In every organization, one of the primary target business owners implement is the task of finding the right employees to hire. Same goes when you outsource, you need to find effective people that you believe can carry out the tasks you want for them handle. There are 3 basic steps you need to follow to successfully find great talents that would help you and your business grow.
Step 1: Identify needs
As a business owner seeking for talents, you must first identify and define what your business needs are. Measure how much work and what are the processes you need assistance with. Set up standards for the level of expertise that you require. Break down the extent of support you need from your outsourced talents and figure out which part of your business processes you will give access to your talents. These factors will help you narrow down the list of candidates you have pooled by their level of expertise and the skill sets you are looking for.
Step 2. Choose an outsourcing/offshoring model
Basically, there are four general models for outsourcing. These are freelance, offshoring, agencies or BPO’s and virtual assistants. Businesses that require cargowise data entry services most likely choose offshoring back office data entry solutions. With this option, you will have a high level of control over your offshore teams, you can get involved with the hiring flow, execution of tasks and even payroll related processes. The only downside of this model is that this requires more investment during the first stage of tasks transfer and high compliance requirement with the regulations of the countries where your offshore partner is based. Other businesses also opt for BPO’s (Business Process Outsourcing Agencies), which is not practical for small businesses because of its high cost and coverage. Freelance and Virtual Assistants on the other hand are the most favourable options for small scale or start-up businesses. With this model, business owners can hand pick talents through submission of talent’s portfolios or web chat conversations to gauge personalities and skills.
Step 3. Formulate your Interview/Hiring Process
This step is the very core of talent-scouting. This part determines mostly the outcome and end-result of your journey to find talents for your business. But what always wins in an interview is the ability of an applicant to motivate oneself. Hire people who are motivated. Motivated employees have the following qualities: a positive attitude, goal-oriented, has initiatives, and has a track record of personal achievements and success. The challenge now is how you will find them from your applicants’ database. The following tips will guide you when screening employees and handpicking motivated ones:
- You can ask how they were in their previous work, how their previous employer treated them and the reason why they left. Most motivated individuals skip mentioning negative remarks about their previous employers. They are your talents with a positive perspective in life.
- Determine whether the applicant has a set of goals in life. You may ask what his goals are for the next 2-3 years.
- You can also ask about the applicant’s greatest achievements and what made him achieve them.
Do not miss to consider and examine both the personality and attitude of your prospects however, do not set aside the importance of the job-related skills you require. Weight them. Someone who has these qualities is a good team member and the right talent for your business.
