There Are 5 Distinct Methods to Assess Potential Remote Developers Before Hiring Them

Human resources managers often acquire secondhand information about a remote web developer‘s talent, which can make it difficult to assess their technical ability. As such, it is beneficial when applicants have impressive references, resumes, and portfolios to support their application. Despite this, it is necessary to verify their skills before employment. At Works, we investigate applicants’ current activities and select from a pool of qualified programmers who are currently in the workforce. If this applies to you, please do not hesitate to get in touch with us today.

It can be an intimidating experience for job seekers to have to demonstrate their coding abilities in front of prospective employers. This could result in an outstanding developer being overlooked due to their apprehension of public speaking.

It is highly recommended that potential candidates are assessed in their natural habitat, as this allows us to observe their skills more accurately. To ensure that we are able to interview the most creative and talented applicants, it is important that we avoid any formalities and make the process more akin to a game.

Criteria for Judging Distant Workers

Here are five distinct approaches to testing out prospective remote web developers.

1. Hold a layout competition for your employment site

Yes, there is a generic application form available on our Career page. This form includes the typical questions regarding qualifications and prior experience. Alternatively, we could also consider a contest. Please let us know which option would be the most suitable for you.

There are numerous potential advantages to holding a contest in which you encourage participants to create a new product or feature:

  • Right from the off, you get a glimpse of the candidates’ technological prowess.
  • An interesting technique to draw in developers to your job postings is to host a design contest.
  • It is an excellent method to verify that potential candidates possess a comprehensive comprehension of your organisation and can employ that understanding in the process of creating novel products or characteristics.
  • Eliminating potential candidates quickly is possible.

Recruitment times may be reduced by starting with a smaller, more qualified pool of applicants.

2. Organize a hackathon online.

Attending hackathons can be a great source of enjoyment for coders, just as social gatherings are for other people. Moreover, these events offer the opportunity to find potential remote developers by having a group of interested applicants work collaboratively on a challenge.

It would be fantastic to have a hackathon in order to:

  • The core of remote work is getting a bunch of strangers from different parts of the globe to work together.
  • Effective means of helping developers overcome issues like shyness and job-interview jitters so they can concentrate on what they do best: code
  • Try to ascertain which of your potential prospects excels in whatever area of development so that you may hire them accordingly.
  • Find out how imaginative and analytical they are.
  • It may be beneficial to tailor a challenge to the kind of projects your organisation typically works on in order to gain a better understanding of a candidate’s potential performance in the role. Doing so will provide you with a more informed view of the individual’s capability for the position.
  • At a hackathon, the rules act as a client brief, and the way in which the participants interpret those rules could further reduce the number of possible candidates for the challenge.

Hackathons provide an invaluable opportunity for innovative and creative thinking. Ideas, no matter how unpolished, should be welcomed and nurtured, as this allows the team to explore out-of-the-box concepts. For organisations looking to hire individuals with unique and inventive mindsets, incorporating hackathons into their recruitment process can be a highly effective way of identifying the best talent.

3. Cosplayers as potential buyers

There is no need for a costume.

Candidates should possess the necessary skills to create the next prototype, in order to make successful iterative improvements to the product. We should provide candidates with consumer feedback on the existing product, along with key performance indicators (KPIs) and an overview of the product’s current market position. Furthermore, we should ask them to develop a prototype for the upcoming iteration of the product.

This practise may be used to evaluate several different abilities:

  • Find out how they evaluate the data and customer input gathered from previous versions of your product.
  • Find out which metrics they would focus on first, which ones they would maximise, and which ones they would sacrifice.
  • Determine whether they can whip together a rudimentary but usable prototype in the field.
  • Persuade you with evidence of their expertise and potential contributions by demonstrating how well they grasp your product.

If you believe that your product should be of benefit to its users, you must ensure that the team constructing it can empathise with those who will be using it. By taking this approach, you can assess whether a prospective employee has a unique set of skills that are not commonly held by other developers.

4. Evaluate your marketing expertise from a technical perspective

Every business, no matter the industry, has the same ultimate goal: to successfully market and sell its goods to customers. For a software developer, it is essential to have an understanding of their target audience in order to create effective solutions that meet the needs of their customers.

Having your remote workers devise a plan to sell your product to another company is a fantastic method to:

  • Find out whether they have a firm grasp of the market and the wants and demands of your target audience.
  • Examine their technical jargon-free product-talk to see whether it’s sales-ready.
  • Verify their familiarity with traditional, contemporary, and contemporary event marketing

Developers do more than just code; there are a range of activities that they undertake in order to create a successful product. One such activity is to gain an understanding of the product’s intended audience and use case. This can be assessed by utilising a specific method to determine the competency of a remote developer in this area.

5. Spend a day in the shoes of an employee at your organization

Although this isn’t unheard of, it may not be the first thing that comes to mind for distributed teams.

Even if the candidate has never visited our company premises, we can gain an understanding of whether they would be a suitable fit for the role by attempting to simulate a day in their shoes. This approach could prove beneficial for a variety of reasons.

  • Potential employees can gain an insight into what it is like to work with our organisation, allowing them to evaluate if they are able to maintain the pace of our operations. Meanwhile, we are able to determine if they are a suitable fit for our team.
  • Your remote participants may see a typical meeting and be invited to participate as needed.
  • It’s possible for them to spend the day with another programmer and make substantive contributions to the project.
  • Candidates get the opportunity to engage with the rest of the team, whose perspectives may inform your final decision.

This form of assessment is worth considering when narrowing down your applicant pool if you’ve given remote work culture any thought at all.

Conclusions Regarding the Assessment of off-Site Programmers

Remote developers should be evaluated in a variety of ways, such as through the use of gamification, mob programming and scenario-based testing. It is essential to evaluate a developer’s programming skills from multiple perspectives, not just their code. Analogue gamification provides an opportunity to assess a developer’s problem-solving skills, mob programming allows for evaluation of collaborative and coordination abilities, while scenario-based testing provides an insight into how they approach and solve complex challenges. Ultimately, taking a multi-faceted approach to assessing a developer’s talents is essential, as it provides a more comprehensive understanding of their capabilities.

It is therefore not always prudent to assess a programme solely on the basis of its code test scores. An alternative approach which provides a much more holistic evaluation of the technical competencies of a developer is to use the above-mentioned techniques. Nevertheless, the most suitable approach to evaluate remote workers may be contingent on the role they are applying for and the objectives of the organisation.

Developing a system for evaluating remote software developers can be a lengthy process. That’s why, for more than 10 years, organisations around the world have looked to us to assist them in recruiting and onboarding remote software engineers in a period of less than two months.

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