The process of hiring a remote developer is one that is both time-consuming and energy-consuming. The process of finding the proper developer is one that, if carried out in an ineffective manner, has the potential to cost both you and your organisation both time and money.

You are need to create a job listing, screen a large number of applicants, make a large number of phone calls, learn more about each applicant, and ultimately test them. Even once you eventually make the decision to hire remote developer, you won't know for certain if they are the best choice until they begin working on your project.

When it comes to hiring remote engineers, there are frequently a lot of questions to consider, including the following:

Where can I locate talented software developers?

How can I make my job ad more appealing to qualified applicants?

How can I evaluate whether or not they are a suitable match for me?

What characteristics and capabilities ought they to have?

What kind of price should I expect to pay for them?

This article will address each of these concerns in detail, and by the time you've finished reading it, you should ideally have a greater sense of assurance in your capacity to select the most qualified candidates for employment with your company.

Now let's get started!

Why Use Independent Software Developers

In addition to the numerous research studies that have been conducted on remote development, there are a few advantages that can serve as motivation for organisations to recruit remote developers. The flexibility that comes with working from home is beneficial for employees as well.

Employee Perks and Perquisites

Depression is strongly linked to longer commute times, traffic, and other problems that are directly related to transportation. A healthy work-life balance is essential. Remote workers also have the opportunity to work anywhere they like, whether it be at a local café or at home, where they may enjoy a traditional lunch or wash their laundry in the middle of their workday.

Autonomy is achieved through remote work because it enables developers to assume responsibility for their work and direct their attention to the outcomes rather than the process. This needs a high level of self-organization on the part of the developer.

Efficient use of time Developers have the ability to better manage their time and plan their daily workflow in a more efficient way when they work remotely, thanks to the flexibility that remote work provides.

Productivity — Employees who work from home report feeling more satisfied with their jobs overall and achieving higher levels of productivity as a result of the absence of distractions from coworkers and micromanagement. Working remotely can deliver productivity gains for your firm in a variety of areas, including staff onboarding and training, as well as managing employees' work.

Advantages for Businesses as Employers

The absence of a requirement for office space, utilities, office supplies, and other amenities can result in a cost savings of up to nearly $11,000 per employee per year for the company. This is the case even if the individual just works from home for half of their working hours.

Access to the talent pool: Businesses are able to attract more singular specialists who come from a variety of different backgrounds by offering salaries that are competitive within their region. Working remotely grants one access to more locations.

Flexibility - The contemporary economy values the flexibility that remote work is delivering, which might be an advantage in terms of competition on the market.

Better mental and physical health for employees Your business's reputation will be directly impacted by the state of mental and physical health of your workforce. It will also result in more productive personnel who are interested in their work, devoted to the mission of the organisation, and as a result, more productive.

Positive Effects on the Environment

Working remotely offers a number of advantages, including environmental ones, for people who are making an effort to live a greener lifestyle. Global Workforce Analytics claims that working remotely for even half the year leads in significant cost reductions, including the following items:

20 million dollars in gasoline

54 million metric tonnes of emissions of greenhouse gases

oil equivalent to 640 million barrels

Why Trio Employs Software Developers Working Remotely

When viewed from Trio's point of view, the opportunity to hire talent from throughout the world cannot be emphasised. If you just allow your developers to work from one place, you will have less diversity and almost certainly fewer talent.

Even though it may not be immediately apparent, having diverse teams has a number of advantages, both culturally and economically, particularly if you intend to distribute software on a worldwide scale. Even cutting-edge software such as facial recognition technology is prone to making mistakes that are subjectively biassed against certain users.

When it comes to finding solutions to one-of-a-kind problems, it is certain that more varied teams can provide fresh points of view. In the words of Daniel Alcanja, Chief Technology Officer of Trio, "why not involve everybody? ”

The Three Primary Obstacles Involved in Employing Remote Developers

There are a number of issues associated with hiring and managing remote engineers, and these challenges can have an impact on both your organisation and your staff. While working remotely offers a number of appealing advantages,

Even if the advantages far exceed the disadvantages, it is essential to have an understanding of the potential roadblocks that may be encountered when putting together an efficient remote software development team.

