Hiring can be nerve-wracking. The process is arduous and deciding to start the relationship is often a process that is done mostly blind.

My rule when hiring contract developers is that they must work on a paid trial task as the last step in the process.

Once you’re happy with the initial checks (communication skills, code/work samples, experience, rate, etc) the next step is to choose one feature and have this person build it.

They will need time to assess the feature and the existing code, if this is not a brand new project.

They should provide an estimated number of days for the feature to be completed, deployed, and ready for testing.

The estimate should be around one week. If it is greater, choose another task for break the chosen one into sections and repeat the estimation process.

Obviously this exercise should be paid. Aim for a fixed amount either based on the developer’s estimate or a negotiated amount. The amount will be paid on completion regardless of whether a decision to hire is made.

Typically the amount should be less than estimate x rate because there will not be as much focus on the code being perfect. This part can be flexible but the main point is for both parties to feel comfortable with the amount.

When the task is completed you’ll know:

- their ability to estimate and meet deadlines

- their ability to negotiate

- this is not a direct development skill but it provides an indication of emotional intelligence, adaptability and problem solving ability, assertiveness, and communication skills. All important skills for a staff member.

- the quality of their work

- their work style and level of independence

This process requires investment and trust and may even be a bit painful, especially when it doesn’t result in a hire. But it avoids so much more pain down the track.

You’ll know within a week or two whether you can work well with this person. And the commitment to find this out is relatively minimal.