Even though developers have the upper hand when it comes to hiring, it’s important to present oneself attractively in the professional world to find new opportunities. Jamie, a software developer, knows a lot about this topic and is going to share their tips with Joppy… and with all of you.
My father was a plumber, and my mother was an accountant, so I was one of the few kids who had a computer at home, even before the standardization of the internet. I played video games, got good grades in technology… I even taught my classmates about software in college. That’s how my journey in the tech world began. I started as a freelance, working remotely from Spain, but for a while, I wanted to become an employee and continue learning about the world of coding.
This transition from being a “freelancer” to an “employee-employer” has led me to go through various IT selection processes and discover what it takes to be more desirable in the eyes of a company. I’ll share it with you here.
- Green flags to be a desirable developer
- Red flags to avoid in a hiring process
- Tools and tips to become an attractive developer
Green flags to be a desirable developer
- Notable programming skills. If you know one or more languages, hone them. Familiarize yourself with their associated tools, frameworks…
- Showcase your experience with technologies that bring value. References or shared projects can set you apart.
- Be resourceful in problem-solving. Logical thinking, lateral thinking, creativity… If you work on these skills and can demonstrate them in steps like the technical test, you’ll have a lot to gain.
In my opinion, what will truly make you more attractive is fostering your soft skills. Extroversion, communication, demonstrating your worth without fear or hesitation… I have never been rejected in a non-technical phase thanks to this.
One piece of advice: The selection process doesn’t end with the contract. You will have a probation period of a few months, and it is important to get to know the team and make your value known during that time. For example, in my last remote job, I initially went to the office for several days to better understand their work model and integrate it into my way of working. In fact, I recommend going to the office a couple of times a month to gain that extra knowledge.
Red flags to avoid in a hiring process
- Do not develop your technical skills. In other words, the reverse of the three green flags mentioned earlier. It will guarantee you a place… in the next hiring process.
- If you have a poorly maintained GitHub profile, recruiters will notice it and may not want to work with you. Keep it up to date; it’s your portfolio as a programmer.
- Lack of attention to detail. We are not robots, nor do we merely skim through tasks. And the same goes for interviews. Dive deeper, ask questions, do research…
- Inability to work in a team. Once again, it’s a soft skill that all developers must develop. Code is not built in isolation. You should mention it during the hiring process and demonstrate it in the first few months.
- Impatience. A hiring process may take time. It’s fine to show interest and commitment, but without becoming overbearing.
Programmers may seem introverted and not very skilled in communication. But if your employees don’t communicate, how will they accomplish their tasks? How will you let them know if they’ve done something wrong? Even if they are seniors and have an opinion, how will they communicate it? Everyone can have ideas, and discussing them is the best way to make them work.
Tools and tips to become an attractive developer
It is important, in addition to knowing what to do and what not to do during the hiring process, to have the right tools to find or be invited to these processes. Keep your LinkedIn and Joppy profiles updated, with the “Open to work” feature ready. That’s how I went from receiving 1 invitation per month to 1 per day.
The most important thing if you want to work in a large company: CVs will go through an artificial intelligence filter. This means that up to 90% of resumes can be lost. I encourage you to create a technical CV that can pass these filters, test it… and it will go directly to be evaluated by experts in HR tech.
A tip for the technical test or technical interview: You really have to take them as they come. Obviously, you should be prepared for design patterns, structures, and algorithms. Write down one of the best moments of your career and why, and also when was the worst and how you solved that problem. They almost always ask this question. But even if they don’t ask, when you’re explaining your background, bring it up yourself, because it will demonstrate your ability to handle both good and challenging situations.
We have prepared a report about the friction between techies and recruiters in the technical test.
Here are some tips to stand out from other candidates in the selection processes. I hope you find them helpful.