Indian Developers are Not Good in India but When they reach USA they become Google & Microsoft CEO.

USA Client Said, “Indian Developers are Not Good.”

I replied Indian developers are not good in India, but When they reach the USA they become Google & Microsoft CEO.

Second Question i asked? “What all challenges you have faced while hiring freelancers or remote team?

The replies were

  1. lack of professionalism, failed on-time delivery, unavailability on peak hours, incompetency etc.

2. Contrary to the common belief, the problem here is not with the developers but in the process that involves taking right decisions. Issues related to professionalism, quality of work, on-time delivery etc can be resolved as soon as we ensure the selection of right candidate.

By the term ‘right candidate’ we mean someone who is not only technically competent to the job description but also aligns himself or relates to our values, culture and thought process. A person with the right attitude can be trained to perform the job however vice-versa is very difficult to get on with.

In India, start-ups mainly focus on the skills required to perform a job whereas in abroad, companies build themselves up on the strong foundation of culturally aligned and like-minded people. The best example is Airbnb. Culture can become the crux of any business model for its sustainable development and growth over a longer period of time.

Now here I am going to acquaint you with the prevailing misconceptions and criteria for making selection and how to fix these problems.

1: It is not the company which builds the application; it is the people inside the company:

Let’s say some 10 years experienced developers leave their current jobs to set up a startup. This startup with experienced people is liable to work with more efficiency than inexperienced candidates from a big company.

2: Companies wrongly focus on retaining clients without analyzing skills:

Suppose you make an android app for a client. Now the happy client asks you if could also do a website and an SEO; hesitant to say no, you nod but later fails to deliver. *relations spoiled*

Learn to say no. It’s OK to take up fewer projects and deliver with quality than showcasing quantity.

Problem 3: You are a drop in the Ocean, Uncle don’t know why Auntie is angry:

I remember 7 years back I was working on a project that had more than 700 developers involved at a time. In such a big company we work upon a very small part of a giant project and even small tasks require 100s of approval; remaining unaware of the other fragments and their purpose and process as a whole. As a result the essence is lost somewhere by getting confined to a given task. Fortunately, small companies have fewer developers who handle the projects all on their own restoring the association with the job. This motivates them and helps in quick execution.

Problem 4: Langoors and Angoors are not the same:

Do you think a chatting app developer can do justice with dating app or someone who has expertise in taxi booking app can go on to make an ecommerce site with the same proficiency? Got my point? Hire someone with domain specialty; it inevitably increases the chances of success. Like we do at EngineerBabu!

We at EngineerBabu are working as distributed team from past 7 years. Now, We have association with 500+ freelancers. Journey so far has been incredible to say the least and we bet you can take the leaf out of our book on these five key points.

1. Don’t go for those who bid low – the right developer needs to be paid the right price

2. Use a platform

3. Provide clear requirements and use case.

4. Go for clear billing.

5. Going for remote teams shouldn’t be for cost saving. It should be for hiring world class hidden talent.

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