A skilled team of IT talent is crucial for any business that wants to catch up to modern technology, develop software products, and implement a digital transformation. Hiring a full-stack developer that would not just fit the company’s corporate culture and system of values but would also be an outstanding professional is a challenge for Human Resource (HR) departments.
Hiring a full-stack developer is a complex process. And since there’s no one-size-fits-all approach to assessing the candidate’s resume, conducting a job interview, and making the final choice, it’s easy to start making mistakes from the get-go.
Without truly understanding the baseline skills, you’ll be at a disadvantage during the hiring process and may even hire an unqualified candidate. To learn the trending skills, roles and responsibilities, and industry-standard certifications, you’ll want to check out Cloud Roster™. It’s freely available and updated weekly.
What are the most important blunders companies make when filling remote IT jobs? What are the ways to efficiently assess a candidate’s skill without asking too much? Is remote work the future for software development talent? In this article, we’ll not only cover the mistakes, but we’ll also cover:
Skills for interviewing full-stack developers
Best practices for onboarding full-stack developers
Mistakes in hiring a full-stack developer
When hiring, watch out for the following mistakes:
1. Unrealistic expectations
Especially common when hiring full-stack developers, the error lies in thinking a generalist has to be absolutely proficient on both the front-end and back-end level. If you want to hire a developer skilled in MongoBD, ExpressJS, AngularJS, and Node.js, consider hiring a mean stack development specialist instead of a full-stack one. Keep in mind, that a full-stack developer is more of a generalist — someone, who despite being 100% proficient in any field, is capable of covering many roles.
Hiring a full-stack developer makes absolute sense on the MVP development stage.