Here are some obstacles to overcome. In the future, you will have an understanding of how to efficiently overcome these problems.

Locating Potentially Qualified Candidates

When you put your job description online, you immediately have access to a world full of potential developers, which can quickly become overwhelming.

Prepare yourself for a deluge of application submissions. In order to locate individuals worthy of being placed on the short list, you will need to look through each and every one of them.

Managing Job Postings

It can be a time-consuming process to manage a job posting that is published on many job sites.

You will probably be required to create listings on four to five different websites, which means that you will have to sign into each of those individual websites and go through all of the applications that you are sent.

Language Barriers

When you run your company from a place where English is not the native language, the likelihood of coming into touch with a developer who is unable to communicate effectively in English is increased significantly. Yes, even if they claim to be completely fluent in the language!

If you are in charge of managing an English-speaking team, you will need to find remote developers who are able to communicate with the members of your team. This is not to indicate that the individuals in question are not skilled engineers.

When you hire remote engineers, the best method to lessen the effects of dealing with the problems listed above is to establish a rigorous screening and interviewing procedure.

One component of this is understanding the characteristics of a competent developer, so that if you ever come across one in the future, you will be able to identify them both on paper and in action.

How to Craft a Job Description Fit for Distributed Programmers and Developers

Putting up an advertisement for the position is the first step in the hiring process. Don't skimp on this part of the process because it will determine how the rest of the search for a remote developer goes, so don't treat it like any other part of the work.

You will need to make your organisation look as appealing as possible if you want to be able to compete for the most talented software developers.

You can use as a guide some of the well-written job descriptions that can be found on websites such as We Work Remotely. It is not rocket science to piece together a well-written job description, but the following ideas can get you started in the right direction.

Check out this dissection of the components that make up a job ad to gain insight into how you may assist prospective applicants in screening themselves prior to even submitting an application.

Position Title

The roles that are being filled should be conveyed accurately in the job titles. It is not necessary to add superlatives such as "rockstar" or "ninja," but rather, you should choose titles that are more professional and descriptive, such as "iOS Engineer" or "React Developer."

Description of the Job

The job description should include explicit information on what your expectations are, the specific high-level activities that are associated with the position, the compensation and benefits package that is being offered, and the reasons why candidates should be pleased to join your team.

You can utilise narrative-style paragraphs or bullet-pointed lists to attract the attention of potential candidates. It is best to use a combination of the two.

Utilizing a template is a great option to coming up with a job description from start all on your own. Indeed provides templates for a variety of positions, and you are free to make any necessary modifications to them.

Requirements

When you are writing a job description, break down each responsibility into a brief bullet point and include those elements. The more specifics you can supply, the better candidates will be able to comprehend both your expectations and the potential responsibilities they might have working remotely as part of a team.

They will have the opportunity to eliminate themselves from consideration, which will save you time in the application process. Now is your opportunity to eliminate some of the prospects. For instance, you might need all potential developers to have written code for a period of at least five years, or you might favour those who have earned specific credentials.

How Does the Hiring Process Work for Remote Software Developers?

The real hiring process should get underway as soon as possible after you have completed writing a job description that is up to par. It won't be easy, but if you can find a developer who is both skilled in their field and compatible with your company's values, the effort will be well worth it in the end.

Put up an Ad for the Job

The vast majority of job searchers start their hunt for work by looking through appealing job listings. It is your responsibility to express to a potential employee in an accurate manner both the objective of your organisation and the qualifications you are seeking in a candidate.

A job description, a job title, and a list of prerequisites are the three fundamental elements that make up any reputable job listing. But don't be so cold-hearted about it. Include things that would make someone desire to work for you rather than someone else. What do you have to offer?

Accept and Consider Submissions of Applications

When applications start coming in, it is your responsibility to sort through them one by one. Some businesses delegate this responsibility to a hiring manager, but if you run a relatively modest operation, it's understandable if you don't have the personnel or financial means to do so.

That is not a negative aspect at all. Even though you will surely be busy, you will have the opportunity to take a closer look at the applications that have been submitted.

Find a Shining Resume/CV and Cover Letter for Your Application

As long as you have a good reputation and are willing to pay a competitive wage, it should not be too difficult to find a candidate who possesses the technical abilities that you require.

