Effective offshore staffing is critical for global organizations to deliver their strategic objectives. 

Discerning organizations understand and know that an effective talent acquisition strategy is vital for the success of their offshore staffing endeavors. 

Inadequate talent acquisition and offshore staffing initiatives in competitive industries are at risk of suffering from morale and retention problems. 

Consequently, technological advancements over the past decade have altered an employee’s nature of work and have made it easier to work with offshore staff hallway across the world. 

Research on global staffing and recruitment has identified several key trends that will shape the nature of work in the future. These include changes in how organizational members share information with the emergence of cloud-based collaboration platforms that can connect and engage people on any device in any part of the world.

Mobility of work and labor has also made employment much less location-dependent. Talent markets now operate on an increasingly global basis, and technology has enabled this global collaboration. As a result, these trends have not only led to an increase in white-collar jobs but also the rise of offshoring work around the globe. 

A report from Global Recruiting Insights and Data by Bullhorn, a CRM and recruitment operations software company, noted that candidate acquisition and sourcing are the top priority of recruitment agencies in the APAC region this 2019. Additionally, the report also showed that 41% of recruitment agencies ranked engaging candidates and improving candidate experiences as their biggest priorities. 

Offshore Talent Acquisition Strategy

For an offshore staffing and talent acquisition strategy to be effective, it must be responsive to both the internal and external business climate of the organization. 

Offshore staffing strategies need to be designed with the same care that goes into developing an organization’s core business strategies. To be successful, the talent acquisition strategy must be deeply ingrained into the organizational culture. 

The HR department cannot be solely responsible for implementing the talent acquisition strategy. Although HR professionals play an essential role in talent management, the strategy must be driven from the top. 

Modern recruiters nowadays have conscientiously addressed issues that prove to impede attracting talent. In fact, Bullhorn’s Global Recruiting Insights and Data report showed that aside from candidate acquisition and sourcing, there were some other notable priorities that recruitment agencies will focus on this 2019. 

Data Source: https://grid.bullhorn.com/apac/insights/setting-the-stage-for-2019/

 

Embracing digital transformation to improve recruitment operations.

Automation and artificial intelligence (AI) will continue to gain more traction in the industry this year. While much speculation had been made on the overall impact of AI to human recruiters, it cannot be denied that automation has dramatically helped in improving recruitment operations. 

AI bots are here to stay and they will help recruiters be better at their jobs. Once digital transformation and automation have been fully integrated into the recruitment workflow, it will definitely have profound implications for the entire recruitment industry. 

Enhancing employer brand and marketing.

Organizations are starting to realize that enhancing both their consumer brand and employer brand needs to be done hand in hand. As such, recruitment agencies are also beginning to take note. 

Developing the employer brand and marketing the firm is essential, especially in an industry that aims to nurture their relationships with top-notch candidates. A cohesive marketing strategy that will create buzz and keep the firm on the top of mind of candidates is needed to make the firm stand out. 

Improving the management of client relationships.

The recruitment industry is driven by the relationships they forged with their clients. As such, a good client relationship can yield better opportunities to help the firm flourish. 

To stay ahead of the competition, agencies need to have the most reliable possible client relationships, and that can be achieved by embracing digital technology. Using recruitment software to gain more in-depth insight for their clients and uncover real-time information will drive new growth opportunities for the firm. 

To make sure that your organization is up to the task of improving your talent acquisition and offshore staffing strategy, you must update your hiring practices. Here are several essential elements to improve your overall hiring strategy:

  • Streamline processes.

Recruitment experts have noted that if the organization takes more than 48 hours after the interview to update the status of the hiring process with the candidate or to tender an offer, then you are at risk of missing out on quality candidates. Don’t keep the candidates waiting in suspense for an update or else you may lose them entirely. 

  • Examine your candidate selection criteria.

 

Make sure that your company has realistic hiring standards and avoid looking for unlikely skill combinations in one candidate. Remember to hire smart and talented people with an aptitude for acquiring new skills, since they will most likely be the highest performers in the organization. 

  • Position your company competitively. 

While salaries are an important factor, most top-notch candidates will agree that it’s not just all about the money. Employees today look for professional growth opportunities such as mentoring and training programs. If the organization has an excellent program for career advancement, make sure that you communicate it well with the candidate. 

  • Evaluate the effectiveness of your hiring manager. 

While technical expertise may qualify a hiring manager to evaluate a candidate’s technical skills, it does not ensure that they have the right interview acumen. Hiring managers also need to have the ability to sell the company to the candidate. They must also know how to evaluate essential attributes of the candidates beyond their technical skills that will be critical to success.

  • Look for the right offshore staffing partner. 

Consider the competence of your offshore staffing partner and re-evaluate whether or not they are really up to the task. Investing in different recruitment firms for different staffing requirements may end up to be more of a nuisance for your organization since you may end up managing multiple firms that have little benefit to the hiring process. Find a trusted partner that will ensure that all your offshore staffing requirements are met.

Let us help you with your offshore staffing needs. 

Sysgen RPO provides remote staffing services to clients all over the world. We can source, recruit, and hire the staff you need and remotely locate them in our offices in the Philippines.

Our remote staffing services give you the flexibility of filling your resource requirements very quickly while allowing you to benefit from the cost efficiencies of hiring remote staff from the Philippines. Interested in partnering with us? Tell us all about your staffing needs and contact us now!

References:

Collings, D. G., & Isichei, M. (2018). The shifting boundaries of global staffing: integrating global talent management, alternative forms of international assignments and non-employees into the discussion. International Journal of Human Resource Management, 29(1), 165–187. https://doi.org.ezproxy.upd.edu.ph/10.1080/09585192.2017.1380064

 

Jones, K. (2016). Sorting Out Sourcing: Finding the Candidates You Need. Workforce Solutions Review, 7(6), 31–32. Retrieved from http://search.ebscohost.com.ezproxy.upd.edu.ph/login.aspx?direct=true&db=bsu&AN=120487034&site=ehost-live

 

Setting the Stage for 2019: The Top Priorities for Australia and New Zealand Recruitment Agencies – APAC GRID. (2019). APAC GRID. Retrieved 10 July 2019, from https://grid.bullhorn.com/apac/insights/setting-the-stage-for-2019/

 

Thompson, J. E. (2008). The real cost of technology talent acquisition. Fort Worth Business Press, 21(11), 19. Retrieved from http://search.ebscohost.com.ezproxy.upd.edu.ph/login.aspx?direct=true&db=bwh&AN=31727266&site=ehost-live