To hire freelance developers has its own set of inherent challenges. We always talk about acing remote interviews from the interviewees’ perspective, but have we ever discussed the other side of the coin? Interviewers have just as much of a challenge to face and overcome as interviewees, as they need to recruit the top talent and plug and play simultaneously.
This is why we bring tips for hiring full-stack developers and acing remote interviews for recruiters, looking to hire freelance developers without a hitch.
Guide questions to hire freelance developers
Always have a set of guide questions to cover the basics; on the basis of which you can gauge how well a developer is able to comprehend and respond. Once you get into the groove of taking interviews remotely, you will know how to fine tune them and eventually venture out into going organic.
However, a basic framework always helps as it keeps the basics streamlined on top of which one can ask extra questions in order to glean more information from the candidate.
From oral to written:
It is extremely important to not only test one on the basis of their oral skills but their actual ability to perform tasks (especially under pressure).
Like have a set of guide questions, having an aptitude test of sorts would sift out the better candidates to move along the hiring funnel. This helps when you, as a recruiter want the best of the best without compromising on the time it takes to hire freelance developers, to the quality of said freelance developers.
When a candidate is given a test task to complete, they are under pressure to perform under a stipulated amount of time. This can be a simulation of real life projects, where demanding clients need to be reassured of timelines without reducing the quality of development.
What you need to lookout for when you hire freelance developers:
From the above there are again the bare minimum you are looking for – even if your bare minimum is the top 1% of remote software engineers.
From comprehension, to all around communication skills in the oral interview, to time management, task management and accuracy of coding in the written part of the interview process. All these skills need to be noted and graded in order to funnel to the best coding talent you can hire.
Just because everything went remote overnight, and seems to remain so for the foreseeable future, hiring remotely would be an inherent process now. Even if companies go on a hybrid model, there are higher chances of hiring freelance developers remotely – mainly because now recruiters and HR managers have got over their hesitation to hire from around the globe, and realized the ease and comfort and even the benefits of broadening their hiring horizons.
A lot of great talent has now also chosen the freelance and remote route as they have also experienced the benefits of working remotely. So luring them to an office environment may prove to be more costly. And now when the confidence of working in a remote world has increased, a lot of speculation and mistrust surrounding this mode of work has been answered in time.
From hiring in person to hiring online, there is a very fine line now. Earlier when remote work was shrouded in skepticism, recruiters and HR managers found excuses to circumvent online hiring. But once they were plunged into the deep end, they had to paddle their way up the ladder and came out doing just fine. It is all about taking the leap and becoming comfortable with the uncomfortable. Because the new normal is nowhere near becoming old anytime soon. Hence, Gaper.io has the most effective and robust funnel to hire to the top 1% of freelance developers.