Onsite and Offshore

Quote on this page: You need a team with the right skills and the right attitude. If one of these will fail your department will not on the right track. It does not matter where you get these workforce and where they are. Important is that they all feel they are part of your team/family

Facts and figures


If I look into the Dutch population and education level, 80% are on average level. Assumption: that's means 20% are on master of university level that means 2.000.000,00 people on a high level education.


In India 68.000.000 people on a high level education (source Wikipedia).


The market in Europe growing, the number well educated people is shrinking. Shortage on high educates IT employees... I have seen figures 15% shortage on high educated IT employees within the next few years.


My (best) practice with selection India employees:


  1. Make very clear on the technical skill and level and attitude you are looking for.
  • My suggestion technical skills on Senior level, that means 6 years plus experience.
  1. Selection steps
  • profile reading and selection.
  • intake with the candidate. I prefer video conferencing.
  • check the technical skills of the candidate (If you need                                                 Database skills, they could explain an DB-JOIN).
  • Look for communication and attitude.
  • Look for analytics.


if the candidate pass step 2:

  1. 2 weeks offshore training and education on your situation.
  • after 2 weeks an assessment.


if candidate pass the assessment from step 3:

  1. 2 weeks offshore technical training and education on your situation.
  • after these 2 weeks an assessment a (know) problem on 3 things:
  • analytic (did he/she find the problem)
  • did he/she look into the Service Management tool for this problem and solution
  • communication with the business


If the candidate pass this assessment we will ask him/her to come onsite for 3 or 6 months for a deep dive training and communication with the whole team.

After this period he/she should go back to India. (make this maximum 3 to 6 months onsite clear from step 1)


remarks: assessments are always video conferencing and candidate is alone in the room.


results: very good and motivated candidates. Treat them as your own employees and enjoy IT.


Onsite and offshore together with DevOps way of working.


I have worked with companies and employees in several time zones. Or in the same time zone and then on several places.


Facilitate the teams with good presentation and communication infrastructure.

There is the need of good appointments on communication. I have seen this working all the time.


My advice here:

The first 3 months of a new team: all the members of this team should be on 1 location. Communication and collaboration are very important when you start a new team.

My experiency with onsite/offshore


In 2011/2012 I worked with a TCS development team in India. All junior developers.


In 2015/2017 I worked together with (up to 22 employees) from Syntel Pune/India. They worked onsite and offshore.


My conclusion about working with onsite and offsite employees from anywhere:

  1. I love to work with dedicated, great skills and perfect attitude people, where ever they are.
  2. Yes there are rules, roles and culture differences to take care of.
  3. Take care to select of the right people. (you should do the same thing by hiring your own employees)
  4. Treat them as part of your team/family.

2nd Quote on this page: better the very best employee working from home, another country or anywhere then struckling solving an issue or creating new functionality onsite.

From 2002 upwards I worked with several vendors and employees all over the world.

A good communication infrastructure in mandatory.

RIEKELT PASTERKAMP



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