Managed Offshore Recruitment Retention.
Insider Tips – Philippines
The following is a strategy I developed after much trial and error that proved effective in controlling staff churn:
- Employ intelligent staff with strong English skills ahead of degree qualified staff (defining ‘intelligence’ is critical to this step)
- Engage Staff as contractors while paying for benefits such as health insurance, this will reduce exposure to labor law bureaucracy and labor law litigation
- Staff working as contractors receive more cash, as tax is not deducted. The contract tax reporting systems in the Philippines are negligible for the agent and a vast majority simply do not bother with no risk of penalties
- Create a brand and demand for company marketing collateral amongst staff
- Involve the employees family (once the family has an emotional connection to the company, they will not let the staff leave easily). We found an occasional family picnic day to be effective.
- Offer community service contribution opportunities. We became involved in an orphanage as a major sponsor, paid for their accommodation, arranged staff outings with the orphans, volunteer weekend work, as well as Easter and Christmas events. This is highly valued activity and noted on staff CV‘s
- Health: Many employers focus on health plans that service hospital and doctors fees after the employee is sick. Focus on wellness – preventing is cheaper than cure.
OFFSHORE OUTSOURCING VS. OFFSHORE INCORPORATING
A company on its way to $100 million should consider intelligent approaches to affording the inherent costs associated with substantial revenue growth.
The offshore outsourcing vs. offshore incorporating debate is one of the most pressing challenges particularly if there was a failed attempt at some point in the organizations history.
Unbeknown to many company leaders, there is a third option which sits right in between outsourcing and offshoring. This solution combines the ease of outsourcing with the control of incorporating.
Five Reasons Why You Should Consider A Managed Operations approach as an optimized way of starting offshore operations:
- Control – Managed operations mitigates the risk associated with outsourcing critical information and gives you quality control without investing in a whole new department for a specific job.
- Growth through talent – Rather than getting what you’re given with outsourcing, with managed operations you have control over the talent you bring on board.
- A culture of success – The biggest concern most have when outsourcing to non-English speaking countries is communication skills. Managed operations allow you to control the training staff receive and align the office culture more closely with your own.
- Scalability – Investing in an overseas office is a huge commitment and once selected, you’re stuck with what you choose. Managed operations allows you to start small and expand later if you need more staff and space.
- Lower costs, better focus – Investing in affordable staff overseas allows you to reinvest savings in other areas to improve your core business.
Taking the perfect middle ground between traditional offshore outsourcing and incorporating, managed operations will help take control over cost, deliver flexibility and enable long-term growth in an easy and accessible way.
Laurence Barlow Has 10+ Yrs Experience Building Offshore Business Process Center
STAFF RESOURCES with INFRASTRUCTURE COST INCLUDED
STAFF RESOURCES with INFRASTRUCTURE COST INCLUDED Comparison PHILIPPINES INDIA AUSTRALIA