What to expect from your junior programmer – 5+1 things to look out for

Junior developers on the job market today can possess amazing skills, and can even show up to an interview with great references. To make your hiring process easier, we created an outline on the skills and hallmarks of a great junior developer in 2021.

Defining what type of professional you need in your growing IT team can be a challenge. Do you need an experienced veteran who is able to make quick decisions or is ready to mentor their colleagues? Or maybe you could achieve more by hiring a motivated junior professional, who’s willing and eager to deliver high-quality work under supervision. Your business needs both juniors and seniors to thrive because they add value on different levels.

There’s a catch: one company’s definition of “senior programmer” could be the next company’s ideal junior developer. For example, one developer could be considered “senior” with respect to Java development, but at the same time be considered “junior” at HTML5. So categorising and labelling applicants according to their experience is not a cookie-cutter process. Plus, there are many more things you can expect from your next junior colleague apart from having some experience. 

On another note, age-old hiring practices are becoming outdated. For example, university degrees are becoming less and less of an expectation, and you can expect juniors to have some experience nowadays. Plus, more and more companies are opening up their positions globally, even overseas due to the changes that the pandemic has brought. You have the option to recruit junior developers from all over the world and offer them remote positions.

But before we dive into the topic of juniors, let’s quickly explore the skills and capabilities of a senior developer for some context.

What can you expect from a senior developer?

Programmers in a senior role usually have 5+ years experience at a certain technology.

Seniors should be critical thinkers and practice full ownership. They are the ones you can trust in an organisation to keep the big picture in their minds as challenges and problems arise. Seniors ideally place responsibility on themselves first, whether or not their team is succeeding. Apart from being responsible, seniors are generally experts at:

  • Liaising with internal and external customers and stakeholders
  • Leading and mentoring teams
  • Driving projects and keeping the big picture in mind
  • Having an innate understanding of software systems and architecture 
  • Advanced understanding of frameworks, technologies, testing, and troubleshooting methods
  • Analysing business needs and user expectations
  • Ability to lead and mentor teams and drive projects

There are a number of areas where a seniors excel. However, having a team full of seniors could be an over-kill, because junior developers can also be a great addition to your organisation.

So what exactly can you expect from a junior developer?

When we talk about a “junior developer” we usually think of someone who has 1 to 3 years of experience in any given technology. 

As a general rule of thumb, we can say that juniors should be able to perform technical tasks independently,  but they will need some governance and consultation on a general basis. They should focus more on the code and sub-tasks assigned to them by seniors, and less on the big-picture, architecture and strategy.

In short, these are the things you can expect from a junior developer in the year 2021:

  • 1) Have a basic understanding of technologies and development
  • 2) Have demonstrable, relevant experience
  • 3) Understand agile practices
  • 4) Deliver high-quality work under supervision
  • 5) Possess great soft and interpersonal skills
  • +1) Have a strong drive to learn and progress

Let’s dive deeper into each point, and explore why they are important to have in a junior developer.

1) Have a basic understanding of technologies and development

A junior shouldn’t focus on the big picture, and should rather get busy with working on specific features of a product. But having a knowledge of what processes are involved in creating a software will make everybody’s life in the team easier. So a junior should ideally know how the development cycle goes, and it’s more than ideal if they’ve been through the entire development process a couple of times before. 

Technology-wise, your business will define what skills are most valuable, but you can expect a good junior programmer to know around 4-6 programming languages. Juniors should be excited to learn the technology stack that’s relevant for your business, so expect them to be eager and willing to learn new things. 

Top junior developer candidates will have an innate understanding of the development cycle and will know their way around the processes and the roles. So expect your junior to understand the software development process and where they fit into the big picture.

2) Have demonstrable, relevant experience

In terms of hiring, experience is still golden in the eyes of companies– but the type of experience someone has is a game-changer. Experience can be gained through personal projects, at a programming school, during an internship, or at university. So experience doesn’t always have to come from a full-time job. The bottom line is to see relevant experience on your candidate’s CV because you can expect any junior to be able to demonstrate some type of work.

You can expect junior developers to show up to the interview with a solid project portfolio and relevant programming experience. 

3) Understand agile practices

Agile software development is the universal best practice in software development right now, and around 92% of business owners think that the key to their company’s success lies in agile.

