Hiring welders and technicians from India: trade tests and skills verification
Writing the spec, designing trade tests that actually predict performance, and verifying skills before mobilisation.
Write a spec that selects
For welders, specify the processes (SMAW, GTAW, GMAW), materials (carbon steel, stainless, aluminium), positions (1G–6G) and the applicable standard. 'Welder required' selects nobody; 'GTAW/SMAW 6G pipe welder, carbon and stainless' selects the right people.
For technicians, specify systems not just titles: chiller brands and tonnages, control systems, electrical scope (LV panels, motors, VFDs), and whether the role is workshop, site or facilities-based. The more precise the spec, the fewer wasted interviews.
Design trade tests that predict performance
Test the actual work: weld coupons in the positions the job needs, troubleshoot a live fault scenario for technicians, read a real drawing. Observed practical tests predict on-the-job performance far better than certificates or interviews alone.
Use consistent evaluation criteria and the same assessor across candidates where possible. Record results — photos of test coupons, fault-diagnosis score sheets — so hiring decisions are defensible and comparable.
Verify skills and history
Check trade certificates with issuing institutes, call previous employers to confirm roles and durations, and look for consistency between what the candidate claims and what references say. For safety-critical roles, verify safety training records too.
Treat document verification as non-negotiable for international hires: the cost of discovering a problem after mobilisation — flights, visa, accommodation, project delays — dwarfs the cost of checking first.
Interview structure that works
Combine the trade test with a technical interview by someone who does the work — a welding foreman for welders, a senior engineer for technicians. Ask candidates to talk through their test piece or diagnosis: reasoning reveals more than results.
Assess communication and safety attitude explicitly. The best technical hire who cannot communicate with supervisors or ignores permit procedures is a liability, not an asset.
Mobilisation without surprises
After selection: written offer with full terms, medical fitness, work visa, and travel. Confirm tool and PPE expectations — what the company provides versus what the candidate brings.
Set the first-90-days plan before arrival: induction, safety training, supervised probation tasks and a clear performance bar. Technicians who know what 'good' looks like in week one reach productivity faster.
Frequently asked questions
Should we run trade tests in India or after arrival?
In India, before visa processing. Testing after arrival means paying mobilisation costs for candidates who may fail — test first, mobilise the passes.
What does a good welder trade test include?
Test coupons in the positions the job requires (up to 6G for pipe work), evaluated visually and with NDT where the role demands it, plus a talk-through of the candidate's technique and defect awareness.
How do we verify technician experience?
Combine practical troubleshooting scenarios with reference checks at previous employers and verification of trade certificates with issuing institutes.
Can SteadStaff organise trade tests?
Yes — tell us your spec through the employers page and we arrange shortlisting, trade-test coordination and verified mobilisation around your requirements.
Tell us who you need to hire.
Send one hiring request — we shortlist verified candidates matched to your role.