Businesses are becoming more digital in order to better serve their customers in today’s world. Because of digitalisation, many businesses have to hire IT teams in other countries to meet the demand for this industry.
But it can be hard to find the best IT team, so it’s important to ensure that the people on this team are the best. To get the most out of your company, they need to have the right skills, like technical, communication, and social skills. Still, what? Simple, do a skills test!
Before hiring an offshore IT team, skill tests are a good way to determine their skills. You can judge the team’s technical knowledge, ability to solve problems, and ability to communicate by giving them skill tests.
This blog is for business owners who want to know how to find out what skills their offshore IT team has. In this article, we’ll talk about the top 4 skill tests you must do before hiring an offshore IT team:
1. Technical & Coding Skills Test
Measuring a person’s technical skills is where it all starts. It is important to know the level of skill of your IT team so you know what specializations are needed to be on your team. Do you want a back-end developer? An UX/UI developer? A designer? Do you need them separately or does someone on your prospect team have the skills to do more than one task?
Give a programming problem to solve in a certain amount of time and check their solution for correctness, efficiency, and coding style. You can also make a quiz with multiple-choice or short-answer questions to identify strengths and weaknesses. This will ensure redundancy of team members with the same amount of skills and knowledge.
2. Communication Skills Exercises
3. Problem Solving Exercises
An offshore IT team needs to be able to solve problems and figure out how to fix them. These skills help team members find and solve technical problems quickly and effectively. This makes sure that projects are finished on time and to the desired level of quality. Without these skills, offshore IT teams may find it hard to solve problems, which could cause delays, mistakes, and hurt the success of the project as a whole.
By evaluating problem-solving and troubleshooting skills during the hiring process, you can find candidates who have the technical skills and experience needed to solve problems on their own. By testing these skills, you can make sure that your offshore IT team has the expertise and know-how to solve problems and do good work.
Here are a few examples of skill tests that can help assess problem-solving and troubleshooting skills during the hiring process:
Technical Test: Give candidates a technical scenario or problem related to the job and ask them to come up with a solution. This test can be used to judge their technical skills, ability to spot problems, and ability to fix them.
Logic Test: Give the candidate a logical problem or puzzle and ask them to solve it. This test can help find out how good they are at thinking critically and solving problems.
Scenario Test: Give candidates a hypothetical situation related to the job and ask them to explain how they would solve the problem. This test can help see how well they can think creatively, spot potential problems, and come up with workable solutions.
Collaborative Test: Give a task to a group of candidates and ask them to work on it together remotely. This test can help see how well they can work as a team, solve problems together, and talk to each other.
4. Personality and Social Skills Test
When hiring an IT team from abroad, it’s important to look at the personality and social skills of the people you’re thinking about hiring. Working on an offshore team requires more than just technical skills; it also requires the ability to communicate well, work well with others, and work well in a remote environment. Personality and social skills can help you find candidates who are a good fit for your team’s culture and can work well with others.
Here are some examples of skill tests that can help evaluate personality and social skills during the hiring process:
Behavioral Interview: Ask candidates to describe how they would handle certain work situations or tasks. This test can help figure out how well they can communicate, how well they can solve problems, and how well they can work as a team.
Personality Test: Use a personality test to evaluate a candidate’s personality traits and see if they fit with the team’s culture. This test can help find out how they work, how they communicate, and how well they will fit in with the team.
Teamwork Test: Give a task to a group of candidates and ask them to work on it together remotely. This test can help see how well they can work as a team, talk to each other, and solve problems while working on a project.
Cultural Fit Test: Evaluate candidates based on how well they fit in with your organization’s culture. This test can help you figure out what their values and work ethic are and how well they will fit into your team’s work culture.
RIGHT SKILLS MATTER: Offshore now!
Skill tests can make a big difference in the quality of your team and work when you hire IT workers from abroad.
In a remote work environment, technical skills alone won’t guarantee success. It’s important to evaluate communication, problem-solving, and personality skills to make sure that the team can work well together, communicate well, and do good work.
By giving these kinds of skill tests, you can find the best candidates for your offshore IT team, build a strong team culture, and make sure that your team can work well together to get projects done. This money spent on the hiring process will pay off in the long run with a successful offshore IT team that always does good work on time and on budget.