Hiring top Python developers can be difficult if you don’t know what to look for in the job application process. Luckily, there are things you can do to ensure that your team of Python developers are up to snuff and will be able to handle the tasks you throw at them without issue, including getting references from former clients or checking out their code on Github or StackOverflow. The key is to learn how to hire Python developers, so you can better ensure that your company’s projects are being handled properly and efficiently.
Know what you need
What do you need from your developers? Are you building an iOS app or a B2B solution? Is it for Android? Do you need it for macOS, Windows or Linux? You’ll have to know what technologies and platforms you’re working with in order to start looking for developers who can work with them. If you already have some of these things figured out, great! If not, start by writing down everything that comes to mind about your project. Then prioritize those features based on their importance and urgency (or scope). Once you know what features are must-haves for your project, make sure you hire Python developers who are familiar with those specific languages/technologies/platforms.
Know who can do it
Before you hire anyone, you need to make sure they have a solid understanding of Python. You don’t want to hire someone who has no idea what he or she is doing. Most positions require developers who have at least three years of experience working with python, but some positions require even more experience. If you’re not able to screen applicants based on prior knowledge and skills, ask them directly about their past work history. Did they use Python? For how long? How much experience do they have? What do they like most about it? When was their last project using it? Can they point out its weaknesses? These are all important questions that can help screen a great candidate from an average one.
Use Tools to Cope with Complexity
Hiring developers is a time-consuming, complex process. Finding highly qualified professionals with a mix of technical and business skills isn’t easy. It’s not unusual for a hiring manager to spend weeks sorting through dozens or even hundreds of resumes only to find candidates lacking in both experience and education. Hiring developers is particularly challenging because very few companies can afford to offer salaries that compete with tech giants like Google and Facebook. More often than not, you will have to hire developers from mid-tier organizations with more reasonable compensation expectations.
Define the outcomes
What will you expect to accomplish by hiring Python developers? Are you hiring for a specific task, like building a website or application? Or is your goal longer-term and strategic, like increasing efficiency in your organization by decreasing maintenance costs? Having outcomes defined will help you define what kind of talent you need and what qualities those candidates must have.  A good place to start is with a job description that’s a real win-win situation: not only does it attract people who already know they want to work there, but it also encourages applicants who are excited about the job opportunity.  It’s also important to decide if you’ll hire employees or contractors.
Deliver on time, every time
You can’t hire great people and then not expect them to deliver great work, so build a hiring process that ensures you invest in people’s continuous improvement as well as their communication skills. If a person doesn’t improve over time, they’re not going to be able to help your company grow either. If you get these areas right from day one, you’ll find hiring becomes easier over time because it becomes more about retention than sourcing. You’ll have enough of a track record for great candidates to come knocking on your door.
Invest in continuous improvement and communication
It can be difficult to find experienced software developers in a particular programming language. While it’s best to hire a few new developers as possible, hiring a new developer with experience in your language of choice could mean less time training and more time building. However, make sure you’re selecting developers who are also constantly learning new technologies (or at least willing to). Ideally, these employees will be motivated by personal interests and aren’t looking for an excuse to slack off from their existing workload. While finding veteran developers isn’t impossible—and they may be worth their higher salaries—you should invest time into making continuous improvements to your business or development process even if you already have a team of highly skilled engineers on board.