We live in a mobile-first world and IT development is no exception. Today’s IT developers increasingly prefer Angular for its ease with single page mobile development. Web platforms including as Google Adwords, Google Fiber, Adsense, and Winc all use Angular to build their user interfaces. The latest update, Angular 5, was released last November and made Angular even faster to use.

As the development landscape shifts to Angular, Houston IT teams are moving quickly to augment their capabilities with experienced developers. Angular is a typescript that works seamlessly for .NET development. Houston, where I’m based, has a significant .NET development presence, and Angular developers are becoming one of the most difficult positions for companies to fill. Other JS frameworks, like React, Redux, and Vue.js, also continue to be popular and in high-demand. React, for example, is often used by developers to build user interfaces and large-scale web applications that can change in real time without the need to reload the page.

Struggling to source developers with Angular or other JS experience? You’re not alone: in a competitive market, the majority of top IT talent is already gainfully employed. You’ll need to widen your geographic search net or tap into a passive candidate network. Whether you’re sourcing talent familiar with Angular or other in-demand coding capabilities, keep the following best practices in mind.

Focus on experience and mindset, not titles.
Formal job titles change quickly in IT and may not be the best indicator of a candidate’s potential. That’s why I advise companies to keep their focus on a candidate’s experience, skills and mindset. How familiar is a candidate with the coding languages you need? How experienced is the candidate working in an environment similar to how your company runs? For example, if a candidate is used to lean startup teams with just 5 to 10 employees, shifting to a bigger company can be a culture shock. It’s important that your new hire be ready to hit the ground running from day one.

Don’t overlook the international talent pool.

With Angular and other JS talent in top demand, narrow search parameters could cause your team to overlook qualified candidates. One challenge is geography: companies I work with in Houston, for example, are already adept at sourcing talent from tech hubs like Austin. These companies need to think even bigger: Mexico and South American countries, like Argentina, can be good options. International hiring can be tricky, however, so you’ll need to weigh the upside (top talent) with potential drawbacks like relocation packages or visa sponsorship.

Choose the right test assignments.
Test assignments can provide critical insight into a developer’s true skill level and enthusiasm for your projects. However, lengthy and complex assignments can deter even the most skilled developers. Rather than treating test assignments as an “initiation process”, keep the focus on quickly and efficiently assessing skill level. I recommend choosing test assignments that can be completed in 3 to 4 hours max.

Sell candidates on culture and opportunities.
Top talent can be assured of a competitive salary and benefits wherever they go. Compensation alone won’t convince them to join your company. Talent cares much more about culture and purpose. Let candidates know they’ll be working on impactful projects and keeping their skills fresh. Even if a candidate ultimately turns down your offer, you want him or her to walk away from your interview process saying, “Wow, I had such a positive experience with that company and I would absolutely consider working for them in the future and will recommend them to other developers.” A strong employer brand can give your company a critical recruitment edge in a competitive market.


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