The Complete Process for Hiring Remote Developer in India?
With the ever-growing technological innovations and advancements, human beings have come up with real-time blends to unravel each problem that they grapple with. From buying daily groceries to e-learning, the internet has made everything so much more convenient as well as accessible – just a click away. The internet even has the solution to the challenges like the lack of technical proficiency, bad-hire loss, low cost-effectiveness of resources, etc. that the new-age entrepreneurs are confronting. Yes, hiring remote employees is the key! If you are also facing all these shortcomings and looking for a developer online, hiring a remote developer in India is the solution!
Why Hire a Remote Developer in India?
In this article, we discuss the key considerations and the steps that you should zero in on before hiring a remote developer. However, before getting into the “how”, first let us talk about “why” to hire a remote developer? Let us discuss why you should consider hiring a remote developer in India?
- Access to international talent pool beyond geographical boundaries
Hiring a remote developer opens avenues for you to choose from a wide international talent pool of coders. India has a vast number of engineers and skilled developers who are adept with the latest technological skills and up to date qualifications. Once you open your doors for international talent, your growth is assured. Most of the remote talent that you hire from India are B.Tech or B.C.A graduates. Some of them are even postgraduates in their specific fields of study. Further, the culture in India is such that every other household has an engineer or coder. Consequently, you get access to a sea of talented developers to choose from at cost-effective rates.
- Grow your business while saving time!
Once you hire a remote developer in India, you can save a lot of time. This is because due to the time zone difference, the developer can work while you are sleeping. Therefore, the work is never halted and hence, this results in saving your time and ultimately, saving money. So, the time zone difference can become your strength if you know how to utilize it efficiently.
- Cost-effective Developers
An average developer in the U.S.A costs around $65000 to $1,50,000. Hiring a remote developer in India is very cost-effective as the resources are available on comparably lower costs. Plus, you save on several expenditures that you might have spent on your in-house employee. To enumerate a few reasons why hiring a remote developer from India might be beneficial to you, here are some:
- Developers are less expensive in India
- You save on recruitment costs
- You save on infrastructure cost
- You boost your Return on Investment
The Hiring Process of Remote Developers in India
So, now you know why considering hiring a remote developer in India for your business can be a boon! Let us now delve into the “how”. Here, we go into the process of hiring a remote developer.
- Getting into specific requirement details.
- Reaching out to the right candidates
- Robust filtering out process
- On-boarding the right fit
Let’s discuss each step one by one.
Recommended Reading: How to Set Up an Offshore Development Center in India
1. Getting into specific requirement details of the job
Once you decide to hire a remote developer for your company, be ready to work on the details of an ideal developer.
- Prepare a thorough Job Description
What are the technical skills required for a developer that you are looking for? You must be clear on the qualifications the developer should have along with his exposure to the latest technological tools and practices as per the industry standards. Prepare a job description of the position and mention every skill that you think would be required. If you are not that technically sound, you can take help from your in-house technical team, CTO, or anyone who has the technical know-how in your company.
- Payment and Working Hour Specifications
When you hire a remote developer, it is very crucial to decide the payment frequency (hourly/daily/weekly/monthly rate or fixed salary). Make sure you mention the mode of payment as well as the day of the month when you’d be making the payment to keep things clear. Be transparent on the working hours – full time or part-time as well.
After you plan out the specifics of the job, you are ready to reach out to the candidates. In addition to this, make sure you are prepared for this change in the work culture. If you already have a remote team of employees, then you know how to work and manage them. But, make sure you know the details of working with a remote developer if you don’t have any prior experience. Here are a few things to consider before you start your search for your remote developer:
- Make sure he has fast internet connectivity
- What mode of communication will you choose? Today, there are tools like skype, google hangouts, slack, etc. for easy communication.
- How often and at what time will you communicate?
- How will you determine the KPI (Key Performance Indicator) scorecard for him?
- Which collaborative apps/tech solution will you deploy? Basecamp, Dropbox, etc. are quite prominent and in vogue nowadays.
- How will you track the progress of the project assigned to the developer? There are project management tools like Trello and Asana, etc. that you can utilize for easy workflow.
- What additional software/resources will he be needing?
