India, one of the world’s fastest-growing economies has a population of more than 1.3 billion, with roughly 125 million english speakers. That makes it the second-largest English-speaking country.
With such a large population, India needs to generate up to ten million jobs a year to maintain this economic growth and therefore they can offer top talent at great prices. Many international organizations are looking to hire top talent remotely in India, outsourcing project roles to fuel company growth.
This happens especially in the IT sector, where there is a high unemployment rate amongst skilled Indian graduates.
During a Covid-19 triggered recession, digitalization of work has skyrocketed, along with an increasing demand for skilled personnel in the emerging tech sector – like artificial intelligence, machine learning, and data scientists.
The digital talent pool in India is rich in full-stack developers, UI/web developers, QA testers, and Software Design Engineers in Test (SDETs). As well as in cybersecurity, data analytics, DevOps and cloud infrastructure. In fact, in India, there are more than 5 million Java and Python Developers; 1.3 million Android Developers; 873,000 iOS developers and 170,000 focused on Artificial Intelligence (AI), robotics process automation (RPA), Big Data Analytics, and Cybersecurity.
There can be no denying the talent is out there – it’s just a case of how to contact, hire and manage that talent.
One of the primary advantages to taking onboard remote workers from India is the relatively low cost of wages compared to the depth of their skill sets. Technological skill sets of IT developers and engineers are only going to be in higher demand in the future.
Hiring for remote work requires a slightly different framework. A remote employee should be comfortable working alongside a variety of international people. They’ll also have to be competent with remote tools, have great communication skills, the ability to follow instructions well, but also work independently.
This might seem complicated, but there are ways to streamline the process. BorderlessMind specializes in remote (offshore or near-shore) and onshore staff augmentation solutions for our clients. They help the most culturally-fit talent that are versed in a variety of software development languages, frameworks, technologies, experiences, IT and non-IT skills.
There is always a solution to the most critical projects and talent challenges. This is through acquiring the best people, process, and expertise — ultimately helping them succeed.
However, employing from abroad comes with its own challenges. Understanding local labor laws, pay and compensation as well as business culture can keep you on the right side of corporate compliance.
Compensation in India can go beyond the basic salary. Many companies will also include non-salary benefits. These are seen as highly-valuable employment perks, which often go hand in hand with prestigious job titles. On top of this, Indian employers tend to offer employees a stipend. This is often used to purchase private insurance plans or additional company benefits. There is also a culture of expense-covering – such as access to the internet, equipment for work and transportation.
It is common to offer 15–24 days of annual paid leave for workers in India. However, the laws for paid time off (PTO) can vary. This is often from state to state. Therefore, as an employer, it’s essential to clarify the PTO earning rates, as well as things like rollover benefits when drawing out employee contracts. Annual sick leave is also around 12 days. Maternity leave is an entitlement to 26 weeks of paid leave. This is for one child. Two or more children entitles employees 12 weeks.
This is why many companies opt not to employ people from India, but rather to work with contract workers who can carry out tasks on a more casual basis. These kinds of contract roles rely on solid communication and trust – the kind that is built when you work with an outsourcing company.
Having taken on remote workers, it’s really important to make sure they are on-boarded correctly. If done properly, this will enable them to do the best possible work from their remote position – which may be halfway across the globe! Some of our top tips for how to successfully onboard remote workers from India include:
Working with a third-party company like BorderlessMind offers a risk-free way to build remote teams rapidly. We can also handle burst periods of work and on-demand needs, as an extension of your business and scale with your needs. It’s a seamless way to bring the world’s top 5% talent and expertise to your organization.