Remote work is becoming increasingly popular, especially in the IT field. Research shows that by 2025, about 32.6 million Americans will work remotely. Companies need to adapt to find worthy specialists who may be located in another city or even on another continent.

When posting front end developer remote jobs, recruiters need to be properly prepared and be able to identify real talent. Let’s figure out how to find a worthy candidate.

Why Is It Worth Hiring a Front End Developer for a Remote Format?

Remote work for employees is useful for companies because they can:

• reduce the cost of equipping office space and paying for it, purchasing equipment and other little things for maintaining staff;
• gain access to real talent from other countries where education in the field of front end development is better developed;
• increase employee loyalty due to more attractive working conditions and the absence of frameworks;
• improve productivity, since about 35% of remote specialists consider remote work a more suitable work format for increasing productivity.

All that remains is to attract the attention of a worthy candidate for the vacancy.

How to Conduct an Interview Correctly?

An interview with a remote front end developer has features that HR specialists need to take into account.

First, you need to prepare. Study the resume, paying attention to the candidate’s work experience, education, and hard/soft skills. Then prepare a list of questions that will help assess technical knowledge and skills, and are simply of interest to the company.

Next, you need to agree on the time and platform for the interview.

At the interview, you must introduce yourself and talk about the company, its mission, and goals. Further:

• explain what awaits the candidate for the position;
• give clear job responsibilities;
• talk about motivation and internal loyalty systems.

If a company offers career growth for remote employees, it needs to focus attention and offer as many motivational points as possible.

Then you should ask as many questions as possible regarding:

• what experience they have;
• where they worked previously;
• how they improved project results;
• how long they are willing to work for the company;
• what plans they have for the future;
• how often they improve their skills and undergo training.

There should be a lot of questions, but they should all relate only to work.

Next, you should offer to complete a technical task to test their skills and learn about soft skills.

In the end, it is important to answer all questions the candidates have and thank them for their time. You should never rush to conclusions; it is better to give yourself and the specialist time to think and agree on the next meeting.

Tips for Retaining Remote Front End Developers

Retaining valuable remote front end developers is difficult. But the right approach will allow you to strengthen the relationship for a long time.

It is important to create a positive work environment through online tools and platforms to create a sense of community and support among team members. You should not put a specialist on a strict schedule. The developer does not have to work in an office and has the right to decide for themselves when to complete tasks within the deadline. 

It is important to motivate and trust a good front end developer. For example, focusing on their skills, abilities, and achievements, as well as providing freedom of action. A good incentive would be salary growth and bonuses.

It is worth offering to study and improve skills at the company’s expense. Buy new courses, and offer to attend events. The employee will learn about new trends and help the company develop.

Conclusion

When searching for a talented front end developer for remote employment, it is important to conduct an interview correctly and retain the specialist’s interest in working for the company. Use all the tips discussed in the guide and let the process of hiring, onboarding, and cooperation be successful.

Guest writer.