Hiring developers remotely seems to become more popular all the time. I see that some companies actually make this standard procedure – they don’t look for people (only) in their local office, but hire global for each position. I just came across this instructive post about hiring remote developers (Our exact hands off process for hiring developers offshore) from Dan Norris, co-founder of WP curve.
Here’s a short excerpt of the steps they take at WP curve for their remote recruitment:
Entire recruitment, select, onboarding and exiting process
Here is the entire process from start to finish. This flowchart was put together using Lucid Chart which is a web-based charting application I’ve used for years. You can click on a section to go to that section or use the menu on the right. Or you can just read through the whole post below. I’ve also included a high level description here so you can see where everything fits.
Step 1 – Trigger
This is where we decide whether or not to hire and we kick off the process.
Step 2 – Recruitment
This is where we find potential applicants, trial them and make a hiring decision. This is where I’ll spend most of our time on for this post.
Step 3 – Onboarding
This is what happens after we have decided to make a hire. The first part, the pre-start tasks is about setting up the team member in our systems.
The second part is what happens on day 1 and beyond.
I don’t cover these steps in this blog post.
Step 4 – Exit procedure
In the rare case where a team member leaves, we have a process for that to. We don’t cover this in the post but it’s more or less an exact duplication of the pre-start tasks but in reverse. i.e. it’s about removing access from our systems.
I think the recruitment step has some interesting angles. One of the toughest things in hiring remotely is screening candidates. For programming jobs, having a sequence like a. a skype chat or call (I recommend calls with video, they give more insight); b. a small test of 2-4 hours; c. technical interview to dig a bit deeper and d. trial project; works very well. For non-technical roles, I have found the selection more complicated if you do the recruitment remotely. Programmers can objectively be tested on their output (code quality, analysis skills, logical skills, etc).
For a manager (e.g. content marketeer, HR manager), it’s less objective. You need to understand the attitude and competencies of the person. And doing such interviews remotely using video conferencing often conveys the wrong image of a person. I am a strong believer of having an office/management structure in place to hire managers. At Ekipa, we have our own office in India. In the office, we’ve got an HR department, technical and project management and a lot of programmers. These people make the hiring decisions. They do this with the local cultural setting + the company culture in mind. This makes it much easier to hire for cultural fit.
Read Next >> Six Experts Reveal Insights On Remote Team Management
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