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

The COVID-19 pandemic has forced businesses to re-examine their existing work practices, and many employers are now offering their staff a greater degree of flexibility in how they manage their working hours. This includes the option of splitting their time between the office and remote locations. Consequently, the Human Resources sector is being forced to adapt to these changes, and businesses must ensure that their HR strategies are able to keep up with these new working patterns.

Recruiters in the IT sector are increasingly turning to remote working in order to expand their candidate base. Whilst the skill sets of remote programmers may be comparable with those of their US-based counterparts, they may be offered lower wages. As such, the remote IT employment market has grown significantly, although it has become increasingly competitive.

Recruiting remotely can seem daunting for those who are unfamiliar with the process. When the candidate is based in a different geographical location, it can be challenging to assess their abilities and capabilities.

As a modern business, it is essential to assess a candidate’s technical capabilities as part of the recruitment process. The most reliable way to do this is to assess their knowledge through an interview, asking relevant technical questions in order to determine their level of proficiency. Additionally, it is important to consider the characteristics that an ideal employee should possess, such as the ability to work effectively in a team, excellent communication skills, and the capacity to think creatively. Furthermore, when assessing a candidate’s ability to work remotely, it is important to consider their self-motivation and ability to work autonomously. Ultimately, the ability of a candidate to deliver on their promises and provide the desired results should be the overriding factor in any recruitment decision.

Here are some of our best recommendations for finding and hiring a remote developer, whether they’re located across the street or across the globe.

Simple Advice for Remote IT Recruiting

1. Make Sure Your Ad Is Correct Before Hiring

Do you ever find yourself avoiding certain dishes due to their unappealing appearance? Are there certain types of seafood or ice cream flavours you feel uneasy about trying because of their colour?

Creating a job advertisement is similar in that it must be concise and include only relevant information. Using jargon or overly long descriptions may put off potential applicants, or worse, attract people who are not truly suitable for the role, especially if the language is not appropriate for the position. For example, using terms such as “guru” or “rockstar” to describe a programming role may be off-putting to highly qualified individuals who may not take the job seriously.

Be specific about the position’s responsibilities, required experience, and preferred skill set when drafting a job description.

2. It’s important to have a remote-access plan in place.

Without the correct resources and processes in place, attempting to hire IT professionals remotely is ineffective. To ensure a successful outcome, it is important to ensure that you have all the necessary elements required before beginning the process of engaging with offshore developers. Therefore, what does this mean?

  • Tools for communicating: It is important to understand what tools you will be using to communicate with my developer regularly. I would like to have an understanding of your expectations for how and why these tools should be used. If the developer has a quick query, they can always contact you via Slack. Additionally, if they need to discuss a code issue with a group of people, then Zoom is the preferred option.
  • Software for managing projects: Remote working can be difficult when attempting to keep track of processes and procedures. However, there is a wealth of project management tools available, such as Basecamp and Asana, that can help you to effectively manage your tasks, deadlines, and other files. These tools can be invaluable in ensuring that your remote working is as efficient and successful as possible.
  • Other Devices: Human resources software for managing payroll, benefits, documents, and apps.

3. Practice for Your Interviews

It is essential to bear in mind that the Information Technology (IT) specialist interviewing potential IT employees is also a highly experienced professional in the field. There is an abundance of online resources available for discovering software development interview questions; however, if one does not have any knowledge of technology, any applicant may easily give the impression that they are the most suitable candidate.

Having a dedicated team of IT recruiters could help to simplify the recruitment process. It is important to not just focus on technical topics when researching the company, but also to prepare interview questions that cover a range of topics. Soft skills are a vital element in assessing how a potential employee would fit within the team, and how successful they would be in their role.

4. Inquire About References

Thanks to the extensive amount of knowledge that has been accumulated over the years, remote teams can now benefit from an extensive range of resources. Rather than having to create everything from the beginning, it may be beneficial to contact individuals that you are familiar with who have previously employed remote developers. They could be able to provide you with valuable information, such as useful materials, or even the perfect candidate for the role.

It can be highly beneficial to research online discussion groups and establish contact with professionals who are experts in the programming language you need. It is important to remember the old adage that it is not what you know, but who you know, that matters. Make use of your connections; doing so can help you to decide who to reach out to (and possibly even who to avoid).

5. Go global in your search for top software developers.

Advertising a job opening can be a great way of quickly sourcing suitable candidates for a role, but its effectiveness can vary. Therefore, it is essential to also consider headhunting as a recruitment option. Taking the time to research which countries have the most talented programmers and using LinkedIn to thoroughly examine potential applicants can be a useful approach to identifying the right person for the job.

Even when some of the applicants already have a job, providing them with the opportunity to work remotely could make them feel like they have struck gold. Headhunting is a great way to find highly skilled programmers who are too busy to apply to your job vacancy as they are looking for more flexible working hours.

Hiring Information Technology Professionals from a Distance: A Step-by-Step Guide

The significance of nonverbal cues in communication is a subject of much deliberation. Nevertheless, if the only form of contact made with a potential employee is a video conference, it may be difficult to gain a full understanding of them. As a result, we have developed a three-stage process in order to obtain as much information as possible about potential employees. Allow me to explain how this works.

