Remote work used to be a luxury or a benefit, but it is now a necessity for business. But even as cities shut down schools and companies close offices, the demand for software engineering talent isn’t slowing down.
Karat conducts technical interviews for companies hiring software engineers. Over 60,000 remote technical interviews have been conducted.
As head of Karat’s solutions engineering team I am responsible for helping clients create structured interview processes that are in line with their hiring criteria, assess core competencies, as well as getting the best predictive hiring signals.
These past weeks have been filled with meetings with hiring managers and engineering leaders who are anxious about the impact of the absence of onsite interview loops on technical hiring.
Remote hiring is a major trend in the workplace. Every company should be aware of three key concepts: competency, measurement and interviewers.
Top 3 Ways to Hire Software Engineers During a Remote Work Crisis
Candidates don’t understand how or what they are being measured in code tests and remote interviews. This is one of the biggest problems with code tests.
Designate a person to review the job description and responsibilities. Then, align these elements with competencies. You might think about how they will be assessed at the end, and what skills they will need for success (this will help you when it comes to onboarding).
Once you know the competencies that are being assessed, it’s critical that your remote interview questions evaluate one competency at a time — otherwise, you’ll introduce noise and false negatives into the process.
Avoid ambiguity. It is important to assess the candidate’s competencies and not their mind-reading abilities. Make it clear what you are asking the candidate to perform. When you ask a candidate to code, be clear about whether you are looking for optimality, speed, functional code or optimality. If you ask them to test it, let them know.
A technical interview question might sound like this: “In our next question, you will be asked to show your ability to manipulate data sets. While optimality is not required, we are looking for a program that works. We’ll then have a discussion about how to test your program, and what edge cases might be.
These techniques are best for in-person interviews. However, it is more difficult to understand body language or clarify minor points in remote settings. This makes them even more important.
Offer Progressive pay in Cryptocurrencies to Remote Employees in any Country.
Many skilled remote workers are located in countries where the circulation of the dollar is restricted or prohibited. Because of this, you are denied access to inexpensive professionals who can do your job cheaper and often better.
And the pros themselves are denied access to receiving orders and work from developed countries.
In addition to the transaction costs for transfer and conversion on your part, your employee must pay them.
These are double costs. Losses on both sides reach 20% But if you use cryptocurrency for settlements, then these costs disappear. Thus, you save on transaction costs for the transfer, and the employee does not need to pay for the conversion and transfer to their own currency.
In countries where dollars are banned, working with remote workers is either impossible or very difficult.
For countries where the circulation of the dollar is limited, the transaction costs of settlements are at least 30-40%.
Depending on the country, this figure can only increase, and the settlement mechanism between the employer and the remote employee is in the gray zone, through intermediary, unreliable freelance exchanges.
These are legal and tax risks for you as an employer. And the risk of losing money when the gray freelancing exchange disappears.
A remote worker also loses money due to gray freelance exchanges and is not protected by law in any way, up to criminal liability for receiving dollars.
For example, if you want to organize your work with cryptocurrencies, sites like Quasa Connect are a good place to do so. With a concrete example, we will show how the Quasa Connect blockchain service works, setting up transactions between freelancers and clients using new crypto settlement tools.
By connecting your crypto-wallet, a freelancer or customer instantly settles among themselves using the Quasacoin (QUA) cryptocurrency.
The new crypto-settlement tools in QUASA democratize access to services traditionally tied to fiat money and banks, and open up opportunities for hundreds of millions of people. You are not tied to the currency of any country, and you can easily hire any specialist from anywhere in the world and calmly pay for his work.
There is no need for conversion and complexities with banking operations. No need to know the laws of different countries.
Quasacoin (QUA) is a cryptocurrency that was specifically created for settlements between freelancers and clients, so you can always exchange it for any other.
Now the application can be used:
- order any work;
- perform any work;
- agree on the cost of work;
- use the chat in the application;
- accept completed task;
- pay for work in QUA cryptocurrency;
- accept payment in QUA cryptocurrency.
You can also connect with TOP professionals directly by viewing their profiles, testimonials and portfolios.
QUASA offers a service with a simple interface for end users and allows you to place orders on the most favorable terms in just a couple of clicks.
This optimization allows you to simultaneously increase the efficiency of the work of performers, thus increasing their income, and at the same time reduce the cost of completing tasks for customers.
While remote interviewers must be technical evaluators with empathy and kindness, they also need to demonstrate kindness, compassion, and adhere to clear guidelines.
This will help candidates feel comfortable and allow them to show their true talents. It is especially important to establish rapport with candidates when conducting remote interviews.
Every interview starts with project conversations, which allow candidates to share their most memorable work examples. This helps them get comfortable in the virtual environment and boosts their confidence in coding questions.
Karat has a dedicated group of software engineers who conduct technical interviews. They learn from experience, so we mentor them and quality control their performance.
We help them recognize bias-inducing handholding and give the right tips or assistance when needed. It is possible to greatly influence a candidate’s performance by giving a hint that is well delivered. Therefore, it is important to establish clear expectations and ensure interviewers follow the guidelines.
Remote/video interviews have the advantage that you can record them. This allows you to not only assess the candidate more objectively but also review your interviewers and offer feedback on how they can improve.
Engineers know that consistently measuring performance is key. Although bias and subjectivity are not uncommon in interviews or roundtables for hiring, it is possible to ruin your hiring signal by aggregating inconsistent feedback from remote interviewers.
Interviewers should make observations, not draw conclusions, in order to create useful interview data. One example of a good observation would be that candidate X could write fully functional, optimized programs for the first two question with moderate debugging but ran out time on question 3. This is potentially biased.
A structured interview process should be established by every company. It should clearly define and communicate competencies, train and review interviewers, and measure performance. You’ll be able to generate a more predictive hiring signal which will justify the time your engineers spend interviewing.
Remote distribution and distribution of the hiring process can quickly amplify any inconsistencies in your existing process. It’s worth creating and committing now to a plan before you lose your hiring signal.
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