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Global Talent Shortage In Tech, And What Can Be Done – Offshore Hiring!

Businesses and the global economies of all scales are experiencing rapid evolution and thus have witnessed lots of unfilled positions and workforce. With the growing innovations and transformations, facing a shortage of talents at great length has serious economic consequences in the world of business. In addition to the Covid-19 pandemic, IT industries are experiencing a talent crunch. Reports on demand for talents & the great resignation may hit you hard.

The statistical report by U.S Labour statistics reveals, by the end of 2020, there were 40 million skilled shortages, and the shortage is expected to reach 85.2 million by 2030. With this increasing count of skilled shortages, businesses have foreseen a downturn of $8.4 trillion in revenue. However, businesses are trying to cope with the shortage with technologies and automation and are focused on hiring offshore developers in an attempt to be on track.

Status of the Global Talent shortage

The market and technology trends have played a major part in disrupting most of the organization's roles and one-quarter of the roles are at risk in the coming 5 years.

According to McKinsey Global Surveys, 87% of organizations are already experiencing a talent shortage or are expecting to face it within a few years. At present, the talent shortages have doubled to what it was decades ago. With almost 54% of companies reporting talent shortages, Nordic is expected to face a scantiness of more than 4000 by 2030. Moving on to Sweden by 2022, 70,000 digital-related competencies are to be managed by them solely. The talent shortage mainly affects the industries like Data Analytics, IT, mobile, or web design business areas, as these industries highly demand potential skilled developers.

The sudden lockdown imposed by the pandemic devastated some talent acquisition teams as interviews had to be virtual. With growing numbers of unfilled positions, virtually recruiting and onboarding a remote workforce became a new norm.

Status of the US Tech Talent shortage

Advancement of technology in the US over a couple of years compelled an unprecedented demand and escalated the count of talent shortage by thousands each month. On the contrary, the Covid-19 pandemic made the situation considerably worse.

The Manpower Group conveys, 69% of US employers are struggling to recruit talents. With the increase in shortages, 92% of businesses are increasing their cloud workloads in the area of Machine Learning. The Bureau of Labor Statistics highlights that by 2026, the shortage of developers will increase to 1.2 Million while 545K developers will have left the market by that time. To tackle the inconvenience of talent shortages, 505 businesses are forced to sacrifice their demands and end up hiring mismatched tech employees.

Why are businesses experiencing Talent shortages and the after-effects?

Let’s look at two major reasons and their consequences in detail,

Lack of Skilled Developers

Over the past few years, big companies prefer skilled software engineering professionals with robust credentials. The increased usage of digital technologies has increased the demand for experts in the area of Blockchain, Artificial Intelligence, Machine Learning for developing custom solutions.

Lack of up-to-date Knowledge

Technologies and languages are evolving every single day and are constantly under development. And not every candidate will possess the qualifying skills, and there is a mild chance of developers skilled in one particular field and lacking in another. With this dilemma, it is hard to hire an individual without putting them to test. This screening process demands a lot of time and cost of involving HR executives.

After — Effects

Due to the undersupply of developers, the current pool of developers are free to demand high salary wages in exchange for their services which businesses aren’t able to afford.

Wrapping Up

In a recent study that surveyed 5,800 IT professionals across 4 continents, 1 in 3 employers reported having a hard time finding IT talent. There’s a widespread problem, and it’s going to take an international effort to find it. Fortunately, there are ways to hire from offshore that can ease the burden on you. With advances in technology, our dependence on technology has also reached new heights. Almost everything we do involves technology in one way or the other and has become an integral part of society. With this dependence, the demand for developers has also increased tremendously. In order to meet the demand for hiring developers, collaborate with the best offshore recruitment firm like Centizen Talent Hub to stay ahead of your competitors in acquiring the best technical and cultural fit for your organization. This will help you mitigate the risk of talent shortage and have the best remote teams, as talented and dedicated as your in-house teams.

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Python, the Language of Tech – Still prominent? – A look into Python Developer’s Salary

Python is the influential language among programmers used for Web development, Data analysis, Machine learning, Web parsing, scraping, crawling, system administration/automation, scripts/DevOps etc., Companies known for their innovative tech solutions like Netflix, PayPal, and Dropbox use Python. Python seems to be the core of most emerging trends. According to the Python Developers Survey 2020 by JetBrains, Python ranks third of the top-5 fastest growing and most learned languages in 2021. With its growing popularity Python developer’s salary has also reached new heights. This article will walk you through how an average python developer charges based on their skills.

How Popular is Python and Why?

Worldwide, Python is a prominent language. Python’s growth in the last 5 years (15.2%) according to the PYPL Index. The PYPL (PopularitY of Programming Language) Index analyses the frequency of language tutorial searches on Google. The searches for learning the language tutorial are taken as an indicator and the resources for learning the product is assumed to be. The raw data for this report is collected from Google Trends.

More people are interested in evolving leading technologis, where communities come together to support each other by sharing experiences, troubleshooting issues, updating documentation and upgrading functionality. According to SlashData, Python comes third in the list in terms of developer activity.

The Demand for a language can be interpreted from a number of job postings. By analyzing current job postings on job portal sites such as Indeed, a popular job website, it is found that Python has around 79,635 postings. As seen earlier, Python

Features that make Python popular

Simplicity, flexibility, stability, and great community.

Wide range of scientific libraries. For eg, TensorFlow, Keras, and Scikit for machine learning; NumPy, Pandas, Seaborn, and SciPy for data analysis and visualization; and NLTK and spaCy for natural language processing.

There are a number of web frameworks in Python that simplify development. Django, Flask, Tornado, Pyramid, web2py, Bottle, and CherryPy are some of the popular web frameworks.

Recent technologies like data science, machine learning, and web development use Python, which indicates that Python is here to stay for long.

The popularity of programming languages By Region

Python Developer Salary According to Indeed

How much do Python Developers get paid in the US | 2021

According to Indeed reports, a Python programmer is offered an annual salary of $108,600 (or $55.69 per hour). An Entry-Level Python developer earns $65,032 per year (or $33.35 per hour), middle-level Python developers earn $84,000 per year (or $43.08 per hour) and experienced Python developers make an average of $116,000 per year (or $59.49 per hour).

The best-paid states of the US for Python developers 2021 | Indeed

Developers in Maine, New York, and Delaware are the top 3 best-paid states for Python developers with salaries ranging from $138,778 to $132,500.

The best-paid cities in the US| Indeed

According to Indeed, the highest Python developer salary is in New York- $133,526. Python programmers in San Francisco earn about $122,552 per year. Python’s salary in San Jose offers a salary of $117,367 per year and $126,680 per year in Boston.

Python Developer Salaries around the World | 2021

Python developers make from $110,900/year(US) to $60,510 per year(Austria). According to Ziprecruiter, Python programmers earn up to $116,899/year (or $54 per hour). Entry-Level Python programmers get 2021 is $82,500/year (or $67 per hour). Backend developers in python earn $128,500/year (or $66 per hour) while Full Stack developers are paid an average of $134,154/year (or $69 per hour).

Comparing salaries of Python Developers with other programming Languages

According to ZipRecruiter, the average Python developer salary in the USA is around $108,082/year in 2021 i.e., $51.96/hour. Junior level developers earn $84,000/year and senior developers make $172,500/year but the mid-level Python developer salary is $131,500/year. 25% of the developers earn around $84,000/year and 75% make $131,500/year.

New York City, San Mateo, Juneau, Boston, and Berkeley are the top-paying cities where annual freelance Python developer salary ranges between $130,342 and $124,969.

Why Should You Hire Python Developers in India?

One-Stop Solution

When you hire Indian Python developers, you get the best fit for your requirements. Compared to the outsourced talents Indians with reputable science and mathematics knowledge are equipped to handle all the required challenges.

Understands Business Model

Indian Python developers provide the best business solutions with un compromised results by beginning the project after understanding the client’s business models.

Highly Cost-Effective

One of the best benefits of outsourcing your Python project in India is the fewer development charges. The average salary of a python developer in India is $8,544 annually while it is $110,130/year in the US.

No Time Zone Issues

When you hire Python developers in India, you get a team of full-stack developers who can develop excellent custom software for your business without you having to question their credibility.

Easy Communication

India being the second-largest English-speaking country globally, will provide developers who can understand your requirements well and communicate with your team seamlessly.

No Recruitment Hassles

Python developers in India are already trained and hold 4+ years of working experience in diverse industries that prevent your recruitment hassles.

Cities in India that pay the highest to Python Developers

About 37% of the Indian IT professionals prefer Python when asked about their preferred technology to learn in 2020, says a survey.

Why Centizen?

Centizen provides on-demand developers & teams whether you need to fill short-term technology gaps or build a long-term remote team.

Cost-effective solution provided without exceeding your budget.

Expanded skill-sets and highly qualified recruiters.

You get developers who adapt to your work culture & processes.

You have the privilege of handpicking members of your choice for your project.

Seamless transition & knowledge transfer be it managing development from scratch or reviving an ongoing product.

Power of full-stack development.

Wrapping Up

According to the data provided in this article, the US pays the highest salaries around $110,900/year for python developers followed by Switzerland and Norway. India also has the highest Python developer population which means India can be chosen as the best offshore hiring destination. India has a wide spectrum of talents and precise technical skills. Indian developers are dedicated professionals who deliver projects on time with guaranteed results. Despite cultural & time differences, they are flexible to work per the requirements and offer higher productivity.

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How to hire an Offshore Development Team for a Startup

The most valuable asset of any startup is its skilled workforce. Being a startup and a budget on tight reigns, it is hard to manage the increasing competition to acquire expensive local talents. However, because there is no way to retreat, the only option is to locate a successor, which should be worthwhile. Offshore outsourcing is a commercial activity in which companies outsource IT services to a foreign country in order to save money. The IT outsourcing industry is expected to grow at a rate of 2.6 percent per year through 2027, reaching $410.2 billion. This article discusses the ins and outs of hiring an offshore development team for a startup, as well as the major considerations that should be made prior to recruiting offshore development teams.

What is an offshore development team and Why is it needed?

A development team of seasoned, experienced, and talented IT professionals located in a remote location with multiple time zones to delegate software production operations recruited through a reputable offshore development business is referred to as an offshore development team. The offshore outsourcing model builds a clear framework with agile methodology to promote iterative development. The big tech companies look forward to hiring offshore developers with reliability and affordability. The offshore development team doesn’t need much supervision, and they can be aligned with the businesses’ work style and vision. In short, they are easy to assemble as a high-performance startup team to stay ahead of the competition.

Why does a startup need an offshore development team?

