Customize Your Outsourcing By First Testing The Employee You Hire
While freelancers have traditionally been associated with outsourcing – and they have proved to be successful for certain types of outsourcing – there is a large chunk of outsourcing that needs more than just a freelancer. This is how the freelancer evolved into what is now known as the virtual or the remote employee. While a freelancer was great for shirt-term and low-budget projects, there were companies who had a need to outsource projects of a longer duration and which would probably be on a long-term basis. The virtual employee, then, was ideal for filling this vacuum.
India is the hub of the outsourcing industry and specializes in all kind of service providers, from freelancers to outright project outsourcing to remote staffing. Remote staffing, which involves providing a client with a full-fledged remote employee, has gained currency recently and is proving to be the new, successful face of outsourcing.
But, did you know that you could actually get a ‘customized’ employee? Someone who matched all your recruitment criteria and fitted perfectly into the job which you had outsourced?
Certain established outsourcing vendors, like Virtual Employee Pvt Ltd, have set in place a unique recruitment process that makes a company feel as though they were hiring a local employee to handle their outsourced work.
This is how it works.
- As in any recruitment process, the first step involves going through candidate resumes. However,unlike the actual tedious process that hiring a local employee involves(scanning scores of satisfactory and unsatisfactory resumes), it is the vendor’s HR executives who make the task easier for the client. Only the most suitable resumes make their way to the client. The client then goes through the particulars of each candidate, setting aside those who seem most suitable. So, in a sense, the client is not hiring an unknown person as in freelancing.
- Technical tests can be conducted. The short-listed candidates are then invited for a technical or any written test, pertaining to the domain for which the job profile is being screened. This gives the client a further insight I to the candidates’ actual capabilities and domain expertise, which a mere resume may not be able to satisfy fully.
- This is followed by the all-important client-candidate interview in which the client gets to interact with the short-listed candidates. This interview may be conducted over telephone. But, some like VirtualEmployee.com, have started a revolutionary concept called video conferencing. In this, a client can actually interact with the candidates from across life-size screen in real time and have a proper ‘real’ conversation. This also enables the client to study the body language of the candidate, and gauge other essential non-verbal forms of communication which also play an important role in candidate selection.
- Once the candidate has been hired, the client takes over completely. It is the client who sets a flexible schedule, sets the terms and conditions regarding work and deadlines and decides just how his work would be handled. This is in stark contrast to contracting with a freelancer whose credentials are only as good as their word and who cannot be controlled and monitored in any tangible manner.
- Similarly, in project outsourcing, there is an entire team that is handling the outsourced project. The client has no idea just which member is working on their project because project outsourcing involves working on projects for more than one client.
So, it is a good idea to customize your outsourcing by first testing the employee you hire.
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