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Top 10 tips for growing globally distributed engineering teams

Lookout for fresh talent to launch their ideas off the ground. While global conglomerates are in search One way or another, we all require global distributed engineering teams of  software engineers these days. Startups are always on the of more programmers to outrun the competition in the tech industry. However, hiring skilled developers who can add a greater value to your is quite a tedious task.

After all, there is too much to consider. You cannot simply just jump into the recruiting process without having proper preparation. Learning why hiring developers is challenging, how to find developers, and how to get engineers to find you is the key to a solid foundation for recruitment.

Last but not least, there’s the issue of knowing what makes a good developer and whether a candidate is a good fit for you and your company. This is an overwhelming task; however, once you grasp the logistics, it will be a very simple process. Here are a few tips and tricks to help you out in this process.

1.Use a headhunting firm or recruit by yourself.

You can either go one of two routes when hiring a new candidate. The first method is to approach a headhunting agency, which can be a bit expensive but they do provide you with excellent candidates. Many headhunting agencies effectively process every candidate and choose the candidate that fits your needs. Investing to such an extent just to find good new hires could possibly very beneficial in the future, but the initial cost can delay the point you start seeing a return.

The alternative route to this is to take the recruitment process into your own hands. It is a gargantuan challenge, however, depending on the size of your company, this method can turn out to be much more cost-effective. One of the problems with “insourcing” your software engineer recruitment is that you may lack the proper finesse to find good hires. Another obstacle that you may encounter is your project managers trying to handle the task themselves. They may be brilliant in handling software development, but are they efficient enough as recruiters to hire remote software engineer for their team?

2. What are Developers Looking for?

Forget about the good old days when employees would work at a company due to its brand name, paid high salaries, and offered free meals or others discounts. Engineers, especially those with great skills, want a lot more than that these days.

HackerRank studied around 71,000 engineers from across almost 100 countries. The purpose of the research was to find the main motivations behind engineers when they are in search of a job offer. The results were surprising, to say the least because neither Junior nor Senior level engineers put ‘competitive compensation’ as their first option. The research exhibited that developers preferred to have a learning experience and professional growth over everything. Furthermore, they admired having a definitive line between their professional and social life.

In conclusion, before starting the recruiting process, know what you have to offer. Talented candidates care more about the ability to have a better work/life balance, which translates into having the opportunity to work remotely.

3. How to Recruit Software Developers?

The initial step in successful recruitment is to know the kind of developer you are looking for. Meaning, having an idea of both hard and soft skills that you value. The next step consists of headhunting software engineers in the right places.

One of the most powerful mediums in modern recruitment is using social media. But with a plethora of social media platforms, how would you know which one is the best to look for possible recruits? Let’s view some statistics regarding social media recruitment:

  • 87% of recruiters use Linkedin.
  • 55% of recruiters use Facebook
  • 47% of recruiters use Twitter

4. How to Excel at Interviews

You are looking to hire a remote software engineer with a valuable set of skills, but you can’t solely rely on their resumes. Moreover, simple questions such as: What is your greatest weakness? Won’t cut it.  You need to think of something outside the box. One way to do so is by structuring interviews into two distinct parts: Personality interviews and Technical Interviews.

Interview questions are never the same in the tech industry. It depends on what type of software engineer you want to hire and what for. If you want to hire a professional, you or the person interviewing the candidates needs to know about the subject. You can’t ask about something you don’t know anything about.

Personality interviews are equally important. Imagine employing a candidate who has brilliant hard skills but has poor communication skills. This has serious productivity consequences that could harm your company. Take out time to inquire about the right questions; doing so will give you an idea of how this person functions and if you would like to have them on the team.

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