Hiring a junior developer who knows their way around sprints, or is up to make a team-based decisions will prove to be a great pick when your team works in agile. Of course, you can’t expect every candidate to have worked on a live project with agile methods, however, you can expect your new junior colleague to have a basic understanding of agile practices.

A great junior candidate will be well-prepared to start working in any software development team. You can expect them to understand what Scrum, daily standups, sprints, retrospectives, client demos, and collaborative work are. 

4) Deliver high-quality work under supervision

A junior should be able to work independently, but will need some supervision, guidance, best-practices and mentoring from senior colleagues from time to time to be able to progress and deliver the best quality of work. It’s a more senior colleague’s place to make decisions and to mentor junior colleagues, but a junior should demonstrate the motivation and the energy to learn and progress. Still, you can definitely expect a junior to be able to work on their own and to find solutions to smaller issues by themselves. Having a great work ethic and a keen eye for details will prove to be amazing features in your new junior developer.

An ideal candidate will be a confident, self-sufficient professional who won’t shy away from putting in the work to solve a challenge. Still, it’s great if they know when to ask a question or look for support from their peers. You could ask your candidate: “When was the last time you had to ask for help, why, and were you able to solve the challenge then?” Expect junior developers to have a great answer to this question, and to have an inner drive to learn and excel at their work.

5) Possess great soft and interpersonal skills

Your new junior colleague should be able to adapt to your company culture and team dynamics quickly and seamlessly. This process will be a whole lot easier with a colleague who has great social skills and who possesses certain soft skills.

Imagine a scenario where your new junior developer is expected to demo their work, but appears  to be uncomfortable presenting themselves in a professional way. Or think about initial conflicts that can arise during a colleagues onboarding and first few months. How will your new junior handle constructive criticism, communicate with their colleagues, and adapt to the changes that are bound to happen?

We know that soft-skills are in the focus of many hiring managers today, and they are just becoming more and more important by the day. Skills like presenting, feedback giving and receiving, time management or conflict management will all be invaluable in your new junior colleague. So expect them to have great soft skills, and you’ll have a faster time onboarding and integrating them into your team.

+1) Have a strong drive to learn and progress

Companies work in a changing environment, and digital transformation comes with a continuous change in processes and technologies. A great junior sees changes not as a threat, but as challenges to solve. They are happy to learn and implement new technologies, processes and ways of work. 

Personality-wise, look for a demonstration of motivation and genuine energy, plus a willingness to learn from mistakes when you’re interviewing juniors. Apart from the points on our upcoming list, expect your new junior to be open to constructive criticism, and have a real drive to progress at their craft. By paying attention to these qualities, you can make sure that your new colleague is excited and ready to learn and work in your team.

During the interview, you could ask your candidate to tell a story where they were able to learn from a mistake and get them to explain how they handled the initial criticism. Or you could ask them to tell when they supported their team, even though they did not 100% agree with the direction the team wanted to take. Hearing these stories could give you a great general idea about the type of person your candidate is, and about the level of support and commitment they can give.

Ready to find your next junior developer?

If you’re looking for a candidate who has a checkmark next to every item on this list, consider partnering with Codecool. Codecool graduates are great junior developers that can tick all the boxes on your list of expectations, and help your organisation grow. Our motivated junior professionals can deliver high quality work from day 1 in your projects.

Interested? Get in touch with us and let’s talk business. We’re excited to hear from you!

Motorola Solutions Launched Developer Academy Powered by Codecool

Motorola Solutions in Poland teamed up with Codecool to train 26 developers in the newly established Motorola Solutions Academy last year. The selected participants attend the 7-months long training programme for free. 

The Academy was founded by Motorola Solutions to tackle the IT talent gap hitting many IT companies across Poland.

Almost 500 people applied to Motorola Solutions Academy, a special training programme developed by Codecool Poland for Motorola Solutions. From the 500 the 26 best were selected in a thorough selection process. 

During the 7-month long education programme the participants learn solid back-end or front-end developer skills from scratch. Graduates are guaranteed to be employed at Motorola Solutions in Krakow.

How were the participants selected?

The recruitment and selection process, as well as the learning path of the programme was tailor-made for Motorola Solutions by Codecool, a leading programming school in CEE. Codecool provides full-stack developer and short-term IT specialists courses across Poland, Hungary and Romania. 

