Candidate Selection Tips for Hiring Top Vetted Remote Developers

So, let’s say you’ve nailed your process for selecting top vetted remote developers, and have a regular stream of great resumes flowing through like clockwork. You also know how to ask the right questions at the right time and have managed to narrow down your search to the best possible candidates.

Being in such a spot will no doubt be any hiring manager’s dream come true. But, what do you do when you have more than one ideal prospect, all of whom foot the bill perfectly? What might you stand to lose if you said yes to one over the others?

These are important questions that if left unanswered, can throw a wrench in your plans. There is indeed an opportunity cost associated with every hire and your recruitment process must include ways to bring it down to a minimum. Here are a few ways to **hire top vetted remote developers**, when you can’t make up your mind on whom to hire.

Consider the Resources They Bring With Them

Oftentimes, hiring managers focus on each candidate’s skill sets, accomplishments, number of projects completed, and recommendations. However, if all of these attributes are equal, then you may want to look into the additional value that your remote developers have to offer.

If between two remote developers, one is a great networker and has connections that can help you build better, more dynamic teams, then they may be a better fit. For example, if you’re trying to hire remote frontend developers, and one of the candidates also knows coders good at backend server management, he/she might help you shoot two birds with one stone.

Likewise, if a remote developer has already invested in software/tools that you will be needing in an upcoming project, you may save up on licensing costs by opting for them.

Do They Fit Culturally?

Culture almost always seems to become a non-issue in remote working. Since we’re just communicating via email, Google Hangouts, and project management software, there isn’t much room for ideological identification and alignment.

Or is there? An organization’s culture is way more important than most of us realize. The objective of subscribing to a cultural archetype is to build a sense of belonging. All your organization’s stakeholders, regardless of where they are, need to feel like they are in a team, driven by a single mission. And, the best way to make this happen is by selecting individuals who are intellectually, and emotionally invested in the same vision that drives your organization.

Finding a good cultural fit can be tricky. All candidates are going to say “yes” if asked whether they believe in your mission, so, how do you figure out who really is? Each organization needs to create its own “Cultural Turing Test” to determine who will fit and who won’t. Here are some qualifiers that can be used here:

● They are curious about the company’s beginnings.

● They ask a lot of questions about where the organization is headed.

● They are interested in the social impact your services/products create.

● They have elaborate answers to the questions on how they can help you make your services better.

● They have a history of working in the same industry.

● They exhibit extraordinary creativity and resourcefulness, especially when dealing with problems specific to your domain.

Go For the Most Cost-Competitive Option

Hiring top-vetted developers based on their expected salary is an obvious solution but can be a double-edged sword. On the one hand, you can save a lot by being thrifty here. And yet, you always get what you pay for in which case you may end up with a low-quality hire.

That being said, if all your selected candidates have matching skills, are a good fit for your team, and are eager to help your organization grow, then going for the lowest bidder is a safe bet. This strategy can be especially useful for startups, or businesses going through an overhaul.

However, do be mindful of the low-pay conundrum. If your **vetted remote developers** are paid less, they will have to take on more work to make ends meet, which increases their chances of burning out, decreasing their overall output quantity and quality. Whatever salary you offer, it’s absolutely critical that your team members feel valued, aren’t stressed, and have a clear career trajectory within your company.

Hire Top-Vetted Remote Developers With Us

Muoro was designed with one goal in mind — to help our clients build the best software development teams in record time. Our Engineer-as-a-Service model incorporates the latest in AI technology, and decades of combined experience in building and managing teams of top vetted software developers.

We offer a free full feature 2-week trial so our customers can see how we work before making any decisions. Read more at Muoro blog