Here are five strategies for hiring effectively, mitigating risks and harnessing the rewards of the global IT talent pool.
In an era where technology dissolves geographical boundaries, savvy businesses are increasingly tapping into a global pool of IT professionals. With the allure of cost savings and a broader talent pool, the contingent workforce is projected to skyrocket to
Leveraging my experience, I offer these five strategies for hiring effectively, mitigating risks and harnessing the rewards of the global IT talent pool. It's critical to have your project requirements detailed as extensively as possible. Your scope should be 100% defined, with visual mock-ups and low-fidelity prototypes developed before discussing implementation with developers.
Here's the thing—when you're working remotely, you want to bring in specialists, not generalists. They should have a proven portfolio with the tech, industry and specific issues you face. Be wary of any remote tech company boasting expertise in everything. You don't want them to learn at your expense.Effective communication is crucial. A technically proficient candidate may struggle to contribute substantially to your project without clear communication.
Additionally, it's wise to explore whether the vendor is willing to have"skin in the game," a commitment that signifies they are willing to share the project's risks. This could involve stipulations where over-delivery is rewarded, and under-delivery is penalized, promoting a balanced risk-sharing approach.
Remember, while developers usually aren't compensated for tests, people in senior roles often expect payment for strategic tasks. Interestingly, this process also gauges a candidate's commitment, as those willing to accept the challenge likely exhibit high engagement levels.
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