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Today, the reality is that 80% of U.S. workers would turn down a job that didn’t offer flexible working and 53% say that having a choice of work location is more important than working for a prestigious company.

This is especially true in the world of technical hiring where workers expect even greater work flexibility. These new preferences have prompted a rise in remote work. However, few companies were prepared to support it at the scale that COVID-19 is demanding.

Companies are scrambling to enact new remote work policies and struggling to adjust. What most are missing is that remote work isn’t just a policy you implement—it’s a culture you build.

The Struggle to Support Remote Work

In a recent Chicago Tribune article, President of Global Workplace Analytics Katie Lister said that “when a crisis like the new coronavirus temporarily forces companies into remote work, it tends to show them that it can be done successfully…But it can also demonstrate the benefits beyond disaster preparedness.”

Ideally, the transition to remote work during the COVID-19 will go smoothly and prompt more widespread, long-term support. But the truth is that “telework is still viewed with skepticism by many in the business world, and if hastily arranged remote work initiatives go awry, it could create a backlash.”

One study of remote work preparedness in the wake of COVID-19 found that 34% of survey respondents do not feel their companies are prepared to support a new work-from-home (WFH) policy. In fact, just 23% of respondents said WFH protocols were already in place to prepare for this kind of event.

It’s not every day that your company is faced with the need to operate in the wake of a global pandemic.

Rushing to implement policies for remote work policies in this emergency may be your only option. But what happens when we come out on the other side?

Remote work needs to be a long-term priority if you want to attract the best technical talent. Making it part of your culture rather than leaning on a policy buried deep in a company handbook will help.

 Laptop on couch
Software engineers are attracted to companies with remote work cultures.

Remote Work starts with Remote Hiring 

When remote work is part of your company culture, you infuse it into everything that you do. And if you want to make it clear to technical recruits that you’re focused on supporting remote work, it needs to be part of your technical hiring process.

But let’s be honest for a minute—technical hiring has followed the same general blueprint for years. You post a job description online, collect applications, review them internally, and select candidates for phone interviews. From there, you go through the process of scheduling one or more in-person, in-office interviews and maybe run some applicant assessments before finally making offers.

If you’re trying to set the tone for remote work being part of your company culture, will multiple in-office interviews get the job done? Probably not.

However, this leaves you with a problem. You need to strike a balance between building a remote work culture while maintaining the technical hiring benefits of face-to-face interviews and real-time technical skills assessments.

Codility’s CodeLive solution is designed specifically to meet this goal. Our customers use CodeLive for technical interviews with candidates online without compromising the quality of their technical hiring processes. With CodeLive, you get a full feature set that enables you to:

  • Connect Remotely: Give your hiring managers high-quality voice and video capabilities to conduct one-on-one technical interviews or in a group. Conducting technical interviews remotely via video will streamline the way you’re hiring software engineers and set the tone for a remote work culture
  • Run Live Technical Skills Assessments: Test a candidate’s coding skills in real-time without sacrificing your remote work culture. By setting up an online room with a shared editor, hiring managers can walk through technical skills assessments to get a feel for how candidates think, collaborate, and communicate. 
  • Report Quickly: Support remote hiring processes by generating feedback forms and scorecards quickly and effortlessly. Your success in remote hiring depends as much on your internal communication as your communication with candidates. Standardized reporting makes it easier to collaborate with different teams and offices to ensure your success in hiring software engineers and keeping your remote work culture intact.
  • Support Any Technical Hiring Method: Allow your hiring managers to conduct technical interviews the way that works best for them. CodeLive provides flexible formats for different teams to support all kinds of technical interviews. From whiteboard modes for free-flowing interaction to template modes with pre-selected tasks, you can assess talent remotely without compromise.

Remote work isn’t just a fad that will die down when COVID-19 issues are resolved. Rather, it’s the future of work and technical hiring teams need to set the tone for it in the company culture.

And remote work starts with remote hiring. If you want to learn the essentials of remote hiring and how to ensure your technical hiring plan is still attainable, read our recent blog post.

Roy Solomon is Chief Revenue Officer at Codility, and an expert in the future of work. Roy leads Codility’s customer-facing teams and advises TA and Engineering leaders from around the world build their technical hiring and retention plans.

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