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Fundamentals Of Hiring Remote Developers

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With the onset of the COVID19 pandemic, changes in technology and human ingenuity are remarkable. One of the results of this is remote working. In the past year, we saw a boom in remote working and it is likely to keep on growing as more and more companies shift to hiring remote employees. 

 

Now the question that companies face is how to build an efficient remote workforce. A remote team is responsible to give businesses the agility it needs to maintain its competitiveness through these times of uncertainty. Looking for an efficient and competitive remote developer can feel like finding a needle in the haystack especially when the talent is this steep. So if necessary steps are not taken to ensure that one picks the right developer for the job, it could result in major drawbacks.

This article outlines the steps you need to consider while hiring remote developers.

Obstacles in hiring remote developers

 

The benefits of remote teams are quite easy to understand but still, there are plenty of companies that sidetrack from opting for remote work culture. Primary problems that most companies face while hiring remote workers include:

 

  • Establishing a screening process to handpick qualified workers
  • To manage job posts, shortlisting, and interviews across a huge market
  • Overcoming the legal differences between full-time or part-time employees in comparison to contractors.

 

Once you have gone through the tiring process of recruitment, managing this remote workforce presents its unique challenges:

 

  • Communication with team members across multiple time zones. 
  • Protection of sensitive information against cybercrimes.
  • Keep tabs on development hours across numerous projects.

 

These obstacles at first may seem very intimidating but with proper steps and guidelines, these can be easily overcome. 

Identify your project scope

 

Before you start the process of hiring developers, The project scope should be clear. Take the following questions into consideration

 

  • Your net budget for the project?
  • Is it long-term or short-term?
  • What skills are you looking for?
  • Your method of payment i.e hourly or weekly etc.
  • The programming languages required
  • Technologies are required 

 

Answer these questions fully and you will be able to compose a concise job description.

Screening of Remote Developers

 

A common mistake that is often made by recruiting agencies is that they focus too much on the hard skills. Thus, they tend to neglect the soft skills required for the job. A remote worker needs to be someone who is not only talented in their skill but also is a good communicator, a team player. Furthermore, he needs to be familiar with remote workplace dynamics to a certain extent. 

In this regard, one should also factor in experience with project management tools, issue trackers, etc.

Take your Remote Hire For A Test Drive

 

Once your job slot is up and applicants start to pour in. You can then proceed to shortlist the best developers for your project. Introducing a small paid test project would be a good way to evaluate your remote hires for Technical skills, Communication Skill, Problem-solving skills, and Independence.

 

Commencing with smaller, paid projects is an ideal way for you to screen remote hires and determine who you would use for bigger projects in the future. Once the small projects conclude, you can ask the best talent on a long-term project.


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Gaper