6 Errors Hiring Managers Should Avoid

The ongoing coronavirus pandemic has significantly impacted office-based operations, emphasising the importance of remote working. Employers globally have now come to recognise that providing flexible working arrangements and cultivating a work-life balance not only bolster productivity but foster enhanced financial performance. As a result, hiring managers worldwide are searching for top-quality remote software engineers to augment their teams and drive progress.

Although international remote recruitment offers several advantages, identifying the most skilled engineers can be problematic for businesses due to various hurdles they may encounter.

In this essay, six common mistakes made by companies while recruiting remote software engineers are analysed and discussed.

Recruiting nearby remote software developers

Despite a rising trend towards remote work, many businesses still focus on hiring local talent, believing that having remote software engineers in the same time zone is advantageous. However, this approach may not fully utilise the tremendous advantages that remote work can offer.

Businesses can broaden their perspectives for recruiting software engineers by harnessing the potential of the global market. Adopting a remote workforce model provides access to a wide range of talented professionals across the world, unconstrained by geographical limits. This enables enterprises to appoint the best-suited experts for their projects, independent of their physical location, which in turn results in a world-class engineering team.

A distributed workforce setup can particularly benefit businesses operating in technology-scarce regions, and organisations that seek skilled engineers at an affordable cost. This mode enables access to a wider pool of talented professionals while efficiently managing expenses.

You’re in a rush to recruit remote software engineers for a new assignment.

Starting a new project is full of enthusiasm. However, it can be disappointing to find out that your present developers may lack the necessary skills to accomplish the job. In such scenarios, engaging proficient professionals becomes crucial to tackle specific components of the project. Alternatively, for rapidly-growing start-ups, it can be time-consuming to conduct an intensive search for qualified engineers.

No matter what the situation is, it is crucial to avoid hiring remote software engineers impulsively or under pressure. Doing so can result in long-term harm, and may have more negative consequences than not recruiting remote software engineers at all.

Allocate enough time to prepare a fitting recruitment and hiring process and devise a plan to assess and scrutinise remote software professionals.

To commence the recruitment process, it is vital to contemplate the necessary skills, degree of expertise and personality traits required for the role. Subsequently, draft an inventory of interview questions and evaluations that assist in determining the eligibility of potential applicants. This guarantees the selection of the most fitting candidate for the job.

Don’t confine the hiring process to just one project. Instead, contemplate other ongoing projects and recognise an appropriate developer to join your team.

Recruiting is taking an excessive amount of time.

Conversely, a prolonged recruitment process for remote software professionals is counterproductive.

Amid the worldwide dearth of adept and capable experts, companies are progressively adopting remote workforce models to appoint experienced software engineers. This is particularly true in the technology industry, where the existing demand for software engineers surpasses the supply of qualified candidates, causing the recruitment process to be more intense and fast-paced than ever before.

Therefore, if your remote software engineer recruitment process is prolonged, you are likely missing out on an abundance of outstanding talent.

It seems that the present recruitment process is consuming a significant amount of time; if it usually takes several weeks to respond to an applicant and another three to four weeks to conclude the selection phase, it is advisable to explore measures to accelerate the process. By streamlining their hiring procedures, companies can ensure prompt and proficient responses to applicants while reducing the duration of the recruitment process.

A protracted recruitment process can make applicants think that your organisation is not interested in hiring them, resulting in them searching for other job opportunities. This may lead your organisation to lose highly skilled and capable individuals.

Focusing solely on costly degrees and showy resumes

Relying solely on the résumé to screen applicants can result in dismissing competent developers.

Pursuing a degree in an appropriate field does not necessarily ensure that a candidate has the necessary abilities and expertise to flourish as a remote software engineer. Therefore, depending solely on educational credentials as a dependable measure for recruitment should be seen with prudence.

As a consequence, it is recommended to introduce supplementary assessments to aid in determining if the developer should move to the succeeding phase of the recruitment process. These tests, in conjunction with the résumé evaluation, could offer useful perceptions into the applicant’s capabilities and competencies.

Do not be influenced by a candidate’s dazzling résumé if they cannot substantiate their application with pertinent technical abilities.

When hiring remote software engineers, only technical proficiency is considered.

When recruiting remote software engineers, it is imperative that they possess the fundamental technical skills and capabilities required for the position. However, having coding proficiency alone does not ensure that a prospective candidate is suitable for your organisation.

For the position of remote software engineer, having skills beyond technical expertise is crucial for success. Recruiters should recognise the significance of robust communication skills when considering remote staff. Such skills are pivotal for effective collaboration, troubleshooting, and productivity in a remote work setup.

In a workplace that is remote-centric, developers may need to liaise with other departments, making it critical for them to demonstrate mastery in communicating intricate technical concepts to individuals who are not tech-savvy.

Although technical proficiency is critical, recruiters should also take into account the importance of soft skills when recruiting remote software staff.

According to a recent survey conducted by Leadership IQ, which consisted of over 20,000 new employees and 1,400 human resources managers, 46% of new hires either departed the organisation or were let go within the initial 18 months of employment.

Furthermore, a failure to accept constructive criticism was the reason for twenty-six percent of employees’ incompetence, while seventeen percent lacked the drive to achieve their maximum potential, and fifteen percent displayed an inappropriate attitude towards their job and employer.

These facts highlight the significance of considering emotional intelligence and other traits when evaluating remote software engineers.

Engaging freelancing marketplaces to recruit remote software developers

The preference of businesses to recruit remote software engineers for projects on a freelance basis is due to their affordability and effectiveness in completing tasks.

It is often believed that finding proficient remote engineers on freelancing websites is a simple task. However, these platforms lack organisation and do not prioritise any specific industry.

Consequently, businesses face difficulty in discovering competent and adept remote software engineers.

Freelance developers discovered on such websites may allocate priority to the completion of the project and their own monetary gains instead of dedicating themselves to your company. Furthermore, these individuals may not be aware of the greater picture of your business, such as the principles that shape your brand identity.

If you aim to establish a sustainable partnership with remote software engineers, it may not be wise to recruit personnel from platform-centred on temporary jobs. Such a decision could restrict your accessibility to a diverse pool of experts and specialists, besides hindering your prospects of eliciting lasting loyalty and devotion from those engineers.

Employing a platform such as Works, which focuses on aiding businesses in acquiring and appointing remote software engineers for prolonged durations, can augment the probability of contracting developers who comprehend the underlying principles of your enterprise.

What is the approach to employ when hiring remote software developers?

In the prevailing remote-oriented scenario, it is crucial for companies globally to be able to recruit remote software engineers who are compatible with their requirements. Guaranteeing that these engineers can competently work together and carry out their responsibilities in a digital milieu is fundamental to any enterprise’s triumph.

In the present competitive global commerce, corporations must be aware of the potential challenges that their counterparts might face while attempting to fill roles necessitating specialised software development skills. To ensure that they acquire and hire the most competent remote software engineers, employers must possess a comprehensive knowledge of the IT sector, be well-acquainted with the positions they intend to fill, and have a sound recruitment system in place to pinpoint the most appropriate candidates.

Works Intelligent Cloud system takes charge of all such particulars and supports in locating the perfect workforce to join your development team.

Works’ advanced screening process facilitates corporations to recruit proficient remote software engineers in a few days instead of several weeks.

To find out more, explore the Works Jobs website!

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