ASP.NET developers are software engineers who develop and design web applications, emphasizing database deployment. They collaborate with the quality assurance team to ensure that web applications function smoothly. Although companies seeking expert ASP.NET developers can do internal recruitment, it is not as advantageous as hiring from an outsourcing agency. This is because when companies hire dot net programmers from IT staffing and recruitment agencies, they get access to a large pool of pre-screened candidates. Keep reading this blog post to find out a step-by-step guide to hiring an ASP.NET developer.
Roles And Responsibilities of ASP.NET Developer
A typical day in the life of an ASP.NET developer includes the following activities:
Create scalable and functional web applications using
ASP.NET
Closely work with a team of front-end programmers and
designers
Write reusable, effective, and scalable code
Design diverse layers of the application
Promote security and data protection
Stay updated with the latest trends and technologies
What Are the Different Ways to Hire an ASP.NET Developer?
You can hire ASP.NET developers in many ways. First, you can hire a programmer full-time through internal hiring. Another way is to hire a dedicated ASP.NET specialist through an IT staffing and augmentation company like VLink. The last way to hire a dot net expert is to hire a freelancer. But what exactly is the best way?
The most suitable approach to hiring ASP.NET programmers is to get assistance from an outsourcing agency. Why? This is because IT staffing firms like VLink have a large pool of prescreened ASP.NET developers. Unlike the time-consuming traditional method of hiring dot net experts, IT recruitment firms enable you to hire developers within 48 hours. Therefore, you do not need to spend time on tedious and costly recruitment processes.
Above all, when companies hire ASP.NET developers from an outsourcing agency, they get full control over the developers. They work in your time zone to accomplish your business requirements.
How Much Does ASP.NET Developer Charge Per Hour?
Consider a scenario where you need to hire more than one ASP.NET expert for your upcoming project. Hiring an experienced resource will cost an arm and a leg for your business. Isn’t it? This is where an IT staffing and recruitment firm backs the businesses. They help companies hire ASP.NET programmers at budget-friendly rates. However, the rates might vary depending on expertise, experience, location, and market conditions.
Generally, an experienced ASP.NET programmer may demand higher fees. But they tend to complete your project more efficiently as they bring specialization to their plate. Normally, the rates to hire dot net experts from an outsourcing agency may range between USD 90 and USD 120. Thus, you can hire dot net specialists at business-friendly prices.
Process To Hire ASP.NET Developer From an Outsourcing Agency
The process of hiring ASP.NET developers from an IT staffing and recruitment firm is simple and easy. Here’s a step-by-step guide that you should follow:
Find the Right Outsourcing Agency
Firstly, prepare a list of different IT recruitment agencies to select the best one for your project needs. Compare these firms based on their previous projects, reviews, and past experiences with customers. Make sure that you check their communication process to streamline your hiring process.
Share Your Project Requirements
Secondly, define your project requirements clearly and share them with an outsourcing agency. Mention the number of resources required and the skills that you want in them. For instance, if you want three ASP.NET developers with different experience levels, then clearly mention this to the project manager that a recruitment firm assigns to you.
Interview the ASP.NET Developers
Based on your requirements, the project manager will filter
all the ASP.NET developers and share their resumes with you. Thereafter, you
can shortlist a few resumes for an interview. Ensure that you prepare yourself
for an interview while studying the CVs of each candidate appropriately. Ask
technical and non-technical questions to interview them efficiently.
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