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Selection

Education

Recruit the best Software Developers. Select graduates from:

Skills

Without proficiency in the English language, a software developer will not be able to go far. Most good books about programming are written in English. Moreover, getting in touch the huge online community of programmers and developers requires proficiency in English or else communication will be limited and will break down. Not only is the English language essential for keeping up with rapidly changing technology and improving ones technical skills, but it gets even more value if the company is developing software for a Western client.

Certification

Certification by itself is usually not a reliable measure for expertise in a given field. However, for companies that are recruiting for a position that they have little knowledge about, certification of candidates can be an easy means that would help them decide on whom to select. Moreover, certification in a given field is usually, but not always, an indication of some level of proficiency in a specific area. For instance, those who hold an MCSE certificate would usually be more reliable candidates for a Network Administrator position than their non-certified counterparts. A certified Java developer might also have an advantage, in general, over a non-certified one. Similarly other certifications such as those in Oracle, CCNA, MCSD could also be a good indicator yet not to be considered alone in isolation of other factors related to the candidate's skills and experience. Finally, a certification in many cases indicates a solid and balanced background upon which a candidate could provide sound and reliable services to the company recruiting him or her.

Experience

When you recruit for a specific position you may aim for one of two types of candidates depending on the expertise, knowledge and resources your company has with regards to the vacancy you want to fill.

Without Experience
If your company has a wealth of experience in the field you are recruiting for and has a lot of resources for it then you may opt for candidates who have little or no experience at all in that field and train them to perform well in your company and in the way you want. You will be well equipped to put them on track and to do this fast and effectively with very good results, because you do have enough experience in it. You should focus however on candidates that are bright, eager to learn, ambitious, energetic and full of potential.

With Experience
Sometimes, you may have the need to recruit someone in a field that is new to your company or that your company simply has little experience in. In this case, you will not have sufficient resources or experience to make the above mentioned method work. You simply lack the know how. The know how is what you are looking for, it's what you need. In this case, you start looking for someone who already has the experience in doing the thing you need. You do not look for people with high potential here, you just look for those who have already done what you need before and know how to do it.

Examples
A software company with a lot of experience in software development and having experienced and knowledgeable teams of developers, senior developers and team leaders would do well by recruiting people with little or no previous experience at all in software development. They may take fresh university graduates, yet select those who are eager to learn, active, ambitious, energetic and ready to work hard.

A software company that has never had an HR department before will do best if they recruit an HR professional with previous experience in the field. Recruiting someone with no experience in the field will be of little or no benefit. Similarly, a software company that is starting to introduce marketing as a new function would do best by hiring an already knowledgeable marketing professional with previous experience in marketing.