3 Ground Challenges in Assessing Hires for Full-stack Development
Full-stack developers are not one-size-fits-all; they are diverse and require distinct distributions of expertise and talent based on the particular role. This makes assessing full-stack developers significantly hard. Employers often view full-stack assessments from a worm’s eye of assessing only full-stack developers — those who work across the backend and frontend.
Developers usually have specialized capabilities on the front or backend coupled with an understanding of the other aspects of creating an application. This spells out the need for devising tailored assessments for the same full-stack developer role based on the candidate’s skillsets and the company’s specific parameters.
Keeping this complexity in mind, read on to know 3 major challenges that come with assessing the hires for full-stack development:
Disparities in Expectations
As full-stack developers are not one-size-fits-all; so, using a universal approach to onboarding will only end in talent disparity. Several technology stacks, including MERN, MEAN, and LAMP, demand specific tech expertise or understanding of particular aspects — some more than the others.
If organizations keep on recruiting general full-stack developers, it will flood their workforce with talent that is not geared toward the actual job responsibilities.
On the flip side, if they look for developers with only a limited set of skills, they will end up staving off competent candidates who may not have comprehensive knowledge of non-essential technologies. So, it is crucial to identify the exact skills essential for a role to design specific assessments and interview questionnaires.
Tracking Full-Stack Assessments
Full-stack development inherently entails the entire spectrum of software development — from the back-end to the front-end. To demonstrate the full-stack expertise, hiring managers often ask candidates to develop an entire application as part of their assessment procedure. Reasonably then, a full-stack task can keep on for hours, days, and (sometimes) even weeks, making it considerably challenging for manual tracking.
Manual tracking woes have compelled several employers to turn to lesser-suited ways of assessments. But ongoing developments in AI-driven recruiting solutions have made it increasingly feasible to track such time-pressing assignments virtually.
Customizing Accurate Assessments
All companies have their unique tech stacks, and so are the full-stack assessments they devise for onboarding.
Case in point, the role of full-stack Python developer might require Flask + PostgreSQL, Django + MySQL, or Django + MongoDB, as per the particular database and framework a company utilizes. Hence, an extensive full-stack assessment must support various mixes of technologies.
Even experts have to tie their code to other components of software development. Hence, companies should customize full-stack assessments to analyze both front-end and back-end developers by providing them a mission statement with a half-completed code and asking them to develop an integrated solution.
Designing these customized assessments is tough, and as such, several companies go with more generalized approaches to screening. Full-stack development is a fast-paced field, requiring candidates to continuously upskill with new programming languages, frameworks, and tech stacks.
As such, generalized approaches of measuring a candidate’s experience through their CVs or generic assessments are not workable. Rather, companies should focus on assessing a customized blend of up-to-date technical capabilities to examine a candidate’s expertise.
The Bottom Line
The need for full-stack developers is apparent, so are the gaps in the recruiting process. Many have discussed the doom of full-stack development or how the 2020 tech stack will fill in for it.
But let us face it — the full-stack will not go anywhere. As such, companies should truly look into how they are analyzing candidates for this role and whether their existing methods are enough to pull in the top talent.
As businesses embrace trends such as mixed reality (MR) or low-code or look to increase offshore tech talent onboarding, customized assessments will have a principal role to play toward making these a reality.
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