Indian programmers are considered bad in the US

Should you hire Indian programmers as part of offshoring?

The number of new software developments has grown by leaps and bounds in recent years and there is no sign of a slowdown in sight. If you are a stakeholder in a successful software development company in Europe or the US, the chances are good your customer base will continue to grow, and hopefully your product sales will grow too.

But they are undoubtedly also experiencing tougher competition than ever before. This makes it all the more important to always be one step ahead of your competitors and to be able to scale faster than them. You can do this by developing new and innovative software.

And that's a challenge.

Stand out in a saturated market

The obvious solution to this is to simply hire new software developers at home to keep pace with the growing demand and expectations of your customers. However, when you factor in the high cost of recruiting and the limited number of talented developers there, this option no longer seems very attractive.

One option is to outsource your development. But this is only a temporary solution and in the long run, certainly not sustainable for your company. Outsourcing means losing ownership of your own software development team, and most of the time it means delivering inferior products programmed by non-customer-centric developers.

The only option left is the most effective option: offshoring. There are many advantages of offshoring that make it the perfect solution to save costs, improve your products and so that you can concentrate on your core competencies. When you hire Indian programmers, you don't just take advantage of the lower costs. You have access to highly skilled developers who will add significant value to your company.

However, in order to successfully build an offshore team and hire top notch Indian programmers, you need to go through the right process. As experts in building offshore teams, we believe that we have mastered this process better than anyone else. Here are our tips for setting up an excellent recruiting process to hire Indian programmers.

1. Define your requirements clearly and precisely

This first step may be obvious, but it is crucial. Write down all of the skills that you would expect your ideal candidate to have. That is their standard. Take the time to review this list: programming languages, knowledge of tools / frameworks, experience, soft skills, and so on.

Make sure the list is complete and includes all requirements.

Next, you'll refine the list. Identify and separate the “must-haves” from the “nice-to-haves”. This will help you set your priorities so that you only hire Indian programmers who will add value to your business.

Then you create the job descriptions based on the lists you have created. This will ensure that they are as thorough as possible. Also include the tasks and responsibilities that the employee will take on. That is the basis for further recruitment.

2. Follow a structured interview process

The next step is the interviews. To conduct an effective interview - one that will help you best gauge a candidate's competency - you need to prepare.

  1. Make a list of topics and questions you want to ask
  2. Arrange the topics and questions so that there is a logical structure
  3. Mark the most important questions so that you can adequately address them with the candidate

This not only guarantees that the most important parameters are discussed, but also optimizes the interview process. First impressions are important, but without your questions it will be difficult to get a realistic picture of the candidate's abilities. For the required non-negotiable skills, you should take technical tests. You can then arrange a personal interview to assess whether your work ethic and personality match your company before making a final decision.

3. Perform rigorous engineering tests

Since you are hiring Indian programmers, their ability to write efficient code is a top priority. There are a variety of online coding platforms (HackerEarth, Codility, Talview, HackerRank) that you can take advantage of. Which of these is the best option for you depends on your needs.

Technical tests, which require programmers to program in real time, are a direct display of their skills. By showing you how to approach a particular problem, removing obstacles, documenting and commenting on the code, you can accurately analyze the quality of your work.

You can even include real business cases to challenge your candidates. Your tests should be difficult, but not too difficult either. Candidates should be able to complete the task in the allotted time. If the tests differ from your expectations, be flexible and adjust to the situation if necessary.

4. Look for cultural compatibility

It's not uncommon for candidates to stand out on technical tests and below average just a few months later. Except for exceptional circumstances, poor cultural adjustment is the most common problem.

When hiring Indian programmers, cultural aptitude is a crucial factor.

How do you define your corporate culture?

You should be able to define your values, goals and approaches that define your company. Indian programmers who hold similar values ​​and have good work ethics will work best for you.

Managing an on-site team can be a difficult task for even the best managers. Now imagine what it takes to demand top performance from a team of developers who don't understand what your company actually stands for.

It can be difficult.

Avoiding cultural incompatibility comes into play in developing a careful recruitment process. Hire people to put the time and effort into your company's vision. They need to be motivated and committed to achieve what is expected of them.

5. Establish a time-efficient hiring process

Software development is booming in countries like India and Ukraine. This means that highly skilled developers will not be available on the job market for long. An efficient hiring process is therefore essential. You don't want to lose a good candidate to avoidable delays! If you think you've found a diamond in the rough, don't hesitate to invite them for a chat.

You can and should also provide feedback to candidates on their tests and interviews. We recommend doing this as soon as possible, preferably within two to three days. While giving candidates a detailed evaluation of their performance, even if they haven't been selected, may seem unnecessary, it can not only mitigate their setback, but also help build a positive brand for you.

6. Give candidates a good reason to work for you

Ideally, the candidates would contact you immediately after the interviews and decide for you. Unfortunately, in reality it usually looks very different. The competition for qualified Indian programmers (also Ukrainian) is fierce than ever. For companies, this means that it is difficult to find top talent.

The interview process should be two-way. Here the candidates can find out more about your corporate culture. Remember that while you are evaluating the candidate, so will he you and valued your company. He's trying to figure out if you're the best company he wants to work for. He is also looking for the opportunity to work with cutting-edge technology for the most innovative companies in the industry.

So ask yourself: Why is your company unique? How is your company's mission different from others? How can you present your company to the best developers want to work for you?

Inspire the candidates

You need to make sure that the conversation isn't too one-sided. Don't bombard candidates with questions all the time. You can also encourage them to ask questions about your company and your work. Remember to be as honest and frank in your answers as possible. Take the opportunity to develop a personal connection with the candidate. A relationship that will make his decision to work with you a lot easier.

At The Scalers, we handle the entire recruiting process on your behalf. You can hire top-notch Indian programmers and build an efficient offshore team, all while focusing on your core competencies.

If you would like to find out more about how we recruit top-class Indian programmers for you, then let one of our managing directors advise you free of charge. Just click the button below. We are happy to hear from them.

Editor's note:

When we speak of developers, programmers, managers, candidates, employees, or other job titles in this article, we mean women and men alike.

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