5 Things Your HR Department Should Consider When Hiring Developers | DistantJob - Remote Recruitment Agency
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5 Things Your HR Department Should Consider When Hiring Developers

Ihor Shcherbinin
VP of Recruiting at DistantJob - - - 3 min. to read

In the current competitive climate, hiring a developer can be a difficult job. The trouble is the companies that make the big bucks snatch up local talent quicker than you can say Silicon Valley and cling to them for dear life! Where does that leave all of the other firms, large and small, who are looking to hire a developer? With very few options is the honest answer. This is why your HR department should have an effective recruitment plan to hire developers.

You need to know what you’re up against to be better equipped to deal with such problems during the process of recruiting a developer. Hiring a developer can be an intimidating prospect nowadays. It can take a long time to get it right, and it winds up being an expensive process for your company. We crafted this article with 5 things your HR development should consider when hiring developers.

What is a Recruitment Plan?

First things first, before writing a job ad and hoping for the best, it’s always better to have a game plan. Creating a recruitment plan will help you achieve a stronger hiring process, and therefore, you will have more chances of hiring a talented developer.

But what exactly do we mean by creating a recruitment plan?
A recruitment plan consists of a strategy that aims to build a streamline of the hiring processes and guidelines for sourcing and interview possible candidates.

For example, think about your favorite basketball team. It could be The Lakers or The Boston Celtics, or any other team you like. Do they go to the court and play without a plan? No! They do have a plan and practice every day to achieve perfection.

The same thing happens with HR teams; instead of browsing LinkedIn or job platforms without a guide, they should have a process. If you’re looking to scale your team with talented developers, here are 5 things you and your HR team can do.

5 Things You Should Keep in Mind When Building a Recruitment Plan

1. It’s Difficult and Expensive to Recruit in The U.S.

Developers don’t come cheap. The average salary for a software developer is between approximately $75k and $112k, depending on where you are in the country. What’s more, in areas where there are lots of tech companies, developers are in high demand, yet there aren’t enough of them to go round.

This means that if you want to hold onto your developer, you have no choice but to provide them with a high salary. The competition for talent is serious. You’re not just competing with businesses in Silicon Valley and New York anymore. Other tech hotbeds have arisen all over the country in recent years.

Quality developers will opt for more lucrative opportunities; obviously, they’d be stupid not to. But hiring a less skilled developer isn’t the only option. Hiring a remote developer online might be a better option. That way, you can snag the quality developer you desire at a more affordable rate.

2. Hire Better Talent

Is there a way to hire outstanding talent without having to pay a fortune? Yes! By hiring remote developers, you can save many costs, either in-office expenses or just by simply hiring a developer who lives in a city with a low cost of living.

Especially in the times, we’re living; remote work keeps growing. Office workers worldwide are begging to escape the 9 to 5 and enjoy the freedom of location and lifestyle that remote work affords. You’ve probably heard about the rise in ‘digital nomads’ – the guys and girls who travel the world while working remotely. But it’s not just the employee that benefits. Numerous studies and reports have shown how remote hiring can benefit businesses.

Plus, who is going to refuse to work remotely anyway?

3. Work on Your Job Descriptions

Job descriptions are a key aspect of attracting the right candidates. If your job description is long, boring, and contains weird words like ‘’Guru’’ or ‘’Coding Wizard’’, you likely attract the wrong candidates.

One of the key aspects of your recruitment strategy is to work on job ads. Try keeping it simple and avoid going over the top by being specific about every single aspect. All you need is to add the things candidates will value. Things such as:

  • About the company (they want to know more about what your company does and how your culture is like)
  • The role position (How is their day going to look like?
  • Skills and requirements (this will help them know if they have what it takes)
  • Other aspects to keep in mind are whether you offer flexible arrangements regarding the schedule or remote work.

4. Don’t Wait for The Magic to Happen, Make it Happen

Let’s say you created the perfect job description, now you post it everywhere you can think of, and you are hoping that the next day you’ll have talented candidates waiting for an interview. Sadly, despite all your efforts, this usually doesn’t work that way.

As a remote recruitment agency, sometimes the best thing you can do is to make things happen. Go for the talented developers! LinkedIn is a great platform to seek gifted candidates. Maybe some of them are already taken and are working on another company. But what if you give them an offer they can’t refuse? Like working remotely, for example?

Headhunting is one of the strategies that guarantee you have talent in your team. Yes, it can be hard, but if it is part of your recruitment plan, you have all the chances of succeeding.

5. Hire Remote Developers

The world is going remote, so why won’t you? If you’re looking to hire developers, one of the best strategies to include in your recruitment plan is to look for remote developers. However, if you haven’t worked with remote developers before, this task might seem overwhelming for your HR team.

The good news is that there are services that can do the hard work for you, like hiring a remote recruitment agency.

You don’t know if the standard of work you’re receiving will be up to scratch with a freelance bidding site. Remote recruiters operate differently, as they don’t just work with any old coder they find online – they work with top talent from around the world. They subject candidates to a vetting process, ensuring they will be valuable team members who submit a high standard of work.

Best Strategy to Hire a Remote Developer: DistantJob

Remote recruiters like us can dip into a global talent pool to help you find a developer who possesses the right skill set along with the right qualities and values for your company. What’s more, they can do this quickly – forget the long, drawn-out hiring process you’re used to – and at a lower cost. So, if all of this sounds great and you’re interested in hiring a remote developer, get in touch with DistantJob to talk through your options.

Ihor Shcherbinin

Ihor, is the VP of Recruiting at DistantJob. He specializes in sourcing and placing top remote developers for North American companies. His expertise covers the entire recruiting cycle, from pinpointing job needs to finalizing hires. Known for his skill in remote staffing solutions and offshore team integration, Ihor excels in matching the best tech talents with U.S. organizations. His approach to virtual developer hiring is marked by insightful candidate selection and strategic offer negotiation, ensuring the right fit for every role.

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Let’s talk about scaling up your team at half the cost!

Discover the advantages of hassle-free global recruitment. Schedule a discovery call with our team today and experience first-hand how DistantJob can elevate your success with exceptional global talent, delivered fast.

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