In the world of remote working and videoconferencing, there is still some reluctance to adopt remote hiring. There are some protagonists who still debate over the inefficiencies of remote hiring and how much of a danger it posseses. This is our main objective today – to debunk the myths of remote hiring.

1.   Not enough understanding about the requirements.

When you create a job description, you include all the functionalities, the requirements and the expectation youwould need from the potential employee. More than often this is all that’s needed to explain the job role and duties.

However, some say that to a hire anew employee, they have to visit the workplace to determine his skills both technical skills as well as soft skills. Only then they will be able to make a decision.

In contrast, these soft skills and ‘cultural fitness’ can easily be determined with a series of interviews and online sessions. Also, developers who work on single projects already use remote software’s for project management and do not depend on  physical meetings.

2.   A problem in screening candidates

The screening procedure is one of the most challenging aspects of remote hiring. One of the best way to tackle it is by sending a technical assignment which tests all the skills required to be successful at the job role.

Moreover, for a more holistic sequence of screening, here is what you need to do to find the right candidate.

·       Soft Skills Interview

-        To understand the candidate's background and expertise of the subject.

-        The company's HR team generally conducts this interview because it focuses on personality, attitude, and value system. As a result, the applicants are mainly asked behavioral questions throughout this interview.

·       Technical Round

-        When recruiting a remote developer, the technical aspect is probably the most important. As a result, a technical interview is arranged where the project leads and other senior personnel scrutinizes the candidates.

-        The technical interview should focus on two main areas: analyzing the candidate's experience and assessing their technical abilities.

-        The technical board questions the candidate about their previous projects, responsibilities and contributions. In addition, a live coding session is commonly included in the interview process when hiring a specialized software development team.

·       Final Round

-        This is to finalize the candidates and to have the final zoom meeting with senior personnel of the organization.

3.    How do we do a virtual Onboarding, does it even make sense?

The final step of every hiring process is the onboarding. Ans yes even Virtually onboarding an employee matters alott. Onboarding is not only showing the employee of the impressive cornoer offices and the cool architecture but let them know about the company culture.

The onboarding process can successfully be conducted online, where the employee can meet with the team and the other members. The technical aspects and the policy can also be shared with electronic signatures(Yes, they are a thing now).

‍

‍