Are you looking to recruit software developers?

In the digital age, we’ve seen a tremendous rise in the number of all kinds of software. And with an overflowing supply of these applications, only means that it must be met with sufficient demand for the people who build them: software developers.

It’s no secret that software development is a lucrative field with many young hopefuls and even older career-shifters looking to work as software developers. As we’ve seen a transition towards a tech-driven world, the demand for software developers will only grow stronger.

With many new openings for software developers and engineers in the market, it’s only expected that potential talents will flood the job market. But, that isn’t to say that they’re always the right fit for your company. You might have encountered issues of high turnover rates or the lack of technical proficiency, which can be quite rampant in the tech industry. In this article, we’ll share the biggest secrets that can help you find and recruit software developers that meet your needs.

Here are the essential steps you need to follow as a recruiter to recruit your software developer:

6 Essential Steps to Recruit Software Developers

Recruit Software Developers based on technical and soft skills capabilities

Attract the Right Candidates

There are multiple layers involved in attracting the right candidates. First, it starts with building your company’s branding. Prospects would rather apply for positions in reputable companies than less reputable ones. Now, that doesn’t mean you have to be as big as a Fortune 500 company to attract exceptional talent. A tech start-up can attract the right talent provided that they have the branding that can take their leg up against other companies.

Your online presence is crucial as this is typically a candidate’s first encounter with your organization. To up your branding game, you’ll have to cover lots of ground. First, you have to curate your social media accounts to reflect the values of your company. For example, if you brand your organization as a sustainable one, your social media content must reflect this. You can do this by showing your company’s day-to-day sustainable practices.

Software developers also look for what you can offer them. Think of your strengths. Is it a compensation package that’s heads and shoulders above the rest of your competitors? Or is it the exceptional work-life balance you provide to your employees? It could also be the continuing development programs you have to learn new skills in the field of software development. And with the prevalence of flexible work environments such as hybrid and remote work set-ups, mention if you offer them as it is an advantage for talent who prefer a more flexible company. Play to your strengths and describe these in your job posts.

If you’ve been in the business for some time, you might also want to see what people think about your company. Websites like Glassdoor show a company’s rating based on the people who worked there. If your numbers need some work, addressing issues mentioned by previous employees could help you attract the right candidates.

You also have to be specific when you post jobs. What are your non-negotiables and nice-to-haves? Do they need to be proficient in a particular programming language? How many years of experience do they need to be considered? Candidates apply for roles that they believe fit their skill set. Clearly defining these in your job posts will help you attract people who are genuinely interested in the position.

Screening Candidates

Once candidates have submitted their applications, it’s time to shortlist the best ones. Going through each resume can be taxing. Fortunately, there are a few ways you can shortlist candidates effectively. One way to do that is by having an applicant tracking system (ATS) in place. ATS screens top candidates based on their resumes and their match with the job description. This saves time for recruiters who are hiring software developers. Afterward, look at their coding portfolios and filter out the candidates with stronger portfolios.

Once you’ve selected the top candidates from the huge pool of applicants, it’s time to send the emails. With the help of ATS, you don’t have to send individual emails to inform the applicants regarding the status of their applications.

Technical Assessment

This stage of the recruitment process isn’t always required, but it’s highly recommended in the field of software development. Technical assessments give you a glimpse of the candidate’s proficiency in a specific programming language. Many mention that they are proficient in languages like Python, C++, Java, and Ruby. A technical assessment evaluates if they meet your standards of proficiency.

Software Developer Technical Assessment as part of the recruitment process


A candidate passes the technical assessment with flying colors. What’s the next step for them? The interview. This is the next stage of hiring when you learn more about a candidate’s personality. Ask them questions about how they solved critical issues while coding. Alternatively, you can also ask them to talk about the latest project they worked on. These are some questions you can ask to determine if the candidate can get the job done.

Interviews are a two-way street. That being said, give the floor to the candidate and allow them to ask questions about your organization. Share information about your work culture. Talk about what they can expect from the job. Elaborate on the learning experiences they can gain should they work for your company. Your answers to their questions help determine if they are a good fit for your company.


Now the interview’s done, it’s time to select a candidate. Pick the best one based on how they performed in the evaluations. Look for a developer with the right balance of hard skills and soft skills. Also, look at their desire to learn and grow with your company.

Sending out offer contracts can be automated, especially when you have multiple software developer positions open. This saves loads of your time in the process. When sending offer letters, don’t forget to include the necessary details: job title, job description, responsibilities, work schedule, reporting structure, compensation package, and other benefits.


Recruitment doesn’t end after sending the offer letter. It’s crucial to have a smooth onboarding process to ensure that a software developer assimilates with your organization. Give them plenty of time to learn about the standard protocols and your company rules. Allow them to ask questions about your technology systems. Software developers can realize their full potential with a smooth onboarding process.

In Conclusion

Software developers recruitment is a long and expensive process made all the more difficult by a competitive job market. But, that doesn’t mean that you can’t get it right. Especially in an industry with a high turnover rate, prioritizing your recruitment process is now crucial more than ever. By properly following this ultimate recruiting guide, you’ll not only recruit the best software developers but also retain them.

About Talentprise

So you are looking to recruit software developers? Sign up today and post your jobs for free with Talentprise’s AI-powered job posting advanced feature.

Share with your friends!
Talentprise Editorial Team

Editorial Team

Our team is fueled by a passion for crafting valuable content that enriches the experiences of our users, customers, and visitors. We meticulously select meaningful and unbiased topics ranging from tips and guides to challenges and the latest in technology, trends, and job market insights. All curated with care and affection!

Follow us:

Similar Posts