A competency-based approach to hiring skilled Software Developers

The Problem: According to a survey conducted by Forbes, it was found that a large number of IT service companies are currently experiencing two big challenges:

·         Customer satisfaction issues: The survey reveals that customers aren't satisfied with the results provided by the technology team of various IT Companies. 

·         Delay in Projects: This is the harsh truth - most of the IT services projects stretch beyond the deadline. The teams lack a collaborative approach which results in bad quality or delayed outcomes.  

Reason for these issues: No fixed role for software developers 

The report also says that the core expectations out of a Software developer have changed over the last few years. IT Service companies need to understand that the clients expect an agile and collective approach from the Software Engineers. The Software Engineers who used to work from their desks are now expected to interact with project sponsors and stakeholders.

Is the need for upgrading the Software Engineers required?

 

Yes. 

Companies these days are carrying out a large number of Skill-Upgradation Programs to do proper Talent assessment and to improve the cognitive skills of their Software Engineers. 

Problems in Skill-Upgradation:

Time: Educating them about various behavioral traits such as collaboration and customer focus takes approximately 90 days to come into implementation. 

Assistance and Resources: Such programs need approvals, Capital and Volunteer support from the senior management to bring theory into implementation. 

Employee Reluctance: Many current employees who hold experience in a particular job profile tend to decline for such programs. 

Scalability: The members are expected to coordinate with others and learn at a collective pace to make it easier to execute such programs and make them a success. 

The Way out: Hire suitable candidates by a competency-based approach 

Experts in the field of thought leadership and Hiring suggest changing the hiring approach by assessing cognitive and behavioral skills as talent assessment during Entry level recruitment. This strategy suggests following the competency mapping process and enables the Recruiters to hire suitable candidates which are ideal for the job role. 

Software Engineers in the current era of agile environments are expected to properly follow the client needs and compile the requirements into a program that works by being in proper touch with customers and stakeholders. 

Competency Approach - Positive Impacts

A Competency Approach will empower hiring managers to hire candidates with suitable cognitive and behavioral traits. Recruiters can build a comprehensive team of Software Engineers with good customer focus and collaboration traits. Such traits will deliver results more effectively which in turn will translate into the following long term benefits:

• ·    Better Client Satisfaction
• ·    Improved Project Results and Deliveries

An effective way to hire quality developers - HireMee

HireMee is an Online Assessment Platform that offers effective Recruitment Solutions to Recruiters through its pre-employment test. Recruiters get to choose from a vast pool of job-ready candidates (4lac+) and get guaranteed responses as soon as they post a job opening.

2300+ recruiters use HireMee to effectively recruit quality candidates PAN India.

Questions to ask an employee during exit interviews

An exit interview helps you to understand what opinions the employees have about the Company and about the work culture. It is always beneficial to be welcome to suggestions to the work you are doing. Exit interviews also help you to strengthen your employee retention strategies and help you to do better talent assessment of your current employees. 

To help you to make your exit interview process more effective, we have gathered 6 questions. Read them carefully!

1. What made you quit the Company?

This question is the soul of any exit interview. This answer to this question will give you clear insights as to why the employee decided to leave the company. Although a better salary, more incentives, personal reasons, etc will form the majority of answers, you should definitely include this question in all your exit interviews. 

There may be an employee who has decided to quit because of your Company culture or the behavior of senior management - who knows? And if you get the same answer from a lot of employees, then you should know something isn't right.

2. Where do you think we can do better?

Since the employee is leaving, they have the liberty to speak freely. You will get an honest answer which will help you to improve your current work culture and maybe increase employee retention.

3. Did you face any shortage of resources during your work tenure? If yes, please let us know. 

The answer to this question will give you an insight into the technology you are using. Is it complementing the work of your current employees or do you need to upgrade? Listen carefully to the answer and take notes!

4. In your opinion, what is the best and worst aspect of this Company?

This will enable you to understand what are some aspects which the employees like and dislike about the Company. The dislike aspect can help you to improve growth, employee satisfaction, and retention.

5. How highly would you recommend this company to others?

This is yet another question that needs to be asked in any exit interview. What an employee thinks of your Company is imperative to its growth. Make sure you record all the observations and pay special attention to the repeated answers.

6. What comments or suggestions would you like to give to our Company? 

This question is a good way to ensure that the employee who is exiting the Company is happy that you care about their preferences. This will help your brand image. Moreover, you will get to know the good as well as the bad aspects of your Company.

Conclusion:

Exit Interviews really help to strengthen a Company's brand image. Moreover, taking feedback from someone who is quitting isn't a bad idea either. Although this is a very effective idea, many companies are still not leveraging it - especially which are into Entry-levelRecruitment.

About HireMee:

HireMee is one of the leading Online Assessment Platforms which provides Recruitment Solutions to Recruiters through its pre-employment test. It believes the best way to have lesser exit interviews is to source job-ready candidates.