1. Proven Skill in a Specific Technical Area

Despite offering our counsel on the use of inappropriate criteria to assess a candidate’s technical abilities in job interviews, many organisations still persist with the outdated whiteboard exam. However, in the real world, you rarely have to take exams to solve problems. Wouldn’t it be more beneficial to be able to recognise when you require assistance and where to get it?

It is strongly recommended to investigate the past projects of any prospective developer. To gain a full understanding of the developer’s skill set and capabilities, it is prudent to review their CV and contact any prior employers or clients. When assessing the potential tasks the developer may undertake for you, it is important to consider any potential areas of overlap. It is also important to back up this discussion with evidence gathered through research. By evaluating the developer’s innovation and experience, it will quickly become apparent whether they are well-equipped to deliver the results you require.

Furthermore, engaging in detailed discussions about projects will enable you to assess one of the most essential attributes of a remote developer: communication. In order to ensure successful collaboration, it is recommended that you and your developer communicate on a daily basis, preferably following Agile development methodology. This would involve your developer providing you with regular updates on the progress of the project and demonstrating that they have the capacity to carry out the tasks ahead.

2. Adaptation to Locale

When it comes to preparing for interviews, it can be easy to stick to the same well-known techniques. However, at Works, we take a different approach. Rather than concentrating solely on the questions you are asking, it is essential to consider the types of answers you need. What information must you gain from a potential candidate in order to make a decision as to whether they would be a beneficial addition to the team?

It is important to remember that when forming a team, it is not about creating a group of people with identical mindsets and behaviour. Instead, it is about ensuring that everyone is aligned with the core values of the organisation and that there is a shared focus on achieving the common objectives of the team. Now is the time to start asking questions that will help you to identify the most suitable applicants.

Rather than relying on pre-prepared questions for your interview, why not take a more spontaneous approach? Instead of asking something like, “What is your worst flaw?”, which may not be conducive to a positive response, try asking yourself questions such as, “Can you give me an example of a time when things didn’t go according to plan, and how did you address the issue?”. This will provide a more open and encouraging platform for your interview.

It could be beneficial to take inspiration from the approaches used by successful CEOs when questioning potential candidates. It is perfectly acceptable to move away from traditional, formal questioning and instead explore the candidate’s individual values and beliefs. To ensure a productive conversation, avoid asking questions about controversial topics such as religion, politics and Jar Jar Binks.

3. Search for Experience Abroad

When recruiting for a role that will primarily be conducted remotely, it is essential to assess a candidate’s ability to work remotely, in addition to their technical skills. By reviewing their past experience of remote working, it will give an insight into how well they will be able to adapt to, and comply with, the company’s policies on remote working.

Working remotely can present some challenges, such as not being able to directly observe your team’s progress or any potential issues they are facing. This is especially pertinent in situations where inappropriate language is commonplace in the workplace. To gain an insight into a possible remote worker’s experience, it is worth researching their problem-solving history. Furthermore, if you are considering asynchronous working, it is essential to be aware of this. At Works, we strongly recommend that all employees maintain consistent office hours, as this avoids any risk of a worker missing out on productive time due to not feeling able to ask a question.

The Financials and Legalities of Hiring Remote Workers

If this is your first time hiring remotely, it is essential to give careful consideration to both salary and contract structure. There are several important questions that need to be addressed, such as what is the average salary for remote developers in Eastern Europe, Singapore, or India? Knowing this information will ensure you are offering a fair and competitive wage and will help ensure the successful recruitment of the right candidate.

It is essential to inform Human Resources of your intention to hire prior to conducting any interviews in order to avoid any delays in producing a suitable employment agreement. The existing standard contract is unlikely to be sufficient in this case.

One should also take into account the currency being used for the transaction. Are you going to use your own currency or the currency of the employee? It is worth bearing in mind that, depending on the employee’s bank, they may incur extra charges if they are paid in a currency which is not their own.

Businesses can save almost $10,000 annually in overhead by having their workers work remotely. To ensure this is successful, it is suggested that an allocated budget is set aside for each employee’s daily, weekly and monthly work-related costs. This budget should be sufficient for any requirements that may arise, such as replacing a laptop, purchasing a new chair or upgrading to a faster internet connection. Planning ahead will ensure that these costs are taken into account and that employees have the necessary resources to complete their work.

That’s a Lot to Take in, Huh? The Ability to Work to Your Benefit

It can be daunting to take on something new, and the same can be said for the prospect of hiring remote employees. Although you may already have experience in this field, there are still certain new factors to consider. This article is intended to provide an introduction to this topic, however there is also an alternative option available.

At Works, we are proud to be the go-to experts in identifying and engaging the most talented remote programmers from around the world. We are passionate about connecting these professionals with excellent job opportunities such as yours. To ensure that the individuals we present to you are of the highest caliber, we have implemented an extensive vetting process. If you have a vacancy that needs to be filled and would like our help in recruiting remote developers, please do not hesitate to get in touch with us. We would be delighted to be of assistance.

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