Top 7 Hacks to Hire Remote Developers

Did you know that the global IT outsourcing market is expected to reach $397 billion by 2025 at a CAGR of 4.5%? This tells you the fact that digital transformation has become a determinant factor for building software solutions and mobile applications that lay the foundation for a successful business venture. Furthermore, it is the keystone for providing a competitive edge in this stringent battle.

This calls for hiring highly skilled and experienced developers who can help you build your dream application and transform the raw idea into an outstanding product. You have to believe that hiring expert professionals is an effective strategy to get in touch with the global talent pool and enhance your productivity.

Whether you are a startup that wants to launch a new app or an established large enterprise that wants to create a complex software solution integrated with innovative technologies, you can hire remote developers who offer expertise, flexibility, and scalability to deliver the best outcome.

However, there is a twist in the tale too. If you think that finding and hiring remote developers is as easy as taking a stroll around the park, you must give it a second thought. This is because selecting the right candidates for the job can be a tricky and at times daunting task.

So, first things first, you must know the catch on how to hire remote developers and follow the step-by-step process to onboard the best team for your dream project. You must know the hack to evaluate their skills and experience remotely, access cultural fit, and hire professionals who can work and complete projects successfully without direct supervision.

So, get ready to crack the code and learn the top tricks and traits to hire remote developers who can set up your application for success.

1. Defining the Job Requirements Clearly

So, when you are about to post a job requirement for a developer having expertise in a specific framework or programming language, you must first think about what exactly you require. If your job requirement or description is not clear, there are high chances of getting irrelevant job applications, wasting your time. So, the correct approach is to map out specific skills, qualifications, and experience required for the job. Also, you must clearly state all-important tech stacks, such as Python, Angular, and Kubernetes. It will be more than helpful if you also specify the type of project they will be working on.

Now, let’s turn to the soft skills necessary for developers to hire. This would include communication proficiency, time management, and collaboration with team members. You must mention the time zone the developers will have to work and match with and whether they would be comfortable with asynchronous communication. Another essential aspect is to inform them whether you will pay them on an hourly basis, milestone basis, or monthly payment.

For example, rather than saying that we require JavaScript developers for a web development project, you can specifically say we require JavaScript developers with expertise in AngularJs and Node.js for creating an eCommerce web application.

2. Use Job Board Platforms Providing Remote Developers

Have you ever explored and thoroughly browsed websites like Toptal, Build.in, or Upwork to hire remote developers? Choosing the right platform for hiring remote developers is indispensable because it will help you save valuable time, hard-earned money, and other vital resources. Many organizations and clients root to LinkedIn or job sites Indeed for this purpose. But to tell you the truth these platforms are ideal for general recruitment for hire developers who would be working from the office.

The specialized remote job portals that we mentioned at the beginning can help you attract experienced remote professionals. The reason why we mentioned these sites at the top is here all developers are registered and you can gain access to their complete profile, including the number of experience, previous projects done, and their reviews and ratings from past clients.

Also, there is another advantage – since the developers have been associated with these portals for quite long, they are accustomed to specific remote working terms and conditions, managing time, and delivering results without continuous intervention.

3. Conduct-Skilled Based Assessments

When you go through the CVs and resumes of the candidates who have applied for the job, it will tell you that the person has five years of experience in Android application development. But will that information help to solve real-life problems? No, not all all. So, this is where skill-based assessments become more important as they thoroughly put the developer’s practical coding abilities to the test and measure their expertise beyond their written claims.

To be precise, you can use various useful platforms, such as HackerRank, Codility, or TestGorilla to test the skills and coding knowledge of developers and evaluate their performance whether they are suitable for the project or job or not. You can also check if they can perform under pressure, how fast and clean their coding abilities are, and their proficiency in solving complex issues efficiently.

4. Prioritize Communication Skills

Technical skills alone won’t do any good unless you can effectively communicate. Remote work relies heavily on communication, so it is very important to determine whether or not the developer hired remotely can effectively express his ideas, ask for help when needed, and collaborate across time zones.

Concentrate on interviewing about how well the candidate can express technical problems and explain what led him to that decision or course of action. For example, you might ask candidates to walk you through how they overcame previous challenges or how they plan to work in distributed teams.

Finally, test their writing communications. Most remote communication occurs through written channels like Slack or email. You want someone who writes well with a minimum of words used to get to the point. Mostly, delays are a result of miscommunication. Ensure that your hire can effectively get his point across.

5. Evaluate Their Remote Work Experience

Remote work isn’t just about working from a different location – it’s about a whole new set of habits and workflows. Someone who has never worked remotely before might struggle to adapt to the isolation, time zone differences, and the absence of a structured office environment. This is why hiring someone with remote work experience can be a game-changer.

Look for candidates who have a history of successfully working remotely. Ask them how they manage their schedule, stay productive without a manager physically present, and handle distractions. People who are seasoned in remote work environments already have the discipline and self-management skills necessary for success.

6. Offer a Paid Trial Period

Just imagine a scary scenario where you hire remote developers for the project and after a few months realize that they are not the right fit for the job. That is an extremely costly mistake that would drain your money and time to achieve nothing in the end. To avoid such a situation, you can look for short-term paid trial periods where you hire remote developers on a contractual basis just to test the waters.

The trial project should be small but significant – enough to gauge their capabilities without committing to a long-term contract. This way, if things don’t work out, you can part ways amicably. And if it’s a success? You’ll have a clear idea of what to expect in the future.

7. Foster an Inclusive Remote Culture

It’s good news that you have successfully onboarded the developers that you are probably looking to shape your dream project. But this is only winning half the battle. The main task is to keep them motivated and engaged in an inclusive and supportive work culture. This is important because remote workers often miss the camaraderie that is seen in an office environment. Hence, it becomes your responsibility to create that same culture, which makes them feel valued and connected in a global entity.

You must primarily focus on strategic planning and providing flexible working hours when building your virtual development team.  Create spaces for casual conversations – like a “water cooler” Slack channel – and host virtual happy hours to help developers bond beyond work tasks.

Now, Let’s Wrap it Up

Now this is evident and a consolidated fact that by hiring the best team of remote developers, you can stay on top of your business. The key to success here is how you are approaching the way to hire remote developers with complete strategic planning and clear project goals. Choosing the right platform also provides an edge and makes your task simpler to find suitable talents.

At the same time, you must assess their communication skills and problem-solving capabilities, apart from thoroughly evaluating and testing the coding knowledge. A rightly hired developer will also add more value to your project and help your business thrive with his skill and experience. Happy hiring!