WordPress Theme Smackdown: Free, Premium or Custom

We're migrating our corporate website to WordPress. After a year of searching for the perfect WordPress theme to style our site I've decided to get a custom theme developed. It wasn't an easy decision. My original intention and true wish is to do the whole thing myself. Now I see that DIY could stall the project forever. It's time to reach out and get some help.

Static Version of Stafflink.ca

I created the current version of our website over a year ago. Since then I've done everything in my power to make it look and act like a dynamic WordPress site. I added Twitter widgets, a blog and hooked our site up with an RSS feed and social media. This keeps our content fresh and pushed our Google page rank up a notch. But now it's time for the real deal.

The illusion.

I believed that if I found the right WordPress theme it would just be a simple matter of plugging in our content. Then Presto! I'd have a dynamic WordPress site at my command. I wrote 10 Reasons I Jumped on the WordPress Bandwagon to share this magic solution.

Reality Check.
Turns out isn't that easy. I've dressed up our content with a series of themes. I gave Elegant themes a whirl. I tried the Thesis framework on for size. I read every roundup of theme reviews that I could find. But I now I have to face reality. I'm never going to find the perfect off-the-shelf theme for our site.

The Smackdown.
Here's the smackdown part of this article. AKA my humbling journey from free themes, to premium themes, to frameworks, to hiring a custom theme developer.

Free Themes

The BlueBubble Theme Template

• The Good: They're free! They're part of the beautiful sharing opensource WordPress community. I used the free BlueBubble theme for my e-learning course Build an e-resume portfolio site with WordPress. If you want a personal blog or e-resume/portfolio site, then a free theme might be the perfect solution for you.
• The Bad: It's free so you can't expect the same level of support that you would receive with a premium theme. Plus the developer may abandon the theme and stop updating it for new releases of WordPress.
•  The Ugly: Free themes can hide malicious code so be careful. It's best to get your free themes from the WordPress.org Free Themes Directory.

Premium Themes

• The Good: You get a professionally designed template for an extremely reasonable cost. Here are a few premium theme solutions that I recommend: Elegant themes and Woo Themes. But there are hundreds of great premium theme sources.
• The Bad: I'm often attracted to premium themes with beautiful photographs. But when I add my own content the theme suddenly looks plain and cookie-cutter. If you have your own beautiful photos or artwork, this won't be a problem for you.
• The Ugly: If you use a popular theme then thousands of sites out there will look like yours. Unless you have enough programming and design skills to customize the theme.

Theme Frameworks

A theme framework is designed to be a flexible foundation for faster WordPress development. 

Stafflink Styled with Thesis Folio

I tried the Thesis theme framework along with the Thesisfolio skin. People liked the look of our site dressed up with Thesisfolio. But when we compared the job list, the blog and landing page of our current site side by side with Thesisfolio, the consensus was that our old site was more friendly, approachable and engaging.

Someday I aspire to have our site running on a framework. But right now I need to expedite this project so it's time to hire a pro.

Custom Theme

• The Promise: Experienced web developers design an original theme to showcase your business. You get a unique online identity for your business and expert support for migration and SEO.
• Our Choice: We've hired a local Toronto company to develop a custom WordPress theme for us. We'll see how it works out in a month or so when the project is complete.
• The Risk: Having a custom theme designed is expensive but after of year of unsuccessfully seeking a DIY solution, I think it's worth it. The biggest issue for me is that I'm not doing this development myself. But so far Will Webb, the owner of IMG, is responsive to my questions and I'm hopeful that his team will produce a beautiful site for us. And when it's all finished this baby will be mine.

Who wins the Smackdown? Free, Premium or Custom

It all depends on the purpose of your site, and your level of design and technical skills. For Stafflink, custom theme development is the winner today. But this story isn't over.

Enough about me already.
What's your take on this whole thing?
Do you think I made the right decision to hire a custom theme developer?
What WordPress themes do you recommend?
What's your favourite framework?

Related Links:
10 Reasons I Jumped on the WordPress Bandwagon
Build an e-Resume Portfolio Site with WordPress
WordPress Theme Framework Comparison
WordPress Free Themes Directory

Laura Upcott
Stafflink Solutions Ltd.

