It’s no secret that the pandemic required a lot of restructuring of work structures for many companies and organizations. By now, companies of various sizes have either been implementing changes for some time or are strongly considering the shift to fully remote work.
It’s predicted that by 2025, 70% of the workforce will be remote employees. Additionally, a survey by Gartner revealed that 90% of human resource heads are considering letting go of office presence requirements in the following years.
As more and more companies, startup or not, continue to adopt a remote work framework, it’s becoming more evident that many workforce members can function efficiently and maintain productivity even when working from home, especially in IT departments. Some companies have finally struck the work-life balance every tech talent dreams of.
In the IT and web development sphere alone, the 2019 market for outsourcing IT specialists is valued at over $300 billion and is expected to skyrocket to $410 billion by 2027. One factor fueling the growth is the fact that organizations can cut operational expenses from rent, equipment, and furnishings when hiring remote talent.
However, many self-confessed web development specialists have emerged due to the growing demand, making it more challenging to hire great remote developers. In this guide, we’ll consider a step-by-step process along with some standards to find the right candidates when remote hiring developers.
6 Standards To Consider When Hiring Remote Developers
1. Hire From a Large Pool Of Potential Candidates
Settling for a small talent pool of potential candidates can hinder you from finding the right candidate for the job. Increasing the number of applicants that go through the interview process means maximizing your chances of finding talented developers that suit best your project needs.
Granted, it can be time-consuming initially. However, a large pool of potential candidates guarantees a steady supply of tech talents especially if you need to augment staff for large periodic projects. By having many potential candidates to choose from, moving forward, you can fill in vital roles quickly.
2. Access A Global Pool Of Tech Talent
Your potential software development team members shouldn’t be limited to your home country, you can find the right candidates nearshore or offshore. Who knows, you might just find the right mobile app development expert or the Python guru in India, Ukraine, Brazil, or Canada. Hiring remote workers lets you take advantage of the right developers for the job wherever they are in the world.
3. Save On Overhead Cost
Like what was touched on at the outset, bringing in remote developers to the team means saving costs on workplace utilities, office space, IT infrastructure, and other amenities. It’s a win-win situation for both parties, organizations become cost-efficient while remote workers get more flexibility in employment.
Other than just saving on operational expenses, the global reach made possible by hiring remote workers allows you access to low-cost talented developers.
4. Heightened Productivity And Efficiency
Commuting or driving to and from work means spending more time on preps and on the road. Depending on the agreement with the remote developer, tech talents have the flexibility to work when they feel most productive. They don’t have to stay late at work and also get relieved from long commutes back and forth.
5. Flexibility With Time
Remote developers work not based on office hours but on deadlines. They don’t have to work a strict 8-5 job but get due dates on outputs making the work schedule more flexible for them. While they have the liberty to work when they’re most productive, you can still ask them to be online at certain hours, especially during scheduled team meetings.
6. Keeping Up With Emerging Technologies
In-house IT teams or CTOs usually have a lot on their plate. Because of this, defining priorities can be a challenge which also affects promptness in making real-time mitigation measures.
By partnering with remote developer firms, crafting roadmaps and systems will be a lot easier. Organizations can also get valuable insight on fresh technologies to utilize to make mitigation measures more streamlined.
7 Factors To Consider When Hiring Remote Developers
I. Be Specific About Your Project Needs
Before scouring remote developer hiring platforms, it's vital that you first define why you need to hire a remote developer and what you want them to do for you or the company. Ask yourself: do I need a developer on an ongoing basis or do I just need them for certain projects? Am I looking for an iOS developer? An Android developer? A website developer? Or an app developer?
Defining your project needs will help you determine what skill set to expect from a developer you’re looking to hire. Different development projects call for different tech stack expertise. By knowing what you want to get done, you’ll identify the right developer to do it for you.
