Hiring Full-Stack Developers Based On Data

Full-stack developersare one of the most sought after developers in today’s market, and one of thefastest-growing jobs in the world. It’s no wonder when you consider theirknowledge spans across all layers of a tech stack. More often than not, afull-stack developer can create a product without the need to hire otherdevelopers. We are going to take a deep look at what a full-stack developerdoes, as well as where to find them and how to evaluate them.

Who are full-stack developers?

It’s a commonmisconception that developers all have degrees. While 59.6% have a bachelor’sdegree,10% have some university experience and 4.6% only have secondaryeducation. 23% of all software developers are full-stack. At the moment, 27.4%are looking for work. A massive 89% have looked for a new job within the last 3years. The largest group of full-stack developers are at a senior level(43.7%), followed by junior developers (35.4%).

More specifically, 68%of full-stack developers work in companies with less than 1000 employees.Public project sites such as GitHub and Gitlab are the best places to findfull-stack developers. 75% of all developers have active accounts on sites likethese. Meanwhile, 82% of full-stack developers use these platforms to displaytheir work, and 68% of those people have uploaded work samples within the last12 months. These sites are great to find potential talent, but they are notrecruitment sites, so be careful not to abuse them.

A full-stack developer’s knowledge

JavaScript is thebest-known language among full-stack developers, closely followed by SQL, Javaand C. Angular JS is by far the most popular framework React, Express JS, andSpring are also well-known.

Our general impressionof developers is that they spend the majority of their time coding and fixingbugs. This is true, but full-stack developers have to split their time betweenmore daily tasks:

  • Coding
  • Fixingbugs
  • Brainstorming
  • Testing
  • Documentation
  • Admin
  • Interviews

What is important to a full-stack developer?

A high salary is nolonger what necessarily attracts a full-stack developer. The first priority isthe ability to learn and grow within their career. They are incredibly keen tolearn. Nearly 40% want to learn the programming language Go. Kotlin, Python, andTypescript are also high up on the learning list. React, Vue.js, and Danjo aresome of the frameworks full-stackers wish to learn.

Secondly, they valuework-life balance and thirdly it’s the compensation. This is actually the samefor all developers. Unlike others, full-stack developers value flexibility overinteresting problems to solve.

Currently, 35% offull-stack developers are able to work one day a week from home. 60% offull-stack developers would like the possibility to work from home 2 days aweek or more.

How to evaluate a full-stack developer

It is safe to say that the interview process is more complicated for developers than for most other jobs. For example, 56% of full-stack developers are interviewed by three or more people. It’s slightly scary to think that 10% is interviewed by 10 or more people.

There are alsomultiple techniques to carry out the interview. 24.7% prefer an online codingchallenge, while 19.9% prefer a project that they can take home. Pairprogramming and whiteboard interviews are less common but still significant at14.5% and 14.4% respectively.

There are certainthings that put full-stack developers off during the hiring process. Theyaren’t overly pleased by a lack of clarity about the role they are expected to fill,nr do they like slow follow-ups or not fitting in with the culture in theoffice.

Things to keep in mind whenhiring full-stack developers

It is incredibly difficult to incorporatediversity

Just over 90% offull-stack developers are male, 84% have a degree or higher. With Educated menare the norm in this career and it is difficult for others to make their markon the industry, it will also be more difficult for you to find hires that arenot within this group.

We are quicklylearning that having a diverse team is more and more valuable, so it is wellworth making an effort to look for diverse hires. This might mean you need tothink outside the box when it comes to recruitment, in particular, you willhave to actively seek candidates rather than rely on those that approach you.As we mentioned, Sites like GitHub have incredible amounts of activity anddefinitely a good place to have a look. You will be able to samples of theirwork. Be respectful! They are sites for developers, not recruiters.

Be open to more flexibility

With so manyfull-stack developers wanting to be able to work from home for at least 2 daysa week, you might find that you need to adjust to the idea of not having themin the office 5 days a week. Also, bear in mind that this is not some kind ofbonus for them, it is the norm!

Communicate with your developers

Hiring people iscalled a process, but nobody wants to be considered just part of a process. Ifyou receive a large volume of applicants it is difficult to spend as much timewith each one as you would like to. But, keeping in touch with your candidatesand developers is crucial.

All communication mustbe clear and open. One of the biggest frustrations among full-stack developers(and in fact all developers) is miscommunication. If you have difficultyexplaining the techy stuff, ask one of your team members to get involved, don’tbluff your way through it.

Finally, neverunderestimate the power of word of mouth. When candidates have a positiveexperience with your company, they will speak highly of you. As a result, yourgood reputation will be heard of by more developers. The same can be said fornegative experiences, so no matter the outcome of the interview, your candidatemust leave with a smile on their face.