An essential aspect of success is building an offshore software development team with enough engineering capabilities and experience to help you with your specific business processes. How then do you put together the perfect team with the right tech and domain expertise?
DID YOU KNOW?
The Scalers has a robust and proven seven-step recruitment process that helps select the 'creme de la creme' of engineering talent
To hire world-class offshore developers and build a successful team you must follow a rigorous recruitment process. This means:
Be clear about your requirements
In recruitment you should create accurate job descriptions that correspond with the positions you are advertising. It is important because it helps candidates understand if they are a good fit and allows you to filter out those who aren’t. This means that you need to be clear about the responsibilities that candidates will be expected to perform in their roles.
Make sure to think about the skills a potential candidate should possess. Make a list and use it as your standard tool for measuring new recruits. Each candidate will have different tech stacks, framework knowledge, and personal skills.
Think of as many of these traits as you can and be prepared to ask them how their expertise and experience matches. Then decide which of the points are important and which are not. This method is best when deciding which employees can add the most value to your company.
Conduct structured interviews
Remember before conducting the interview, you need to prepare a list of topics and questions you want to ask to assess their competencies.
By doing so, you can streamline the interview process. Be aware, however, that first impressions aren’t always right. Understanding the full-breadth of a candidate’s abilities requires much more than meeting them once.
When you want to hire dedicated developers, candidates will also need to perform at least a few technical tests to see if their skills are up to par. If you are satisfied with their skills but are concerned about their attitude or personality, feel free to arrange a personal interview. It’s critical that an employee fits well within a team for the team itself to be successful.
Perform rigorous technical tests
First and foremost, offshore developers must be able to write code well. You must create a development process to identify your business needs and determine the best way to test candidates.
Technical tests require programmers to demonstrate their coding knowledge. It’s possible to closely analyse a developer’s skill set, in real-time, by observing how they approach a problem, overcome obstacles, and document and comment on their code.
It’s even possible to challenge them with real-world business examples. Although your tests should be difficult, they shouldn’t be so laborious that candidates cannot pass them on time. You must remain flexible and be able to adjust to the situation.
Streamline the hiring process
The software development industry is especially competitive in countries like India, where you can find the top talent. This means that recruiters don’t have much time to attract good candidates before they look elsewhere. Create an efficient hiring process to ensure that you don’t lose out a good candidate due to delays. If you think you’ve landed a good candidate, invite them to an interview!
Don’t be afraid to give candidates feedback on interviews and tests. Provide it as quickly as you can. Even if a candidate isn’t selected they will appreciate being given a detailed performance review. This will show that you went to the effort to review them thoroughly. This will help give your company a positive image and can help attract further candidates.
**Assess cultural compatibility **
There are times when candidates perform exceptionally well in technical tests but then later underperform. Often, this is due to a poor cultural fit. Cultural compatibility is important for both a future employee and employer. In fact, developers list it among the top reasons when deciding on a job offer.
Developers prioritise culture
To assess compatibility you should be familiar with your organisation’s core values, goals, and practices to see if they are a good fit. The best offshore developers will align closely with your own. A meticulous hiring process is vital. Look for candidates who are committed to your company’s vision. They must be motivated, committed, and driven to accomplish what is expected of them.
TIP
A chief happiness officer helps to keep your developers happy and engaged — key to long-term retention
**Attract and motivate candidates **
When you want to hire dedicated developers, the key thing to keep in mind with good candidates is that they’re assessing you as much as you are them. Represent your company culture by showing candidates the very best your company has to offer.
Attract them by showing-off what appealing working conditions you offer. And motivate them by introducing them to the cutting-edge technologies and innovative methodologies used by your company.