Full-stack developers are often helmed as the ‘Swiss Army Knives’ of software development because of the job’s nature. But every full-stack developer are not a part of the same cloth.
Companies should recruit according to their needs. Hence read this article to know about the various challenges recruiters face in assessing and hiring full-stack developers and the solutions.
Who is a Full Stack Developer?
Going with the general notion, a full stack developer is an engineer or web developer working on both the front and back end of an application or website. Their working parameters include handling projects involving databases, making user-facing portals, and even participating during the strategizing phase.
It should be understood that full-stack developing jobs are not monolithic in nature. A developer swelling in this sector must possess distinguishable talent and expertise depending on the job in hand. This combination is the main reason why assessment and hiring of full-stack developers are hard.
Problems Arising While Assessing and Hiring Full Stack Developer
Recruiters often conceptualize full-stack assessment to mean assessing the developers on their capability on working across both front and back end. The main fact that remains untouched is their specialized skill towards either the front or back end.
The other quality that is often overlooked is a developer’s familiarity with the other parts of building an application. But assessing these qualities is important to do complete justice towards full-stack roles. Therefore assessing candidates must be dependent mainly on their skills and the company’s requirements.
1. Misalignment of Suppositions
Since full-stack development is not a monolith, assessing every developer through the same parameters may lead to talent misalignment. Hiring managers and recruiters often expect full stack developers to excel in every aspect.
But in reality, many stacks need exclusive technical knowledge of particular components. Therefore, if companies and recruiters keep focusing on hiring general full-stack developers, there will only be an overflow of people whose talents are not utilized fully.
Therefore, if the search is more focused on hiring people with a narrow and specific skill set, the chances of hiring incompetent people go drastically down. Hence, it is important to understand the role and nature of a job before hiring candidates.
To use the full potential of a capable developer with in-depth knowledge, it is essential to recognize a candidate’s skills through interviews and targeted assessments.
2. Issues in Invigilating Full-Stack Assessments
The requirement of a full-stack development job is the assessment of every aspect involved in software development. This means that a full-stack developer must know the ins and outs of software development starting from the front-end, and going all the way to the back-end.
Therefore, to effectively showcase their talent and knowledge, recruiters often ask the candidates to build entire software as part of the recruitment process. But, creating an application can go for days. This is the sole reason why manually proctoring the assessment process is difficult.
This issue has led many recruiters to look for alternatives that are not effective enough to judge a candidate’s potential. This can be solved with the help of hiring setups based on AI. These tools make it possible to monitor the time-intensive application development processes efficiently.
Therefore, it is now possible to set up an assessment process that involves real-time recoding and continuous log file creation that will help to hire managers and recruiters greatly.
3. Customizing Precise Assessments
Every organization contains exclusive technology stacks. Hence, the full-stack development requirements of every company are also specific. This is dependent on the databases and frameworks a company uses. Therefore, a complete full-stack assessment should be able to provide for combinations of different technologies.
A full-stack development expert should be able to interface the codes with other features of application development. Therefore, customized full-stack assessments should be done to scrutinize both front and back-end developers. This can be done by providing them with a problem backed by partially completed codes and asking them to answer synthesized solutions. This process is also important to replicate and present a real-life situation to the aspirants they need to solve quickly.
Full-stack development is a job in demand. The startup world is the primary recruiters in this domain since hiring generalists during the early stages of a company and then promoting them to specialists is the ideal setup.
Moreover, full-stack developers can make good team leaders since they possess in-depth knowledge about the whole development process. But although the need for such developers is obvious, the hiring process must be more thorough in catering to the right people.
Practices by Hiring Managers to Recruit the Best Full-Stack Developers
A hiring manager’s role is vital when it comes to the recruitment of the best talents and developers for full-stack development jobs. But because of the many loopholes and difficulties regarding the assessing process, certain practices must be done by the recruiters to select the right person for the jobs in hand.
- Outlining expectations – Developers must be aware of the responsibilities and the requirements beforehand. They must be notified about the nature of the job, KPIs, and deadlines. This will help them to plan time effectively and realize the scope of the work.
- Less number of meetings – It has been seen that developers are generally introvert in nature or have communication problems and don’t feel comfortable participating in group discussions. Therefore, it is important to keep the number of meetings minimum. A reporting system can be created for the management to track a developer’s progress.
- Answering requests and promoting communication – It is important to make a developer feel comfortable and confident. This can start from the recruiting process itself. Understanding the requirement of the aspirants and addressing their queries is a part of this process.
- Promoting peer-to-peer mentoring – New employees often perceive their workplace as a place for learning and enhancing their knowledge. The main way to do this is through peer socialization, and therefore the hiring company must look into this aspect. Instead of maintaining a rigid vertical chain of paradigm; the employees should share their experience and knowledge.
There are many speculations about the end of the line for the full stack developer job. But it is here to survive and stay. Therefore, companies need to resort to more dedicated assessment methods and hire full-stack developers. Some of them are true generalists, knowing both the front and back-end of the development process. But most of them have a particular set of skills focused on a specific area alongside having a basic knowledge of the full process.
Therefore it is essential to assess and hire full-stack developers in the right sense. With the emergence of new trends like mixed or low-code reality development and an increase in the number of offshore tech talent recruitment, the need for customized assessments has jumped up significantly. Therefore, generalized hiring won’t do anymore, and it’s the ideal time to step up the recruitment game.