Software development has grown leaps and bounds in the last few years, and it isn’t showing any signs of slowing down. If you’re a stakeholder of a successful software development company, then chances are that your customer base is expanding and, hopefully, your product sales are on the rise.
The obvious solution is to hire more in-house software developers to rival the growing demand and expectations of customers in your industry. But when you factor in the significant hiring costs and the small pool of local developer talent available, that option doesn’t seem so appealing.
You can outsource your development, however, that is a sustainable long-term option. Thus, the most effective option is offshoring. Offshoring contains many benefits that make it perfect for improving production, focusing on core competencies, and saving costs. Not only are you leveraging lower-cost talent, but you are also creating a highly-skilled software team.
To create a successful offshore team, you need to make the right moves at the right time. One can easily recruit via following these steps. However, there are many websites that help you in hiring developers such as Gaper to hire software engineers for startups. One can easily hire the best software engineers within 24 hours to build their softwares with skilled teams.
1.Define your requirements clearly
This first step might be obvious, but it’s crucial, make a list of all the skills you require from an ideal candidate. Commit time and effort to this list: tech stacks, knowledge of tools/frameworks, experience, personal skills, and so on.
Identify and separate the essentials from preferred abilities. 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.
2. 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.
- Create a list of topics and questions you want to ask.
- Order them to give structure to the interview
- Mark the most crucial questions so you definitely ask them, even if time runs on
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 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
3. Conduct strict technical tests
Hire remote software developers on their ability to write efficient code. This is the most important technical skill. There are loads of online coding test platforms – HackerEarth, Codility, Talview, and HackerRank for example – which you can use. The best option will depend on your development process and business requirements.
Technical tests that require programmers to code in real-time is a direct reflection of their knowledge. By demonstrating how they approach a problem, tackle roadblocks, document, and comment on their code, you can closely analyze 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.
4. Look for cultural compatibility of your offshore developers
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. This can make it difficult for your employee to fit into your company culture.
5. Define your company’s objectives and goals
First, figure out what problem you’re trying to tackle. Since you’ll need to communicate this to developers you hire. Determine the major aim of your product that must be met, then break it down into smaller, quantifiable milestones and establish estimated time frames for each.
6. Assess the project’s skill set and make a financial plan.
To begin, determine which technological stack(s), experience, and abilities you’ll require for your project. After that, decide which responsibilities you’ll require for the project. Budgeting is a common problem for any business. So, make sure you plan everything down to the last penny. Define your beginning capital as well as the places where you may save money, focusing on the most crucial.
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