HR’s Checklist to Hire Mobile App Developers

Are you an HR professional who’s tired of reading countless articles on how to hire a mobile app developer? If so, you might need an article that lists items required, things to be done, and points to be considered for this process. Worry not; we answer all your queries in this article for a 10x easier and smoother hiring process.

8-Points Checklist for HR to Hire Mobile App Developers

1. Understanding Your Project Need

Initially hiring managers need to understand which OS(operating system) the app is going to run. If you want an app that is specifically designed for a particular operating system, such as Android or iOS, then look for developers who have expertise in programming languages such as Kotlin or Swift.

On the contrary, programming languages such as Flutter, JavaScript, and React Native allow a mobile app to run on multiple operating systems using a single codebase.

2. Crafting a Clear and Concise Job Description

A job description is often taken merely as a list of duties and responsibilities, however, HR needs to be conscious of the fact that it is more than that.

It sets down your company’s preferences for an app developer in terms of qualifications, skills, experience, and other requirements. It helps the candidates determine if their skills and experience fit the role. A good job description answers important questions that a candidate has, such as:-

About the company: Introduce the candidates to your company by providing information about your company’s name, vision, and niche.

Job title: The job title should be concise and straightforward, such as “Full-time Mobile App Developer for Native iOS.”

Job Summary: The job summary should provide an overview of the company’s expectations from the candidate and should be concluded in three to four sentences. For example, “We are looking for a mobile app developer with a deep understanding of Swift and a sharp desire to work on inspiring and significant projects.

Roles and responsibilities: The roles and responsibilities section should outline the specific tasks and duties that the candidate will be responsible for, such as having a deep understanding of the programming language, building, designing, testing, debugging mobile apps for high-quality apps, and coordinating with other departments to work efficiently on projects.

Qualifications: Qualifications may vary from company to company; however, some basic qualifications of a developer include having a Bachelor’s or Master’s degree in software development or having an IT background, proficient understanding of Swift (or any other programming language) with experience (as per required ), and a deep understanding of coding tools and new trends in the market related to mobile app development.

3. Utilizing Various Platforms for Sourcing Developers

Sourcing refers to finding and reaching out to potential candidates through various channels. However, sourcing candidates and drawing them to apply is difficult.

Therefore, HR professionals need to find contemporary channels to hire suitable mobile app development applicants for the role. Here is a list of ways to source candidates using various platforms:

Job Board: Job boards are online platforms connecting recruiters with job seekers. Companies post job openings and candidates apply for the role. Famous job Boards Worldwide:-Indeed, LinkedIn, Google for jobs, ZipRecruiter, Monster, Dice, Upwork, and Glassdoor.

Recruitment agency: Recruitment agencies act as intermediary firms between companies seeking employees and job seekers. They are responsible for identifying top talent, matching their skills with the company’s requirements, and sending them to fill open positions in those companies. The best tech-related Recruitment agencies are Adecco Bridge, Technical Talent, Diversant, Epitec, Frontline Source Group, and Insight Global.

Referrals:-Referral hiring is an effective way to find suitable candidates for a company. This involves hiring individuals who have been referred by someone with whom you share professional connections. Persons whose referrals can be considered:- Employees, Former colleagues, Professional contacts, Clients, Professional contacts, Networking connections, and Alumni networks.

Social media platform: HR can take advantage of social media platforms used widely by developers or tech professionals. Using appropriate hashtags and advertisement tools for job posts, HRs can reach potential effectively will help you in reaching potential applicants. Social media platforms that can be used for hiring are Twitter, Linkedin, YouTube, Facebook, and Instagram.

4. Screening Resumes and Portfolios to Shortlist Candidate

Resume screening helps identify potential candidates whose skills and experience match the job requirements.

The screening process involves manually reviewing resumes or using automated tools to evaluate applicants’ qualifications, educational background, previous experience, and technical skills. Several automated screening software options are available that can help by scanning for specific keywords.

Some of the top five options include Pinpoint, Manatal, Freshteam, SmartRecruiters, and Lever. After the screening process, contact those who appear to be an excellent fit to gauge their interest and availability for an interview.

5. Designing or Selecting Appropriate Technical Assessments to Evaluate Candidates

When hiring a candidate for a technical role, it is not always enough to rely solely on the information provided on their resume. HR can consider incorporating a relevant technical test into the hiring process to better assess their skills.

This could involve a short coding assignment utilising technologies like Java, CSS, or React. It is also recommended to encourage app developers you are hiring to propose solutions and participate in discussions with your team, which will help evaluate their problem-solving abilities and overall technical aptitude.

By taking this approach, you can make a more informed hiring decision. There are two types of technical tests or assignments that you can consider for your upcoming hiring:

1. Home assessment: This coding assignment aims to test the developer’s knowledge of a specific programming language. You can provide candidates with an assignment that includes coding implementation for iOS or Android, navigation flow, API integration, or logic screen. This test can be given as a take-home assessment so the candidate can solve it patiently.

2. Live Coding Interview: This test is suitable for checking the problem-solving and under-pressure working capacity of a candidate. It is similar to the above test, but candidates will be asked to solve coding problems in real time. Meanwhile, the interviewer can add some technical questions to ask in between to reveal the thought process of the candidate.

6. Conducting Thorough Reference Checks to Verify Candidates’ Past Performance and Reliability

Conducting a comprehensive reference check is mandatory to ensure that you hire the right app developer. It involves checking the candidate’s reference contacts and contacting them to gain insight into their past work reputation, performance analysis, character assessment, and team management skills ( This process should be done after informing the candidate and having their permit ).

Given the increasing prevalence of fraudulent IDs and educational certificates and rising crime rates, HR managers should consider background checks a crucial step in the hiring process. This step focuses on verifying educational certificates, criminal records, and document identification.

7. Secure the Candidate’s Approval by Extending a Job Offer

An offer letter is an official document that serves as a contract or evidence of the candidate’s employment. It is given by the hiring manager to the candidate who has successfully passed all the selection criteria, from screening and technical assessment to identity verification, and is a perfect fit for the role being recruited.

The offer letter should be given only when the candidate is ready to join the company. It should introduce the candidate to their job title, description, work schedule, salary, and joining date. Recognize that skilled talent is valuable, so be prepared to negotiate within reason to secure the perfect candidate for your team.

8. Facilitating a Smooth Onboarding Process

As an HR representative, you have a unique opportunity to create a positive first impression on new hires. To ensure their success, it’s important to initially create an environment that brings out the best in them.

This can be accomplished through a thorough onboarding process, including introducing them to other employees and making them familiar with their workspace and work policies.

As an HR professional, it’s your responsibility to help facilitate a smooth onboarding process so that new hires feel welcomed and appreciated.

Wrapping up

With the advancement in the technological sector, mobile app developers are playing a crucial role in building a fully functional app for companies or projects. In this venture, HRs use a systematic approach from defining the company’s needs and identifying the required developer’s skills to choosing a top candidate that can build mobile app and this blog’s checklist prepares the HRs for their hiring process and avoiding mistakes.