Website:    http://stafflink.ca/
e-Resume: http://www.lauraupcott.com/
Email:        laurau@stafflink.ca

Twitter:      http://www.twitter.com/lauraupcott

LinkedIn:   http://ca.linkedin.com/in/lauraupcott

7 Ways Technical Tests Sabotage the Hiring Process

Do technical tests actually weed out the best candidates? Poorly designed tests can alienate candidates and cause you to reject the candidates with the greatest potential. My purpose here is to examine the common pitfalls of technical testing that may be sabotaging your hiring process.

As an IT recruiter you can't be an expert in every technology out there. How do you ensure that IT candidates really understand the technology and have what it takes to do the job? Technical skills testing, right?

Believe me, I wish it was that easy. Unfortunately technical testing for job screening is not as objective and accurate as it appears. Here are seven things to keep in mind when you use technical testing for job screening:

1) Test results don't reflect what it really takes to be successful on the job. Consider the intangible qualities that your most valuable technical employees bring. Are you looking for someone to help your team develop an innovative technical solution? Creativity, team-work, analysis and synthesis of existing solutions, out-of-the-box thinking, and dogged determination may be essential job requirements that won't be reflected in the test results.

2) Technical tests reinforce out-dated stereotypes. We all know the myth that technical people (techies, geeks, gurus) have brains that work like computers. Computers follow rules. Programmers, developers, analysts and architects figure out how to hack, collaborate, stretch and extend the rules to create new solutions. Programming is a literacy skill and an art. It takes both sides of the brain to do it well. The most in-demand technical gurus I meet are generous and driven creative problem solvers with extensive communities of peers in their field. I've yet to see a test that evaluates how a coder utilzes both sides of her brain to create new applications or extend a platform in new directions.

3) Badly worded questions. Some tests have ambiguous questions with multiple correct answers. But the anwser key only accepts one particular response. Sometimes the test taker knows more about the technology than the test writer/marker. The test taker might propose an alternative solution that the marker doesn't understand so it's marked wrong.

4) The test is out-dated. The test may not be up-to-date with the current state of the technology. Responses that were valid when the test was written a year ago may be incorrect now. A typical example of this is when a tester asks a job applicant to debug a piece of programming. A variety of solutions are possible but only one is known to the tester. So when the test taker proposes a solution that is up-to-date with current best practices his response is marked incorrect.

5) Irrelevant questions. Some tests ask people to define obsure technical terms. If you need to know the definition of a term while you're on the job, you'll just go to the knowledge base and look it up. When people develop technical solutions on the job they usually have free reign to reference any resource they need. People don't memorize manuals. Why bother when it changes every time the technology get updated?

6) The test taker might not take the test seriously. Imagine this: You're an in-demand developer who's spent years building a career in your field. You're at the tailend of a contract project you've been with for about 6 months. It's 9:40 am and you've just finished an interview for a job you don't really need. The interviewer asks you to take a technical test. Sure, no problem, but they're waiting for you back at your current project. So you flip the test off as quickly as possible and high-tail it out of there.

7) Test-taking anxiety. Before I ventured into IT staffing I was a teacher so I've seen the effects of test anxiety first hand. Many people freeze in test situations yet they are very capable of performing in normal working conditions. These people will seldom ask for accommodations but they may have excellent experience and qualifications for your role.

How do you determine when technical testing is appropriate? Consider these questions: Does this job require someone who can develop a new solution or push out the boundaries of an existing solution? Then you might want to put more emphasis on the candidate's reputation, references and experience (portfolio) when evaluating them for the job.

Does the test reflect the way people really work? Is the test up-to-date? Does the test allow for multiple solutions? Do you have a technical person who can back up the test results with a face-to-face technical interview?

I'd love to hear about your experiences with technical testing.

If you liked this article you might also be interested in reading:
Technical Interviews: A Survival Guide for Recruiters

Posted By Tim Collins, President and Founder,

Stafflink Solutions Ltd

http://www.stafflink.ca/

timc@stafflink.ca

www.twitter.com/stafflinks

www.linkedin.com/in/timrcollins