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Companies of all sizes are increasingly investing in low-code and no-code development with the promise of being able to deliver apps with little to no coding experience needed. Gartner estimates that the low-code market will grow to $13.8 billion in 2021, a 22.6% increase over 2020. 

So, do low-code and no-code make hiring software engineers obsolete? The answer is no. Instead, they relieve developers of trivial tasks so they can focus on more complex projects and responsibilities. 

Let’s explore this topic further and discuss what tech recruiters need to consider in their recruitment process when looking for developers who can work with (and alongside) these platforms.

What are low-code and no-code development?

Low-code and no-code development platforms offer simplified ways to create the look and functionality of apps with little to no code, accelerating development and delivery times.

Low-code development isn’t new, and for most developers, the use of time-savers such as programming libraries already counts as this type of development. The idea is to quickly assemble apps with reusable building blocks and little code instead of writing hundreds of code lines yourself. 

Today, most low-code platforms also offer no-code features. These are usually visual editors for creating and deploying simple apps without writing any code. Practicing no-code development, citizen developers can create business applications without programming skills – provided the platform offers the required functionality.

How do these platforms affect software developers?

The increasing popularity of low-code platforms doesn’t mean that developers will eventually run out of work. On the contrary – these platforms support programmers in their daily work and open up new possibilities. 

While low-code platforms provide simple and standard app features, programmers can spend more time on complex work. For example, they can focus on developing large enterprise systems or add custom functionality to low-code apps to increase value. Organizations also need programmers to help citizen developers build the skills necessary to translate business requirements into applications. 

The hard part about programming isn’t writing code, but knowing how to decompose a problem and turn it into a working solution in an abstract computing environment. This skill comes with programming experience that new citizen developers typically don’t have.

Improve recruitment processes for hiring software engineers.
Companies looking to hire developers and leverage low-code or no-code technologies need to have strong communication skills to discuss highly technical topics with citizen developers.

3 things to look for when hiring low-code software engineers

Tech recruiters should consider the following three tips when hiring software engineers who can work with and alongside no-code and low-code platforms.

#1 Define a balanced job description

Many developers may be reluctant to apply for a job that focuses exclusively on low-code development.

That’s because it would mean specializing in particular platforms, which doesn’t help them gain software development experience. Instead, they want to level up their programming skills and write actual code to solve problems.

If the position allows, paint a balanced picture of the developer role and mention various responsibilities when creating the job description. Communicate the role clearly from the get-go to lay the foundation for a transparent and positive candidate experience throughout the recruiting process.

#2 Rely on a skills-based recruitment process

In most cases, it’s not an absolute “must” that a candidate has actual experience with your low-code platform. Instead, evaluate skills with technologies that the platform is built on and which are required to create more complex and custom functionality.

Low-code platforms actually just provide simpler ways to build applications with a particular tech stack. Therefore, it makes sense to leverage code testing to assess candidates’ programming skills with the technologies and tools in the platform stack.

With recruitment platforms like CodeCheck, you can set up role-specific skills tests that let you quickly and effectively assess developers’ abilities. Thanks to unbiased code testing, SWIFT APAC, for example, streamlined their skills-based recruitment processes and filled more than 100 technical roles within a year. 

Read more like this: Streamline Your Technical Recruiting to Hire Full-Stack Developers.

#3 Focus interviews on communication skills

During interviews, ensure that developers are familiar with creating and delivering applications using low-code and other software development types to work effectively in all areas. 

They also need good communication skills to pass on their knowledge to citizen developers in an understandable way. If applicable, invite a citizen developer to the interview to discuss an example case where the two would work together.  

Make the best use of interviews to learn more about candidates and their software development experience. To do this, leverage remote interview tools like CodeLive, which come with valuable features such as a shared coding environment for further code testing.

Wrapping up

Low-code and no-code development won’t make hiring software engineers obsolete. Instead, look for developers who can work with and alongside low-code platforms and help citizen developers build their own simple business apps. 

Utilize tools like Codility CodeCheck and CodeLive to facilitate this endeavor through ready-made code tests and life-like video interviews. That way, you can build the development teams you need to help your business keep pace with the growing demand for custom software solutions.

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Sarah Mischinger is a freelance technical content writer for Codility. She leverages her knowledge and experience in web development & writing to convey technical content in an understandable and engaging way.

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