How to Find Great Remote Candidates from Around the World | Turing Jobs

The world is your oyster. If you’re a recruiter or manager, do not limit yourself to within the confines of narrow domestic walls and borders—look everywhere! Obviously, the global talent pool is significantly larger than that of any one state or nation; however, with so many people, it can get a little tricky to find your ideal candidate. Here’s a list of five techniques that you can implement to hire and retain the best remote software developers from around the world:

1. Take the road less travelled
   

   Make sure that you’re looking for talent in the right markets. You may be tempted to seek out candidates from big cities and countries- India, for example. However, it’s important to note that you’d be competing with multiple, large companies for talent in popular locations. Google, Microsoft, Facebook- all of these tech giants recruit heavily from countries like India and China.
   If you want to find the right talent and spare yourself a battle against bigger companies, you’d be better off looking for employees in less popular locations. At Turing, for example, we recruit extensively from Eastern European and South American markets, which aren’t the first places that come to mind when you’re thinking about hiring abroad. Due to this, we’re easily able to get great talent at a fraction of the cost. As a result, we’ve seen both our productivity and efficiency increase.
   So, if you want to find great talent around the world, you must be innovative and willing to take the road less travelled.

2. Want to hire remote software developers? Ask around for referrals
   

   Birds of a feather flock together. According to a recent LinkedIn report, nearly 50% of businesses in the US get quality hires through employee referrals – so, ask around. If you have remote workers already, see if they know of any eligible candidates that would like to work for you. Incentivize this process (monetary benefits work very well) and you’ve got yourself a solid plan to find quality talent from anywhere in the world.

3. Pull vs. Push
   

   Exercise a “pull” appeal over a “push” appeal. This means that you’re drawing potential clients and employees to you, rather than going out of your way to find them.
   The best way to do this is to establish your company as a place that people all over the globe are attracted to and want to work for. Highlight your global talent and inclusion; express how your business will change the world; and elaborate upon the global reach of your operation.
   In essence: create your brand. If you’re able to position yourself as an employee-centric company that provides a plethora of benefits to its workers and actively brings on global talent, then you’re far more likely to attract amazing employees.

4. Remote software developers will prefer diverse work
   

   Nothing acts as a better incentive than the promise of performing exciting and diverse tasks. Make sure to involve your employees (local or global) in tasks that are engaging and exciting.
   Many roles involve a heavy amount of grind work, a.k.a. repetitive, monotonous tasks from 9 to 5. However, even in such roles there is always a way to make things exciting. Make it a point to involve your global employees in interesting and different projects, giving them the chance to grow. A healthy work environment will make for happy employees, which, in turn, will inspire positive word of mouth.

5. Post in niche communities to find the best remote software developers
   

   

   Post in niche communities

   There are three key steps to finding great talent: network, network, and network.
   In a 2017 report, conducted by LinkedIn, 95% of companies (surveyed in regards to their recruiting trends) stated that they’ve successfully hired from LinkedIn, while 24% pointed towards Facebook and 16% used Twitter. This just proves that you should be using social media platforms to your advantage. After all, thanks to the internet, the world is (quite literally) at your fingertips. That being said, be aware that different countries use different social media platforms so depending on which country you’re targeting, you may have to use a unique platform to post jobs. Make sure that you’ve done your research and are educated on how the country virtually functions.
   Additionally, be sure that you’re attending local and international conferences, as they make for great networking events. The further that you expand your circle of connections, the more likely you are to come across great talent.

Hiring talent beyond national and state borders means a larger talent pool, allowing you to connect with (and potentially hire) more talented workers, at a lower cost, than your competition.

The key to hiring globally is to look beyond the obvious markets, utilize social media and networking platforms, leverage your employees’ connections with a referral program, and position yourself as a company of choice for people all over the world. In no time, you will find your company full of international talent.