Hiring Ruby developers can be challenging, especially if you aren’t familiar with the programming language. To make sure you get the right person on your team, ask them these 10 questions to test their knowledge of the Ruby programming language and to figure out if they are the right fit for your company culture.
1) Define what you need
Before you begin your search, it’s important to define exactly what you need. For example, do you want a permanent employee or are you looking for someone to come in on a contract basis? Are there any specific qualities or skills your candidate should have? Clarifying exactly what you need up front will help streamline your process and ensure that every applicant has a fair shot at being considered.
2) Know your budget
Before you can hire someone, you’ll need to know what kind of budget you have in mind. You may have a mental picture, but it’s crucial that you take some time and make a solid estimate based on what your expectations are. It’s far better to make a conservative guess and be pleasantly surprised than to start off with an unrealistic idea that might lead to trouble later on. We won’t tell anyone if your numbers turn out low… or high!
3) Invest in the right platforms
A well-executed hiring strategy is an investment in your business. It’s an important consideration because you want to hire as quickly and efficiently as possible, but also because you’re making a commitment for someone else’s career by bringing them on board. Take care to choose a recruitment platform with features that will be helpful throughout your hiring process and save you time and effort along the way.
4) Don’t underestimate outsourcing
Outsourcing can seem like a daunting task for small businesses. However, in addition to making sense fiscally and logistically, outsourcing some tasks can free up time for you and your team—meaning you can focus on growing your business. Hiring a ruby on rails developer is one example of an outsourced function that could work wonders for your startup.
5) Focus on the job description and interview process
The job description and interview process is how you determine which candidate is best suited for your company. Create a detailed job description that clearly states what you’re looking for in an ideal candidate. Make sure that it’s something every developer on your team can agree on, so that your hiring decisions are consistent. You want a top-notch hire, but you also want someone who fits with your company culture. During an interview, ask questions about what he does outside of work—what are his hobbies?
6) Set up your candidate funnel
Even if you’re currently working with a recruiter, you can still create an applicant funnel that allows you to automate much of your hiring process. By creating a candidate funnel that attracts and then filters all applicants, you can reduce time spent on interviewing and increase time spent on finding your best employees.
7) Involve your team throughout the hiring process
If you’re going through an agency, it’s important that you and your team have been involved in finding potential candidates. You should provide feedback about any developers that have shown interest in your project, and get feedback from them about their shortlisted candidates.
8) Consider test projects
If you’re looking for your first or next Ruby developer, one way to test applicants’ skills is by letting them work on small tasks for you. It doesn’t matter what type of company you are: whether it’s a creative agency, an ecommerce website, or a SaaS company like Basecamp, giving test projects is a fantastic way to see how well a potential employee will fit into your team before hiring them full-time.
9) Have a great onboarding process for new hires
When it comes to hiring, there’s no such thing as one size fits all. Unfortunately, most companies do have a one-size-fits-all onboarding process for new hire ruby on rails developers. You’re better than that! If you really want to increase your chances of hiring a good candidate, it might make sense for you and your team members to work with that candidate in advance during his or her interview process.
10) Keep documentation clear and up-to-date
A good developer will be able to look at your documentation and get a good feel for how you work and how things are done. Nothing is worse than onboarding a new developer only to find out there’s been a change in approach without warning. Make sure all documentation is clear, detailed, up-to-date, and available on GitHub. The last thing you want is a change in approach mid-project.
