In order to complete the needs, the managers are looking to hire employees from a globally talented pool especially in the IT industry. The IT industry has one of the highest percentages of remote work. It takes the #2 spot at 57% remote, second only to the transportation industry at 61%, and remote IT work just keeps growing. According to Gallup, the IT industry continues to lead other industries in terms of full-time remote positions and top paid remote workers.

So let’s now see how you can be perfect at the art of hiring great remote employees and build a winning remote team.

Few important tips to hire Remote Employees

Right Source: Many candidates are actively looking for better opportunities. The traditional approach of finding jobs over “indeed” or “LinkedIn” is no longer beneficial as the genX knows where to go! IT firms like EngineerBabu provide excellent and scalable solutions and helps to build you a successful remote company.

Recommended Reading: Best ways to hire Developers for Remote Jobs

Remote Friendly Process: The complicated hiring process may lead to misconceptions. So always try to keep the whole hiring process from beginning to end- smooth, hassle-free, and clear to all. You should also make certain that all of the tech equipment he/she’ll need is ready to go before his/her start date, so you can avoid frustration and downtime later.

Ask for Reference Work: That’s the best thing you ask them while taking the interview. Tell him/her to showcase their previous works or any similar work they have done before. Also, put some questions around the used technology, challenges, and their role in the specific project, results, and feedbacks of the clients. This will cut the hesitation between you as well the candidate and you both can communicate more openly.

Hire on Contract: Just be sure that whether the remote employee is beneficial or not! Hire him on a contractual basis. It will help to assess an employee’s technical skills, soft skills, and cultural fit within the organization before committing to a full-time arrangement. Pay him by giving monthly, hourly or daily salary. The payroll can be decided upon the skills and experience of the employee.

Give a Test Project: Well, every employee claims that he is the perfect fit for the job but to be on a safer side you must test him. Initially, begin with him some small projects or particular tasks with a deadline and keenly observe his behavior like whether he is reporting timely or not, regular communication, tech troubles, etc. If the remote employee is not communicating properly, does not ask questions about the project with the team, submitting the task lately (or not at all) it is a sign that he might not be a good match.

Be Clear about the Idea: Once you have done with the selection process the other concern may opt-out by your side. I think a leader should follow “KISS” philosophy: ‘Keep It Simple and Short.’ As a leader, you should be precise and clear about the vision and goals.

Don’t Assume they are 24/7 Available: This is a very common misinterpretation that if someone hires a remote employee they think that ‘now’ he is always available. But NO! He has his work schedule and yes, working hours might be flexible but not every time. Before indulging him in any work ask about his work hours and work schedule.

Decide One Day per Week for Group Meeting: Constantly keep engagement with your team. Give them daily or weekly tasks. Discuss it with every employee, ask to share their thoughts, troubles and appreciate each other for the best work. Fix a day in a week for team communication and gup-shup. This will help the organization to build a remote team and give a real-life feel.

Use Proper Communication Channels: Choosing one platform of all can be a difficult task. Use the best feature of all communication tools available in the market. Like for video conference using Skype, for regular group communication use basecamp (also used by GitLab), track the payroll, attendance, leave and productivity by using greytHR or Keka.

Measure your Success: The last and most essential point is- count your success ratio. Everything is useless if you didn’t succeed! Managing a remote company is an interesting task. When the project is accomplished successfully just go through your checklist. You would be more than happy to see the results.

Why hire Remote Employees from South Asian countries like India?

The talented workforce of South Asian countries is made up of a new generation. If we go through a recent report by LinkedIn showed an increase in the gap between hiring volume and budget — 13% in 2015 compared to 7% in 2014.

Due to digital transformation, the demand for offshore software developers has increased speedily. The globalization has skipped this demand to South Asia, especially in India.

The Indian developers are not only committed to quality but also cost-effective. Outsourcing in India comes with a package of huge benefits:

• Advantage of time zone: The remote employees of India are willing to work in different time zones, thus it gives more flexibility to the employer to connect with them easily.
• Lower cost- More experience: That is a huge benefit! A recent article on IndiaTimes stated that Indian companies started hoarding IT talent to the US and that too at very effective cost. The IT experts in India are most skilled than compared to any other country.
• Talented pool: India is a pool of highly skilled IT people. Not only had the best expertise in technology, but India has also highly qualified remote employees. With the largest workforce, it will not be difficult for you to choose what you are looking for.
• Best communicators: That’s true! Previously India was one of the British colonies, so almost Indian know English which works as a cherry on the cake! Though India is divided into multiple regions everyone uses English to communicate as it is a universal language.

Are you looking for hiring a developer? Let’s discuss the process now!

EngineerBabu is an Indore based IT company providing software solutions to the thousands of small and big enterprises for the last decade. “We believe in deeds more than words” that’s what our clients say about us.

Recommended Reading: Why Hire Software Engineers with EngineerBabu?

EngineerBabu is surrounded by top-notch educational institutes like IIT and IIM- Indore. It is also known as Silicon Valley of central India with less traffic and the cleanest city of India 3rd time in a row! If you are seeking a remote developer in India, EngineerBabu will provide the best solution. All the developers of EngineerBabu are tech-a-holic but not geeky!

If you liked my blog, share it. I am open to questions, suggestions, and feedback. Kindly drop a mail to mayank@engineerbabu.com or Talk to Us right now.

Thank you!

The post 10 Essential Tips for Hiring Top Remote Employees appeared first on EngineerBabu Blog.

With the ever-growing technological innovations and advancements, human beings have come up with real-time blends to unravel each problem that they grapple with. From buying daily groceries to e-learning, the internet has made everything so much more convenient as well as accessible – just a click away. The internet even has the solution to the challenges like the lack of technical proficiency, bad-hire loss, low cost-effectiveness of resources, etc. that the new-age entrepreneurs are confronting. Yes, hiring remote employees is the key! If you are also facing all these shortcomings and looking for a developer online, hiring a remote developer in India is the solution!

