6 tips for recruiting remote software developers

In today’s digital age, software developers are the backbone of technological innovation. As the demand for qualified developers continues to rise, companies find themselves in a fierce competition to attract the best talent. Many companies in 2023 are now also looking across the border to partner up with outsourcing organizations, to recruit remote software developers. If you then want to attract remote software developers for the long term, this requires a close cooperation, because in other countries there are also more vacancies than developers. In this article we give some tips that you should pay attention to when you are looking to recruit remote software developers.

1. Select the outsource provider carefully. First of all, make sure you work with the right party. Important aspects that you want to consider include: that you share a long-term vision with each other, that salaries and margin are separated (so that you know exactly what your employees earn) that you decide for yourself about salary increases and bonuses, that you have full Intellectual Property, that the party has a good knowledge of both your culture and that of the country in which you are looking for people, and finally that they provide a good working atmosphere / space.
2. Branding your business. It’s important that your company is represented in the recruitment process and not just the outsourcing company, so that the candidates really choose your company as an employer and not the nearshore organization itself.
3. Your own recruitment process. Try to use your own recruitment process as much as possible. This way you can ultimately make the best selection. If you normally take a test, then also do this in the country where you are looking for candidates. Do you conduct multiple interviews with different people within your organization? Plan this in the recruitment process of the nearshore organization.
4. Long term vision. Make sure you provide a clear picture of the growth opportunities within your organization. Hiring software developers through outsourcing is no longer focused on the short term. If you want to attract software developers abroad for the long term, you must also share your long-term vision with them. A vision of which they are a part.
5. Values and work culture. It is important that you can also realize the values and work culture (of your organization) across the border. Make agreements about this with the outsourcing organization. What are your conditions for a good workplace? What about working from home/office? how flexible are the hours to work? Each and every one of these is important components that also need to be coordinated abroad.

The candidate market for software developers is competitive and requires a focused approach from companies that want to attract the right talent. Looking abroad offers access to an extra large market, but it is important to keep a grip on things. With the above points, your outsourcing adventure becomes a long term, successful strategy and not a short trial.

If you want to know more about IT Outsourcing, inform yourself here: IT Outsourcing: a complete overview

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