Just like we have abiding clichés in our movies (predictable sequences, routine climax, regular plots), we have them in anything that exists for long and with all. Development hiring for that matter goes far in resembling with this thought. Talk about their selection pattern, mostly all of them just stick to a few filtering parameters that are nothing more than just banal formulas to pick resources.
To that effect, you take any technology or any product, businesses mostly end-up interviewing the candidates all based on their ability to code and their knowledge around a technology.
Well, there’s nothing wrong in it as far as you are shortlisting your candidates through an eligibility litmus test. But this turns out to be a big fail if you only follow these criteria to filter the profiles and aim to hire offshore developers going with these clichés of selection.
To avoid all the possible mess – here’s what you should ask your offshore developers instead, to make sure you are moving right on your hiring track:
What task tracking system do you prefer to use?
Now, this is one thing that you always need to know to gauge the level of proficiency and precision they put into development. Ask them on how they track progress, how they work on reports or log sprints and manage timelines. How they go about managing the task details on a day-to-day basis and how they translate those records in a comprehensive monthly sheet. The tools they use will tell you a lot about their awareness and seriousness towards task tracking – which is one of the most important aspects of project development and management.
Your preferred mode and tool of communication?
Building a project with great details and accuracy is not possible unless effective two-way communication paves its way through the course of development. Ensure that your developer can communicate effectively in your language and participate in all forms and modes of communication you choose to prefer. As you would be communicating remotely with your offshore developer, you need to make sure that the tools and the practices involved in the communication are sourced and appointed well. While you interview the candidate just ask them for these details and assign them scenarios to help you determine how well and how far will they be able to carry an effective project communication with you.
Do you follow automated testing?
Now this is something very crucial to assure the quality of output. Ask your offshore developer on how prepared they are with automated testing. Look into the fact that how capable are the tools that they implement with their test automation framework. This will help you determine if the tests carried out with these tools are efficient enough to process accurate results and valid reports. And most importantly how well they will be able to diagnose and compare results with earlier test runs and predicted outcomes and ensure you enough of quality with the development.
What do you do for version control?
Well, your offshore developer has all things up and ready to help you with the development. And you are all convinced that you will achieve the right quality and the support you need from them. But that is not all to ensure consistency and cogency of the software application across different versions and configurations. Ask your developer on what they do for controlling versions and how easily will a third party can download the repository from Git. This will allow you to know how compliantly the documents, programming builds, modules, databases and other elements would behave in different situations and how coherently they will respond to different third-party rules and requests.
So, while you ask your offshore developer about their technical skills and ability, don’t miss interviewing them on questions that reveal how competent is their approach and how functionally equipped they are to deliver desired results. All these questions together will allow you enough valid details to make sure your project is in right hands.