Why Hire a Remote Developer in India?

In this article, we discuss the key considerations and the steps that you should zero in on before hiring a remote developer. However, before getting into the “how”, first let us talk about “why” to hire a remote developer? Let us discuss why you should consider hiring a remote developer in India?

• Access to international talent pool beyond geographical boundaries
  Hiring a remote developer opens avenues for you to choose from a wide international talent pool of coders. India has a vast number of engineers and skilled developers who are adept with the latest technological skills and up to date qualifications. Once you open your doors for international talent, your growth is assured.

  Most of the remote talent that you hire from India are B.Tech or B.C.A graduates. Some of them are even postgraduates in their specific fields of study. Further, the culture in India is such that every other household has an engineer or coder. Consequently, you get access to a sea of talented developers to choose from at cost-effective rates. 

• Grow your business while saving time!
  Once you hire a remote developer in India, you can save a lot of time. This is because due to the time zone difference, the developer can work while you are sleeping. Therefore, the work is never halted and hence, this results in saving your time and ultimately, saving money. So, the time zone difference can become your strength if you know how to utilize it efficiently. 
• Cost-effective Developers
  An average developer in the U.S.A costs around $65000 to $1,50,000. Hiring a remote developer in India is very cost-effective as the resources are available on comparably lower costs. Plus, you save on several expenditures that you might have spent on your in-house employee. To enumerate a few reasons why hiring a remote developer from India might be beneficial to you, here are some:
  • Developers are less expensive in India
  • You save on recruitment costs
  • You save on infrastructure cost
  • You boost your Return on Investment

The Hiring Process of Remote Developers in India

So, now you know why considering hiring a remote developer in India for your business can be a boon! Let us now delve into the “how”. Here, we go into the process of hiring a remote developer. 

1. Getting into specific requirement details.
2. Reaching out to the right candidates
3. Robust filtering out process
4. On-boarding the right fit 

Let’s discuss each step one by one.

Recommended Reading: How to Set Up an Offshore Development Center in India

1. Getting into specific requirement details of the job

Once you decide to hire a remote developer for your company, be ready to work on the details of an ideal developer. 

• Prepare a thorough Job Description
  What are the technical skills required for a developer that you are looking for? You must be clear on the qualifications the developer should have along with his exposure to the latest technological tools and practices as per the industry standards. Prepare a job description of the position and mention every skill that you think would be required. If you are not that technically sound, you can take help from your in-house technical team, CTO, or anyone who has the technical know-how in your company. 
• Payment and Working Hour Specifications
  When you hire a remote developer, it is very crucial to decide the payment frequency (hourly/daily/weekly/monthly rate or fixed salary).  Make sure you mention the mode of payment as well as the day of the month when you’d be making the payment to keep things clear. Be transparent on the working hours – full time or part-time as well.
  
  After you plan out the specifics of the job, you are ready to reach out to the candidates. In addition to this, make sure you are prepared for this change in the work culture. If you already have a remote team of employees, then you know how to work and manage them. But, make sure you know the details of working with a remote developer if you don’t have any prior experience. Here are a few things to consider before you start your search for your remote developer:

• • Make sure he has fast internet connectivity
  • What mode of communication will you choose? Today, there are tools like skype, google hangouts, slack, etc. for easy communication.
  • How often and at what time will you communicate?
  • How will you determine the KPI (Key Performance Indicator) scorecard for him?
  • Which collaborative apps/tech solution will you deploy? Basecamp, Dropbox, etc. are quite prominent and in vogue nowadays.
  • How will you track the progress of the project assigned to the developer? There are project management tools like Trello and Asana, etc. that you can utilize for easy workflow.
  • What additional software/resources will he be needing?

2. Reaching out to the right candidates

After you are done with the detailed evaluation of the open position for the developer, it is time to figure out the steps to reach out to the right candidates. There are numerous online platforms where you can let the candidates know about your open position.

Here are some of the platforms online:

• Freelance Job Portals:
  There are several freelance job portals online where you can find developers as per your requirements.  FlexJobs.com, We Work Remotely, Upwork are some of the many job portals where you can find remote developers as per your specifications. Post your job description so that the candidates understand your requirements and before applying. 
• Social Media Platforms:
  LinkedIn is one of the best social media portals to connect to a remote developer in India. You can post your requirements or even buy a recruiter account to post your job posting. Further, you can post about the job opening in your company’s social media accounts on Facebook, Instagram, Twitter, etc. for your network to be aware of the job vacancy so that they can propagate it among their network too. 
• Publishing Job Vacancy on Company Website:
  Many job seekers reach out to companies on their “Careers” page. Thus, update your website’s “Careers” page with the job posting along with a detailed job description. Make sure you are updated whenever someone applies to the job on your company website. 
• Reaching out to Offshore Staffing/Recruitment Firms:
  There are many offshore recruitment agencies that provide you with developers on part-time or full-time basis as per your needs. Hence, you can try reaching out to some of these firms and get a cost estimation of hiring a developer. Most of these firms work on a project basis.However, some of them do provide you with customizable plans as well.Irrespective of the platform you choose to find the candidates, remember to hire a developer who fits into your workflow process in terms of commitment, ethics and work culture. To make sure you are hiring the right candidate, you can ask them to work upon demo projects so that it gives them the chance to comprehend the kind of work that will be expected from them.

3. Robust Selection Process

Unless you are looking for someone to join immediately, take your time to filter out the best from the talent pool available to you. Make sure you do not decide in haste and go through all the aspects before hiring a developer. Making the right choice is far more important than hiring a bad hire and losing time and money on that.