Choose the individual with the most impressive resume from the stack, but before you do so, check to see that their cover letter reveals that they have strong communication abilities and a hint of personality. These individuals are more likely to succeed in a collaborative environment.

Keep scrolling for additional information on 'How To Choose the Right Candidate(s),' which can be found further down the page.

Conduct an Interview with the Candidate

The second phase in the hiring process requires that you finish selecting a group of candidates to move forward with once you have already done so. This is merely an interview in the majority of professions.

Even in the field of software development, a candidate's capacity for communication can be evaluated through the course of an interview. However, there is a great deal more involved in the hiring process as a whole. Continue reading for further information.

Examine and assess the potential candidate

Your prospective employee must demonstrate that they are capable of performing the tasks they claim to be capable of before you would hire them. It is customary to evaluate a candidate's performance based on problems connected to determining their level of technical expertise, which is also a good idea.

A couple of scrolls forward, you'll find a section titled "How To Screen and Interview Remote Developers," which provides additional information on how to carry out the aforementioned steps.

Employ Freelance Programmers, and You Will Live Happily Ever After

In an ideal world, once you have located and hired the appropriate developer (or developers), you won't have any further issues to deal with. That's not going to happen, at least not anytime soon. However, you may take comfort in the fact that you carried out the hiring procedure in a strategic and methodical manner, which reduces the amount of risk involved.

What Does a Good Developer Look Like? 5 Skills To Look For

Before beginning the process of recruiting remote developers, it is essential to have a clear picture in your head of what the qualifications of the ideal candidate are, both on paper and in practise.

It is not difficult to locate skilled and dedicated software developers who are willing to work remotely; nonetheless, choosing the proper person for the job is essential to developing a long-term, mutually beneficial working relationship between a business and employee.

If you hire the wrong developer, not only will it cost you time and money, but it will also significantly hurt the firm and its reputation. This is an extremely unlikely worst-case scenario, but it is nonetheless one that should be avoided.

So what does a good developer look like? In addition to looking for candidates with traditional attributes and relevant professional experience, you should also look for candidates with soft skills that are directly related to working remotely.

1. Discipline

Employees are expected to have a high degree of self-organization and autonomy when they are given the opportunity to work remotely. You should search for software engineers who are sufficiently self-motivated to continue being productive even when their manager is not constantly inspecting their work and peering over their shoulder.

2. Communication

The capacity to effectively convey one's thoughts to one's team, either verbally or in writing, is one of the most important qualities of a good developer. They should also be proficient in the language that is used most frequently in your company.

3. Initiative

Because of the nature of working remotely, employers are looking for developers who can demonstrate initiative while they are working on a project. The majority of the time, these are senior-level developers who can truly say that they have "been there, done that."

4. Balance

Developers have the distinct advantage of being able to better balance their personal and professional lives because to the availability of remote work opportunities. It may sound appealing to hire the Herculean coder, but it is definitely best to go with someone who has hobbies and interests outside of work rather than making that choice. The burnout syndrome can have a detrimental effect on your company.

5. Maturity

A good developer is one who is experienced enough to provide their management with an accurate estimation of the amount of time needed to complete a task or project. The creation of software is a challenging endeavour, and even seemingly straightforward operations can be derailed by unforeseen problems and other delays.

Instead of being hopeful and delivering their work later, a smart developer will be more likely to take precautions and produce their work early.

It is easy to get caught up in evaluating a developer's technical expertise, and while it is crucial to make sure the developer can code his way out of a paper bag, it is the developer's soft skills that will determine how valuable he or she is in the long run.

In addition, it should go without saying that software developers who lack adequate soft skills typically do not remain employed for an extended period of time on a team. Collaboration is an important component of any team that is working remotely.

When it comes to resumes and cover letters, a resume should only be used to determine whether or not the candidate meets particular skill, years of experience, and educational requirements. Cover letters should be used to determine whether or not the individual is qualified for the position.

You can get a sense of a candidate's personality from their cover letter, should they choose to include one with their application. A strong cover letter demonstrates that the writer is skilled, demonstrates that the writer is sincere, and is fun to read.