To find the most suitable candidates for Motorola Solutions, the school’s mentors and recruiters:

  1. filtered almost 500 applications,
  2. conducted 100 interviews and
  3. evaluated 80 beginner level coding task submissions.

What's next?

The free training programme started in December 2020. Students are spending 6 to 8 hours per day from Monday to Friday for 7 months to learn their brand new profession. 

The curriculum is structured around an alternating weekly schedule. One week participants have lectures and workshops at Motorola Solutions, as the pandemic situation and the current regulations allow. The other week they work individually or in teams on their own projects. 

Students not only learn the latest technologies, but also improve on their soft skills to ensure a smooth onboarding to the Motorola Solutions after their training.

The Motorola Solutions Academy vision

“Motorola Solutions is an ever growing company with a high demand of IT professionals. Multiple new employees join our Krakow office each month. We run different software projects from developing critical communications, command & control systems or intelligent public safety applications, to creating an image analysis software with artificial intelligence. 

As finding the right talent on the market is often time-consuming and challenging, we decided to walk a different path. 

With the support of Codecool we set up the Motorola Solutions Academy to train the exact talents we need. This cooperation gives us an opportunity to benefit from the proven, practice-oriented education method of Codecool, and combine it with the knowledge and values important for us.

We look forward to starting working together with these highly motivated students Codecool found for us”, commented Jacek Drabik, President of Motorola Solutions Polska.

We are proud to make Motorola Solutions Academy happen

“Working on Motorola Solutions Academy has been one of our most inspiring projects in Poland. 

We truly believe that the way Motorola Solutions chose to fight against the labor shortage is one of the most effective ones. While the recruitment process, the development and the implementation of the education programme was outsourced to Codecool, the integrated programme fully reflects Motorola Solution’s needs. 

At the end of the 7-month training 26 ready-to-work employees will join their team. They will know the technologies used by the company, the projects they are going to work on, and the company itself. Onboarding costs will have been saved as well“, said József Boda, CEO of Codecool.

3 IT Recruitment Challenges in 2021 – and Why They are Actually Opportunities

Obviously, there are much more than three challenges that recruiters must face today.

Low diversity, shrinking networks, corporate hiring and individual career-change freezes, virtual recruiting, a growing digital talent skills gap… And the list could go on.

We picked the last three from the above list because we believe they are not only very pressing problems today, worsened by the pandemic, but also because they are connected somehow. If we look at them closely we might find that they are not just challenges, but also opportunities.

If managed well, they may become our chance to gain advantage in a strained race for digital growth.

How?

Let’s check it out.

 

1. Virtual recruitment is the new normal​

After being forced to transition to online recruitment from one day to another in 2020, today we see there is no way back. 84% of recruitment professionals in EMEA agree that virtual recruiting will continue post-COVID and 70% believe it will become the new standard.

Many of today’s Gen Y job seekers would not even consider a company with outdated hiring processes. Different job seeker groups may find digital selection processes uncomfortable on the other hand.

How is this a challenge?

It is easy to see. Virtual recruitment can be impersonal, technology is sometimes a challenge or obstacle to overcome, and there is an increased number of irrelevant responses from candidates who would not enter an on-premise, face-to-face recruitment process.

How is this an opportunity?

Digital and virtual hiring can be much faster and cheaper. It supports a global recruitment for remote work, opening up the possibility to hire from a vast talent pool, including an emerging CEE talent hub with multiple benefits. It also offers momentum for realising long planned automation and innovation projects.

 

2. A career-change freeze trend is slowing down mobility

Prospering industries have been brought down and several individual businesses going strong previously were heavily shaken after the break-out of the pandemic and due to prolonged restrictions, only forecasting the shadow of a possible economic crisis. Initial response after the first shock included hiring freezes and layoffs even at the most stable companies. 

With a growing number of people losing their jobs and a steady income, individual job security started to become more and more important, and career ambitions featuring risky moves less and less urgent, impacting the talent market.

How is this a challenge?

Those who could keep their jobs are more risk-aware now. They are less likely to make a move for more fitting or exciting propositions at a different work place, which obviously decreases the available quality talent pool.

How is this an opportunity?

Your own employees might be in a similar situation and now more interested for internal career opportunities. Providing you with a unique chance for strengthening their loyalty, upgrading the organisational skillset, and at the same time saving the higher cost of layoffs and external recruitment.