Minimizing the talent gap – By 2026, the talent deficit in the United States is expected to reach 1.2 million people. Focusing more on statistics, startups must be more aware of talent shortages, since they cannot always afford traditional resources to acquire and keep highly competent employees. As a result, offshore employment will become a need in the next years in order to establish a market with a diverse variety of capabilities across borders.

Improved flexibility – For a startup, time is a crucial business imperative to excel in a competitive environment. To be factual, “Time is money”, so startups should be mindful in the area of flexibility, as big companies face difficulties while scaling up their in-house teams. Startups that incorporate offshore development teams are able to scale up and down at an ease for their services, customer target, business models, etc. Moreover, augmenting and shuffling developers for different project requirements is a piece of cake.

Cut the Cost – Because of the lack of funds, 46% of startups don’t get off the ground. So startups are very cautious about their budget and a bit strict on their expenditure to escape such fate. Considering the spending on renting office spaces, setting up equipment, recruitment costs, vacations, and insurance benefits, hiring an offshore development team is much more reasonable to mitigate the budget risk. With the offshore development team, the money you save can be spent on things that assist growth.

Checklist for Startup companies – To hire an offshore development team

Before hiring an offshore development team,

Identify the issue you are set out to solve, list out the primary goal, requirements, and the deadlines and a backup plan should you face the odds.

Make a list of roles, skills, expertise, and the technology stack needed for your project.

Plan the expenditure in advance to make a clear view of the budget constraints. Misuse or failure in the budget may lead to loss, so define the size of your initial capital, constraints to eliminate the risk of the unrealistic bottleneck.

Depending upon the budget, and the requirements define your collaboration model like either hiring freelancers or hiring developers through reputed outsourcing companies like Centizen Talent Hub, to further reduce the cost and the time. Hiring offshore developers through outsourcing companies like Centizen Talent Hub will eliminate the need to surf the best offshore destination in terms of geographic and cultural proximity.

No matter what model you prefer, to shortlist the best fit potential candidates, check out their track records, technical skills, workflow, and if you are satisfied make a legal contract with the shortlisted candidates for a prosperous and long-term collaboration.

When the process is done, and you are ready to meet your remote team to build trust and facilitate team bonding.

How to choose the best offshore development centers (ODC)?

For startup founders, the most concerning part in hiring an offshore development team is where do they hire offshore developers? You can find large IT professionals offshore from a vast pool of talent at an inexpensive rate. The range of offshore development centers varies with their infrastructure, technical expertise, and some regarding the legal environment. Choosing the right destination is solely in the hands of the startup founders.

Let’s have a look at the various geographies

Eastern Europe, Latin America, and Asia are the trusted regions in offering the leading offshore development services. These regions are highly trusted for their reasonable price-quality ratio, vast talent pool, unique advantages due to their time zone or culture, etc.

Eastern Europe

In Eastern Europe, offshore developers are well-versed in programming languages with broad commercial experience. The popular IT hubs in Eastern Europe are Ukraine, Poland, Belarus, Romania, etc. The offshore development market here grows five times faster than the average with 470+ renowned IT services. Approximately eastern Europe has nearly 1 million professional software developers, collectively generating $5 Billion in revenue.

Latin America

Latin America has a steep growth in the field of the software development industry, thus holding a strong impression as the preferred destination for US projects. Argentina, Brazil, Mexico, Colombia, and Chile are one of the business-friendly countries in Latin America. In terms of fully remote companies, Latin American employees are 1.8 times more willing to work remotely with an average pay of $30 to $55/hour based on the developer’s qualifications.

Asia

In the IT outsourcing industry, Asia accounts for the biggest number of outsourcing destinations and seems to be a paradise for startups who are looking for a dedicated offshore development team. Asia comprises India, China, the Philippines, Vietnam, and Indonesia, etc with over 7 million developers. Asia has been an idol destination for its cheaper rates by two to three times, and are brimming with talented developers to join your startup.

Join hands with an offshore recruitment firm – Centizen Talent Hub

To make a startup business thrive at low-cost and effort, startup founders seek new solutions to simplify or revamp their workflow. We at Centizen Talent Hub, understand their pain points and have been recruiting lots of offshore development teams for multiple clients before the deadline.

Centizen Talent Hub is an offshore recruitment firm that actively recruits pre-vetted Indian developers, helping numerous companies to hire, manage and retain the talents to leverage top-notch technologies.

Centizen Talent Hub recruits Indian developers, because India is the fastest growing outsourcing destination and stands second in the world after the US. With 5 million tech experts, India delivers 3.1million well-trained talents every year relatively at a lower price of $25-$30/hour. India also has great digital and technology delivery capabilities that too at a considerable cost advantage.

Conclusion

If you are a startup with the idea of hiring an offshore development team, you are on the right track. Hiring an offshore development team will cut corners thus bridging the communication gaps for seamless project progress until completion. To make offshoring work, startups must clearly define their goals and visions, being aware of the challenges for sustainable growth. Centizen Talent hub maintains great records in offshore recruitment and is one of the best platforms for a startup to recruit Indian offshore developers to build a dedicated development team.

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Angular Developer Salary in 2021: Latest Trends and Forecasts

AngularJS is a JavaScript-based front-end web development platform that is extensively used to build modern interactive web apps and online marketplaces. The popularity of AngularJS frameworks, as well as the popularity of its developers, is expanding. In the United States, a junior Angular web developer gets $98,000 per year, or $50.26 per hour, a senior expert $140,000, or $71.79 per hour, and a mid-level Angular developer earns $114,543, or $58.74 per hour. Angular developer salary depends on their skills, working hours, and location. Before deciding to employ offshore angular developers, consider your budget, the wages of developers in different locations, and the availability of expertise in these areas of interest.

Angular as a Web Framework

Angular is an HTML and Type Script-based platform and framework for creating single-page client applications. Angular is a component-based framework that allows you to create scalable web apps. It includes a set of libraries that enable functionality like as routing, forms management, client-server communication, and more, as well as a set of developer tools for writing, building, testing, and updating code.

Why are Angular Software Developers in demand?

With rapid software release cycles, the popularity of this framework is growing rapidly and used by mobile app companies, web developers, and others IT organizations. With popularity, the JS companies and developers have stepped up to meet the market demand. Development of modular capabilities, large-scale libraries, and various advanced features are made possible with this. Here are some features behind the high demand for Angular developers:

Powerful features and high versatility

The dependency injection feature in the Angular platform makes extensive use of the HTML code and makes application assembly quite easy.

Added diversity of features, like the directives and two-way data binding has offered comprehensive and sound solutions for almost all web application needs.

Backed by a strong community fueled by Google Corporation offers immense support to the angular developers globally.

Enormous independence because it does not require any other platform to run the codes and MVC architecture aids with the efficient development of single-page applications.

Increase in the speed of app development, reduced cost, SEO friendliness, and optimal ROI.

Average Angular Developer Salary in the World

Angular developer salary in the US, Australia, Western Europe, and Israel make the most than other countries. The annual salary of a junior Angular developer is $98,000 per year, a senior developer makes $140,000, while a middle-level Angular developer earns $114,543. India’s talent pool is rapidly growing, and the quality of the services remains high which makes it the best outsourcing destination.

Top 10 Angular Developer’s Outsourcing Countries in the World

Angular Developer Salary in the US

According to Talent.com, the average salary of a junior Angular developer is $97,500 annually, $50,78/hour. Senior engineers make $139,043 annually, $72,41/hour.

Angular Developer Salaries by Experience Level

Angular Developer Salaries in the US by State

Angular Developers’ Salaries in Canada

An average Angular developer salary in Canada is around $97,500. A junior front-end developer in Canada earns around $79,500, while seniors make up to $139,125.

Angular Developers’ Salaries in Australia

The average front-end developer salary of a junior Angular specialist is $58,202 a year, a mid-level expert earns around $71,969, and a senior engineer makes around $102,731.

Average Angular Developer Salary in Europe

Angular engineers in Great Britain get a cash compensation of $7,436/month, Norway $5,719/month, and Denmark $5,586/month. Angular developers in Europe make $46,140/year in Germany, $61,963/year in the Netherlands. India is the most cost-effective country in terms of developer salaries.

Angular Developers’ Salaries in The United Kingdom

Junior Angular front-end developers make $58,202/year, mid-level experts make around $71,969, and senior engineers make about $102,731.

Angular Developers’ Salaries in the UK by City

Angular Developers’ Salaries in Germany

Junior Angular front-end developer makes $45,000/year, while a senior front-end developer earns around $90,000/year.

Angular Developers’ Salaries in Germany by City

Angular Developers’ Salaries in Israel

Israel comes third in paying the highest salaries for JavaScript developers specializing in React, Angular, or Vue.js frameworks. The Angular developer salaries depend on their expertise in Israel and earn $71,677/year on average.

Angular Developers’ Salaries in the Netherlands

A junior Angular developer makes $58,940 while a middle-level front-end developer earns $83,650 and seniors earn $103,68 annually (Salary Expert).

Angular Developers’ Salaries in the Norway

Junior front-end Angular developers (Salary Expert) make $27,712/year. Mid-level software developers make $60,139 while the seniors manage to earn $95,670/year.

Angular Developers’ Salaries in Sweden

Junior front-end Angular developers can (Salary Expert) make $45,590 a year. Mid-level software developers earn $64,700, and a senior front-end developer makes about $80,200.

Angular Developers’ Salaries in Denmark

Junior front-end Angular developers can (Salary Expert) make $70,840 a year. Mid-level software developers earn $100,580, and a senior front-end developer makes about $124,620.

Angular Developers’ Salaries in India

India offers software development firms a cost-effective outsourcing choice; nevertheless, geographical distance, time zone variances, and cultural differences must all be considered. In 2020, the IT industry will account for 8% of India’s GDP. According to Nasscom, India would generate $300-350 billion in yearly income by 2025. India is the ideal alternative to consider if you are seeking for top-notch developers at inexpensive prices with high-tech talents, technical infrastructure, professional experts, and emerging engineers. The IT business in India is booming, and it’s transforming the face of the Indian economy. India has the world’s youngest employable population. Every year, some 200,000 IT graduates enter the Indian workforce. Professionals in India work hard to better themselves in accordance with the most recent technology in order to fulfil increased demands. This is what makes India one of the best offshore destinations for tech services. Developers’ hourly pay in India is evidently lower without compromise of quality and standards than in other countries.

Conclusion

According to the data provided in this article, the US, Canada, and Western Europe top the list in paying the highest salaries to Angular developers. The most cost-effective country is India where a senior Angular developer makes around $19,430/year i.e, $10,11/hour, a mid-level specialist earns $15,430 i.e, $7,42/hour, while a junior developer makes $11,470, with $5,97/hour. Salaries are way lower than in Western Europe and the US, without compensating the quality of results.