In a nutshell, a good developer will fulfil the majority of your skill criteria on paper and demonstrate their mastery of those talents during the course of the technical testing. A good developer will have excellent verbal communication skills and will make sure that their soft skills are highlighted in their previous work as well as throughout the interviewing process.

Find candidates who championed the efforts of the team rather than individuals who describe their work history using phrases like "I did this, I did that." This is one piece of advice that you can take from a corporate headhunter, and it is something that you should keep in mind when evaluating potential candidates.

Should You Work with a Remote Freelancer or Full-Time Developer?

Another significant choice that awaits you is whether or not to employ the services of a remote freelance developer or a full-time remote developer to work on your project.

A developer who works on a project on a freelance basis is someone who is hired on a contractual basis to work on a project for a limited amount of time. Freelancers validate their talents by joining networks such as Upwork, Toptal, and Freelancer after signing up for accounts on marketplace websites like these.

You might be more accustomed to hearing about staff members who work full time. These are the workers who will remain on your team indefinitely after being hired. In exchange, they will anticipate receiving a wage that is fair and benefits that are competitive.

Your project's scale and level of difficulty are the two primary considerations that should guide your choice between the two approaches. It's possible that the distinction between full-time and freelance developers is more significant than you realise.

Freelance remote developers have a number of advantages

Not only will freelancers enjoy the flexibility of a pliable work schedule, but you will also enjoy some flexibility in how you navigate the expectations that you have for freelancers and what expectations they have from you. Freelancers will enjoy the flexibility of a pliable work schedule, and you will enjoy some flexibility as well.

Cost

Freelancers often have higher hourly rates, but companies that hire them can realise cost savings because they are exempt from providing benefits such as medical insurance and social security. If you engage a freelancer who resides in a nation with a lower cost of living, you will have the opportunity to save even more money.

Reducing the Danger

Freelancers do not have the right to collect unemployment insurance or sue for harassment or discrimination, and it is simple to fire them if the working relationship isn't productive. Freelancers also do not have the right to collect unemployment insurance. It goes without saying that you should check that the developers you bring on board are qualified to do their jobs, but you should also make preparations for the worst case situation.

Quality

Because freelancers are responsible for generating their own revenue, they have a vested interest in providing their customers with the highest quality work possible. Freelancers, in contrast to full-time employees, are aware when a contract is up for renewal and will work hard to ensure that it is renewed. Full-time employees may have ups and downs during the course of their employment with you.

The Downsides of Employing Freelance and Remote Developers

Freelancers are considered to enjoy a certain level of corporate liberties due to the fact that they are not required to give their whole dedication to either you or your firm. As independent contractors, they are entitled to that right.

Multi-Tasking

Freelance software engineers typically work on numerous projects at the same time. This indicates that you are on their time, and you are required to observe the schedule that they have established.

It may take a significant degree of faith on your part to give over a project to a freelancer, depending on the kind of work that needs to be done. By providing functions such as rankings and testimonials, freelance markets contribute to an increase in the level of trust that exists between employers and independent contractors.

Visibility inside the Organization

Developers that work on a freelance basis do not immerse themselves into your company to the same extent as a full-time developer would.

Freelancers, for instance, could have a difficult time establishing relationships with members of the team who are already employed full-time. You can prevent this from happening by developing a culture that places a high priority on communication and teamwork.

Investment

The success of your company is not a top concern for them. Since freelance developers frequently take on a variety of projects, it is inevitable that certain customers will provide them with a more satisfying experience than others.

The amount of dedication that they have to your goal as a whole is smaller than that of a full-time employee. If you are searching for a developer who will emotionally invest in your product, you may want to give full-time staff serious consideration as a potential employment option.

The Many Benefits of Employing Full-Time Remote Developers

Full-time remote developers are required to be on your team at least during the hours that they are paid to work. You are free to relax now that you are aware of their position.

Investment

Full-time developers, as comparison to freelance workers, have a greater financial interest in the organisation. Their wages are, in some senses, contingent upon the level of success achieved by the product that they are developing.

Because full-time developers make their living by working on the one project that is your company, they typically only send their resumes to businesses where they believe they will like working and where they believe they will be able to make a positive contribution.

