If our previous article has convinced you that you need to hire a C++ developer, you’ll be glad to know that today will be about how you go about it.
There are plenty of options out there for remotely hiring C++ developers. Forums and online job sites are one. Referrals from within an existing team or from your friends and family are another. Then there’s hiring via a remote agency. *wink*wink*
Regardless of which option you choose, however, it helps to have a good hiring framework in place:
1. Draw up a good job description.
The specifics will depend on your company’s particular needs, but the following are a good place to start:
- Strong English-speaking skills;
- Excellent C++ programming skills;
- Working knowledge of computer systems (operating systems, networks, and computer architecture);
- Good time management skills;
- Great problem-solving abilities.
You can also try perusing the job descriptions on online job platforms to give you a better idea of what to write. Otherwise, you can also ask a remote agency to help you come up with a good job description.
2. Screen CV’s.
These will always be your first reference when it comes to evaluating candidates. It could be tricky if you’re hiring C++ programmers and are unfamiliar with the technical information that the job requires.
Of course, it helps to read up a bit on the subject. However, you can also watch out for keywords like C++ Standard libraries, Compilers, Debugging Tools, Code Instrumentation, and Static Analysis. A good candidate should have a sufficient background in all of those things.
3. Conduct competency tests.
Online coding tests are some of the most effective pre-hiring mechanisms, especially if you’re hiring for key roles like C++ developers, software developers, and application developers.
These are also a non-negotiable because C++ as a language doesn’t really allow for a huge margin of error. Thus, your prospective C++ developer has to have excellent coding skills.
Typically, remote agencies will have their own online coding tests, but you can also check HackerRank and Coderbyte for the same.
4. Schedule personal interviews.
While half the battle boils down to skills and competency, the other half is all about a candidate’s values and work ethic. In some cases, the latter is even more important. After all, we can learn skills. A good attitude is harder to acquire.
Hence, the need for personal interviews. Of course, you should also take the opportunity to quiz the candidates on their C++ knowledge and background. (You do want to make sure their CV holds up.) However, do make time for questions that pertain to their ability to handle conflict, balance multiple tasks at once, and their professional mindset, among other things.
With Remote Staff, however, we’ll take care of most of these things for you. We can help you come up with the right job description, and we can come up with a shortlist of candidates that match that. Once you pick which ones you’d like to interview, we can take care of the scheduling as well as the onboarding and payroll processing once you hire someone.
Click here to book a callback with us today so we can get started.
Serena has been working remotely and writing content for the better part of the last decade. To date, she's written for Pepper.ph and Mabuhay Magazine, among others, and has churned out more than a thousand articles on everything from The Basics of Stock Market Investing to How to Make Milk Tea-Flavored Taho at home. Hermits, aspiring hermits, and non-hermits with interesting project propositions may email her at serena.estrella10@gmail.com.
