Top 10 challenges with programmers from India
Programmers from India are a go-to choice for outsourcing software development to most businesses nowadays. It is because the country is one of the world’s leading outsourcers of software developers. There are a lot of talented professionals out there to offer you high-quality and cost-effective tech expertise. But if you are about to hire them, you will have to face some challenges with the recruiting process.
The top 10 challenges with hiring programmers from India are a shortage of skilled developers, evaluating the available talent, and ensuring their qualifications. So, this article will take you through the challenges of developers from India and provide you with solutions to overcome them. Explore more.
1. Shortage of talented developers
Nowadays, finding the right fit in the job market is somewhat exhausting. It is because it will take forever to review the comprehensive list of resumes of the Indian developers, listing the varying levels of experience and skills they have. In the end, you will feel like there is a talent shortage.
Even though you find the right one, challenges like geographical limitations can hinder you from finding the right fit for the job. Due to the talent shortage, finding talent from India becomes the biggest challenge, forcing organisations to either increase the hiring period or incur high acquisition costs.
To overcome the challenge of a talent shortage during the hiring process, you should work on optimising the job recruitment process. It can be done by preparing a well-written job description for the type of programmer you are looking for. You can also use job description tools to list required skills, experience, roles, and responsibilities.
- Additionally, be sure to use keyword optimisation, which will help you tailor the list to the appropriate geographic regions, experience, skills, and salary expectation ranges to assist you in finding the best candidates for the position of developers from India.
- You can find the best candidate for the desired role using a variety of talent acquisition strategies.
- Also, use the Applicant Tracking System to find the best portfolios to hire Indian developers on time and within budget.
2. Difficulty in evaluating the Indian programmers
Another challenge after finding the talents will be evaluating them to see whether they fit the role of the software developer. Many of the recruiters spend hours and hours sifting and screening the resumes to hire Indian developers. Companies, in particular, face the challenge of assembling dedicated development teams when planning to outsource software development projects. They will not be able to properly evaluate the team members when outsourcing, including whether they are familiar with the relevant technologies and have other necessary skills.
Using a detailed JD and assessing the candidates via coding quizzes and other practical tests, you can solve the problem. It will enable you to assess their proficiency with the necessary technologies and their aptitude for problem-solving. You will find it easier if you look for applicants who have experience with similar projects or who have knowledge of the necessary field.
- If you hire them, start with trial periods so that you can acknowledge their abilities to become a permanent employee and part of an active software development team.
- Conduct reference checks as well to gain a better understanding of candidates’ reliability, performance, and work ethics.
3. Difficulty in cross-checking and verifying
The details of the qualified pool of Indian programmers must always be screened and verified. It should be up to par to avoid any future issues with hiring. But it is a struggle to do it in a remote environment. These processes should include background checks, legal considerations, and many more. So it is a hassle to cover all these steps to hire the best talent from Indian developers in the competitive global world.
You can work with reputable talent acquisition firms that can provide pre-vetted candidates and streamline the screening process to eliminate the hassle of cross-checking and verifying the details of the programmers from the country. If you want to check their abilities, you can also do the coding exercises and skilled based tests from your side as well. Another way to solve the problem is to check out social media platforms and online professional networks.
4. Lengthy hiring process
As said earlier, there is a talent shortage for skilled Indian developers due to the demand-supply gap for qualified candidates. So, it is difficult for recruiters to locate and secure suitable candidates for a long time. It will take a long hiring cycle to shortlist and interview them. In the rush to keep potential candidates interested, recruiters may respond that the other company has chosen them.
What you can do is steer clear of all the circumstances that bog down the hiring process. Verify the process and JD details needed for the software development hunt in India, create a well-crafted talent screening structure, and cover all critical hiring aspects.
5. Not creating EVP (Employee Value Proposition)
Here is another challenge with programmers in India, i.e., because of the minimum digital presence and lack of information about the work culture, poor reviews, and improper information from the companies, developers are not able to verify the company. It reduces their exposure to new technologies and platforms for learning and working on advanced skills. Then it will be difficult for the developers who want to learn about the work culture and environment.
It is a problem that affects developers and companies as well. The solution you can come up with is to create a digital presence. Adding the basic information on the company and the job postings on portals like Naukari.com, Indeed, Ambition Box, etc. Also, use social media platforms like Facebook, Twitter, and Instagram to make the hiring process easier.
6. Lack of research
There are a lot of advancements happening in the recruitment process for developers from India. And therefore, many foreign countries are hiring global talents from India. But Indian programmers are not aware of how the hiring process works at offshore locations and end up missing opportunities. They tend to get stuck in the traditional recruitment process. So the recruiters fail to find potential software development candidates from the country.
The lack of research problem can be solved by staying current on recruitment processes and adhering to them so that recruiters can find the best talented developers from India. So they will have great insight about software development challenges and solutions.
7. Compensation offered
When hiring developers from India, the hiring decisions are always stalled due to the negotiations over the salary the recruiters offer. So they tend to refuse the job offer, thereby losing the best candidates when they reach the stage of discussing compensation. It is because software development companies sometimes fail to gauge the market when it comes to salary and compensation.
There are situations where the hiring managers work on a specified compensation budget, leaving no room for negotiation for developers. Indian software developers work on different pricing structures, sometimes on an hourly basis or on fixed salaries.
The challenge with compensation can be solved if the software firms are clear about the budget and work model of the programmers. They should look into the cost structure to understand the minimum and maximum pay for software developers in India based on their qualifications and working history. Make sure the talents can be reached via Upwork, freelancer.com, Fiverr, and other platforms like LinkedIn.
8. Understanding regulatory norms
Sometimes, companies fail to understand the regulatory tax norms and saving rules when they decide to hire dedicated developer teams in India. So, it ends up negatively affecting their hiring process, which becomes lengthy. Developers may, therefore, fail to hold on until the hiring process.
What can be done to avoid this situation is for the companies to come up with all the vital information regarding regulatory norms beforehand. They should choose the appropriate benefits, pay, and other benefits for the programmers and make sure that they comply with tax and employment laws. Additionally, in-depth research should be conducted on the business culture and regional labour laws that the Indian government has put into place.
9. Hiring and retention of developers
Another challenge is that the hired developers end up resigning from their jobs when they get unsatisfied with the work culture or when the companies compromise the agreed terms and conditions. It becomes a struggle for both the developers and the software development firms.
The solution to the challenge for both parties is to be clear about the job roles and responsibilities during the interview and onboarding process. Not only about the roles and responsibilities, clarity on the work culture and the rules and regulations must be explained to the employees before hiring. Make sure the developers make a good team so that they can work well together.
10. Adapting the latest market trends
Indian programmers often fail to catch up to the latest market trends, as it is critical to build a career in software development. If they are not aware of the latest requirements and have no hands-on experience with the latest and trending technologies, it will take time to market the software.
The developers can guarantee that their skills are updated on a regular basis to get around this problem. Make the most of your efforts to stay current with market trends and gain insights into emerging software and technology trends.
So, the article has addressed the top 10 challenges facing programmers from India and the solution to the mentioned challenges. With so many difficulties to overcome, locating the best talent in the nation can be a daunting task. What you can do is overcome them and assemble a committed team of highly qualified experts who will assist you in overcoming the difficulties mentioned above.
Picture Source: Canva
The author: Reema Oamkumar is engaged as a thought leader at www.Software-Developer-India.com which is a part of the YUHIRO Group. YUHIRO is a German-Indian enterprise which provides programmers to IT companies, agencies and IT departments.