Nick M. Cohen 18/05/2018 #Popular #Tips 10 min read Second Stage (Continued from here): Offshore Recruitment Checklist To Make Your Business Happy How to Get Dedicated Team Structured the Right Way Core Criteria to Start Moving While cost reduction is naturally seen among the primary reasons for IT outstaffing, we still recommend that your dedicated team focus on the quality first and foremost. It would be an excellent idea to scan top lists with the highest ranked companies in the industry. Doing so, you can start with running thorough research for the most promising ones. That way, we suggest handling an essential inquiry throughout the following aspects, pending on their geographical location (country): Quality of Work Ethics taken in general; Number of Technical Universities; Successful Startup Count originated locally; Well-Established R&D Offices available over there; English Proficiency level (particularly in the tech field). Remember, these are all very crucial questions, without exception. Ideally, you are to get in touch with someone who has own first-hand experience rooting from a particular country you’re putting under consideration. Also, don’t forget that the minimal time difference does matter too — but it’s still far not critical at the same time. We mean that with an iterative approach to web development and software creation — you must be able to work efficiently under any time discrepancies after all. What Makes a Reliable Partner When it comes to remote software/web development, there are three basic cooperation models that determine your partnership efficiency, as well as its ultimate outcomes. Here they are: Freelancers (a good old yet already outdated scheme), Outsourcing (traditional mode of remote employment itself), Dedicated Team (extended outstaffing model as we know it today). Given that nearly all about the freelance model is roughly self-explanatory, most of us are already familiar with traditional outsourcing and the way it works. That’s why below I’m about focusing precisely on Dedicated Team, the extended model of outstaffing. Unlike Traditional Outsourcing, outstaffing model gives you 100% control over the whole development process. Ideally, a good IT outstaffing provider company should act as a would-be “mediator” providing in-depth analysis and full-stack services that turn your offshore developers into a natural extension of your standing in-house crew. So, before making the final decision, we strongly recommend that you compile at least the following set of the most crucial questions regarding your potential IT outstaffing service provider. That way, consider the following ideas to keep moving on: Is there a foolproof quality management system available with your probable vendor? What about their capabilities of managing risks effectively? Are there proper vertical/tech business specializations seen over there? Is it possible to quickly detect their biggest success story/severe failure over the recent year or two? Can you find any famous names in your vendor’s portfolio? And what about transparency, namely when it comes to reviewing their employee/customer feedback locally? Hiring the Right People No need to say that the best success secret of nearly any software product is an entirely dedicated team of developers, who are motivated to keep working real miracle after miracle. Taken in general, a healthy working motivation can be quickly checked by the following aspects: soft skills, a genuine understanding of the project, willingness to learn, proactive approach, healthy & transparent communication, firm commitment, and well-formed ability to look at the bigger picture. Yes, finding all these will be almost always a definitely challenging task. That’s why below are a couple of practical tips to help you with that: Before anything else, make sure your recruiter is sufficiently proficient. Check whether the company provider has a complete understanding of your current business needs and global objectives. Ideally, a suitable candidate is meant to save maximum of your time, in line with preventing your enterprise from taking wrong decisions. Get prepared to take your ultimate decision (for example, via Skype-like video conferences). Under any circumstances, taking some time to scan the personality and individual culture of your selected potential employees is a MUST. Soft skills should be never neglected as well. In fact, they are as crucial as technical abilities of your remote crew members. Just don’t hesitate to ask open-ended questions, in line with paying intense attention to their common style of communication. And remember, the very first impression isn’t actually that decisive to rely on it alone. Keep following a structured interview procedure, in line with providing more info on your own enterprise, in-house team, and the vacancy on offer itself. Get yourself prepared to take hiring decisions relatively fast, amid keeping your test inquiries/assignments on the short side — and you’re already halfway done. Promoting Your Company’s Values When you finally have your ideal remote development team, it’s time to polish all your hard work with a nice development plan, in line with promoting your company’s values. Note, however, that the last stage of successful recruitment would hardly see an equitable settlement without having a clear-cut budget foresight, or at least more or less realistic investment calculation. Therefore, it would be prudent to first have agreement on current goals, mid-term targets and your proximate financial burden before considering options. To make things much easier in case of the absence of necessary expertise, and particularly if you're completely new at it, you may seek professional assistance. And here are some recommendations on promoting your business values. To establish the right working culture from the very beginning, Skywell Software company suggest focusing your efforts on supporting the following five core values of your dedicated team culture: Strong Commitment, Precise Focus, Genuine Openness & Transparency, Mutual Respect, and Courage. Choosing the right methodology and mode of planning would be useful only in case you establish the right culture and company’s values as well. There is no definitive advice over there — so everything we can do with that is just considering the following ideas: Never hesitate to share your product vision & product roadmap with the rest of your in-house/remote workers. Promote transparency and courage — just give your team a solid idea that they shouldn’t be afraid of mistakes. Make sure every team member has a clear vision of your global goals, in line with ensuring unity around all significant objectives of current importance. Don’t shy to show more dedication from your own side. In fact, the more commitment is demonstrated by the higher-ups, the more dedication the whole company gets in return. And you should always respect your remote employees — just as if they were sitting right next to you. When applicable, never miss the chance to handle a dedicated discussion or even come and visit them directly at their office — that will surely do a lot of good for both parties. Final Stage (3rd part of this article) can be found right here.