The COVID-19 pandemic changed the future of work.
Due to the stay-at-home and social distancing orders, most employees had to work from home.
Around 8 million people work remotely in the United States. As a result, getting remote developers in your team will be easy.
In the long run, remote work is cost-effective and benefits employers and employees.
Statistics indicate that 40% of Generation Z (18 – 22 years) prefers remote work, followed by millennials (23 -38 years) at 44%.
During your hiring process, you’re likely to meet the two groups. How do you select the best candidates? What skills will make the candidates stand out?
The competition in the remote developer sector is growing stiff and you need a comprehensive assessment to get the best candidate.
Here are some skills you can check when hiring remote developers:
- Strong Communication Skills
Communication can be a barrier in the workplace. Considering you’re hiring remote developers from different regions, you should examine the communications skills in the hiring process.
Remote work requires constant communication with teammates or superiors.
Most candidates can articulate their thoughts well in their resumes and cover letters. Well-written communication is excellent, but you also need to test verbal skills.
Sometimes, information will be relayed through video calls, e.g., zoom. Observe how they express themselves; can they articulate their thoughts clearly and audibly? Do they listen or interrupt immediately?
Employees will constantly use virtual video chats, messaging apps, and emails when working remotely and strong communication skills set a candidate apart from others.
If a candidate doesn’t possess the needed communication skills, you’ll have a tough time relaying information which is costly and wastes time.
Therefore, hire remote developers with excellent written and verbal communication skills.
- Technical Skills
Does your candidate possess the technical skills in your job description? For instance, you should check for programing language prowess depending on the job.
For Front end developers, check the following:
Back-end developers should at least possess the following skills:
Compare the candidate’s resume and check the one with the most in-demand skills that can benefit your business.
Additionally, check for previous projects they’ve done, were the codes written professionally? Did the project meet its demands?
Spend some time with your team going through their projects and resume. Can your candidate use the necessary tools? These include coding, debugging, or any other solution in their line of work.
Check for technology prowess when choosing your best candidate.
- Time Management Skills
Time management is an underrated skill. Remember that the developers will be working remotely without supervision.
Some developers love to code at night (night owls), while others prefer regular business hours.
If you have a specific time when you need your job done, share it with your candidates.
Consider different zones when sharing the time the developers need to clock in and out.
If you’re flexible with working time, interview your candidates and ask them the following questions:
- Their working routine
- Preferred places to work (home or office space)
- How well they work without supervision
- Can they deliver work on time?
Time management skills are not included in resumes and cover letters. To have a successful team, you must uncover your candidate’s work habits and personality traits.
The work environment constantly changes, and you must scale up with emerging technologies and skills. A flexible developer who can adapt to changes is an asset to your business.
Some changes that remote developers need to be flexible about include:
- Working hours
- Learning new skills
- Work pattern
- Emerging trends and tools
Strive to hire flexible remote developers ready and willing to learn new skills or adapt to changing working dynamics.
- Problem-Solving Skills
Remote developers solve different problems in their daily work life.
A developer needs a positive attitude because solving problems goes beyond googling everything online.
Remote developers with excellent and practical problem-solving skills are an asset to your business. They deal with crashes and bugs on time and ensure the system or software runs optimally.
How do you evaluate your prospective candidate’s problem-solving skills?
Ask them about a problem they faced in their jobs and how they solved it.
Additionally, enquire where they get help when they’re stuck on a project.
A problem solver is always an asset in a team. Assess your candidate and choose the one who can solve problems promptly.
At 57%, the IT industry has the highest number of remote workers.
Besides coding skills and excellent talent, you need a candidate who can collaboratively work with other teammates.
Before hiring a prospective candidate, assess their interpersonal skills and ask prompt questions about their beliefs and views on cultural diversity.
A team that appreciates cultural diversity and respects behavioral differences is always productive in the workplace.
Now That You’re Ready…
The future of work has significantly changed due to the COVID-19 pandemic. More businesses are hiring remote developers out of choice and demand. Most Gen z employees prefer working remotely rather than in physical offices.
When hiring remote developers, you must look for assertive communication, technical skills, time management, adaptability, problem-solving, and teamwork.
A candidate with all the required skills is an asset to your business. Ensure you vet your candidates thoroughly during the hiring process.
If you want to build a remote software engineering team for your business, Diverse can help you quickly build strong, diverse, and top-notch software development teams from Africa.