As the old saying goes, there’s no such thing as “perfect”. When it comes to finding that perfect person to join your team, they must be compatible with your company and its goals. Finding that perfect person is difficult.
Here are 4 common reasons why that may be the case:
1. Job posting is expensive
Some may argue that there are actually alternative job portals to the popular paid sites but I would say they are free for a reason. Although these free websites and job portals may supplement your candidate lead pool, in reality, the number of candidates you need to source and begin filtering just isn’t enough. Other alternatives may be the use of social media, but it’s termed “social” for a reason. Most of your audience is friends and family. Don’t get me wrong, I believe social media is a great tool to supplement your pool of candidates, but again it just isn’t enough for you to source and filter for that perfect team member to join your company. But again who will design and create all of these attractive posts? You’ll need to either use your current staff, pulling them away from their important task, or hire a graphic designer to do it for you. These costs eventually add up.
2. Competition with your competitors
Another problem with trying to recruit that perfect person into your team is the fact that another business owner is doing the same. Price isn’t always the motivating factor but may include but not limited to the following:
- Your company’s brand and stature
If you’re not at least on par with your competitors in this area, you’ll have a hard time attracting and retaining the talent that your company requires.
3. Recruitment activities are time-consuming
If you haven’t addressed and is on top of the points raised above, you’ll definitely be having trouble attracting applicants in the general public and therefore leading to having a low applicant turnout. If you’re like me, it’s definitely frustrating as you’ve probably spent a huge amount of time preparing for these interviews and blocked out your calendar but ended up with nothing to show for at the end of the day.
On the other hand, you may also experience low quality of applicants coming through your recruitment activities. Either they don’t have enough working experience or it’s because their experience isn’t relevant for what you need. In the end, it’s the same thing, one big waste of time.
As you can see, searching for that perfect employee to join your team just doesn’t happen overnight. You need to spend a lot of time and money on recruitment activities from looking for talents via job postings and advertising, interviewing, screening, training, on-boarding and so on. It’s no wonder why small business owners just don’t invest enough time finding their required talent to join their team and just end up with someone less than ideal.
4. Compliance requirements is a great burden
Now, once you’ve completed all of the above, unfortunately, your job still isn’t done. You now have to look after the compliance requirements such as labour laws and tax laws which is a great burden. You need to ensure that your company abides by the rules that your government sets out.
Unless you have knowledge or expertise in this area, you’ll need to hire someone who does and that can be quite an expensive endeavour and in addition having to implement all of these requirements at the end of it.
I can hear you shouting, “well what’s the alternative?”, and I’m happy to tell you there is one in fact.
Outsourcing and Offshoring
Despite what you’ve heard, outsourcing or offshoring your roles and tasks can alleviate a lot of the roadblocks mentioned above but it can also be extremely cost-effective if done correctly. Like with anything in life, there’s always a risk, so having an outsourcing or offshoring company that is equally invested in your company’s success is vital, someone who would treat you and your company as a business partner, someone you can trust.
The key characteristic when looking for that business partner to outsource and offshore should at the very least comprise of the following.
1. Track record
Placing the responsibilities of supervising your employees is no small matter. They must have had a track record of successfully managing and supervising a large number of employees.
2. Process and policies
Without proper processes and policies in place, it would be very difficult for any organisation to manage. So if your outsource or offshoring partner doesn’t demonstrate that they possess strong process and policy culture, you may be exposing your company to unacceptable risks. It is also best practice to document all of your processes in order to provide a guideline for your employees to understand all the do’s and don’t of your business, ensuring a smooth transition for your new employees.
How will you know your employees are working? What is the working culture and standards in your offshore partner? To ensure that employees are working, you have to track their productivity from time to time and monitor what they are doing in order to know their progress. However, an offshore partner will help you with that by providing an employee who is disciplined enough to manage their time and complete the task as needed. It’s also good to emphasize how culture affects this kind of working behaviour. A disciplined environment creates a sense of security that all employees will work with a sense of self-management towards their tasks.
4. HR support
What happens if your employees have concerns? Will you or your partner be available to address it? Having an HR team will be able to address and attend to employees concerns in coordination with the company policies and plans towards employees welfare.
Have you ensured everyone’s safety? Since larger organizations will involve more people and more people means more issues. It is therefore wise to have a security team on hand and available to ensure your employee’s safety.
6. IT support
What happens when your equipment breaks down? Your offshore partner should have a redundant infrastructure to provide 99% uptime, which includes multiple servers and internet connections. Maintaining uninterrupted up-time or minimal downtime of your operations ensure that everyone is producing good results.
What happens if there’s no electricity or water? Unlike many western countries around the world where electricity and water interruptions are quite rare, in developing countries, these occurrences are quite common. It is therefore important that your outsourcing or offshoring partner has the facilities to mitigate these occurrences to ensure your business runs uninterrupted.
Will your employee agree to work without being protected from the law for very long? Labour laws are mandated by your government to protect employees right as well as your business from legal exposure. As the number of employees grows, the implementation of the legal compliance framework becomes more complex if you don’t have expertise in this area. However, in outsourcing or offshoring, you won’t need to burden yourself with compliance requirements as they should take care of that for you.
How will they work with you and how will they let you know if there are any issues? All too often communication goes wrong because of all the different ways of expressing oneself. In order to bridge the gap, your offshore or outsourcing partners should be able to give you a more rounded perspective which will help to address differences in culture, environment and therefore understanding of issues of the situation.
10. Management team
As your business grow, your responsibilities will also expand, leaving you with little time to manage and address all of your employee’s issues. Your offshore partner should help oversee your employees and their work requirements thereby allowing you to focus on your core business activities.