While there are millions of Java developers worldwide, it can feel like only a hundred when you want to hire. The reality is that the number of incompetent Java developers is far higher than that of competent developers. More importantly, not everyone with programming skills possess the determination and discipline to work in a fast-paced startup/company.
Java is the top programming language for VR, DevOps, AI, Continuous Integration, Chatbot, and mobile apps. While several programming languages go in and out of trend, Java is at the core of programming and is irreplaceable. In 2021, Java was the 5th most used programming language. These stats and figures highlight that developers are nowhere close to abandoning Java, and the contrary, more and more people and organisations are embracing it.
Recruiters’ challenge: Finding Java developers
Today we will go through some strategies and techniques to find and hire the best Java developers for your company.
1. Broaden your search
If you are still solely relying on job portals and websites, you are missing out on a lot of young talent. While it may seem counterintuitive, social media is great for finding new talent.
Besides Facebook and Telegram groups for job seekers, LinkedIn has stood out as the most popular destination for job seekers and recruiters. LinkedIn will often give you the best leads if you are looking for senior Java developers.
The core idea is to use multiple tools and avenues to reach candidates. You won’t find the ideal candidate unless you look for them in different places.
Stack Overflow and Github have traditionally been the best place to find highly-skilled developers. If you are responsible for tech hiring, familiarising yourself with these two platforms would be very useful.
2. Establish your brand
Every founder and recruiter realises the fact that good programmers have an abundance of choices. If your brand does not add a star to their resume, it would not be their first option. This is applicable to both junior and senior developers.
Once your brand has a reputation, more people will be eager to work with you. The first thing that job seekers do after getting a nod from a company is check its employee reviews. If you are not giving your employees their due perks and benefits, the word will spread fast, and it’ll be challenging to find new recruits.
The workplace environment and culture also play a key role in promoting brand awareness. If your company has internal politics and toxicity, no good developer would stick around for a long time.
Interviewing Java developers
Once you have gone through the CVs and made a shortlist, it’s time for the interview. Interviews are complicated because you get a short window to evaluate a candidate thoroughly.
For Junior Java developers
Junior Java developers are often freshers with no work experience, and you cannot have unrealistic expectations from junior Java developers. At the same time, they must have a thorough grasp of the fundamental concepts, the lack of which would make any training effort useless.
Make sure the candidate has a thorough understanding of the following subjects:
- Knowledge of Java/J2EE
- Experience with Enterprise Java Beans (EJB)
- Algorithms and data structures knowledge
- Concepts of JVM and Memory management
- Understanding of Object-Oriented Programming (OOP) analysis and design patterns
- The ability to develop web services based on Java
- Having a good understanding of multithreading and synchronisation
- Pragmatic knowledge of Relational databases, SQL, and ORM
Do not take work experience as the primary yardstick when recruiting Java developers. It is often seen that younger Java developers with much less work experience can outpace senior Java developers. The primary yardsticks should always be skill, knowledge, and the ability to work in a team.
For senior Java developers
Recruiters have a lot more to work with when recruiting senior java developers. You can see their work experience, successful projects, recommendations, and many other things. But at the same time, you are primarily looking for a few fundamental qualities.
A senior Java developer should possess all the skillsets of a junior Java developer – it’s a huge red flag otherwise. Here are some of the advanced subjects and topics to evaluate a senior Java developer on:
- Practical experience with SQL, ORM, and relational databases
- JVM and memory management concepts
- Knowledge of synchronisation and multithreading
- Proficiency with code optimization
- Knowledge of serverlet techniques
While recruitment is a challenge for all companies, it also decides the fate of a business to a great extent. You can have the best idea in the world, but it’s useless without the right people to execute the vision. We hope these strategies and tips will help you find and hire expert Java developers for your company.
Check out our other blog posts on recruitment and interviewing for more resources.
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