Finding the right Ruby on Rails developer can be tough, especially if you’re new to the world of software development. With so many coders out there, it can be hard to know what qualities to look for in your ideal developer and whether or not they’ll be able to handle the specific tasks you need them to accomplish. To help you find the right fit, consider these important characteristics and questions that will help you in your search.
Step 1: Develop your Job Description
The first step in hiring a Ruby developer is creating a job description. A good job description will include not only your must haves but also your should haves and even your nice to haves. This can help you find quality candidates who are interested in both meeting deadlines and making contributions to open source projects or other side projects outside of work hours. But it’s important to know that just because an applicant has these qualifications, doesn’t mean they would be a great fit for your company or project; these requirements need to be combined with more personality-driven elements such as leadership, motivation, willingness to take initiative and adaptability.
Step 2: Hire Ruby Developers
Hiring developers can be one of the hardest parts of starting a new project. Your goals should be clear and your expectations should match up with those of your hire ruby on rails developers. The most important thing you can do is work with a developer who fits into your company culture and is excited about working on your project.
Step 3: Agree on Basic Project Details
It’s important for all parties involved in a project to be in sync from day one. What is your timeline? What is your desired budget? How long will it take for you to sign-off on content, SEO and link building? Be sure to lay out all of these details before you write a single line of code. This will ensure everyone stays on track throughout the process. Remember that SEO takes time; give yourself enough time before launch so you can finalize everything. Working backwards, aim to have at least 3 months between writing/publishing new content and launch date (time for copywriting/ghostwriting, editing/approval/revision, content implementation). On average a minimum of two links per post are required over at least three months; more high quality links may be required depending on niche competitiveness.
Step 4: Conduct Phone Interviews
When you’re deciding who to hire, it helps to speak with them over the phone. This allows you get a better idea of their communication skills. A lot of people think that as long as you’re hiring remotely that a phone call isn’t necessary, but they’re wrong. Hiring remotely means that all communication between employers and employees is 100% vital, so make sure to hire someone who can clearly communicate their thoughts on an important topic (like programming) over a phone call.
Step 5: Get References
One of the best ways to narrow down your search for a good developer is by checking references. Good developers will have some sort of online presence, whether it’s a personal website or a portfolio on Github, so try looking up their work and getting in touch with them if you can.
Step 6: Screen Applicants in Person
There are very few reasons why you should ever hire someone based solely on their resume. Resumes can tell you about past achievements and experience, but it’s best to set up an in-person interview. An interview provides valuable insight into a candidate’s personality, job history, and thought process. It also gives you a chance to get a feel for how he or she interacts with others and what kind of attitude they have toward work.
Step 7: Interview Final Candidates
After you find a few potential candidates and you have interviewed them, it is best to have a final meeting with each of them. This will allow you to decide on who will be your new hire. In order for both parties to move forward after agreeing upon a hiring decision, there should be an official offer made. This meeting should take place at a neutral location such as a restaurant or coffee shop where no distractions will occur, because in these meetings candidates want nothing more than your attention.
Step 8: Onboard Your New Ruby Developer
Once you’ve found a developer, it’s time to onboard him or her into your company. Go through a new hire program together and make sure he has access to all of his materials, from LinkedIn profiles to vacation days and employee benefits. The better you integrate him into your organization, the more productive he’ll be in his first few weeks on board.