India’s hourly rates are only one-tenth of what they in the United States, while also providing good outsourcing services. At present, India is one of the best destinations for tech services. Outsource your IT requirements to India and save money! Only India offers a population of devoted tech developers with the skills to fulfil all of your requirements. There are always compromises but never with us. Start now with Centizen Talent Hub.

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Java Developer salary – US vs the World

Java has been steadily improving its programming abilities for decades, and it is now one of the most widely used programming languages built to work across every platform. Without a doubt, the world of software development would be a barren wasteland without Java. Building Android apps, Java web applications, software tools, and scientific applications are just a few of the key areas where Java shines. Java boosts a developer’s chances of landing a job.

If you need to hire Java Developers from the US, the average salary ranges between $81,380 – $108,420/year. If you are interested to know more about Java Developer’s salaries, this article will help understand Java Developer salaries across the globe.

Java and the Java Developers

Java is an object-oriented third-generation, most popular, and loved programming language for developing cross-platform apps and websites with a striking 9 million developers. It has been one of the most popular programming languages since 1995 for its versatile nature and compatibility. Java Developers are specialised programmers who are an integral part of a software development team to build, design, and manage the entire process of application development to ensure effective and efficient development. The TIOBE 2021 Popularity Index survey done across the world reveals Java is one of the top most popular languages used by developers. The survey done by Stack Overflow reveals it as the 3rd most popular language in the world. Undoubtedly, the world’s top brands like Twitter, LinkedIn, Amazon use Java to build a cohesive infrastructure for its dynamic Personality. With respect to the other programming languages, companies prefer Java and the java developers are among the highest paid across the globe.

Average Java Developer Salary – US

The Java Developer Salary in the US mainly depends upon your experience, the skills that you possess, and the location where you are working. The average Java Developer Salary in the US mainly depends upon the developer’s experience, skills, and Location. Based on the experience, the junior-level salary in the US is 20% less than the average, and depending on the skills and the location, the percentage varies between 15% – 19%, and 1% – 17.5% on an average respectively. As per Indeed, the average Java Developer salary pay in the US is $96,145/year, and the maximum and the minimum range holds between $81,380-$108,420/year. According to Salary Expert, the average salary is $7,172/month and $64.95/hour. In addition to the salary, developers may receive a minimum bonus of $5000/year, for their performance.

Based on the Location,

Average Java Developer Salary – Worldwide

As per the records, the cost of hiring US Java developers is quite expensive. As Java developers are one of the highly paid tech jobs, let’s analyse the average salary paid for a Java Developer in other parts of the world like Switzerland, Denmark, Australia, etc.

Switzerland

The average salary in Switzerland is $95,095/year that includes the benefits like housing, transport and other such categories based on the developer’s experience, skills, gender, and the location. On average, the tax payment is 25% less than in the other European countries.

Denmark

Compared to the US, Switzerland or Israel investing in Nordic countries is less expensive, but the pay seems too high compared to the cost of Eastern Europe. The average Java developer’s salary in Denmark is $76,080/annum or $24,87/hour.

Australia

The IBIS world research reports that the software development of Australia grew by 11.4% annually for the past 5 years. This trend will continue for the next 5 years. Due to this tremendous growth, the average Java Developer pay is around $59,643/year or $35,68/hour.

In short, let’s compare the average Java developers rate based on their experience to justify why businesses are looking forward to hiring Indian Java Developers.

The above-average salary details of various countries are listed and are a bit expensive to hire. To reduce the cost of hiring java developers, Centizen Talent Hub hires Indian Java developers to sort out the issues. Let’s have a look at the reasons to hire Indian Java developers.

Average Java Developer Salary – India

Over the years, the immense growth of India in the field of IT hub in all these years has resulted from the reputed app developers focused on developing software and app projects to provide development services to businesses worldwide. The increase in popularity of Indian remote developers is still at the top for its cost-competitive rates, Quicker Development time, seamless project management, and Unlimited experienced and reliable Talent Pool. In India, it is easy to find Targeted specific programming skilled developers who are well adaptable with cutting-edge technologies. Literally hiring remote Indian developers ensures a never delay in the development process, as the project is in action whole through the day and night.

The average Java developer salary based on experience is listed below:

Conclusion

If you’re a Java Developer, you’re in one of the most critical positions on a software development team. As a Java Developer, works on a variety of software products like applications, mobile apps, and that’s not all. They also design, co-develop, and manage the software development process to ensure smooth and efficient development. Hiring the best remote Java developers is as important as hiring an in-house team. The recruitment process either makes or breaks your team, so it is best to take time to hire the best fit for your needs. But the reality is, businesses are running out of time, and Centizen Talent Hub, an offshore recruiting platform, hires the best cost-effective Indian remote developers in the least time and effort possible. Well, use the opportunity to stay more confident in the race of acquiring tech talents in the Software development industry.

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Java Developers? For Remote Hire! – Here is what you must know

Java is becoming more widely used, even as new programming languages emerge. Java is a growing programming language that combines security and performance in a way that shows no indications of slowing down in the near future. With 35.6 percent of developers preferring Java to construct apps, it has been ranked as the world’s third most popular programming language. With technological improvements, there are numerous forthcoming job prospects, particularly developers with a strong understanding of Java are in high demand.

Java is hot and rising.

With everyone looking for the right developer with cutting-edge coding skills, the steady popularity of Java grabs the attention of Tech industries to hire skilled remote Java developers to face the challenge of tech talent shortages. According to the TIOBE Index, Java is one of the most popular programming languages in the world of software developers, and still holds the top position in countries like Germany, China, and South Korea. Many top tech tiers like Google, Instagram, Netflix use Java in their tech stack to develop solutions & products – Mobile Applications, Desktop GUI, responsive web development, Gaming Softwares, and much more to deliver reliable resources.

The Skill that Gives you the Edge

There are numerous resources worldwide that can help you hire remote Java developers but the competition of hiring the BEST TALENTS is cutthroat, time-consuming, and expensive. To save time and money, team up with a reliable offshore recruiting platform like Centizen Talent Hub to recruit the most qualified and experienced IT professionals at a modest price. Centizen Talent Hub is an offshore recruiting firm that actively recruits Indian offshore developers far and wide as they are highly skilled and dedicated. The initial screening process for freshers and experienced personnel varies. However in both cases it is done based on their hands-on experiences and issue handling in various tech stacks to figure out the best fit for your team. The screened developers are pre-vetted based on their soft skills, English Proficiency, and coding skills to deliver the best of the best.

List of Java Developer Salary in the World

The average salary of a Java Developer depends upon the location of hiring and the experience of the developers.

Depending on the area of Location,

In the United States, the salary is $96,145/year, whereas the range can vary between $81,380- $108,420, depending on the qualifications and experience. In Denmark, the salary is around $76,080/year. In Norway, the salary is $61,913. In Germany, the average salary costs $49,041 and can range to a maximum of $55,143/year. In the Netherlands, the average salary paid is $46,173.

Depending on the Experience,

Cost of Hiring Java developers

Hiring Java Developers in the USA costs $96,225, in the UK businesses have to pay around $60,440, whereas in Germany and Netherlands developers are paid an average salary of $79,895, and $79,250 respectively inclusive of taxes.

Hiring an Indian Java Developer with Centizen Talent Club will cost around $5,838- $17,893. India is abundant with young talents who are experts in various fields backed by knowledge in Science and mathematics. With the help of Centizen Talent Hub, many Indian offshore developers have been placed with high profile clients and most are still employed for 5+ years.

According to Payscale, the Indian Java Developers hiring costs are listed below

Why does Centizen hire Indian Java Developers?

Centizen prefers to hire remote Indian Java Developers, as India is the largest IT outsourcing destination with more than 67% of the global market. The Compound Annual growth rate of India rises to 11.37% with a tremendous increase in revenue. Corresponding to the stupendous growth of India in the field of IT, companies of all sizes worldwide prefer to hire Indian remote developers due to its Competitive pricing, outstanding skills of high-quality developers. As a matter of fact, India is rich in workforce resources with a pool of talents in the area of science and technology. India has been one of the largest suppliers of Java Developers by volume which has around 700,000 Java Developers.

Conclusion

Considering Java is an open source technology, it promotes the values of giving back to the community. It’s also gaining traction in cutting-edge technologies like the Internet of Things (IoT) and cloud computing. Compared to the default AWT (Abstract Window Toolkit) and Swing libraries, Java aids in the creation of better GUI (Graphical User Interface) systems. Organizations are moving to Java for these reasons. Hire java developers who are well-versed in the fundamentals to design smart and complex applications in critical situations to get started with Java. Centizen hires developers from India, the top remote employment location, because they are one-of-a-kind among competitors, possessing vast talents and skills. You may hire qualified Java developers from Centizen to create platform-independent, scalable, secure, and high-quality apps.

We know you’ve heard this all before, but Java keeps coming back. This is because you keep making the best ideas and our hires write the best code and it’s a win-win for everyone! Get started with Centizen Talent Hub

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Average React Developer Salary by Country in 2021

React.js has risen to the top of the list as the most widely used web framework, according to recent polls & surveys. The world’s top tech innovators from Netflix, PayPal, eBay and Airbnb use the flexible JavaScript library to design scalable and reusable components. Salary for developers like any other tech expertise is determined by their abilities, knowledge, experience, and skill competencies. To meet the growing demands of the React.js developers solely in the Western market has become challenging. As a result, companies are looking for alternative talent pools in other regions of the world, such as India, which topped AT Kearney’s Global Services Location Index (GSLI) and was named the greatest outsourcing location in the world.

The Western vs Eastern Talent Markets

In the United States, the national average compensation for a Senior React Developer is $120,000 per year, or $61.54 per hour. Developers at the entry level may earn up to $102,158 per year, while senior developers can earn up to $155,000 per year. In India, the average income for a react native developer is $11,227 per year, or $ 6 per hour. Starting salaries for entry-level employment start at $6,617 per year, with the most experienced professionals earning up to $23,157 per year.

The rising demands for React Developers

React.js is a JavaScript library and React Native is one of the most demanding frameworks. React.js is the heart of React Native and compliments each other. React.js is apt for building next-gen applications in iOS and Android with one codebase and React Native gives a native feeling to mobile apps.

Demand for digital services in the realms of the telecom and high-tech industries is forcing providers to expand their service offerings and set up industry-specific practice groups to facilitate market outreach. In recent times, the role of React JS Developer has seen a 184% increase in the total number of open positions.

Benefits of adopting the React Native framework:

Increased app development speed.

