Interviewing a developer is not an easy process as it involves risks of picking the wrong candidate if not planned and approached right. This becomes even more difficult when you don’t have a chance to meet them in person. Interviewing remote developers for offshore engagement is one such situation where you have to deal with all of it without having a direct access to the candidate.
Well, if you look to outsource your work and gain locational cost advantage or hire a talent which is not available in your area, you have to approach the distant services. And, that requires connecting with the developer remotely and carry the entire process of hiring through a virtual format – assessing all details as per the agenda of a regular interview and finding if the candidate fits in with the underlying purpose of hiring while responding to the profile requirements aptly. Here are a few points that should help you reach it out effectively interviewing remote developers well.
Prepare and then proceed
Now, as this is going to be a simulated affair and you would be reaching your candidate through a digital communication medium, you have to be ready with your plans and materials ahead of schedule as your interview would be more of a locked discussion between the two of you. To deal with it right you get to define your entire purpose of hiring and staffing right while describing the job responsibilities and functions succinctly – keeping scanty time and communication margins of a remote interview in mind.
Pre-check your interview tools
In order to make certain your interview goes smooth without any downtime and glitches, you have to make sure all your tools and resources to be used in the interview are working fine. If you are conducting it through phone, make sure the device and network you are using are all okay. Alternatively, if you are planning to go with a Skype call or a video chat through a tool of your choice check them for audio and video quality. If there are any other equipment or real-time performance tracking tools to be used in the process, test them for consistency and accuracy to avoid any possible let downs and failures later on.
Manage and track applications
In the shuffle of conducting back-to-back interviews you just might miss on handling the resumes well. Don’t rely much on manual catalogues as they might get clumsy and confusing as you add more data to them. Rather, choose to go with something hands-on and cohesive at making it easy for you to manage, store, track and process applications. Here, creating a Trello board (which integrates with Zapier) will help you with the entire process of organizing applications and utilizing them right without missing on anything.
Go with a performance checklist
Grab a checklist and keep it marked as you keep moving in the process of interviewing candidates. Set your criteria of evaluating them including parameters like work experience, technical qualification, time-zone, analytical ability and communication skills. This will help you filter profiles and shortlist candidates based on your preferences of skill-set and aptitude you are looking to have in your developer. Also, this will help you go better with your further rounds and closures maintaining more consistency and objectivity besides aiming better coordination throughout, with unified and streamlined interview updates and references.
The process of interviewing a remote developer gets way easier if you follow these points and tie them well with your approach. This will help you appoint an assertive and valid system for evaluating and selecting developers by effectively managing applications and going through each and every detail flawlessly and commandingly.