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As Coronavirus is driving companies remote, adopting remote-first hiring processes now will reinforce your tactics for 2020 & ensure your hiring plan is still attainable.

In the wake of COVID-19, hiring teams worldwide are realizing what remote teams have known for 5 years already: remote-first hiring can be very effective.

To help you adjust, we’re hosting a live workshop on remote hiring next week, join us.

Why go remote-first? 

Aside from the obvious, going remote allows you to source from a wider pool of engineers, process candidates through your workflows faster, and offer more flexible work environments for your employees.

Today, the IT sector has one of the fastest-growing rates of remote work. 61% of engineers have the ability to work remotely, and of those working in traditional offices, 46% would like to try going remote. The trend towards more flexible work setups is undeniable and for good reason. In our 2019 survey, we found a positive correlation between engineering teams with remote work policies and feeling successful at work. At the same time, in a recent survey, 76% of females working in technology said that having remote work options are increasingly necessary to attract and maintain women in tech.

Put simply, those who’ve tried working remotely, tend to like it. 

But moving your work remote-first requires agile processes, great communication, and stable platforms. It requires rethinking the way you source, hire and manage your engineers.

It’s not impossible to do, but it does require some thought.

 

Taking Sourcing Online 

The campus recruitment event season is going to be different this year. With a high risk of cancellation, thinking about how you can run sourcing events without a physical presence will give you a competitive edge.

We’ve built CodeChallenges for this. Designed for teams running online campaigns via social media, email or to a database of candidates, CodeChallenges are online coding competitions – a unique way to engage passive candidates, ignite online competition and re-engage your database:

  • Create your own branded landing page, hosted by Codility
  • Codility handles the CodeChallenge itself – using a special technical problem designed to be equal parts tricky and fun
  • Advertise your CodeChallenge on social media, via email and to your database
  • Participants provide their contact information when they attempt the CodeChallenge, with their solution automatically scored and ranked
  • During and after the event, your sourcing team can reach out to participants directly

 

Codility CodeChallenge

Being able to source from a wider source of candidates allows you to increase your talent pipeline, removing the artificial limitation of distance.

Taking Hiring Online

Let’s be honest, most of the hiring process can be done online. But there remains one sticking point: the onsite interview. Onsite are the foundation of hiring programs around the world. This is the hiring team’s chance to get to know the candidate face-to-face, to see them work in real-time, and to ask them questions in a way that mimics a natural conversation.

Over the last 3 years, we’ve seen our customers adopt new technology to achieve the same from onsite and remote interviews. They’ve taken advantage of Codility to host remote interviews with a shared editor and whiteboard, connecting via video and voice call to have conversations with candidates where they can code, refactor, or talk about alternative approaches to solutions.

Codility remote hiring workflow diragram

Using Codility, you can move your hiring online before the end of the week.

 

Working together when you’re not together

Companies across all industries are rushing to adopt remote work policies, and employees are following the early adopters. According to Zapier’s Remote Work Report, 26% of employees in the US have quit their job for one which supports remote work. But managing distributed teams requires different management tactics and communication strategies.

1. Set clear expectations

Each team member needs to know what needs to be done at the beginning of the project, and who must do what. When remote, you need to be able to identify blockers and handle friction points efficiently. Asking team members in one-on-ones about bottlenecks to their delivery will encourage them to speak up and proactively give you insight into what can be optimized.

2. Establish availability protocols

Let the team know which channels of communication to use for what purposes, be clear on when people are online, and use written communication to maintain a record of progress and decisions made. Where needed, add processes or internal SLAs.

3. Check-in on progress regularly

Track progress via project management tools like Jira and Asana so you can keep everyone updated, without too much distraction. These platforms will help you manage and identify burnout by spotting workload imbalances.

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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