 

 

3. The digital skills gap keeps widening

There are multiple reasons behind the continuous growing of the tech skills gap, and the discussion about how to close it has been a central one for years now. There are 41 million tech jobs to be filled today, and there will be an additional 149 million to fill by 2025. Besides the software and information tech industry the gap is more and more of a pain point for all other industries, too, and tech skills are now required at more and more traditionally non-technicals positions, too. 

The #1 hard skill to recruit for is coding, besides the #1 soft skill, which is empathy – an enabler to tackle the unforeseeable challenges of a possibly very different, and definitely digital future. And universities just can’t keep up or provide the flexibility to meet the ever-changing and growing market demand.

How is this a challenge?

How it is not, right? Obviously it is already difficult to fill positions that require special digital skills, and even more difficult to find candidates with equally developed hard and soft skills. Digitalisation projects are delayed, and existing digital teams are many times exhausted.

How is this an opportunity?

If digital skills are in high demand at employers, then they are the best bet and attractive targets for self-development for individuals, as investment in the future. Often it is relatively easy to motivate otherwise valuable employees without any IT background to enter re-skilling programs, and IT professionals to up-grade their skills to match newer digital innovation projects. 

Adding more flexible, effective and faster alternative sources of digital talent might also provide a real competitive edge – due the intense race for talent on the market, and the direct impact of the result on the speed and quality of digitalisation. 

 

Of course, it sounds all nice and easy, and it only gets hard when thinking about how to actually implement the suggested ideas. 

You may very well ask yourself: Where do I start hiring globally? How will I assess applicants from foreign cultures in an impersonal hiring process limited to the virtual space, and how do I manage my deadlines, too? 

How will I offer meaningful and quality internal digital training programs for my employees, suited for the different levels of their knowledge? Or how do I find open digital courses for them that actually meet my exact needs regarding hard and soft skills? 

These are obviously new challenges in themselves, requiring new solutions. 

Solutions like the ones Codecool offers. We are here to help.

We connect CEE digital talent and digital businesses around the world, and make sure to provide candidates with the exact needed skills in the process. We offer accessible open courses and tailored corporate training programs supported by pro mentors leading face-to-face sessions, a project based training method, agile team work and a growth mindset. 

We also offer recruitment services building on our vast junior and senior digital talent network, and successful recommendation system. Corporate digital academies powered by Codecool  find, hand-pick, train and onboard the digital talent our partners need.

 

Let’s turn your challenges into opportunities. Check out our services, send us a message and let’s discuss how we can help you.

Hope to talk to you soon!

New to Recruiting Tech Talent Globally? 3 Ways a Local Partner can Help

Going global in hiring tech talent seems more and more not only a viable but also an inevitable option. Let's see what are the key challenges and how a local "friend" could make it easy to overcome them.

The pandemic challenged us to move work online last year fast, with the hope that we will soon return to normal. But then we slowly started to realise that “normal” is just one way we used to do things before and we may never really return to it. Partly because we will not be able to for a bit longer, and partly because it proved surprisingly productive and can also help us tackle the climate crisis.

Today, online work looks to stay with us and be very much part of our long term futures, too, part of a new normal.

The side effects on tech recruitment?

  • Digital industry going strong: Companies soon realised last year that they needed to speed up digitalisation to accommodate to a new, virtual way of work and living, and also to stay relevant. Investments in European tech grew last year, and together with government intervention to tackle the economic recession helped the industry to further expand.
  • The tech talent gap narrowing down: Several other industries suffered, and thousands lost their jobs or started to worry about job security. In some countries this led a trend in re-skilling to tech and the narrowing of the tech talent gap narrowed in some countries for the first time in a long time.
  • Recruitment going global: All those miles and kilometres between companies and work force seem much less relevant than before. Remember, tech is the field where 99% of workers can sit behind their laptops and do their work from anywhere in the world. Or at least from parts of the world in similar time zones. Our new, online way of life just opened us to a new, global tech talent market.

To fuel further digital growth and  find the best of the international tech talent, however, you must step out of your comfort zone and focus on 3 key challenges in this new, global playground. We believe that getting help from a great local partner might not just help with these challenges, but in the end make all the difference for you. Let’s see exactly how.