• Selection Step 1- Selection Based on Profile/Resume
  Take a week or two to finalize the resumes or profiles of the candidates that you want to go ahead with. After you have a handful of CVs and profiles to select from, figure out a criterion to pick out the best 5-7 out of the rest. Technical experience, previous projects, exposure to remote work, work timings, etc. are some of the considerations that you can emphasize on while taking the call. 
• Selection Step 2 – Introductory Telephonic/Video Interview
  After you select the right candidates to move forward with, it is time to get in touch with them. In this round of selection, you talk to them and understand their portfolio. This is the right time to understand if they match your expected standards and you can analyze their communication skills, which is very critical. This is the time when you give an introduction to the candidates about the job – the expectations, the work process, the company culture, the long-term vision, your business goals, etc.
  
  Be ready with questions before you interview the candidates. Analyze their profiles and prepare questions that you’d want to know about their earlier jobs/projects that they’ve worked upon. Frame questions such that they provide a thorough answer of their whole career journey while proving how they can be the right fit for the position that you are hiring for. 
• Selection Step 3 – Technical Coding Skill Test
  After step 2, you get assured about the candidate’s initial screening. Now, you can take help from the technical head or someone from your in-house tech team to frame a written coding test for evaluating the candidate’s coding skills. If you do not have anyone in your present team to screen the candidate for his technical coding skills, you can take help from online test platforms like HackerRank to find the best candidate.
  
  In this round, you can test the coding skills of the candidates as per the projects that you are planning to allocate to them once they are on board. In this round, make sure to evaluate their problem-solving capabilities, time management skills, algorithmic knowledge in addition to their coding skills. Select at least three candidates from this round to take it forward to the further selection process. 
• Selection Step 4 – Optional Video Interview
  After you have selected the best three candidates from the talent pool, you can do an optional video interview with them. It is preferred that this round of interview is taken by a technical person (like Chief Technical Officer) from your organization to ensure that the candidate possesses the technical skills as mentioned in his resume. Moreover, you can get a second person review about the candidate. Here, you can finalize minimum of two candidates for the next round.
  
  If you are looking for someone to work on your project on an immediate basis, you might want to skip this step and directly move to step 5 of the selection process. 
• Selection Step 5 – Final HR Interview
  In the final interview round, include your HR in addition to the decision-makers that you would like to include. Organizational specifications and work culture are some of the aspects that are discussed in this step. Be clear on what you bring on the table and make sure you convey your expectations to the candidate. In this step, you should discuss the following aspects with the candidate:
• • Salary Expectations
  • Working Hours
  • Deliverables
  • Mode of Communication
  • Required Resources

• Selection Step 6 – Take the Call
  After the final interview, sit with your management team and evaluate which candidate fits well in the position that you are hiring for.  Additionally, ask for references from the candidates from their previous workplaces so that you can reach out to them and get feedback on their work ethics and talent. Take a mutually agreed decision and reach out to the chosen candidate with the offer letter.Here are some of the aspects that you must consider before making the final call:
  • Technical Skills
  • Communication Skills
  • Past Track Record
  • Previous Remote Work Experience
  • Readiness for on the job learning
  • Commitment Level
    

Moreover, make sure you let the non-selected candidates know about the closure of the position as a sign of a good work ethic. This way, in the future, you can reach out to the same set of talent pool in case of new hiring in your organization.

4. On-boarding the right fit

Once you have decided which candidate to go with, make sure you prepare an onboarding program. One of the principal objectives of an onboarding process is to help the new employee to familiarise with the social and professional expectations of the new work ambiance so that he can progress happily and easily in his role.

The onboarding plan for a remote employee would be different from your in-house employees. Remote employees who live in different places and time zones don’t have access to in-person onboarding, and consequently they take more time acclimatizing to the company’s work culture. Keeping this in mind, you should come up with a program that helps the remote employee to understand the company culture as soon as possible and feel comfortable in a short span of time. 

Below, we enumerate some of the factors that you should be including as a part of your onboarding program:

• Offering necessary resources: 

• • Hardware Support
  • Software Support
  • Welcome Kit with company souvenirs (if possible)
  • Personalized Welcome letter
  • Password management and data encryption tools

• HR formalities completion
• Employee handbook (digital version)
• Formal team introduction
• Plan Role Specific Training
• Schedule regular touch base & evaluation meetings

After successful onboarding, ensure that you follow up with the new hire by asking for feedback to assess and enhance your onboarding process, especially for the remote employees.

The Bottom Line

A vital strategy to sustain your business, in the long run, is to opt for quality while keeping the budget constraints into consideration. Hence, hiring a remote developer in India is certainly a great step in this regard as it is not only cost-effective but it also ensures quality output while saving your time. If you are skeptical about hiring a remote worker, give it a go and try it for yourself to reap the benefits! 

How can EngineerBabu help you?

We, at EngineerBabu, think about the future while realizing our responsibility and so, we work sans any geographical boundaries. If you are contemplating to expand your team with remote developers, EngineerBabu is your one and only comprehensive remote team solution that lets you scale up your team as soon as possible.

Recommended Reading: Hire Remote Software Engineers with EngineerBabu

Having contributed to the success of over five thousand organizations, we completely understand the concerns of employers while hiring remote employees.  Therefore, driven by the passion to provide the best remote resources to businesses of all levels – small, mid or large, we at EngineerBabu tap into the best engineering talent around the globe who want to do meaningful work and make a positive impact in the world.

Why EngineerBabu?

• Quality assured delivery

With EngineerBabu you gain access to worldwide talent pools and the EngineerBabu platform to support the entire remote team experience. Therefore, we take care of all your shortcomings while ensuring quality-oriented outcomes on time.

• No time lag hassles

Irrespective of where in the world you are, the developers from EngineerBabu will work and provide you with your desired results on time. We realize the importance of time and trust and so, our developers work day in and out for the projects to be delivered timely.

