Interviewing a Remote Software Developer

Despite this large pool of talent, finding and recruiting a software developer is seldom straightforward. Indeed, as more businesses embrace remote work in the aftermath of the pandemic, finding the right developer has become much more difficult. Although hiring remote talent gives your organization access to a larger pool of candidates, it also gives your rivals access to the same pool of candidates. Furthermore, a remote recruiting process can be time-consuming. You must devise a method of interviewing and evaluating an applicant without ever meeting them face to face.

You don't just need someone who is technically proficient. You'll need someone who can work well in a remote environment and communicate effectively with their dispersed colleagues. As a result, in addition to assessing a candidate's programming abilities, you can also evaluate their soft skills such as time management, communication, and self-discipline. When you can meet in person, it's much easier to get a sense of a candidate's soft skills.

But that doesn't rule out the possibility of recruiting a remote software developer. All you have to do now is be ready. Here are some pointers to help you build a recruiting process that will help you find the right remote software developers more easily and efficiently.

Examining the Hard Skills of a Remote Software Developer

The technological abilities and previous experience of a software developer are important. To be sure, the methods you use to assess a candidate's hard skills can vary depending on the technologies you need your developer to work with. Regardless of the technologies used at work, there are some common interview procedures and questions you can use to validate the candidates' skills.

Make sure the interview is conducted by the right person

One crucial point to remember is to ensure that the interviewer has sufficient technical skills to address applicable technology with your candidate competently. The interviewer will not be able to correctly determine a candidate's level of ability if this is not done.

Make a coding test

There's no better way to assess a candidate's abilities than to observe them in motion. A coding test is an excellent way to do this.

Request that a member of your staff, such as an architect or a senior engineer, develop a relevant task for the applicant to complete in a set period of time. The test should demonstrate how effectively and efficiently your application can perform, as well as how creatively they can accomplish their assignments if it is well-designed.

Request a Portfolio of Previous Work

A coding test can reveal a lot about a candidate's abilities, but it can't reveal anything. Request any previous job samples from your applicant to get a better idea of what they can do. This will demonstrate what a candidate can do when they are not constrained by time or a specific mission. You may also talk about the how of the project, finding out how the applicant prepared and completed the mission successfully.

Conclusion

We are specialists in the field of remote recruiting at Emonics. Our mission is for all businesses to have access to the best tech talent that suits their culture and professional needs.