Introduction
Hiring the right DevOps Engineer is mission critical for the success of any organisation. A skilled DevOps Engineer can help streamline the software development process, improve collaboration between development and operations teams, and ensure the efficient deployment and management of software applications. They are responsible for automating processes, optimising infrastructure, and ensuring the reliability and scalability of the software system. A wrong hire can lead to delays, errors, and increased costs, while a right hire can lead to increased productivity, faster time-to-market, and improved customer satisfaction. Therefore, it is essential to invest time and resources in finding the right DevOps Engineer who has the necessary skills, experience, and cultural fit for the organisation.
NOTE : Pro Tips Included inside.
It cannot be stressed enough that a lack of a streamlined hiring process can lead to missing out on top candidates. In fact, over 70% of HR recruiters have reported this issue, resulting in a negative experience for potential hires and a tarnished reputation within the talent community. To combat this, it is crucial for recruiters and hiring managers to implement an effective hiring process that will attract the best DevOps talent. In this article, we will provide a comprehensive guide to achieving just that. By following these steps, you can confidently and convincingly bring in the cream of the crop for your organisation.
Define your requirements
It is crucial to establish clear requirements for the DevOps engineer before commencing the hiring process. The Hiring Manager must effectively communicate these requirements to the HR recruitment team to ensure a smooth and efficient hiring process. This includes outlining the necessary skills, experience, and qualifications required for the job, as well as considering the company culture and team dynamics to ensure a suitable fit for the candidate. It is imperative to establish these requirements to save time and effort for the recruitment team and interviewers. The DevOps Engineer should possess fundamental skills to perform the job proficiently. Like –
- Great communication skills and team player
- A comprehensive background in operation system administration
- Advanced understanding of coding with major programming languages, such as Python, PHP or Java
- Understanding of software development methods and cycles
- Experience with automation and configuration management tools
- Knowledge of open source technologies, cloud services, servers, IT hardware, network devices.
- Virtualization technologies, databases and microservices
- Project and team management skills
- Experience with CI/CD tools and maintaining CI/CD pipelines
- Analytical thinking and skills to use monitoring tools
- Ability to resolve technical issues
- Skills in software testing
- Experience with security layers.
Above requirements are considered to be must have for a DevOps role. Extend your requirements section by including any other industry specific (like IOT, Blockchain, Fintech, Healthtech etc.) requirements or geography based compliances to follow.
Post the Job
Job posting is often the first public interaction towards employer brand, here the Key difference to notice is Job Description is not Job Posting. A job posting on Job Board is totally different from a job posting on social media. Clear short & precise communication about programming language, team, salary and company domain are the key factors to share in a short post for getting the talent intrigued and visit the more descriptive link of the same job posting. A typical example can be – āPython Senior DevOps GCP Heath-Tech Startup 150K$ā. Many top tech companies are actively utilising GPT Tools for job posting content development; hiring managers and recruiters are using AI tools for collaborating on drafting requirements and job description.
Post the job on various job boards, social media platforms, and other relevant websites. It is highly recommended to approach recruitment agencies which specialise in recruiting DevOps or similar positions rather than just relying and spamming on traditional job boards and social media platforms. Be sure to include a detailed job description that outlines the requirements, responsibilities, and expectations for the role. Also, make sure to include information about your company and its culture. When hiring for a critical position like DevOps where the companies are at war for attracting the limited talent pool it’s crucial to highlight not just the pay package or CTC but also offering other perks. Some proven strategies include clearly communicating the career advancement path within the organisation; sponsored training and certification; sponsored workshops. Pro-Tip : Offering debt relief for the candidate, if any.
It is imperative for the recruitment team to provide essential information in the job posting, including the interview process, the number of rounds, and the turnaround time. Failing to do so can lead to confusion and dissatisfaction among potential candidates. To attract top talent, it is recommended to showcase the hiring team’s work through open source blogs, codes at GitHub, and profiles of team members. This approach not only piques the interest of potential candidates but also provides them with an insight into the company’s culture and working style. Therefore, it is crucial to include all relevant information and showcase the team’s work to attract the best candidates for the offered position.
