This strategy focuses on sourcing and hiring competent administrative support from offshore and nearshore locations. The first step involves researching potential locations by assessing key factors such as cost of living, labor market, cultural compatibility, and English proficiency. An example might be evaluating countries like the Philippines or India, where many businesses find cost-effective and skilled labor.
The next step is establishing a recruitment process. This includes defining roles, creating job descriptions, and utilizing international job boards and recruitment agencies. For instance, leveraging platforms like LinkedIn or collaborating with specialized agencies can help reach a broader talent pool.
Finally, the strategy emphasizes implementing an effective onboarding and training program. By developing tailored onboarding experiences and utilizing collaborative tools, new hires can quickly familiarize themselves with company systems. Assigning mentors ensures seamless integration into the team, much like pairing new employees with experienced colleagues.
The strategies
⛳️ Strategy 1: Research potential locations
- Identify key countries known for providing offshore and nearshore admin services
- Evaluate the cost of living and labour markets in these countries
- Research employment laws and regulations specific to administrative roles
- Examine the cultural compatibility with your organisation
- Assess the level of English proficiency in potential locations
- Collect data on broadband and technological infrastructure
- Consider different time zone alignments with your business operation hours
- Research existing companies providing admin resources in these locations
- Gather feedback from businesses similar to yours about their experiences
- Identify any geopolitical risks associated with hiring in these regions
⛳️ Strategy 2: Establish recruitment process
- Define the scope and responsibilities of the administrative roles needed
- Create a clear job description with necessary qualifications
- Consider working with recruitment agencies specialising in offshore placements
- Post job listings on international job boards and relevant social media platforms
- Set up a system for initial screening of candidates
- Develop a structured interview guide to assess candidates' skills
- Incorporate remote interview technologies for convenience
- Prepare a standardised test to evaluate administrative skills
- Create an evaluation form for consistency in candidate assessment
- Set up a timeline for the recruitment and decision-making process
⛳️ Strategy 3: Implement onboarding and training
- Develop a comprehensive onboarding programme tailored to remote workers
- Create training modules to familiarise new hires with company software and tools
- Assign a mentor or buddy to guide new hires through the initial period
- Schedule regular check-ins to evaluate progress and address challenges
- Use collaborative tools for effective communication and project management
- Establish a feedback mechanism for continuous improvement
- Set clear performance metrics and KPIs
- Foster a company culture that includes and values remote employees
- Ensure compliance with international employment and tax regulations
- Organise virtual team-building activities to encourage team integration
Bringing accountability to your strategy
It's one thing to have a plan, it's another to stick to it. We hope that the examples above will help you get started with your own strategy, but we also know that it's easy to get lost in the day-to-day effort.
That's why we built Tability: to help you track your progress, keep your team aligned, and make sure you're always moving in the right direction.
Give it a try and see how it can help you bring accountability to your strategy.
