It’s post-pandemic, and most of the world is trying to get back to the new normal. One industry that has taken a huge hit is the IT industry. Even now, most of the big and small scale companies are operating remotely. The companies that never worked from home are forced to make their employees work from home.
However, on the bright side, the developers working remotely are being more productive. This in return, is helping the companies with improved productivity and business. It is estimated that by 2025, over 70% of the employees will be working remotely. And, by 2027, IT outsourcing will be valued at over $410 billion.
Here are some advantages of hiring remote developers:
- The flexibility of hiring the number of developers you need as per the requirement.
- Lower cost and expenses.
- Widespread talent.
- Adaptability.
- And, equipped with the right technology.
With so many benefits available from the larger talent pool, it is unlikely for any firm not to outsource the talent. But you also need to ensure that a rigorous selection process is put in place. Here are some tips that can help,
Set right expectations
Mentioning job requirements and expectations in a job portal are fine. But, you need to be precise about who exactly you are looking for. What is the core function that you desire from this prospect? Are you looking for a developer who can support the front end? or back end?
While setting expectations is definite, you also need to give out clear information about the project you’re working on. It can help the applicant to have a clear picture of what they’re getting into. Specify the core language that will be used in the project or software.
Hire from different platforms
Expecting talent only from one source is insufficient. There are numerous platforms out there on the internet where people are actively looking for remote developer jobs. Research the websites that provide the talent you’re looking for and search the potentials accordingly.
You can also contact fresh graduates or experienced professionals using email search platforms. A website like GetEmail.io is very efficient to find anyone’s email address in just a blink of an eye. It also comes with a chrome extension to Linkedin accounts. So finding the contacts of the prospects here becomes easy.
First screening
Since you’re hiring from diverse countries and cultural backgrounds, it is pivotal that you research a little about the country to understand the candidate better. During the first screening, check out their technical soundness as well as their personal beliefs and values.
It is okay to ask thorough questions on the first screening, as you get to know the person enough to decide the right fit. 30 – 45 minutes is an ideal time for the interview to last. While the person is working on their own, they are equally required to be a team player. Reviewing the candidates interpersonal and intrapersonal skills are also advantageous.
The final call
Depending upon the number of candidates you interview, you can choose to have the number of rounds. Usually, the employers hire within one or two rounds only. In the final round, be more open about day to day workings of the project.
Inform them about what their targets will be. And provide a brief introduction about the team. Anyhow, the induction program will cover all the introduction of the team. It is also the ideal time to confirm the payment and its procedures. Once both the parties agree, then the great journey begins!