Hiring a remote software engineer may not be as easy as it seems. We live in an ever-evolving digital world with a great pool of talented engineers where it’s not easy to find the right fit for your company. And to complicate the game, every service marketplace on the internet claims to have the best software engineering talents.
Remote working has been especially popular among skilled software developers, that only need their laptops and access to the Internet to perform their daily job duties and showcase their talents. There are a handful of companies that have already chosen a fully-remote business model for their ventures and proves it to be sustainable by regularly hiring new additions to their remote software development teams.
Hiring for remote positions in your company adds an extra layer of pressure to the process. Unlike office-based positions, where you can observe how the new developer does their work, adjusts to the new environment and performs as a part of the team, remote positions require much more trust to the candidate and confidence in their abilities.
When you are not able to have the whole team present in the same location, remote team management challenges such as communication or lack of involvement may appear. While looking for new candidates to join your remote software engineering team, keep observing how would they deal with given issues.
Hiring just any software engineer for your business is the wrong way to go. Like every project in business, there is a process of hiring a remote developer. Here are some tips to follow to help you find the best talent for your software engineering talent, from halfway across the world.
Define your goals
Before you even think of hiring a software engineer, you should determine what type of person you want to work with. Would a totally remote software engineer be the best option for your business? Or would you want to meet physically with a remote engineer who is accessible? By having your filters outlined, you will be better equipped to hire candidates within your specifications.
Creating a clear and informative job description will help you to narrow down the exact qualities and professional experience that you are looking for in a candidate and later when shared on your website and relevant job boards it will help to screen out the improper applicants.
Plan your resource needs
What does your project entail? How many software engineers do you need? What tools would your candidates need to have? Which tools would be provided for the job? This is the same as making a budget. Before you hire a remote software engineer, the total estimate of resources needed needs to be sorted out.
Get tools ready to accommodate remote work, like Skype
After planning your resources, the next thing is to actually get the tools required for the project. Communication tools are the most important. You and your software engineer need to be reachable at all times throughout the span of the project. Tools like Skype do a great job of making remote jobs easier.
Interview and screen candidates.
Communication skills should be scrutinized. Don’t hire software engineers based on samples - anyone on the internet can make up a fanciful resume to impress. Rather interview them via chat, over the phone or via video call. Get an overview of their soft skills, like communication, as well as their technical skills.
If the candidate interests you during the initial interview, invite them to do a test or a challenge to see their software development skills in action. Even if they don’t get the “answer” right, you will be able to see how they think, how they create logical connections, if they are able to look at the problem outside of the box, etc. These skills might come in handy later.
Set a reasonable timeline and don’t elapse it
What is the length of the project? More importantly: what is the maximum completion time allowable for the project. Also, ensure that your candidates understand the reason behind the timeline.
Set clear objectives
Software engineering is a very detailed gig. Wrong information from the client can change the final output of a project. Don’t bombard your candidates with too many objectives. Keep it detailed and concise.
Connect remote talent software engineer to the existing software engineering team
Do you already have a physically present engineering team in your business? Ensure that the remote candidate has direct means of communication to the team and the team is aware of their responsibility to welcome and accommodate the newcomer.
Starting a new position can be stressful enough, especially when you are not present in the office and can’t meet your new colleagues in person, having people that you can connect with and turn to for advice in the early stages of a new job can significantly improve the onboarding experience.
Make budget adjustments for contingencies
More often than not, software engineering projects will always need adjustments. More tools may have to be purchased for such occasions. So make provisions for contingencies, because you’ll need it.
Allow the developer to have some control over the project
Think of your remote software engineer as a partner who has some control over the project. Dictating terms to a candidate, and restricting their creativity, may force them to look elsewhere for employment, eventually.
Do you want to hire a remote software engineer or a development team for your project but the whole process looks too complicated and confusing? Trio might be the right partner for you. We provide small and medium businesses with on-demand remote software engineering teams that have been carefully handpicked. Our top-level software engineers with diverse backgrounds and extended work experience to bring your ideas to life.
If you have a great software idea, but the technical side is not your forte, or your existing team needs an injection of fresh talent, or you are looking for a qualified team to develop your software on time - Trio has the right people. Tell us about your project and let’s see how Trio can help your business grow and thrive.