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How to Hire C developers: 6 Ways to Evaluate the Top Talent

The battle for programming talent is fiercer than ever. Everyone requires code, whether they want to build mobile apps, overhaul the user experience on their public site, or keep business-critical systems up to date.

Did you know that the demand for software engineers, QA analysts, and testers is expected to expand by 22% from 2020 to 2030, substantially higher than the average for all professions?

This is fantastic news for C developers since it means they will always be able to find work. However, organizations will have to work more than ever to acquire the best developers available.

Competitive compensation and remote work have evolved from perks to necessities for experienced engineers.

You must now provide more.

In an ideal world, good prospects will find your organization before you do. However, if you need to speed up the recruitment process, you should check with specialist developer groups.

You may recruit C developer talent by building a strong brand and emphasizing an enticing employee value proposition. In this article, we will talk about 6 ways that you can use to evaluate top talent and hire the best C developers. 

How to Hire C developers: 6 Ways to Evaluate the Top Talent

1. Offer perks

Coworking space


A ping-pong table in the cafeteria is a lovely touch, but it shouldn’t be your biggest selling point. To attract the top developer talent, you should find the benefits that they actually value.

If your company prides itself on cultivating a creative culture, it may be tempting to include a climbing wall and limitless coffee and snacks in your job offering.

However, please remember that developers, particularly experienced ones, have various priorities.

They seek meaningful work that allows them to express themselves creatively. Work-life balance and remote work choices are also becoming increasingly common expectations.

Rather than fluffing up your website’s careers section with little incentives, attempt to describe how employment at your company helps workers both on the job and off the job.

HubSpot, a customer service management platform, recruits new employees by stressing work-life balance, which helps both individuals and their families.

They then discuss the necessity of obtaining enough sleep and prioritizing remote work.

They also note a four-week paid vacation that employees receive after five years with the company, demonstrating their commitment to employee retention.

2. Skill-specific questions

Drilling down into the precise skill set in detail is an excellent approach to determine how well the prospect matches what is on their résumé. This frequently necessitates the presence of subject matter experts in the interview—those with the abilities the candidate claims to have. 

If they fail to answer a basic skill-based question on C or try to fabricate an answer, this is a major red flag.

3. Hire a team player

Always inquire about their future ambitions, hobbies, and interests when hiring a fantastic employee. As an organization’s culture varies in terms of values, job positions, norms, and regulations, behave accordingly. 

We all know that when we work together, we can accomplish more. The candidate should be a team player who works well with others to accomplish common goals on schedule.

4. Dig into their portfolio

Any dedicated C developer, no matter how junior, should have a programmer portfolio.

Portfolios are the ideal approach for developers to display their coding talents through side projects, as well as a one-of-a-kind opportunity to leave a positive impression. They come in a variety of sizes and styles, ranging from simple web pages for those looking for their first junior position to major software projects for senior and managerial candidates.

Portfolios are helpful in the recruiting process since they reveal candidates’ degree of development, professional goals, skills they want to learn, and so on.

Examine how a candidate defines the background of each task: how did they interact with other frameworks or tools, for example. Did they work with other C programmers? Have they collaborated on a large number of unfinished C projects?

In a development role, a portfolio is another approach to assess a candidate’s capacity to understand and explain things.

Finally, reviewing a candidate’s portfolio and delving into the source code of some projects ahead of an interview can act as a starting point for conversation and assist you in developing bespoke questions to utilize during the recruiting process.

5. Pre-assessment test

The goal of pre-employment skill testing is to provide meaningful, objective data to hiring and recruiting teams that resumes and conventional interviews cannot deliver. Proficiency tests are used in the hiring process to demonstrate what a candidate can accomplish and what they know, which is critical for making the proper hire.

Online C tests are a great way to test out candidates’ coding skills. These tests helps you filter out candidates who may not have the essential skills or strong foundational knowledge in C.

Tech hiring personnel at FinTech startup Robinhood employ a pre-employment test to administer structured coding exams that are instantly scored, sparing Robinhood’s technical team valuable time and energy and allowing them to analyze more candidates in less time.

This not only provides recruiters with an objective assessment of a candidate’s technical knowledge but also eliminates traditional resume evaluations as a top-of-funnel screening method, allowing recruiters to make quicker, data-driven judgments with less prejudice.

6. Referral program

What better approach to finding a prospect than through an employee who is intimately familiar with your company? A referral program allows your in-house employees to recommend candidates for open positions; if their candidate is picked, they will be compensated. 

Hiring through referral programs is also faster than other approaches because you may save time browsing for relevant profiles.

Existing employees understand the types of people who can perform in the organization, so who better recommend prospects for a job role? Employees would also be hesitant to endorse someone they believe is unqualified for the position because it would reflect negatively on them. 

As a result, you may be confident that you will be recommended for good profiles.

Did you know that applicants that come through referral programs stay longer than prospects hired through other sources? The key to a successful referral program is the reward you provide to the employee if their suggested candidate is hired. Many companies throughout the world offer cash as an incentive, but there are other options.

For example, you could give an employee a couple of extra days off if their referral is recruited. They can then rest a little now that they have an extra employee.

Wrapping Up

That’s all for this article. Hopefully, the aforementioned tips will help you hire the best C developers. Remember, you can end up losing more than you gain if you hire the wrong person. 

There is absolutely no shortage of good C developers in the industry. You just have to use the right tools and strategy to find and hire them. 

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