How to Hire a Java Developer: Candidates Sourcing Tips

Selecting Java Developers’ resumes is more complex than it seems. You need to search for a candidate who can develop complex products from among dozens of applicants, all while your project’s progress is at stake. So, how do you organize an effective recruiting process and fill the vacancy on time?

Let’s explore the portrait of a skilled Java developer, the key technologies to specify in the vacancy, and how to find a candidate who will be your “partner in crime” with the help of ITExpert’s team of professionals.

Candidate portrait: who is a Java developer?

Java developer uses the object-oriented Java programming language to create the backend of software products and more. Key advantages include cross-platform capabilities, a wealth of ready-made solutions, code reusability, stability, and predictability. The Java knowledge base has been created and updated for over 20 years, so plenty of candidates with this skill set are on the market.

However, the high demand for Java specialists means you must compete with other companies for talent. Java is used for the backend of eCommerce platforms, mobile apps, high-security eBanking products, Big Data, and more. You’ll be vying for talent against companies like Microsoft, Amazon, Oracle, IBM, Adobe, and others that use Java in their technology stack.

Java dev’s skill set: what to consider in your search

Java vacancies can include a mix of technologies. So how can a recruiter not get losted among them, and what is essential to consider in the recruitment process? Learn in advance what each technology from the vacancy description means and how to take it into account in boolean queries or questions at the verbal screening of candidates.

Here are some tools and technologies for Java developers to look for:

📌 Tip: Include 2-3 must-have requirements and 1-2 desirable technologies in the vacancy description. Java backend developer’s skills encompass many tools, but listing them all can be overwhelming. Avoid turning the description into a lengthy, dry statement of a perfect specialist, as it may deter even qualified candidates.

Hiring Java devs can present even more complex challenges. Here are some tips to help you successfully fill any Java vacancy.

JavaEE specialists

Mykola Kliestov

CTO and co-founder at ITExpert

“High requirements can complicate recruiting a Java developer. For example, seeking deep knowledge and a career focus in JavaEE can make your vacancy particularly challenging to fill.”

JavaEE is a platform for building enterprise applications with Java, widely used by banks and enterprise companies. The market for candidates with JavaEE experience but without Spring Boot skills is limited. Due to technicalities and the prejudice that the technology is outdated, attracting candidates for these roles can be difficult.

✅ Solution:

1. Experiment with search queries to find candidates with the right technology. For example, jakartaEE is another useful keyword for sourcing.
2. Handle candidate objections. Prepare arguments in advance about why your product is competitive and talk about the modern approaches you are using on the project.

Java fullstack developer

Finding a Java fullstack developer requires a special approach. This role demands candidates who are proficient in Java for backend development and are also skilled in at least one frontend language, such as React or Vue. The challenge is that not all developers are willing to switch to this direction, significantly narrowing the pool of potential candidates.

✅ Solution: Incorporate frontend languages into Boolean search queries. For instance, you might use “Java AND React” to find suitable candidates.

Java developer for desktop and mobile projects

Breaking News: Java isn’t used just for backend development. For example, this language can still be found in the desktop and mobile product stack. To find the right candidate, a recruiter must thoroughly analyze each candidate’s previous roles and the technologies they’ve used there. This detailed examination ensures a perfect match between the candidate’s skills and the vacancy requirements.

✅ Solution:

1. Identify relevant technologies. Look for specific keywords that indicate the necessary experience, such as JavaFX, Swing, AWT, or Apache Pivot for desktop development.
2. Leverage IT recruiting agencies to maximize your candidate pool. These agencies have access to specialized resources and can quickly deliver results for any vacancy.

Where and how to find a Java developer

The IT job market is heavily candidate-driven, with Middle+ developers rarely browsing standard job sites. Recruiters must utilize a wide range of tools and resources to find IT specialists effectively. We explain where to look for Java developers and how to organize hiring efficiently.

#1 LinkedIn

To source candidates on LinkedIn, use targeted keywords like “Java”, apply filters based on location, industry, and more, and start screening profiles. How do you determine what to put in a boolean query? Analyze what Java developers do on your project and make a detailed candidate portrait.

 Examples of boolean queries for Java vacancies with various Stacks:

• Java AND Spring AND Kafka
• Java OR Kotlin
• Spring AND (Cloud OR AWS OR GCP OR Azure)
• Java AND Linux AND (JNI OR “Java Native Interface”) AND (Rust OR C OR C++) AND (Lead OR leading)
• (JavaEE OR “Java EE” OR Jakarta OR JakartaEE) AND JDBC

Important! Be aware of LinkedIn’s limitations, such as restrictions on the number of connection requests you can send or visibility constraints if your network is small. Often, using LinkedIn effectively for recruitment necessitates a paid LinkedIn Recruiter subscription.

#2 Platforms for finding IT jobs

There are numerous online platforms for IT job searches, such as Djinni, Wellfound, Glassdoor, and DOU. Posting vacancies on these sites can help attract Java developers.

Pro Tip: Craft a compelling job description. Every sentence should highlight why your company is a great place to work. Candidates find the following particularly appealing:

1. Detailed technology stack: Mention the modern tools and technologies you use.
2. Growth opportunities: Highlight your internal grading system or potential for advancement to roles like Team Lead.
3. Company achievements: Showcase the number of projects completed, the number of users of your product, and awards your company has won.
4. Position objectives and goals. For example, developing new features for the B2B segment or launching a product from scratch.

 Use our Java vacancy template to create a description quickly:

#3 IT recruitment agencies

IT recruiting agencies are valuable resources for product businesses, R&D centers, outsourcing, and outstaffing companies looking to hire IT professionals. External specialists are involved in the selection process from the first stages of the search and accompany the candidate until he/she accepts the offer and adapts to the job. In some cases, these companies also guarantee to replace the employee free of charge if the employee fails to pass the probationary period.

This is an efficient method of finding Java developers — you don’t need to filter dozens of responses yourself or pay a commission to IT search platforms as well. External experts understand the nuances of your vacancy and are attentive to your requirements. You get only relevant candidates for consideration, as the agency’s recruiters additionally screen the skills and motivation of specialists.

Questions for screening interviews with Java developers

How to filter candidates in the initial stages of recruiting to ensure that only the most skillful Java developers are technically interviewed? Compose concise but accurate screening questions with the recruiter.

The following screening questions will be useful:

1. What is your experience using Java? How many years have you been commercially using the technology? And how long have you been using Spring Boot?
2. Have you had any experience with microservices? Have you built individual microservices or an entire microservice infrastructure?
3. Do you cover your code with unit tests? What framework do you use for this purpose?
4. Do you have experience with message queues? If yes, what message brokers have you used?
5. Did you work with databases through ORM-systems or wrote SQL-queries directly? If you used SQL queries, what kind of queries did you use?

 ❗️ This is an example of questions for a Java Developer screening interview. Update and add to them based on the needs of your vacancy.

Why it’s better to search for a Java developer with ITExpert

Need a Java developer for your project? High requirements are not a problem for us — ITExpert recruiters are technically savvy and know niche resources to source rare candidates. We will help you find a Java programmer within your timeframe and craft an offer to attract a developer.

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ITExpert’s IT recruiting agency team has been hiring tech/non-tech IT specialists for companies in Ukraine and worldwide, from the USA to Israel, since 2015. Among our clients are Sony, Deloitte, and Depositphotos.

Finding candidates is only half the battle. We deeply analyze Java Developer vacancies: project responsibilities, company profile and applicant requirements — and understand the needs of specialists to put together the perfect match. Hire skilful Java engineers with ITExpert team!