Recruiting software developers: hiring mistakes and solutions

The demand for software developers has grown rapidly in recent years, with organizations across all industries seeking to digitalize their operations and create innovative products. However, this surge in demand has created a shortage of competent software developers, making it difficult for companies to find the technical expertise they need.

According to a recent survey, finding and recruiting tech professionals with the right skills remains one of the biggest software development challenges for 2023. On top of that, the US Bureau of Labor Statistics projects a need to fill nearly 163,000 new developer jobs each year over the decade.

Another study estimates a global shortage of four million full-time developers by 2025. But the problem is more complicated than just a scarcity of tech talent. The issue also has much to do with how most companies recruit software developers.

Recruiting developers is a challenging task that requires attention to detail and a solid understanding of the industry. Many hiring managers make mistakes that can lead to poor hires and negatively impact the company’s reputation, productivity, and bottom line.

Top Hiring Mistakes to Avoid When Recruiting Software Developers

To help you successfully navigate the hiring process, we’ve compiled a list of the most common mistakes in recruiting software developers, with tips on how to avoid or overcome them.

Mistake #1: Hiring an inexperienced developer

Hiring and onboarding a developer with minimal experience might be a quicker and cheaper option, but it’s a risky investment that doesn’t ensure long-term success. Software development is a complex and dynamic field that requires extensive knowledge and experience.

Novice developers may lack the technical and problem-solving skills to deliver high-quality work. They may also require extensive training and guidance, which can be costly and time-consuming for the organization. Lastly, inexperienced developers may struggle to adapt to new technologies and work effectively in a team, which may decrease efficiency and productivity.


Conduct comprehensive technical assessments to avoid hiring inexperienced candidates. Thoroughly review portfolios to gauge the candidates’ skills and knowledge. Additionally, consider working with a global tech talent partner like Andela that specializes in building world-class engineering teams of seasoned remote developers.

Mistake #2: Limiting your talent pool to local candidates

While hiring locally has its benefits, such as ease of communication and collaboration, it limits the pool of available talent. The software industry is global, and you can find exceptional developers in different parts of the world. By failing to cast a wide net, your company risks missing out on highly skilled individuals with diverse experiences and perspectives.


Expand your radius to a global scale and embrace new ways of working. Companies that recruit remote software developers and engineers have a significantly better chance of finding the best fit for the job and building dynamic, high-performing teams.

Mistake #3: Focusing only on technical skills

While technical expertise is undoubtedly a critical factor, it should not be the only consideration. Soft skills, such as problem-solving, teamwork, and effective communication, are equally essential for success in a team-oriented software development environment. Ignoring these vital skills can lead to performance, productivity, and team morale issues. Furthermore, if you focus too much on technical competencies, you might miss out on candidates with excellent soft skills and a proven ability to learn and adapt.


Take a holistic approach when assessing candidates. Consider both technical and soft skills to build a collaborative and cohesive team. Incorporating behavioral and situational questions into your interviews can help you evaluate an individual’s soft skills and ability to work with others.

Mistake #4: Overlooking culture fit

Culture fit refers to how well a candidate’s values, work style, and personality align with the company’s core values and goals. Cultural fitness can lead to higher employee engagement and job satisfaction and lower attrition rates. However, a lack of fit can result in poor communication, conflicts, and low morale — even if the candidate possesses strong technical skills.


Identify your company’s values and goals, and incorporate them into the job description and interview process. Use behavioral questions to examine how applicants handle situations and check if they are compatible with the company’s culture and work environment.

Mistake #5: Ignoring diversity and inclusion

While you shouldn’t ignore culture fit, you must not let the idea of company culture trick you into favoring one type of candidate over others. Overlooking diversity and inclusion when recruiting software developers limits the pool of talented and qualified candidates. It forms a homogenous work environment that lacks different perspectives and ideas, hindering creative problem-solving and innovation. It may also result in workplace discrimination and bias, creating a hostile work atmosphere that can lead to high turnover rates and legal concerns.


Establish inclusive best practices in recruiting software developers, such as using inclusive language in job ads and descriptions. Implement blind resumes and interviews to remove personal information and eliminate bias from your screening process. Promoting an inclusive and welcoming work environment can help attract and retain a diverse pool of candidates.

Mistake #6: Relying too much on credentials and certifications

Putting too much stock in resumes, degrees, and certifications can be a crucial hiring mistake because they don’t always show a candidate’s actual abilities and potential. Resumes can be fabricated, while degrees and certifications may not accurately reflect a candidate’s skills or practical experience. Additionally, problem-solving skills and experience are often more important in software development than formal education and credentials.


Focus on using practical tests, coding challenges, hands-on exercises, and in-depth interviews to evaluate candidates. At Andela, we leverage a performance-based coding assessment platform to certify a candidate’s skills and ensure they are the right fit for a given role.

Also, don’t overlook candidates with non-traditional backgrounds who may have developed skills through self-study or real-world experience. These individuals often have fresh perspectives, innovative problem-solving skills, and the capacity and eagerness to learn new technologies quickly.

Mistake #7: Failing to establish a clear hiring process

A well-defined hiring process ensures consistency, fairness, and transparency throughout the entire process. It provides a positive experience for candidates and demonstrates the company’s professionalism and commitment to its values. Having no clear hiring process can lead to several negative consequences, including inconsistent candidate evaluation, hiring unsuitable candidates, high turnover rates, and increased recruitment costs.


To set up an effective process for recruiting software developers, it’s important to define the job requirements, develop a structured interview process, use technical assessments, and check references. Create a scorecard to evaluate candidates consistently and make data-driven hiring decisions. Moreover, communicate the hiring process and timeline with candidates to maintain transparency and professionalism.

Say Goodbye to Hiring Headaches: Recruit Remote Software Developers with Andela

Are you tired of recruiting software developers who don’t meet your expectations? It’s time to make a change.

With Andela, you can avoid the costly mistakes of hiring the wrong candidates and instead recruit remote software developers who are committed to delivering high-quality work. We offer a unique solution to help you build a team of skilled developers guaranteed to elevate your business to new heights.

With a rigorous selection process that includes coding challenges and behavioral interviews, we ensure you recruit software developers with outstanding technical and soft skills. Plus, we provide continuous training programs, equipping Andela developers with the latest tools and technologies to stay ahead of the curve.

Don’t let hiring mistakes hold your business back. Partner with Andela and hire top-tier remote software developers today.

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