In addition to boasting one of the largest software development talent pools in the world, India sports some of the most ambitious, innovative developers you can find.
Despite the size of the software development offshoring industry, tapping this talent pool is often easier said than done. The recruiting process in India is not as simple as you might think.
If you really want to expand your team with offshore software developers in India, here’s a behind-the-scenes look at some of the nuances and idiosyncrasies you’ll encounter in the process:
In India, the Equivalent of Two Weeks’ Notice Is 90 Days
Most developers in India have at least a 60-day notice period before they can switch to another job, but for some, the waiting period can be as long as 90 days. When software developers in India accept an offer, they’re in essence preparing to start a new job in 2-3 months.
It gets even more complicated. Once they’ve put in their notice, most candidates who have accepted an offer will use that time to explore other, possibly more competitive, offers. Just because a developer accepts your offer, that doesn’t guarantee they will actually end up working for your company three months down the road.
This leaves recruiters with a few options:
- Attempt to keep candidates engaged with your company throughout that 90-day period in the hopes they’ll join your team at the end.
- Headhunt potential candidates who are closer to the ends of their waiting periods already, and entice them with better offers. Pro tip: These candidates will almost always tag themselves as an “Immediate Joiner” on LinkedIn.
- Try to buy out the candidate’s notice period. Sometimes, the candidate’s current employer will allow you to hand over 2-3 months’ pay to buy out the remainder of the candidate’s time.
As you can probably tell, the urgency behind recruiting top talent can create an ultracompetitive game of musical chairs. Throw in a 2-3 month waiting period, and you have hiring managers positively scrambling to fill their seats.
30 Percent Pay Increases Can Be Standard
Adding skilled engineers to your software team is never an inexpensive undertaking, no matter where you hire them. When it comes to developers in India, you may end up paying more than you anticipated.
Every time a person in India changes jobs, they expect a 30 percent increase from their next employer, even if they’ve only held their current job for a year. A subset of candidates expect even bigger increases — sometimes 40-50 percent!
In addition to the hefty pay increase you will need to offer candidates, keep in mind the incurred costs of recruiting, screening, and hiring them in the first place. You may have to find several hirable candidates to get one actual employee. All told, your recruiting costs can include the manpower needed to screen candidates, skill assessments, paid job ads, and sourcing tools or services — not to mention plenty of other possible expenses, depending on how you run your search.
Developers in India Prioritize Autonomy, Just Like Their Western Counterparts
Like US-based developers, India-based developers place a high premium on autonomy and creative input. If Indian developers feel they are being treated like a mindless robot or not being listened to, they’ll look for employment elsewhere. If you’ve struggled to attract US-based developers because of your company’s culture, you might struggle in India, too.
Developers in India really prize company culture, and they frequently peruse employers’ websites, Glassdoor reviews, and LinkedIn profiles to better understand how they treat their employees. While you can campaign to get your current employees to leave reviews on these platforms, you may not know exactly how to present your company in the best light to potential hires in India. Anytime you’re seeking talent abroad, it can be helpful to partner with an organization that already has a foothold in your target country, as that company can help you take the guesswork out of your strategy…