• Ease of Communication

Once you shake hands with the EngineerBabu team, we make sure that our clients are regularly updated on the ongoing project and tasks. We are available on all the major project management and communication channels/platforms. So, we always ensure that you are well connected with the remote team working for you.

• No Extra Costs

We offer you the best-in-class benefits and dedicated local HR partners at the service of our members and clients alike. So, you do not have to worry about any extra liabilities and costs when you work with us.

• Our work speaks for itself

With a number of happy clients, our work speaks for us. More than 25% of the hires we make on behalf of clients come from EngineerBabu Community referrals. So, give it a try and see for yourself!

Still, need more reasons to work with us? Talk to us right now or just write an e-mail to us at mayank@engineerbabu.com and we shall get back to you as soon as possible.

The post The Complete Process for Hiring Remote Developer in India? appeared first on EngineerBabu Blog.

According to Statistica reports, there are up to 1.5 million IT jobs left unfilled each year pertaining to a deficiency of the right talent. The United States is no longer a stranger to this phenomenon either. The demand for tech professionals across the country is consistently very high. 

There are quite a few reasons that can explain the phenomena- Firstly, the number of professionals in the domain is still not growing fast enough to meet the demands. Second, there is a rapid and consistent transition towards adopting new technologies consequently, burdening the engineers to keep up with the change.

The Pacific region, which is the largest tech hub in the US, is now facing the greatest skill shortage, especially in areas such as Artificial Intelligence, Data Analysis, and cybersecurity. As the roles in demand are becoming increasingly technical, it is challenging for headhunters to recognize remarkably talented developers in accordance with the job descriptions.

So, what’s the solution? 

Hire Remote Software Engineers for Tech Solutions

As these skill shortages and HR challenges become more pronounced, businesses face the need to find offshore developers and consider hiring remote software engineers.

Interesting Fact — in the US, 60% of the companies in the IT sector practice some form of remote work. Source – Statistica

Remote hiring and team collaborations have come in vogue recently — and the reasons are clear. Most corporations hire remote software engineers to approach maximum flexibility commuting minimum time.

Recommended Reading: Data Scientist vs Data Engineer – How to Hire Remotely

However, before you opt for a remote team structure, you should determine for yourself whether you need it at all. Ask yourself:

• Would I be able to find the best professionals in my industry? Or shall I refer to a global talent pool?
• How can I decrease my operation costs? Should I operate a physical office or a virtual one?
• How can I boost my developers’ productivity? Shall I make the corporate culture more flexible?

If you decide to reach out to a global talent market, establish a virtual office, and build a flexible corporate culture — then you are all ready to hire remotely. Read on, to get a comprehensive list on how to hire remote software engineers.

Step 1. Analyze Various Hiring Options

Before you jump right in, you must catch-up with your current team members, discuss the open-ended and future project goals, consider budgeting limitations, delve into both short-term and long-term goals. This will serve you to come up with the amount of work that needs to be done by a remote team daily. This step is imperative, as building the right remote team and delegating the duties suitably are keys to successful startup management.

You must also decide which channels for hiring remote software engineers to go for. Although most businesses delegate this task to an HR team, there are currently tons of recruiting channels and communication tools that may come in handy for efficient remote team management. Choose the method that works best for you, handpick the talent available on the market, and bring them all together into one team. Below find the top ways to find a good fit.

1. Don’t hesitate in asking for referrals

It is not a surprising fact anymore that software developers constantly switch jobs. For this reason, asking your co-workers or partners for a referral is worth a shot.

2. Attend tech conferences

There are numerous tech conferences that operate year-round. Invest some time in researching and attending such conferences as they are the ideal place for eager professionals looking to make a switch. For instance, if you’re looking for a Python, Java or PHP developer? Then you should attend events like Framework days, PyCon, or Java Day. Networking at different tech events, conferences, and hackathons will help you build a lot of strategic partnerships, which may turn out to be very lucrative, especially in the long run.

3. Recruit remote developers online

Platforms like Pilot, Upwork, TopTal, and  YouTeam are currently some of the best places to hire remote software engineers.

• Upwork. Upwork offers a huge base of work from home jobs for developers and is one of the fastest-growing platforms out there today. 
• TopTal – It is known to be the marketplace with a scrupulous pre-screening system, which implies that only top developers can get there.
• EngineerBabu – While most of the engineers on this platform aren’t full-time freelancers, EngineerBabu provides as a large talent marketplace, where you can hire remote software engineers and offshore developers from pre-screened vetted shops, as well as IT consulting firms.
• Pilot – Pilot is another platform that can be a great place to hire remote offshore developers and designers. It uses a unique 7-step process for evaluating global talents, hence, there’s no requirement to review each candidate twice.
  

4. Hire dedicated development teams of remote Software Engineers

EngineerBabu works the same way as Upwork and YouTeam, with the only difference being the recruiting approach. Our platform empowers you to work with an entire team of developers, including Project Manager, Business Analyst, product owner, back-end developers, front-end developers, QA specialists, and UX/UI Designers. 

EngineerBabu is a reliable firm, unlike other freelance platforms, We possess the required process, culture, infrastructure, and one account manager at your disposal, always. 

Recommended Reading: Top 10 Tech Companies to Work Remotely

We are passionate about the future of work. We exist because we don’t believe that geographical barriers should get in the way of putting the best people at the best companies and helping them thrive. Our purpose is to push the world forward by bringing global opportunities to talent.

EngineerBabu boasts a portfolio of collaborating with 5000+ founders who all shared a common struggle – the inability to find suitable engineering expertise required to scale their businesses. Now, propelled by the same mission, we provide the most dependable engineering expertise to forward-thinking tech companies.

