In today's fast-paced, ever-changing world, remote work has become increasingly popular. More and more companies are realizing the benefits of a remote team, and for good reason - remote teams are more productive, engaged and happier. However, hiring managers face new challenges when tasked with finding top talent for their organizations. It is not easy to verify technical competences, assess soft skills, and make sure that candidates are a good fit for a company's culture without meeting them in person, or without the common ground of a shared location and nationality. That is why DEVTALENTS developed a remote-first hiring process that is tailored to find the best candidates for our clients.
The challenges of remote hiring
There are a few key challenges that a hiring manager faces when looking for remote workers. The first is verifying technical skills. With so many candidates claiming to be experts in their field, it can be difficult to determine a person's exact area and depth of expertise. Thus, is it crucial to eliminate unqualified candidates early in the vetting process. The second challenge is assessing soft skills. It can be hard to gauge someone's ability to communicate effectively or work under pressure without meeting them in person. The third challenge is making sure that candidates are a good fit for the company's culture. With remote work, there is no shared location or nationality that might facilitate teamwork, so it can be difficult to find candidates who will build good relations within the team, maintain the right level of proactivity and stay engaged.
A battle-tested remote hiring process
Our clients can trust that our experts have been through a thorough vetting process and are the best of the best. We begin with CV screening, where we verify technical competences through past work experience and by checking professional references. We then move on to a practical development task, in order to test the candidate's skills in a real-world scenario. Finally, we evaluate soft skills via phone screening, ensuring culture fit and culture flexibility, as well as gauging proactivity and engagement.
Verifying technical competences
The first step in our process is verifying technical competences through past work experience and by checking references from past employers. This helps us to identify candidates who have the skills and experience that our clients are looking for. We then move on to a practical development task, in order to test their skills in a real-world setting. This allows us to see how they would perform in an actual work environment and provides valuable insights into their abilities.
Evaluating soft skills
The second step in our process is evaluating soft skills via phone screening or video interviews. This helps us to identify candidates who have the ability to communicate effectively, work under pressure, and build good relationships within the team. We also use this step to gauge proactivity and engagement, two essential qualities for any successful remote worker.
Making sure candidates are a good fit
The third and final step in our process is making sure that candidates are a good fit for the company's culture. This is essential for any remote team, as there is no guarantee of a shared location or nationality that would provide some common ground. During a video call, we assess each candidate's ability to build relations, respect colleagues, follow company values, maintain the right level of proactivity, and stay focused on delivering business value. This helps us to identify those who will be successful in a remote environment and ensures that our clients find the best possible candidates for their organizations.
The benefits of a remote-first candidate vetting process
There are many benefits to using a remote-first vetting process.
- It allows us to find the best candidates for our clients, regardless of location or nationality.
- It ensures that candidates are a good fit for the company's culture, and not simply a professional from a convenient location.
- It helps us to identify those who will be the most successful in the client's unique work environment.
The challenges of a remote hiring process can be overcome with knowledge and experience, but these benefits are difficult to replicate in the traditional hiring model.
Improving employee retention
In order to attract top talent, we learn each team member's priorities and work with them, not against them. We focus on both career growth and personal life, in order to create a working environment that is conducive to happiness and productivity. Our approach has resulted in high employee retention rates, and we are proud to say that our clients are happy with the results.
Why companies should trust remote hiring partners
When it comes to remote work, there is no one-size-fits-all solution. Every company is different, and each has its own unique needs. This is why it is so important to partner with a remote hiring company that understands your specific requirements.
At DEVTALENTS, we have a deep understanding of the challenges and opportunities of remote work. We have a proven track record of success in finding and vetting the best talent for our clients. We are confident in our ability to find the right candidate for your company, no matter what your specific needs may be, using our established vetting process.
We attract top talent by learning each team member's priorities and working with them, not against them. In this, we focus on both career growth and personal life. We believe that this approach is the key to success in the remote-first world.
Finding the right people for your team
As a company that specializes in remote work, we have learned a lot about how to find the best tech talent possible, and how to make sure these top experts will stay with us for years. To achieve the latter, we provide them with the support they need to grow their careers and lead rich personal lives. We handle the former by applying a well-tested remote hiring process. If you would like to benefit from our expertise in this field, contact us today.