Screen the Candidates
After receiving applications, screen the candidates based on their resumes and cover letters. Look for candidates who have the necessary skills and experience for the role. You can also conduct a preliminary phone or video interview to further assess their qualifications and fit. This is usually the first level of screening done by the HR recruitment team. The second level of screening is done by involving a technical member from the team itself, this can be the hiring manager or someone designated by the Hiring Manager to help the recruitment team with screening processes.
Apart from just matching skill set keywords and years of experience, key factors to look for in the DevOps profile includes ensuring that the candidate has consistently updated with the latest tools and technologies throughout the career span. Some Hiring managers may even be willing to sacrifice more experienced candidates over the candidate with a particular skill set. This must be considered in the screening process and not rejecting profiles with niche skill sets over profiles with more experience in traditional tool sets of DevOps.
If your recruiter is just dumping CV folders with matching keywords for tools, skill sets for the hiring manager or the team to further finalise the candidates for the interview process, you are most likely to struggle with the hiring process. Although the CV may contain external links for Linkedin, github, blogs, video links specific to candidates profile, it certainly becomes hard for the tech team to look into each candidate’s online contributions.
In order to navigate successfully during this phase, it is important to gather all open data available for a candidate which certainly include github, blogs, linkedin and other social media platforms. Once all the data is captured it becomes very easy to generate a summary of a candidate’s profile, which must be shared with the hiring team and not just the CV. This greatly helps the hiring team to quickly gauge and make a call on whether to proceed further and initiate next rounds of interviews. Gathering all this information for building a candidate’s overall profile can be of great use and provides other ways of communication instead of just connecting with a cold email for interview invitation. Like a telegram handle of a candidate can lead to much better communication before dropping any email for introductory calls and initiating the interview process. This greatly impacts the conversion rate and cut short the unnecessary delays involved in communicating over email-channels.
Make sure to offer any help and answer queries of the candidates, this can be both organisation related questions or team related questions, like – Whatās the team size? Who will be my reporting manager? Some candidates may even want to know the existing tech stack being utilised or built within the organisation. It is important to involve a tech team member for answering and interacting with the candidate well before the actual interview calls.
Some Key traits of a talented DevOps includes working on MLOps, DataOps use cases and ensuring security aspects of production systems. Mitigating the risks by timely alerts and resolutions through automation.
Invite and Conduct Technical Assessment
To effectively evaluate a candidate’s technical skills, it is imperative to conduct assessments that are tailored specifically to the requirements of the role. These assessments can include coding challenges, technical assignments, or live system design sessions. Such assessments will provide valuable insights into the candidate’s proficiency in coding, automation, and other relevant skills.
It is important to note that the technical assessment process varies according to the level of experience required for the role. For Junior to Mid-Senior level roles, the process can be mostly similar. However, Senior level roles require a different approach, with more emphasis on discussions between the parties rather than question-answer sessions.
During the initial assessments, the focus is primarily on the candidate’s knowledge of operating systems, CI/CD automation, and security checks. The second round of technical assessments is more focused on use case requirements that align with the hiring needs of the company. For instance, an IoT-based company will focus on edge computing and deployment strategies, while a large social media company will look towards handling big data scenarios on a daily basis.
The final technical round with the Hiring Manager is mostly based on the candidate’s approach towards the overall architecture and system design, along with their go-getter and team player attitude. This also includes the candidate’s willingness to learn new skill sets after getting hired. By conducting thorough technical assessments, companies can ensure they hire the best-fit candidates who possess the requisite technical skills and can contribute to the growth and success of the organisation.
As per the roles and responsibilities of a DevOps engineer apart from asking core tech questions specific to a tool or technology here are some crucial points to ask and evaluate the candidate :
- How do you ensure effective team collaboration and streamline processes?
This includes communicating not just within the DevOps team but also the development team and business teams.
- How do you keep up with the latest tech trends and tools?
This is to ensure that the candidate is actively involved in learning in a rapidly changing environment of devops tools and strategies.
- Provide an example of finding/troubleshooting a bug?
This helps in understanding candidates experience and approach towards handling technical issues without affecting or minimising the down time of crucial production services.
