Techical recruitment:
top tips on remote tech staff recruitment from the Lucky Hunter agency team

To find the developer of your dreams or, in general, to do tech recruitment remotely — is the mission possible? Definitely yes. Of course, IT recruitment has its own specifics, and today we will talk about it in more detail.

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To hire developers remotely: stages and features

Let's say you decide to contact an IT recruitment agency to find a software developer remotely. In general, there are several key stages of such remote recruitment of IT talents by tech recruitment agencies — they may vary slightly, since each IT recruitment agency forms its own recruiting strategy. However, there are some most common principles:

Discussing the job opening
At this stage, a video call is organized with representatives of the agency, during which you will discuss in detail the nuances of the job opening, as well as take a closer look at each other and understand how comfortable working together will be for both of you. If everything is alright then you will move on to the next stage — read about it below.
Creating a portrait of the candidate
Based on the results of the discussion of the position, the tech recruitment agency will make a portrait of the desired professional. This plays a vital role, since the formation of a further search strategy and motivation building will be based on the candidate's portrait. This stage is especially important for remote technical recruitment. It is a mistake to believe that the portrait consists only of the required professional skills — soft skills that the employer wants to see from a potential candidate are also included there. After the portrait is approved with the customer, the search begins.
Primary selection
The tech recruitment agency does the initial selection of candidates: everything happens in a remote format. First, IT recruiters work with a pool of CVs, selecting relevant candidates, after which initial interviews are conducted. As a rule, the video interview takes place — in the absence of offline interviews, it is important to be able to establish eye contact with candidates, observe body language and non-verbal communication in general, since they also help to make an impression about the candidate.

Otherwise, the interview in remote recruitment is practically the same as an offline interview: the recruiter also asks the candidate questions about their work experience, discusses salary expectations, tells information about the customer's company and the specifics of the position.

However, there are some features specific to IT recruitment, related to the peculiarities of the IT hiring market. Firstly, when working with resumes and at interviews, recruiters pay attention not only to the experience of an IT professional, but also pay attention to projects that they have worked on — sometimes in the IT field, the specifics of projects and tasks can be a more significant factor than a certain number of years of professional background.

In addition, sometimes developers often do not have up-to-date and complete information in their CVs — this is due to the fact that, despite certain changes, the IT market in some regions (CIS, for example) is still the market of a candidate rather than an employer: there is high competition between companies for each talent, and candidates often do not pay much attention to the formation of a CV, since they already receive a sufficient number of offers.
Interview with finalists and job offer
After the initial selection, the IT recruitment agency helps you coordinate interviews with the finalist candidates and form job offers.
Onboarding
Also, if necessary, technical recruiters will tell you what to pay attention to at the final steps of hiring a remote employee, since there is also its own specifics: from organizational points (for example, in the IT industry, companies often provide employees with tech equipment, and it is important to organize all processes so that everything is delivered by the time the candidate enters the project) to onboarding processes. Due to the fact that it can be more difficult to integrate into a team or to feel like a part of a team when working remotely, you need to make sure that you will have the opportunity to competently guide a new hire through all work processes and help establish contacts with colleagues.

Now, with remote cooperation, companies are actively using various internal resources, where links to all the necessary documents and platforms are collected, as well as checklists that make the probation period for newcomers easier. Regular video meetings (including informal ones — for example, corporate parties) they will also help anyone feel like part of a team while working remotely!