You're looking to hire a software developer. What qualities should you prioritize?

It's usually a good sign if the candidate is T shaped and knows one language + the corresponding framework very well. Transferring knowledge into other domains is much easier if they have a baseline to compare it to. But also make sure that they look over the fence and are continuously learning something new. It is ok if that is not as deep as the main tech and even to be expected. Knowing the computer science basics is usually a big plus - there are many free DSA (data structure & algorithms) courses out there, so even self taught developers should have some basic understanding of these. I would refrain from whiteboard interviews unless the position is highly "algorithmic" and instead have an open discussion.

To be honest, for any job the first & foremost thing to look for in a candidate is commitment. If a candidate is committed, he/she will make sure to perform well. Even if he has to learn some new skills he will train himself. Particularly for a software professional, the technical knowledge is definitely mandatory, eagerness to learn and switch to multiple platforms quickly & willingly is another important characteristic. Team building and collaborative skills are a must for any job because no one can work forever in silos and will have to eventually grow.

When hiring it's important to not only look for technical skills but also prioritize other key qualities. One should idealaly have strong problem-solving skills, be adaptable and eager to learn, demonstrate excellent communication and collaboration skills to work effectively as part of a team and show genuine passion for the work.

In my experience, prioritizing technical skills is paramount when hiring a software developer. Look for candidates proficient in programming languages relevant to your projects, such as Python, Java, or JavaScript. Additionally, prioritize individuals with a strong grasp of software development frameworks and tools, along with experience in areas like database management and version control systems. Prioritizing technical skills ensures your team can effectively tackle complex coding challenges and deliver high-quality software solutions.

As a software developer, I believe that the qualities that you should prioritize while hiring a software developer are strong problem-solving skills, attention to detail, good communication skills, and the ability to work in a team. A software developer should be able to analyze complex problems and come up with effective solutions. Attention to detail is also important because it ensures that the software is free of bugs and errors. Good communication skills are essential for a developer to effectively collaborate with other team members and stakeholders. Finally, the ability to work in a team is crucial because software development is a collaborative effort that requires input from multiple individuals.

A software developer should communicate clearly and effectively. In my experience, communication is very important as it leads to the understanding and solving the user requrements. Communication skills is important when discussing to managers, team leads and other colleagues within the team and outside the team. With good communication, sometimes we get great ideas.

Another important quality to look for is good communication skills. A good developer should be able to talk to different people like other developers, managers, clients, and users in a clear way. They should explain their ideas and problems well and understand others when they talk. Good communication helps everyone understand what needs to be done for the project and makes sure everyone's on the same page.

The Tower of Babel didn't fail because it was built by bad engineers - it failed because people couldn't talk to each other. Or so the legend goes. Either way, the job of a modern software engineer is first and foremost that of a translator. ? How do I translate my customer's complex business requirements into code? ? Does my customer even know what he wants? ? How do I explain to the customer that his idea may be doomed to failure due to these or those obstacles? Of course, language and social skills alone are not enough to build complex technical systems. But at the end of the day, code itself is nothing more than a translation - in this case from human language into machine language.

Many know coding, but translating tech talk into plain English for clients, designers, and other devs is a game-changer. Collaboration thrives on clear communication. Brainstorming ideas effectively, actively listening to feedback, and mastering the art of explaining complex things simply are key. These skills will make you a rockstar dev and help you build amazing products, together!

Being able to explain their thinking is a crucial skill. Even from early on in their career, being able to participate in design sessions, discuss reasoning behind code changes in merge requests, etc, is really important to their own growth and the value they contribute to those around them. Even better if they can communicate at both a high and low level depending on their audience, but this skill tends to be much rarer.

Soft skills should always outweigh hard skills. Software development is about working with people, and in my experience it is people who are willing to listen to their peers' points of view that are able to deliver the most viable solutions in the long run. One can always learn the hard skills over time if they are open to it- but one cannot learn to be humble, respectful and accepting.

coding's a core skill, but being a team player takes you to the next level. understand what designers, product managers, and fellow devs bring to the table. clear communication is a must, articulate ideas concisely and be open to feedback. brainstorming thrives on knowledge sharing/explaining things simply and openly share your expertise. these skills make you a valuable asset, building incredible software through the power of collaboration!

Another important quality to look for is good collaboration skills. A good developer should be able to work well with others, whether they're in the same place or working remotely. They should be flexible and able to use different ways of working together, like agile or code review. It's also important that they respect and help their teammates and are willing to share what they know. Good collaboration skills make sure everyone works together smoothly to create software that users will love.

If I were to hire a software engineer in my team, I would definitely prioritize his collaboration skills. Willingness to learn from seniors, finding your mentor in the team, hear what others have to say, point out your points of view and work smoothly with your teammates towards delivering the best and cleanest code are as important as technical skills. Don’t underestimate the power of communication and perspectives of your new hires. It’s these elements that make a great hire from a very good at techical stuff but bad at collaborating that stand out in the corporate world.