EngineerBabu provides a unique comprehensive remote team solution that lets businesses scale from zero to team in half the amount of time. Our all-inclusive service offerings can provide you with everything you need to escape the strife for finding the best talent. With our assistence, you can earn access to worldwide talent-pools and the EngineerBabu Platform to support the entire remote team experience. Here are some of the exciting perks of associating with EngineerBabu, 

• Always-on recruitment
  Through our omnichannel strategy to sourcing and recruiting, we can expedite the time it takes to find that perfect fit.
• Diversified sourcing strategy
  We employ a diversified approach to connect businesses with relevant talent in our market. In addition to our top-notch sourcing and recruiting team, we also possess great connections with prestigious universities.
• Quick access to high-end talent
  The uniqueness of the EngineerBabu model means that we are constantly engaging with high caliber talent. Once a client is on board, the average time from kickoff to first candidate submission is 5 days.
• Community and operations
  From caffeine to code camaraderie – our team provides everything one needs to be productive and flourish in a vibrant tech community of peers.
• Industry-focused Tech Talk series
  Everyone wins through opportunities to continually learn and grow. Through our Tech Talk series, we bring tech leaders into our offices on a regular basis to lead deep-dive discussions with our members on various topics like scaling products and organizations, emerging technologies, and personal development journeys.
• Active contributors to our communities
  We believe that our community extends beyond our offices into the local ecosystems that we’re a part of. We work with a handful of organizations to provide volunteer opportunities for members that want to give back – to make sure that we’re offering opportunities to feed the mind, body, and soul alike.
• Premium workspaces
  Our workspaces are optimized specifically for technical teams to do their best work with extra focus on the infrastructure and tools needed to facilitate real-time remote collaboration.
• All-inclusive HR, payroll, and benefits
  We provide best-in-class benefits and dedicated local HR partners at the service of our members and clients alike.
• Customers
  Brands like Samsung, YourStory, IBM. Honeywell, HSBC bank, Basecamp, Nike, Virgin, Starbucks, Uber, Apple, McKinsey.

Step 2. Uniform the Interview Process for Remote Software Engineers

1. Set goals & priorities

Make sure you have a clear picture of what precisely you need distributed teams for. You must create a list of which experts you need to build a professional team of offshore developers from scratch. This is the basis of your HR department or third-party marketplace will rely on to seek for the perfect candidates. Once you set clear requirements and expectations, you are all set up to make a new hire.

One of the most prominent challenges in recruiting offshore developers is the screening process itself. Since people who are supposed to as remote software engineers may be incapable of visiting your office, your abilities to examine are limited greatly. You won’t be able to see the applicant’s body language or interpret the slight changes in their tone of voice. Still, there is a sequence you can follow to decide whether the candidate is a good fit. Find everything you’ll need to do below.

2. The First Screening

Compared to other online interview techniques, live video calls appear to be the most effective. They can proffer you the look and feel of the person’s values. Culture and values fit is key to effective remote team management.

Additionally, the first chat is what throws light on the candidate’s values. If somebody applies for a remote work position, they should be accommodating, committed, and result-oriented. They also should be good at working and managing their priorities independently. In addition, they must showcase superior writing skills. Looking for a remote developer with such qualities can save a lot of time and hassle. Thus, you will be able to find a good fit without requiring a pesky recruiter.

3. Testing the technical expertise

If you are looking for a technical role, scheduling a tech interview is crucial. Preparing a short test can help you evaluate the extent of the applicant’s technical proficiency. Once the exam is cleared, you can further assign a test project to the candidate. This will make it simpler to test an applicant on their potential output (eg logical thinking, quality of the code, analytical skills, etc.)

For non-technical areas, you may encounter the recruiting process to be a tad more complex, particularly if you do the selection remotely. If you are looking for a manager for the distributed team, it is vital to understand the competencies of the applicant. In addition, you must also ensure that the candidate has a sense of collaboration, independence, and brilliant communication & presentation skills.

4. The Final assessment

In case both interviews were successful and the applicant gets a green light, the next step is the final interview. It should incorporate the candidate’s working schedule, salary expectations, and incentives that come along with working at your organization.

Try to ensure you leave an opportunity for them to ask any questions that may be lingering. Also, don’t forget to ask the final questions yourself, as you need to make sure that the candidate is a perfect match for the remote team. If you are reluctant about whether the applicant is a good fit, you can enquire from former organizations for feedback. 

5. Final Offer

Once the final interview concludes, send over the appointment letter along with a summary of the incentives you offer. 

Step 3. The Dos & Don’ts

1. Management

Managing a remote team can pose a challenge for someone with less or no prior experience. Thus, to ensure efficient collaboration, it is prescribed to entrust this role to an outsourcing firm that specializes in remote team collaboration.

If this is not something you are eyeing, you can always control remote teams yourself. However, familiarizing yourself to this management style might take some time. Moreover, tons of communication and online collaboration tools are out there in the market. They can come to be extremely lucrative to boost your management efficiency as well as increase overall team productivity.

2. Communication

Time difference and language barriers are the two most common obstacles when it comes to remote team communication. Though English remains the most popular language in the IT industry, the majority of remote team members might not be native speakers.

Therefore, it is imperative to outsource a manager who can manage your distributed team abroad. Although increasing the bottom line, hiring a remote manager has the potential to resolve all concerns you might face in the future.

3. Trust

All concerns of teams operating remotely boil down to the question of mutual trust. How you as a manager can be sure that an hour paid is an hour worked if you have no chance to meet your distributed teams regularly? Unfortunately, there’s no effective way to answer this. 

If the question of trust is critical for you, you can rely on the use of an outsourced marketplace that can supervise all management problems.

Concluding View

Here are some concluding tips for hiring remote software engineers,

• Schedule review sessions with each member of your remote team.
• Establish a collaborative working environment with the ability to monitor team performance on the fly.
• Keep both short-term and long-term goals clear and accurately prioritized.
• Make sure the offshore developers get a clear understanding of your strategy and the means to make it work.

