Interview Transcript with Client A - image Untitled on https://out-reach.com.au

Interview Transcript with Client: Talent Outreach:

Hi, thank you for spending your time to share with us your experience with offshore hiring

Client A:

My pleasure, not a problem at all.

Talent Outreach:

So please tell us what inspired you in offshore hiring?

Client A:

I think most diligent businesses, especially start-ups are constantly in a bootstrap situation – eager to accelerate but have very limited resources and money. However, some roles, especially administrative, data entry, accounting or even software developers are suitable to be offshored due to the nature of the work and the existence of cloud-based software. We felt comfortable to hire these roles from offshore. And the cost of hiring can be one fifth of the cost of what you would pay from hiring locally, which was obviously a big help given we have a very tight budget in running a start-up.

Talent Outreach:

What do you think of the quality of offshore talent?

Client A:

To be honest, I don’t see too much of a difference when compared to a local candidate. Some offshore talents can speak and write excellent English, and as long as language isn’t a barrier, the quality of work is always there. One of our accountants came from Indonesia big 4 and the quality of his work is as good as any local big 4 accountants.

Talent Outreach:

Do you find it hard to work with them remotely?

Client A:

Today we have many innovative technological tools such as slack, teams, skype, video conferencing, and dropbox…etc., that are all very helpful to building effective communications. So as long as we have good internet speed, the communication and collaboration is often smooth and seamless.

Talent Outreach:

How do you monitor their work?

Client A:

Like I mentioned earlier, with the technological tools that we have today, they can share their work with us online. And we pretty much treat them as a local staff, which means we would talk to them via slack/teams everyday, provide instructions to them, constantly keep an eye on their progress and check their work once they have completed their job. It has been more than two years with our longest overseas staff and it’s working very well.

Talent Outreach:

What are the challenges of working with offshore staffs?

Client A:

Knowing their whereabouts can be challenging as you can’t physically see them in the office. However, as mentioned before technological tools can help you reach out to them to ensure that they are available. Building strong rapport and trust is also important in overcoming this challenge. Our offshore staffs have been very diligent in reporting their whereabouts. If they wish to take a couple hours off for doctor’s appointment or any household duty, they will usually inform us beforehand.

Talent Outreach:

How do you make sure they are culturally fit to your organisation?

Client A:

When we first interviewed them, apart from accessing their skills and English, we also made sure that their beliefs and behaviour are aligned with our core values. We also flew them to Sydney once per year to meet up with the local team for team building. It was a great opportunity for them to understand the company’s culture, value and people, and finally put a face to names.

Talent Outreach:

For those companies who are new to this concept, what’s your advice to them?

Client A:

As long as you treat the offshore staff indifferent to any local staffs, they will appreciate your effort and will be loyal to your company.

Interview Transcript with Client

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