How To Hire Remote Devs In The Face Of The Economic Slowdown

June 3rd, 2020

Why crisis is not the reason to sacrifice the growth of your company. Tips on how to illuminate the risks of hiring remote devs.

While everyone awaits the world economic downturn, many companies can mitigate their effects for themselves if they develop or integrate new IT solutions that decrease dependency on offline procedures and interactions. For some companies, it’s even a great opportunity to grow their businesses (apps, online entertainment, healthcare tech, and the like). Refusing to grow can cost companies lost market share in the future, responding to challenges can help them to obtain resources to beсome less dependent upon external conditions.

Hiring remote software developers, both fulltime and part-time, can help companies to achieve their goals within smaller budgets. Thankfully, today’s tech allows us to reach anyone in all parts of the world.

As companies initiate remote working for the staff to stop the spread of the coronavirus flare-up, virtual collaborations are replacing face to face prospective employee meet-ups. 

Consistently, an ever-increasing number of organizations are starting “work from home” mode for almost all employees, while a couple of the nation’s most famous organizations — Alibaba, Facebook, P&G, and Apple — expected company members to work remotely starting toward the beginning of March, due to COVID-19 pandemic. 

Amazon dropped most face to face meetings and set up virtual meeting gateways for the possibility to associate with enrollment specialists, complete vital records and partake in interviews by means of Amazon Chime, the organization’s video conferencing programming. Google educated its applicant that meetings were to be directed in Google Hangouts or utilizing BlueJeans. LinkedIn told potential candidates they have the alternative of leading their meetings via Zoom or rescheduling until meeting face to face is possible.

As a result of the COVID-19 explosion, Microsoft is giving a “free half a year” trial of the premium edition of Teams.

A lot of the companies KitRUM works with were not completely ready for remote work. “One beneficial thing that will originate from this circumstance is that it will urge bosses to use their remote-work innovation or put resources into it in any case. Ideally, workers will feel more convenient and cozier with these practices, and it will grow the options for adaptability in the work environment—that is one of the best things we see applicants get thrilled for.”

Remote work is definitely not a passing stage, and virtual enrolling arrangements are basic for the eventual fate of work. Recent developments offer us a chance to work out accepted procedures and stress-test remote capacities and the manner in which we associate with competitors. There’s a solid feeling of competitor thankfulness when you show worry for their wellbeing, calendar, or family circumstance.

How to determine whether new candidates are the right fit for your company?

Here is our advice to keep these essential things in mind when diving into your meeting with a remote software developer or outsourcing company:

  1. Demand the “get-up-and-go”
    The remote staff has to be go-getters. You don’t have to keep an eye on them every time and hold on to work or explain every specific thing. Investigate how the candidate sets up their tasks, handles their time, interprets, drives new ideas and manages bottlenecks (or difficult clients) when they meet this type of cooperation. Invite them to show a real-life model of covering touch situations or communication with the team.
  2. Carry out skills exam and code review.
    Be ready to ask more sophisticated things, not just languages, tech stack, and tools. Give them a particular script about code writing and ask your candidate to phony-code and how to overcome the issues. Begin a conversation with this, “How would you solve this problem?” and “Which queries or doubts you have regarding this code?” Since you cannot communicate in person while your interviewer is in another location, you can use a shared text editor that one and the other can view modifications in real-time.
  3. Ask for references
    Don’t hesitate to ask for a reference from previous clients. First, you can see if the candidate has experience in solving issues and work with the stack you have. And second, you can see what kind of communication they have and what was the whole impression they gave. In case you deal with an outsourcing company, you can check the reviews on the internet: Google, Clutch, Goodfirms, etc.

Our Tips for Video Interviewing

Video interviews: it’s easy and comfortable if both sides come prepared and confident. 

  • Be ready. Handle video interviews as seriously as in-person interviews. Learn the job description, the applicant’s CV and particular questions to ask. Find a quiet, undisturbed, light room for interviews. Ensure that the time sets correctly on the calendar for both parts, the microphone is working and the web-camera broadcasts a good-quality picture. Explain for applicants how to get to the videoconferencing innovation and whether programming should be downloaded.
  • Set goals. Give candidates advance notice that interviews will be conducted virtually. Give them context for why you’re using video interviewing, and specifically give guidance about the experience and what’s expected from the interview.
  • Prepare the documentation. Learn the CV of the candidate, his/her experience, skills, and strengths. Be ready to ask proper questions and discuss the right topic. Try to cherish your own time and time of your candidate. 

How KitRUM helps companies to select the right candidates or build a dedicated team of software developers

Hiring a remote candidate definitely could be risky. To reduce the risks for our clients, we focus on selecting the right candidates not only from the skilled perspective, but also those who’ll be the best cultural fit for our client’s team, and who plans to develop in the field related to our client business, so you can be sure that the employee would be fully dedicated to the growth and success of your project.

We try to focus on lasting relationships and full-time workers rather than short-term gigs which deliver a higher level of reliability and compliance with company culture 

To make the recruitment process easier for tech companies, all developers are vetted by our specialists according to the highest recruitment standards.

You can still hire freelancers from UpWork or TopTal, however, you can’t be sure of these guys. For short-term contractors, you are just another few-days project. We want more companies to be able to get highly skilled and experienced software developers who will be a full-fledged part of your company. He/She will be full-time employees, and you’re free to consider them as well as your own developers seating next room because they are as good and even better.

Here at KitRUM we use Silicon Valley-based technical and attitudinal evaluation. Candidates pass behavioral and skill tests conducted by senior developers and technical recruiters.

Why KitRUM it’s Reliable Software Development Partner

Here at KitRUM, we have a lot of great guys who can be your dedicated or part-time resource. Please contact us via the form below so that you get a better feeling of what kind of people we have. Our terms are pretty agile and flexible as we work both with VC-backed startups, huge enterprises, and technology entrepreneurs and always try to be lean in our approach. Also, we’ve been named one of the Top Custom Software Development Companies

Are you planning something? Don’t hesitate to drop us a line!

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