?? Hiring "Right" in India: A Comprehensive Checklist ??

Introduction

The popular TV show Suits introduced us to the brilliant legal prodigy Mike Ross, whose unmatched intellect compensated for his lack of formal education and qualifications. While it made for captivating television, real-life scenarios demand a different approach. Global companies today cannot afford to have their own Mike Ross, and this is particularly true when considering remote hiring tech talent in India. According to a recent report, over 10% of Indian professionals have been found to embellish their resumes, making it imperative for organizations to employ thorough and meticulous hiring practices. Given the significant talent pool in the country, it is vital for organizations to adopt a cautious stance to ensure that they hire candidates with the right skills, qualifications, and integrity.?

Recognizing the need for a comprehensive approach to hiring in India, we at Wisemonk compiled a valuable resource titled How to Hire 'Right' in India: A Comprehensive Checklist. This blog provides actionable insights and a step-by-step guide to help organizations navigate the vast talent landscape in India with confidence. Here’s a summary of the same.

Steps to Hiring the Right Tech Talent in India

Researching the job market

The first step toward hiring an effective candidate is to research well about the India job market. Decide:

• Which job-roles to hire?
• When to start recruiting?
• What salaries to offer?

For instance, when seeking to hire entry-level positions, you may opt to recruit between March and May, which typically coincide with the final months of a college semester before students graduate. On the other hand, experienced professionals are generally available year-round, as they tend to explore job opportunities every 2 to 3 years, often after completing their appraisal cycle.

Choosing the Right Hiring Channels

In India, there are several channels that are commonly used for hiring tech employees. The below table summarizes the Hiring Cost vs the Probability of Closure for the channels.

Our research suggests:

• Recruitment agencies are an ideal option for US-based companies seeking to hire remote talent in India, especially when they lack a dedicated HR team. These agencies effectively fulfill the talent requirements, albeit at a relatively higher cost. However, their commission-based approach, charging a percentage of the employee's annual CTC, justifies the expenses due to the higher probability of successful placements.?
• Employee referrals are invaluable for hiring tech talent. Encourage your existing employees to refer qualified candidates from their networks.
• Consider campus hiring when you are ready to expand your team after hiring leadership and managers. This approach offers a high likelihood of successful closures, allowing you to secure talented individuals at an early stage and mold them according to your company's culture, fostering their growth into future leaders.
• Harness the power of social media as a valuable channel for hiring. Engage in cold outreach on platforms like LinkedIn and Twitter, as it can significantly expand your network, allow you to connect with potential candidates, showcase your startup's work, and establish meaningful relationships within the tech community.?

Facilitating the Hiring Process

Evaluating Indian tech talent effectively is key to identifying the right candidates who can drive growth and innovation for the company. While the recruitment process in India is typically straightforward and sequential, it can become a challenging endeavour due to the high volume of applicants for each job role.?

Candidates need to be thoroughly screened at every stage of the evaluation process. Following checks should be undertaken by the company at different steps of the interview process.

Conducting Interviews to Assess Technical Competencies & Cultural Fit:?

When hiring entry and mid-level software engineers, companies should apply a mix of the following strategies to access the technical competencies of the candidate:

• Technical interviews?
• Coding assessments
• Review past projects and contributions
• Technical Skill Tests
• Pair Programming Sessions
• Hackathons or Coding Challenges
• Problem-solving abilities
• Hands-on experience
• Technical References

It is important to note that a good, senior candidate might not agree for upfront assessments rounds such as Hackathons, Coding challenges - it helps to invite candidates for assessments only after 1-2 in-person discussions with a company representative.?

When evaluating cultural fit and soft skills for Indian talent, consider the following:

1. Assess candidates' English language proficiency as it is found to vary a lot across Indian candidates; the talent may not be able to articulate their thoughts clearly, yet could be good at their job. Look for candidates who can effectively communicate with team members and stakeholders, both verbally and in written form.
2. Look for evidence of successful teamwork in their past roles, such as collaborative projects, shared responsibilities, and effective communication across diverse teams.
3. Remote work requires individuals to be adaptable and flexible. Assess candidates' willingness to learn, adapt to new technologies and work methods, and handle changing priorities. However, it is important to note that Indian engineers usually work between 11 am to midnight (IST).
4. Considering the diverse backgrounds and cultures represented in remote teams, it is crucial to evaluate candidates for their cultural sensitivity and awareness. Moreover, employers should demonstrate sensitivity towards the cultural practices of their remote employees. For instance, in India, various festivals like Diwali and Durga Puja are celebrated throughout the year, varying by region. It is expected that employees will be granted time off during these periods to observe these important cultural occasions.

Conclusion

This blog was originally posted on Wisemonk.io. If you wish to get in-depth analysis on what it takes to hire and retain the “Right” talent remotely in India, download the free copy of Wisemonk’s India Hiring Guide from our website. It contains an extensive overview of employment practices and valuable insights into the India hiring process.

I hope this was useful! If you’d like me to analyze and present any aspects related to global/remote hiring, make a comment below, and I will pick it up in my future posts.