Hiring a Software Developer With the Goal

¶ … Hiring a Software Developer With the goal of hiring an exceptional software developer, the latest methods used for recruiting, assessing and screening candidates will be used. Beginning with the initial assessment, followed by interviews and reference checks, this paper presents best practices in the area of IT recruiting specifically. It is important to note these same best practices can be used throughout an organization. Beginning with the initial assessment, more companies are relying on social media and social networks than ever before to attract and initially assess candidates.

The digital signature of a prospective employee can be seen across their Facebook, LinkedIn, Twitter and other social networking sites (Kluemper, Rosen, 2009). While LinkedIn is best for screening new potential software developers as their resumes are online there and it is possible to search on keyword, to get a holistic picture of a candidate, it is best to look at their Facebook, MySpace and other sites as well (Kluemper, Rosen, 2009).

Getting a 360-degree view of the prospect during this initial screening can also determine how well of a cultural fit they will be for the organization as well. Social media sites can also provide insights into potential candidates' academic and professional association affiliations as well (Kluemper, Rosen, 2009). All of these insights can be gained online today with no breach of privacy to the applicant.

Human Resources organizations continue to strive to create this level of intelligence and insight into new potential employees to ensure as best of a fit as possible to the company's needs and culture (Kluemper, Rosen, 2009). Once a potential candidate has been identified that fits with primarily screening criterion, an initial interview is scheduled.

Often these interviews are designed to move beyond the standard "what will you do in five years" to determine how well the candidate can engage in problem-solving, determine decision making skills and also how well they can reason through complex programming problems (Razi, 2006). The structured interview has also been augmented by leadership and group dynamics measurements as well.

Companies' are increasingly concerned about hwo well a given individual fits into their culture and approach to decision making and direction of strategy, and assessments of their role in teams can immediately determine their overall success on the job (Razi, 2006). Interviews are used not just to seek out the more apparent aspects of a candidate's background but also their innate skills and approach to working as well (Razi, 2006). Conclusion Organizational development strategies are predicated on defining.