1. Don’t compromise: Find your true fit

"Though helpful, it is not about whether the person was from MIT, Harvard or Google.

The first thing to look out for is a fit. The values of the company and candidate must align.”

[Desmond Lim, CEO and Co-founder, Workstream / recruitment.com]

Once we presented a selection of junior tech developers fitting the requirements of one of our clients. They interviewed each and we were surprised to learn that they did not finally pick the person with the most relevant project experience. We asked our client why. It turned out that the student they picked was an enthusiastic table football player. Our client has football tables in their office and the game is a big deal for them, core part of their culture. They saw a group of similarly skilled engineers, and in the end, this small detail made all the difference for them.

Fit is obviously not just about hobbies. Often it is about values, drive, communication skills, feedback style, attitude to failure, openness to challenges, resilience to stress, a good vibe, and many other soft traits and skills.

But how do you find your true fit outside of your direct network, during some zoom interviews, from another country, probably with subtle cultural differences? This is the first challenge.

What works for our clients from around Europe is to let us use our local presence to hand-pick the best talents for them and offer them a short list of candidates matching their corporate style and culture. This works only because we make sure we get to know each other well in the beginning.

Also, we develop tech professionals that we ourselves would be happy to work with. We make sure to grow and nurture talents to become not only the best digital experts, but also great international team members, too.

2. Don’t lower the bar: Demand quality

“Recruiting tech talent is about finding the right mixture of technical skill and culture fit. Neither can be sacrificed for the other — you really need both.”

[Marc Boscher, Founder & CEO, Unito / recruitment.com]

Sure, fit is must have, but skills and experience are just necessary, too. You need the best competences in place for each specific role and task to get work done fast and in the top quality.

But how do you make sure there is real, practical and relevant craft behind the degree, the confidence and the industry terminology your candidate is flaunting at the interview, when you are out of your own networks, without your usual points of references? When a growing number of non-tech workers are looking to re-skill to tech fast, taking the easy way with short bootcamp courses?

And how will you find knowledgable experts in an international market with experience in your technology, which may be big in your country, but possibly less relevant in others?

First of all, a local “friend” with credentials and a proven track record can help you our here. Obviously no one will know better the quality of local tech resources than a really good local tech talent agency or training partner. You will want to look for one with a transparent, thorough selection process and a tried-and-tested training methodology.

To make sure your demand for specific technologies is also met, sometimes tailor-made trainings are the best and cheapest solution. When looking for a partner, make sure to check flexible curriculum options, too, adjusted to your needs specifically.

In the end, what really takes the pressure off is to have guarantees in place, like flexible trial periods and different sourcing and training options. Hiring is a huge commitment. Make sure you have a chance to try and test candidates first, and make big decisions only later.

3. Don’t lose momentum: Hire fast

“The number one gap I observe in the market between candidates and employers is hiring timeline!”

[Chris Menendez, Lead IT Recruiter, Hays PLC / recruitment.com]

Regardless of wherever you hire from, your deadline remains the same. Digital change is faster than ever and you need the right people to make it happen today – tomorrow is already late.

How do you manage to find and get the best candidate with the right fit and skillset fast enough in a vast global talent market without your well-known channels and processes? 

We suggest you look for a partner with a big and active network of quality tech talents readily available and flexible recruitment processes, offering you access to a top talent fast lane. The complete hiring process from our students and graduates normally takes 4 to 7 days for our clients, from briefing though short listing and interviews to sourcing agreement. Why waste time when there are resources available and work to be done?

These are just a few of the challenges that a local digital training and hiring agency can help you out with in global recruitment. Local laws, tax rules, international security regulations and bureaucracy are also so much easier to navigate with the help of a competent, experienced partner with end-to-end service offerings. With all these off your shoulders, global recruitment might not even push you out of your comfort zone in the end.

Codecool has offices and programming schools in Hungary, Poland and Romania currently, and is opening new offices in two further European countries this year. We’re serving 200+ clients all over Europe and our 1000+ graduates work at companies around the world. With our proven training methodology and flexible curriculum, hands-on selection process and pro recruiters we are ready to help you, too, as your local tech talent development and recruitment partner.

Follow us for more on Linkedin!

Whether you need IT specialists or you are looking for company trainings, you will find the solution with us.