No matter the timeline and specifics of the project, picking the right remote software development team can be overwhelming, especially the first time. Nevertheless, if you know how to coordinate the hiring process, you can ascertain a reliable remote development partner that would contribute to your project’s success in the long run.

Discuss with us your unique business ideas and we promise to transform them in the best possible way. To read more about us, visit our blog.

The post How to Hire Remote Software Engineers with EngineerBabu? appeared first on EngineerBabu Blog.

“40% of the workforce is working remotely. By allowing employees to do work from home (WFH), companies save around $11,000 per person annually.” – says CBRE

Some of the organizations are completely working with remote employees with almost “ZERO” office space and this change is revolutionizing IT industry too.   Here is the list of some best IT companies who work remotely.

Best Tech Companies for IT Professionals to Work Remotely

1. GitLab: GitLab is a fully remote company. It has approximately 1097 employees situated in 65 different countries. The company allows its employees to work in flexible hours.

GitLab is generating $10.5 million USD revenue by every single employee by adopting “remote work” and “work from home” philosophy! To retain the staff, GitLab offers them employee-friendly perks such as vacation, health insurance, paid holidays etc.

Recommended Reading: Hire Developers for Remote Jobs

2. Zapier:  Zapier is all in one integration tool but Zapier as a company works completely in a distributed manner. More than 100 employees working from 15+ locations and making Zapier a chart-buster product in the market. All the employees connect each other via telecommuting.

“Being a manager in a remote environment is not so different from being a good manager in an office. A lot of the things that you need to do are the same. So, find the remote equivalent of those things and make it happen”. – said Wade (co-founder, Zapier)

3. Buffer:  Like Zapier and GitLab, Buffer is also a successful startup that works remotely. Currently, Buffer having 80+ employees serving 60k happy costumers and all of them are distributed in several countries.

Buffer founder said, “We’re a fully distributed team, meaning that we’ll be fixing bugs and replying to your questions from around the world! Living in a place that makes you happy is one of our core beliefs, and has stayed with the company since the beginning”

Without giving high benefits to the remote employees, buffer instead give them unlimited holidays and vacations and treat them with an international trip. Whoops! Dream job, I must say

4. Trello: Trello is basically a project management tool and it is successfully managing its remote workers. With ⅔ of its staff working remotely, Trello doesn’t see communication as an obstacle: it’s something that’s ingrained in company culture and reflected in its practices.

“Adding ‘embrace remote’ to our list of team values was easy because it reflects the larger effort we are putting into Trello every day: We want to improve the way people work. There are many great theories about why remote work is worth it, but even more exciting are the outcomes we’ve experienced.”

5. Basecamp: Basecamp has a team of 50+ remote working employees located across 36 countries. It is not a fully distributed company but allows its employees to work remotely under ‘work from home’ policy.

“Basecamp was founded in 1999. We started out with four people, and today we’re a company of about 50 spread out across 32 different cities around the world. Our headquarters is in Chicago, but everyone at Basecamp is free to live and work wherever they want.”

Basecamp actively promoting ‘remote work’ as the CEO of Basecamp launched a book on remote working culture.

6. Hubstaff: Hubstaff is a time tracking software that allows you to monitor employee activities during work hours. Hubstaff founded back in 2012 with a vision of virtual office.

Hubstaff have 50 remote expertise representing 18 countries that work in distinct time zones for 34000 business customers.

7. Toggl: Toggl is a time tracking tool used for efficiency and productivity. It is totally distributed team situated in 15 countries and in 9 different time zones.

“We believe great people will make awesome stuff anywhere. No need to move for your dream job. We hire globally. You work locally.”

Toggl is always a supporter of remote working as more than 80% of employees are working remotely without any hassle.

8. Automattic:  Founded in 2005, Automattic is a completely remote company. Automattic has a family of 700 employees who is working remotely from 62 countries across the globe. Automattic has $120.3M in estimated revenue annually.

9. InVision: InVision is a team of 220+ staffers who works from 20 countries in order to provide a design collaboration and prototyping platform that’s used by main companies such as Evernote, Adobe, Airbnb, and Salesforce.

“We want employees to work wherever they want, whenever they want, and he believes giving people that freedom can increase employee happiness and foster communication that’s better than that of many co-located companies.” Words of Clark Valberg (CEO and founder, InVision)

10. Doist: The behind Todolist and Twist which basically time management used to manage multiple tasks. Doist runs on the concept of “Fully committed to being fully remote.”

“The trigger to do this was that we needed this tool to build the culture we wanted (e.g., a culture that promotes deep work, a balanced life, ability to disconnect, etc.) After we figured out that the success of Doist depended on our communication tool, we went all-in on developing Twist, and still today, we are the largest user of the product (having posted millions of messages).” – Amir Salihefendić (Founder and CEO, Doist)

Doist currently has more than 40 employees working remotely from almost 20 countries.

There are so many other companies which can be in mentioned but here is only that support let you work remotely!

The future is REMOTE and it is calling! Are you ready to answer??

Leading a business is a big deal. As a beginner, you decide to handle everything solely but it became more difficult to manage as your business grows. That’s a very good problem ah!

Every organization whether small or big, generates revenues in trillions or in hundreds always wants to hire a team of skillful employees. What if you live in an isolated area where the people around you are not so techy and you want to expand your business worldwide?

Get a remote team that’s the only answer!

Recommended Read: Set Up an Offshore Development Center in India

EngineerBabu is a development company of motivated developers, programmers, engineers and coders from around the world to work remotely. We provide our top-notch dedicated freelance Remote developers to help companies scale their development teams.

Our goal is simple we push the world forward by bringing global opportunities to talent. We have already worked with 1500+ businesses and encountered with same problem i.e. inability to found the correct talent for the job. We know the market is flooded with these kinds of problems but the resources to fill the demand are very limited.