Focus

Developers that work on their craft as their primary occupation are not required to juggle many projects at once, nor do they get to prioritise one client over another. Your product is the primary focus of their attention, and the manner in which you manage the product development process will influence the degree to which your product is successful or unsuccessful.

Organizational Topology

Developers who are in it for the long haul will cultivate more meaningful relationships with their fellow employees and develop a one-of-a-kind mental picture of the product they are developing.

Since of the way this organisational topology is structured, full-time developers are incredibly important because, over time, they grow more efficient.

Cons of Full-time Developers Working Remotely

Ironically, the permanence of full-time remote developers is the source of the majority of the drawbacks associated with employing them. If you are not careful, the fixed nature of having full-time remote devs working on your team will lead to challenges further down the road.

The expense incurred in replacing

It is expensive to find and train new personnel.

According to a study that was conducted in 2017, it takes approximately $15,000 to replace an employee who has a median income of $45,000. In addition, when an employee works full-time, they are able to construct mental maps of your company, which ultimately leads to an increase in their level of productivity over the duration of their employment.

When an individual leaves their position, you will feel the impact of this expense, which is more difficult to quantify. The goal should be to have a low turnover rate.

The Expense of Training

When you bring on a new developer to work on an ongoing project, they will need to be onboarded and given some time to learn the tools that your organisation uses, the work methodologies that your team adheres to, and to immerse themselves in the codebase. You will also need to give them some time to learn the tools that your organisation uses. And money can't buy time.

Cultural Fit

If you have experience hiring people, there is a good chance that you have employed someone who did not turn out to be a good fit with the culture of the company. When you consider the stability of full-time jobs and the challenges involved in terminating an employee's employment, this issue can be challenging to solve.

You are in luck since you may include team meet and greets as part of your interview process to ensure that your team members are satisfied with the candidate. Although this is not a failsafe solution, it is one that everyone can participate in.

Which Variation of Remote Developer Is Best Suited to Your Needs?

The answer is that it is contingent upon what it is that you are trying to find.

If you are a startup in its very early stages and are searching for a developer to build a minimum viable product (MVP), you should probably look for a freelance developer.

If you already have a codebase, hiring a full-time developer will be the most cost-effective option in the long run. There is no way that freelancers can provide the degree of investment that you require at this point.

It's unfortunate, but things aren't always as black and white as they appear, and it's possible that you lack the resources necessary to develop a remote workforce.

It's possible that you'd like to avoid the disadvantages of both working as a freelancer and a full-time employee. If this is the case, you might wish to investigate some alternatives to employing software engineers on a full-time basis.

There are six locations you can look to find and hire remote developers

You may be asking where you can discover developers now that you have an understanding of what the perfect developer looks like and the differences between full-time developers and freelance developers.

Companies will utilise one or more channels, such as remote job boards or freelancing markets, to attract talent, but the specific channels they use will depend on the type of project they are working on. Because each of these channels has a unique set of advantages and disadvantages, the choice of which ones to employ ultimately rests with you.

If you've spent any significant amount of time using the internet, there's a strong possibility that you're already familiar with some of these sites. However, for those who aren't aware, this is a fantastic place to begin their education. And regardless of the outcome, you might pick up some fresh information.

1. Companies That Outsource Their Work

You won't have to worry about finding and hiring remote developers if you work with an outsourcing agency. In practise, once you begin working with an outsourcing agency, all you have to do is brief them on the project, and you can be assured that it will be completed successfully.

One example of a company that provides outsourcing services is Trio. The developers at Trio, on the other hand, make it a priority to work more closely with your organisation than they do with any other outsourcing agency and to thoroughly comprehend the requirements of your project.

2. Online Market Places for Freelancers

Even though freelance marketplaces are more commonly linked with project-based work than with permanent employment, this does not mean that you cannot locate a remote developer who is interested in working on a long-term basis. You most certainly can; however, in comparison to some of the other approaches, it would be a rather ineffective way to locate potential applicants.

UpWork, Toptal, Gun.io, Aspired and Codeable are just few of the well-known websites that connect businesses with independent contractors.

3. Online Job Boards

Job boards are the most effective resource for finding applicants to work remotely. You have definitely heard of major employment boards such as Indeed, Monster, and LinkedIn Jobs. However, the development community makes use of a large number of smaller job boards as well.

