Finding and hiring an offshore dedicated team of software developers is a challenge most large companies face at some point. Although it is a responsible and crucial task, there is no need to turn it into a problem. Most companies face the problem while trying to hire offshore dedicated developer teams. Though the task is crucial, don’t see it as a problem. There are various methods available that can aid the hiring process. A few of the methods are B2B portals, Google search, and freelance workplaces looking for outsourcing and offshoring partners.
Where can you find an Offshore Software Development team?
Google can be a good place to find an in house development team. However, you have to know what to look for so that you don’t waste precious time. Use keywords to get more specific results.
Freelancing is a cost-effective and convenient method to meet your software development needs. Various models of freelance workforce communication are there to promote efficient cooperation between the outsource talents and the client. Outsourcers have created websites to look for jobs and communicate with potential employers.
- Upwork is a freelance community where you can look for potential employees.
- YouTeam is ideal to find developer candidates or teams.
- Toptal connects the engineering teams and the clients, helping them cooperate before and during the project.
How to Hire Offshore Software Developers?
After reducing the search area, you have to move on to the hiring process. This stage can be a bit puzzling. Select the teams that match the requirements of your business. Now, you need to find out which team is ideal for you. An interview is the best process to do so. We have a guide on offshore hiring development below to help you reach your desired outcome.
Perform an Interview
You want to investigate and communicate with potential employees to get an enriching and informative experience. For this, you need to stick to the steps given below.
Set goals
Specify your goals for the candidates. What it implies is that the teams require a clear understanding of the tasks that have been appointed to them. Ensure that they are ready to tackle the goals and expectations you have set for them.
Conduct an Overview
Have an overview of each team and its members – note down their pros and cons. Base the evaluation on personal traits, experience, proficiency, soft skills, and other characteristics that helps you to see the candidates’ full potential. You get to know which team performs the best. In this way, you can pick the best candidates.
Technical Screening
After the evaluation, take into account the ability of the teams to match up to the requirements. They can pass tests and show their ability to handle the job well. It helps you filter out the weaker ones.
Conduct a short test within 2-4 hours to screen the technical abilities of the offshore software development candidates. So, you will know which candidates have better knowledge and technical aspects as they will have to showcase their knowledge.
In the case of non-tech positions, preliminary selection can be difficult as you will need to judge the potential employees’ soft skills for the in house or remote team. Unlike coding, you cannot measure soft skills accurately. It is why you might need to conduct numerous meetings or calls to select an employee.
Final Interview
It is the last step of the testing process, and here you meet and interview the most deserving candidates of the software development company. Generally, both you and the candidate know they are more or less on the safe side. However, you have to do a final overview before signing on the employee.
You should ask a specific set of questions before choosing an employee. The questions might seem redundant, but it is better to be safe than sorry.
- Do you feel anxious about working alone?
- Can you evaluate your performance objectively?
- Does objectivity drive your performance?
- Are you able to tackle rigid deadlines?
- Are you agile and flexible as an employee?
Asking these types of questions can reveal some new weaknesses and strengths of the potential employees. Even though you know that you are hiring the candidate, it is safer to double-check.
Offshore Software Development? Ensure Security
It is not a separate step, but it is a crucial aspect to remember during the recruitment process. It is critical to ensure your safety as a business owner or an employer. Businesses that have not outsourced or nearshored before can be apprehensive to go with this cooperation. Don’t worry as Toptal, YouTeam, Upwork, and other platforms ensure complete security of cooperation to the service provider and the client. Moreover, these platforms allow agile movement and systematic cooperation between you and your remote team.
What to do after hiring a dedicated development team?
You need to establish a sense of equality whenever a remote team joins the in house team. Both the teams should know that they have equal footing and thus, have to provide quality performance and productivity. To ensure this, set the same standards for all your employees.
See to it that everyone is performing at their 100%. Thus, to assure the teams’ productivity and quality, allocate some resources to them.
The language barrier can lead to communication problems. Therefore, be sure that the remote contractors are well versed in English or in the language you and your team are comfortable in. Cultural difference is a vital factor; do not overlook that.
Trust is a prime concern that both the client and the developers may have. As most hirers do not meet their employees, it may lead to trust issues. So it is paramount that you communicate enough to build trust.
Conclusion
It can be difficult to find and hire offshore developers’ teams. It is especially a challenge when your search extends globally. That is the reason why it is important to adhere to a specific recruitment process. For example, we suggest you keep in mind the different steps mentioned in this article. You should start by browsing the platforms available now. Through your network, request recommendations and feedback to know what works and what doesn’t. After that, form a plan to filter the best candidates for your project.