Improved code stability.

SEO-friendliness.

Robust toolkit.

Strong user community support

cost-effective react developers.

Indeed has over 1500 React developer openings every day, asking for a Senior react developer salary. That’s why businesses are willing to hire professional ReactJS developers with a moderate mid-level react developer salary beyond borders.

ReactJS Developer Salary in the USA

The average annual salary of a React JS developer in the US is $120, 000 per year, which is $61,54 per hour. Senior developers make up to $151, 125 per year, which is $77,50 per hour.

React Native Developer and Freelancer Salary in the USA

The average annual salary of a React Native Developer and Freelancer in the US is around $136,109, which is $69.80 per hour while Senior developers make up to $1,22,554 annually, which is $62.85per hour.

Average React Developer Salary by Country

Before setting out on the hunt for the top ReactJS developer, let us walk you through the salaries of ReactJS developers in various countries.

React Developer Salary in India in 2021

Kearney’s Global Services Location Index (GSLI) lists out best location decisions about where to locate offshore operations. The list is based on cost-effectiveness, skills and availability, business environment, and digital resonance. In 2021, India and China made it to the top two spots followed by Malaysia, Indonesia, and Brazil. The top Indian cities that host the best ReactJS Developers include Bengaluru, Mumbai, Delhi (NCR), Chennai, Hyderabad, and Pune.

India was one of the first countries to make the best use of the first IT and BPO outsourcing demand wave and has been developing skilled workforces to meet traditional demand ever since. There are around 220,000 developers with varying skills, educational qualifications, and expertise. India is the world’s second-largest English-speaking country with around 125 million people well-versed in English.

The cost of hiring quality Indian talent is much lower than in other countries, which makes it a much sought after hubspots. The time-zone difference may be a challenge. Moreover, Indian workers are dedicated and flexible with their schedules.

React Developer Salaries by City

Let us now see how much ReactJS developers make in some of the tech hubs(cities).

How Much Does a React Developer Cost in cities in India in 2021?

Hire React Developers with Centizen

We at Centizen Talent Hub help hire offshore React developers. With our offshore React developers, you can get immense benefits like :

Hire experts on a limited budget & comparatively quicker.

World’s top talents for your esteemed project.

Highly skilled developers who have worked on different business verticals.

On-time project delivery and adherence to Deadlines.

Clean code quality and commitment to deliver the project on the scheduled time

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Between Silicon Valley and India – Where to hire sustainable talents

Silicon Valley is home to fortune 500 companies like Google, Apple, and Facebook. The average software developer salary in Silicon Valley ranges between $85,948 and $174,459. According to a recent survey, a software engineer working in a Silicon Valley startup can earn an annual salary between $70,000 and $112,800 per year. The full cost of doing business in Silicon Valley covers office rental, shares, taxes and non-financial benefits.

Tech giants compete with each other to hire the best of the best. To avoid this competition, most tech companies and start ups opt to hire developers overseas to cut costs on office rent, expert fees, allowances among others. This blog will guide you through the salaries paid to developers in the silicon valley and how companies can cut costs by hiring developers in destinations like India.

Average Engineer Salary in Silicon Valley

A software engineer earns an average salary in silicon valley ranging between $89,000 and $154,000 (according to PayScale).

Less than 1 year – $110,059

1-2 years – $113,074

6-9 years – $129,334

More than 10 years – $148,173

City-wise Average Programmer Salary in Silicon Valley

The average engineer salary in Silicon Valley ranges between $98,025 and $200,024 per year(indeed)

Cities that offer the Highest Average Engineer Salary in Silicon Valley (Indeed)?

Palo Alto,CA – $158,356

San Francisco, CA – $141,346

Mountain View, CA – $135, 950

Sunnyvale, CA – $131,881

San Jose,CA – $128,158

Santa Clara,CA – $127,026

Los Angeles, CA – $111,380

Irvine, CA – $105,246

Why Should Companies Opt to Hire Engineers Outside Silicon Valley ?

Software development is one of the fastest-growing careers that has opened up opportunities such as remote hiring, remote work, freelancing and many other agile practises. Businesses can cut down their operational cost, increase their gross profit, performance and competitive edge by leveraging remote team employment.

Offshore developers can be hired through Freelance portals, outsourcing firms, Remote hiring platforms however, each has its own pros and cons.

In addition to choosing the type of remote developers, it is also important to choose profiles that fit your requirements. Choosing the most suitable country will provide an edge in terms of cost-effectiveness and work effectively despite time zone differences.

Why hire remote developers from India?

India is the second-largest English-speaking country in the world, which makes it easier to collaborate with the Western employers looking to outsource. Mathematics and Science give them added weightage to this line of work. Per the research from Gild, Indian developers scored 11% more than their US counterparts on maths and logic assessments. The average annual salary for Indian software developers ranges from $11,139 and $38,000 as opposed to silicon valley where salary ranges from $85,948 and $174,459.

Why Choose Centizen to Build Your Remote Team?

Centizen Talent Hub with 5+ years experience, screens and helps you hire best talents from India. We help find candidates that are the best match for your company. Outsourcing the recruitment process to our experts will save your precious time and money. Centizen makes it easier for you to bring on pre-vetted talents ready to work independently. Our sourcing & hiring team will help you find the best technical and culture fit. Our hiring process is cost-effective, secure, provides continuous support and is hassle-free.Centizen also provides flexibility on ending the talent’s assignment within a month’s notice if the project ends before the anticipated time. Apart from providing access to an infinite pool of talents, we also provide 24×7 continuous support on the assignments handled by our candidates.

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Great Resignation : The Impact on Remote Hiring Trends

With the WFH during the post-pandemic, and companies slowly accommodating teams back at the offices, we are witnessing employee dropouts and resignations in record numbers. Companies are worried not just about losses incurred during the epidemic, but what the economists are dubbing as the Great Resignation. Last April, US witnessed one of the largest declines in its labor force. According to the U.S. Bureau of Labor Statistics, breaking a 20-year record, as many as 4 million called it quits. This has led companies to find ways to retain employees and keep them from quitting, with top tech talent undoubtedly outstripping the supply.Here are a few common reasons that you should look into to retain your employees.

Flexible work approach

With the pandemic, most employees worked from home and found ‘remote work’ safe as well as economic since it saved hours of commute. It also provided a lot of autonomy with respect to time and location. This need for flexibility drove employees to seek remote work options. With digital transformation and the disintegration of traditional geographical boundaries in the hiring world, businesses are in a position to not only compete with companies locally but also across the globe to not just attract the best talents but to retain them. This calls for the need to lend their ears to their employees’ requirements and demands if they really want to reduce employee turnovers.

Out of touch with reality

With uncertainty and mass layoffs, people were pushed to reassess what was important to them, and what they wanted from their work, life as well. Companies and businesses that people prioritised fired them without a second thought. Moreover, months and months of high workloads, taking on the pressures pushed employees to reach a breaking point causing them to rethink their work and life goals.

Thee exhausted workforce

From an employee’s perception, factors that correspond to productivity include mental health, physical health, social connectivity, and workplace culture. People started giving more importance to physical and mental well being which led them to despise workplaces that were toxic, indifferent to their feelings and failed to provide better benefits and compensation. Employees started to look out for jobs that provided them better opportunities to grow and upscale their existing skills.

Freelance over 9 to 5

Millennials and Gen-Zs opt to work remotely as they don’t want work to consume their life. With technologies evolving to lead a comfortable life, travelling, working on the go where they can accommodate time for friends, family and their priorities are not just preferences anymore. They would not want their work schedule to have control over their personal life. Young employees choose to offer their expertise in multiple projects at a time through freelancing than sticking on to a single full-time job avoiding fixed office hours and having a say in deciding where to work each day.

What can companies do to retain employees?

Hearing your people’s concerns

Businesses now can extend their horizons through borderless recruitments so finding new & rare talents are not a challenge anymore. Rather, making them stay with you is a completely different story. So what should you do to make them stay? LISTEN. When finding difficulty to deal with challenges, sit down and have an honest talk so that you can work on a mutually beneficial solution.

Performance recognition

Managers must value and give credit to performance rather than favouring selective candidates. In a study, remote workers were less likely to be promoted although they were over 13 percent more productive. The performance management technologies need to improve the metrics based on which employee performance is measured.

Not just promotion

With work flexibility becoming a key feature in employee retention and engagement, digital learning will open new doors to upscale skills & open up opportunities for remote workforce. The great resignation has forced companies to provide growth opportunities to their employees to be in tune with the changing demands. By creating new learning pathways and career development opportunities, companies can employ experts well versed in their fields who can in turn contribute to their growth.

Analytics & AI for the better

Companies must use better metrics and predictive technologies to better assess resignations and inform before layoffs under critical situations. Employee preferences have changed over the years which means it is time to assess and reconsider terms and means to retain your employees. Predictive AI technologies should be implemented in banks to find causes and understand the employee’s resignation.

When people choose to relocate to a lower-cost location, how much should they earn? Who will take up the cost for the home offices? Should stipends be given to workers commuting to big cities? How to monitor and ensure that people are doing their jobs? Will the remote workers be a cultural fit? Will remote workers get the same promotions, benefits and salary raise as their in-house peers as they spend less time in the office and are less visible? Do your research before you hire a remote team or choose an outsourcing firm like Centizen Talent Hub.

You might ask why centizen? Well for beginners, you need not worry about any of the above-mentioned challenges as we at Centizen Talent Hub would take care of everything from recruitment to onboarding all in a single fee that includes the developer salary. There are no hidden costs involved. Everything from salary, benefits, leaves, vacations, workstations and performance monitoring will be taken care of by our dedicated team. We provide you flexibility in scaling your team size at any stage of your project development. You can have a team of developers, testers, project managers having expertise in any technology you name it. You are free to end the collaboration with us at one month’s notice. In total, you will have the most hassle-free hiring experience ever with partnering with us.

Final Thoughts

The pandemic amplified existing trends in remote employment, resulting in a 25% increase in people switching jobs. As a result, businesses are looking for innovative ways to attract devoted and easy-to-retain employees. Hiring offshore developers who are equally brilliant as the in-house staff has opened up new opportunities for firms, as recruiting fresh hires locally may be difficult. Connect with Centizen Talent Hub to discuss your needs, and our staff will take care of the rest. We can assist you in assembling a dedicated team of Indian Developers of any size and essential responsibilities to meet your company needs while significantly decreasing the recruiting time. India, the world’s second-largest talent pool behind the United States, has tremendous digital and technology delivery skills at an acceptable price range.

