Four challenges businesses face when hiring offshore
The practice of moving service jobs to low-wage countries has taken a backseat as offshore recruitment has entered a new phase – as more modern businesses are seeking to grow by utilising top talent from these countries. Despite popular opinion, the global south has been producing specialists who are skilled and experienced in their discipline(s). Seeing as there is a lack of jobs for said specialists in their respective countries and small business owners in the global north not being able to sustain growth at an affordable rate, it’s like a match made in heaven.
However, when these businesses try to tap into the power of offshore recruitment, they face a few challenges that make them think that outsourcing these roles is a bad idea. This article will address four common challenges in the global outsourcing industry and discuss a solution to these problems.
In-house recruiters waste valuable time screening applicants for outsourced roles
When growing businesses outsource specialist jobs to foreign countries, they are often faced with the conundrum of interviewing a large pool of applicants individually, at least in the early stages of the screening process. Furthermore, coordinating and scheduling the interviews themselves can be an exasperating job – conflicting schedules can be complicated, inconvenient, and very time-consuming.
Language barriers and communication boundaries can be problematic
Depending on where you are located, certain cultural, educational, and linguistic disparities must be considered when hiring offshore employees. These disparities have a direct impact on the ability of your offshore employee to fully understand the nuances of the tasks assigned to them and effectively execute them. At the end of the day, your offshore employee’s communication skills are at the centre of your customer experience and failing to recognize this could be detrimental.
Applicants may have limited access to the required setup/technology
When hiring offshore employees, you cannot ensure that they have access to spaces and equipment that are conducive to their productivity – oftentimes, it is really the environment the individual surrounds themselves with or the equipment they use that diminishes their ability to effectively deliver on their assigned tasks.
High volumes and massive employee turnover
The global offshoring industry has long been characterised by a workforce that constantly needs to be renewed and replaced. While there may be a high number of applications, only 3-5% of the applicants meet the criteria which may leave recruiters spread too thin in trying to manage the applicant pool.
Solution: Hire an offshore recruitment consulting agency that specialises in these procedures and are based in these countries. These agencies take on all your offshore recruitment burden – they take charge of the entire recruitment and onboarding process which helps you save valuable resources, expenses, and time.
Team Virtual is your agile recruitment solution for today’s world of work. From finding the perfect candidate to setting them up with the finest workspace/equipment, Team Virtual ensures that you can leverage growth on your terms all while getting stuff done.
If you want to hear how this process can be a success for you, check out this client testimonial by The Digital Voice, a PR & Communications agency in the UK.
