Want to grow your team of software developers? Hiring in India makes a lot of sense – there are tons of skilled programmers there and they often cost less. However, there are some unique hurdles to watch out for.
Let me walk you through the top challenges in hiring dedicated developer that companies face. We’ll offer friendly advice on how to overcome them. By the end, you’ll be well-equipped to make these overseas hires successfully.
Challenge 1: Identifying and Screening Qualified Candidates
Every year, about 1.5 million engineering graduates are produced in India. With such a large pool of engineers, finding applicants with the right technical skills and cultural fit can be tough for hiring managers abroad.
Surface-level assessments are frequently missed by traditional hiring tactics such as basic tech screens and cultural interviews. You risk mismatched hiring that pushes up project expenses and delays if you don’t do thorough vetting.
Here are a few pointers to help you locate and screen the best candidates:
Leverage Specialized Recruiting Firms
Rather than tackling it alone, work with recruiting organizations that specialize in the Indian tech business and have a pre-vetted candidate pipeline. Through technical evaluations and soft skills assessments, they undertake much of the heavy lifting in screening. This enables you to tailor interviews to the corporate culture and specialized role capabilities.
Get Granular with Technical Assessments
To effectively assess abilities, technical evaluations must go deeper. Basic coding tests disclose just so much. Implement extensive exams that provide real-world development scenarios over several days to assess problem-solving skills, code quality, communication clarity, and hands-on familiarity with your tech stack.
Incorporate Soft Skills Testing
Use of Soft Skills Technical prowess testing is simply one aspect of the equation. Through group activities, scenario-based questions, personality evaluations, and other methods, assess candidates’ English ability, cultural sensitivity, collaborative abilities, communication clarity, and flexibility.
Challenge 2: Language and Cultural Differences
India’s professional scene is thriving, but there are significant disparities in language, social standards, and communication techniques when compared to Western work environments. These disparities, if not mitigated, can lead to misplaced expectations, morale concerns, and process failures that stymie progress.
Here are some tips to bridge common gaps:
Set Clear Communication Expectations
Be very clear about the company’s communication methods, response times, meeting etiquette, escalation procedures, and other policies from the start, while also encouraging queries. To foster empathy, provide cultural training.
Embrace Tools That Optimize Understanding
Email and chat are frequently insufficient for complex talks. Use tools such as video conferencing to pick up on visual clues and clear up confusion. Enable screen sharing to facilitate speedy communication. To ensure process alignment, provide documentation templates.
Keep an Open Dialogue on Differences
Allow no uncertainty or irritation to arise. When differences generate misalignments, have candid but meaningful discussions. Maintain an open discourse in which people are encouraged to ask clarifying questions without being judged.
Challenge 3: Time Zone Differences
Collaborating in overlapping time zones can severely restrict response times and availability between teams. Deadlines slip, progress stalls, people burn out. That’s why putting structures in place to enable asynchronous work across time zones is key.
Set Core Overlapping Hours
While occasional early/late meetings are ok, agree on 4-6 hour blocks of core collaboration time daily where both teams are online together. Concentrate synergistic activities like standups, planning sessions, and difficult discussions in these blocks.
Enable Asynchronous Communication
Outside core hours, leverage tools like chat, email, project management platforms, and code repository task tracking, so people can efficiently hand-off context/progress without real-time interaction.
Encourage Transparent Processes
Mitigate reliance on constant check-ins by providing templates for status updates, encouraging clear task logging, and asking lots of clarifying questions. Always over communicate changes in priority or direction.
Challenge 4: Onboarding and Integration
Without an intentional focus on aligning new offshore members on company vision, protocols, tools and work practices, lack of context causes major setbacks. New hires feel disconnected and teams aren’t leveraged effectively.
Here are tips to rapidly integrate new Indian team members:
Create Structured Onboarding Plans
Go beyond a basic first-day orientation. Develop comprehensive 30, 60 and 90-day onboarding plans providing critical context through virtual training, videos, manuals and check-ins on company purpose, cultural norms, tools training and work practices.
Assign Engaged Mentors
Pair new hires with internal team member mentors who actively invest in providing technical guidance, cultural insights, tools support, and networking opportunities. Mentors play an invaluable role in knowledge transfer.
Facilitate Relationship Building
Distance limits organic bonding between teams. Sponsor team-building activities like virtual coffee chats, group lunches, celebratory events allowing offshore members to connect on personal levels with leaders and peers.
Challenge 5: Ensuring Quality and Code Maintenance
With multiple teams contributing code across tools, quality and consistency can become major issues quickly. Lack of alignment on standards and unwillingness to provide transparency into work creates headaches.
Define Quality Benchmarks
Make quality expectations transparent by defining specific, measurable benchmarks for code style rules, documentation, automated test coverage, security practices, and code review standards.
Build Automated Testing Environments
Manually reviewing code changes is hugely time-intensive. Automated unit, integration and UI testing deployed with each code change verifying requirements adherence is essential.
Enable Transparent Collaboration
Implement centralized tools for issue tracking, code reviews, release planning and project management enabling real-time visibility. Establish rhythms for retrospectives, demos, and knowledge sharing.
Challenge 6: Managing Attrition and Retention
Attrition amongst talented Indian developers is often high due to intense domestic competition. Losing key team members can significantly derail productivity. Putting engagement structures in place is crucial.
Here are some parting tips:
Track Engagement Patterns
Leverage regular pulse surveys and open conversations beyond yearly reviews to gauge fulfillment, growth opportunities and burnout. Get ahead of problems.
Attrition is inevitable, but you can blunt impact by offering benefits for years of service like bonuses, retirement contributions, extra vacation weeks, profit sharing and training incentives.
Enable Advancement Opportunities
Like anyone, Indian developers value professional growth. Create job levels allowing advancement into senior roles. Support transitions into management by funding training. Sponsor H1-B visas for onshore rotations.
The reality ishiring dedicated developers from Indiaintroduces complexity across communication, culture, tools, and distance. But by putting in place best practices surrounding recruiting, onboarding, work coordination, quality control and engagement initiatives, you can overcome the common pitfalls. What you get in return is access to an incredible breadth of talent to drive innovation and Results.
So be proactive, stay resilient through inevitable hiccups, and think long-term. By investing in the relationship, you’ll build a high-impact extension of your core team across the globe. That’s the power of a well-integrated cross-border collaboration.