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02 Jan 2023
Most companies now prefer to hire remote developers to bridge the talent gap for an app project. A staggering 79% of small businesses go to outsource their app development projects. But since there are thousands of seemingly credible choices across every skill set, getting on board the right team is never easy.
When hiring remote developers, the advantages and challenges seem to make a perfectly balanced proposition. You make the right hiring and all the benefits are yours and when you get on board the wrong team the project is doomed. This is why to hire a remote development team it is always advisable to follow the footprints of successful projects and the hiring strategy they follow.
So here we are to provide a step-by-step guide to hiring remote app developers IN 2023 for your project. But before that let’s spare a few words on the advantages of remote hiring.
When businesses hire remote software developers, the first thing they consider is wide-open exposure to the global talent pool. Then comes the cost advantage and of course the benefits of accessing top-notch infrastructure. There are several other advantages as well. Let’s take a sweeping look at these advantages.
When you are looking for remote developers for hire, just have something to describe your app project in detail. It should mention everything from the app concept to technical requirements to the budget and timeline. An ideal project requirement document should constitute the following things.
When you try to hire a dedicated remote team, you need to engage on multiple channels to find the right developer teams. Here below we mention some of these channels.
Where from you want to hire expert app developers for your project? This is a key consideration. Our advice is to opt for the leading IT outsourcing destinations. When considering developer locations, focus on the following aspects.
Since there’s nothing like project experience to judge the practical skills of a development team, evaluating the track record and portfolio of past projects is necessary. Instead of popping your eyes to see an extensive portfolio, consider the app quality and how similar their experience is with your industry.
One of the best ways to evaluate the technical skills and domain expertise of developers corresponding to their portfolio is to make a background check with the clients of their past projects. They can talk about the good or bad sides of their experience in working for the respective development company.
Just when the initial screening of the right developer teams for the project is over, it is time to start interviewing one team at a time. Conduct remote interviews over Google Meet or Zoom or Skype with the video mode on. The interview process should be carried out by the core technical team headed by the CTO.
In the interview, you can further go deeper into their portfolio and past development expertise. Technical knowledge apart, they have to tell how they can contribute to an app project meaningfully. You have to give a comprehensive brief about the intended project and expectations from them.
Now following the first round of interviews, it is time to evaluate their programming skills and practical development knowledge, and exposure to problem-solving. This is best done through a coding test with a demo app project. Though you can always figure out the questionnaire and make a demo project on your own, some programming test tools like HackerRank can make your job much easier.
A pair programming session is another level of this technical skill evaluation that makes the candidate build a small app or some features in collaboration with the remote in-house team. Besides judging their coding skills this will also help to understand their ability to work in a collaborative environment with the remote technical team.
When the developers pass the technical test and show their potential, they still need to pass a soft skill assessment test. Mostly conducted by the HR team along with CTO or CIO, this interview focuses on the work ethics, motivation level, and integrity of the developer candidates.
This is the interview where how expectations from both can meet for a long journey is assessed. From working hours to the particular deliverables and deadlines, from the resources to expected deliverables to communication skills to future career aspirations, all these attributes are evaluated in this step.
Now when the selection process is over, don’t think that the hiring responsibilities are over. Without a proper onboarding process, the whole effort can go astray. You need to keep the confidence of the developers in the company as higher as day one. Ensure clear communication and a step-by-step process to get oriented and start working. An orientation and induction session for the new developers to engage with the work culture of the company is extremely important.
Remote hiring no longer carries the traditional sense of remoteness thanks to an increasingly connected world. But while remote hiring will become the mainstay of talent acquisition across app projects, there will always be challenges and competition to get on board the best experts. This is where these steps will help a business stay ahead of others in the race to hire the best and the most experienced.
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