React JS has become a popular JavaScript library in recent days. With an increase in demand for React JS, there is a huge demand for React JS developers. Here comes the HR’s tedious job of searching right candidate with excellent coding skills in React JS. Technical recruiters often stuck when they don’t receive resumes with strong background and skill set.
There are many complex and lengthy processes involved while hiring for the React JS job role. How can you assess and hire React JS developer? Here is a quick guide for you to make this process simple and yet effective.
First of all let’s understand about the React JS technology and its uses.
React JS is a JavaScript library used to build user interfaces. React JS can be used to build simple page applications and mobile applications. In case of complex applications, it can be used along with other libraries. One of the reasons behind popularity of React JS is having easy to write components in React JS and reusability of these components.
Now, let’s dig deep into the process of hiring job-fit React.js developers.
Candidate sourcing plays crucial role in the process of hiring. It involves time and research to look for candidates who will match your target profile. It is better to invest time in sourcing so that you can funnel right candidate to hiring process. Quality candidates can be searched through different sourcing platforms based upon your criteria of work experience as well as related skills. The first step in this process involves writing job description.
The job description which grabs attention:
The first step would be to create an attractive job description for the job role. While writing JD make sure you cover points like company overview, job responsibilities, and the expectation from developer, qualification, skills required for the job role & company culture. Candidates find it interesting when you write clear job description giving them a precise idea about the job role.
You can refer to below different sourcing platforms to post a job description and collect applications:
i) Job Sites:Job sites have been a most sought after option for candidate sourcing. These platforms provide an easy user experience for both candidates and employers giving them a one-stop solution for all kinds of requirements. You can refer to top job sites like:
These blogs are written by recruitment experts to guide employers about best strategies to be used while hiring a candidate. They cover topics right from sourcing to employee retention. Here are few exquisite blogs for your reference:
For more such interesting blogs you can go through our post on top 10 candidate sourcing blogs.
iii) Social Media:If you want to attract the right talent you need to focus on places where they spend most of their time. Social media sites are one of such places where candidate spend their spare time. Research says that 70 % of recruiters use social media to source/screen the candidates. You can use below social media platforms for all your sourcing purposes.
Your company’s career page could be a great resource for candidate sourcing. The candidates have already shown interest in your organization by applying through career page. These are the candidates which can be easily available for you to process with. Make sure you give prompt reply to such applications. Adding employee benefits to this page can play a vital role in attracting candidates.
v) Referrals:Referrals are the best way to hire an employee as it comes with credibility. Your employees are the first source to look for prospective candidates and it comes with the cheaper cost of hiring.
vi) Freelancing sites:Vast number of talent is available through freelancing sites. The major advantage of freelancing site is you can source candidate irrespective of their location. You also need to take into consideration credibility of the candidate. You can check his/her LinkedIn or other social media profiles for checking authenticity.
You can use below freelancing sites for sourcing:
You can screen the candidate through different levels including resume screening, candidate screening, background screening. Screening before interviewing will filter only best candidates with relevant skills and competency.
i) Resume Screening:While going through resumes, it is important to find the right candidate who possesses all the skills required by React JS developer. It becomes difficult to judge a candidate merely on the basis of a resume. One should not miss a candidate who is good at React JS but has a bad resume. Look for candidate's qualifications as well as previous work experience of working on React JS applications. Platforms like ideal.com can help ease this lengthy process.
ii) Candidate Screening:Assessing candidate’s job skills before hiring them could save you from costs of bad hiring. It becomes a tedious work to interact with each and every candidate and involves wastage of productive time. Instead, you can use online assessment software like iMocha to assess the candidate before hiring.
Below is the list of React JS developer skills you can check through iMocha’s React.js online test.
React JS is used by native app development to build hybrid mobile apps which can work on cross platforms. If you are looking for a developer with expertise in React JS and React Native, you can identify and hire him using React Native online test. This skill test will help you assess below React Native developer skills and hire React JS developer.
Apart from this React JS developer must have strong web designing ability with JavaScript, CSS, and HTML. You can use tests mentioned below to assess coding skills in these languages.
iMocha gives you a wide range of online assessment tests to evaluate the candidate before interviewing. These tests comes with features like unique set of questions, quick results and powerful reporting which helps you assess candidate without any hassle.
Check Out Few of iMocha's Quality & Latest tests to hire React JS developers:
These test questions are created by subject matter experts (SMEs) to cope with latest developments in technology. These questions are of various types like coding, MCQ, Audio/Video, scenario based & case study based to help you assess candidates on various levels. They are more inclined towards checking candidate’s practical knowledge rather than theoretical.
You can add your own set of questions along with our question bank to create a test that best match to your job description or simply ask us to create customized test for you. Our platform also provides multilingual support so no matter which continent you are, you can assess candidates without worry.
b) Powerful Reporting:You don’t have to wait much for the results as our platform provides quick results at lightning speed. iMocha’s powerful reporting feature provides you insights of candidate’s individual performance in each section throwing light on his/her strong and weak points. You get an option to share this result with your peer for decision making. This platform also let you see performance of all candidates for particular test.
iii) Background Screening:A background check is done to check the criminal record, social security validation, address history check, sex offender registry check. You must look for any issues that could affect your business.
You can refer to some useful tools listed below for background screening.
Shortlist candidates from above process so that you will be left with very few candidates to interview. You can then go for either face to face interview or video interview.
Video Interviewing:Video interviewing option is getting popular amongst recruiters owing to its ease of use. It also helps you interview candidate at remote places and removing the need of candidate to travel all over to employers place just for the sake of interview. I have mentioned few popular interviewing tools for you.
While taking interview make sure you ask technical questions as well as soft skill questions. Soft skill questions will help you gauge candidate's communication skills, ability to work in a team, his or her passion towards work, goals in professional life. Check whether he/she is open to learning new technologies.
If you are looking for the best React senior developers. Here is a compilation of top ReactJS questions for HR managers. Use them to hire the best.
Consider scores in the screening process and interview to decide upon the best suitable candidate for your organization. A clear and planned approach in this process will help you find the best employee for your organization.
Hope this guide will help you to hire react JS developers!