Hiring a developer for your Python-based project can be challenging if you don’t know where to look or what you’re looking for in the first place. Here are seven steps to follow when hiring Python developers in order to make sure you get the right person on your team, whether it’s an in-house hire or an outsourced one.
Step 1: Identify needs
Before you get started with hiring, you need to know what your needs are. For example, do you just need one developer for a certain project or would you prefer an entire team? Are there other skills that would be nice in addition to Python? Write down exactly what it is that you need from your developer(s). Do you want them to have previous experience with specific technologies? Do they need to live near you or can they work remotely? Will they work full-time or part-time?
Step 2: Define Requirements
Python is an open-source programming language that was created by Guido van Rossum in 1991. It’s used by small startups and giant tech companies like Google, NASA, Instagram, and others because it’s very easy to learn. Having said that, if you want your business operations streamlined effectively using Python for your website or application, you’ll need to work with developers who are skilled in using it.
Step 3: Screen Resumes and Cover Letters
A lot of resumes are sent out by headhunters, but if you’re looking for top-notch candidates, I recommend that you do your own resume screening. Scrutinize each candidate’s work history and educational background to ensure they have adequate professional experience and demonstrate academic excellence. Make sure their abilities match what you need in an employee – don’t take a chance on hiring someone who isn’t qualified!
Step 4: Interview Candidates
Conduct one-on-one interviews with finalists. Candidates should be prepared for behavioral and technical questions. You may want to ask candidates: How would you handle… or Describe your experience with… or Tell me about a time when…. These types of questions will give you insight into how candidates think on their feet, how they work under pressure, and how they deal with difficult situations. Your goal is to find someone who’s not only technically proficient but also fits well within your organization.
Step 5: Test Programmers
Just because you have 5 references from friends doesn’t mean that all of those programmers are qualified. Make sure they’re actually qualified for your needs by requiring them to submit completed projects or writing tests. Testing is more rigorous than asking for recommendations. Even if you’re looking for remote developers, interviews are still a valuable way to make sure they work well with your team.
Step 6: Sign Contract, Get Source Code
While it’s still early days for your contract, once you’ve worked out which developer(s) you’d like to hire, it’s worth putting pen-to-paper (or finger-to-keyboard if that’s your thing) on an actual contract. This will help formalize your business relationship and put everything into writing. In addition to including payment details and legal obligations, it’s also a good idea to include information about what happens when things go wrong – so what happens if one of you wants to terminate the agreement? What about intellectual property rights? Make sure these are all covered by getting them in writing before signing anything.
Step 7: Ask for Referrals
After you’ve narrowed down your list of candidates, it’s a good idea to ask for referrals. Are you friends with people who are developers? They might be able to help you find someone great or have suggestions themselves. You can also reach out on social media and see if any of your connections might be able to point you in the right direction.