How To Hire Java Developers From India (Guide for US Employers)

Finding skilled Java developers can be challenging. With technology constantly evolving, it’s crucial for employers to continuously refresh their applicant pools as old engineers leave the industry or as new ones join. Every year, more than half a million computer science candidates graduate from universities across the world, with job opportunities available in countries like India and the United States.

Despite this great number of capable developers searching for jobs, companies often struggle to find quality candidates locally because they do not have in-house resources or specialized training programs. The good news is that now you don’t need to hire full-time permanent employees or expend a fortune on recruiting agencies and other cost-effective methods. Hiring remote software engineers has never been easier!

And with India being such a massive (and growing) market, it’s a great place to find talented yet affordable Java developers. But how should you approach this hiring process? Read on to learn how you can hire a great Indian team for Java software development services.

What does a good job description look like?

The first step when hiring employees in India remotely is crafting a good job description. This document can be found on your company website, on Indeed or other job boards, posts on LinkedIn, or other social media sites. It should be a comprehensive overview of the job responsibilities, skills required, and other relevant information. 

It’s vital that your job description defines the specific requirements of the role and outlines how your company can benefit from hiring remote engineers. This includes outlining why your company is a good choice for engineering candidates who want to work from home. As you’re writing your job description, ask yourself these questions: 

“What skills and experience should I look for in an ideal candidate?”

“What are the biggest challenges my company is facing and how can remote Java developers help solve them?”

It’s also important to be specific in your job advertisement. Include details such as:

• Educational requirements — Should your candidates have specific qualifications? If so, what are they?

• Level of experience needed — Is this an entry-level role, or does the position demand a more experienced developer?

• Daily responsibilities — What does the average working day look like? Detail this so your candidates aren’t blindsided if they’re lucky enough to land the job.

• Expectations for weekly hours — how many hours are your new employees expected to work?

How to hire remote software developers

• Once you’ve developed a good job description, the next step is to find remote software engineers who meet the requirements of the role. Understanding Java is obviously the key here, but there will be other elements unique to your business.

• A great way to find remote developers is to partner with recruiting agencies like Upwork, Remote People, Freelancer, and Arka SoftwarE these sites are perfect for hiring talent for short-term projects. For longer-term employees, it’s best to post a permanent, hand-crafted ad online. 
• Once you’ve sourced candidates, the next step is setting up interviews. The best way to do this is to invite any potential candidates to a video call via a platform such as Google Hangout. This can be done using Google’s integration with your company’s email account. For the best results, invite your top candidates to a call and dive into the nitty-gritty.
• Ask them pointed questions on how they would solve the challenges your business faces on a day-to-day basis. Ground your questions in the reality of your company, and don’t be afraid to challenge any answers with follow-up queries.
• Once you’ve sourced your candidates, it may also be worth considering the use of an applicant tracking system (ATS). In essence, an applicant tracking system can help you narrow down your list of suitable candidates, aiding in the recruitment process. For more information, visit our guide to applicant tracking systems.
• Once you’ve decided on your chosen candidate(s), the hiring process begins. This is where things can get complicated, particularly as you’ll be onboarding employees from overseas. If you're looking for some help managing the process, you can take advantage of an employer of record (EOR) service from a provider with relevant expertise, allowing you to save time and effort while ensuring all country-specific legal requirements are covered during the onboarding phase. For more information, this guide from Remote should help: Guide on Hiring Employees in India | Remote.

Be patient

• No matter what, always obey this first rule: be patient! Try to avoid any temptation to jump the gun and hire the first candidate you think may be suitable. The world is full of gifted Java developers, and India in particular is jam-packed with talent.

• Make sure your new prospect is a good fit for your team, and make sure they’re made to jump through the same hoops that your on-site employees had to during the hiring process. 
• It’s also important to spend time considering exactly what type of work you need. Does it involve projects that require lots of collaboration and teamwork? If so, consider what effect the time-zone differences may have on this, ensuring that you search only for developers who are willing to work during the times you need them most. Above all, it’s important to be patient to make sure you’re finding the right developer.

Be selective when reaching out via email

When hiring remote software engineers, it’s important to be selective with your email outreach. While it’s important to reach out to candidates you think would be a good fit for the role, you don’t want to inundate them with emails.

During email outreach, be sure to choose a specific time to send your emails — a lot of candidates are busy during their lunch break or after work and during the weekends. Time your outreach accordingly to maximize applicants. It’s also wise to choose your words carefully — write your emails in an enthusiastic, upbeat tone — as you’re unlikely to drum up much interest otherwise!

Be prepared to wait

Many Indian employees are required to give 60-90 days' notice instead of the traditional two weeks in the United States. You may have to wait two to three months for your talent to start even after finding and hiring them.

The Indian hiring culture also requires employers to understand another key point: during this notice period, it is common for employees to look for better job opportunities. The downside of this is that it can be difficult to hire Indian employees since you have the risk that they will accept another position while you wait for them to begin. You can deal with this in a few different ways:

• Keep in constant contact with the developers you hire, and aim to keep them engaged with your company while they work their notice.

• Don’t be afraid to ‘buy them out of their current job — bidding wars are nothing to be afraid of!

• Take advantage of headhunting services — you could find a star employee who’s reaching the end of their current notice period.

Ask for referrals

• Once you’ve finished your search, made your first hire, and your new acquisition has settled in, it should be relatively simple to source more talent from India (or anywhere else in the world!). Your new hire is likely to know at least one or two other developers, either from previous employment or from their extended social circle — be sure to use this to your advantage.

• Always remember that your current employees should serve as advocates for your business. Treat them well and they’re likely to report their great experiences. For any potential hires who may be unsure about working remotely, use your current Indian employees’ success as a powerful promotional tool. 
• Hiring a new employee can be a daunting task, but it's made simpler by using the right tools. One such tool is referral rock. Referred employees receive a bonus on their first month of employment, and this can help you to attract the best talent. Additionally, using referral Rock can help you to keep your current employees happy and motivated. By referring friends or family members, you can ensure that you're getting the best possible candidates for your job openings.

Conclusion

Hiring remote software engineers can help companies find talent that would otherwise be difficult to attract and onboard. With the right job description and sourcing strategies, you can find Indian Java developers who’ll bring massive value to your company. Not so long ago, it was practically impossible to hire and onboard employees remotely — but today it’s a standard practice. So if you’re thinking about hiring employees in India, we’ve given you some good pointers on how to approach your next recruitment drive.