Java has been around for over 25 years and is still going strong. It is a powerful programming language with cross-platform capabilities and scalability. According to data published by Oracle in 2020, Java is used in more organizations than any other programming language. Also, when it comes to emerging technologies such as AI, Big Data, VR, and more, Java is the chosen favorite.

No wonder then that startups and enterprises alike are on the lookout for skilled Java developers. To be honest, Java being a skill in demand, there is no dearth of Java developers in the global market. According to Developer Economics, the number of developers who used Java as of 2020 was about 8 million.

Yet, recruiters often have a hard time finding Java developers. This guide is to give you actionable pointers to hire the right developers for Java programming.

Why hire offshore?

Hiring Java developers offshore or completely outsourcing development to offshore locations has some advantages. Below are the benefits of hiring offshore.

  • Access to a wider talent pool

    When you don’t restrict hiring to on-site locations, you get access to a wider pool of resources. In countries like the US, there is already a shortage of good developers.
    As long as you screen the talent well and assess the experience and expertise, there is a greater chance that you will be able to find developers with top skills that match perfectly with your requirement.

  • Reduced costs

    One of the greatest benefits of hiring offshore is definitely the lower costs associated with it. Good Java developers come at a high cost. Working with offshore teams located in countries where average salaries are on the lower end of the spectrum, you can get the same skills at a much lower cost.

    Here are the costs for Java developers in different countries.

    USA 103476
    Switzerland 101022
    Canada 97262
    Israel 93728
    UK 89001
    Australia 63342
    Germany 59544
    Netherlands 57692
    France 57000

    Compared to these rates, TaAp Exchange offers rates for offshore Java developers starting at just 46000 USD. You get skills at par with global standards at significantly lower costs by hiring offshore.

  • Increased flexibility and scalability

    When you hire ad hoc developers instead of hiring in-house, you have a more flexible and scalable resource model. It becomes easier to ramp up or ramp down according to project requirements. And needless to say, you save up on overheads such as maintaining infrastructure, payroll and HR functions, etc.

Guidelines for hiring the right Java developer

Whether you hire offshore or choose to hire on-site Java developers, knowing exactly what to look for in a candidate can make the process easier and more effective. The below guidelines take you through the end-to-end process of hiring a Java developer from shortlisting to interviews.

  1. Check the qualifications of the candidate.

    Many developers have a degree in Computer Science. However, even though preferable, it is not a mandatory qualification. On the other hand, key Java certifications give a developer more credibility. Below are some of the significant Java certifications.

    • Certified Professional Java EE Business Component Developer
    • Certified Professional Java EE Web Component Developer
    • Certified Java ME Mobile Application Developer
    • Certified Master Java SE Developer

    Do note that certifications can be a qualifying factor, but not a factor for evaluation. The skills of the developer still need to be evaluated. The certifications only go to show that the candidate has shown commitment towards skill development in Java.

  2. Check the developer’s previous experience

    Checking the previous projects the developer has worked on will give you a good idea about their capabilities. However, remember to not get carried away with focusing only on candidates who have worked on cutting-edge technologies. What you need to assess are the developer’s core competencies.

    If the developer you are evaluating has considerable knowledge to understand the project specifications and enough experience to use open-source Java, you can definitely move them to the next level of evaluation.

  3. Test the skills for the role you are hiring.

    Testing actual coding skills is a more reliable way of evaluation. While the skills to be tested depend on the project requirements, here are some rough guidelines on hiring for entry-level, junior-level, senior-level, and architect-level roles.

    Desirable skills for an entry-level Java developer (L1)

    For entry-level jobs, the developers need to have a strong understanding of object-oriented programming and working knowledge about the data types, threads, classes, etc.

    Skills to look out for:
    • Java/J2EE practical knowledge
    • Data structures and basic algorithms
    • Object- oriented programming concepts
    • Knowledge about RDBMS, SQL, ORM
    • XML, X query, XSL
    • Web services

    Desirable skills for a junior-level Java developer (L2)

    A junior developer should be able to write clean code in Java. Along with this, they should be able to demonstrate sufficient knowledge in JavaScript, Servlet methods, and Java based web services.

    Skills to look out for:
    • Java/J2EE coding knowledge
    • Object-oriented analysis and design patterns
    • Java based web services
    • RDBMS, SQL, ORM
    • JVM
    • Multithreading and synchronization
    • Enterprise Java Beans (EJB)

    Desirable skills for a senior-level Java developer (L3)

    For the role of a senior developer, you need someone who can write optimized, clean codes. They should also be assessed based on their debugging and testing skills. Go for candidates who can demonstrate a clear understanding of J2EE, complex SQL queries, and an ability to deal with memory-related errors.

    Skills to look out for:
    • Java/J2EE optimized coding skills
    • Strong object-oriented analysis
    • JVM and memory management
    • Multithreading and synchronization
    • Good knowledge of EJB and Java based web services
    • Ability to coordinate design, development, testing, and implementation

    Desirable skills for an architect-level Java developer (L4)

    For this role, you need developers proficient in Java. They should have a deep understanding of class fundamentals, exception handling, multithreading and synchronization. A proficiency in SQL and design patterns is preferable.

    Skills to look out for:
    • In-depth knowledge of Java/J2EE with an emphasis on writing optimized codes
    • Proficiency in SQL queries
    • JVM and memory management
    • Multithreading and synchronization
    • EJB, Java based web services
    • Exception handling
    • Software integration
  4. Ask the right questions

    You need a developer who can understand your business functions and help contribute from the technological point of view. To ask the right questions, you need a Java expert who can translate your business needs into the right skills needed and then frame the interview questions.

    What you basically need to look out for, is the candidate’s ability to understand the business functions and also recognize how the code will impact these functions. Of course, you would not expect an entry-level or junior-level developer to have a deep understanding of these functions. However, these are skills to look out for when hiring for senior roles.

  5. Let the developer know important details about the project

    Good developers thrive on challenging opportunities that further their learning curve. It can be a good idea to highlight the opportunities that your project provides. For example, if your project involves working on cutting-edge technologies, it should be highlighted during the interview.

  6. Test the soft skills of the candidate

    Most projects require the developer to work in teams or at the very least interact with testers, designers, and other stakeholders. Testing the soft skills such as communication skills, ability to take feedback, approach to teamwork, etc. can be helpful in making the right hire.

Hiring Java developers offshore with TaAp Exchange

At TaAp Exchange, we have experts who can assess your requirements and help you evaluate shortlisted candidates to ensure you always hire the right talent.

We also provide a free Gap Assessment which is a quick audit to understand your needs. After the assessment, we come up with a detailed, personalized Job Description that matches your requirement. This helps in finding the right talent easier and faster.

Our 3-stage Validation process screens the developers before we recommend them to you. This process also consists of coding tests and soft skills assessments. Thus, when it comes to evaluation, the total time taken from interviews to procurement is significantly reduced.

In fact, you can get the desired Java developers onboarded within 48 hours with our personalized support at each step of hiring.

The best Java developers offshore are just 3 easy steps away. Identify, Discover, Procure. Contact us for Gap Assessment and hire Java developers in a reliable and hassle-free way.

Varun Mahajan

Varun Mahajan

Innovation and transformation expert. Startup founder and technology leader.

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