Struggling to Hire a Developer? Read This for Help with Remote IT Recruiting

In the wake of the COVID-19 pandemic, businesses have been compelled to reconsider their operational procedures, with many companies extending greater flexibility to their staff regarding managing their work schedules. As a result, employees are now able to divide their time between remote locations and office premises. This has led to significant transformations in the Human Resources sector, necessitating that organisations adapt their HR policies to accommodate these new working patterns.

IT recruiters are now resorting to remote working to broaden the pool of candidates available to them. Remote programmers possess similar skill sets as their US-based peers but may be offered lower salaries. Despite the heightened competition, the remote IT job market has expanded significantly in recent times.

For those who are not familiar with the process, remote recruiting can appear intimidating. When a candidate is located in a different region, it can be difficult to evaluate their competence and skill set.

As a contemporary business, it is imperative to evaluate the technical abilities of potential candidates during the recruitment process. The most effective way to do this is by conducting an interview while asking relevant technical questions to gauge their level of proficiency. Beyond technical skills, it is important to assess ideal employee traits such as teamwork, communication skills, and creativity. Additionally, when evaluating a candidate’s suitability for remote work, their self-motivation and ability to work independently must also be taken into account. Ultimately, the most crucial factor to consider in any recruitment decision should be a candidate’s ability to deliver on their commitments and achieve desired results.

Below are some of our top suggestions for searching and recruiting a developer who works remotely, whether they are based in the same vicinity or situated in a different part of the world.

Straightforward Guidance for Recruiting IT Talent Remotely

1. Verify the Accuracy of Your Job Ad before Hiring

Do you ever steer clear of certain dishes because of their unattractive appearance? Are you hesitant about trying certain types of seafood or ice cream flavors because of their color?

Crafting a job ad is akin to creating something brief and informative containing only pertinent details. Using technical terms or lengthy descriptions may discourage potential candidates or, worse, attract individuals who are not genuinely qualified for the position, particularly if the language used is unsuitable for the job. For instance, using words like “guru” or “rockstar” to describe a programming role may detract from credible candidates who may not consider the job as serious and professional.

When creating a job description, make it a point to be precise in explaining the roles and responsibilities tied to the position, required experience, and desirable skills.

2. It’s crucial to establish a plan for remote access.

Recruiting IT professionals remotely can be ineffective without the right resources and procedures in place. To ensure a favorable outcome, it’s vital to have all the necessary elements in place before embarking on the process of hiring offshore developers. So, what does this entail?

  • Communication tools:

    It’s essential to be aware of the tools that will be utilized for regular communication with the developer. I would like to have a clear understanding of what you expect in terms of how and why these tools will be used. If the developer has a quick query, they can reach out to you through Slack. Additionally, if they need to discuss a coding issue with a group, Zoom is the preferred choice.
  • Project management software:

    Keeping track of processes and procedures can be challenging during remote work. However, numerous project management tools, such as Basecamp and Asana, are available to assist you in efficiently managing tasks, deadlines, and files. These tools can prove to be vital in guaranteeing the success and effectiveness of your remote work.
  • Additional Devices:

    HR software that allows for the management of payroll, benefits, documents, and applications.

3. Preparation for Your Interviews

Keep in mind that the IT professional interviewing potential IT employees is also a highly skilled and experienced individual in the industry. Various online resources are available for finding software development interview questions. However, if you have no understanding of technology, any applicant may appear to be the ideal candidate.

Establishing a committed team of IT recruiters could streamline the recruitment process. When researching a company, it’s essential not to concentrate solely on technical elements but also to create interview questions that encompass a variety of topics. Soft skills play a crucial role in assessing how well a potential employee would integrate with the team and perform in their role.

4. Request for References

Thanks to the wealth of accumulated knowledge over the years, remote teams now have access to a vast array of resources. Instead of having to create everything from scratch, it may be beneficial to reach out to acquaintances who have previously hired remote developers. They could offer valuable insights, such as useful resources or even the ideal candidate for the position.

Researching online forums and connecting with professionals who are experts in the programming language you require can be incredibly advantageous. It’s important to bear in mind the age-old saying that it’s not what you know, but who you know that matters. Utilize your existing connections; doing so can assist you in determining who to approach (and potentially who to avoid).

5. Expand Your Search Globally for Top Software Developers.

Posting a job opening can be an effective method of quickly finding suitable candidates, but its results may vary. Therefore, it’s crucial to consider headhunting as a recruitment option as well. Researching the countries with the most skilled programmers and utilizing LinkedIn to meticulously evaluate potential candidates can be a helpful strategy in locating the ideal candidate for the position.

Offering the chance to work remotely to candidates who are already employed could be a game-changing opportunity. Headhunting is an effective method to locate exceptionally skilled programmers who may be too busy to apply to your vacancy due to their search for more flexible working hours.

A Step-by-Step Guide to Recruiting Information Technology Professionals Remotely

The importance of nonverbal communication in conversations is a widely debated topic. Nonetheless, if video conferencing is the only means of contact with a potential employee, it may be challenging to acquire an accurate understanding of them. Therefore, we have devised a three-stage process to gather as much information as possible about potential employees. Let me explain how this process works.

