Talent Acquisition 101: Your Guide to Offshore Staffing

by | Nov 6, 2019 | Offshore RPO, Offshore Staffing

offshore staffing guide

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!


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


Jo Rebustillo


Jo started her recruitment career in 2007. Since then, she has worked with several RPO and BPO companies in different capacities. She has worked as a Recruiter covering requisitions in US, AU, EU and APAC handling volume, non-IT and IT. She has led several teams as a Recruitment Manager, Account Manager, Service Delivery and Business Development. She has also led teams in different industries such as Media and Advertising, IT, Outsourcing, BPO, Manufacturing, Military, Healthcare and Sciences. She has built teams based on their strengths and developed leaders with strong ethical values as well as aiming to beat the average. She strongly believes in integrity, strive for growth, persistence and kindness as hallmarks of a successful person and company.

Nikita Magpantay


Niki is a dynamic human resource professional with a focus on talent acquisition and HR business partnership, bringing her extensive expertise gained over 6 years. She is a versatile Recruiter specializing in diverse sectors including technical, banking and finance, logistics, sales, healthcare, and volume hiring. Niki, as an experienced HR Business Partner has proven success in aligning HR initiatives with business objectives, contributing to organizational growth. She seeks to foster positive employee relations and implementing effective engagement initiatives and business strategies while ensuring adherence to labor policies. Adept at combining a friendly demeanor with a dedicated result-oriented approach helps her bring a unique blend of empathy and strategic acumen to the workplace.

Intejar “Ram” Julkiram


With 9 years of background in RPO, Ram is adept at managing and optimizing the recruitment process for clients, ensuring a seamless and efficient experience. His skills include a deep understanding of both the IT and non-IT industries, enabling him to provide tailored recruitment solutions for the team.

Shara Jane Bonifacio


Shara Bonifacio boasts a rich and diverse career spanning more than 10 years within various industries in recruitment. As a highly skilled and effective communicator adept at engaging with people across multiple platforms, her passion lies in building lasting relationships. She excels not only in connecting with candidates but also in fostering strong ties with clients and stakeholders.

Throughout her career in industries such as Financial Services, Insurance Brokerage, Information Technology, Pharmaceutical, and Healthcare, Shara has showcased her results-driven mindset. Her penchant for challenges motivates her to continuously strive for excellence and growth.

Shara's leadership experience is a testament to her ability to guide and inspire teams, ensuring collective success and achieving organizational goals.

Evangeline “Gigi” Tilaon


Gigi, an inspiring leader, possesses nearly 5 years of expertise in the art of Talent Acquisition and boasts a distinguished 15-year legacy of visionary leadership. She is renowned for her unwavering dependability and boundless supportiveness, qualities that radiate through every endeavor she undertakes. Gigi's leadership style is characterized by remarkable transparency and hands-on engagement, underlined by a profound trust in her team's exceptional talents. She confronts challenges with fearless determination, inspiring her team to achieve greatness. As a passionate outdoor enthusiast and a nurturing fur parent, Gigi advocates for a work-life equilibrium with extraordinary grace and enthusiasm.

Randy Owen Roman


Randy brings extensive experience in the recruitment industry, spanning over 5 years. During his tenure, he has successfully managed a diverse portfolio of clients across multiple sectors, including IT, Financial, Retail, Light Industrial, BPO, Market Intelligence, and Healthcare. Randy is passionate about the outdoors and finds joy in activities like hiking and exploring nature. Equally, he appreciates the arts, indulging in music, movies, and series. As a leader, Randy exemplifies fairness and empowerment, consistently guiding and inspiring his team to surpass expectations.

Avielle Bernardino


Avielle, with 7 years of Healthcare Recruitment, is not just a leader. She is a mentor and an architect of streamlined offshore program planning. She has an innate ability to optimize processes, ensuring they align seamlessly with our clients' and program-defined standards. She empowers her peers, nurturing exceptional performance and maintaining a high level of service quality. This dedication to efficiency has set a new benchmark within our organization. She actively participates in strategic planning initiatives, driving a culture of continuous improvement. This proactive approach ensures we stay ahead in a rapidly evolving industry.

Kris Florblanco


Kris, with over six years in IT Recruitment and three years of team leadership, is known for dependability and supportiveness. Transparent and hands-on, she places trust in her team. An outdoor enthusiast, Kris faces challenges head-on to keep her team up and running.

Grace Marasigan


Grace, an empowering leader with six years in Talent Acquisition, is passionate about innovation and improvement. Balancing work quality and agility across various industries, her compassionate approach extends to her personal life as a committed vegan.

Ly Poticar


Ly brings 2 decades of expertise in the Recruitment and Staffing industry, covering various business verticals in both local and global recruitment. He has successfully led growth projects for SMBs and offshore expansion initiatives for Shared Services and other global enterprises. He seeks to continuously evolve his recruitment practices and client partnership agenda to provide innovative solutions and be a step ahead of the market trends. Ly has recruitment experience in the talent market for the following majors, as well as emerging industries: Tech – hardware/software/mobile/consulting/Web3, Online Gaming & Media, Digital Marketing, Finance – corporate/banking and fintech, Construction & Engineering, Energy, BPO, Manufacturing & Logistics.

Lara Belo


Lara brings a decade of invaluable experience in the field of IT recruitment, catering to diverse and niche IT roles. With adeptness in team management, she has led successful recruitment teams. She guides her team in effectively sourcing, tailoring recruitment strategies, and connecting top-tier IT professionals with optimal career opportunities nationwide.

Her extensive background in business development and client relations has not only led to the acquisition of new accounts that have expanded over time but also positioned her as a trusted partner for numerous clients.

Ezalyn Caberto


Eza is an accomplished RPO leader. She has a proven experience in building and leading high-performance recruitment teams.

Eza is also experienced and active in offshore RPO's management, recruiting, and consulting aspects. She has implemented several successful offshore recruiting accounts that have grown over time.

Eza is also a successful mentor who has produced budding leaders in her field. As a mentor, she has a strong focus on supporting emerging millennial team players.

Candy Poblete


Candy has been an HR Practitioner for 10 years. Her extensive experience in managing end-to-end HR facets came from various industries. She’s a champion in handling employee relations and labor relations. As a strategic thinker, she is adept at aligning HR policies and practices with the company’s goals and objectives, safeguarding the organization from legal complications, and providing employees with a secure and fair environment.

Anna Katrina Roa


Katrina, a De La Salle University graduate with a BSC in Accounting, plays a vital role in maintaining the company's financial health. She generates reports, manages budgets, and oversees the accounting department.

With over two (2) decades of experience in the recruitment industry, she is well-versed in its financial dynamics. Her expertise allows her to adeptly address the unique financial needs of recruitment businesses, making her an invaluable asset to the organization.

Jimmy P. Roa


Jimmy is a business executive in the field of BPO, RPO, IT Staffing, Technical Recruiting, Virtual Recruiting, Remote Staffing, and CAD Outsourcing. Having been involved in these industries for the past 30 years, Jimmy knows what works and what doesn’t. Aside from being the CEO of Sysgen RPO, he is also CEO of Sysgen – an IT Staffing firm which he founded in 1991.

Keen to working with clients who are willing to practice the “One-team Concept”, Jimmy has been mainly responsible in growing the Sysgen Group to what it is now.

He believes that clients are partners and that a true alliance is essential in achieving overall goals of cost savings and process improvement.