Companies globally are ready to invest significant resources to onboard expert Information Technology professionals, who often demand a higher salary. The quest to secure the right candidate can amount to even 30% of the annual salary, not accounting for the time and cost involved in orienting and training. If the recruitment process fails, the costs can double due to the need for finding an appropriate replacement.
The repercussions of making an unfit hiring decision go beyond the expenses of a severance package and the effort invested in seeking and recruiting a suitable replacement (ideally, the most qualified candidate). It also results in low team morale and substandard quality of work output. As a result of our experience in matching talented prospects with job vacancies, we have discovered the following best practices.
The Most Vital Attribute is “Fit”
When hiring a remote developer for your organisation, it’s imperative that they fit into your current work culture. Before commencing your search for the right candidate, it is essential to ponder upon the values and principles that your team or organisation upholds. What are the commonly shared attributes? How would you define the team members’ work ethic? Ensuring compatibility with the existing work culture and team members is crucial for any new hire.
After gaining a thorough insight into your core principles, it’s advantageous to look for individuals who have similar values. With a lack of shared values in place, employees and their role within the company can be disconnected, culminating in discontentment. To understand a candidate’s values, you can enquire about hypothetical situations, for example, how they would react if requested to run a marathon relay to raise money for charity.
Verify the Accuracy of Information
Candidates should customise their CVs to highlight their strengths and suitability for the role they are applying for. However, it’s essential to ensure that there’s no embellishment or padding of their qualifications and skills. It’s crucial to ensure that the candidate possesses the advertised competency levels on paper, in reality.
Verifying a candidate’s assertions can be done by conducting an evaluation, but due diligence is the easiest method. Gathering references, acquiring copies of qualifications, and preferably conversing with an ex-colleague are efficient ways of understanding a candidate’s capacity to work in a team.
Employ Suitable Tests to Hire Elite IT Professionals
Coding exercises using whiteboard tests are a traditional method of assessing a programmer’s proficiency level. During such tests, candidates are asked to write code without any reference material or help. Although the most skilled programmers may still want to double-check their syntax or seek assistance from their colleagues, it should not be misconstrued as a sign of incapability. Presently, we are aware of the restrictions of this testing method.
Instead of depending on language-specific tests, it’s recommended to ask an existing team member to present a real problem patch or modification that requires immediate implementation and evaluation the candidate’s aptitude level. This would provide an insight into the candidate’s approach to tackling the issue at hand.
Verify the Authenticity of Your Recruiter
It’s imperative that recruiters conducting pre-screening on your behalf understand the criteria you intend to use. Expertise in the subject matter and the ability to ask appropriate questions is critical when it comes to employing the most talented technical professionals for your organisation. Although recruiters at big companies may not possess a high level of proficiency in your specific field, they can still conduct a comprehensive assessment of candidates to arrange a robust shortlist.
At Works, we possess the freedom to operate in various fields and specialise in a broad range of domains. Our strong record of affording top-tier executive placements and discovering talented programmers speaks for itself. We take immense pride in being a boutique firm that is dedicated to employing remote technical workers with a particular emphasis on developers. Our team comprises professionals who have exceptional expertise in this realm, enabling us to identify skilled developers quickly and accurately.
Jobseekers often prefer staffing agencies that offer numerous positions for a variety of clients. However, some hiring managers use generic questionnaires or keyword-based algorithms to screen candidates and limit the number of applications, which lacks individual attention.
The more personalized the interaction, the more customized the service provided, leading smaller organisations to prefer this approach. Moreover, they would be more competent in their respective fields than any corporate recruiter.
Telecommuting Enables Fast Recruitment
It might not always be feasible to locate the appropriate candidate for the job as it could take some time. In the event that one of your most experienced developers resigns, you may have just a few weeks to recruit a suitable replacement, which calls for a smooth transition.
Engaging a proficient recruiter can certainly accelerate the recruitment process for coders. In fact, the entire procedure can take as little as two weeks! This is feasible by presenting a group of extremely qualified candidates who have already been evaluated against the given criteria. All that remains is for you to arrange the interviews and choose the preferred candidates; we will handle the paperwork and legal obligations.
We would be pleased to demonstrate the efficacy of our procedures in assisting you to find the ideal candidate for the role in your team. Please feel free to contact us without any hesitation.
