Five Trend In Tech Recruitment

Now that we are halfway through 2021 and a year and a half into the COVID-19 pandemic, hiring trends aren’t just predictions, but apparent consequences of the major change the world economy is going through. But how can you use the existing trends to better hire tech professionals? In this article, we will outline five main trends in technical hiring and give you practical tips on how to incorporate them into your recruitment strategy.

Trend #1: Remote Hiring

Trends show: remote work is here to stay. While some criticize it, the companies that value this opportunity, change their rules. While the kind of remote work that mirrors the way people used to work in offices exhausts employees with extensive Zoom meetings and a bad work-life balance, companies that revolutionize their approach to working remotely profit. Making your company remote means you get to hire from a larger talent pool. You also get exclusive access to candidates who only want to work remotely. So making remote work an option at your organization will also be an advantage going forward, as it will attract top tech talent from all over the world. Be innovative when building your remote work practice. As seen in the following trend, employee experience matters even more in the reality of working from home.

Trend #2: Importance of Employee & Candidate Experience

COVID-19-induced remote work period has shown everyone how much employee experience affects the company’s overall performance. Burnout, zoom fatigue, inability to balance work and personal life – all these conditions reached their peak during the pandemic. Many employees saw the pandemic as a chance to change direction which caused what some called “The Great Resignation”. While some leaders blamed the remote work model for it, others took responsibility for their employees’ job satisfaction and provided intentional support: socializing, flexible schedules, fewer Zoom calls. A company culture that prioritizes employee experience attracts more qualified candidates. Employer branding is one of the ways to express your company’s values to potential hires. For example, you can do it through your social media and website content by featuring your existing employees’ stories, highlighting how the company supported and helped them grow in their role.

Trend #3: Offshore Hiring

Remote recruitment allows companies to explore options beyond traditional direct hiring: freelance, outsourcing, and outstaffing. If you’re only starting to take advantage of remote work, the differences between these options might seem confusing. Let’s briefly sum up the work models behind each of these offshore recruitment methods and the different benefits and disadvantages they might have.


Working with freelance developers requires a lot of flexibility and trust from the company. It usually means hiring someone through a website such as Upwork for a certain project, and either paying it per project or per hour. It is considered a cheap way to get coding projects done. However, there are many pitfalls of such collaboration. First of all, as the hiring process is much briefer than the traditional one, it is difficult to evaluate the developer’s exact qualifications and just how good they are at particular languages and frameworks. Moreover, the developer’s commitment to your company is weak, so the time they actually need might be above your expectations because they usually work on multiple projects at the same time. One way or the other, freelance proves to be an unreliable recruitment method. So unless you value its low cost over the risks it comes with, we wouldn’t recommend relying on this method.


Outsourcing implies delegating a project to an outsourcing agency, which has an army of developers who complete the client’s assignment. This is a more reliable method than freelance thanks to stricter documentation and processes. Nonetheless, it is similar to freelance in that you will have to trust the job to be done outside of your direct supervision. Outsourcing companies have their own project manager who will communicate the task given by you to the developers. Like freelance developers, programmers at the outsourcing agency work on multiple projects simultaneously and don’t have any long-term commitment to a single organization. This might, in turn, lead to problems with the application in the future, once it is out of the programmers’ hands. Thus, just like freelance, outsourcing offers short-term collaboration for lower costs than hiring a developer directly but lacks reliability and commitment.


Outstaffing is an offshoring hiring option closest to direct hiring. The way it saves your company money is by putting a middle man – an outstaffing agency, between you and a developer from abroad. These developers’ salaries are normally lower and that’s how you can save 30-60% on each hire. The outstaffing agency provides you with the best fit for your tech needs and deals with the legal paperwork, legally employing the developer. The collaboration model incentives the agency to work with the clients long-term since the agency takes a monthly commission as long as the developer works for you. To prove that our interests are aligned with our client’s interests, at Coder Staffing, we even offer a 30-day money-back guarantee. The result: you have a full-time, fully committed developer who works remotely long-term, exclusively for you. To find out more about how outstaffing gets such outstanding results, read our article: The Ultimate Guide to Outstaffing.

Trend #4: Focus on Diverse Skills + Learning

While continuous learning is beneficial in many professional spheres, in Software development it is basically required. Indeed, new languages and frameworks, the corresponding updates, and new usages are what make this professional path an endless journey of learning. Companies also realize how more valuable a developer with diverse skills and desire to learn is to their goals. As projects require the use of new tech all the time, companies look for developers with a diverse coding profiles. Simultaneously, developers look for companies that support their growth and further skilling.

Trend #5: Video Interview

For both parties, the hiring manager and the developer, video interviews save resources – money, time, and energy. While the video format is the obvious choice for remote hiring, its advantages also work for the companies that hire for office-based or hybrid work. First of all, consider the resources video interviews save. The candidate doesn’t have to commute to the office and can tune in right from their home. If you’re hunting down experienced developers, offering them a short concise chat over Zoom would always beat the request to come to the office in order to meet the managers. Likewise, the managers can schedule more interviews and speed up the hiring process by using Calendly and Zoom/ Google Meet to efficiently schedule the interviews.

