5 Qualities to Look for When You Hire Java Programmers

Java is a popular and in-demand programming language among employers, as some of the world's largest tech companies such as Google, Amazon, Instagram, etc., use Java to build desktop applications and back-end web systems. Hiring a talented Java programmer is critical for businesses to build scalable and high-performance software solutions.

Java is the closest thing to a lingua franca in the IT industry (idiom meaning common language). It is a computing platform that is used to run portable programs on desktop and server computers. In layman's terms, it aids in the development of applications and their distribution across platforms.

In this article, we will discuss the top 5 qualities to look for while hiring Java programmers. Let’s get started.

Hiring dedicated Java developers is a major concern for businesses wanting to remain ahead of the curve in the age of digital transformation. Java continues to improve, and these new advancements have resulted in increasing corporate usage of the programming language. The good news is that the software sector serves as a breeding ground for new talent, so you'll never be short of possibilities in the Java marketplace. If you're seeking to expand your development team, here are five qualities to look for in a Java programmer to help you find the right person.

When hiring new Java professionals, it is critical to assess applicants for their programming skills as well as their understanding of the language's ecosystems. Candidates should be well-versed in object-oriented programming. They should be familiar with data types, threads, and Servlets, as well as the fundamentals of the class loading system.

If you want to recruit a junior Java programmer for a network or distributed application, the candidate should be familiar with protocols like IP, HTTP, FTP, and others, as well as sockets like RMI and RPC. A Java-based web application developer must have a good understanding of service-oriented architecture and web services such as SOAP and REST. He/she should also be familiar with web technologies (HTML, CSS, JavaScript, and jQuery), JSP/Servlets, markup languages like XML, and web frameworks like Struts and Spring. If a developer needs to work on Java UI, he/she should have some experience in working with Triggers, Cursors, Stored Procedures, and SQL queries.

When seeking a senior Java programmer, look for someone with 3 to 6 years of expertise in building Java-based applications. Such applicants should be capable of writing efficient, clean, and understandable code. They should have a solid foundation in object-oriented programming as well as an extensive understanding of J2EE. They must be capable of managing errors and debugging. Their responsibilities will also include writing complicated SQL queries, and therefore, developers must have previous experience with query management. Exceptional Java developers are also well-versed in runtime and garbage collection to resolve memory-related issues.

Furthermore, writing a detailed and effective job description is more important than you think. Writing an excellent job description is the first step in attracting top talent to your organization. A well-written job description not only attracts the right talent but also eliminates non-qualified candidates. A complete job description includes the following sections:

• Job title
• Where the function fits within the team, department, and larger organization
• Reporting structure and other important interactions
• Key areas of responsibility and expected deliverables
• Objectives for the short-term or long-term roles
• Possibility of advancement and promotion
• Soft skills and personality attributes required
• Perks and benefits

No matter where you are in the hiring process, if a Java programmer has the necessary Java expertise but lacks the attitude to fit with your company's culture, it should raise a red signal. Java programmers can demonstrate their abilities during the interview process, but before you award them a contract, have them meet with other members of your team. If you don't feel a connection, they might not be the appropriate person for you. Finding a solid cultural fit should be a key consideration when you hire a Java developer, and you may need to widen your search to bring in someone who can immediately make an impact on your team.

But keep in mind that finding a Java programmer who fits your company's culture isn't only important for new hiring but also to think about in the contract market. Finding someone who is a good cultural match is critical, and Ben Townsend of FRG Technology Consulting advocates for it. "A contractor comes into a business, they're very well compensated, and you don't want to upset the apple cart," Townsend explains. "So you need someone who is not just knowledgeable about the sector but also a people person, not simply a technical contractor," Townsend adds that by spending the extra time to ensure they fit culturally inside your firm, you may hire Java programmers who will continue with you for long-term projects and may even become a permanent fixture.

Every Java programmer should be able to efficiently generate, deploy, and manage code. Part of their main responsibilities should also include resolving any issues that arise during the testing cycle and providing workable solutions. When hiring, you'll need to go beyond a CV to determine whether the candidate has the qualities you're looking for in a Java programmer. To find out, take a technical test where they can demonstrate their problem-solving abilities. However, regardless of how competent a Java programmer is, if they forget to mention any sophisticated approaches in their CV, remember to delve further to see if they meet your criteria.

According to Barnali Sabhakriti, Director of Recruitment at Synechron, “Look for a dedicated Java developer who is not only technically strong but also has practical expertise in fixing Java challenges”. As a result, Sabhapandit suggests hiring a Java programmer who "understands large-scale business systems, design patterns, and multi-threading methods, as well as JavaScript, CSS, and HTML." The good news is that there will be a wide choice of Java programmers available to fill whichever function on your team you're trying to fill.

Every Java certification, extra project, and extra skill a Java programmer can demonstrate should be a key indicator of whether a programmer has a logical problem-solving mindset, and for competency-focused questions, you could use the STAR interview strategy to gain a better understanding of their skills. The Situation, Task, Action, Result (STAR) approach allows interviewers to ask behavioral questions, pushing the applicant to provide real-world examples and situations of how they've utilized Java to solve development problems. So, while looking for your next hire, one approach to verify they have the proper basic Java abilities is to assign them logical challenges, which will help assess their problem-solving skills while analyzing their coding competence.

While a certain skill set may be required, looking at the big picture and recruiting for the future may be more helpful in the long run. If you don't review a CV properly while looking for the ideal Java programmer, you can discover they've only worked with one version of Java, which, if you want to expand your firm, is probably not a good fit. Even if a Java programmer has only worked with one platform in their prior employment, a developer who is enthusiastic about their work will take the time to acquire new abilities that will aid them later down the road.

To avoid employing a one-trick pony, explore the permanent and contract marketplaces for a Java programmer who can demonstrate technical proficiency while also being motivated to acquire new approaches and expand on theoretical Java knowledge. Java is widely used across the development spectrum; it is always changing and expanding its user base, thus Jonn Farr, Development Manager at Ideagen, recommends that the Java programmer you employ be able to keep up with these changes and improvements.

"We need someone adaptable in their approach to development when you hire Java programmer," Farr explains. " We need someone who can keep up with Oracle's rapid release cycle for new Java versions and employ the most up-to-date methods made available with each new JDK." When making your final decision, ensure that the Java programmer you choose can manage the complete release cycle. To be successful in the position, they will need to know more than just the current JDKs; they will also need to have familiarity with previous and future Java cycles.

Every company employs a different technology and framework to get their application up and running, therefore you must hire someone familiar with your chosen technology. To effectively build an application, your company must stay current on the Java lifecycle and the most recent product releases. When hiring a Java developer, you'll need someone familiar with not just the most recent LTS version of Java, but also the rapid release version and prior versions that are still widely used in business. When recruiting a Java programmer, the capacity to learn and be adaptable is vital. So, before making a final decision, make sure that candidates are aware of Java 8 streams and libraries like Guava and RxJava, as well as how Java 9 modular systems may affect projects.

Finding a developer that has an additional working understanding of Java libraries and frameworks may help you obtain a better class of Java programmers, as this shows they've not only taken the effort to educate themselves but they're also prepared for the larger commercial world.

If you can find a Java programmer with all the above-mentioned traits, go ahead and hire them.

Hiring is a time-consuming, challenging, and expensive process. You should put effort to make the recruiting process a dialogue rather than a test. Each level (informal conversation/screen, first test, practical test, interviews, etc.) should be considered a discussion opportunity rather than an obstacle for the candidate to overcome. If you want to employ the top Java programmers, you must give them the opportunity to demonstrate their abilities.

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