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How to Hire Offshore Software Developers

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How to Hire Offshore Software DevelopersHow to Hire Offshore Software Developers

Here we can see “How to Hire Offshore Software Developers”

Software development has grown leaps and bounds over the previous couple of years, and it doesn’t show any signs of slowing down. Suppose you’re a stakeholder of a successful software development company within the US or Europe. In that case, the likelihood is that that your customer base is expanding and, hopefully, your product sales are on the increase.

However, you’re undoubtedly also experiencing fiercer competition than ever. This makes it all the more important to remain on top of your game and build software that’s new and innovative to scale your business fast and stay before your competitors.

And that’s a challenge.

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Getting ahead in a crowded marketplace

The obvious solution is to rent more local software developers to stay up with consumers’ growing demand and expectations in your industry. But once you think about the many hiring costs and, therefore, the small pool of local developer talent available, that option doesn’t seem so appealing.

Outsourcing your development is an option, but it’s only a short-lived plug that isn’t sustainable at the end of the day. Outsourcing to external vendors means a loss of ownership over your software development team and, subsequently, delivering sub-standard products built by engineers who lack customer focus.

Which only leaves the foremost effective option: offshoring. There are many benefits of offshoring that make it the right solution for saving costs, scaling at speed, and specializing in your core competencies. By hiring offshore developers, you’re not just leveraging lower-cost talent — you’re building a highly-skilled software team that’s a value-driving extension of your business.

Hiring offshore developers to transform your business

To successfully build an offshore team and hire world-class offshore developers, you would like to maneuver through the proper process. Because of the experts in building offshore teams, we wish to think we’ve come closer than anyone else to mastering the method. Here are our tips for establishing a bulletproof recruitment process: 

1. Define your requirements clearly

This initiative could be prominent, but it’s crucial. Write all the talents you need from a perfect candidate. This is often your benchmark. Commit time and energy to this list: tech stacks, knowledge of tools/frameworks, experience, personal skills, and so on. Confirm the list is all-inclusive and thorough.

Next, refine the list. Identify and separate the ‘must-haves’ from the ‘nice-to-haves. This may go an extended way in helping you sort priorities, so you hire offshore developers who add value to your business.

Finally, create job descriptions for the relevant positions. Use your skills lists as a basis, ensuring again that you are as thorough as possible. Also, include the duties and responsibilities that the worker will undertake. This is often the inspiration of the entire recruitment process.

2. Follow a structured interview process

The next step is that the interview process. To conduct an efficient interview, one who will assess candidates’ competency, you would like to organize an inventory of topics and questions that you want to ask them. 

This not only guarantees that the key parameters are discussed but also streamlines your interview process. First impressions are significant, but they don’t tell the complete story. Your questions assist you in building a sensible picture of the candidate’s skills. Conduct a minimum of a couple of technical tests because those fundamental skills are non-negotiable. you’ll then arrange for a private interview to assess their attitude and personality fit together with your company before you create your mind up.

3. Conduct strict technical tests

Because you’re hiring offshore software developers, their ability to write down efficient code is the most vital technical skill. There are many online coding test platforms — HackerEarth, Codility, Talview, and HackerRank, for instance, which you’ll use. the most straightforward option will depend upon your development process and business requirements.

Technical tests which require programmers to code in real-time may be a direct reflection of their knowledge. By demonstrating how they approach a drag, tackle roadblocks, document, and comment on their code, you’ll closely analyze their skill set.

You can even include real business cases to challenge your candidates. While challenging, your tests shouldn’t be so tricky that candidates can’t complete them on time. If the tests deviate from your expectations, be flexible and suit things as required.

4. Look for cultural compatibility

It’s not uncommon for candidates to excel in technical tests then underperform just a couple of months later. Barring exceptional circumstances, poor cultural fit is that the most typical problem. When hiring offshore developers, cultural fit and connection are crucial.

You should know the core values, goals, and practices that outline your organization. The best-fitting offshore developers will have a piece ethic and values which align with those of your company.

Avoiding cultural incompatibility comes back to developing a meticulous hiring process. Hire individuals who will invest time and energy into the vision of your company. They need to be motivated, committed, and driven to accomplish what’s expected of them.

5. Establish a time-efficient hiring process

Countries like India and Ukraine are where the software development industry is booming. This suggests that offshore developers don’t stay free agents for long. An efficient hiring process is therefore essential. You don’t want to lose out on an honest candidate due to unforeseen delays! If you think that that you’ve found a diamond within the rough, don’t hesitate to ask them to interview.

You can also give candidates feedback on their tests and interviews. We recommended providing this as soon as possible, preferably within two or three days. Though it’s going to seem unnecessary, providing your candidate with an in-depth review of their performance, albeit they aren’t selected, can’t only soften the blow for them, but the efforts that you simply fancy review the candidate also will significantly contribute to putting together a positive brand for your company.

6. Give candidates a reason to work for you

In a perfect world, candidates would walk out of interviews able to check in for the work. Unfortunately, the truth is typically quite different. Competition for skilled offshore developers in countries like India and Ukraine is at an all-time high, which suggests finding top tech talent isn’t easy.

The interview process should be a street. This is often where the candidates can study your business culture. Remember that while you assess the candidate, they’re also evaluating you and your company. They’re trying to work out if working for you is their most suitable option. Candidates aren’t just analyzing their working conditions in your company. They’re also trying to find the prospect to figure with cutting-edge technology for the foremost innovation leaders in their industry.

So before you hire offshore developers, ask yourself: why is your company unique? How is your company’s mission unlike any other? How can you pitch your company so that the absolute best developers want to figure for you?

Engage and excite the candidate

It would be best if you formed sure the conversation isn’t one-sided. Don’t constantly bombard your candidate with questions. Prompt them to ask questions on your brand, what your business stands for, or any concerns they need. Remember to be as honest and open in your answers as possible. Use this chance to create a private reference to the candidate, a rapport that will make their decision to figure with you tons easier.

At the Scalers, we execute the whole recruitment process on your behalf. You are doing get to rent world-class developers and build an efficient team. You don’t need to take your focus far away from the remainder of your business!

Benefits of hiring in an office

  • Easier collaboration: If you’ve got a bigger team with everyone within the same office, it’s easier for them to collaborate.
  • Easier to manage attendance: there’s a point of discipline in having people come to an office. It’s easier to address attendance problems in an office (although our software Time Doctor makes it tons more straightforward to manage attendance whether in an office or not).
  • There could also be fewer distractions during an office: Some people have tons of trouble with distractions from their children or wife/husband when performing at home.
  • Internet speed & stability: An office usually has higher quality Internet. In my experience, this is often important if your team is making phone calls through the web, but it isn’t usually a problem for developers.

Drawbacks of hiring in an office (the advantages of hiring from home)

  • Cost: Hiring in an office costs tons more (up to 100% more). the prices include taxes, office rent, electricity, computers, etc.
  • Red Tape: There are tons more bureaucratic procedure legal restrictions with an office. You would like to suits all laws within the country where you found out about your operation. For instance, you’ll need to hire your developers as employees instead of as contractors, which suggests paying payroll taxes and complying with labor laws for hiring and firing.
  • Taxes: you would like to line up an entity within the country where you’re hiring and wish to pay taxes (or you would like to rent an outsourcing company that pays their taxes and passes the prices onto you).
  • Geographic Limitation: you’ll only hire in one location (whatever city your office is predicated in).
  • Office politics: There are generally tons more office politics when people are working together face to face.
  • Commuting: Your staff need to visit work, often in horrible traffic (for example, most people in Manila within the Philippines are stuck in traffic for 2-3 hours every day on their thanks to and from work).

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