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True Cost of Hiring developers – India Vs other Countries

By 2021, The development costs of the IT outsourcing industry are set to exceed 359 billion dollars. As of present, there are hundreds of outsourcing centers throughout the world, each focusing on distinct characteristics such as cultural and linguistic compatibility, political scene, and so on. Keeping this in mind, the increased demand for software talents, and the means to reach out to offshore teams rather than being a modern approach has become a necessity to meet such demands.

Cost of hiring developers in the US, UK, Germany, Netherlands VS India

Hiring developers in the US, UK, Germany, and Netherlands inclusive of taxes is as follows.

In the US, a mid-level developer’s payscale is around $1,57,575.

In the UK, the cost of hiring developers is around $82,200.

In Germany, the developer cost is around $97,400.

In the Netherlands, the cost of hiring a developer is $95,671.

In India, the cost of hiring developers with Centizen Talent Hub will cost $13,160 – $26,400.

The estimated amount includes the developer cost, tax fee, and Centizen fee. And so, no extra time is needed to analyze the tax system of India.

Cost of Hiring developers in the US, including taxes

The United States delivers the most expensive offshore developers, as it is home to influential tech giants like Google, Amazon, Apple. To get an in-depth knowledge, a software developer from the metropolitan San Francisco Bay Area, with mid-level skills will cost you around $157,573. On average, hiring software developers will cost $140K-$175K/year, including taxes and benefits. So, the whole hiring inclusive of all comprises 70% of net salary and 30% of taxes and benefits based on the varying tax rates in the US. The Internal Revenue Service(IRS) supervises the employer’s payments with additional charges like federal withholdings, worker’s compensation along with pivotal charges like

Supplemental Wages – 3.2%

Insurance – 8%

Annual Leave – 7.1%

Pension and Savings – 3.8%

Legal Benefits – 7.6%

Cost of Hiring UK software developers including taxes

The UK is a world leader in producing tech giants followed by the US and China. The UK is home to more than 77 technical companies valued at over 1 billion dollars. The UK developers are the second most expensive hires based on their expenses, benefits and taxes. Focusing more on tax, the after-tax annual developer cost is enormously overpriced than the actual net salary. 35% of the annual salary comprises taxes, Insurance, and other legal costs. Looking out for a region, In London, the Cost of Hiring developers for mid-level engineers will cost $82,220, and the cost structure has 20% of Income Tax, 12% of Insurance, and 3% of Pension amount. Exceptionally, UK employees have the right to a tax-free allowance of $14,100, i.e excluded from the annual income.

Cost of Hiring German software developers including taxes

With cutting-edge technology, Germany is one of the software markets toppers and ranks second in setting up tech industries in Europe. Amidst the pandemic, Germany’s IT revenue has a steep increase to almost $107,188,975 in 2020. And so, developers demand high pay despite the low cost of living. Hiring German software developers costs between $79,500 – $91,200 per year inclusive of taxes. Approximately, 44.8% of developer costs consist of taxes and insurance that need to be paid by an employer. The tax structure of Germany includes Personal Income tax for 14%, Pension Insurance 9.3%, health insurance 7.3%, accident insurance 1.25%, church tax 9%, and many such taxes based on age, location, etc. Depending on the marital or civil status, German employees have a right to a tax-free allowance minimum of $10,610. On the whole, Germany has 30 types of taxes that vary between 14%-42% of the taxable income.

Cost of Hiring Netherlands software developers including taxes

The Netherlands has around 60% of IT industries on the Forbes 2000 list, including Cisco, Oracle, Google, etc. Netherlands is responsible for generating job opportunities, attracting new talents and is considered Europe’s favored tech spot. Including taxes, hiring a junior software developer costs $53,260, a Mid-level software developer costs $89,811, and for an experienced software developer, you have to pay around $101,135 per annum. The Netherlands has 3 tax boxes, each covers specific criteria. The tax account includes pension funds of 5% with a holiday allowance of 8%. The tax rates vary upon the annual salaries, like 37.35% for salaries up to $77,540, and those who receive much higher pay have a tax rate of 49.5%. To attract outsiders of the EU, the Netherlands fosters 30% of the number of their annual salaries as the tax-free amount. But, this rule is applicable only for employees with at least $42,720. This implies that there is a shortage of local talents in the Netherlands.

Cost of hiring Indian offshore developers – Centizen Talent Hub

In 2021, India is considered one of the most reliable outsourcing countries and contributes 8% of India’s GDP. 65% of outsourced jobs are held by India, and the percentage is still rising. With the rising percentage, 57% of the businesspersons believe, recruiting Indian developers has helped achieve their goals efficiently. Well, these Stats are more than enough to prove how profitable hiring an Indian offshore developer isCentizen Talent Hub is an offshore recruitment firm that actively recruits Indian offshore developers through the dedicated Team model. With Centizen Talent Hub, hiring

Junior level software developer – $13,105.

Mid-Level software developer – $26,290.

Senior-level Software developer – $39,440.

Apart from the developer fee and Centizen Talent Hub fee, no additional charges are associated when you set up a team with Centizen Talent Hub. Centizen Talent Hub also provides replacements for considerable reasons.

Final Thoughts

Working offshore still to-date is not acceptable by every firm and raises concerns. In addition, hiring offshore development teams their costs are determined by experience, background, location, living expenses, taxes and benefits. Comparing the topmost hiring platforms expenditure, the Cost of Hiring developers in India is comparatively low to the US, UK, Germany, and the Netherlands. And that’s why Centizen Talent Hub hires Indian offshore developers for a vast pool of qualified teams at moderate prices. Thus, we’ll save your money with the guaranteed high-quality-end developer to develop world-class products.

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Centizen Guide to Manage Remote Teams

A sudden shift in the Remote Work Culture has pushed businesses to manage remote teams for the first time. Managers found it a challenge to monitor and ensure employees are being productive, focussed and aligned. It is always preferable to establish a strong remote work culture, policies and training in advance, to avert predictable crises in the near future. There are other aspects that need to be addressed and established to manage remote teams effectively and keep them engaged, creative and contributive to the overall productivity and success of the organization.

Challenges of Remote work

Managers must be aware of the challenges employees might face due to this sudden transition from physical offices to work-from-home culture. It is expected of the managers to be more empathetic towards their team members to nurture, guide and support them. Otherwise, even experts may experience rejection in job performance and engagement. Challenges include

Lack of personal supervision In physical offices managers conduct face-to-face meets and get updates on how much work is complete and what is left to be done. But with remote teams that is not feasible. In remote work, the management cannot spend time monitoring each employer like in-house work mode. This becomes a hurdle especially if they belong to different time zones.

Lack of access to information Managers find it difficult to get information about the ongoing projects as and when required. Moreover, as teammates cannot meet over coffee breaks or lunches, they fail to catch up on little details or sometimes they miss important information. This may create a feeling of isolation and leads to mental illness.

Lack of trust Before the pandemic hit, businesses were skeptical about allowing employees to work from home because of the doubts related to productivity. Even now, when almost all businesses have followed the remote work culture, managers have trust issues. Even today there are few managers who believe that employees who work more time are more productive. In that aspect, how can that manager believe the employee who completes the task in less time remotely?

Social isolation Loneliness and isolation are the most common issues in remote work. Employees miss the informal social interaction of an office setting. At the office, when an issue occurs the team members come together to solve the problem. Whereas in remote work culture, issues often go unnoticed. This may reduce the team spirit at the time of trouble.

Distractions at home Not everyone can work at peace all the time at home. With daycares and schools shut down, parents might have a hard time looking after the kids and taking on the regular chores while working. There may be people who are primary caregivers to aged parents and children with special needs. Moreover, technology may trip you as your phone coverage and internet speeds may not meet the requirements of your job. So employees must make sure they have access to the right technology.

7 Tips to manage remote teams

Daily check-ins Managers can have daily check-in meetings to have updates about the ongoing projects, remind employees about the goals, and unwrap the challenges and issues faced in the current assignments. It helps managers to keep track of the performance, work completion and estimated time for work to be completed. Check-in meetings encourage employees to set personal goals, perform efficiently and can get feedback on a regular basis. This may increase the level of engagement since employees feel monitored and accountable. Managers also feel involved in their team’s performance and have an edge where they can correct any issues on the spot before it is too late and gets out of hand.

Use of technology and tools When team members are distributed across the globe, managers might struggle to create a sense of oneness among the team. To encourage interpersonal connections and to brainstorm with your team, leverage technologies like Zoom, Microsoft Teams, to mimic physical office experience. To provide a centralized place for communication and document sharing, make use of online cloud-based management tools. This results in high productivity to manage remote teams without any financial costs. File sharing tools help collaborate, share, and access documents anywhere, anytime. Some examples are mentioned below:

Figure out and delegate responsibilities When each employee is assigned a particular task and is held accountable, it is less likely they mess that up. The sole responsibility of a manager is to identify who is best suited for a particular task and assign the work accordingly. Delegating tasks helps employees to upscale their skills and prepares them for their future. It makes the workload more manageable and takes the load off the shoulders of the manager. Choose the person who is best suited for the task, explain why you are delegating, provide the right instructions, resources and training, and always appreciate their efforts.

Focus on outcomes, not the activity Mentor more than manage. To get the best out of your team members, let them know the final picture of the output and allow them to freely work in their own style. Instead of tracking the performance using trackers, it’s much more important to focus on the end results. Micromanaging employees implies that they are not trusted enough and this causes stress and dissatisfaction at work. Trust your employees by assigning them work and holding them accountable at the end. All you need to do is make sure they have all the resources they need to complete the assigned work and empower them. Empowered employees are more productive, creative and focussed so it paves the way to manage remote teams easily.

Establish Rules of Engagement Employees are more engaged when they know what to expect and when to expect. Managers must make it clear about the ideal timings and frequency of communication with their teams. Set a regular time for check-in meetings so that the team members are ready with information to share with managers. Schedule video conference meetings weekly or bi-weekly for in-detail information sharing about ongoing assignments. Managers must also make sure they are available for their teams for clarifications or resolving issues when required. The agenda, schedules and medium of meetings are decided well in advance, it becomes easier to sync everybody’s time zones and availability for a meeting.

Provide opportunities for remote social interaction With the remote culture rampant everywhere, employees are suffering from the feeling of social isolation as they miss their regular chit-chats during coffee breaks, after-work dinners etc. Managers should make it a point to create opportunities for the team to come together virtually. Teams can meet virtually over coffee or lunch or can drop in before a meeting starts to have a casual conversation. Online channels for non-work banter like discussing what people are binge-watching can be created. Games like Trivia Night and Bingo may be played online or employees can meet in virtual book clubs and resource groups.