You also need to consider the scope of your project. Some projects only require one developer while others require several people in the software development team. You can consult your CTO, post questions on tech forums, or reach out to us at Aloa so we can guide you on what you specifically need from a developer and how many developers you need to get it done.
II. Thorough Remote Hiring And Screening Process
Once you get a shortlist of potential developers, the next step to take is to put them up for a rigorous screening process. Not to be tyrannical, but to ensure they can communicate well, collaborate closely, and get the project done with quality results.
This thorough process involves multi-step screening where you check for competency, skills, and commitment. You can check their soft skills, especially communication skills if you’re offshoring the work to developers that don’t have the same main language as yours.
For instance, if your company speaks English and the developer you’re eyeing is Indian, you can converse with them longer to see if they can comprehend your instruction and if they can communicate their thoughts well with you.
As for the tech skills, you can conduct short-period test projects supervised by your in-house tech expert. After that, let them explain how they’ll go about the workflow for the project you’re going to make them work on.
III. Candidates With Years Of Experience
Developer candidates who have previous experience on the project indicate expertise. While we can’t stereotype newbie developers as incompetent, those with previous experience already know about processes to take, what to prioritize, how to handle blockers and all the ups and downs that might be experienced during execution.
Additionally, developers with previous experience have dealt with other employees before. This means they already have a good idea about pre-requisites and policies they have to abide by.
IV. Verify Credentials
Verifying credentials will be a breeze for developers who have previous work experience because they can easily put down a name and number for reference. Call these references to check for work history to ensure you’re hiring a good developer.
But more than that, when hiring a remote developer, you must always consider the safety of your organization from preventable threats. Some potential applicants might have criminal records that can jeopardize your company.
V. Familiarity With Remote Project Management Tools
Potential developer candidates don’t just have to be experts on technical tools, they also need to know how to use project management and communication tools so you can be kept in the loop and can clearly communicate timetables even when you can’t monitor them physically especially because they might be thousands of miles away.
They need to have basic knowledge of tools like Google Docs and Gmail. So with:
- Communication tools like Skype, Zoom, Slack
- Automation tools like IFTTT or Zapier
- Collaboration tools like Asana, Basecamp, Jira, Wrike, and Trello
- Storage and file-sharing tools like Box, or DropBox
VI. Company Values And Culture
Values and culture must align so you can ensure good collaboration between you and the tech talent. Other than introducing your company’s value and culture, you can also make them take an assessment test to ensure compatibility and good working conditions.
VII. Time Zone Differences
Chances are, you’ll find the right developer nearshore or offshore. In cases like these, you have to arrange for team meetings that would be suitable for both parties. Considering time zone differences will also help you manage your expectation of their response time when you communicate with them.
A 5-Step Guide in Hiring Remote Developers For Your Project
Now the part you’ve been waiting for. We’ll walk you through a process you can emulate to find and hire the right developer. Whatever their expertise might be whether it’s app development or software engineers, this process will help you narrow down your applicants to the best ones fit for the job.
Step 1: Finding Remote Developers
Finding the right remote developers starts by creating a detailed description of your specific needs. The more specific it is, the less time it will take filtering out unqualified ones. Like what was mentioned on the first factor to consider, define your project so you’ll know what kind of developer to hire and how many you need to hire.
Additionally, describe your expectations for the developer you’re looking to hire. Build up the description of your ideal applicant by including not just the technical skills but also the work ethics and other soft skills you expect them to have. It will save your time, and theirs as well.
A detailed job post includes:
- Job Title: Specify what expertise you need and indicate if you need a full-time or part-time remote developer.
- Relevant Keywords: This is an essential part when posting on job boards. When applicants look for potential jobs, having the right keywords will lead them closer to you. Depending on your specifications, you can include keywords like "work from home", "remote job", "virtual job", and "work from anywhere".
- Suitable Language And Tone: use actions words like “is required to” to describe what you want from an applicant. Additionally, be mindful of the language you use to avoid discriminating against applicants on sex, race, religion, etc.
