Critical areas – To facilitate the success of your outsourcing venture, a few core functional areas need continuous monitoring by both, the service provider and the client. These critical areas cost communication and performance management. Cost is often one the most important factor cited for choosing a service provider; therefore it is necessary that both parties scrutinize the pricing and scope of the outsourced project before signing a contract. Establishing effective communication strategy is a priority. In order to effectively manage your offshore outsourcing ventures regular feedbacks, consistent contact between both parties, and transparency are all critical factors. Another critical area in outsourcing is performance management which includes both – adherence to timeline and quality of the project.

Managing risks – cutting down on cost is one of the primary reasons for outsourcing, so it is important that you must make maximum savings in terms of cost. To avoid cost risks, sign up with a firm that provides services with no hidden costs for training, maintenance or infrastructure. Ensure that you’re getting complete financial transparency. Another risk area which needs management is communication risks. Open, regular and direct communication with the outsourcing vendor is crucial to the success of your project. Choose a vendor that has established communication systems like Phone, Chat, and Email.

Apart from the aforementioned, you also need to manage knowledge transfer risks, for increased productivity, you must make sure there’s a seamless knowledge transfer between your offshore vendor and your company. Ensure that all important information is sent directly to your outsourcing partner. You’ll also need to work on performance risks, to avoid such risks, decide on a timeline with your service provider, at the inception stage of the project and make sure that the work is completed within this timeframe. Regular analysis and reviews of the work can help in tracking the progress of the project. In the end, don’t let these risk factors stop you from leveraging the benefits of outsourcing.

Managing your in-house team – Before outsourcing, it is important to get your company organized first. You can begin by evaluating your in-house competencies and uniformly distributing work between your in-house team and your offshore vendor. Deploy a dedicated a team to monitor your vendor and to attend to queries. Train your resources on effectively managing an offshore team. Educate your team about the importance of transparency and communication with the service provider. Having a strong in-house team can help you in managing your outsourcing ventures successfully.

The post How to manage your offshore outsourcing ventures appeared first on Blog.

Visualize about a big corporate identity having 100 job openings. Handling the openings qualitatively and fast at one go is not the cup of tea for the internal HR team. And if staff retention rate is low, it only adds to the recruiting costs and loss for the organization. Growth and expansion would mean further addition to the staff count, which means further job openings. What every organization wants is evidently improving recruiting efficiency and containing costs. And what ultimately matters is recruiting the right potential talents, who become drivers of growth, not only for the short term but also in the long run. This objective is no wonder increasingly and satisfactorily met by offshore recruiters.

When we speak about staff retention, what every candidate seeks is growth in terms of position, roles, and remuneration. Come to any dissatisfaction in this aspects and jumping jobs robotically happens! Managing talent is hence equally challenging as recruiting them.

Reflect on the costs incurred in hiring talents, the training imparted, and the duration they spend in contributing to organizational growth. Loss of talents would only mean a big loss for your company. Are you rewarding your performers? If not, get it right. Retaining top-notch talent does matter!

The HR department of many an organization worldwide follow systematically and time-tested talent acquisition and management practices so as to maintain a balance in talents recruited and retained. Well, offshore recruiters will do their jobs, hiring for you prospective talents, precisely identifying and defining their strengths and skills in sync with targeted job posts. Managing them is the challenge here. You may come across dedicated outsourcing agents who not only undertake hiring responsibilities but also undertaking follow-ups regularly, thus contributing to talent retention.

Increasing recruiting bandwidth qualitatively and at low cost is indeed part of the HR strategy of small and big organizations alike. Staffing agencies have only multiplied irrespective of the geographical boundary. These agencies further partner with offshore recruiters too, qualitatively, cost-effectively, and exactly meet their clients’ hiring needs. This cyclic process is indeed a boon to the industry, serving the needs of what employers want and what candidates want!

Offshore’ or ‘off the shore’ in recruiting terms applies to RPO agencies working beyond geographical boundaries. Don’t you think staffing agencies partnering with RPO companies located in countries like India gain a big competitive advantage? But then offshore recruiters who are accountable, responsible, run state-of-the-art offices, and deliver results only experience a win-win situation in the partnership deal!

The post The magic behind recruiting and retaining potential talents appeared first on Blog.