4. LinkedIn

LinkedIn is a social media platform that, aside from its job board, is unlike any other social media platform. Regardless of the sector you work in, it provides services that are tailored to the requirements of businesspeople. Because of this, it is a fantastic area to network with other people. Even though this will not immediately result in developers for you to recruit, if you give it some time, you will find some relationships that are beneficial.

5. Referrals

For a very long time, word of mouth was thought to be the most effective method for finding new employees. Even LinkedIn agrees! When someone in your personal or professional network suggests a person for a job opening, this is known as a referral. The most brilliant individuals are typically highlighted in these recommendations, which ultimately results in less risky decision-making.

6. Reddit

You will probably be surprised to learn that you can locate developers by using a website that focuses on forums. However, Reddit contains dozens of communities known as subreddits that are excellent meeting places for professionals. And there are quite a few subreddits that are devoted only to the recruitment of software professionals. Take a look at this for more instruction, all right?

You need not look any further than the blog of Trio to find another in-depth tutorial there that will provide you with a more in-depth understanding of where to find and hire remote developers.

How to Determine Who Will Be the Best Candidate (s)

So you've put up an ad for the job you're hiring for, and now the applications are pouring in, and you've suddenly realised that you have a lot on your plate. You won't believe it, but they are actually desirable challenges to face. Despite this, you may be curious about how to select the most qualified applicant.

It's easy to feel overwhelmed when looking through applications, but the most important thing to keep in mind is that finding qualified developers takes time. In point of fact, it is preferable that you take your time regardless of the roadmap that your organisation has laid down.

Although this may appear to be counterintuitive, it is important to remember that the goal of the hiring process is to locate the appropriate developer, not just any developer. If you try to rush through the process, you will almost surely end up with complications as a result.

Apply Some Criteria to the Applicants

To get started, you should begin by removing resumes from consideration those in no way meet your requirements. There are a few warning signs that can be recognised without much difficulty. You will avoid wasting a lot of time if you get rid of these defective eggs.

Warning Sign Number One: They have not read the job description.

This one comes up very frequently. Some developers may send out dozens of resumes in the hope that one of them will get them an interview.

Frequently, this results in the individual not paying adequate attention to the job description. Because of this, their résumé is disorganised, and you can reasonably conclude that they are not interested enough in working on your project.

These potential candidates are not worth your time in any way.

Things that scream "do not hire me!" include things like:

Their abilities are not compatible with what you require. As an illustration, you requested a Python developer, but they write their code in Java.

They do not have adequate levels of experience. They applied despite having only 1-3 years of experience under their belt, for instance, despite the fact that you particularly requested 5-7 years of experience.

They are located in the incorrect time zone. They failed to read the specification that required developers to be located in certain time zones, regardless of the reason for the requirement.

The second warning sign is that their cover letter comes off as uninspired and/or unoriginal.

In certain respects, the cover letter takes precedence over the resume itself in terms of importance. It is simple to tell a lie and claim to have five years of experience with JavaScript when in reality you only have three years of experience.

However, feelings cannot be arbitrarily assigned a value. Companies such as Basecamp place a high weight on cover letters as a means of determining whether or not a candidate is worthwhile to speak with.

They placed a significant amount of emphasis on instructing potential candidates to put in the utmost amount of effort into writing their cover letters. To summarise, if you get a cover letter that isn't very good, you should just throw it away.

The Selection of the Top Five Applicants

You should have enough resumes at this point to select your top five candidates to move forward with. Keep in mind that after you have narrowed down this group, you will be hiring remote developers, so make sure the candidates you choose demonstrate genuine potential.

You could even be a little bit more stringent and go for a top three, but many businesses, including us here at Trio, stick with five because interviews typically leave you with only one candidate.

The process of selecting your top five is fairly uncomplicated. If you have requested that your developers create fantastic cover letters, then you should base your judgments on the amount of enthusiasm, quality, and clarity that is displayed in their writing.

A useful hint to facilitate the process of analysing cover letters is to emphasise to applicants who are reading your job listing that they should keep the letter succinct and to the point. You also have the option of providing an outline of the themes that you anticipate them discussing in their cover letter. The following is an illustration of some advice that can be given to job seekers regarding cover letters:

Please tell me about yourself

Discuss the work that you do.

