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With the insurgence of remote recruiting, the game has changed when it comes to hiring developers and IT workers. There are new things to think about when building the dream team for your company.
Like any other team member you hire, remote workers will have certain characteristics that make them a great fit (or not) for your team. We’ve put together this quick guide to help you power up your remote recruiting efforts. But first, we’ll make a case for hiring developers and IT workers remotely.
Why hire remote employees?
For many industries, utilizing remote employees offers several advantages—it provides both the business and worker flexibility in several key areas.
Remote recruiting allows employers to focus exclusively on hiring people with the right skillset. They no longer need to consider other factors like accessibility to an office location. Also, some remote workers are more open to part-time or contract work, giving businesses more options than if they were only looking for full-timers within close geographical proximity.
Much of this plays into the “gig economy”, which allows top talent to flourish by applying their skills when needed. Workers can find fulfilling work in many forms, including part-time roles, as a remote constituent. This keeps operations lean and ensures your remote recruiting efforts are not wasting time or money as you can hire remote employees to only do work when absolutely needed.
Remote workers are often happier and more productive too, especially considering most people don’t want to uproot their lives for a temporary or part-time position that could just as easily be performed elsewhere.
Working remotely also frees people from rigid schedules by allowing them to balance work tasks around other activities. For roles that do require a structured schedule, make sure to set this expectation early and clearly.
How to find the ideal remote worker
Hiring developers or IT workers to fulfill a remote role starts much like any other position—disclosing the required competencies, expectations, and outline of job duties, which either sparks interest or deters individuals to look elsewhere.
The first step is to get an overview of candidates’ knowledge, previous work experiences, and motivation. A candidate’s resume or LinkedIn profile is usually a good baseline indicator as to whether the person has the qualifications needed.
For remote interviews, use a video chat software (e.g. Skype) as this creates an opportunity to both read and convey body language. Remote interviews via video allows both parties to feel each other out more thoroughly than a phone interview. Also, this is a good time to sync about nuances that come with remote work such as scheduling or time zone differences, and to establish a communication schedule.
Gaining insight into their motivation is a little trickier, but still an important part of the process. When interviewing a prospect, it’s crucial to understand how they see themselves integrating into the company. If you’re looking to fill a purely contract position with no room to move into a regular position once the job is completed, then make sure the candidate is clear on this.
Perhaps the most challenging part is assessing an individual’s aptitude for required skills, especially for technical roles. There are specific programming questions you should ask in a technical remote interview and platforms out there to help you ask and assess your candidates.
For example, Codility’s CodeCheck product enables hiring managers and engineering leaders to gauge their developer candidates’ real-life coding ability. It’s one thing for an individual to describe their experience with a language or framework during an interview, and another to see them actually perform on-the-job tasks during interviews. CodeCheck allows for role-specific remote skills assessments to screen candidates before moving them to the interview stage. Real-life skills for all roles, programming languages and frameworks can be tested with CodeCheck.
Codility’s CodeLive product is great for assessing candidates’ skills online too—making remote interviews easy and convenient. CodeLive can host technical remote interviews via a shared editor using a range of templates and whiteboards. With CodeLive’s development environment, the process of hiring developers and IT workers remotely is simplified.
Becoming remote worker-friendly
It’s always a good idea to establish and maintain a good relationship with remote workers, just as you do with the people you see every day in the office. Creating a space for personal connection will build a stronger team. After all, it can get lonely working from home. You’ll also need to adapt your management style for people with whom you can’t have an impromptu in-person meeting.
Take advantage of technology and use video chat software. Not only does this add body language to employee interactions, but putting faces to names is a great reminder that real people are on the receiving end of emails. With the increase of technology, remote work has become a popular option. Our friends over at TimeDoctor broke down the recruitment process in 9 steps so that you can hire the best talent from anywhere in the world.
Being organized is also important for good workflow, particularly when your workers are spread across different locations and time zones. Tools like Trello and Slack are great for remote collaboration and progress-tracking.
Let Codility help you with hiring developers and IT workers
The global marketplace makes it possible to find and hire top technical talent from anywhere in the world. The key is to develop a system for finding, screening, and conducting remote interviews that are efficient and effective. Codility’s CodeCheck and CodeLive products can help with that. Contact us today or check out our knowledge hub to learn more.