Offer encouragement and emotional support Managers should also look for opportunities to celebrate work milestones and appreciate high performers virtually. Research shows a leader’s mindset and behaviors drive the moods and behaviors of everyone else. When a manager has high emotional intelligence, it reflects in the work culture and environment of their team. So managers should be mindful of the team members’ stress and well-being. One of the primary responsibilities of a manager is to motivate and inspire the team members by constant communication and appreciation. Various social activities and team-building exercises can be conducted to improve the feeling of oneness and belonging. The efforts and performances of all the workers irrespective of the hierarchy should be acknowledged to offer encouragement.

Communication Tools – Slack, Krisp, Troop messenger

Video Conferencing Tools – Skype, Zoom, Appear.in

File-sharing Tools – Google Drive, DropBox

Project Management Tools – Basecamp, Jira, Trello

Time management tools – Time Doctor, Toggl

Final Thoughts

Managing remote teams successfully does not rely on strict schedules and micromanaging but lies in empowering the team to achieve greater results. When the team members are happy and stress-free in their remote environment, they produce better results. Creating opportunities for team bonding and showing empathy ensures the well-being of the employees. The managers must allocate appropriate tasks, provide the necessary resources and tools, offer freedom to execute the tasks and appreciate their efforts to build a high-performing remote team.

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Tips for Building Remote Teams Efficiently

As more and more businesses begin to work remotely, the way people and the business should work is shaped by technological experiences. Building remote teams for your brand allows you to hire top-tier developers who can work for you from anywhere. Data shows that 80% of the workforce feel less stress and prefer to work remotely than in-house. This means that remote teams permit you to find talents for a productive approach. Here are five best practices to consider before building remote teams for your organization.

Rules for Building Remote Teams

1. Fix the remote team’s structure

Each company has its own way of building remote teams, before recruiting you have to make sure you and your team are on the same page and that your teams’ understand their roles, responsibilities & have defined deadlines. You have to decide if the entire team will work remotely or you need in-house management? Do you want to hire from the same location or open to include a diverse team? Will the teamwork remotely every day or spend a few days at the office? Later choose the best structure that suits your organization. While building remote teams and their structure, prepare contingency plans and a risk management strategy to deal with further catastrophic consequences.

2. Take some time with Recruitment

Studies show that building remote teams has tremendous growth in the productivity of an organization. The profitability and productivity are highly based on employee ethics, skills, discipline, culture, etc. Take more time in assessing the candidate. Hire a candidate who has displayed skills like collaboration, communication, time management, organization, accountability, etc. This is because remote employees need to be much more autonomous. With proper scrutiny, you can hire the best candidates for your organization, else you can invest in a remote hiring company to hire the perfect match for your industry.

3. Establish Clear Guidelines and Expectations

Optimizing for maximum productivity needs guidelines including understanding your organization’s expectations, workflow, priorities etc. Here are some examples of how to set company objectives and goals for your remote workforce. It includes working hours, tracking performances, task documentation, team goals & target and performance. Make sure the team knows who monitors and manages issues should they arise, how and when to communicate it with their team members. It is not a stretch by far to say the biggest bottleneck in the remote work system is miscommunication. To overcome, building remote teams effectively there use proper tools for communication and collaboration.

4. Tracking and Trust

Tracking a sensitive topic indeed needs to be balanced simultaneously with accountability for longer productivity. Remote workers can feel disconnected from their teams when there is no response or when working on critical projects. This issue can affect the work quality. So while building remote teams it is important to plan for tracking the work progress. To maintain accountability and supervise the performance, use time tracking tools like Hubstaff, Timedoctor, Proofhub to monitor and confirm they are on the right path. Instead examine employees’ abilities, motivate them, make them take responsibility for their results, analyze their performance based on the output, set a framework on how you want, and encourage them to move based on the framework.

5. Focus on Mental Wellbeing

Isolation is one of the major downsides of building remote teams. If the remote employee or the organization hasn’t been tackled from the start it may end up in serious consequences of the employee’s mental health. Taking care of the remote team’s mental health is not an individual responsibility, it is a team’s responsibility to ensure the mental well-being of all the team members. Here are a few tips to follow and implement: Firstly recognize the issue earlier, ensure an open talk and build open culture. Secondly, support your teammates so that team members come up with new ideas. Create a strong remote work culture that reflects practical steps for mental wellbeing.

Final Thoughts

Research on remote workers reports states that remote employees are 40% more productive than in-office employees. However, without good management principles, you may fail in organization productivity. Thus, businesses are looking for end-end solutions in building remote teams, and Centizen is an offshore platform that helps you to find the quality remote worker for your organization based on the job requirement.

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How to align remote teams with Brand Goals

Before the pandemic, almost 60% of companies were skeptical about remote work. Employees were allowed to work from home occasionally. But now, most tech leaders are switching to remote work & opting for remote teams with 81% reporting that Covid-19 has changed their perspective on the remote work culture. Remote work has concerns in terms of impaired communication, lack of employee engagement, and lack of direction while demanding strategies should things go south, trust in your team to get the work done. However, businesses could make sure that the remote teams are in alignment with the organization to make things easier at both ends. 

Reason to align remote teams with organizational goals is important.

Making sure your employees understand and meet the organization’s required goals where the goals are also set to mutually benefit both the company and its employees ensures a reliable working system. This helps the employees work towards the common goal who understands that the businesses goals and successes are not any different from theirs. According to Harvard Business Review, 95% of employees are unaware of their company’s goals and others do not know of ways to achieve their company’s intransigent goals. Most employees felt that their upper management does not clearly clarify the objectives to them. Having said that, businesses still need to communicate their goals to their workforce to make sure everyone is on the same page.

Set S.M.A.R.T Goals

SMART stands for Specific, Measurable, Achievable, Relevant and Time-bound. Let’s look at each of these aspects individually.

Specific: You should be particular about the exact result you want your workforce to achieve. For example, XYZ is responsible for bringing $20,000 in sales by the end of the first quarter.

Measurable: You should be able to monitor whether your employees have reached their goals. There must be some defined metric followed to measure the progress towards the attainment of a goal. For example, Team A will increase traffic to ‘ABCcompany.com’ by 40% by the end of the first quarter.

Achievable: Before setting a goal it is important to make sure the goal is attainable and is not unreasonable. Past performances of employees must be kept in mind before setting the goals. For example, ABC will secure 10 new clients for Company X by the end of the first quarter. If ABC had secured only 3 clients per quarter, then this goal might not be possible to achieve.

Relevant: Does the goal align with the company requirements over a given time period? For example, 4 team outings need to be planned for the first quarter. If nurturing company culture is not the need of the hour for the first quarter, then this goal might not be relevant.

Time-bound: The purpose is to create urgency. A clearly defined time limit, including a starting date and a target date, can be set in order to determine whether the goal has been achieved. For example, the HR team has to hire 25 candidates by the end of the first quarter.

2. Set Clear Expectations

In-house teams work in shared spaces and have a lot of chances to have conversations about the goals of the company as in-person meetings are often conducted. But remote teams are more focused on work completion on a daily basis. Day-to-day work is communicated by their team leaders and they have fewer chances to talk about the vision of the company. Try setting clear targets on what to achieve so that employees may schedule their tasks well in advance. This will give them a clear view of the big picture and how their work is going to contribute to it.

3. Regular Communication With Employees

While managing remote teams, there are a lot of hurdles like time zone differences, less communication, lack of engagement, etc. To overcome these hurdles, businesses have a lot of tech tools to align remote teams. They include project management tools, communication tools, time zone calculators, and more. Whenever a meeting is scheduled, team members may join in before a few minutes to have casual conversations. This can keep your employees engaged, function normally and boost productivity.

4. Encourage Personal Development

To have more engagement at the workplace, a business must clearly care about its employees’ personal development. When employees get an appreciation for their work, it leads to higher performance which increases the business profit. This in turn contributes to a healthy work culture. To set high standards and goals, employees must possess all essential skills to achieve them. Encourage the employees to upscale their skills and build strategies to accomplish the goals. Businesses must take initiative by organizing technical workshops and personality development programs for employees to improve their skills.

5. Review and Adjust Your Goals

Just setting great goals and forgetting about them wouldn’t help. You need to review the plans you made and evaluate the progress of your organization. It is important to build a tracking system to monitor how far we are from our goals. Look into the past to find out what has or has not worked for your business. Based on that, update your action plans. Businesses need to regularly evaluate their resources like capital, knowledge, and skills and make sure they are enough to help them achieve their goals. Finally, evaluate your goals to ensure they are still attainable given the current situations. If your goals seem out of the realm of possibility, feel free to readjust your goals and strategies needed to achieve them.

Final Thoughts

As the world has shifted to the remote work culture, it is high time for businesses to align remote teams by setting goals that will give them a clear direction and keep them focused. They must make the team members realize their worth and how their performance directly contributes to the organization’s success. The goals of the company must be clearly communicated to all the employees. Businesses should make sure the goals set are achievable and all the resources and skills required to achieve these goals are available to the workers. Employees must be encouraged to upskill themselves and strive hard to work towards the vision of the company. In case the goals become impractical due to unavoidable situations, never shy away from reviewing and modifying the goals.

Empower your remote hiring process with Centizen Talent Hub.

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How pre-vetted candidates are minimising recruitment costs for organisations

Recruiters around the world are on an endless hunt for the ‘Top Candidates’. However, in this post-pandemic where remote jobs are now a thing, hiring candidates for both In-house and Remote teams was. With the Work From Home culture coming into the frame, companies no longer shy away from hiring remote talents across the globe. But the million-dollar question is ‘Which one of these hiring methods is more cost-effective?’ This blog will walk you through some of the ways to lower recruitment costs, compare in-house hiring and pre-vetted hiring and which hiring method would be the best fit.

Ways to Lower Recruitment Costs

Optimize your company career portal

The recruitment costs and the hiring time can be reduced with clear information about the job role. A career portal must have content that is relevant which includes salary, benefits, job roles, responsibilities, information about the company, company’s vision, etc. In order to optimize your company site:

Make sure job seekers find it easy to locate the careers page on your company website

Build a mobile-friendly career site. A clear CTA for easy access to the job application page.

Provide links to your social media pages so that passive job seekers can keep in touch.

Recruit via Social Media

Posting jobs on major job boards may cost as much as $400, but the reach is not as much as on social media sites. As Millenials and GenZs are more active on social media, posting job requirements on such platforms reduces the recruitment costs and reaches more remote job seekers. Facebook and Instagram for instance allow businesses to post ads to promote their brand. Promotions can include videos, blog posts, infographics, how-to guides, etc. which may attract your dream candidates. These channels could also be used to post ads for open job positions that would attract some of the high-quality talents and followers of your brand profiles. Job posts can be in the form of attractive posters with appropriate links leading to the career page of the company website.