 

„The old models are crumbling down” – we attended HR Fest 2020

The big yearly HR Fest conference in Hungary was last week, fully online for the first time ever. We were there, too, Codecool’s Head of Sales, Lea Kalocsai hosted the ToborZóna (RecruitZone) session room. One of our favourite events every year, touching also on subjects that matter for us most: training and sourcing of talents. In our case, tech talents, even with no IT background whatsoever.

After looking at the programme, we panicked. So. Many. Options. A main stage and 5 to 6 session rooms running in parallel. How will we ever not miss at least the most exciting stories and presenters? 

Obviously, we had to prioritise and choose. And we did just that. Still we ended up with running from session to session, and finally enough inspiration and ideas to think about for at least another week. 

So, we decided not to try dumping all of our insights summarised in one overview piece for you, as we wanted. Instead, we picked one of our favourite presentations that especially spoke to us, for a little dive-in.

Photo by Robert Markowitz

Steve Rader was one of the big stars of the event this year and for a reason. Being with NASA for more than 30 years, currently Deputy Director for the Center of Excellence for Collaborative Innovation – his titles sounds quite impressive already.

If you listened to him at HR Fest Online in May, you also know that he is a passionate advocate of an open-talent world and crowd-sourcing innovation. These are concepts worth their own blog posts, so we would not go in detail about those at this time.

In his presentation at HR Fest 2020 Steve raised 3 specific ideas that especially resonated with us. We thought you might find them inspiring, too.

Idea #1: Innovation is no longer an option, but still a challenge 

Sounds like a cliché already? That’s totally right. But it’s a cliché many keep repeating and few take seriously yet. 

Steve says innovation is not about getting ahead in the race. It’s not some icing on the cake, some pet project to attend to when you have the time. Today you have to innovate just to keep up with everybody else. To remain competitive and relevant. It’s that black-and-white.

Digital innovation is faster and faster and is happening across domains. Just look at 3D printing used in prosthetics, mechanics, fashion or the food industry. Or machine vision used for picking produce in farming, for calibration in mechanics or for safety in autonomous vehicles.

Therefore, he suggests, your innovation problems may only be solved by innovation from out of your domain. You should employ brains coming from different domains (crowdsource innovation), and you should be able to come up with the right questions for others to solve.

Idea #2: Learn tech – even if it’s not your focus

From Steve’s line of thought at least 2 reasons can be derived about why it is wise to study technology. 

One, for innovation leaders: because you need to at least “speak a little bit of tech” even to raise the right questions. If you are not the person working on solutions, you are probably one of those defining the problem and putting the questions. If you try to do that without understanding technology, that is, the means of the solution to at least some extent, you will not get very far in the process.

Two, for innovators: because they need to have the overview, the tools and the mindset at hand to help solving today’s problems. Knowing tech is not just about knowing code. It’s so much more. It’s about understanding systems, logic patterns, how to connect dots, how to fail early and how to keep learning new things. 

Idea #3: Outsource selection and training – make your life easier

In Steve’s experience, efficient innovators or problem solvers have to learn in 60% of their time and work on problems in only 40%. But then in this 40% they will probably deliver as much as six times more value than without all that time spent on learning. Because learning boosts effectiveness via increasing skillset, creativity and motivation at the same time.

He believes in life-long learning and looking at learning as if it was part of your job. The right approach, he says, is „life-long learning built into and agile workforce that can actually adapt to the changing market place and the changing way of work.”

To achieve this, Steve suggests that companies should outsource selection, pre-onboarding and upskilling of the work force to release the growing pressure on HR. Centralised hubs partnering up with companies focused on solving challenges could do these much more efficiently, in his view. They are already up-to-date with all the skills required for the fast changing challenges, and they are not pressured by the business challenges on their shoulders. 

These three ideas confirm our belief that we are doing something really good at Codecool. Helping companies by training and sourcing their digital talents. Supporting life-long learning of future-proof skills. Enabling digitalisation. 

They also project an exciting, and probably very close future for all of us. Open-talent platforms. Crowd-sourced innovation. More freelancers than employees by 2027 on a global scale. New HR models and new company structures. „Passionate crowds, voluntarily joining to create and find out and contribute to solving challenges.” 

All-in-all, really truly exciting changes. 

We are ready for them. 

Are you?

Whether you need IT specialists or you are looking for company trainings, you will find the solution with us.

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