In any organization, back-end developers play a crucial role. Back-end developers, like front-end developers, are in charge of the 'behind-the-scenes' of a website or app, such as database management, performance optimization, and so on. Front-end and back-end developers collaborate closely. Back-end developers are in charge of resolving any technical problems that arise in an application.
Recruiting managers, especially those with non-technical experience, may find it difficult to hire technical staff. They primarily consider questions to ask a backend developer, how to interview them, and how to do a technical evaluation for a backend developer, among other things. Don't worry if you're the one — you're not alone. More than 52% of recruiters think the most challenging element of their work is screening prospects from a huge application pool, according to empxtrack. We'll show you how to narrow down your search to hire a backend developer for your company, even if you have little or no technical experience.
The backbone of software development is backend development. It is the act of building code that connects with the front-end and exchanges essential data to be presented on the screen. To enable dynamic software, retain its elective presence, and keep users dynamically engaged, a succession of queries is made to back-end servers that hold millions of gigabytes of data. Back-end development also guarantees that the program does not crash frequently or generate 404 errors, which slow down the page's overall speed. All of this is currently done manually and is not driven by AI. As a result, skilled and experienced back-end developers are in great demand.
A back-end developer is in charge of the complete back-end, including its creation, maintenance, testing, and debugging. To master the skill of only one language, a significant amount of time, patience, and expertise is required. One language alone is so extensive that the back-end engineer must be intimately familiar with its whole architecture. Back-end languages are also constantly changing as a result of upgrades and updates. Back-end devs can't (or shouldn't) afford to learn new languages and be a jack of all crafts in such a situation. This would reflect on their abilities and expertise.
The back-end is crucial to the success of both your website and your business. As a result, in a digitally developing world, you can no longer make selections only on resumes and gut intuition. Your strategy for locating the appropriate back-end candidate is based on a thorough knowledge of the skills and experience required by both the tech stack and your company. We've broken your hiring process into two stages to enable you to take a deeper look at the required skill set that outlines the position of an ideal back-end software engineer.
While several technologies aid in the growth of ideal back-end developers, it is crucial to comprehend the key languages and frameworks that set them apart. Learn about your back-end developers' experience and exposure to various technologies to get a true picture of their profile. His skill set, on the other hand, must be relevant to your project and organizational goals.
Here are ten pointers to assist you to hire backend engineers for your company.
First and foremost, understand your company's requirements. The more detailed your requirements are, the easier it will be to hire back-end developers. If your company specializes in app development, for example, you should search for someone who is knowledgeable in backend programming languages like PHP, Java, Ruby, Python, and others. Consider this a major priority, as the backend developer you choose is responsible for database management, security, and speed and efficiency optimization, among other things.
Any backend software engineer, regardless of their level of expertise, should maintain a backend programming portfolio. Portfolios are the most effective approach to assess a back-end developer's technical capabilities. Examining their portfolio will also give you an indication of which languages a developer is proficient in, as well as how enthusiastic he or she is about their chosen area. Aside from that, pay attention to how a candidate defines each project's context: how did they interact with other libraries or tools? Have they worked on any projects that haven't been completed? Going over a candidate's portfolio and seeking for source code from past projects before an interview may serve as a starting point for discussion and help you formulate key questions to ask during the recruiting process.
When it comes to recruiting front-end and back-end developers, GitHub is a valuable resource. It's an online community where developers collaborate on open-source projects and contribute to the efforts of others. You may start as a recruiter by looking at simple stats on a developer's GitHub account, such as:
GitHub isn't a resume, unfortunately. It is, however, the greatest approach to look at examples of backend software engineers’ work, such as mobile applications, games, and plugins. You'll also get a sense of which programming languages a developer is familiar with.
A back-end developer talent evaluation exam can assist you to assess a backend developer's abilities. They allow you to quickly assess a huge number of prospects. It uses auto-evaluated tests to filter the top candidates. You'll be able to tell if a candidate is a good fit for your company's needs based on the results of this coding exam.
