Great software developers are instrumental in building innovative applications, driving efficiency, and ensuring the success of digital projects. They bring technical expertise, problem-solving abilities, and a deep understanding of software development principles. Hiring exceptional developers results in higher-quality deliverables, improved project outcomes, and a competitive advantage in the market. In this article we’ll outline how the expertise demanded from software developers has evolved in recent years, and how to fit expertise to suit projects and environments.
The type of software developer an organisation needs to hire can vary greatly. It all depends on the project and the environment in which the work is being carried out. But, even with a perfect understanding of these two elements, the breadth and depth of expertise for any type of developer can vary dramatically. Thus, the puzzle of expertise is two-fold.
First is an understanding of the problem – or opportunity – space. Then, the requisite expertise to look for to ensure great developers are hired with capabilities to identify solutions.
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The evolution of expertise
The role of a software developer has undergone significant changes in recent years due to advancements in technology and shifts in industry practices. Here are some key ways in which the role has evolved:
1) Rise of DevOps and Automation
DevOps practices and automation have gained traction, with developers expected to be familiar with principles, automated testing, CI/CD, and cloud infrastructure management.
2) Increasing Demand for Advanced Data Awareness
Developers are expected to work extensively with data, developing pipelines, implementing data processing frameworks, and integrating machine learning algorithms.
3) Growing Focus on User Experience
Developers need to consider usability, accessibility, and responsive design principles, utilising frameworks like React and Angular to create intuitive and engaging user interfaces.
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Hiring the right developer for the job
Surprisingly, software development teams are often expanded without due diligence around current or future project needs. It may seem like more is always better, but with careful hiring decisions, fewer hires can be more pivotal than excess hires with a poor skills fit:
1) What projects are they going to be working on, now or in the future?
It could be that there are existing tools and software packages within an organisation that have potential. However, they require a bit of investment into user experience (UX) or web-design, to create an appealing customer interface. In this case a front-end developer is the right person for the role. Front-end developers will tend to have expertise in JavaScript, ideally with experience of Node.js and ReactJS. They may also require HTML or CSS expertise.
If, however, the need for a mobile interface has been clearly identified, then app developers may need to be hired. This would demand expertise in things like Swift for IOS development, or Android SDK for Android development, as well as the latest app-store frameworks and guidelines.
Alternatively, there may be no piece of software to solve a specific problem, and therefore one must be created. To do so, there needs to be a back-end within which to store the data generated, integration to other software and databases, and an overall appreciation of the software architecture. This must be in place to ensure that the latency is low and security is maintained. This is the prerogative of back-end developers. Typically, they will have expertise in Python, Ruby, Java or Node.js, as well as SQL for database integration.
In recent years, there has been a growing demand for full-stack software developers who are able to work on both the front-end and back-end of applications.
Finally, it’s important to consider team context. Are there currently skills gaps in the software development team whereby a specialist may add more value than a generalist?
2) How does the sector or industry contribute to the requisite skills profile?
Domain knowledge can be integral for hiring great software developers. Developers with expertise in the same or a similar industry as the one in which the organisation operates can ensure a more thorough awareness of the relevant industry tech requirements, systems and regulations. This can help streamline the development pipeline and reduce risk.
Industries also tend to come with similar problems that require specific expertise. As an example, some industries may be far more concerned with interoperability. It ensures different software applications, hardware devices, or networks integrate without significant compatibility issues. For example, in healthcare, this allows for electronic health records to communicate and share patient data securely… But, it’s also important in any industry in which wearable tech or smart devices are common.
Other examples of industry specific requirements include the following:
- E-commerce, which is heavily reliant on expertise in integrating payment gateways, building scalable platforms, and optimising user experience.
- Financial Services: Financial companies need developers who understand security and compliance standards. They need to have experience with financial software systems, and can work with technologies like blockchain or data analysis for risk management.
- Manufacturing: Manufacturers may require developers with experience in integrating software systems with industrial automation and IoT technologies for process optimisation and data analysis.
3) How does the organisation’s characteristic contribute to the requisite skills profile?
Startups often require versatile software developers, including remote workers who are well equipped at integrating and adding value quickly. Full-stack developers with a broad skill set and the ability to adapt quickly to changing needs are valuable in this case. Medium and larger sized organisations or specialist organisations may require specialist developers. For example, software developers with expertise in database management, AI, security or cloud infrastructure.
It’s also important to consider non-technical expertise. For example, consider the organisational and team culture and which soft skills will support this. Are there leadership gaps within the development team that require expertise in certain non-technical methodologies, such as agile project management methodologies?
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In summary
The following are key strategies to building high-performing development teams:
- The evolving expertise of software developers
- Future-proofing the hiring process
- Considering specific expertise based on project needs
- Organisation size
- Culture
- Industry
Once organisations know what to look for, they can employ creative strategies to identify this expertise and beat the competition. They can start with hackathons and coding competitions and referral programmes, and later sponsor events from the open source community or other specialised networks.
You can also find the right software specialist by speaking to us today. At PL Talents, we know the industry and we know top talent when we see it.