A programmer who refuses a fixed salary and doesn’t show up for a regular job — this is the type of programmer needed by small and medium businesses. They will be recommended by trustworthy sources, solve the entrepreneur’s problems, and report payment only for completed tasks.
This scenario sounds perfect, but in reality, hiring a specialized IT professional is often a test of resourcefulness.
This guide is about how to find an exceptional performer to handle various tasks in software development, web design, CMS, CRM, and more.
Why Are There So Many Bad Programmers Who Are Hard to Work With?
Bad programmers are often those who were pushed into the profession by their parents or other circumstances. They might have wanted to be artists, for example. Good programmers, on the other hand, typically choose the path themselves, often from a young age. This is a common belief.
In universities, students aren’t properly trained to become good programmers. While there are trendy “programming” faculties, they don’t teach effectively. Professors don’t “dance” to intrigue or engage students in the subject; they provide basic knowledge, and after that, students are left to fend for themselves.
In a group of 30 students, at best, only ten will emerge as successful potential programmers. For these students, a dry lecture with a professor reading from a piece of paper is not a problem. They will study coding on their own in the evenings, pass exams easily, and seek out mentors.
Main reasons for poor programming quality:
- Education (outdated, lacks practical experience, uninspiring teachers)
- Employment (companies want professionals right away and don’t want to invest in training, unpredictable salaries)
- Software Overload (often no instructions, developers don’t share descriptions, many errors, specialists are useless across different software)
- Language Barrier (a good programmer might not know English, which is the foundation of most knowledge in the field)
Parents, when selecting a faculty for their children, often think, “There’s more money in this,” “It’s trendy,” or “What else can he do, he spends all day on the computer?” This is how bad programmers are born—just like in any profession, there are bad specialists who are not in their element.
And why are there so many programmers in the information age? It’s a chance for young people to find a career. However, the quality of their specialization often does not satisfy employers.
Where to Find a Better Programmer?
Employers often forget that they need a programmer who is human, not just a technical cog. Instead of looking for a mere piece of the machinery, focus on finding someone who can work well with the team and solve problems. Here’s a guide to help you find the right fit.
- Automate the Search
Use online services. Online interviews, profile aggregators, and automated forms are effective for hiring programmers. Recruitment funnels on paid commercial platforms like “Persia,” “Talantics,” “CleverStaff,” “Potok,” and others are often highly efficient. There are many options, including free ones. - Gamification
Look for public programming competitions organized by large businesses or even create your own. These events attract programmers from various fields who are willing to apply their skills to new projects. Such individuals can be the best find for your company, especially if the tasks in the game align with the needs of your business. One famous example is “Sbercraft” (they gathered a database of 25,000 programmers). - Publicity
Don’t be shy about making your company’s needs known. Use targeted ads on social media. Post your job openings across all available channels. Many entrepreneurs still avoid social media, but it’s important to reach potential candidates where they are. Also, mention the salary range upfront (to avoid wasting time with candidates whose salary expectations don’t match). Make the requirements clear and objective (ask employees for feedback to avoid over-expectations).
Did you know that for rare positions with high demand (like senior or even middle-level developers), HR agents often take a 30% commission of the programmer’s annual salary? Small businesses can’t afford the high costs of large recruitment firms in such cases.
- Guaranteed Hiring of Programmers
Hire based on skills, not just resumes. A resume from a big company doesn’t guarantee that the candidate can handle your company’s specific tasks. Sometimes a candidate with a weak resume but practical experience with complex freelance projects can be a better fit than someone with a standard job history.
Programmers love to have choices. Offer them a list of tasks, projects, and problem-solving methods to engage their interest. Present your company in a positive light—show them the challenges you are ready to help solve (housing, transportation, training, etc.). This way, the best candidates will take notice of your offer.