How to hire software engineers remotely: Remote Hiring
The success of a technology company (or tech company) primarily depends on the excellence of the development department. Since digital businesses these days are a field of enormous growth and competition, it is imperative to have an efficient and dedicated team of developers.
When The skills of a software engineer directly influence the success of an app or software, there stands no second thought about hiring only the best talents. Many companies have adapted to modern ways of hiring to win over the best remote talent. They are using digital interview software to make sure getting the best candidates on board. This guide will discuss the procedure of how to hire remote software engineers efficiently.
Step 1- Sourcing the competent software engineers
Posting on a suitable job portal is first on the list. The best platforms for posting job ads must be reputed tech publications or job boards that technical talents and developers use frequently. It is indispensable to seek multiple platforms with pre-decided budgets rather than spending continuously on one platform trying to dig deep. A couple of trusted platforms would be CrunchBoard and LinkedIn.
If you have a short-term developer requirement or a specific technical role, you can choose to hire freelancers and seek prospects accordingly; you can post a job requirement on freelance websites and get connected with freelance remote developers. Some of these freelance marketplaces would be Upwork.com and Freelancer.com.
The next best place that you can seek is the social media handles. Social media is a place of exposure, and frequently you come across some incredible tech work. Discovering and reaching out to such talented techies is very budget-friendly and an intelligent way to hire. These social media platforms can be Twitter, Facebook, and Instagram. Also, you can post about the job opportunity on your social media pages, and all the passive candidates who are keen to work with you can apply.
Quick tips:
Sourcing the best potential candidates goes hand in hand with how effectively you prepare the job description. The most appropriate job description must be brief and specific yet creative. It would also be best if you highlighted the remote hiring aspect. Consider using professional vocabulary and add all the benefits and perks your organization offers to its employees.
Step 2- In-depth screening of the prospects
Screening is a substantial step and demands significant dedication, especially when hiring in the technical field. A combination of the right skills and expertise cannot be judged in a fraction of seconds. While hiring remote software engineers, you also need to check their developer accounts. This task can be sorted using platforms like GitHub.
GitHub lets you see the volume of contributions and repositories associated with them. Also, you can easily access the number of followers and the duration they spent on the forum. A deep analysis of this data could help you shortlist the most suitable candidates. Another similar platform would bebe Stack Overflow.
Step 3- Conducting programming test
Evaluating practical coding skills is next on the priority list; one can determine deeper than just theoretical knowledge. Conducting these assignments eliminates all the scope of bias and is sheer performance-centric. The platforms used to carry such tests involve automated tools and mechanisms, and eliminate any manual interference with transparency. In turn, they are helping you shortlist only the best candidates. Developers can access various libraries, such as GitHub, different frameworks, etc., for their coding assignments.
Step 4- Soft skill interviews
Soft skill interviews mainly focus on personality traits; these interviews help you analyze whether a candidate is fit according to the work culture practice within your business. Additionally, you can gaze if they are compatible enough for your workforce. The HR personnel manage these interviews since they can better focus on non-verbal body language and disposition analysis. These interviews hold equal importance because often, bad hires are the ones that fail to adjust to the organization.
Step 5- Technical interview and programming sessions
The next step in the process is a technical skill check and pair programming. Once a candidate reaches this far, he is tested on his technical skills and asked to share his past projects. During these interviews, a live coding drill is one of the most common practices.
In addition, they have to undergo a pair programming drill in which the technical recruiter and developer experience a real-time project or task. The recruiter can better understand their skills and analyze how the developer can collaborate with the co-developers.
This round is the most crucial and final stage. The recruiting team makes an informed decision considering all the steps and tasks mentioned earlier.
Step 6- Handing over the offer letter
The developer who aces all the stages is finally handed over the offer letter, with the negotiated compensation and various other modalities. While hiring remote software engineers, some companies prefer to keep three-month trial periods with secure payments, and others focus on making permanent full-time hires.
This offer is also bound under a legally valid contract in hiring developing personnel from abroad. This contract would specifically focus on the tax and various deductions and other mandatory allowances.
Step 7- Onboarding
Onboarding remote employees is dissimilar to onboarding an in-house resource. Often, recruiters fail to focus on this step, leading to employees quitting their job before probation. This is why onboarding is better adopted in advance. Ensure clear and comfortable communication channels, orientation, project meetings, etc. Companies must specifically prepare a piece of detailed information that needs to be delivered to the employee as they join. Assigning any existing employee to help the new hires with their needs and questions is an excellent way to onboard.
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Why remote hiring software engineers is a thoughtful choice?
Hiring remote developers removes the geographical barriers and saves the additional cost incurred. Additionally, development companies are expanding globally, and it is beneficial to keep an eye on all the available prospects.
It is often observed that remote hiring is mutually advantageous, and both the developers and the organization benefit from it. Let’s quickly discuss some of these benefits from each point of view.
Benefits to the developers:
Enhanced work efficiency
The remote developers save all the unnecessary transportation and commute time, and expenses. Their work schedules are task-focused, and there isn’t any scope for disturbance. Statistically, the remote workforce is 27% more efficient at their job, ultimately benefiting the growth of the business and attaining the maximum ROI.
More promising career profile
Remote or freelance developers work with more global development companies and projects. This is why the remote workforce has more profitable career exposure than the in-house tech team. This is one of the primary grounds of which software engineers increasingly prefer remote work.
Boosted work productivity
As a result of working hour flexibility, task-focused approach, exposure to various new aspects, and accountability, the remote developers ensure delivering more profitable and more productive results than the in-house employees.
Benefits to the employers:
Cost-effective resort
Hiring remotely is the most cost-effective alternative to the traditional ways of hiring. Additionally, procuring a remote developer saves the cost of day-to-day amenities, IT infrastructure, workplace utilities, etc.
Employ star talents globally
Remote hiring opens the door to a broader candidate pool, and a recruiter can connect with talents across the globe. It also enhances the chance to hire a diverse workforce with different backgrounds and expertise, which will lead to the growth of the business in the long run.
More certain business growth
The flexible arrangement ensures great work focus for the remote developers, eventually resulting in sounder employee concentration and output.
Wrapping it up:
Irrespective of the tenure and specifics of the project, hiring the right remote software engineer may be overwhelming, especially for fresh recruiters or who are hiring remotely for the first time. However, if you manage to organize the hiring process correctly, you will soon find a reliable software developer who will contribute to the project’s success and profit your organization.
