Presently, only those brands outgrow, outperform, and out-pass the competition that excels at delivering the best customer experiences. The digital product aimed at providing unmatched experiences succeeds only when the development team building the product is the best. It perfectly syncs with a saying- the great team makes great things.
Start-ups rave after the teams that help them with quality development without scope creep, budget overruns, and the extended timeline. As start-ups post the ad for hiring remote developers, tons of applications of remote app development service providers from all over the world start flooding your inbox. This is where the real challenge starts- separating the chaff from the wheat (creating a list of the best developers).
Hiring the best candidate is not only about checking their portfolio and tech expertise. Instead, it’s beyond this to gauge remote developers’ viability and identify if they are the best fit for your next development project. Remote developers hiring goes through multiple stages- sourcing, interview, selection, and onboarding wherein businesses get a chance to know the developers from the inside out.
Here are the 10 Do’s and Don’ts of the remote developers’ hiring process that can help businesses get the best team on the board and ensure winning outcomes in the end.
10 Do’s and Don’ts of remote developers hiring process in 2024
Remote development work like- a well-oiled machine from strategy creation to final delivery when the businesses onboard the project with the right team in their arsenal. Hire remote developers while considering a couple of things in 2024 that would help you succeed with the great team.
1. Check your remote recruitment needs
Hiring remote developers process is expensive that requires businesses to spend around $5000 on each candidate. Before starting with the recruitment process, the business stakeholders should check- do they really need developers. Surprisingly, 50% of businesses are found to hire developers without a well-defined purpose. It can be identified when the business asses the part of the project that needs to manage remotely and the milestones to achieve.
When the business is clear that they need a specific number of remote developers in the development team, they should begin with what skill sets are required for the project completion. Knowing the skill set needs helps businesses to structure the remote team with all the required talent in the development team.
All in all, do’s of this step are-
- Figure out if there’s really a need for hiring remote developers.
- Identify- who do you need? The precise information about skills set requirements.
2. Identify the skills and expertise requirements
When the businesses are pretty sure about the software developers’ requirements that will work on the project remotely, the next step is to set expectations for the developers from the get-go. Determining the roles and responsibilities of missing players helps in filling the void accordingly. Businesses generally look for three needs in the development team- specialist, manager, and complete development team.
Businesses look for specialists to meet the need for developers having expertise in Java, machine learning, augmented reality, IoT, MEAN stack, and others.
When there’s enough tech talent to get build a project, but no leader or manager to manage the team like a pro, businesses need a manager to lead the team and ensure ongoing project progress as expected. The scrum master or project manager in agile development plays the same role, but they should know about technology and coding.
When businesses want to hire an entire remote development team of developers, designers, testers, project managers, marketers, and business analysts that help businesses with app idea brainstorming, add creative tweaks, and successful launch, they need a remote team. Also, when you Hire Remote Developers team, you get the opportunity to scale up/down the team size, reshuffle responsibilities, and instill a breath of fresh air in your project.
Do’s of the development step-
Identify the need for a software development team- specialist, manager, or a complete team.
3. Avoid unnecessary recruitment practices
When the businesses have figured out the need for software development in terms of their project development requirements and skill set needs, they move on to the final recruitment process. The recruitment process from approaching remote developers to final hiring involves a lot of steps where businesses make mistakes that negatively influence the brand image.
Here are the Do’s and Don’ts of the recruitment process.
Do’s
1. Approach fairly
When you hire remote developers, it doesn’t mean they are only in need of project development work. Instead, they also have multiple options for development projects. It signifies you need to approach the development company optimally just the way the company provides its resume to your business.
2. Behave nicely
When you are in the process of evaluating the development team, treat them respectfully even when they fail to stand up to par in the screening process. Decline their applications with proper feedback as they are not poorly skilled; instead, doesn’t fit your project requirements. This behavior is important because everything is shared on social channels and a single negative remark ruins the brand image.
3. Respect cultural differences
When reaching out to remote developers, the chances exist that developers belong to a different culture. Cultural diversity is good and adds value to your project if it targets the location of people who belong to the same culture.
4. Avail of the time zone differences
Remote developers that you hire when having a different time zone likely manage to work during time overlap so that team can collaborate with business stakeholders in the meantime. Appreciate them for the time they have extended to make things done.
5. Pay optimally
When businesses pay for the project development, the development companies take away a large share of the development cost and around one-third of the development cost to the developers. That’s why they hire inexperienced or rookie developers and make them work on the project, which leads to poor, flawed delivery. It can be prevented by making companies have a transparent model with a breakdown of how much the development team will be paid for different aspects of the development.
6. Sign long-term contracts
When remote developers are hired for the short term, they keep on looking for new opportunities, which means you won’t have developers when you need them post-development. It can be prevented by signing a long-term contract for at least 6 months which ensures developers will be with you for the long run.
Don’ts
1. Don’t make recruitment very difficult
Sometimes, the effort of having the best developers remotely makes the business stakeholders end up designing the recruitment process difficult. Adding too many steps makes recruitment strenuous and discourages the developers. Don’t make the hiring process unnecessarily difficult which deters the developers from partnering with the organization. Avoid too much recruitment.
2. Don’t take long interviews
When you hire remote developers and value their time, they willingly start the relationship with the business and work as if they are working on their projects. So, don’t take long interviews that waste developers’ time. Strategic planning helps in keeping the recruitment process swift and effortless.
3. Don’t send poor feedback remarks straight
Businesses need to provide a clear answer when they are not hiring applicants. Not hiring someone with negative feedback is not good practice. Don’t leave applicants with poor feedback that points to the developer lacking the required skills. Instead, make your decision to hire or not on a positive note.
4. Don’t be vague
Being transparent with the development team is all-important to avoid issues in the future. Make sure the company doesn’t keep the team vague regarding tech stack needs, work experience needs, and wages to pay. Transparency about all the information lets the team be honest with the business always.
5. Assess soft skills
Soft skills are the personality traits that help developers perform their job using hard skills to perfection. Soft skills that businesses should look for in the development team are-
- Seamless communication ensures that the team can work collaboratively together.
- Developers that stay with the company for a long is a valuable resource to the company. Retention is appreciable.
- Developers filled with synergy promote a healthy development environment with no conflicts.
- Hire developers that are open to feedback as they accept the mistakes and take the right actions.
- Ensure developers respect everyone despite having differences in skills, experience, roles, and responsibilities.
How to hire the best remote developers and leave the rest?
Hiring a good team that inch your digital product closer to ionic success is not an easy endeavor. It’s because good developers are rarely available and more difficult is to find and hire them.
A few mistakes or loopholes in the development team hiring process won’t allow you to have a productive and efficient team on the board. Realizing the need, 10 Do’s and Don’ts of the remote development hiring process are highlighted that help businesses have remote developers effortlessly.
