Creating a generic job description leads to many confusions during the hiring process. Many candidates can apply for the generic job description, which will result in a wrong selection of shortlisted candidates. Creating a specific job description requires both technical and management skills. The creator of the job description should have both expertise to create the right job description.

The knowledge of remote team management software and project management tools should also be considered while designing the job description. Interpersonal communication skills, knowledge of team communication tools, and other soft skills should also be considered. We should clearly mention all the processes and activities that the job role is supposed to do.

The definition of software roles is continuously changing. Different countries have different benchmarks for the software developer role. This is a very critical mistake. This can divert the right candidates from applying for that role and the wrong candidate may hook in. The name of the role should resemble and match the work activities that the developer has to perform. The required skills and experience for the position should also be very clear in the name of the job role.

Nowadays we notice that a large number of software developer roles are created for remote or offshore teams. This should also be very clear from the name of the role. Normally, three levels of roles are very common in the marketplace. So, it is a good idea to choose the format of those roles and create a suitable role name.

Many managers still use manual ways to read the entire CV of the candidates to shortlist. This is a big mistake. Manual sifting is time-consuming and prone to mistakes. The solution to this problem is to use the latest resume tracking systems by putting the right criteria for short-listing. It is done in a while and you can sift through hundreds of CVs. It is better than just relying on a few that you are able to go through.

The short-listing process is very prone to mistakes. It is mostly done on the basis of keywords and general CV formats and CV content. But, the real step to choosing the right candidate is a technical interview. Many hiring managers digress from the main technical activities and skillsets and involve in the generic technical discussion. This may lead to the wrong selection of the candidate. So, always focus on the main technical skills and activities that relate to the job.

In the fast-paced life overwhelmed by the heavy workload, many managers rely on short-listing and some online written tests or chatting. This is a major mistake while hiring a developer. You cannot judge the soft skills, personality, and technical skills at the level that you should in chatting or text messaging. The phone or video call is very important to know about the candidate and his soft and technical skills.

So always take at least 10 to 15 minutes of voice or video-based interview. So you can make sure that you are going to choose the right candidate that you need at your place. This will also help you assess the remote team communication skills. And also remote team collaboration approach of the candidate.