In light of the ongoing COVID-19 pandemic, managers who are looking to expand their teams of software engineers face a unique challenge: how to find an appropriate workplace for new hires to work from until they are properly trained. Traditional methods such as collaborative whiteboarding and interviewing are no longer viable options, and many businesses are likely to adopt working from home as their new normal.
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The Key Is to Look Beyond Your CV
It is partially agreed that traditional hiring practices can still be applied when hiring a remote developer. Although video conferencing allows for the interviewing and assessment of a candidate’s technical abilities, other elements that are essential for a remote employee’s success, such as communication, self-motivation and problem-solving skills, are not always evident in their professional history. Therefore, it is essential to take the time to properly assess these attributes in order to ensure that the right candidate is hired.
In order to effectively evaluate a remote engineer‘s soft skills, it is important to structure the interview process to assess the candidate’s communication abilities and timely completion of tasks. During the interview, it is beneficial to change the format from one-on-one to group interviews, as this can allow for an assessment of the candidate’s compatibility with the company’s culture. Furthermore, it is helpful to ask the candidate to solve real-world problems as opposed to theoretical ones, as this can allow for a more accurate evaluation of their abilities. As a result, the interview process can provide an effective assessment of the candidate’s soft skills and help to determine their suitability for the role.
Computer-Based Software Verification
Candidates may become discouraged if they are not provided with a clear understanding of what is expected of them in a code test. Without a precise definition of what constitutes success, the results of the assessment may not be indicative of the candidate’s true capabilities. To ensure the accuracy of your findings, it is important to evaluate each competency separately. For instance, if you are aiming to gauge how quickly a candidate can complete a task, you should set a specific time limit for them to adhere to.
Code-pairing is an effective way to assess an individual’s technical skills, as well as his or her ability to interact with and learn from other people. By having a candidate collaborate with a colleague, you can gain insight into their capacity to work well with others and communicate effectively. Additionally, you can gauge the candidate’s willingness to learn from their peers by seeing if they are inquisitive and engaged in conversation.
Keep Culture in Mind
It is more essential than ever for remote teams to have a strong cultural fit compared to in-person groups. Establishing relationships with colleagues and connecting with the company’s overall mission are both fundamental to optimising productivity and satisfaction in the workplace, yet this can be more difficult for remote teams. During the recruitment process, ask potential employees about their motivations for wanting to join your organisation. Encourage your current employees to discuss the aspects of their job that they enjoy the most, and the values that your organisation stands for. Furthermore, be transparent about the qualities you are seeking in new hires, and the additional benefits that you expect them to bring to the role aside from the job requirements.
In order to ensure fair hiring practices and respect for established cultural norms, it is essential to consider diversity. However, we must be mindful of our own biases and prejudices when making decisions. To ensure the fairest comparison between applicants, it is recommended to develop a scorecard with specific criteria for the desired qualifications. Instead of relying on abstract terms such as “cultural fit,” it is best to focus on fundamental qualities such as “passion” and to be selective about the languages that are most necessary for the position. Moreover, it could be beneficial to have each member of the interview panel provide their own score for each applicant, as this will help to reduce any bias resulting from groupthink.
Keep a Positive Outlook
The advantages of assembling a distributed engineering team often outweigh the difficulties that may be encountered. By expanding the pool of available talent, companies can benefit from higher levels of job satisfaction in their remote employees, as demonstrated by recent studies. Moreover, distributed teams have been seen to be more effective, as employees are less likely to be disturbed, avoid the stress of commuting and are able to better meet their individual requirements. The cost savings associated with remote working can be considerable, as fewer office spaces and associated infrastructure are required. A recent Gartner report revealed that the majority of CFOs intend to make certain functions permanently remote, even after the COVID-19 pandemic has subsided.
Think About the Options
In order to mitigate the risks associated with an uncertain economy, many software companies are turning to staff augmentation as a viable alternative to hiring permanent employees. Through staff augmentation, companies have access to an extensive network of experienced software engineers in areas where talent is abundant but opportunities may be limited. The process involves the company finding and evaluating potential engineers, after which the staff augmentation organisation will take care of the rest – from compensating the engineers to managing their human resources files. This allows companies to reap the benefits of a full-time expert without the costs or risks associated with hiring full-time staff. If you’re in search of an alternative to standard project outsourcing, staff augmentation is an excellent option. It allows companies to access a scalable team of experienced professionals.
At Works, we are proud to be industry leaders in the recruitment of remote IT engineers. We are committed to providing comprehensive Human Resources services, including selection, invoicing, compliance, and taxation for the hiring and onboarding of remote workers and international contractors. Our mission is to support you in the acquisition of highly-skilled remote developers for your team, enabling them to take the lead on the most important technological initiatives and technical projects for your organisation.
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