Building a remote software team is the logical next step for many companies. They hire remote software developers because programmers work best in a flexible work environment. Here are six tips for building a remote team successfully.
Now is perhaps the best time for thinking about building a remote software team. About 16% of the global workforce are already working from home full time in 2021. As a result, the concept is not as much of a stretch as it used to be. More companies also accept that remote work might be here to stay, at least for some fields.
Remote work arrangements might even increase productivity in roles that require deep concentration. Software developers often perform better with fewer distractions, typical of a shared office. They also routinely communicate digitally, even with colleagues at the same location! Consequently, they are less likely to feel isolated or disconnected.
With the stage set for remote teams, the next step is to hire remote software developers. Here are six tips that can get you there.
1. Know your remote software team requirements
Before you start recruiting software developers for your remote team, know the requirements of the project. Building a remote software team is not a throw-spaghetti-at-the-wall situation. You will spend a lot of time and money on it, so you must be very mindful about your hiring process.
Set your goals and decide on a budget. After that, list down the roles, experience, and specific skill sets needed for your team.
Keep in mind that the pay range will depend on the location when you hire remote software developers. Your budget can stretch a lot farther than you think if you choose the right location. Consequently, you will be able to afford to hire top-tier talent without batting an eyelid.
2. Work on remote software job description
Many people forget that they need to sell the positions for which they are advertising. As with anything for sale, it must appeal to the buyer. The job description is the sales pitch to get applicants to the top of the recruitment funnel. As such, the job description needs to hit the right notes.
A lengthy job description might seem impressive to you, but it will not attract your target candidates. Efficiency is the motto of the best programmers, so brevity is your friend. If you want to attract the talent you need, you must write a detailed job description in as few words as possible. Think Hemingway instead of Tolkien.
If you want to find good tech talent and keep it, divide your job post into “requirements” and “preferences.” Requirements would include technical skills in the programming language, stack, and framework. Preferences would be college degrees, certifications, and leadership skills.
Some applicants might barely satisfy requirements but are eager to develop their skills further. Consequently, you open the field to programmers looking for long-term opportunities and not just a big payday.
3. Use the right networks
You should think carefully about where to post your job ads. Software developers are much in demand and likely employed, so many are not actively looking for work. If you want remote programmers to pay attention, post job ads on sites they use and support.
Take advantage of your personal networks as well. Ask your LinkedIn and Facebook connections to share your job ads with their networks.
Your employees are also your best advocates if you treat them well. Create a referral program to encourage employees to recommend people they know to apply for open positions.
4. Set up an efficient interview process
You naturally want to hire the best programmer you can find, which often involves a series of interviews. If you have many candidates for one position, you need to move fast.
Highly qualified software developers are likely fielding several applications. They will not wait around for weeks while you decide on the best candidate. Therefore, you need an efficient way to interview candidates so it will not take too much time.
The typical interview process for software developers might look like this:
- Initial video interview with HR to assess communication skills
- Technical assessment through a short coding test
- Second interview with a technical expert
- Final interview for short-listed candidates to discuss the offer
The first interview should tell you which candidates have personality, language, or cultural barriers. Take them out of the running. Shortlist candidates that display the soft skills of a great developer.
Cut the list down even more by doing background checks before code testing. That way, you avoid wasting time giving the test and second interview.
5. Check for capacity to work remotely
Ensure that your job ad includes the minimum technical specifications for remote work, especially internet access. Unstable internet is a non-starter because reliable connections are crucial for managing a remote team. It will also be ideal if the candidates have a backup if they lose their primary internet connection.
Additionally, you must also check if candidates have remote working experience. If they do, you can reasonably expect they have the discipline to work on their own. It is not a deal-breaker if they have no experience working remotely, but it makes it more challenging for you.
Candidates should also have everything they need for remote work, such as a dedicated workspace, proper equipment, and security measures. One of the main issues of working with a remote team is the risk of data breaches, especially for small companies. You need to address these issues when you hire remote software developers, particularly security policies and protocols.
6. Look for a good fit with the remote software team
Building a remote software team will necessarily move through stages. The first person you hire will likely set the tone for the rest of the group. In most cases, you will choose candidates that will work well with existing members of the team. Therefore, take your time when making your first picks.
However, you can also play a critical role in ensuring your remote team works well together. Give each member a clear position and accountability from day one. That way, you avoid confusion and finger-pointing and ensure that everyone gets along.
Another crucial task for you is building rapport and developing trust. Get to know team members by holding regular chats. Discuss the goals of the project with them and invite their input and comments. Team members will feel that their voices matter and will therefore take ownership of the project.
Open communication is also an excellent way to check team dynamics. If you find that any member is not integrating well into the team, act quickly. A bad fit in a software development team can do a lot of damage, so don’t hesitate to cut the cord.
Build a Software Team with Full Scale
Working with a remote software development team is the most practical option for many companies. However, hiring software developers, remote or not, is always challenging. Recruiting takes time away from core tasks, and many companies cannot afford that.
Full Scale offers you the chance to have your cake and eat it too. As a US-based IT outsourcing company, we can build your development team quickly and affordably. We have remote teams in the Philippines that serve clients all over the world. You can be one of them right now!
Want to know how it works? Connect with our team today!