Describe how you will play a part in the development of the firm.

Specify what it is that you anticipate receiving in exchange.

Writing is a skill that is incredibly valuable regardless of the position that your job applicants wish to be in because it can communicate ideas clearly and concisely. It is evidence of an applicant's ability to communicate effectively if the candidate is capable of drafting a cover letter that is both clear and concise.

Always choose the author with the superior writing.

Candidates Will Be Interviewed

It is time to conduct interviews with the applicants when you have narrowed down the pool of candidates to the top five individuals who, at least on paper, meet all of the necessary qualifications.

Because you won't be able to meet the candidates in person, conducting interviews over the phone or the internet is a little bit different than conducting interviews with local applicants.

Instead, you will need to make use of a wide variety of resources in order to simplify your life. You will need to design an interview process that will assist you in determining whether or not the candidate is a good fit for the position. This is of the utmost importance.

How to Perform Background Checks on and Interview Remote Programmers

Listed below are a few of the procedures that Trio utilises prior to recruiting remote developers in order to qualify candidates. However, the procedure of conducting interviews at Trio is always being improved.

In light of the fact that you will be interviewing more than one candidate, you need to take great care in establishing a method that will not leave you feeling overwhelmed.

It is important to be as structured and methodical as possible while conducting developer interviews because the process takes time and can be taxing. When it comes to the hiring of remote developers, this is likely the most significant step.

Code Challenges

You do not want to squander your time by conducting interviews with the incorrect candidates or hiring the wrong people.

Because of this, you should put every candidate for remote developer through a coding challenge before conducting an interview with them. This is an excellent method for determining whether or not the candidate is able to develop code. You will understand their methodology for approaching and resolving issues.

You will get a reasonably good notion about how they develop, structure, and document their code, as well as how they test and implement it, if you give them a short assignment that takes between half an hour and an hour to complete.

Brief Presentation in Video Format

The use of video presentations as an additional part of the interviewing process is gaining popularity. In only three to five minutes, you can discover more about the candidate's technical capabilities as well as what you can anticipate from them in terms of their communication skills, charisma, and excitement. This is in addition to learning more about their professional experience.

Interviews for Technical Positions

Technical interviews provide you the opportunity to go deeper and gain a better understanding of the candidate's specialised abilities as well as their professional expertise. During interviews, candidates are typically asked a series of questions designed to determine whether or not they are capable of performing the duties associated with the post and level of seniority for which they are being considered.

A technical interview is a fantastic opportunity to learn about the projects that a candidate has worked on in the past and is proud of. This is in addition to the fact that it is used to evaluate the candidate's level of knowledge. You can also get a peek of how they have handled challenging situations in the past, how they would handle a particular kind of project or situation, and other things of a similar nature if you look at their past work.

Find out what motivates them, what their expectations are for their career and advancement, and what they hope to accomplish in their new role by asking them these questions.

In this situation, the most important thing to do is to ask questions that encourage the developer to open up and discuss topics in which they have a strong interest. It's not so much about testing your knowledge of random facts as it is about having a discussion.

Pair Programming

Pair programming is an agile methodology that enables two different programmers to collaborate on a single feature or smaller project at the same time. There are two separate responsibilities to fulfil: the driver and the navigator. The person who is writing the code is known as the driver, while the navigator provides direction for how the code should be written.

The interviewer acts as the navigator while the candidate takes on the role of the driver during a pair programming interview. This is a test of both your technical knowledge and your ability to communicate effectively.

Pair programming is a demonstration of a candidate's ability to work well with other members of the team.

The resources that are provided below will be of great use to you in the event that you are interested in participating in any of the following screening activities or types of interviews.

Conclusion

If you're not used to it, hiring remote developers on your own will take up a significant portion of your time and, at times, may even be draining. If this is something you do on a regular basis, consider outsourcing the task.

This includes having hundreds of inappropriate job applications flooded into your inbox, receiving unsolicited emails and messages on Linkedin, having to conduct hours of interviews and tests, having to exhaustingly negotiate salaries and benefits, having a convoluted onboarding process, etc. In all seriousness, it can become quite chaotic.