Finding the right talent to handle a technology project is a process that involves a myriad of steps. In the end, the best candidate is one who can provide a simple and effective way of solving problems albeit without compromising the quality of the output. If you are looking for someone to automate your accounting structure, you should opt for an MS Excel programmer San Jose.
Unlike the complexity of programming projects that many people are accustomed to, such as web development and the building of standalone applications, MS Excel programming is incredibly simple. All that a programmer does is code certain segments of the system using visual basic and using macros for the rest. It does not require the grasping of more traditional programming languages like C, assembly and Java.
Nevertheless, good Excel programming skills require a great degree of specialization in both frontend and backend coding. An ideal candidate would therefore be one who has a mastery of relational databases, interface design, macros and visual basic coding. That being said, the following are the steps to follow to get the kind of talent you need for your project.
The first thing you should do is develop a hiring strategy. You have two options when it comes to this. You may choose to work with a freelancer or hire a fulltime employee. If your project is core to your business or organization, you might want to choose the latter. This is because chances are you will need regular tech support, and a freelancer is not the best person to count on for that.
Thereafter, you ought to make a shortlist of candidates. Ensure you are careful enough to only shortlist candidates whose experience and skills match the demands of the project. Unlike the hiring process in other professions, there is no room for generalization in technology. Your job description should be clear right from the beginning so as to only attract candidates whose skills tilt towards that angle.
After drafting the shortlist, schedule a series of interviews. You want various rounds so as to be able to gauge all the psychomotor skills that the candidates posses. What you should be looking for is a match between practical and social skills. As most programming work involves teamwork, you want someone who is as good a team player as he is in doing practical work.
Papers do not mean much when it comes to tech roles. A candidate might have graduated top of his class but not be a good programmer. Your core guiding factor should be the skill that one possesses. Ensure you inquire about other similar projects that the person might have undertaken. There should be a practical stage in the interview process.
Practical skills are always the icing on the cake. A good practical test should be scenario based so as to gauge how a candidate responds to challenges. Once you find a great fit, snap him up quickly before someone else does.
Unlike the complexity of programming projects that many people are accustomed to, such as web development and the building of standalone applications, MS Excel programming is incredibly simple. All that a programmer does is code certain segments of the system using visual basic and using macros for the rest. It does not require the grasping of more traditional programming languages like C, assembly and Java.
Nevertheless, good Excel programming skills require a great degree of specialization in both frontend and backend coding. An ideal candidate would therefore be one who has a mastery of relational databases, interface design, macros and visual basic coding. That being said, the following are the steps to follow to get the kind of talent you need for your project.
The first thing you should do is develop a hiring strategy. You have two options when it comes to this. You may choose to work with a freelancer or hire a fulltime employee. If your project is core to your business or organization, you might want to choose the latter. This is because chances are you will need regular tech support, and a freelancer is not the best person to count on for that.
Thereafter, you ought to make a shortlist of candidates. Ensure you are careful enough to only shortlist candidates whose experience and skills match the demands of the project. Unlike the hiring process in other professions, there is no room for generalization in technology. Your job description should be clear right from the beginning so as to only attract candidates whose skills tilt towards that angle.
After drafting the shortlist, schedule a series of interviews. You want various rounds so as to be able to gauge all the psychomotor skills that the candidates posses. What you should be looking for is a match between practical and social skills. As most programming work involves teamwork, you want someone who is as good a team player as he is in doing practical work.
Papers do not mean much when it comes to tech roles. A candidate might have graduated top of his class but not be a good programmer. Your core guiding factor should be the skill that one possesses. Ensure you inquire about other similar projects that the person might have undertaken. There should be a practical stage in the interview process.
Practical skills are always the icing on the cake. A good practical test should be scenario based so as to gauge how a candidate responds to challenges. Once you find a great fit, snap him up quickly before someone else does.
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