Moreover, it allows the hiring manager to record the meeting so the candidate’s answers can be revisited later. This will ensure a more thorough analysis of the conversation and might eliminate the biases of the first impression. If you plan to record the meeting, make sure you ask the candidate for consent.

Another pro tip: the behavior of the candidate during the video interviews can also reveal their level of comfort with video conferences. This is especially important for remote and hybrid teams, as online meetings and messaging are the main communication channels. Thus, the candidate’s comfort and proficiency in online communication are essential for a smooth workflow.

Work Smarter Not Harder: Remote Work Edition

The most commonly reported issue employees have with remote work is a lack of discipline. In turn, this leads to an unhealthy work-life balance. For many of us whose schedules became more flexible than back at the office, and the daily productivity is estimated in tasks, keeping track of how much we actually work proved difficult. However, remote work is here to stay and it is time we learned how to be successful without burning out. If you feel like you work more hours but still don’t get enough done, we have several tips to peak your remote work productivity and return a good work-life balance.

Define Your Peak Productivity Window and Stick to It

First of all, if your hours became flexible, at home you might find yourself procrastinating or being distracted half of the time, making your workday 12 to 14 hours long instead of eight. while working from home is supposed to give you more freedom to invest time and energy into your hobbies, family, and pets, it might also end up being way too flexible for some of us. Indeed, the only way to combat this lack of regimen is to create a schedule for yourself.

How to Define Your Productivity Window

The great advantage of remote work is that you can construct your own schedule according to your peak productivity hours. Obviously, for most companies, there are meetings you need to attend. But when it comes to the work you do autonomously you have the freedom to choose your hours. Here, you will need to tap into your natural rhythm by reflecting on your energy levels and ability to concentrate in different parts of a day. You can take a week or two, experimenting with different work hours. For example, if you are a content writer, try doing the same task – writing an article within 9 am – 12 pm, 12 – 3 pm, 3 – 6 pm, and 6 – 9 pm windows. While doing this, try to be very conscious of the periods when you feel especially inclined to get distracted. Write down your findings so you can assess them at the end of this experiment.

Take into consideration other factors that can influence your productivity on any given day and don’t make your conclusions based on three days. Investing time into this experiment will pay off in the long term, giving you a clearer idea of your energy levels fluctuation. Based on your discovery, choose the hours to do your work tasks, and really stick to them. Separate the work time from your free time, by closing the browser tabs, putting your laptop away, and muting your work chats and emails after a certain time.

List Tasks and Their Execution Time for Each Day

This tip goes hand in hand with the previous one. If you work on a number of tasks independently from the team, it helps to list them at the beginning of the day and set an approximate time limit for each task. You could set a time and that way, be able to see how long each task actually takes. Alternatively, you can try the Pomodoro technique for tasks that take longer than one or two hours. Splitting the work time into 25-minute sessions with short breaks in between. Listing the tasks and setting timers for their execution will not only allow you to keep focused on the current task but also track your productivity at the end of the workday.

Take Quality Breaks

Taking breaks is an essential way to keep your energy levels stable as well as recharge your focus. However, it is not only how often you take breaks or how long they are, but also their quality that matters. We are often tempted to scroll our social media feed as a way to rest. But choosing a more healthy approach to breaks can turn them into much more than a pause from working. Taking a walk or meditating, playing with your pets, or talking on the phone with your parent might benefit your mood, mental state and clear your head of cluttering thoughts.

Rethink Productivity & Take Advantage of Tech

What is work productivity? Truth is, we are conditioned to see it in the traditional way that emerged in the office-dominated world. Applying the same ideas and assessment techniques to remote work as we used to do at the office is deeply flawed. While bigger decisions, like switching to asynchronous communication are up to the executives in your company, individual action is also possible. Try talking to your team about implementing more practices that remote-first companies advocate for, such as documentation and fewer meetings. As a result of redefining what is important for your team now that you work remotely, you can cooperate in a smoother way, more suitable for your new goals.

Read up and promote the idea of innovative working instead of clinging to the old ways. Fully remote companies like GitLab are constantly putting out new insightful information on working remotely – guides, articles, tips. Being advocates of hiring remote talent, we at Coder Staffing also frequently put out tips for hiring and working as a distributes team. For example, check out our article on the best apps for remote work here. We listed collaborative tools (beyond Zoom and Slack) that will allow your team to collaborate and reach results without holding lengthy Zoom meetings, which end up draining the employees.

Hopefully, these ideas brought you closer to working smarter, not harder, and achieving your peak productivity! Follow us on Facebook and LinkedIn to hear the latest news in remote work and hiring.