An effective developer thrives in a team environment, contributing ideas, sharing knowledge, and supporting colleagues. Look for candidates who can seamlessly integrate into diverse teams, communicate openly, and actively participate in group projects. The ability to collaborate fosters innovation, accelerates project timelines, and ensures a positive and productive working atmosphere within your development team.

Another quality you should value is problem-solving skills. A good developer can solve tough problems by thinking creatively and logically. They break big problems into smaller ones, find out what's causing the problem, and come up with a fix. They also test their solution, fix any mistakes, and make sure it works well. Good problem-solving skills make sure the software works like it should and can handle any changes or surprises.

-Actually start understanding basic in which language you are about to start and then implement it . -Dont run behind certificate this might actually not helps when real problem arrives - in my opinion tackle problem by dividing them into very small problems will help to improve a lot - if you are not talented stay consistent and believe the process

Problem-solving is at the core of coding and software development. It is essential to accurately assess a candidate's problem-solving skills during the interview process. Encourage candidates to share real-life examples of how they've tackled complex problems. Dive deep into these discussions to understand their thought process, strategies employed, and the outcomes achieved. This not only verifies their ability to navigate challenges effectively but also provides insight into their analytical thinking and creativity in finding solutions. A thorough examination of these experiences helps ensure that the candidate truly possesses the problem-solving prowess crucial for success in the field.

Cognition is the ability to obtain knowledge, store it for use where it can be found, and then to apply it to solve a problem at hand. A few schools teach creative problem solving and there are a few books on the subject (H Simon, H Brightman).

There are typically more than 1 right solutions to a certain problem in the software development world. However, we never want to recreate the wheel. Look for patterns and follow the best practices. Make it a habit to make use of the good work that has already been done and then supplement the rest with your own work. One day, your work will be used by someone as a reference/foundation.

I'd put two qualities first: curiosity and empathy. Curiosity indicates they are open to learning, understanding the current state, and are not afraid to propose new solutions. Empathy means they want to understand the problems of their partners (business, technology) and work together on solving them. It also means writing clean code that other developers would appreciate.

Undoubtedly, the most crucial skill to identify when hiring a developer is their ability to learn on the fly. With the vast variety of programming languages available today, and new ones emerging continually, the ability to learn becomes an invaluable skill. Any language or framework known today will inevitably undergo changes or may even be replaced over time. Therefore, I believe that we should not solely focus on whether a candidate knows a specific programming language. Instead, we should look for a candidate's ability to develop software in general. With this approach, we can always ensure that we have a great developer on our team.

Lastly, it's important to value learning skills in a developer. They should be able to stay updated in the quickly changing world of software development. This means learning new things like skills, technologies, and trends that are useful for their work and future. They should use what they learn to make their code and projects better. Learning skills help keep the software fresh, creative, and competitive.

In the ever-evolving landscape of technology, the capacity for continuous learning stands as a critical attribute for any software developer. The dynamic nature of computer science demands not only a foundational understanding but also the adaptability to assimilate new technologies and methodologies. When interviewing candidates, it's essential to gauge their willingness and ability to engage in lifelong learning. This can be assessed through their past experiences with self-driven projects, their curiosity about recent technological advancements, or their approach to problem-solving. Prioritizing this attitude ensures that your team remains informed and capable of navigating the challenges of an ever-changing industry.

With dynamic changes in programming languages, the software developer must have the urge to learn. Learning skills will improve the fundamentals and the style of coding, observing the seniors in the team. It is very important for one to be updated with new technologies, ongoing changes and adapt those changes in a timely way. This could be easily achieved by learning new skills.

When hiring a software developer for our company, technical skills are undoubtedly important, but they're not the only qualities we prioritize. Beyond technical proficiency, we seek individuals who align with our company's values and culture. It is also valued individuals who are not only skilled professionals but also good humans. This means having integrity, empathy, and a collaborative spirit. By prioritizing qualities such as a growth mindset, integrity, and alignment with our company values, we ensure that we not only hire top talent but also build a cohesive and high-performing team.

Before the interview, define the role and the environment in which the candidate will work. Based on that, determine if the candidate is suitable for the position. If the person's role is to take up immediate requirements and execute them in a short span of time, that person should be a quick learner and should have the ability to process things faster. Hiring people based on their role and working conditions, psychologically, will help us get the most out of the person and help us achieve team goals.

Something that should not be disregarded when hiring is adherence to the company's culture. Soft Skills and Hard Skills can be learned, but personality is difficult to change in the work environment.

Attitude and urge to find solution. These are the main characteristics who come should have. A good developer is not the one who is good technically, but the one who has attitude and urge to solve the problem and the attitude of keep on trying till solution is found.

The ideal software developer is quite a multi-faceted person ... because you need that lone wolf that codes the solution with great precision and attention to detail. At the same time you need that communicator and collaborator that will happily interface with all stakeholders from fellow teammates to project owners, end users and so on - being as good at listening as at talking, presenting or writing. And then a bit of leadership skill would also be helpful as well as the ability to give other leaders in the project their space. (And then, when I described this person to an experienced executive, he asked me if that sort of person wouldn't be most easily identified by their halo ...)