Tapping into internal talent pools and employee referrals

Most companies look outside their base when they need to fill top positions. Due to this, the in-house talents are underutilized. Instead, companies can promote employees who are already working in their organization. Existing employees are well aware of the company’s environmental practices and day-to-day demands. Since they are aware of the company culture and departmental demands, they would blend into the new position with trivial friction. This can bring in more candidates who would be the best cultural fit for the company and hence improve employee retention. They also will be able to use all the knowledge they have gathered over the years to work for the higher position which saves the recruitment costs and hiring time of the company.

Create strategies to reduce employee turnover

By promoting existing employees to higher positions, they can be retained for longer periods of time. This will in turn save recruitment costs in the long run. So it is important to keep the existing employees under the radar by continually monitoring their future goals and preferences. Those employees who want to rise to higher positions in the company may be provided a chance. This would surely reduce the employee turnover rates.

Use digital interview to minimise recruitment costs

Hiring costs can be reduced to an extent by leveraging technology for the purpose of hiring. Digital interviewing can be done through career portals, mobile recruiting, online assessments, recruitment through social media, etc. To identify candidates, companies may make use of social media pages like Twitter, LinkedIn, Facebook, and Instagram. Job requirements can be posted on social media platforms. Digital Interviews could be either one-way or two-way. One-way interviews provide the candidates with some predetermined questions which can be answered and recorded by the candidates. These responses are sent to the companies where recruiters can evaluate on their own time. Two-way interviews are conducted live over video calls. Conducting interviews digitally can save a lot of time and costs for the company since the HR team need not involve seniors and schedule interviews for days.

In-house recruitment Vs Third-party recruitment

Cost

When in-house recruitment is chosen, the costs may include Application tracking system costs and salary for the HR department. When a third-party recruitment partner is chosen, costs will include the agency fee which will be included in the candidates’ salary.

Quality of candidates

When companies hire local talents, the quality of candidates can be easily assessed during direct interviews. With remote hiring, Talents go through a series of assessments like screening, technical assessment, background checks, communication skills, etc. Only a few candidates will make it to the final round. So the talents that are hired through talent acquisition platforms belong to the topmost skilled candidates.

Time

In-house hiring may include screening process, interviewing, background checks, onboarding process which is all time-consuming. But in remote hiring, the HR team searches through multiple platforms and checks their talent before hiring. If an organisation invests in a Remote Hiring Company, they will analyse the job request, source the pre-vetted talents and provide the best match for the role. So the time to fill a role is comparatively less.

Talent Pool

With in-house hiring, there is a lot of competition among the top companies to hire top-notch talents from nearby locations. So when senior specialists are required, companies need to face talent shortages. But in remote hiring mode, companies can hire talents beyond the borders. So companies get access to a near-infinite reservoir of candidates.

Work interruption

With local teams, there may be many causes for delays in work like unexpected sick leaves, vacations, and layoffs. With remote teams, members are focused on delivering the project within the deadline. So, even if remote hires tend to leave the company for unknown reasons, talent acquisition partners would provide a replacement so that work doesn’t get disrupted at any cost.

Which one to choose?

Having given all the pros and cons of in-house hiring and pre-vetted hiring, now it’s time to decide which one to opt for. Choosing any one of the hiring types won’t help reduce the recruitment costs, but striking a perfect balance between the two will. It is better to opt for in-house hiring when top management positions are to be filled and cultural fit is your top priority. If you want to find the right candidate for the job position you can find the talent from remote hiring solution partners. Pre-vetted talents are highly useful when you are about to scale your business and want to fill multiple positions with fewer recruitment costs.

Final Thoughts

Having an in-house team or a remote team, both come with their own pros and cons. The success lies in choosing the right team based on the project scope and duration, the budget, and the current requirements of a business. The responsibility lies on the shoulders of the recruiters to analyze the requirements and decide on what kind of team is to be brought on board. This can be made possible if their HR team works hand in hand with a talent acquisition team. At Centizen Talent Hub, our staffing team will search for the perfect fit for your company by actively hiring experts based on your job requirement with lower recruitment costs. All you have to do is tell us your requirements and watch our team match you with the best technical talent.

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Team-Building Exercises for Remote Teams

In-house teams spend hours together sharing the same space, rushing to the same meetings, brainstorming, overtime during deadlines, sharing responsibilities, overcoming conflicts, team dinners, shared coffee breaks, etc. This helps teams build a strong rapport on common ground among team members, the experiences they share that are nurtured through empathy and shared emotional intelligence. Now, as businesses have transitioned from in-house work culture to remote work culture, the common question is how teams are maintaining the same rapport when separated by locations and different time zones? Well, thanks to technology! There are a lot of virtual team building exercises that can help Remote teams to build trust, create engagements that lets the team connect with each other. When the team members get along, everyone is happy to lend a hand whenever one of them is in trouble. A well-bonded team excels target productivity and overall results.

Key Benefits of Remote Team Building Exercises

Working remotely can make one feel isolated and lonely. When team members have a good bonding between them they feel empowered and have people to turn to during adversities.

Helps build a strong company culture that in turn improves team communication.

Creates a sense of togetherness that improves employees’ mental health and well being.

Team bonding helps the team to complement each other at work since each of them know their strengths and weaknesses. This results in better collaboration.

Let’s look at some practical Team building Exercises for Remote teams

1. Socialize over an unofficial group chat

All the teams may have a number of official groups in Skype, Teams, Zoom etc to collaborate on anything related to work. But getting to know the team members beyond working hours helps the team to know each other better. These groups can be used to wish each other on their birthdays, anniversaries etc. They can also share pictures of their outings, their pets, or anything exciting. Commenting on pictures and having a non-work related chat about them will create a bond among team members. It may also help them understand what’s going on in each other’s lives.

2. Virtual Ice breakers

Virtual icebreaker questions and activities can be used to know your peers better. A number of questions can be prepared which would be asked to each employee over a video call. Each person would be given some timeframe to share their concerns. The questions could be simple. Some examples are:

How long have you worked from home?

Work-from-home or Office?

On a scale of 1-10, how good are you at remote work?

Coffee or tea?

Your best vacation spot?

Which aspect of your personality do you value the most?

3. Remote workshops and learning sessions

Teams can be brought together over workshops that are fun and interesting. It may be on topics that are not related to the professional world. It may include DIY, cooking activities, painting, learning new languages etc. Make sure the topics are chosen based on the interests of the team members. It is not necessary that everyone attends every workshop. It may be left on the members’ choices. These workshops should be aimed to create a feeling of oneness. You can also collaborate with websites that provide various webinars or fun activities for remote teams. Virtual book clubs and virtual workout sessions are other options of remote team building exercises.

4. Online games

Playing games with your remote team members may help them collaborate and engage them better. Here are some suggestions:

2 truth and 1 lie- Each member may be asked to tell 2 truths and a lie. Now, other members must find which one is the lie.

Draw a picture- a picture can be drawn based on the suggestions of the team members and finally see how close it is to the original.

Bingo – It is a common game that is a whole lot of fun.

Charades-One person has to describe an object or topic using signs and others have to find out.

Friendly challenges-Example: Fitness challenge

5. Meeting coworkers through virtual coffee sessions/Lunch or Dinner

Remote teams may be made to meet casually over a conference call on a tea/coffee break or dinner. The idea is to recreate the in-office coffee breaks where employees bond over shared interests and thoughts. Normal teams meet over dinners after work to bond personally. But remote teams cannot meet their team members in person. So a virtual lunch or dinner can help them discuss their families or personal likings over video calls. Each member can prepare or order something special, dress up, and join a video conference to have a quality time with their co-workers. You can make it more special by surprising your team members with a surprise food delivery.

6. Live remote co-working

In a physical office, people login and start working. They can see their teammates by their side. It gives them a sense of belonging, accountability and focus. This can be recreated virtually over a video call. The team members can log in and join in the video call. They can see their team members in person and have casual conversations just like they do in the office environment. This will help build true connections and hence improve company culture.

Final Thoughts

Like physical offices, remote teams do not spend quality time with their teammates over coffee breaks or dinners. They have a hard time to feel connected to their colleagues or the company. It is the need of the hour to encourage team bonding that will enable them to combine their strengths and talents for the betterment of the company. So it is high time you invest in remote team building exercises to create happy, engaged and productive remote teams.

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Remote Hiring is redefining hiring, industry post-pandemic

The COVID-19 epidemic has transformed recruiting, by completely altering the global workforce. With digital talent acquisitions, the interview processes have gone virtual, and employees prefer working remotely. Over 10 million people around the globe opt to work under their roof and the pandemic has reinstated this in a more clear fashion proving its feasibility. This article digs more into the remote workforce, its pros and cons, and the way it is changing a steep difference in the hiring industry. After the pandemic, industries are getting back to a new normal with a question: should they once again open their doors? The epidemic has permanently altered the global workforce; now, every employee prefers to work from home. The hiring industry is now recruiting remote workers by screening and onboarding candidates virtually.

How is the Hiring Industry changing conventional hiring with the novel Remote Hiring?

Interviewing and Onboarding

There are some guidelines to follow while conducting remote hiring: Talk about company norms and how remote work is handled, Create a standardized system and schedule interviews, Conduct free from destructive virtual interviews, Email interview call letters and virtual meet link, Treat virtual meetings as same as an in-person meeting.

Branding and Advertising

In traditional recruitment, hiring talents is done by advertising through local Job boards, fliers and referrals. But as opposed to conventional hiring, remote hiring focuses on assessing the global talent pool. Employers’ brand name and reputation have a direct impact on attracting the top candidates. Branding however attracts more customers not so much as employees. The brand also shows the industry culture that might be favored by experts to focus on when you are open for recruitment. When it comes to online advertising, the hiring industry should publish a job post with a remote specific job, not a local specific location. If you haven’t done this properly you may miss out on great employees.

Candidate Assessment

With the advancement of digitalization, the hiring industry recruits candidates with help of collaboration tools like Zoom, Skype, Google meet and more. For evaluation, online assessments and computer-aided examinations are done to minimize time and effort. With these advancements in technology, recruiters find it simpler to communicate, evaluate and hire top talents across the globe. From screening to documentation, signature, onboarding everything is done through virtual platforms.

Time management and Skill Testing

In the world of remote work, supervising remote teams is no easy feat. The hiring industry validates a candidate with pre-screening, skill-testing such as problem-solving. Time management is done to evaluate their level of excellence to pursue a career as a remote worker. In profile testing, companies will look at candidates’ profile history to predict their performance, work style, social cohesion level to decide whether to move with the hiring process or not. To be more effective in the recruitment process, have a keen observation of their skills and personality for better productivity.

