How to hire react developers have taken a virtual turn, and recruiters are looking for talent everywhere. More than 159% of people have worked from home since 2009. The pandemic has also boosted remote jobs. The following steps will help you hire a remote React developer.
1. How do I find React developers?
Sourcing is the first step. Remote React developers are available in several places. A great way to meet and gauge the skills of React developers (virtually) is to attend virtual career fairs and coding competitions. Usually, online coding competitions give a task and evaluate the submissions after a set period. Recruiters and hiring managers are unsure about the source of code used during competitions, but this can be assessed during a face-to-face interview. With virtual career fairs and webinars, candidates can meet recruiters and learn about the company’s culture, technology, etc. You can use webinar platforms like Demio and WebinarJam. You can hire a freelance React developer on Upwork, Toptal, or Freelancer. Fiverr also offers shorter gigs. These platforms have many freelancers, so screening them properly and hiring qualified candidates is crucial. Post jobs on job boards to scout for the right talent is still a good idea. In remote roles, the number of applicants will be even higher due to the lack of geographical restrictions. Be active in responding to candidates and updating job statuses. There is a high likelihood that existing employees know more about the company than other applicants through referrals. Referred candidates are also more culturally compatible.
2. Candidate screening
Filtering out unsuitable candidates is crucial. Another challenge is remote screening. GitHub profiles and portfolios are powerful indicators of quality. If the candidate has them, they can be requested during screening. Having side projects while in college shows great motivation and willingness to learn. Stars on GitHub repositories indicate the quality of candidates’ code and open-source contributions. On freelance platforms like Upwork, Freelancer, or Fiverr, you can view the freelancer’s past projects and client reviews. A framework-specific quiz focusing on coding practices and concepts is good once the initial screening is complete. Functions, Hooks, etc., can be used by a remote React developer. It can be done with the CodinGame Assessment. There are over 80 roles you can choose from, and you can get reports tailored to both technical and non-technical recruiters.
3. Candidate interviews
Cultural fit is as important as technical knowledge. Candidates typically met the recruiter and other team members during the final round of interviews before the pandemic. As a result, interactions improved, and their cultural fit was assessed. Communication and other soft skills are important now that everything is virtual. You can conduct remote interviews using Zoom, Google Meet, Skype, Teams, etc. Break the ice with interactive activities or games conducted virtually. The candidate can be asked a conceptual programming question in the coding interview. It’s up to them what language they use. The interviewer can view how candidates code in real-time using CoderPad’s collaborative coding platform. Understanding their thought process helps. Using the editor, the interviewer can give directions to the candidate when needed. From the start, collaboration and teamwork are promoted.
4. Remote onboarding
Pre-arrival – Share crucial information with candidates once the employment contract is signed. Use DocuSign or HelloSign for all electronic signatures. An onboarding schedule with expectations for the first 15 days, 30 days, 60 days, and 90 days may be shared with the candidate. The candidate can be assigned an onboarding buddy to learn about the company and team. The candidate must also be provided with internal and product documentation to be familiar with the product. Upon arrival – Training candidates is crucial to mold them to the company’s standards. Udemy, Pluralsight, and other platforms offer pre-recorded videos and memberships. The candidate will feel accomplished working on smaller tickets during the training phase. Post-arrival – Give the candidate a bigger picture of what the company and the team stand for as they become accustomed to the company processes. Calls can be scheduled with senior architects and other higher executives. CEOs and CTOs sometimes have sessions with new developers to promote an open and flat hierarchy.
