Muoro

If you’ve managed a development project, you will know some disagreements between front and backend teams are just inevitable. Miscommunication, domain rights, who should handle errors, and even general bickering have a way of seeping into a team in even the best of conditions.

At this point, you’ve probably heard about all the jokes there are about boomers, millennials, and gen-zs’ there are out there. Most of them even revolve around offices and work ethics. But, little did you know all these usually try to relate with in-house teams, as in when different generations try and work together under one roof. It’s a whole different ball game when you go online or are using offshore talent.

If you’re looking to hire remote Salesforce developers, then you’re probably thinking of taking things up a notch. But if you have spent some time on Salesforce, then you will know that neither its operations nor its pricing is simple.

To say that we live in a world that’s markedly different from the one just a couple of years ago would be a colossal understatement. DevOps, Agile, Scrum, BYOD, etc which were experimental methods became mainstream, allowing organizations to leverage their resources in creative and highly efficient new ways.

New Delhi, Delhi: Even as a shortage of software developers and engineers continues to plague the SaaS space, companies the world over are struggling to find solutions or even answers. There’s no one cause for the greatest talent demand-supply divide in tech history today. Most reasons thrown here usually revolve around skill shortages, the great resignation, technology evolving too fast, and trouble finding exact skill combinations.

To say that the hiring process is becoming harder and more complex would be an understatement at this point. Not only is there an ongoing talent war, the sheer amount of data that hiring managers have to sift through means they are more likely to make mistakes or even overlook promising candidates.

It’s easy to blame a poor recruiting experience on a lack of good candidates out there. If the applicant’s don’t meet your criteria, then obviously you’re going to have a hard time finding great talent to fill up your organization’s rank and file.

Python’s rise to prominence is understandable. It’s easy to master, incredibly versatile, and constantly evolving. It has proven helpful for building not only web and mobile apps, but modern data analytics, artificial intelligence, and machine learning, all of which are in hot demand right now. 

Since the language is very popular amongst coders, you can hire remote python developers at very affordable rates while onboarding high-quality global talent, too. But, making sense of resumes received online can be tricky, especially if you’re looking for someone trained in a popular language. Why so?

Because you’ll see way more applications sitting in your inbox than you expected. Going through them to make informed, rational decisions can get very complex very quickly. So, here are some tips to try when you’re trying to hire remote python developers.

How to Screen Online Remote Python Developers Effectively

Resume screening is by far the simplest, yet the most difficult part of any recruitment process as it has the highest number of candidates needing evaluation. Deep within, all hiring managers fear both rejecting great prospects, and allowing less than desirable people in. Both are valid concerns since everyone exaggerates to some degree on their resumes.

You can simply screen each resume and decide for yourself if it's worth further evaluation. But, an easy, yet effective way here is to build an online application form that lets you collect all the critical information needed for a job. This way, you won’t need to rely on resumes and cover letters alone and can direct the conversation with each applicant from the start.

Online forms today allow recruiters to get all the data they require without triggering fatigue in applicants. You do need to be mindful of your questions so, be concise. The fewer fields you can use to get a good picture of the applicant, the better.

Good application forms aren’t substitutes for resumes, though since the latter is where people can express themselves more freely. So, while a form can be used to gauge an applicant’s skills, cover letters and resumes are better for understanding their personality and demeanor.

Running Background Checks on Pre-Screened Individuals

By now, you should have a list of candidates who seem like a good fit for the position, at least on paper. The next order of business is to confirm whether what each said on their application and resume is true or not.

You can use a service like Xref to run comprehensive background checks verifying their employment history, ID, and qualifications. Similarly, CVcheck can help you out with police verification, drug use, credit, and financial checks. Of course, both can be performed manually as well.

Testing Pre-Screened Remote Developers

Since you’re trying to hire remote python developers, testing them will pose a challenge since there’s no way to oversee whether the applicant is not cheating or being helped in some way.

Well-thought-out coding challenges can be a real help here. A coding challenge is designed to test a remote developer’s coding skills, creativity, and aptitude in a real-world setting. These can be tailored to fit any requirements.

While singular challenges can be issued en-masse, it’s better to oversee each candidate as they’re writing the test, especially if they’re competing for a medium-tier or management position.

Pair-programming can be used to have an invigilator work with an applicant to solve a problem together. Doing so will not only test the remote python developer’s skills but how they work in a team, under pressure and the invigilator can also use the opportunity to interview the candidate.

Some good practices here are:

●     Use the same challenge for all the developers to maintain objectivity.

●     Come up with tests the candidate is less likely to find answers to online.

●     If you’re using an online testing tool, keep in mind a testing challenge may have been used before, so, do tweak the templates.

Evaluating the challenge should be done individually. Simple yes and no answers won’t suffice here. Allow the developer to elaborate on their decisions, sometimes very creative solutions can come out of nowhere!

Finally, handle rejections gently. Remember that all who applied and bothered to take tests and background checks spent a lot of time trying to prove themselves. At the very least, send out an email thanking everyone for their participation. Candidates who are removed after being tested should be addressed personally.

Or, You Can Let Us Handle Everything

We at Muoro know firsthand how hard trying to hire remote python developers can be. But, many of the steps mentioned above can be safely (and accurately) automated, and advances in project management technology mean recruitment processes either need to take as long or cost as much.

As talent shortages become more acute the world over, companies, old and new are struggling to get qualified individuals. The problem itself has been blamed on the lack of availability of skill sets in the existing workforce. However, Muoro, a technology recruitment service provider contends the issue is more complex.

A clear understanding of requirements and capabilities between clients and service providers is vital for any project to be successful, even more so when hiring remote developers. In a remote setting, most stakeholders don’t have the luxury of in-person meetings, making effective communication hard.

Finding python developers online is just about the easiest thing there is. It’s one of the most popular languages out there. But, hiring remote python developers is just as, if not way harder. The objective of recruitment isn’t to interview, onboard, and add to the company’s manpower numbers after all, but to retain talent that can create value over and over again.

At the face of it, the idea that there’s an excess of Java developers seems like a bad joke. Weren’t we just talking about the acute worldwide shortage of coders? But, a deeper look into the issue reveals why a net increase in the number of developers can coexist with an overall supply shortage.

Remote work has opened the door to many collaboration opportunities and business models the world over. Staff augmentation, or adding project-specific skills on demand is one of them, and for good reason. IT companies the world over are struggling to fill up vacancies owing to skill shortages.

If social media posts, water-cooler talk, and harrowing headlines are to be believed, we are living through what’s easily the worst talent crunch in recent memory. Around 40 million tech positions were unfulfilled towards the end of 2021, and this number is expected to increase to 85.2 million by 2030, inflicting a total loss of $8.4 trillion on the tech industry. The Great Resignation of 2021-22 has only exacerbated this problem.