WordPress powers millions of websites online.

July 27, 2022July 27, 2022 Mark Albert

As of now, in 2021, over 455 million websites use WordPress. The latest statistics suggest WordPress has a 60.8% market share in the CMS market.

Can you see what I’m getting at? If you are looking to build a modern, high-performance, and user-friendly website, choose WordPress.

As a web development agency in USA, we understand the complexities associated with custom WordPress development.

If the hired individual is not equipped with the required skill set, your team will spend more time correcting his mistakes than fulfilling their roles.

But don’t worry, we are here to make this process easy and risk-free. We are happy to share the proven tips that agencies use to find the best WordPress resources

6 Tips to Hire the Best WordPress Developers in USA

1. Shortlist the Relevant Profiles

Have you ever pondered over the fact of how much time you waste because of calling in unqualified or inexperienced profiles for an interview?

For a recruiter, this is exasperating. And for the candidate too, who showed up, rejection due to lack of experience of skillset is no less than a setback.

To shortlist the relevant profiles before calling someone for an interview. Consider the experience and technical skill set of a candidate, only call them if their CV matches the job description.

Some candidates often mistake drag and drop as WordPress development, which is not the case. Better mention it in your job ad that you need a custom WordPress developer to avoid any confusion.

2. Prepare a Test Similar to Your Projects

The nature of work varies in every organization. Some hire WordPress developers for in-house projects while some are software companies that create hundreds of WordPress sites for varying industries every month.

In order to judge a candidate’s abilities, prepare a test that covers everything he’ll be responsible for. A junior developer usually performs small customization tasks at the back and front, while senior ones even have to develop WordPress plugins.

To find the best resource, create a competitive test. Don’t expect everyone, or even 50% of the candidates, to pass that. But the ones who will do so will be the kind of intelligent profiles that will further strengthen your WordPress development team.

3. Ask for the Portfolio

Give special importance to the portfolio of a candidate, or in other words candidates with a portfolio. Before the test, the portfolio will give you an overview of an applicant’s abilities and expertise.

If a portfolio becomes a prerequisite for an interview call, this will decrease the workload of a recruiter. Mind you, many developers are lazy, they don’t have anything to show as their portfolio — not even a simple website. Why even interview such non-serious applicants?

4. Inquire About Their Area of Expertise

Before hiring a candidate, it’s crucial to ask about their area of expertise. Do they prefer working on the front-end or back-end side? Can they design plugins? Or, what are their areas of expertise?

Some WordPress developers are absolute pros in creating e-commerce stores from scratch, while some enjoy working on the UX/UI of websites. Likewise, some developers have years of experience in designing plugins from scratch.

If you learn about a particular applicant’s strength, it will be easier for you to use him in the best way possible.

5. Approach Qualified Resources on LinkedIn

LinkedIn is a great platform to hunt for the best WordPress resources, particularly when you are looking for experience. All you have to do is use the filters to find developers already in USA and working for credible agencies.

A LinkedIn profile is a CV itself, you can look at their previous roles and companies, the endorsements, and their activities. You should prefer those who are actively looking for new opportunities or commenting on job ads.

It’s easier to talk to someone and share an opportunity with someone already looking for a switch. Such candidates are likely to appear for an interview compared to those who commit but ghost the recruiter at the last moment.

It’s a common practice these days to not disclose the salary range and only give the final offer once an employee has passed the interview and test. The problem with this approach is you will attract too many unqualified profiles.

Say your salary bracket is less than $5000 per month, which means you are hiring an intermediate resource. But if you don’t mention this in the job ad, you will receive tons of CVs from seniors who are never going to work at this salary.

Be honest and clear with the employees when it comes to salaries. Set the right expectations, so when they show up for the interview and do well in the test, they know what the maximum payment you are going to offer.

Conclusion

Every web development agency wants to grow. And the only way to grow is to hire the resources that are not only talented but ready to go the extra mile for the sake of the company’s growth. The next time you are hiring a WordPress developer, keep the above-mentioned points in mind and keep the whole hiring process streamlined.