Ruby on Rails is a common choice today for developing web applications as it enables quick development with minimal code. However, hiring developers can be a much more complicated endeavor. Questions may spring up, such as;
- What qualities make the perfect fit?
- What are the required technical skills and level of experience?
- Are there similar cultural backgrounds and corporate values, etc.?
When you hire great developers, they can help you rapidly prototype high-performance web applications built for scale.
In this article, we will share some of the skills to look for, interview questions to ask, and common mistakes to avoid while hiring and onboarding talented developers to your team.
What to look for in a RoR developer?
A great developer possesses both technical and soft skills. They also have good experience and proficiency in problem-solving. Focus on their talents and competence after deciding what kind of developer you need.
Wish to know more? Here are some of the questions you need to ask yourself and the developers while hiring:
1. Single developer or team
- Will the new developer work well with the rest of your team?
- Is it natural for one team member to take the lead?
- What is their preferred communication method?
- What is the regular work procedure for this team, and how does it gel together?
- Does the developer have any prior experience working for Ruby on Rails development firms?
- Do you need to hire a single developer or an entire development team for the next project?
2. Knowledge level and qualifications
- How well-versed are they in Ruby on Rails programming?
- What proof do they have to show you that they know what they’re talking about?
- Define the qualifications that are a must-have for you.
- Is the Ruby on Rails web developer familiar with the MVC architecture?
3. Experience and companies
Experienced developers are responsible for building end-to-end applications, from conception to project launch and maintenance. Developers that have worked with Ruby on Rails know the ins and outs of the framework. Junior developers can be ideal for projects that provide them with training. However, you need developers with four to six years of experience to build and deploy scalable and robust web applications with minimal guidance.
Questions:
- What firms have they previously worked with, and were any of them focused on Ruby on Rails?
- What are some of the major Ruby on Rails application development projects they have worked on?
4. Technical skills
Developers must understand object-oriented programming and have standard library knowledge. They must also be familiar with project management tools in addition to the core technology. Because developers frequently collaborate, they must know both waterfall and agile approaches.
5. Soft skills
Developers with strong soft skills can work smoothly on any task or activity. Every developer needs to have excellent soft skills, including communication, collaboration, time management, and comprehension.
Additionally, developers must possess the attributes of confidence and job ownership. Because deadlines are critical, you must ensure that your Ruby on Rails development team can operate under stress.
6. Development process
- What is the average development cycle for them?
- How successfully do they tackle problems?
- Are they able to efficiently build websites and applications with RoR?
- Which technologies and frameworks do you want the developer to be familiar with?
7. Milestones and flexibility
- Is the developer able to reach regular milestones to stay on track?
- What mechanism will be used to hold them accountable?
- How versatile is their coding approach and their capacity to adjust and adapt to your company?
8. Trust
- How trustworthy are they?
- What do their previous bosses and references have to say about them?
9. Attitude and mindset
- Are they willing to listen to your requirements, specs, and expectations?
- Do they maintain a good demeanor during the interview?
- Could they act as a mentor and guide for newcomers to the team?
10. Culture fit
- Are they compatible with your company’s culture?
- Do they share the principles that your organization holds dear?
Also read: Laravel Controller is Something You Hear Every Day? Then These Podcasts Are For you!
Interview questions to ask RoR developers
There are several types of questions you can ask during an interview, such as:
Personality and behavioral questions:
- Share an example of when you went above and beyond in your work?
- In your professional life, what motivates you?
- Tell us about a challenging situation you’ve faced in the past and how you dealt with it.
- What distinguished this job posting from the rest of the job listings?
Previous work experience questions:
- What aspects of this profession do you think you’ll enjoy the most? And what do you believe you’ll find objectionable?
- Could you please go through your resume with us?
- What qualifies you for this position?
- Which of your past projects is the most relevant to this position?
Punctuality and reliability questions:
- What are your work priorities?
- Describe a situation when you had to take extra duties to match a deadline.
- What is one professional blunder you’ve made? How did you get it to work?
- Recall a moment when you could not finish a critical assignment or task on time? What exactly did you do?
Technical questions:
- What distinguishes Ruby on Rails from other web application frameworks?
- What exactly is a Rails controller?
- How can Rails be protected from cross-site request forgery?
- What does trash collection do in Ruby on Rails?
- What distinguishes Ruby on Rails development from traditional software development?
Six common mistakes to avoid while hiring RoR developers
Hiring the right developer for your organization can be time-consuming and expensive. So, we’ve made a list of the top six blunders companies can avoid when they hire dedicated developers:
Mistake #1: Not pre-screening developers thoroughly
Always do a 15 to 20-minute phone interview with the candidate to ensure they are still interested in the position and double-check the material on their résumé.
Mistake #2: Using an incomplete job description
Post a detailed job description that includes responsibilities and requirements. When the candidates know exactly what they’re applying for, it reduces the chances of unqualified applications.
Mistake #3: Poorly preparing and managing job interviews
In an interview, a lack of preparation paired with a lack of authority and professionalism can be disastrous, and prospects may be discouraged from joining your team. Prepare the questions you’ll ask each candidate ahead of time, making sure you ask each one a similar set of questions to ensure a balanced and fair interview.
Mistake #4: Asking frustrating technical interview questions
Applicants may become frustrated by confusing technical interviews. Strike a balance that allows you to put your candidates to the test in a healthy way by presenting them with real-world issues via case studies.
Mistake #5: Hiring someone based only on their resume
Never hire a developer just based on their resume. The majority of candidates inflate their accomplishments on their resumes. This is an unfortunate fact of today’s employment procedure. So include pre-interview screening calls and technical tests in your hiring process to better understand the candidate’s ability.
Mistake #6: Not checking previous work and references
When a prospect breezes through your interview process and appears to be an excellent fit for your team, it can be tempting to skip reviewing their references. Obtain a second opinion by contacting a candidate’s previous employers to assess their reliability and skill level.
Onboarding new Ruby on Rails developers: eight-point checklist
To ensure that your new developer succeeds, you must equip them with the environment and tools they need to start delivering value right away. When it comes to onboarding RoR developers, keep this eight-point checklist in mind:
- If your company is operating remotely, ensure that your new developer has a computer capable of supporting your systems and infrastructure.
- Ensure proper integration of all mediums of communication.
- Communicate how to keep track of tasks. Explain the functioning task management software, such as Jira, Trello, and Asana (whatever you use).
- Give suggestions on creating the best working environment for the new team member to be comfortable working from home.
- Ensure you have all the essential financial information to pay your new hire. This information contains bank account information, tax ID number, address, phone number, and emergency contact information, among other things.
- Make sure your developer is aligned with the company’s culture, communication, reporting policies, and how to follow them regularly.
- Ensure the new candidate has the necessary credentials to access any system they require.
Conclusion
Hiring a great Ruby on Rails developer is a challenging and time-consuming task. However, if you plan the hiring process correctly, as discussed above, you can spot the perfect candidate for your organization. Start with defining your requirements by asking yourself the right questions. The next step is to post the job description and assess candidates through screening and interview processes.
We also discussed the top mistakes to avoid while hiring developers and the steps to follow while onboarding the hired candidates.
Also read: 5 Web Development Habits Every Developer Needs to Adopt