Communication

The active environment and face-to-face meetings in the traditional mode let employers clearly understand the concept, goals and objectives of the company. So that the candidate is aware of company norms, team aspects and work culture. When it comes to remote hiring, there may be a lack of communication which leads to misunderstandings. To compensate for the absence, the hiring industry prefers collaboration and communication tools to coordinate the hiring team, the employers and the candidates are all on the same wavelength and time. Email is the most used form of communication in the remote hiring process. But to make it more realistic, voice and face-time applications like Slack, Zoom, Skype, Basecamp, Jira, etc. are developed to eliminate the thought of separation.

Onboarding

For employers, this is a valuable time to build strong remote culture through sharing companies’ attitudes, methods, tools, and the employee’s role in the new environment. When the technology catches up with the onboarding process, paper- works are made easy with e-signature services.

Final Thoughts

Hiring lies at the core of any business, but after the pandemic situation, industries practice themselves to hire candidates globally with remote work options. The right technology makes the hiring industry revamp a streamlined remote recruiting process. There are many challenges that occur while hiring a candidate through virtual platforms to eliminate these hurdles, Centizen talent hub, hires talented developers to navigate any challenges and opportunities along the way.

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Best Remote Management Tools

Up until a few years ago, remote work was considered unreliable and was offered minimum wage; recently with the pandemic threats & collapsing economy, it is becoming a full-time career. As a business, you should manage teams when you are good at what you do back by taking risks and actions whenever required. Your brand may have several teams collaborating effectively under guided leadership. Stay up to date on projects by communicating with them regularly and checking if they have the necessary tools and details to handle the team. This raised questions and challenged credibility, context, reliability but powerful collaboration tools are now empowering people to explore the unexplored as of now. We’ll talk about the best remote management tools that manage a remote development team.

Effective management of Remote Management Teams

Some key points to manage the Offshore development team are,

Explain the project goal and make sure the team is on the same page as you. Context over communication delivers desired results.

Make sure the team works collaboratively to reduce stress and anxiety.

Swap work schedules among the team to overcome time differences.

Maintain and monitor a work log to keep track of the performances.

Have face-to-face chats often during brainstorming sessions to get familiar & understand how your team works out the knots.

WorkSpace for Remote Work Culture

By 2020, the world froze and had to resort to a remote workspace overnight. To cope and continue with the new normal, organizations had to find a way to strengthen remote performance without compromising user and client experience alike. To navigate this setup without additional issues remote teams had to feel connected and the only way to establish a productive environment is through setting up a flexible, creative remote workspace where teams could understand what was going on with their team members. Google Workspace and Microsoft Workspace are considered as one of the best remote management tools for data handling, FIGJAM for creatives, Zoom by educators, etc made it feasible.

Google Workspace

Google had been an innovating tech leader so their cloud-based workforce formerly known as G-suite was easily integrated into workflows by most tech organizations. Additionally, Google specifically renamed it to Google Workspace as they claimed that ‘work is no longer a physical place’. Remote employees are working with their employer, clients, teams for discussions, knowledge sharing backed by a strong team culture. Google workspace ensures security, and data privacy integrated with Calendar, Google Docs, Google Sheets, Google meet, Vault, Work insights, etc to collaborate with your team effectively.

Microsoft Workspace

With Remote work implementation, organizations are facing the challenge of finding a reliable way to connect, collaborate and manage their works. Similar to Google workspace, Microsoft’s Workspace allows employees to customize My Workspace based on the team’s requirements. My workspace features include creating Folders to organize, saving searches, creating a dashboard, etc. Microsoft Workspace collection includes Word, Excel, Outlook, PowerPoint, and OneNote. Microsoft 365 increases the production level and reduces the malware and intrusion risks.

Collaboration Tools

Whether it is for in-house teams or offshore teams, communication is the key to getting the work done effectively. To subdue this issue organizations use mail, chats, video calls, virtual chat rooms and conferences to help the team understand the project very clearly and collaborate effectively. Here are some highly recommended remote management tools to ensure seamless communication between teams.

Slack

Slack is a faster, better organized and more secure way to communicate with your team. Slack is a messaging app for businesses that connects people to the information that they need. By bringing people together to work as a unified team, Slack transforms the way that organizations communicate. Slack enables creating team conversation into projects, teams, and topics. The pricing of slack is $6.67-$12.50/monthly with a free limited option.

Troop messenger

Troop Messenger, an Indian app for professional communication rivals Slack helps businesses to chat, meet, call and collaborate. The platform allows sharing files, audio-video conferencing, and much more. The troop is preferred when privacy is of concern. Since it possesses a low-complexity interface, teams can migrate files between teams, track or monitor the progress for businesses based on multi-locations. The price of troop messenger is up to ₹500 users/month.

Video Conferencing Tools

Whether it is in-house teams or remote teams face face communication holds more value than a text that conveys everything in detail. With video conferencing, you can get your teams and clients on the same page as you. Video conferencing platforms are one of the needed remote management tools to provide a collaborative atmosphere between the employees from multiple locations. Since video conferencing performs 30% better in communication and collaboration it’s worth investing in a great video conferencing platform for your business. Here we have shortlisted a few tools that have high reputations by top organizations.

Skype

Skype, ahead of its time, is robust and works well for small teams. It is a good way to call and communicate with teams. Skype’s business package allows up to 250 team members and the video or audio call can be recorded for future references. Skype is versatile for HD video calling, screen sharing, video call recording, interactive video chats, and location sharing. Since Skype is a Microsoft product you can share data from office apps and services such as MicrosoftTeams, MicrosoftExchange, MicrosoftOneDrive, Microsoft SharePoint, and Web and mobile versions of Word, Excel, and PowerPoint. The skype pricing for business basic is ₹125.00 user/month and Microsoft 365 Business Standard is ₹660.00 user/month.

Zoom

Zoom with its recent fame has quickly become the go-to tool for remote teams in the Corporate sector. It allows you to conduct one on one and group meetings with screen sharing, co-hosting, and recording or creating transcripts for meetings are some of the popular features. Zoom has 300+ million active users globally due to its high video quality, unlimited meetings, scheduled calls, host controls, and private or group chats. The pricing starts from $149.90 for 100 participants, with a Free limited plan. You can purchase the plans for up to 1000 interactive audiences and team members based on the organization size.

File-sharing Tools

Following quality communication and face-time, remote team management is always concerned about secure file sharing. File sharing involves any file transfer protocols or files being ripped (ie; copying files to disc) or through mails. Emails are one of the major file-sharing options with limitations on attachments and security. But, to secure file sharing among remote teams, cloud storage is inevitable, with tons of widely accessible apps in the market. Giants and smaller companies offer countless online cloud storage and file-sharing apps to synchronize and lead teams on the right path. We have mentioned the best remote management tools for an effective remote culture.

Google Drive

A cloud storage platform that enables users to save files online with access from multiple locations and features like documents, spreadsheets, presentations to share and secure files in a centralized location. Drive allows files and folders that can be accessed based on permissions. The user who creates a file or folder is recognized as the owner by default and can control the visibility and edit permissions across accounts or transfer ownership using Gmail. It integrates well with first-party or third-party web applications for a seamless customer experience. Google offers 15GB of storage for free and to extend the storage GoogleDrive offers various plans at low cost for both consumer and enterprise versions.

DropBox

Cloud storage plays a pivotal role in development. DropBox runs on a hybrid model, known as Magic Pockets, a custom-built infrastructure equipped with interfaces for easier collaboration regardless of location and device. For a smooth setup and execution, set up a shared folder to distribute files all over the team, or allow access from the web without stuffing them all in one system drive. Dropbox Basic is free with 2Gb storage and if needed can update from basic to business for unlimited storage.

Project Management Tools

Project management is a complex task that requires consistent tracking. Some challenges include visibility, asynchronous collaborations that have demanded remote teams to rethink how remote management tools help manage and monitor to yield maximum productivity.

Basecamp

Basecamp is a popular project management tool designed favored by large teams to organize, track, and collaborate tasks. Basecamp aims to make collaboration, management and team communication on the same platform with a To-do list and Message boards. To convey information, basecamp has a chat room that can be scheduled. Basecamp has a minimal clean interface with some limitations like no archive contents, and the team hierarchy will be forced to look after other alternatives.

Trello

Trello is a simple form that can be used by small teams with little to no technical experience. Trello is a cloud-based Project management platform, easy-to-use with visually intuitive Kanban Technology-based list-making tools. Trello Dashboards are made up of Trello Cards that list the teams’ tasks and ideas. To keep track of Trello cards, use the List inbuilt in Trello. Trello Dashboards, allow you to view all the information about a specific item with a view limit of 10 boards at a time. Trello comes with no-code automation to integrate top work tools to manage, organize and build team spirit all in one place.

Time management tools

To stay organized amidst a tight schedule and to manage a team effectively time management is how a manager allows teams to get work done. When you schedule and organize tasks for team members across the same time. In the process of building a team with good management, ethics and organization remote team hours are tracked to calculate how much time their team members are spending to gain productivity and customer insights to ensure that remote teams are working optimally. Here is a quick overview of the best time management tools in the market.

Time Doctor

Time Doctor is the best remote time tracking tool to record and maintain the time spent on each activity through screenshots captured at a particular interval of time. To empower employees to increase productivity, TimeDoctor provides detailed analytics of Time spent on each task with quantifiable data which accounts for time worked on different projects, tools, and apps. With a 15 day free trial, Time Doctor Price ranges from $7-$20 per month.

ProofHub

ProofHub delivers all tools under one roof to efficiently track and manage time, tasks, reports and file proofing, and much more both automatically and manually using timers. ProofHub is already there among 85,000 teams and businesses worldwide with notable clients like Netflix, Google, Walt Disney to simplify the deadlines and deliverables management. For greater flexibility, Proofhub syncs with external apps like Google calendar, iCal to customize the feel and look to suit your preferences. Through steady boards, workflows, time tracking, and proofing boost team members’ productivity to track the progress on the go. ProofHub has both Ultimate and Essential Control Plan for $89/month and $45/month respectively for unlimited users. Proofhub is widely accepted and is awarded for its features and performance stand as an example. For excellent collaboration and standout features, businesses prefer Proofhub to be an alternative option.

Final Thoughts

To conclude, with time and technology advancing, each project with the right set of tools can help achieve the best outcomes. This article was written with the aim to give an abstract idea on top tools preferred and used in the IT sector. However, experimenting with the right tools in the right circumstances helps understand what might work for you.

Empower your remote hiring process with Centizen Talent Hub