Recruiter’s Guide to Screen and Hire SQL Developers in 2022

Do you want to hire an SQL developer? Have you got a pile of resumes and cover letters to sift through? How do you start with your screening process?

If you're looking for answers to such questions, you've come to the right place. Hiring a new SQL programmer or even any other fresh talent for your company can be a daunting task. After all, you don't want to hire the wrong SQL developer, nor do you want to turn down any professional with potential that could be profitable for your company.

That's why it is extremely necessary to well-strategize your screening process in order to hire an SQL server developer as accurately as possible. That’s why we have put together this comprehensive guide for recruiters. Go through the crucial information and onboard SQL developers quickly, efficiently, and effectively.

3 Common mistakes recruiters make while hiring SQL developers

Hiring a suitable SQL developer should be your topmost priority. After all, your team working from the back-end is the reason for your successful business. An inept or unprofessional SQL developer in your team can lead to unsatisfactory output, which in turn can damage your reputation as a company. The only solution to avoid such situations is to never settle for subpar SQL developers.

Avoid these 3 mistakes and hire competent SQL developers to be a part of your team -

Hiring an inexperienced SQL developer

As a recruiter, you cannot make the mistake of equating education and experience with skills. After all, it's hard not to be impressed by a resume that is loaded with Ivy League schools and experience from top-tier corporates. However, there's a catch. Not all candidates with such resumes have the capability and skill to do the job accurately and efficiently. That's why the most important asset that you should be mindful of when hiring SQL developers is the candidate's skills.

Focusing just on the “cultural fit” instead of “cultural add”

Diversifying your workforce is extremely important for adding unique skills, viewpoints, or life experiences that will help you grow as a business. In fact, if you're still hiring SQL developers who are the best fit for your team, you might unconsciously create biases that can harm your diversity efforts. That's why, instead of focusing on cultural fit, you should focus on cultural add. Add team members who promote a diverse range of perspectives and consequently foster a culture of inclusion and belonging.

Unclear job descriptions

Too often, we assume the candidate wants to pursue similar jobs and create a generic job description that does not clearly and realistically state what the position entails.

For instance,

• Mention the seniority criteria, whether you're hiring a senior SQL developer or junior PL/SQL developer.
• Additionally, mention specific roles by adding hiring SQL CLR developers or hiring SQL tuning developers.
• Don't ask for 5+ years of experience from a junior SQL developer.

Such misleading information on your ads can make you lose an ideal candidate.

What should you know about SQL when hiring SQL developers?

As an IT recruiter, you must first gauge the exact reason your company is hiring SQL developers. It is always a good idea to familiarize yourself with the language in order to accurately evaluate the candidate's expertise. Become adept in basic operations such as creating databases and tables, extracting and manipulating data, and editing and deleting unnecessary data. Make a note that SQL is used on different platforms like Oracle, MySQL, Microsoft SQL Server, PostgreSQL, SQLite, and T-SQL. It would be good to get familiar with such platforms as well. So that, if you're interviewing a MySQL developer, MS SQL Server developer, or any other kind, you would be adept with the right knowledge to gauge the candidate's skills and experience.

Tip on screening and hiring the best SQL developer

Carefully sift through resumes

You don’t want to waste your efforts and resources on hiring a candidate who is not capable of doing the job. That’s why before making any decisions, make sure you thoroughly read your SQL developer resume. You can find valuable information in resumes and CVs, so make sure you know how to read it and what to look for. When you speak the same language as your candidates, you can accurately define the developer's capability to perform the job well.

Technical screening

General technical screening is important to understand the level of expertise and experience the potential candidate has. Try to look for the following skills -

• Proficient with database structure and SQL queries
• SQL tuning for better performance
• SQL design skills
• Knowledge of database security and network performance
• Adept with reporting and business intelligence tools
• Knowledge of cloud services like AWS and Azure
• Familiarity with technologies like Hadoop and Spark

Online coding tests are a great way to evaluate SQL developers’ technical skills and competency.

Well-strategized interview

Personal interviews are the best way to gather useful knowledge about the potential candidate that you can't get from the resume. That's why you must prepare and strategize your interview approach and the questions that you're gonna ask. That way, you know exactly what to look for in their answers.

Pro-tip: Make sure to include questions that, along with technical competency, gauge the candidate's experience, decision-making skills, and work behavior. For instance -

• What was your biggest achievement?
• What were your responsibilities in the previous company?
• What was the biggest roadblock you faced, and how did you overcome it?
• Mention one database management system that you prefer over others and why?

To sum it up

There is no denying the fact that hiring a competent SQL developer is not an easy task. However, the tips and advice mentioned above can greatly assist you and make the entire hiring process a breeze.

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