- Employment Type: While you already mentioned this in the job title, you can elaborate on this further. Also include if the pay is per hour, per project phase, or per project.
- Job Location: If you have a preference about the location of the developer, probably to lessen the time difference, include this as well.
- Work Duration: When paying for an hourly basis, indicate how many hours you expect the developer to work per day and how many days per week. Indicate too how long you plan to keep them employed.
- Job Responsibilities: List down the tasks the developer will be expected to work on daily and weekly.
- Job Qualifications: List down the skill set, previous experience, or years of experience you expect from the candidate.
- Compensation: Let the candidate know how much they will be paid per hour if it’s an hourly arrangement or per project if it’s a project-based arrangement.
- Benefits: Include additional benefits like HMO or internet/tool allowance if you want to stand out from other hiring companies.
- Company Overview: Give a brief overview of what your company does, the culture and values you live by, and your vision to help applicants see right off the bat if it’s a good fit.
After crafting a detailed job description, you can move forward to posting your job offer in remote job portals. Some of the most popular platforms are:
You can take advantage of social platforms like LinkedIn as well. However, candidates from these sites are not thoroughly vetted. This means you have to put forth extra effort in screening your applicants.
On the other hand, expert web developer providers like Aloa handle all the vetting work so you’ll immediately have with you a shortlist of qualified applicants. By letting us do the rigorous vetting work, you’ll have confidence that the candidates you get in touch with can deliver the work at hand and keep your projects secure.
Step 2: Screening The Candidates
Factor 2 mentions doing a multi-step screening process to assess abilities and work ethics. Once you’ve identified the worthy applicants, assess their skills to determine if it’s the right match for your project.
You can start with a technical or programming skills test with some assistance from your CTO or other in-house developers. You can start with questionnaires and sample tasks after. If this will be your first developer hire, you can tap proven experts to assist you with this step.
After passing the programming skills test, you can also ask the developer to provide code samples, share previous projects, and other references to help you gauge compatibility better.
Step 3: Interview Shortlisted Candidates
After assessing technical skills, you can now do a soft skills interview. In this step, you’ll try to get to know the potential candidate better to see if they're a suitable match with your company's ethics and culture and if they can comprehend your words well and respond clearly.
This step is important because it plays a big role in collaboration. If you can’t get the developer on the same page as you, the project will be delayed, or worse, you might have to find someone else again to replace them.
Some of the questions you can ask an applicant are:
- What is your software development process?
- What quality assurance measures do you have in place?
- What project management policies do you follow?
- How do you handle remote communication?
- How can you ensure clear and efficient communication with me and with other team members?
- Have you made progress reports? What have you included in them? Can you show a sample report?
- If you’re given the responsibility to delegate and manage tasks, how do you go about it?
- What is your process for making changes and updates?
- Are you willing to sign an NDA?
You should also do additional technical skills interviews to analyze their experiences better and to assess their technical abilities as well as their problem-solving process. A software engineer or another programmer can sit in for this as well.
Step 4: Make Your Offer
While you’ve already mentioned this in the job description, you can explain the arrangements better at this point. Some companies opt to do three-month terms to ensure the collaboration will work, others will choose to hire developers on a full-time basis right after the hiring process.
After agreeing on the terms and conditions of the work, a legally binding contract must be signed to validate the agreements made.
Step 5: Onboarding
After making a final decision on who to work with, review your agreed schedule meeting and deadlines together with an orientation of the tools and communication channels to be used.
Additionally, to keep the project safe from theft, misuse, or getting publicized before launching, an NDA or non-disclosure agreement should be signed. This protects data and ideas formed within the work sphere.
There’s a vast talent pool of remote software developers out there. It can be overwhelming to think about, but if you have a detailed hiring process in place, things will go smoothly, and in no time, you’ll get the right developers working on your project.
If you have more questions, feel free to reach out to us at firstname.lastname@example.org.