Offshoring Challenges: How Culture Impacts Attracting Staff Offshore
The environment is similar to what U.S. experienced during the Internet boom, when it was difficult to attract and retain good talent. It is not uncommon to find that a good developer with 4 to 5 years experience will have multiple job offers. Several variables impact your ability to attract staff; key among them is culture.
Culturally, your prospective employee is influenced by the social network; while the individual usually decides who they go to work for, in countries like India, the social network has a big influence and the decision on which company he or she goes to work for is more likely to be a group decision with input from the extended family and friends.
Culturally brand names are important offshore. If you are a hot startup with a bright idea, but you are competing head on with companies like IBM or Wipro, unless you are offering some unique differentiator, you do not have a chance.
Job tittles carry a much bigger importance offshore; in the social hierarchy, titles play a much bigger part in a country like India; your prospective employee would rather work a company that gives them a better sounding title. In this context I have advised several companies to create a set of titles that are unique to the offshore location and do not directly translate to the same level responsibility in the U.S.
About the Author
Do you want to learn more about key ingredients for global outsourcing success? To down load my free report Global Outsourcing: 6 Key Strategies to Achieve Success click here.
M. M. Sathyanarayan is President of Global Development Consulting, Inc., an advisory firm focused on global outsourcing. He led the pioneering effort in global outsourcing at HP/Tandem beginning in early 90s and was Founder/CEO of a startup. He is now internationally recognized consultant, author, trainer and offshoring coach. He has helped a number of companies improve their performance by effectively leveraging global resources.
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