When you are looking for tech professionals for your software development project, it can be overwhelming in the current candidate-driven recruitment market. There is surplus demand, talent deficit, and hence the widening skills gap.
To overcome this challenge of finding and attracting the right talent faced by nearly 76% of hiring managers, you must hire a programmer remotely. This article will cover how to do that and what mistakes to avoid. Let’s deep dive!
6 Essential Tips to Hire Dedicated Programmers
70% of the professionals agree virtual recruiting is becoming the new hiring practice. If you want to adopt this standard and ensure that you efficaciously hire dedicated programmers, follow these hiring tips:
Have a clear outline of the skills, qualifications, expertise, and competence you seek in the applicant. This will streamline your search for the right candidate.
Draft a detailed job description that can serve as your hiring guideline. It should be compelling enough to attract the right candidates with vital aspects such as key responsibilities, skills required, compensation package and benefits, etc.
Advertise your job opening on a magnitude of renowned platforms. Some highly preferred online portals include LinkedIn, Glassdoor, Indeed, etc.
Implement a thorough and step-by-step screening process to vet resumes effectively. Arrange coding tests, skill evaluations, technical interviews, real-time assessments, background checks, etc. This will help you look for relevant experience, skills, and expertise that align with your requirements.
When you choose to outsource your project, you must pay keen attention to cultural compatibility. For instance, if you hire programmers from India, their culture is vastly distinct compared to the Western work culture. So you must ensure that the programmer you choose shares the same values, culture, beliefs, and working style as your company.
Don’t be blindfolded by the resume claims. Always verify their truthfulness by evaluating work portfolios, seeking employer referrals, checking client testimonials, online ratings, etc. This will provide you insights related to the work quality and commitment of the programmers.
5 Common Mistakes to Avoid When You Hire Remote Programmers
It's a human instinct to make mistakes, and that’s not wrong. But to mitigate the possibility and make your best try for an error-free hiring decision, you must avoid these mistakes when you hire remote programmers:
Don't neglect the value of a well-drafted job description as a piece of paper. It has much to do with finding the right fit programmer for project success.
Have clear communication channel. The absence of effective communication and collaboration tools can hamper project productivity due to misunderstandings, revisions, and delivery delays.
Only some applicants can be an appropriate fit for remote roles. So when you hire a programmer for a remote position, evaluate their ability for proactive communication, effective team management, and the ability to work independently.
Cultural disparity is vital but can also backfire if you don't choose your talent wisely. Therefore, pay attention to it and hire programmers with common interests, values, and work culture.
The lack of a clear and precise onboarding process can have dire repercussions. Long onboarding processes tend to turn off applicants. To streamline the process, always provide adequate tools such as comprehensive documentation, an HR buddy, video tutorials, and other resources.
Concluding Thoughts
When you hire a programmer, these tips and blunders are the most valuable asset. If this is a large task that will take a significant amount of time and money, you can hire Uplers. It is a one-stop hiring partner that will eliminate all hiring hassles and provide you with the top 3.5% of Indian remote talent at up to 40% less cost. With just one job description, you can fill the vacant position within five business days.
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