Top 13 Secrets to Hiring Top Developer

An organization is only as good as the people in it, and to get good people, a systematic and efficient recruitment process is a must.

Hiring the right employee is a very challenging process. Hiring the wrong employee is expensive and time-consuming. This goes in general, whether you are hiring for a more common post where resources are easily available or for a more specialized and in-demand post in a niche market.

Every business or organization nowadays are heavily-dependent on technology. Business owners invest in their own tools and system, making sure that they have the best ones to support their operations – but, having the right tools is nothing without the right person to operate these.

One good example of a business tool that is commonly found in any organization is the “CRM platform”. These days, when we say CRM, it becomes synonymous to Salesforce – a tool of choice for many businesses that want to increase sales, generate more leads, improve their customer service, and grow through sales. Salesforce is great for any companies since you don’t have to build things from scratch, automate many manual tasks, and allows you to quickly customize the applications depending on your specific business needs and requirements.

This is when you need to ensure that you also have the right salesforce person in your company. Aside from being able to customize and configure the applications, a Salesforce expert can help companies in so many ways if you want to take your business even further.

How do we ensure that we get the best Salesforce Developer?

Hiring any Salesforce engineer can be a bit of a challenge. However, to ensure that we find (or attract) the best Salesforce Developer for your business needs, read below some guidelines:

  1. Understand and Define the Job Clearly. Be clear about the type of Salesforce Professional you want. Understand the role and the market. When you have a deeper and better understanding of the role and the recruitment market, not only that it will help you get the right person, but will also help in communicating with the candidates. Having a clearly defined role will enable the company or the management to identify the type of person they need, so they can proceed to targetting and hiring the most qualified candidate/s for the role. Once you have a clearer understanding, document it in the form of a Job Description, know what the expectations are and the non-negotiable variables – now you have the first step to successful hiring!
  2. Find the Right Candidates From the Right Places. You already know what you’re looking for, now what? Do you know where to best look for that Salesforce Developer that you want? Identify the right venue for the right candidate, know where the “marketplace” is for the Salesforce Developers. Tap on your network first and utilize them, ask for referrals. You may also utilize all the recruiting apps there is.
  3. Review Applications Carefully. Once you have interested candidates, take the time to go through all the information you have available.
  4. Go Beyond Resume (Don’t Judge a Book by Its Cover!). The problem with the most resume is that either the candidate overdo it or they maybe didn’t put the right keyword, or for whatever reason isn’t written quite right. If possible, try to focus on what really matters: candidate feedback and/or recommendation. For a developer, their resume usually is less important than their work history. Check what kind of work they have done and how well the work was received. If available, you may also check the candidate’s LinkedIn profile for any “skill endorsement” or written recommendation. For those with little or no experience at all, validated references and portfolio of work can help.
  5. Know the Language. You don’t need to be a Salesforce expert (and that is why you’re looking for one) however it pays to have a knowledge and be able to speak intelligently about the platform and its capabilities.
  6. Make Your Interview Questions Personalized. Once you have gone past the screening phase, it’s time to go to the next phase: the interview stage. Although sometimes, interview favors candidates who are good in telling their own story (just like some people can craft a very well-written resume), you may avoid them by creating more personalized interview questions or give a different scenario to test their skills. You may also perform an actual test.
  7. Essential Knowledge, Skills, and Experience. To choose the right Salesforce Developer, consider the following points:
    1. Technical Knowledge – What should candidates know about programming for the Salesforce platform?
    2. Soft Skills – Ability to code is one part of any developer’s job. The ability to communicate and collaborate with other people is another thing.
  8. Understand the Candidate’s Aspiration and How It Relates to the Role. Finding and attracting a permanent talent isn’t always the easiest of tasks for any organization. There will always be issues here and there that any employer-employee will need to resolve. In order to win any potential hire (as well as retaining them), having a better understanding of their career aspirations and goals is as important. Get to know your future employee well and ensure that there is always room for growth.
  9. Understand the Candidate’s Skills & Personality Better and How It Fits to the Company (Assess and Define Company Culture). It’s natural for any interviewer to check any candidate’s professional success and industry experience, however, they are only part of what an organization wants to see. Yes, employers want to know how qualified you are for the position and how you can fit in the company.
  10. Credentials Verification. Once you have a shortlist of candidates, one way to know you’re getting a qualified candidate is to check their credentials. Do they have the right certifications that fit the type of work that you have in your organization?
  11. Salary. According to, the average annual salary of a Salesforce Developer is $112,211. The average hourly rate is around $81 per hour, and a more experienced Salesforce Developer may charge $100 per hour or more. There is no way to generalize about the pay rates though as they vary widely throughout the US, however, it pays to know and offer competitive pay rates that will entice a highly qualified candidate.
  12. Reference Check. Just as endorsement or recommendation is very important during the screening stage, a reference check is very critical for someone you have identified as the person to be hired.
  13. Make An Offer They Can’t Refuse. You now have all the information you need and you think you’ve found the perfect potential hire – make an offer that you know they will surely accept! Throughout the screening and resume stages, you have identified what is more important for the candidates, their priorities, what they want to achieve – work on these items and keep them in mind when you are drafting an offer letter. This way, it is most likely based on what they expressed themselves and at the same time aligned with the company’s culture and brand. While financial compensation is the top concern for candidates, many of today’s job seekers put a high value on company culture and work-life balance, making them important considerations when entering salary negotiations. Knowing what truly matters to the candidate is essential information that can aid in closing the deal.

The more preparation a company or a recruiter do, the higher the chances of finding and hiring the right candidate for the company’s needs and business. The above are just some of the things we need to keep in mind. Now that you have a guide to help you, it’s time to find that top Salesforce Developer for your company. Happy hunting!

Leave a Reply

Your email address will not be published. Required fields are marked *

1 × 5 =