How to hire the best remote developers?

February 25, 2021

Hiring

Hiring a remote developer is no different from hiring any software engineer.

To be good at hiring remotely you need to consider your remote development teams as if they were local. You should not assign those teams specific tasks or assign them exclusively to the maintenance of legacy code. You'll create a split in your company culture with remote employees being considered as less potent than the locals. You'll end up with a high level of employee turnover and recruiting costs will raise.

Prepare people responsible for the hiring process to potential cultural differences

It's important to prepare everyone involved when selecting new remote employees. The recruiter needs to know about the remote working environment and how to deal with it. He/she should also have an idea of the language and cultural nuances that are typical for each country.

One of the most important differences is between low and high-context countries. 

In low-context countries, you'll usually find people who:

  • Respect deadlines and meeting times
  • Follow and respect written commitments 
  • Avoid personal relationships at work
  • Have a task-oriented, individualistic approach to work
  • Welcome change
  • Follow logical decision-making process

In high-context countries, you'll find remote software developers who:

  • Give less importance to deadlines
  • Follow oral agreement more than the written ones
  • Cherish personal relations and most of the decisions will be influenced by them
  • Have a team approach to work. 
  • Follow an intuitive decision-making process

The screening process should include a team interview 

One of our clients involves the final interview of each potential candidate the team she would be working with. And it works! It has both advantages of securing the future onboarding, helping the candidate to imagine a story with your company, and giving you much more insights about the candidate. 

Communication flow is the most important part of your organization

Your first remote candidate should perfectly speak English, but your first team welcoming this candidate should also speak English. Streamlined communication is absolutely key. There is a lot of conversations that happen unofficially, during lunch, coffee, or after-work events. With remote teams, you'll lose that. 

You need to set up agile, cross-functional squads as it forces communication and therefore a better integration of remote employees in your core teams. You'll also need to provide all the necessary tools to support communication: Slack, Zoom, ClickUp, JIRA, shared resources, good documentation, etc...

 

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