So, make a brief description of the job, role and responsibilities, the programming languages you're looking for in a .net developer's skill set, experience, methodologies, and all other requirements you consider essential. Next, don't forget to share what your company is willing to offer in return, including salary, employee benefits, and other perks.  

Find .net candidates from multiple sources

For talent sourcing, your company really needs to cast its net where the fishes are. In other words, you need to direct your search on the right platforms to find good talent. 

Do your research and find out which job platforms help employers find .net developers the most frequently, and take your talent hunt to these sources. Also, if you're in the IT industry yourself, you may have a contact or two who can give you some recommendations. 

One good piece of advice when looking for candidates is to use the right keywords. Get familiar with the industry terminology and use the keywords you find there in your search for .net developers. 

Look for top .net developer qualifications

Once you start receiving some applications from potential candidates or find some interesting LinkedIn profiles of .net developers, it's time to learn what to look for. It's essential to make sure that your hiring team only spends time screening candidates who truly possess the desired level of skills and competencies for the job. But, at the same time, you also need to make sure that great candidates with strong .net skills aren't ignored because they don't have a strong resume. 

So, be aware that resumes don't always reflect reality. In the CVs, everybody can seem an expert or underqualified. A good idea to truly understand your candidates' skill set is to use a test. It's a popular practice in the IT sector these days to actually test a candidate's skills before you move forward to setting up an in-person meeting. 

If you lack the IT know-how, reach out to a professional to help you craft a test with relevant questions and attach it to your job description for candidates to complete it as they apply to your job opening. 

Prepare for interviewing .net developers

Once you have a list of candidates that you believe are suited for your job opening, it is time to move to the interviewing phase of the recruiting process. 

Now, suppose you're not a tech-savvy person yourself. In that case, it's essential to make sure that you include a technology officer or a Senior Architect in the hiring team to make sure that the right questions are asked and the candidates' answers are relevant to the role they'll fill in your company. 

During the interview phase to hire a .net developer, you should craft a list of questions that focus on four essential things: 

  • The candidate's experience and previous accomplishments 
  • Understanding of technology 
  • Understanding your business and the kind of problem you want to solve through technology
  • The candidate's fit with your company's culture 

If you want to hire not only a skilled .net developer but a professional that can actually contribute to your business growth and blend in with the already existing team, these are the four areas. 

Make the hiring process smooth for your candidates

When looking for a .net developer to hire, know that your business also needs to put some attractive perks on the table for the candidate with real talent to choose your company over your competitors. Besides a satisfactory salary and employee benefits, job seekers' experience during the recruiting and hiring process matters to job seekers. 

Data shows that 63% of job seekers will likely say" no" to a job offer if they have a bad candidate experience. So, make sure that you make the hiring process as smooth as possible for the .net developer you're planning to add to your team. 

Make sure that you have a structured application process, you don't come too strong at the candidates during your in-person interviews, and that you are clear about the documents required to sign a contract and start working together. 

BIO

Dariia Herasymova is a Recruitment Team Lead at Devox Software. She hires software development teams for startups, small businesses, and enterprises. She carries out a full cycle of recruitment; creates job descriptions based on talks with clients, searches and interviews candidates, and onboards the newcomers. Dariia knows how to build HR and recruitment processes from scratch. She strives to find a person with appropriate technical and soft skills who will share the company's values. When she has free time, she writes articles on various outsourcing models for our blog.



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