- How you implemented devops principles and what KPIs were measured for quantifying the success matrices?
This greatly helps in ensuring that the candidate can work effectively for implementing the DevOps strategies of the organisation with clear measures for successful implementation of DevOps principles.
DevOps is a collaborative approach that emphasises effective communication and teamwork between software developers and IT operations teams. It involves breaking down silos, sharing responsibilities, and fostering a culture of collaboration.
In the context of hiring, the idea of seeking candidates with lower ego is about finding individuals who prioritise teamwork, collaboration, and a willingness to learn from others. This approach is beneficial in DevOps environments, where effective communication and cooperation are essential.
Pro Tip : Many hiring managers dwell into the importance of hiring DevOps professionals who possess qualities such as humility, open-mindedness, and a strong emphasis on team success rather than individual accomplishments. It may discuss how ego-driven individuals can hinder collaboration, impede problem-solving, and create friction within the team. Candidates with lower ego are more likely to listen to others, value diverse perspectives, and work together to find optimal solutions. They are open to learning from their teammates and continuously improving their skills and knowledge. Hiring professionals with these qualities can contribute to a positive and productive DevOps culture.
Check References
One of the most critical steps in the hiring process is checking the references of potential candidates. It’s essential to ensure that the person you’re considering has a good track record and can work well with others. Don’t make the mistake of skipping this step or taking it lightly as it can have severe consequences for your organisation.
When you’re checking references, be sure to reach out to previous managers, colleagues, or clients who have worked with the candidate. Ask them about their experience working with the person and their work ethic. Were they reliable and productive? Did they communicate effectively and work well with others? Did they have any issues with attendance or punctuality? These are all important questions to ask to get a better understanding of the candidate’s work style and personality.
It’s also important to ask about any potential red flags or concerns that the reference may have had. Were there any issues with the candidate’s performance or behaviour that they observed? Did they have any trouble following instructions or adapting to new environments? These are all critical factors to consider when evaluating a potential hire.
Taking the time to check a candidate’s references is a crucial step in the hiring process. It can help you avoid making a costly mistake and ensure that you’re bringing on someone who is the right fit for your organisation. Don’t overlook this step and be sure to ask the right questions to get a clear understanding of the candidate’s work history and potential.
Make an Offer
To secure the best candidate for your company, it is crucial to make a competitive offer that includes a competitive salary, benefits, and other relevant details. According to a recent survey, 55% of job seekers stated that salary and benefits were the most important factors when considering a job offer.
Another crucial aspect that often leads to losing a potential candidate in the industry is poor communication between the recruiter and the candidate. It is imperative to keep the candidate informed and engaged throughout the hiring process, especially once they have been shortlisted as a finalist. Sending a congratulatory letter to the candidate and keeping them updated on the final offer will instil confidence in them regarding the company. Even if there is a delay in releasing the final offer due to budget or business approval, it is essential to provide timely updates to the candidate. Providing a confirmation letter with package details can also help to retain the candidate’s interest and commitment. Therefore, it is crucial to prioritise effective communication with candidates to avoid losing potential talent.
To craft a compelling offer, research the market rates and align the compensation package with the candidate’s experience and skills. Be clear and concise in communicating the company’s expectations and goals for the role. Prepare a detailed offer letter that outlines the job responsibilities, benefits, and expectations.
It is essential to follow up with the candidate promptly to address any questions or concerns they may have. Keep in mind that the hiring process is a two-way street, and the candidate’s experience during this stage can significantly impact their decision to accept the job offer. By making a competitive offer and providing a positive candidate experience, you increase the chances of securing the best talent for your company.
Conclusion:
If you are looking to hire the best DevOps Engineer for your team, then it is important to follow the steps mentioned above. By clearly defining the job role and responsibilities, you can attract the right candidates who have the necessary skills and experience. Conducting thorough interviews and assessments can help you evaluate their technical expertise and problem-solving abilities. Additionally, offering competitive compensation packages and opportunities for growth and development can help you retain top talent. By taking these steps, you can build a strong DevOps team that can drive innovation and growth for your organisation. So, go ahead and implement these steps to hire the best DevOps Engineer for your team and take your business to new heights!
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