‘Tech Talent’, the term that describes the cardinal workforce behind every tech company, is the pivotal liveware responsible for the growth and development of every company that deals with technology. Every engineer, developer, i.e., every technical guy who is there in the company dealing with anything related to automation, machinery, mechanics, etc., is referred to as ‘tech talent’.

A survey run by Buffer on 2500 employees established that around 38% of those employees worked in software while 18% were part of the IT sector. Thus, it can be considered that tech talent is the most sought-after manpower in the industry.

Here is a list of the most popular tech roles:

With this increase in demand for tech talent, the complexity in the recruitment process has also increased. From understanding what is meant by remote hiring to facing lot of challenges, Covid-19 pandemic has tumbled the whole system down and dismantled the orthodox ways of recruiting. This situation has given value to the unorthodox “remote hiring for tech talent”. Unlike its traditional counterpart, hiring virtual employees is way cheaper and faster. There are no hassles regarding the time slots and schedules and everything is smooth. A well-designed remote hiring process has been taken online by various recruiters but there are still some recruiters who are hesitant to take the step.

“How to hire tech talent remotely?” is the question that has been asked by various recruiters. There have also been questions regarding the legitimacy and reliability of the process.

So, here are some things one must consider while hiring tech talent remotely:

Proper Job Descriptions

A sound job profile where all the roles and responsibilities are mentioned accurately attracts the candidates that you want to target. Though there are cheat sheets for hiring remote tech talent, job descriptions are the first and foremost checkpoints that need to be passed while hiring remotely. Posting job requirements that explain the “why” and “what” of the role on the popular job portals increases the visibility of the company and also catapults the brand name. Some of the best jobs posting sites that get the maximum number of visitors are:

• LinkedIn
• Indeed
• Naukri.com
• Monster.com

Apart from these big names, there are other websites that host a legitimate number of job seekers:

• Stack Overflow
• AngelList
• WeWorkRemotely
• Remote.co
• Remotive

Assessments and Interviews

Online assessment tests and interviews are the predominant building blocks of the remote hiring process. The traditional ways of assessment are long gone and digital assessments have taken their place. Tools such as coding simulation, whiteboards, Google forms, etc., provide the essential platforms to carry out different assessments.

Online video chatting tools such as Skype, Zoom, Duo are the alternatives for F2F interviews. Digital interviews create the same environment that a physical interview has. The fact that these are more interactive and unbiased in comparison to physical interviews gives them the edge. In short, one way video interviews are beneficial for recruiters.

Third-Party Assessment companies such as Glider.ai provide interactive assessment tests and interview platforms that are hassle-free and swift. They examine the candidate on every aspect regarding the job role as required by the company by providing work-sample assessments that test the candidate on real work problems and thus drain out the industry-ready candidates.

Paid Contract

Once you have found the desired tech talent for the job, it is better if you provide him/her a contractual period in your company that helps you measure his skills in a better way and also helps the candidate blend with the work environment.

Automattic, a web company, provides all its candidates a contractual period that pays them a certain amount of money per hour and lets them incorporate the work culture and temperament of the company.

Referrals for Tech Talent

The best source to obtain a tech talent is a referral. Referrals give a proper background checkup of the candidates and save time for vetting. Some of the best ways of getting referrals are:

• Asking a friend.
• Contacting consultancy firms.
• Asking your employees or non-employees to “refer a friend”.

Blogs

Creating a job-posting blog also helps in hiring tech talent. For example, you can have a blog post on interview questions for hiring temporary workers. An online form instituted on the website or the social media platforms also helps to get in touch with the jobseekers.

Most of the big companies such as Accenture, IBM, Infosys, EY, etc., have started talent networks of their own where they post their job requirements and the candidates fill out the forms by including their resumes.

To Conclude

Remote hiring for tech talent has various benefits and advantages. In fact, holiday hiring is also made easy through virtual recruiting. The process is faster, smoother, and more prominent than traditional recruitment. Moreover, the process of hiring virtual employees is cost-effective and unbiased.