To be able to acquire the PHP developer who best fits the requirements of your business, follow these four simple rules we have outlined below:

Rule #1: Prepare the job description

Make sure to create a PHP developer job description that is specific, complete, and tailored to the exact needs of your business or project. List the main responsibilities of the PHP developer job position, as well as all the expected tasks on a daily or regular basis.

Also specify the level of expertise and/or experience you require. State clearly in the job description if you are looking for a senior level developer, or the minimum number of years experience in PHP programming. Moreover, if the position involves leadership duties, state this in the job description.

Make a point to include the frameworks (e.g. Laravel, Symfony, YII2) that the applicant must be familiar with in order to get the job.

Rule #2: Ask for portfolio or sample work

Get an idea of the applicant’s experience by requesting a copy of his or her portfolio. Take this opportunity to review the candidate’s versatility and how prolific they are. However, be sure to stay focused when viewing the sample works of applicants — look for portfolios that match your requirements or those past work that have similarities with the product you want to make.

Candidates will be eager to showcase their best work, but if you concentrate on their past projects that are relevant to your business project, you are more likely to find that PHP developer that truly fits your needs.

Rule #3: Test the skills

If you’re not satisfied with just checking the candidate’s portfolio, then give them a coding assignment so that you can test their abilities. Get optimum results through a coding task that is tailored to your project or requirements.

If you currently do not have a coding task already existing, find tests from online sources like Devskiller, Zend Test, or Laravel Online Test, among many others. Again, pick a test that aligns with the type of programming or framework needed by your business.

Rule #4: Interview properly

Before the interview, make a point to prepare the most relevant questions with regards to evaluating the candidate’s proficiency and work background. List questions that allow you to know more about the applicant’s skill set, especially the must-have skills that your business absolutely requires. Again, use your job description as a guide for determining what subjects to tackle during the interview.

Take advantage of the interview process in checking the developer’s communication skills. Find out how the applicant processes information in real time, especially in answering hypothetical problem-solving questions. Lastly, evaluate the candidate’s ability to express ideas or explain processes or solutions.