6 tips for finding superstar app developers offshore
The great talent shortage is real
We live in a “go digital or go broke” world, which means your company would, in one way or another, always need the expertise of app developers to thrive in a rapidly changing business landscape.
But the fast-rising demand for devs is drying out the limited local talent supply, and businesses, from small to large-scale enterprises, are finding it hard to find app developers.
Data from the US Bureau of Labor Statistics show more than 1.8 million jobs for software developers and engineers remain vacant as of 2020.
Multiple reports and studies see the demand for app developers continuing to rise in the next years, with more businesses fast-tracking their digital transformation.
So, if your business somehow manages to run without an application software system today, chances are you’ll need app developers to create and maintain one for you within the next three years.
The offshore solution works, but…
With such a high demand for developers, offshoring or tapping talent pools from different corners of the world has become an effective way to find app developers.
And as the developer shortage continues, offshoring app development may be the most practical choice for many businesses – simply because it works, and it works well.
But the tricky part is this: Hiring an app developer does not mean just hiring the first person you can find offshore.
Finding the right fit for your company is crucial to your success. The question now is how do you find the exact talent you need?
Here are 6 tips that will help you find an app developer that can make a positive impact on your business.
Know what you need
The first step in finding an offshore app developer is knowing exactly what you want from one, and the more specific you are, the better the results will be.
Sit down with staffing managers and other stakeholders and make a list of all the duties, responsibilities, skills, and other attributes you need from the developer.
What is the specific tech stack they must have experience in? Do they need to be experts on a particular tool or framework?
Once you’ve made a list, filter it down into two categories: “must-have” app developers whose skills and experience are essential to the project, and “nice-to-have” developers with desirable but not as vital skillsets for the foreseeable period.
This will make it easier to identify the core requirements for suitable candidates as well as potential deal-breakers.
Look for a streamlined development system
If your app needs an entire dedicated development team instead of just one developer, be sure to look for an offshore partner that can show you the details of their development process.
Ideally, your offshore service partner should have a streamlined software development life cycle (SDLC) that’s versatile enough to adjust to client requirements.
Teams that use project management frameworks such as Scrum, Agile, and Rational Unified Processes are also a good indicator that they can handle any sudden changes and still deliver on time.
Adopt a structured interview process
Taking a more structured approach to technical interviews will help the staffing team align their resourcing efforts and make picking out suitable candidates from the crowd a lot easier.
Here’s one way to go about this – ask a series of technical questions that highlight how a candidate reaches a solution.
So, instead of asking a candidate to design on the spot, let them solve small-scale design problems to learn about their thinking process.
In addition, show a candidate some apps, pages, or any existing tech and ask for their opinion and critique. This provides you with a better understanding of the applicant and his/her potential in future tasks.
It is also recommended to ask candidates to provide run-throughs of projects they did in their previous jobs, especially in terms of the technique and code they applied.
Your in-house IT and development specialists can help you create a structured interview that would allow you to assess the specific skillset of a candidate.
Test your candidates’ coding skills
Conducting technical tests as part of the screening process is pretty much standard practice for hiring developers today.
These tests allow you to get an inside look at how a developer works, including their approach to problem-solving as well as how they document and comment on their code.
Make sure to create tests that challenge candidates but can still be completed within a reasonable period.
Find the right partner offshore
Your offshore provider will be your partner in sourcing talent, so it is crucial to find one that can deliver the specific results that you want.
When looking for an offshore partner, you can start by looking at your prospect’s experience in the industry, the number of clients serviced, and the quality of results delivered.
Book a consultation where you can lay out your pain points, so they can make a pitch on how they can create solutions.
It is crucial to be specific about the pain points you want resolved so the provider can also show you a detailed action plan on how they can deliver.
The best partners can offer flexible solutions that adapt to your needs, whether you only require a few seats to be filled or a whole dedicated app development team.
And because we are dealing with a highly technical role, you may also want to ask your provider about their IT and technological capabilities, so you know if they meet your requirements.
A great offshore partner can help you find the right talent and allow you to cut down on overhead expenses at the same time.
Make your company attractive to good talent
Finally, the best way to bring in good app developers to your company is to showcase it as an organization that any developer would be excited to work for.
And it’s not just about paychecks and perks either. Developers are also attracted to a cutting-edge tech stack, access to the latest tools and equipment, and a healthy company culture among others.
In this highly competitive environment, talented developers know their worth and will quickly gravitate towards companies that value what they bring to the table.