2. Reaching out to the right candidates
After you are done with the detailed evaluation of the open position for the developer, it is time to figure out the steps to reach out to the right candidates. There are numerous online platforms where you can let the candidates know about your open position.
Here are some of the platforms online:
- Freelance Job Portals:
There are several freelance job portals online where you can find developers as per your requirements. FlexJobs.com, We Work Remotely, Upwork are some of the many job portals where you can find remote developers as per your specifications. Post your job description so that the candidates understand your requirements and before applying.
- Social Media Platforms:
LinkedIn is one of the best social media portals to connect to a remote developer in India. You can post your requirements or even buy a recruiter account to post your job posting. Further, you can post about the job opening in your company’s social media accounts on Facebook, Instagram, Twitter, etc. for your network to be aware of the job vacancy so that they can propagate it among their network too.
- Publishing Job Vacancy on Company Website:
Many job seekers reach out to companies on their “Careers” page. Thus, update your website’s “Careers” page with the job posting along with a detailed job description. Make sure you are updated whenever someone applies to the job on your company website.
- Reaching out to Offshore Staffing/Recruitment Firms:
There are many offshore recruitment agencies that provide you with developers on part-time or full-time basis as per your needs. Hence, you can try reaching out to some of these firms and get a cost estimation of hiring a developer. Most of these firms work on a project basis.However, some of them do provide you with customizable plans as well.Irrespective of the platform you choose to find the candidates, remember to hire a developer who fits into your workflow process in terms of commitment, ethics and work culture. To make sure you are hiring the right candidate, you can ask them to work upon demo projects so that it gives them the chance to comprehend the kind of work that will be expected from them.
3. Robust Selection Process
Unless you are looking for someone to join immediately, take your time to filter out the best from the talent pool available to you. Make sure you do not decide in haste and go through all the aspects before hiring a developer. Making the right choice is far more important than hiring a bad hire and losing time and money on that.
- Selection Step 1- Selection Based on Profile/Resume
Take a week or two to finalize the resumes or profiles of the candidates that you want to go ahead with. After you have a handful of CVs and profiles to select from, figure out a criterion to pick out the best 5-7 out of the rest. Technical experience, previous projects, exposure to remote work, work timings, etc. are some of the considerations that you can emphasize on while taking the call.
- Selection Step 2 – Introductory Telephonic/Video Interview
After you select the right candidates to move forward with, it is time to get in touch with them. In this round of selection, you talk to them and understand their portfolio. This is the right time to understand if they match your expected standards and you can analyze their communication skills, which is very critical. This is the time when you give an introduction to the candidates about the job – the expectations, the work process, the company culture, the long-term vision, your business goals, etc.
Be ready with questions before you interview the candidates. Analyze their profiles and prepare questions that you’d want to know about their earlier jobs/projects that they’ve worked upon. Frame questions such that they provide a thorough answer of their whole career journey while proving how they can be the right fit for the position that you are hiring for.
- Selection Step 3 – Technical Coding Skill Test
After step 2, you get assured about the candidate’s initial screening. Now, you can take help from the technical head or someone from your in-house tech team to frame a written coding test for evaluating the candidate’s coding skills. If you do not have anyone in your present team to screen the candidate for his technical coding skills, you can take help from online test platforms like HackerRank to find the best candidate.
In this round, you can test the coding skills of the candidates as per the projects that you are planning to allocate to them once they are on board. In this round, make sure to evaluate their problem-solving capabilities, time management skills, algorithmic knowledge in addition to their coding skills. Select at least three candidates from this round to take it forward to the further selection process.
- Selection Step 4 – Optional Video Interview
After you have selected the best three candidates from the talent pool, you can do an optional video interview with them. It is preferred that this round of interview is taken by a technical person (like Chief Technical Officer) from your organization to ensure that the candidate possesses the technical skills as mentioned in his resume. Moreover, you can get a second person review about the candidate. Here, you can finalize minimum of two candidates for the next round.
If you are looking for someone to work on your project on an immediate basis, you might want to skip this step and directly move to step 5 of the selection process.