Get a dedicated developer or a team for remote work with EngineerBabu

EngineerBabu offers a hassle-free service to find the correct talent to fulfil your demands. We are confident that we are the only one who can deliver the best remote team up to your expectation. Serving the IT industry for the last 10 years and built an infrastructure that suits every company hiring a model. Here are features which make us different from others:

• Always-on recruitment: That is the biggest challenge everyone is facing nowadays. The fact is that talent is global and EngineerBabu works as a bridge! Our recruitment process never shuts down. We are always in hunt of the best talent so that we can construct a team of adept developers for you.
• Legal process: The major perk of choosing EngineerBabu is that you don’t need to worry about the contract and legal process. We will agree on mutual points and keep the NDA if you want.
• Skill test: All the developers of EngineerBabu are pre-scanned who are specially chosen to fulfil your project’s requirements. We check the skillset of the developer before indulging to the project.
• Premium workspaces: Our workspaces are optimized specifically for technical teams to do their best work with extra focus on the infrastructure and tools needed to facilitate real-time remote collaboration.
• Your team, well taken care of: Your remote is taken care with all the essentials. Coffee and snacks are coding buster we all know but rather than this we regularly host happy hours, curated lunch, local meetups and monthly huddle so that your remote team get all the benefit of being a part of a big company.

Here is what our clients said about us:

• “The workflow was good.”– CEO, Online Marketplace
• “EngineerBabu is a team that delivers on what they promise.”– CEO, Vendi
• “They manage their workflow very well. We have an excellent relationship.” – CEO & Co-founder, Darlingo Ltd
• They offer multi-communication channels in case of an emergency, and we can reach out to them at any time.”– Founder, AJA Trading & General Services

And many more

Com’on!! Let’s join hands with us. We will handle your troubles and build a remote team for you.

Over to you:

In the competitive era where everyone is struggling for the foremost developer to hire we are providing you with the optimal solution. Talk to us and we will definitely help you!

Recommended Readings for You –

• How to Hire Dedicated PHP Developer at EngineerBabu?
• Build SaaS Products with a team of Remote Workers
• How much does Mobile App Development Cost?
• Create your own Seamless – A Food Delivery App

The post Top 10 Tech Companies that allow You to Work Remotely appeared first on EngineerBabu Blog.

Ask any start-up or any new-gen- entrepreneur the toughest part of his job is “Hiring a right remote candidate”!

Though, any organization whether doing online or offline business hire a remote worker. It is a cultural shift and every business is embracing this change. According to a study, the US spends $80,000 USD and Australia spends $70,000 AUD, and still unable to find accurate people who can complete the work with quality and perfection.

Companies that are making remote workforce

A report by Gallup stated that employees in the USA who regularly work remotely increased from 39% to 43% of the workforce between 2012 and 2016. If we dive deep into the study, it claimed that in 2016, 57 percent of employees working in computer/information systems spent some of their time working remotely.

Many successful businesses including GitHub, Buffer, Zapier, etc are running by fully-remote teams that launch chart-topper products and services which are built-in and marketed from home offices, coffee shops and co-working spaces around the world.

In addition to this, a cyber security company Crowdstrick which is also named as “great place to work” by Fortune, its 400 employees out of 800 work remotely. This a prime example of how modern age and well established companies are welcoming the remote working practices.

How remote jobs are beneficial for employers?

Many (many) people seem to think that ‘working from home’ or the remote working amounts to flutter down on the sofa, watching television or playing video games all day, with maybe an hour or two of ‘work’ thrown in the mix. Good luck finding that gig (lol).

But the truth is that most remote workers tend to put in long and extended hours and take fewer breaks than conventional office employees. With zero commute and fewer distractions — which eventually lead to more focus and productivity, it’s easy to see why. Some of the key benefits of hiring developers for remote jobs are listed below:

• Talent Pool: Hiring remotely always allows employers to choose ‘the best out of the best’. Some businesses or entrepreneurs are able to hire people from anywhere in the world, while others require someone to be in a particular location or time zone. Talent from a different location is always better than local staff. He/she will give new a twist to the workflow.

• Cost-saving: A talented employee who works from home doesn’t require any office space, computing equipment, coffee, and covering of commute. This money can be utilized to boost up the salary which will obviously increase the productivity of every developer.

• Innovative ideas: Remote developers have working experience with various companies around the planet and deal with multiple clients at any one time. This provides them with multitasking exposure, which gives a clear path to new and innovative ideas. Remote developers are more inspired, enthusiastic and motivated about their work and give more input as compared to in-office employees.

• Higher retention: It has been observed that remote workers have a higher job satisfaction ratio and they enjoy a perfect social –work life balance. They have lower down the stress levels and live a healthier lifestyle. This is the reason why work from home (WFM) employees takes leaves less often. It will be really surprising to see after hiring your first remote employee that working with such an employee is quite easy. Moreover, you will certainly feel a sense of efficiency and reliability while getting your work done.

• Increased productivity: It actually sounds weird but yes remote workers are much more productive than in-house developers who regularly work at 9-5.

 After continuously observing these groups for a period of 9 months, a study generated the following statistics which were released by the researchers.

• • Remote employees worked for more days (less number of sick days and leaves)
  • 5% more calls completed by the remote workers
  • Less break during the whole work.

• Time zone coverage: Having a developer who works in rotational hours or of different time zone can improve the development process and support team because of instant work.

Various ways where you can hire developers for remote jobs

To begin with, we should discuss a choice between freelance remote developers or a dedicated team of developers. This is a very complex question but it streamlines the process of hiring. Depending upon the size of the project, the budget and the certain skill set is decided. Let us dive deeper into that.

