Full disclaimer: the vetting process described here is a process we have developed for our own personal needs, to deliver you the best talent from around the world. It was created out of necessity, scratching a personal itch we had at our previous job postings. We have decided to share it as a resource. Now your business can take some shortcuts when looking for new talent.
The world is moving at breakneck speed. Changes are occurring everywhere. What was thought to be a modern workplace is increasingly becoming a thing of the past. The ability to adapt to these changes has for a long time been an arms race of sorts. Failing to adapt to it can add unnecessary friction to your work process.
You want to get work done and want to do it now. The time you are spending on long interviews, office placements, vetting processes, furniture and the likes should be spent doing what you do best. Getting your product out there.
What you need, and want to do is attract top level talent with as little friction as possible.
Technological advances made much of everything else already possible. Knowledge has been up-for-grabs for some time now, so we have extremely well-educated talent everywhere. The infrastructure has also advanced to people communicating over the globe on a video link with almost no latency. A chair has not changed, and neither has the desk. We now have offices in homes all over the world. What has changed is the vetting process.
The world is changing at such a pace, that agility is paramount. You have to make quick changes to the team, reorganize team structures to meet the needs of a market that is different than it was yesterday. And all that in a very competitive economy. It is simply not possible to spend hours posting ads, reading through thousands of applications and then taking long hours interviewing candidates.
It also doesn't help if a recruiting agency does it for you, as you have an immediate need you want to address. An hour is an hour, be it in-house or outsourced. Agencies usually cater the general economy and don't have a base full of candidates who already went through a rigorous vetting process. That is what's at stake.
A vetting process is simply a process that shows us if a candidate fulfills all requirements we demand of him. It usually means candidates have to perform a series of hard and soft skills tests to see which are their strong and weak points.
Interviewing and finding a qualified candidate for the job can be a hard, time-consuming task for the teams. Every team that is looking for an engineer wants to be sure that the candidate they hire is qualified, has gone through a vetting process to prove he has the domain knowledge for the job.
Our team was in the same position as you. We were all working at different remote-first companies looking to hire top level talent. There were a lot of hits and misses, and the learning curve was hard. But as we were trying to scratch a personal itch, we came out with a perfect vetting process for engineers and other tech talent. We tried to get a fitting person in the least amount of time.
When we were designing the vetting process at Remotesome, we were thinking about how can we vet engineers and have a clear picture of their capabilities and social skills in the shortest time. This is why we designed a 4 step vetting process. As a result, we get the whole picture and make sure a candidate who passes the Remotesome vetting process is one of the top candidates a company can hire on the market.
Looking at traits we wanted to be sure to test for all important skills which a good remote engineer should have. After extensive research it boiled down to these skills, necessary for a good vetting process.
As said, we used these for our own intents and purposes, and hopefully they can be of value to you.
In the first step of the vetting process, we do an extensive background check of the candidate. This is also the very first step we recommend you take. We don't look only at what kind of projects or companies engineer was working on before. We are interested in how much experience a candidate has and what are the domain skills they have.
This is our first filter that filters out candidates with real-life expertise and work experience.
Interviewing and finding a qualified candidate for the job can be a hard and time-consuming task for the teams.
The candidate receives his first congratulations and moves on to display his skills. This step is called a Skill assessment quiz. It is a fully automated, multiple-choice quiz assignment. Here, the candidate displays the breadth of their knowledge, be it Frontend, Backend, Fullstack, you name it.
When they finish the test, they receive instant feedback on the skills they need to work on in the form of neat informational cards.
The Skill Assessment Quiz is probably the biggest barrier of entry, so it would be wise for you to also automate it, if possible. If not, you can choose to leave that to us :)
Once candidates pass through the second filter of the vetting process, they are down to go through a coding test where we test users for their domain expertise and problem-solving abilities.
This step helps us understand whether a person has base knowledge in their domain and knows how to approach solving problems. This is a good base for the next step in the interview process. Most of the really good candidates perform well at this stage already.
In the next step, candidates go through a live technical interview where we are looking to see in-depth knowledge of their domain. Through series of questions and live exercises, we validate their skills, communication ability, and how they approach problems.
This gives us the best insight into candidates and this is where we make sure they will be able to work well in real-time. Our bar for this test is very high and makes a selection of exceptional engineers.
Once we establish a candidate is proficient in their domain we are onto the final interview of the vetting process. Here we are testing for core remote skills such as communication, independence, collaboration, and proactiveness.
The ones who pass these steps give us confidence that we are looking at exceptional individuals who are self-driven, engaged, and motivated to show their best when working for a company.
As you have probably learned by now, we have a highly optimized process that filters out the best of the best in remote work. A large number of candidates apply, but only 1% pass the entire vetting process. This leaves us with stellar candidates who are looking for their next challenge in career.
We have a highly optimized process that filters out the best of the best in remote work.
The quality of candidates on Remotesome is a north star metric that we focus on diligently. This sometimes means that even candidates who are just as good as the ones in our pool and have a hard time performing on interviews don't pass all steps due to various reasons.
This is why we are continuously improving our interview process and want to make sure that we help companies get only the best talent available for hire.
We hope this guide will be helpful in your ventures and flatten the learning curve a bit. It's been tried and tested, so it will definitely bring you results in setting up the optimal vetting process for filtering out the best talent.
We laid it all out for you, but should you wish, head over to our to see what the fuss is about. The main difference is that you won't have to outsource the search for talent, as it has been already done. Along with the full vetting process.