The final stage is to interview the individual once they have passed the coding exam. You could be wondering what interview questions to ask a developer if you don't have a technical background. The following is a list of talents to look for when interviewing a back-end developer:
Always keep in mind that soft skills, as well as technical talents, are what distinguishes a candidate as the greatest match for the firm.
Different workplaces have different moods, and if your backend developer doesn't fit in, it can be a nightmare that wastes your financial resources, harms your product, and makes everyone in the company unhappy (even the developer who wasn't sure what he was getting himself into). It's critical to find and hire backend engineers who match your company's culture. If you operate on a remote team, you'll need someone who can work alone. If your firm expects a lot of teamwork, you can't have a developer who doesn't get along with others - they won't work out if they don't match your company's culture. To get a sense of if your backend developer is a good match, learn everything there is to know about your company's culture and interview possible candidates about their favorite working settings.
Imagine you're working on an iPhone app and you find a critical flaw that's causing you to receive low reviews in the App Store. Your top developer claims he'll take care of it, but then completely forgets about it. For a mobile app, ratings may be the difference between gaining a large user base and languishing at the bottom of the app store alongside every other app that failed to meet expectations. This is why you need people who can fulfill your deadlines. You won't know if a mobile developer or backend software engineer will meet your deadlines until you work with them, but you can get a sense of how likely they are. Pose questions to applicants regarding meeting deadlines, such as what they would do if they were to go behind. How would they notify their supervisor? Falling behind is inevitable, but how a back-end developer manages it makes all the difference.
Working with someone who is unable to accept feedback or constructive criticism is extremely difficult. The individuals you recruit for your firm should all have the same aim in mind: to provide the finest product possible. This may need telling the backend developer that they didn't do a good enough job and coaching them toward a better end result. A talented backend developer will likely be a fantastic long-term value to your firm if he or she accepts – and even requests – mentorship.
Make sure you speak to what tech people want to know, such as how your engineering teams operate or what technologies you employ, whether you're networking with applicants and presenting your firm or designing a plan for your recruitment teams to utilize. Make sure you have an appealing careers website in place since your internet presence can assist prospects in understanding how your teams perform.
You could believe you're getting a good bargain on a brilliant developer, only to lose out because your offer isn't the best. Learn how much it costs to hire a developer. Freelance developers often charge a range of hourly fees and may overpay if they believe you are inexperienced. Calculate the average cost of the talents you desire and go for it.
As you can see, hiring a professional for these difficult parts of website creation is highly recommended! The abilities they bring to the table will be extremely beneficial to your company. Once you've determined your hiring requirements, you'll need to choose where to look for the best applicant for the job. A backend developer can be found in a variety of areas. You can employ a freelancer, work with an agency, or work with job recruiters.
Hiring a freelancer is the most cost-effective solution. A Freelancer can be recruited on a project-by-project basis, and no perks are required. In comparison to 42 days utilizing traditional employment procedures, a freelancer may be employed in minutes (or seconds). Another major benefit that freelancing employees may provide is flexibility. Hiring freelancers over other organizations become more convenient as a result of this. They may work from various time zones, but they are highly comfortable with having a flexible work schedule to fulfill project deadlines.
What's your hiring approach for a top-notch backend developer?
Hiring the right development team has a significant influence on the success of your website or app. Backend developers provide the architecture that allows your users to have a positive experience on your website or app. As a result, it's critical to prioritize all of the preceding processes, and it's well worth the effort to identify the perfect personnel for your forthcoming or ongoing project.
Thousands of firms compete to employ from a restricted pool of competent back-end developers, making it challenging to find the top back-end developers. Because of the scarcity of competent developers, finding good back-end developers is both costly and time-consuming.
So, what's the answer? Is it possible to swiftly recruit remote back-end devs while maintaining high quality?
Radhika is a Content Writer who enjoys learning new things and writing about them. You can almost always find her with her adorable Labrador retriever, Cooper if she isn't spending time with her friends and family.
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