How to hire offshore developers for your business
Software development has been on an upward trajectory over the last few years. However, recent global issues, like the “great resignation,” have threatened to derail its progress. That’s why, many companies during this period chose to build offshore development teams as a solution to their resignation issues.
But why offshoring over other options?
Getting ahead in a crowded marketplace
Even though the global situation has gradually stabilised, the fluctuations that happened in the job market stressed the importance of having good systems in place for hiring talented developers. After all, without the right talent, companies are incapable of building the new and innovative software needed to keep them ahead of their competitors.
Some companies default to hiring local software developers to keep up with the growing demand and expectations of customers in their industry. But many find that it’s a short-term solution to avoiding the challenge of establishing a new hiring process. When you factor in the significant hiring costs and the small pool of local developer talent available, staying local doesn’t seem so appealing.
Outsourcing development is an option, but it’s also only a temporary measure that isn’t sustainable in the long run. Outsourcing to external vendors means a loss of ownership over your software development team and, subsequently, the delivery of sub-standard products built by engineers who lack customer focus.
This only leaves the most effective option: offshoring.
Hiring offshore developers to transform your business
Hiring offshore embedded engineers is the perfect solution for managing costs and scaling at speed. But where do you start? Well, first choose a destination with a high number of software developers that have the experience and expertise required to achieve your goals. By hiring talented 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.
What’s more, to successfully build an offshore team and hire world-class offshore developers, you need the right method. As experts in building offshore teams, we like to think we’ve come closer than anyone else to mastering the process. Here are our tips for establishing a bulletproof recruitment process:
Define your requirements clearly
This first step might be obvious, but it’s crucial. Note down all the skills you require from an ideal candidate. This is your benchmark. Commit time and effort into this list: tech stacks, knowledge of tools/frameworks, experience, personal skills, and so on. Make sure the list is all-inclusive and thorough.
Next, refine the list. Identify and separate the ‘must-haves’ from the ‘nice-to-haves’. This will go a long way in helping you sort priorities so you only 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 employee will undertake. This is the foundation of the whole recruitment process.
Follow a structured interview process
The next step is the interview process. To conduct an effective interview, one that can really assess the competency of candidates, you need to prepare a list 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 matter, but they don’t tell the full story. Your questions help you build a realistic picture of the candidate’s skills. Conduct at least a few technical tests because those fundamental skills are non-negotiable. You can then arrange for a personal interview to assess their attitude and personality fit with your company before you make your mind up.
Conduct strict technical tests
Because you’re hiring offshore developers, their ability to write efficient code is the most important technical skill. There are loads of online coding test platforms — for example, HackerEarth, Codility, Talview, and HackerRank — which you can use. The best option will depend on your development process and business requirements.
Technical tests which require programmers to code in real-time are a direct reflection of their knowledge. By demonstrating how they approach a problem, tackle roadblocks, document and comment on their code, you can closely analyse their skill set.
You can even include real business cases to challenge your candidates. While difficult, your tests shouldn’t be so difficult that candidates can’t complete them on time. If the tests deviate from your expectations, be flexible and adjust to the situation as needed.
Look for cultural compatibility
It’s not uncommon for candidates to excel in technical tests and then underperform just a few months later. Barring exceptional circumstances, poor cultural fit is the most common problem. When hiring offshore developers, cultural fit and connection are absolutely crucial.
You should know the core values, goals, and practices that define your organisation. The best-fitting offshore developers will have a work 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 effort into the vision of your company. They must be motivated, committed, and driven to accomplish what is expected of them.
Establish a time-efficient hiring process
Countries like India are where the software development industry is booming. This means 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 a good candidate because of unforeseen delays! If you think that you’ve found a diamond in the rough, don’t hesitate to invite them to an 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 may seem unnecessary, providing your candidate with a detailed review of their performance even if they aren’t selected. This can not only soften the blow for them, but will also significantly contribute to building a positive brand for your company.
Give candidates a reason to work for you
In an ideal world, candidates would walk out of interviews ready to sign up for the job. Unfortunately, the reality is usually quite different. Competition for skilled offshore developers in emerging tech economies is at an all-time high, which means finding top tech talent is not easy.
The interview process should be a two-way street,where the candidates can learn about your business culture too. Remember that while you assess the candidate, they’re also evaluating you and your company. They’re trying to figure out if working for you is their best choice. Candidates are not just analysing their working conditions in your company. They’re also looking for the chance to work with cutting-edge technology for the most innovative 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 very best developers want to work for you?
Engage and excite the candidate
You need to make sure the conversation is never one-sided. Don’t constantly bombard your candidate with questions. Prompt them to ask questions about your brand, what your business stands for, or any concerns they have. Remember to be as honest and open in your answers as possible. Use this opportunity to build a personal connection with the candidate, a rapport that will make their decision to work with you a lot easier.
As I’m sure you’ll agree, there’s a lot you have to go through to make sure that you hire quality offshore developers who will fit your company. Despite these hurdles, it’s still a popular option for organisations of all sizes due to the benefits of tapping into larger talent pools and lower overheads. To help mitigate these challenges, many IT leaders choose to partner with an offshoring company that takes care of not just the recruitment process but also managing operations and HR on an ongoing basis.
At the Scalers, we execute the entire recruitment process on your behalf. You are able to hire dedicated developers and build an efficient team quickly. You don’t have to take your focus away from the rest of your business!If you want to learn more about how we hire developers offshore, then book a free consultation with one of our senior executives. We can’t wait to hear from you.