And ever since COVID-19 hit, that number has been growing.
This is because for many companies, there’s no going back to regular office work.
Remote work has become too convenient for employers and employees alike.
In this post, we’ll go over the benefits and challenges of hiring remote developers and a step-by-step guide on how to hire one.
Let’s get started!
As an employer, the benefit to hiring remote software developers are many:
Of course, employees benefit from remote work in many ways as well:
That said, hiring remote software developers has its challenges:
Despite the challenges, remote work is here to stay. In most cases, the benefits outweigh any disadvantages. If you have a custom software development project that needs done, hiring a remote team is the easiest way to go.
But the process of hiring a remote developer can be daunting and time-consuming. So here’s how to streamline it:
First, write the job listing. This delineates what’s being offered and sets the tone for the rest of the hiring process.
Every remote developer job listing should include the following:
If you’ve never written a job listing before, feel free to start with a template. You can find some for free with a quick Google search.
As for writing style, use a mix of bullet points and prose. Try to keep it concise, organized, and easy to read over. This way, you’ll attract more applicants and benefit from a larger talent pool.
Next, share your job listing.
You want to reach as many potential job candidates as possible.
So distribute your listing across the following channels:
Once you have applications coming in, it’s time to screen candidates. Try to sort through them based on merit. Check their portfolios on sites like GitHub and Stack Overflow.
The goal is to screen out candidates who won’t make a good match. The more you narrow down your options, the fewer resources you’ll waste in the next steps on job candidates who won’t make the cut.
At this point, you’re ready to start interviewing job candidates. Let the ones you selected know by email that you’d like to move forward in the hiring process by scheduling an interview.
The first interview should test the candidate’s technical skills. Are they capable of performing the job? Ask about their past job experience and projects to gauge this.
You might even evaluate their practical coding skills with a programming test. You can use several different online platforms to help facilitate this. The goal is to verify that the candidate not only has theoretical knowledge of software development but the actual know-how.
Alternatively, you could give them a mock programming project to see how they behave in a real work environment.
Next, conduct another job interview to evaluate the candidate’s soft skills.
Soft skills refer to how well someone can interact and collaborate with others.
Here, it’s all about seeing if the candidate shares company values and would be a good culture fit. Take note of their attitude, personality, and behavior.
Here are some traits to look for:
If the candidate checks all your boxes, it’s time to make an offer. Write up a work contract that details the terms of employment. It should go over compensation, benefits, taxes, sick leave, termination policies, and more. This is especially important when hiring candidates from abroad.
You can also choose to hire on an initial trial basis (e.g. for three months), so both you and the candidate can see how good of a fit they are. But if the choice feels good, don’t be afraid to offer them a permanent position.
Though onboarding technically happens after hiring is complete, it’s an important step not to overlook.
Your onboarding process should introduce the employee to team members, establish communication channels, review work schedules and deadlines, go over standard work protocols, and cover anything else a new employee should know.
If you go over everything thoroughly and leave room for questions, your new hire will be off to a good start and everyone will benefit as a result.
Now that you know how to hire a remote software developer, you can start tackling that custom development project.
But if you’d prefer to skip the hassle of going through all the above steps, consider partnering with a trusted software development and software development staffing agency like DEV.co instead.
Ryan is the VP of Operations for DEV.co. He brings over a decade of experience in managing custom website and software development projects for clients small and large, managing internal and external teams on meeting and exceeding client expectations–delivering projects on-time and within budget requirements. Ryan is based in El Paso, Texas.