How to hire Ionic developers: Your guide to hiring the right talent
- It is Simple
- It allows Quick Development
- It comes with a detailed ecosystem
- Suited for Cross-Platform Development
Due to these advantages and many more, a lot of companies have utilized the power of JS. Some of the companies include Paypal, Uber, and Trello.
Not only companies but many developers also prefer JS over other languages, and that led this language to win the best language status, according to Github 2021 Octoverse.
These analytics and number show that JS is getting the title of the most dominating language in developers as well as enterprise communities. From startups to well-established businesses, everyone is leveraging the power of JS and creating solutions that are way beyond imagination. So, we can say that JS deserves the attention it is getting because it has opened up the possibilities.
To make it easy to understand, let’s divide JS developers into three types- Junior-Level, Mid-level, and Senior Level.
Front-End Developer: Knowledge of React or Angular, or Vue, along with CSS+ HTML
Back-End Developer: Knowledge of SQL and Node.js
Mid Level JS engineers have industry knowledge and are capable of handling small to mid-tier projects. Here are the skills these individuals should have
Front-End Developer: Skill in Angular/React/Vue plus Docker, Websocket, Bootstrap, and Webpack
Back-End Developer: Node.js, SQL plus Hapi/Express/Nest.js with the combination of NoSQL, Docker, Typescript, and Websocket.
Front-End Developer: Knowledge of JS frameworks like Angular/React/Vue, Docker, Websocket, Webpack, Bootstrap
Back-End Developer: Skill in Node.js, SQL, No SQL(MongoDB, etc.), ORM, CI/CD, and cloud services ( Azure, AWS, etc.).
Step 1: Know what you want
Step 2: Write a detailed JD
A job description is a way of showing your potential candidates what you are expecting from them. JD basically outlines the project requirements, skills needed, qualifications required, and soft skills necessary for the job. Moreover, it also outlines some information about your company. Write a detailed JD so that your candidates can have an idea about what you are asking.
Step 3: Filtering out the Resumes
The reason we listed the skills is that it will help you in filtering out the potential candidates that are best for your project. However, skills are not the only thing here. Filtering out also includes looking at past reviews, experience in the industry, and more. After you have a series of resumes, use your judgment to see whether a candidate is a potential fit or not.
Step 4: Interviewing
Most of the guides out there will leave the interviewing process. However, we always recommend conducting the interview. There are a lot of things that you can judge by just seeing how a candidate is replying. The interview shows insights into how the candidate will perform under pressure. Once you have the list of candidates from the screening process, call them and set up an interview.
Step 5: Signing and onboarding
Once you have your candidate, it is time to introduce that candidate to the team. Make sure to have an agreement ready for him/her to sign. The agreement will enlist details such as job tenure, confidentiality clause, pay rate, and project details.