- Selection Step 5 – Final HR Interview
In the final interview round, include your HR in addition to the decision-makers that you would like to include. Organizational specifications and work culture are some of the aspects that are discussed in this step. Be clear on what you bring on the table and make sure you convey your expectations to the candidate. In this step, you should discuss the following aspects with the candidate:
- Salary Expectations
- Working Hours
- Mode of Communication
- Required Resources
- Selection Step 6 – Take the Call
After the final interview, sit with your management team and evaluate which candidate fits well in the position that you are hiring for. Additionally, ask for references from the candidates from their previous workplaces so that you can reach out to them and get feedback on their work ethics and talent. Take a mutually agreed decision and reach out to the chosen candidate with the offer letter.Here are some of the aspects that you must consider before making the final call:
- Technical Skills
- Communication Skills
- Past Track Record
- Previous Remote Work Experience
- Readiness for on the job learning
- Commitment Level
Moreover, make sure you let the non-selected candidates know about the closure of the position as a sign of a good work ethic. This way, in the future, you can reach out to the same set of talent pool in case of new hiring in your organization.
4. On-boarding the right fit
Once you have decided which candidate to go with, make sure you prepare an onboarding program. One of the principal objectives of an onboarding process is to help the new employee to familiarise with the social and professional expectations of the new work ambiance so that he can progress happily and easily in his role.
The onboarding plan for a remote employee would be different from your in-house employees. Remote employees who live in different places and time zones don’t have access to in-person onboarding, and consequently they take more time acclimatizing to the company’s work culture. Keeping this in mind, you should come up with a program that helps the remote employee to understand the company culture as soon as possible and feel comfortable in a short span of time.
Below, we enumerate some of the factors that you should be including as a part of your onboarding program:
- Offering necessary resources:
- Hardware Support
- Software Support
- Welcome Kit with company souvenirs (if possible)
- Personalized Welcome letter
- Password management and data encryption tools
- HR formalities completion
- Employee handbook (digital version)
- Formal team introduction
- Plan Role Specific Training
- Schedule regular touch base & evaluation meetings
After successful onboarding, ensure that you follow up with the new hire by asking for feedback to assess and enhance your onboarding process, especially for the remote employees.
The Bottom Line
A vital strategy to sustain your business, in the long run, is to opt for quality while keeping the budget constraints into consideration. Hence, hiring a remote developer in India is certainly a great step in this regard as it is not only cost-effective but it also ensures quality output while saving your time. If you are skeptical about hiring a remote worker, give it a go and try it for yourself to reap the benefits!
How can EngineerBabu help you?
We, at EngineerBabu, think about the future while realizing our responsibility and so, we work sans any geographical boundaries. If you are contemplating to expand your team with remote developers, EngineerBabu is your one and only comprehensive remote team solution that lets you scale up your team as soon as possible.
Recommended Reading: Hire Remote Software Engineers with EngineerBabu
Having contributed to the success of over five thousand organizations, we completely understand the concerns of employers while hiring remote employees. Therefore, driven by the passion to provide the best remote resources to businesses of all levels – small, mid or large, we at EngineerBabu tap into the best engineering talent around the globe who want to do meaningful work and make a positive impact in the world.
- Quality assured delivery
With EngineerBabu you gain access to worldwide talent pools and the EngineerBabu platform to support the entire remote team experience. Therefore, we take care of all your shortcomings while ensuring quality-oriented outcomes on time.
- No time lag hassles
Irrespective of where in the world you are, the developers from EngineerBabu will work and provide you with your desired results on time. We realize the importance of time and trust and so, our developers work day in and out for the projects to be delivered timely.
- Ease of Communication
Once you shake hands with the EngineerBabu team, we make sure that our clients are regularly updated on the ongoing project and tasks. We are available on all the major project management and communication channels/platforms. So, we always ensure that you are well connected with the remote team working for you.
- No Extra Costs
We offer you the best-in-class benefits and dedicated local HR partners at the service of our members and clients alike. So, you do not have to worry about any extra liabilities and costs when you work with us.
- Our work speaks for itself
With a number of happy clients, our work speaks for us. More than 25% of the hires we make on behalf of clients come from EngineerBabu Community referrals. So, give it a try and see for yourself!
Still, need more reasons to work with us? or just write an e-mail to us at [email protected] and we shall get back to you as soon as possible.