1. Demonstrated Expertise in a Specific Technical Area

Despite our advice regarding the use of unsuitable methods to assess a candidate’s technical skills during job interviews, many organizations persist with the outdated whiteboard exam. However, in the actual working world, you rarely face exams to resolve issues. Wouldn’t it be more advantageous to recognize when you need help and where to obtain it?

It is highly recommended to investigate the prior projects of any potential developer. To gain a comprehensive understanding of the developer’s abilities, it’s prudent to review their CV and reach out to any previous employers or clients. When evaluating the potential tasks the developer may undertake for you, it’s important to consider any potential areas of overlap. It’s also essential to supplement this discussion with evidence collected through research. By assessing the developer’s experience and innovation, it will swiftly become evident if they possess the necessary expertise to deliver the expected outcomes.

Additionally, having in-depth discussions about projects will enable you to evaluate one of the most critical qualities of a remote developer: communication. To ensure successful collaboration, it’s recommended that you and your developer communicate regularly, preferably following the Agile development methodology. This entails your developer providing you with frequent progress updates and demonstrating their ability to perform the upcoming tasks.

2. Adjustment to Local Environment

When it comes to interview preparation, it’s easy to rely on the same familiar methods. However, at Works, we adopt an alternative perspective. Instead of solely focusing on the questions you ask, it’s crucial to consider the types of responses you require. What information do you need from a potential candidate to determine whether they would be an advantageous addition to the team?

It’s crucial to bear in mind that when building a team, the goal is not to assemble a group of individuals with identical mindsets and behaviours. Rather, it’s about guaranteeing that everyone shares the core values of the organization and is committed to achieving the team’s shared objectives. Now is the perfect moment to ask questions that will assist you in identifying the most suitable candidates.

Instead of depending on pre-written interview questions, why not take a more impromptu approach? Rather than asking something that might not elicit a positive response, such as “What’s your biggest weakness?” try asking questions such as “Can you provide an instance when things didn’t go according to plan, and how did you handle the situation?”. This approach will result in a more open and welcoming atmosphere for your interview.

Taking inspiration from successful CEOs’ approaches to interviewing potential candidates can be advantageous. It’s perfectly acceptable to move away from traditional, formal questioning and instead delve into the candidate’s personal values and beliefs. To ensure a fruitful conversation, steer clear of asking questions about controversial subjects such as religion, politics, and Jar Jar Binks.

3. Look for International Experience

While recruiting for a role that will mainly involve remote work, it’s crucial to evaluate a candidate’s capacity to work remotely, in addition to their technical abilities. By examining their prior experience with remote work, it will provide an understanding of how well they can adapt to, and adhere to, the company’s remote work guidelines.

Working remotely can pose some challenges, such as not being able to directly monitor your team’s progress or any issues they might be dealing with, especially concerning the use of inappropriate language in the workplace. To gain an understanding of a potential remote worker’s experience, it’s worth researching their skills in problem-solving. Additionally, if you’re contemplating asynchronous work, it’s crucial to be aware of the implications. At Works, we highly recommend that all employees maintain regular office hours as it eliminates any chance of workers missing out on productive time due to being hesitant to ask a question.

The Financial and Legal Considerations of Hiring Remote Workers

If you’re hiring remotely for the first time, it’s crucial to carefully consider both salary and contract structure. Several significant questions must be addressed, such as what is the average salary for remote developers in Eastern Europe, Singapore, or India? Understanding this data will enable you to provide a fair and competitive salary, ensuring the successful recruitment of the right candidate.

To prevent any delays in generating a suitable employment agreement, it’s crucial to notify the Human Resources department before conducting any interviews for hiring. The current standard contract is unlikely to be adequate in this scenario.

It’s also necessary to consider the currency used for the transaction. Will you be using your own currency or the employee’s currency? It’s worth noting that, based on the employee’s bank, they may be subjected to additional fees if they’re paid in a currency that’s not their own.

Companies can save almost $10,000 annually on expenses by having their employees work remotely. To ensure successful remote work, it’s recommended to allocate a budget for each employee’s daily, weekly, and monthly work-related expenses. This budget should be adequate for any necessities that may arise, such as replacing a laptop, buying a new chair, or upgrading to faster internet connectivity. Preparing beforehand will ensure that these expenses are accounted for, and employees have the necessary resources to perform their work.

That’s a lot to Take in, right? Make Remote Work Work for You

Taking on something new can be overwhelming, and the same applies to the idea of hiring remote employees. Even if you already have experience in this area, there are still unique factors to contemplate. While this article offers an overview of the subject, there’s an alternative option you can consider.

At Works, we are proud to be the leading authorities in discovering and engaging the most skilled remote programmers from across the globe. We’re dedicated to connecting these professionals with exceptional job opportunities like yours. To ensure that we present only the finest candidates to you, we’ve put in place a rigorous vetting process. If you have a vacancy that must be filled and need our help in recruiting remote developers, don’t hesitate to contact us. We would be delighted to be of service.

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