Month: December 2020

Every recruiter must know the hiring ethics while recruiting people for the job design. Here, in this article, we shall learn together, which is good for both clients and for the candidate. As a recruiter, we can ignore some mistakes.

Let’s see what they are and how to avoid them.

1. EXPERIENCE OR EXPERTISE:

While interrogating the candidate for mobile app development, as a recruiter the client has to find out which candidate has more expertise in this field than his/her experience. Some candidates possess more knowledge in a short time, others may have pleasant experience but not much that knowledge. So, priority-wise, expertise matters than experience.

2. BASED ON PRICE:

As a fresher, the client can give the option or the client will ask, “How much of the package do you expect?”. For an Experienced Candidate, the candidate may demand a particular amount of package. So, the client has to know what questions he is going to ask the candidate and plan accordingly. The client will expect more from the developer, but it depends upon the price/project budget. So, Hire the candidate according to project needs.

3. RIGHT TECHNOLOGY:

Hire a candidate who can satisfy your requirements and job design. For example, if you need a Java App developer, you cannot hire a python developer. So the candidate may be the king in other programming languages, but it does not matter here. The recruiter’s role is to hire the exact technology-related candidate. So, plan accordingly for the right candidate at the right technology.

4. CROSS CHECK THE CREDENTIALS:

Before requesting the candidate for the interview, the client has to confirm the details mentioned in the resume. The client has to check the app developed by the candidate to analyze the developing and designing skills. Reviews and appraisal by the clients about the candidate matters.

5. LACK OF COMMUNICATION:

The recruiter has to ask some scenario-based questions to test the work ethics of the candidate whether his/her ethics is good for the project and his/her team members. If he is not communicating with others, the lack of communication will lead to a lack of process. This is obviously not good for both the candidate and mainly for the client. The recruiter also has to test the communication skill of the candidate.

6. COMMUTABLE CANDIDATE:

Don’t ask the candidate who lives far away to come to your workstation and work for you. It will be a tedious job for him. So, prefer to choose the candidate from a nearby location otherwise accommodation service needs to be given if you want him to come and work at your place. You can also Hire a Mobile App Developer who can work from their own work station or their agency’s work station. It can very comfortable for both client and candidate to measure and track the candidate’s work.

7. AVOID URGE:

Don’t hire the candidate while you are in some urge or some other work pressure. The recruiter/client has to pay attention to this area. Also, make sure of all the required questions you asked the candidate. Urgency is not good for both recruiter and the candidate because finally, the loss will come under the client’s norms. So, Be calm and polite while hiring the eligible candidate.

8. LACK OF PLATFORM INDEPENDENT:

The developer candidate must have to know about the platform complexity and compatibility to develop the app according to the Operating systems. If the developer is not good at handling platform differences, the candidate does not suit your job design. Make sure the candidate can spend time learning new things regarding mobile application development.

9. NOT PRIORITISE PRODUCT LIFE CYCLE:

The developer must know about the product life cycle from the analysis part to deployment. The candidate must be aware of the product size, budget, and deadline details. Make sure the candidate is aware of this protocol. Not only the knowledge regarding the developing team.

Conclusion:

Recruiting is filtering the proper candidates for the correspondent job design. The client must know all the details regarding the job design and technology involved in mobile application development. Exact statistics about the project or profit of the current year.

Either a recruiter or a panel of recruiters must discuss which candidate to hire. The reason is the key factor for the organization and also for the team.

I hope the article lets you clear about the hiring mistakes while interviewing the mobile application developer. Let’s join in another great article!