A project can classify into two parameters:

• Small
• Medium / Large

A small sized project required limited freelancers (one or two) to accomplish a small project or a particular task, which also indulges a Project Manager who will look after the code quality, time and proper communication with the team. In the case with larger projects with a need for ongoing support engaging a dedicated remote team is the best solution. Those normally are managed by their own (Project Manager) PM team, so they share additional your time on management tasks and communication efforts. To get more clarification refer this chart:

Recommended Reading: How to Hire a Dedicated PHP Developer

Now I think you have decided which hiring model suits you well, so the next question arises where to find a developer for remote jobs? There is a huge list of sources where you can hire a developer or team to carry out your project.

1. Freelancing Platforms: The freelancing platforms provide a wide range of remote developers. Millions of businesses and job seekers registered themselves on various freelancing portals in order to undertake remote jobs.
   • Upwork: This is the well known remote job offering platform. It provides job opportunities for both – an independent freelancer and small startups (Agencies). But it has its own pros and cons. Basically; Upwork works as a mediator between both the parties and charges some money. Some of client experienced that chasing an independent freelancer is a challenging task. They usually go for an agency in order to check these hurdles.
     
   • Freelancer: Another very famous podium where a job seeker can bid on various projects posted by the job provider or “the client”. It is worth mentioning here though its database is low as compared to upwork. But recent times its user suggested that it doesn’t provide quality of the job and secure payments.
     
   • People Per Hour: People Per Hour is another marketplace connecting businesses and freelancers. People Per Hour is a freelance job board where clients post work requirements and freelancers find the jobs. This only for the clients who are interested in hiring developers for only on hourly basis. It doesn’t allow client to hire developers for remote jobs for monthly, yearly or per task. These limitations of People Per Hour drive the client towards other option present in the market.
     
2. Industrial- specific Forums: In the fasten society and the era of information technology, the majority of the software development solution providers offer quite informative software development blogs either on their websites or on public resources like Medium, Hackernoon, etc. Additionally, you can search the best software service provider on industry define platforms which gives more information about the company and help you get in touch with it.
   • Clutch: Clutch.co is a B2B marketing platform empowering premier brands to identify, understand, and motivate their customers. It gives unbiased reviews and ratings to the businesses. More than 7000 IT-field companies registered themselves. The benefit of Clutch is that it only index verified companies and publishes verified clients’ reviews and feedback which helps to make a proper decision.
     
   • GoodFirms: One more in the list of remote hiring platforms. It provides a direct communication of job seekers with thousands of expert professionals within the software development industry all over the world. GoodFirms, just as the name suggests itself, is a dedicated community and contains the list of well-performing IT companies as well as a software solutions provider in the world.
     
3. Direct Hiring: Direct hiring means a situation where a company that intends to hire a candidate offers them the job directly. The direct hiring process doesn’t require any third – party elevation. There are many promotional blogs available in the public domain which gives a simple idea about the benefit of remote hiring. Here are some sources which will help you to find out the best developers for remote jobs.
   • Social Media: A very popular and prominent source to find out the remote developers who can work from home or any co-office space. You can easily find them on various social media platforms such as Facebook, Instagram, Twitter, etc. You can visit their websites and can see their previous work experience and discuss them about the same.

     

   • LinkedIn: It is specially designed for corporate. This is a type of social media that promotes talent and company in a very easy and professional manner. The LinkedIn profile shows the employee’s authenticity and works history with the skill and work experience in relevant technology.

     

Some myths about hiring Developers for Remote Jobs

As remote working and hiring are becoming more and more popular it simultaneously gives birth to the misconception about remote jobs and its working style. Here are some very common myths we heard off:

• They work 24/7: It is a very common myth that the remote worker is always on “ON MODE”. Employees like working remotely because it gives them the freedom and flexibility to make their own work schedule but it doesn’t mean that they are available 24/7 to give services and support.
• Difficult to communicate: Well partially it is true! Because are not available for group meetings and discussion every time but connecting them via video conferencing might be a good option. This will also help both parties to build a virtual relation. Another concern is that they aren’t communicators. But the fact is English is a universal language. Every professional is trained in speaking, writing and understands it very well.
• Less productive: This is a very common misconception that the remote developers are lazy and they do not put much effort into the job. But this is wrong. The remote employees make their own work schedule. A recent study finds that remote employees are much more productive than in-office employees because they use less time to commutate and take shorter breaks. The remaining time is saved for the additional work.

Besides all the challenges here for the company are developing a consistent hiring framework to get the best talent across the world, regardless of location; working on fostering the right culture; making meetings better and focusing on accountability.

Recommended Reading: Best Way to Hire a Node JS Developer

There is not a single reason left for you to limit the talent pool to a particular area. There is a wide range of tools available that assist you in collaborating with your remote workers for better communication. You can take advantage of these kinds of technology and enjoy these advantages of hiring developers for remote jobs.

Why hire offshore developers only from India?

According to Wikipedia, India is the 2nd largest country to provide freelancers. Over15 million people work remotely in IT and programming. India is the biggest market for hiring a developer for remote jobs. The proven record of performing well in the IT industry, Indian companies also open the doors for the world to work with their developers. There is no doubt that Indian developers are highly skilled and par excellent communicators, but they are also available at reasonable rates as compared to others.

India is a land of diversity. Its culture changes from place to place so the workforce too. When it comes to comparison of two IT hubs in India (Bangalore and Indore) Indore seems very reliable. Like if we talk about the work- employee culture Bangloreian IT engineer’s tendency to switch the job in every 7 months (on an average) but IT engineers from Indore stick to the company for long.

EngineerBabu, a 10 years old startup from Indore achieving new heights. All developers of EngineerBabu are pre-scanned and hand-picked. We believe that every company should get benefit from extending the product team remotely and we provide a great opportunity to try scaling remotely with our trial! Let’s discuss the remote hiring process now!

Visit our blog for more information and feel free to request a demonstration of our hiring process.

I am very open for any suggestion, questions or feedback write to mayak@engineerbabu.com

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The post Best ways to Hire Developers for Remote Jobs to Work from Home appeared first on EngineerBabu Blog.