The popularity of the .NET framework remains constant despite many technologies and platforms for application development. A large number of websites and applications have been built using the .NET framework. Not surprisingly .NET developers are always in demand. Since .NET is scalable and has evolved over the years with many libraries and easy to use tools, the need to hire qualified talent to develop .NET applications has also increased. But the screening process for selecting the right candidate is very important if you want a capable match. What are some steps you can take to ensure, that your selection criteria are flawless and you hire the best in the pool? Let’s take a look.
What Recruiters Must Know
Technical recruiters are generally aware of the job role and the keywords they must use on job portals to filter the right candidates. However, there are some important points to remember.
.NET developers are basically software programmers who work in this technology and use any of the .NET supported languages. Typically, they are familiar with at least one .NET programming language like C# or VB.NET and are also familiar with .NET stacks like WinForms, ASP.NET, and WPF.
The list of supported frameworks is evolving and many programmers are using some of the newer frameworks. So it is important to identify the right skill-sets for your employees. Differentiate between the ‘nice to have’ and the ‘must have’.
Depending upon whether you need a backend developer, a UI developer or a full-stack developer, you will need to look for the following skills:
Frameworks for Backend development:
• .NET MVC
• .NET Web API
• Signal R
Frameworks for Front-end development:
• Angular JS
Moreover, these skills are an asset:
• Object Oriented Programming concepts
• .NET Programming concepts
• .NET Framework
• Windows Controls
• Windows Workflow Foundation
Create a very detailed and thorough job description. The JD must define and specify your company’s exact requirements. JDs that actually describe the kind of work and projects entailed attracting quality and quantity candidates. Browse through sites like Skillcrush to understand industry terminology and use the right keywords.
Searching The Right Channels
Do you know where your tech talent lives? Your search strategy should revolve around the places where .NET developers spend the most time. Be it a LinkedIn group, Meetup, GitHub, StackOverflow, Quora, Reddit or your usual job boards, there is no dearth of talent and you simply need to source smarter. Your company’s career page is obvious given, but try creative means like walk-ins, employee referrals to get the pick of the bunch.
Shortlisting The Candidates
Look not just for the length of experience but breadth. Pay attention to certifications and exams that they have appeared for. Once you have sorted and sifted through the masses of resumes, you will have shortlisted your ideal candidates. It is worth mentioning that many recruiters judge solely on the basis of a CV or resume. However, a good resume or weak resume may not be an accurate picture of the candidate’s mettle. If you suspect that an applicant has potential regardless of the CV, use pre-employment screening software to evaluate their practical knowledge. Software like Interview Mocha has many online tests for .NET that test aspirants on latest versions of .Net framework and related technologies.
Finally, the interview is the most crucial step and asking the right questions can help you decide better. Ask your existing tech teams to compile a list of technical and practical scenario based questions related to the work that you expect the candidate to do. Ask the candidates about their accomplishments and their most challenging work to date. Also, analyze their understanding of business processes and what your company is trying to accomplish. Soft skills like confidence, communication skills, interpersonal skills and attitude are major factors for career success and to maintain a positive work environment. Fortunately, human resources have an eye for scouting candidates with higher emotional intelligence so make sure you have this on your radar.
It is standard practice now to have the shortlisted candidates demonstrated their capabilities with a live scenario-based test after the interview. There are many online resources to source these tests but you could also ask your development team to construct something based on your actual requirements. Actions speak louder than words and the test results will make it easier for you to make the final selection.
Following a systematic process, you should be able to choose wisely and find an exact match for your .NET team. Have you hired a .NET developer recently? We would like to know more about interview and screening process in the comments section.