Hiring Ruby developers can be challenging, especially if you’re new to hiring developers. They have their own unique skillsets and preferences, and finding the right fit isn’t always easy. However, if you take the time to familiarize yourself with the best hiring strategies, you’ll be able to find the perfect Ruby developer without too much effort. In this guide, we’ll walk you through ten steps you can take to increase your chances of hiring the perfect Ruby developer for your company or project.

1) Interviews are hard

You may think that it’s easy to spot a qualified ruby developer from a few short interviews, but it can be more difficult than you might imagine. Because hiring people is really hard, a lot of times you end up looking at tons of applications and resumes and conducting several rounds of interviews before deciding who to hire ruby on rails developers. And even then, your new employee might not work out as well as you hoped, so it pays off in spades when you find someone great on the first try.

2) Use outside recruiters

Outside recruiters have their own networks and can look for candidates who are a fit for your position who you might not know about. Their fee is an added cost, but it can also be worth it if they are able to find you someone fantastic. There’s no sense in paying a recruiter if they aren’t able to find you a qualified candidate.

3) Write an opening ad

An opening ad is a fantastic way to immediately draw in new developers. Show them your company’s culture, personality, and overall enthusiasm for its product. Also, consider having it posted somewhere where people will be more likely to find it, like on Reddit or Hacker News. If you do get a response through an opening ad, make sure you follow up with them right away; don’t let your perfect prospect slip through your fingers!

4) Use tested ads

There are a few ways you can do that:

(1) Use Google AdWords to learn what kind of ads other people in your niche are using.

(2) Use Facebook ads and A/B test different ad styles. Or, use something like Campaign Monitor’s OptinMonster or SumoMe which integrates with your email provider so you can run an A/B test on landing page copy.

5) Advertise in relevant places

Networking events and local meetups are a great way to get your company’s name out there. They can also be an excellent place to meet potential hires. If you don’t have any relevant places in your area, consider taking out an ad on Craigslist or posting on social media. Search for groups on LinkedIn—you can even get suggestions based on your location and industry. Facebook is another effective resource; many communities are built around people looking for work.

6) Use LinkedIn, Indeed, GitHub and StackOverflow

Find out as much information about your candidate as possible. Look them up on social media (LinkedIn is best for professional settings, GitHub for technical savviness and StackOverflow for developers who are actively posting and solving problems). You’ll be able to tell a lot about your developer just by what you find, and it can help you learn more about them as a person. This will also give you information in terms of if they’re right for your company.

7) Use your network

Referrals are still one of the best ways to find talent, so tap into your own network. This can come in several forms: If you’re hiring a coder, ask around on Facebook or LinkedIn. If you’re looking for a developer, connect with any other business owners in your area who may have an idea about someone who might be able to help.

8) Maintain candidate database

With a large applicant pool, you’ll inevitably find that some won’t meet your hiring criteria. This can be disheartening—after all, why should you hire one person when dozens applied? Don’t panic. When someone doesn’t make it past your initial screening process, keep their information in a database for later reference. They may not be a great fit now, but they could be better-suited at a later date.

9) Keep communications moving with follow-ups after interviews/phone screens

No matter how far along you are in your search for a new developer, it’s always wise to follow up with a potential hire. By sending them a quick email after each meeting/phone screen, you show that you’re invested in making sure they’re still interested and still available. Also, if there are any questions or issues (e.g., salary requirements), an early follow-up gives both parties time to think and respond.

10) Determine if you need a new developer before hiring one

It’s rare that you will have everything your new developer needs in place before they start. Don’t forget, they need a computer, furniture, internet access and maybe even a printer or fax machine. One good thing is that most developers are OK with getting started on their own once you make sure there is ample support available for them when needed. Make sure to set clear expectations about what kind of setup will be provided by your company versus what kind of setup should be provided by them.

By Madhavi

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