Last Updated on July 24, 2024
Looking for development specialists?
In this guide, I will walk you through vetting specialists and what considerations to take note of when hiring.
Let’s get started.
Table of Contents:
Why vet the specialist before hiring?
Well, the unfortunate truth is that when you hire SharePoint developers without proper vetting, it can lead to significant challenges.
At the very least, you need to make sure that the candidate has the necessary skills and experience.
Here’s a quick list of reasons why vetting is essential:
- Confirm the specialist’s technical abilities to avoid mismatches.
- Ensure the SharePoint developer has relevant experience, especially in projects similar to yours.
- Determine if the specialist aligns with your company’s values and work culture.
Beyond these points, proper vetting helps in setting clear expectations and avoiding future misunderstandings.
It’s also important to make sure that the candidate is up-to-date with the latest Microsoft SharePoint technologies.
That’s because knowing the latest technologies is important if you want to maintain a competitive edge in the industry.
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Considerations When Hiring
Let’s go over these items:
1. Define your requirements
Before doing anything else, you must clearly outline what you need from the role. 😅
This helps ensure that you find dedicated SharePoint developers with the right skills and experience for your projects.
Here are some key areas to consider:
- Determine the size and complexity of the projects the specialist will handle.
- Identify the specific SharePoint features and tools the candidate should know.
- Decide whether you need a junior or senior specialist based on the project’s demands.
If you define your requirements clearly, you will be able to set clear expectations for both the employer and the candidate.
And as I explained earlier, it can help avoid misunderstandings, especially in what you need from the candidate.
Additionally, it can guide your interview process and make it easier to ask targeted questions and assess candidates’ suitability.
2. Key skills and qualifications
Naturally, the key skills and qualifications are important if you want to hire the best export SharePoint developers.
The right candidate should have a solid technical background and relevant experience to meet your organization’s needs.
Here’s some of what to look for:
- Deep understanding and expertise in SharePoint Framework, SharePoint Add-ins, and enterprise SharePoint solutions.
- Relevant certifications like MCSD or Microsoft 365 Certified: Developer Associate.
- Ability to troubleshoot and resolve complex issues efficiently.
- If you’re into aesthetics, then also look into web design.
Additionally, consider strong communication skills to effectively convey technical concepts to non-technical stakeholders.
It’s nice if the specialist has experience with related Microsoft technologies, such as Microsoft 365 and even data analytics.
The reason is that this can improve their ability to integrate and manage SharePoint within your existing web platforms.
👉 Related: How to Use Sharepoint: The Definitive Guide for Newbies
3. Soft skills and team fit
Soft skills and team fit are just as important as technical skills. 🙂
These ensure the candidate can work well within your team and contribute to a positive work environment.
Some key soft skills to consider:
- Ability to explain technical details clearly to non-technical team members.
- Flexibility to adjust to changing project requirements and team dynamics.
- Willingness to work closely with other team members, including IT staff and end-users.
A good cultural fit is also important for long-term success (aligns with your company’s values and work culture).
Also assess the candidate’s approach to problem-solving and their willingness to learn and grow with the company.
These are important in managing the challenges and changes that come with custom SharePoint development.
4. Evaluate past work and portfolio
If you want to gauge their experience and capabilities, the best way is to review their past work and portfolio.
Checking their work can help you understand their strengths and how well they align with your business needs.
Some key aspects to consider:
- Look for detailed case studies that showcase their problem-solving abilities and SharePoint development project outcomes.
- Contact previous clients or employers to verify the quality and reliability of their work.
- Assess a range of projects to see their versatility and depth of expertise.
In addition, checking their portfolio can give you insights into their creative approach and how they’ve handled various challenges.
It’s also a good idea to discuss specific projects during the interview to understand their role and contributions.
The reason for discussing past work is that it will help you evaluate their potential to deliver similar value to your organization.
5. Cost and budgeting
Pretty sure you have a set budget. 😅
Understanding the costs associated with hiring a Microsoft SharePoint development specialist is important for budget planning.
Here are some factors to consider:
- Research market rates to set a competitive salary that attracts qualified Microsoft SharePoint developers.
- Consider expenses for software licenses, development tools, and continued education.
- Plan for the overall budget, including potential overtime and extended project timelines.
As you know, it’s also important to factor in the costs of benefits, such as health insurance and retirement contributions.
You might also want to consider whether hiring a full-time specialist or a SharePoint consultant is more cost-effective.
This helps in setting clear financial expectations from the beginning and fosters a transparent agreement.
6. Long-term considerations
Of course, it’s also important to look at the long term.
Meaning, check that the specialist or the developer not only fits the current needs but can also adapt to future requirements.
Here are some factors to consider:
- Ensure the specialist is committed to staying updated with the latest SharePoint and related technologies.
- Consider how the specialist can have ongoing support for the business growth and increased system complexity.
- Plan for ways to retain skilled specialists, such as career development opportunities and competitive compensation.
In addition, evaluate how well the specialist can integrate into how your business operates in the long term.
You might want to discuss potential career progression within the company, which can motivate the specialist.
This can save time and resources by reducing turnover and ensuring consistent project leadership.
The truth is that hiring a full-time SharePoint specialist or even a developer may not be necessary or feasible.
In such cases, consulting and temporary solutions can be a valuable alternative.
Here are some reasons to consider this approach:
- Ideal for projects with a clear start and end date, where full-time hiring isn’t justified.
- Access to highly specialized skills for complex or niche requirements without a long-term commitment.
- Reduces costs associated with full-time employment, such as benefits and training.
Consultants have experience with enterprise content management solutions and leading enterprise-grade services.
We can also provide flexibility with intranet and extranet projects and scale resources as needed.
In addition, we can also offer fresh perspectives and new approaches that might not be available in-house.
But take note to establish clear project scopes and expectations for alignment and successful outcomes.
👉 Related: The Benefits of Hiring a SharePoint Consultant (The Truth)
Having a Thorough Hiring Process
A comprehensive hiring process is important for finding the right SharePoint development specialist.
This ensures that who you hire not only meets your technical needs but also aligns well with your culture and goals.
Ultimately, a thorough hiring process helps minimize risks, optimize project outcomes, and achieve long-term success.
Anyway, got any questions about what you to consider when hiring a development specialist? Let me know.
For any business-related queries or concerns, contact me through the contact form. I always reply. 🙂
